Unite on the Culzean - HSE Stress Management Standards

BIS have agreed to investigation a number of allegations regarding workplace culture following approaches from Unite. We need to take the time to evidence the claims made. To do this in a balanced way and that avoids distracting criticism we have opted to use the HSE's Stress Management Standards Framework.

Below is a version of the HSE Stress Management Standards Survey. This tool was developed by the Health & Safety Executive (HSE) and is recognised as a standard for assessing problems in the work place.

There are 35 multiple choice questions. These are the exact questions asked by the HSE.

Following these 35 questions there is an opportunity to say what is/has been an issue for you at work.

BIS have agreed to work with Unite to investigate multiple complaints about poor workplace culture on the Culzean. It is vital that you take the time to give us your views.

Before the 35 questions begin we will ask for some personal details.Also, right at the end, there is an option for all your responses to remain fully anonymous should you so wish.

Thanks, Unite Offshore

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* 1. Name

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* 2. Phone number

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* 3. Email Address

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* 4. Can you please confirm that you work with BIS on the Culzean

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* 5. Job title

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* 6. I am a member of:

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* 7. Below are the HSE's Stress Management Questions. This is the HSE Introduction:

"Instructions: It is recognised that working conditions affect worker well-being. Your responses to the questions below will help us determine our working conditions now, and enable us to monitor future improvements. In order for us to compare the current situation with past or future situations, it is important that your responses reflect your work in the last six months."

First HSE SMS Question: I am clear what is expected of me at work

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* 8. I can decide when to take a break

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* 9. Different groups at work demand things from me that are hard to combine

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* 10. I know how to go about getting my job done

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* 11. I am subject to personal harassment in the form of unkind words or behaviour

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* 12. I have unachievable deadlines

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* 13. If work gets difficult, my colleagues will help me

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* 14. I am given supportive feedback on the work I do

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* 15. I have to work very intensively

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* 16. I have a say in my own work speed

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* 17. I am clear what my duties and responsibilities are

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* 18. I have to neglect some tasks because I have too much to do

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* 19. I am clear about the goals and objectives of my department

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* 20. There is friction or anger between colleagues

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* 21. I have a choice in deciding how I do my work

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* 22. I am unable to take sufficient breaks

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* 23. I understand how my work fits into the overall aim of the organisation

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* 24. I am pressured to work long hours

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* 25. I have a choice in deciding what work I do

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* 26. I have to work very fast

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* 27. I am subject to bullying at work

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* 28. I have unrealistic time pressures

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* 29. I can rely on my line manager to help me out with a work problem

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* 30. I get the help and support of colleagues

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* 31. I have some say over the way I work

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* 32. I have sufficient opportunities to question managers about change at work

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* 33. I receive the respect at work I deserve from my colleagues

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* 34. Staff are always consulted about change at work

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* 35. I can talk to my line manager about something that has upset or annoyed me about work

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* 36. My working time can be flexible

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* 37. My colleagues are willing to my work-related problems

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* 38. When changes are made at work, I am clear how they will work out in practice

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* 39. I am supported through emotionally demanding work

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* 40. Relationships at work are strained

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* 41. My line manager encourages me at work

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* 42. That is the end of the HSE Stress Management Standards Questions. Those questions are based on 6 Broad Categories. These are:

Demands – this includes issues such as workload, work patterns and the work environment
Control – how much say the person has in the way they do their work
Support – this includes the encouragement, sponsorship and resources provided by the organisation, line management and colleagues
Relationships – this includes promoting positive working to avoid conflict and dealing with unacceptable behaviour
Role – whether people understand their role within the organisation and whether the organisation ensures that they do not have conflicting roles
Change – how organisational change (large or small) is managed and communicated in the organisation.

Please take the opportunity to say in your own words how you feel about each of these categories in relation to your work on the Culzean.

1. Demands

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* 43. 2. Control (how much say you have in the way you carry out work

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* 44. 3. Support (this includes the encouragement, sponsorship and resources provided by the organisation, line management and colleagues)

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* 45. 4. Relationships (this includes promoting positive working to avoid conflict and dealing with unacceptable behaviour)

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* 46. 5. Role (whether people understand their role within the organisation and whether the organisation ensures that they do not have conflicting roles)

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* 47. 6. Change (how organisational change (large or small) is managed and communicated in the organisation

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* 48. We have now asked a range of questions about workplace culture with BIS on the Culzean. There is to be an investigation into allegations made about certain aspects of workplace culture. Please tick the box below that best applies to your willingness to participate in this investigation

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