The stress satisfaction scan (SSIX) is a 6-item employee questionnaire that indicates to what extent our employees report being stressed or satisfied at work.

The results are expressed as a single number ranging from -2.5 to +2.5. Positive scores point toward a work environment that is more psychologically safe while negative scores suggest a greater risk of harm.

The SSIX represents the mental health culture in a workplace. Lower scores reflect a negative mental health culture and higher scores reflect a positive mental health culture. This information helps identify psychosocial conditions as high, elevated, average or low-risk zones in the workplace.

• Red zone (-2.5 to -0.5) - Higher chance of psychological injury
• Amber zone (-0.49 to 0.0) - Elevated risk of psychological injury
• Yellow zone (+0.01 to +0.49) - Average risk of psychological injury
• Green zone (+0.50 to +2.5) - Low risk of psychological injury

Secondary traumatic stress, burnout, and compassion fatigue are well-described among professionals involved in medicolegal death investigation. These professionals report lower stress and burnout when their organization promotes mental health awareness and wellness.

Since the beginning of the year, this metric has demonstrated a sustained and encouraging trajectory. Following a period of initial investment and targeted intervention, the scores have consistently trended upward. This stabilization signals that the strategic efforts to enhance the work environment are not only effective but are now integrated into the operational culture.

Key Drivers of Improvement

The sustained improvement in the mental health culture metric correlates with initiatives enacted by leadership in response to prior feedback. Staff feedback attributes the enhanced scores to several key areas:

1. Enhanced Leadership Communication: Staff have reported significant improvements in the clarity, frequency, and transparency of communication from leadership. This includes regular updates on organizational changes, performance metrics, and strategic direction, fostering a stronger sense of inclusion and reducing anxiety associated with uncertainty.

2. Investment in Security and Infrastructure: Proactive measures to enhance physical and digital security protocols have been widely recognized by staff. This investment addresses core concerns regarding workplace safety contributing directly to a more secure and stable working environment.

3. Prioritization of Wellness and Support: The Office's formal investment in wellness activities and the formal establishment of the Wellness Council have created visible effects for staff support. 

Underpinning the successful stabilization of the scores is a critical, cultural shift: a widely reported sense that leadership is authentically open to staff input and genuinely willing to support personnel challenges. This accessibility has fostered an environment of psychological safety, encouraging staff to raise concerns and contribute ideas without fear of reprisal.