The document “Tool for Identifying Psychosocial Risk Factors in the Workplace” (updated March 2011) published by the INSPQ is not available at this time. For more information on accessibility to the most recent version, contact the Direction des risques biologiques et de la santé au travail at the following email address: [email protected].
Overview of contents
The Tool for Identifying Psychosocial Risk Factors in the Workplace offers to the various actors in the workplace indicators for understanding, identifying and reducing risks that have an impact on the psychological and physical health of workers. The checklist (grille) is intended for use by occupational health consultants from outside the workplace so they may make their judgements based on common indicators. His content pertains to the characteristics of the workplace (part 1) and to certain aspects related to management practices (part 2). It is based on theoretical models validated by numerous scientific studies.
The Tool was designed by Dr. Michel Vézina with the collaboration of a scientific group from the INPSQ. The first versions were released in 2008 and in 2009, after experimental testing in several companies. Other experiments were conducted as part of a field research project involving the Réseau de santé publique en santé au travail du Québec and occupational health consultants in France. The INPSQ and its scientific group integrated new knowledge in the 2011 version of the tool.
To ensure the validity of the results, certain prerequisites to the use of the checklist must be met. Consultants must receive prior training to develop both their knowledge about psychosocial risks and the skills to use the checklist as an interview tool. The procedure to identify psychosocial risks in the workplace using the Tool must also satisfy certain requirements, such as gathering information from workers and from representatives of the employer.
Accessibility
In order to facilitate the use of the Tool by the actors concerned while at the same time preserving the integrity of the tool, the INSPQ had developed an online training session that must be completed in order to have access to the tool. The procedures for access and use will be provided in 2015.
Until then, comments may be sent to the Direction des risques biologiques et santé au travail at the email address indicated below.
December 10, 2014.
Description of the psychosocial indicators
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Part 1 – Context of the organization |
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Description of the indicator |
This indicator aims to |
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A. Job context |
Learn the importance of job insecurity and of ongoing or planned organizational changes that threaten the job. |
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B. Illness absenteeism and presenteeism |
Learn about sickness absenteeism and its evolution over the past 3 years as well as the importance of symptoms or behaviours linked to an illness and affecting productivity (presenteeism). |
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C. Occupational health activities or policy |
Learn the importance given to the prevention of health problems in general and of psychosocial health problems in particular. |
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D. Activities or policy against violence and harassment |
Learn the importance given to the prevention of violence and harassment at work. |
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E. Return to work activities or program |
Learn the importance given to return to work activities, especially in cases of psychosocial health problems. |
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F. Work/life balance activities or program |
Learn the importance given to activities facilitating work/life balance beyond what is required by law. |
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Part 2 – Key components of the organization |
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Description of the indicator |
This indicator refers to |
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A. Workload |
The amount of work to be done, the mental and emotional demands, and time constraints. |
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B. Recognition at work |
Different ways to recognize efforts, of men and women, such as monetary compensation, esteem, respect, job security, or prospect of promotion. |
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C. Social support of superiors |
The availability and the capacity of superiors to support their employees. |
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D. Social support of colleagues |
Team spirit, degree of cohesiveness in the group, and assistance and collaboration of colleagues in task performance. |
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E. Decision-making latitude |
The possibility to exert a certain control over the work to be done and the possibility to use or develop one’s skills. |
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F. Information and communication |
The means put in place by management to inform and consult on the context of the organization and the vision of management. |
Terms and conditions of use and disclaimer notice
The content of this page is for information purposes only. It does not replace the tool, or the training prior to its use. The INSPQ reserves the right to change or remove the content or any feature without notice. The information contained on this page is the property of the Government of Québec which holds the exclusive intellectual property rights. The data contained in this document may be cited, provided that the source is mentioned.
Également disponible en français : Grille d'identification de risques psychosociaux au travail : mise à jour mars 2011.
