DCC_HealthWellbeing_SCREEN

Health and Wellbeing Plan 2026–2029

Foreword

Health and Wellbeing Plan 2026–2029

Foreword It gives me great pleasure to present Donegal County Council’s second Health and Wellbeing Plan 2026–2029.

This new plan marks a renewed commitment

This plan has been designed and will be

to supporting employee health and wellbeing,

implemented through partnership and

setting out our strategic direction in this vital area

collaboration, informed by staf engagement.

for the coming years.

The Council looks forward to continuing these collaborative eforts to achieve tangible

This plan presents the Council’s vision, aims, and

improvements in health and wellbeing in the

objectives for enhancing health and wellbeing

coming years.

among all staf members. The key themes— Promotion, Prevention, and Rehabilitation—remain

John G. Mc Laughlin

at the forefront of our eforts. In recognition

Chief Executive Donegal County Council

of the growing interconnections between physical, nutritional, mental, social, fnancial, and environmental health, we are committed to broadening the range of services and support available to staf, ensuring that health and wellbeing are consistently prioritised across the organisation.

Acknowledgement is due to all who contributed to the development of this Health and Wellbeing Plan, especially staf members whose insights and feedback have been invaluable.

ACKNOWLEDGEMENTS We wish to thank all of those who have contributed to the development of the Plan, in particular the staf of Donegal County Council for their feedback and suggestions, members of the Council’s Senior Management Team and members of the Health & Wellbeing Committee.

2

Health and Wellbeing Plan 2026–2029

01 02 03 04 05 06 07 08 09 10 11

Contents

Vision & Aim

p4

Background

p6

Setting the Scene

p7

Policy Context

p10

What did we do before a Wellbeing Plan

p14

Approach and Methodology

p16

Health and Wellbeing Plan 2021–2025

p18

Staf Surveys

p22

Health and Wellbeing Plan 2026–2029

p24

Implementation

p27

Evaluating

p28

Vision/Aim

Health and Wellbeing Plan 2026–2029

01

Vision & Aim

Vision/Aim

Health and Wellbeing Plan 2026–2029

Taking an evidence-informed approach

The Plan is built around three main

to create a supportive environment that

themes of Promotion, Prevention and

enables our staf to be proactive, to

Rehabilitation under fve Strategic Pillars:

protect and enhance their own health

Mental Wellbeing Physical Wellbeing

and wellbeing

Emotional Wellbeing Community Wellbeing Environment Wellbeing

Physical Wellbeing Body

Mental Wellbeing Mind

P

n

on n ti ve re

Prom ot io

Emotional Wellbeing Life

Wellbeing Wellbeing

The Donegal County Council Health and Wellbeing Plan (2026–2029) sets the

habilitation Re

direction and provides a framework for coordinated action to ensure our diverse workforce is aforded the opportunity for

Environment Wellbeing Place

Community Wellbeing People

optimal health and wellbeing so they can participate fully in their work, family and community life.

4

Thriving Workforce 5

Background

Health and Wellbeing Plan 2026–2029

02

Background

Setting the Scene

Health and Wellbeing Plan 2026–2029

03

Setting the Scene

Why a Health and Wellbeing Plan?

This document sets out the next phase of the Council’s Health and Wellbeing Plan for the period 2026–2029. It presents the overall vision, goal and objectives of the Council in Health and Wellbeing for the next 4 years. It builds on the work of the Councils frst Health and Wellbeing Plan 2021–2024. The document provides an

Council’s Health and Wellbeing Plan (2021–2024) introduced an increased focus on employee health and wellbeing.

The plan refected the connections between physical,

The purpose of the Plan is to provide a coordinated

nutritional, mental, social, fnancial and environmental

promotion and delivery of programmes through both

health. It incorporated a broader wellbeing programme

well-established organisational supports and newly

into our corporate planning, developed a tailored strategy

negotiated pathways for individual and family supports

based on staf input, best evidence, and practice on

in our local community designed to encourage the

promoting a healthy workplace. In these exceptionally

health, wellbeing and safety of all our staf.

challenging times, maintaining a happy and healthy workforce is certainly no easy task; however, having a

overview of why a Health and Wellbeing

structured Health and Wellbeing Plan can have positive

Plan is important, the methodology used

to staf needs not only values our workforce, but will

for developing the plan as well as the learnings from delivering the Health and Wellbeing Plan 2021–2024. All which will guide the direction of the new 2026–2029 plan.

6

The introduction of Donegal County

impacts on staf morale and resilience both now and into the future. Tailoring wellbeing programmes and benefts contribute to greater employee engagement, reduced stress, enhanced resilience, decreased absenteeism and better overall health and wellbeing outcomes.

The Plan is a holistic approach to employee wellness focusing on prevention, providing a healthy workplace, fostering a resilient workforce and promoting social connectedness and community involvement. The Plan will also help nurture and encourage leadership by supporting supervisors and managers through training and education in creating a positive work environment and promoting active wellbeing in the workplace. This is a living document that will continue to evolve over the next four years and adapt to the changing needs of our staf and organisation.

7

afect their wellbeing. People with higher levels of wellbeing are better able to cope in the face of

— The right thing to do – we have a corporate social responsibility to look out for our staf and

hardship, have stronger immune systems and are physically stronger and happier. On the other hand, people who sufer from physical or mental health

community — The smart thing to do – a positive workplace culture increases staf’s satisfaction, morale

conditions are likely to have higher rates of injury and/

and energy resulting in improved efectiveness,

or illness, long term chronic diseases, absenteeism and presenteeism.

productivity and performance — The legal thing to do – it is our statutory obligation to provide a healthy and safe workplace.

A well-planned and comprehensive workplace Health and Wellbeing Plan has many benefts.

sed ow rea Inc ss of h r u e ren e yo awa prov lth m to i n hea ow

Imp hea roved lth & bein well g

E re nhan cr c re uitin ed te nt g & ion

How can can How help itithelp

Healthier workplace workplace culture cultur e

?

R lo edu ng c e pr hea ter d ob lth m l em s

Red u hea ced s t a l t h risk f s

8

work is:

their time at work, which can positively or negatively

ed b ov jo pr & n Im le ctio a or sfa ti sa

— World Health Organisation

We understand that investing in wellbeing at

efectively. Staf spend in the region of one third of

m

‘Health is a state of complete physical, mental and social wellbeing and not merely the absence of disease or infrmity’

Wellbeing is our ability to feel good and function

s ce m n o e bs ss fr r a er llne the w i o Fe to or s e k se du wor cau

What is a Wellbeing?

Setting the Scene

Health and Wellbeing Plan 2026–2029

Increased Incr eased productivity, productivity, performance perf ormance & efciency efcienc y

Setting the Scene

d uce Red nal o pers are lth c hea sts co

Health and Wellbeing Plan 20 2026–2029 26–2029

9

Policy Context

Health and Wellbeing Plan 2026–2029

04

Policy Context

Health and Wellbeing Plan 2026–2029

Policy Context

This Plan will assist the Council in meeting its legal and statutory obligations while also delivering on its workplace wellbeing commitments that are set out in the Donegal County Council’s Corporate Plan 2024–2029 under the strategic objectives and supporting strategies of:

Empowering our communities -‘Promoting positive mental health and wellbeing by working in partnership with key agencies and support organisations’ Developing Organisational Capacity -‘Support the development of a highly motivated, skilled and talented workforce dedicated to delivering the organisation’s objectives by facilitating and encouraging a culture of continuous learning, training and development’ ‘Build on the strong organisational health and safety culture ensuring health, safety and wellbeing of our staf and supporting a safe working environment for all employees

Donegal County Council’s Health and

through our Dignity at Work policy’

Wellbeing Plan (2026–2029) is proactive

‘To support the Council’s Social Club in recognition of its

and committed to reorganising and

and connecting staf, past and present, in a spirit of

expanding the range of services and

important role in fostering a positive workplace community belonging and togetherness’

health and wellbeing supports provided to staf.

10

11

Policy Context

Health and Wellbeing Plan 2026–2029

The actions proposed in the Plan, will support the ongoing work of the Council across a range of areas, in particular the work of the Council’s Social Inclusion Unit, work being undertaken as part of the Healthy Ireland initiative, the councils Healthy Libraries, the Council’s Age Friendly Strategy, the Older People’s Council and the council’s climate action team. The actions of each are distinct but complementary and support the overall vision of enhancing workplace wellbeing.

Health and Wellbeing Plan 2026–2029

Policy Context

This Plan has been prepared in the context of existing and emerging policy at national and EU level including: — EU Commission Strategic Plan for Safety & Health at Work 2014–2020 — The Safety Health and Welfare at Work Act 2005 — Healthy Ireland: A National Framework for Healthy workplaces in Ireland 2021–2025 — Department of Health: The Healthy Ireland Framework 2013–2025 — HSA Workplace Health & Wellbeing Strategy.

— Department of Health. Connecting for Life. Irelands National Strategy to Reduce Suicide 2015–2024

The World Health Organisation defnes a healthy workplace as follow;

‘A Healthy Workplace is one in which workers and managers collaborate to use a continual improvement process to protect and promote the health, safety and wellbeing of all workers and sustainability of the workplace’ 12

13

Health and Wellbeing Plan 2026–2029

05

What did we do before a Wellbeing Plan

What did we do before a Wellbeing Plan

Health and Wellbeing Plan 2026–2029

The staf welfare/occupational health service provides

What did we do before

— Holding general assemblies for “outdoor” workers and delivering information seminars with information on

and manages numerous initiatives and key supports for staf, their families, line managers and supervisors.

These include:

staf entitlements — Planning and organising the Council’s Ecumenical service.

— Managing the Council’s Employee Assistance Service (EAS) — Managing the occupational medicals for new recruits to the retained fre service and existing employees

The Council’s Employee Assistance Service has provided to employees and/or their immediate family members support in areas such as: depression; emotional and psychological stress; bereavement;

— Running wellbeing initiatives and more recently

marital, family, relationship issues; alcohol and other

providing advice and assistance in relation to the

drugs, gambling abuse; child loss; child/family illness;

Covid 19 pandemic — Administering voluntary vaccination programmes, the Council’s optical scheme and cycle to work scheme

terminal illness; post-natal depression; eating disorders; and stress-related workplace concerns. Information on all these services can be accessed via the wellness

— Managing all aspects of the public service sick pay

portal on the Council’s Intranet page or downloading

scheme (uncertifed/certifed sick leave) — Providing support to seek to resolve workplace issues

the wellness app.

including organising independent mediation

Chart 1: Supports provided

by Staf Welfare and Occupational Health Ofce

rvice e ic Se Publ y Schem a P k c Si

Inde pe Med ndent iatio n

ng ei s ll b tive e a W iti In

O

cc u As in pa se ju tio ss ry na m l en ts

Ecu m Ser enica l vic e

tion e cina Vac ramm g Pro

many years.

14

ng k

lli EAS Counse es ic rv Se or W o t me e cl che y C S

Covid-19 Protocols

dedicated Staf Welfare Ofcer for

R e t Pl irem a n ni ent ng

a unique County Council in having a

Op Sc tica l he me

was a pioneer in staf welfare, being

e vic l er a e S dic Fir Me OH

wellbeing plan, Donegal County Council

Staf Welfare Occupational Health ofce

Ge n e ra l Assemb lies Outdoo r Staf

Long before our frst health and

15

Health and Wellbeing Plan 2026–2029

06

Approach and Methodology to developing a Health and Wellbeing Plan

Approach & Methodology

staf survey carried out in April 2021 to consider how best to reorganise and expand the range of services and health and wellbeing supports currently provided by Donegal County Council

This research pointed to the substantial benefts for all staf by establishing a Health and Wellbeing Plan for the organisation. In turn this created the foundation in producing and adopting

The concept of developing a Health and Wellbeing Plan was initiated in 2020/2021 by the Council’s staf Welfare Ofce and Human Resources Division.

The views of the staf were sought through a

Approach and Methodology to developing a Health and Wellbeing Plan

Health and Wellbeing Plan 2026–2029

g.

the Donegal County Council Healthy and Wellbeing Plan 2021–2024

Researching mandatory legislative and organisational policy requirements and training, and

h.

rch

sea Re

Identifying processes to measure and assess the impacts and benefts of key health and wellbeing

Re vie w

actions which the Council may wish to take.

to staf. This included:

b.

Identifying any gaps in health and wellbeing needs and interests of Council staf

c.

at Rep e

and key supports within the Council

f Sta vey ds e Ne

Reviewing existing health and wellbeing initiatives

Sur

a.

Reviewing current organisational metrics surrounding health and wellbeing to support

Methodology

evaluation d.

Embedding a participatory approach to the development of the Plan to help ensure the Plan

Identifying opportunities for collaboration to provide

t

families f.

sul

can be provided locally to beneft staf and their

ate

Identifying the referral pathways for supports that

alu Ev

e.

Co n

refects what is relevant to all staf

greater access to relevant health, social care and local support services (not exhaustive)

io Act

n

t

en

ple m

Im

16

17

Health and Wellbeing Plan 2026–2029

07

Health and Wellbeing Plan 2021–2024

Health and Wellbeing Plan 2021–2024

Health and Wellbeing Plan 2026–2029

Health and Wellbeing Plan 2021–2024 in numbers

Health & Wellbeing Plan 2021–2024

The Donegal Health and Wellbeing Plan 2021–2024 was ofcially launched by the chief executive in November 2021.

Online Webinars/Workshops

— 48 delivered — 1267 participants (does not included viewed recordings) — Topics delivered

Resilience

Exercise

Nutrition

Autism

Volunteering

Stress

Self-care

Quizzes

Cancer Awareness

Anxiety

Epilepsy

EAP

Sleep

Mindfulness

Menopause

Finance

— 88 delivered

In Person Events and Workshops

— 2775 attendees — Topics delivered

The introduction of the plan was to increase the focus on stafs’ health and wellbeing through three main themes, promotion, prevention and rehabilitation.

Through the delivery of the plan the aim was to expand the range of services and

Breast Cancer

Positive Parties CBT

Nutrition

Exercise

Social Club Events

Capacity Building

Living Well

Health Checks

Retirement Planning

Bike Week

Mid Career Workshops

Mental Health Workshops

Walk & Talk

Mindfulness

Christmas Cabaret

Dance Classes

supports for staf to enhance their health and wellbeing.

18

19

Health and Wellbeing Plan 2021–2024

Health and Wellbeing Plan 2026–2029

Employee Assistance Service

Number of staf who contacted the EAS – 151

Donegal County Council provide a free Employee Assistance Service that is available 24/7 that provides

— 81.5%

staf member

— 8.5%

dependent child (over 16)

— 6.0%

spouse/partner

— 4.0%

Manager/HR

Health and Wellbeing Plan 2021–2024

Health and Wellbeing Plan 2026–2029

Organisational Profle Comparison

The Council’s workforce — 1st May 2021

1189 persons

— 31st December 2025

1184 persons

To inform the development of the Health and Wellbeing Plan, the baseline data of staf from May 2021 was

immediate access to counselling support. Our EAS

examined and compared to current staf numbers on

provides you with immediate access to counselling

the 31st of December 2025.

support to help you cope more efectively with any personal or work-related problems.

Primary issues Anxiety Work Related

Sleep

Family

Trauma Presenting Issues

Loss

Age

2021

2025

Under 30

3%

2%

Over 40

79%

84%

Over 50

40%

49%

Work Area

2021

2025

administrative

402

476

outdoor

397

306

technical/professional

236

243

retained firefighters

154

159

Outdoor Staf

2021

2025

Over 40

75%

89%

Over 50

49%

62%

Retained Firefghters

2021

2025

Stress

Parenting

Over 40

58%

61%

Over 50

24%

23%

Mood

0.1%

2% Chart 2: Donegal County Council Age Profle December 2025

Health Checks Data A staf health screening programme was carried out in two phases in 2023 and 2024.

517 staf availed of a free comprehensive health check and the overall report outlined the general physical and mental health of the staf. The main key fndings

13.7%

— 18% fagged abnormal Q – Risk of cardiac disease

14.9%

— 30% fagged abnormal blood pressure

21–30

— 78% fagged abnormal lipid profle

31–40

(high cholesterol)

41–50

— 4% fagged abnormal HbA1c (diabetes) — 5% reported alcohol intake above the recommended limit — 6% of staf were smokers

<20

35.2%

34.1%

51–60 61–70

highlighted:

20

21

Staff Surveys

Health and Wellbeing Plan 2026–2029

08

Health and Wellbeing Plan 2026–2029

Staff Surveys

A repeat staf survey was conducted in January 2025,

Staf Surveys

asking the same series of questions to examine the changes in responses and to measure, if any, the impact of Health & Wellbeing Plan 2021 -2024. There were 561 returns from the survey, a response rate of 47.4%.

The survey comparison results showed that: — 61% of staf felt that the organisation has an environment that encouraged staf to talk openly about mental and physical health issues (39% in 2021) — 59% of staf felt that they would be confdent in talking to their line manager about issues that afect

The barriers most identifed in preventing staf participating or attending included workload, time, constraints, work pressures, location and manager approval.

their mental health (48% in 2021) — 54% of staf were waking up rested and refreshed more than half of the time. (46% in 2021) — 76% of staf are generally satisfed between the balance of time spent at work and the time spent on other aspects of life. (70% in 2021) However, only — 21% of staf are taking the recommended minimum of 150 minutes of moderate exercise per week (32% in 2021)

In April 2021, a survey of staf, asking a series of questions about mental health, physical health and organisational health was conducted. The aim of the survey was to measure the then levels of staf’s health and wellbeing as well as to use the results and comments to help shape the programmes and initiatives that will be included and ofered to staf. There

— 82% of staf felt their general health was good or very good (83% in 2021) — 65% of staf showed a positive response in dealing with anxiousness (70% in 2021) — 60% of staf showed a positive resilience in managing stress (65% in 2021) The staf survey also included a few questions relating to the Health & Wellbeing Plan 2021-2024. The survey results reported that: — 48.5% of respondents either agree or strongly agree that the organised health and wellbeing events/ programmes/webinars have had a positive impact on their health and wellbeing.

— 44.55 % neither agreed nor disagreed.

— respondents attended or took part in organised health and wellbeing events • 52% some of the time • 15% most of the time • 3% all the time • 30% at no time

were 586 returns from the survey, a 49% response rate.

22

23

Health and Wellbeing Plan 2026-2029

Health and Wellbeing Plan 2026–2029

09

Health and Wellbeing Plan 2026-2029

Health and Wellbeing Plan 2026–2029

Health & Wellbeing Plan 2026–2029

Valuing Staf

The Plan is built around three main

Integrity &

Social Inclusion

Accountability

& Accessibility

themes of Promotion, Prevention and

Core Values & Guiding principles

Rehabilitation under fve Strategic Pillars: Mental Wellbeing Physical Wellbeing

Innovative, Creative & Continuous Improvement

Emotional Wellbeing Community Wellbeing Environment Wellbeing Core Values and Guiding Principles

Open, Flexible and Responsive

The Plan is guided by a series of core values and

We are committed to being open, agile, fexible and

principles that underpin the Health and Wellbeing Plan

responsive to the changing needs of our staf and availing

and will guide the Council in achieving the goals and

of any opportunities that will enable the achievement of

objectives set out in this Plan.

the ambitions of this Plan.

Valuing Staf

Innovative, Creative and Continuous Improvement

Human Rights & Accountability

Open, Flexible & responsive

Objectives This section sets out the specifc objectives which we hope to achieve under each pillar.

We are committed to creating a work environment that will allow staf to realise their potential in a culture of

We are committed in fostering an innovative and creative

continuous learning and supporting their health and

approach to achieve the ambitions of this Plan, working

— To build on a culture that promotes best practice

wellbeing.

collaboratively to improve positive outcomes for our staf.

in supporting mental health and wellbeing in the workplace

Participation, Social Inclusion and Accessibility

Integrity and Accountability

— To enhance new pathways for mental health supports and services in our surrounding

We are committed to promoting the participation of staf

We work to the highest level of ethical conduct and

guiding and shaping the Plan, facilitating inclusion and

probity and are committed in delivering the Plan in an

ease of access for all.

open, transparent and in an equitable way.

community — To nurture and encourage leadership by supporting supervisors and managers in creating a positive work environment and promoting active

Human Rights and Accountability

wellbeing

— To provide information, training, education and awareness opportunities for staf to enhance wellbeing — To provide opportunities and pathways for staf to be proactive in managing their physical health and maintaining a healthy lifestyle through coordinated programmes — To promote an environment that supports best practice in work/life balance — To support and maintain a safe and healthy working environment — To enhance our spaces and facilities for staf to participate in wellbeing activities.

— To encourage and promote opportunities We will actively promote equality, diversity, eliminate

for social connectedness and community

discrimination and protect human rights of our staf.

involvement to build relationships and strong ties in the places in which we work and the communities in which we live

24

25

Health and Wellbeing Plan 2026-2029

Health and Wellbeing Plan 2026–2029

Timeline

EVAULATING

EVAULATING

DELIVERING

2021 – 2024 Plan Staf Survey

2025

2026

2027

2028

DELIVERING

2029

DELIVERING

Action Planning Building Knowledge, awareness and information resources Staf engagement and participation

Action Plan

Build on a culture that promotes best practice

Deliver Coordinated programmes in health and wellbeing

Nurture and encourage leadership

P

En v iro nm

Re h

y nit u m m Co

g

Pre v e nt i

in be

Provide Information, training, education and awareness opportunities for staf

Staf Member

10

Implementation

An implementation plan will be developed for the life of the Plan. The programmes, initiatives and activities will be developed, communicated and delivered based on the needs and priorities identifed by staf in the staf survey responses, the key fndings from the health checks report and the presenting issues identifed through the employee assistance services.

Measuring Ongoing Success Of The Plan

Encourage and promote social connectedness and community involvement

ell W

tion lita i ab

o Prom tion

t en

l

on

na

al sic hy

Promote and support best practice in work life balance

Em ot io

Mental

Implementation

Health and Wellbeing Plan 2026–2029

Information Gathering

The progress of the Plan will be measured in both

--

quantitative and qualitative metrics to monitor

The Health and Wellbeing Plan (2026–2029) relies

engagement, progress and results.

on qualitative and quantitative indicators. Wellness

— Benchmarking staf satisfaction, perceptions and

and operational indicators measure quantitative data

attitude changes to health and wellbeing through

to identify trends, record programme satisfaction,

staf surveys

document process compliance and track Health

— Measuring levels of staf participation

and Wellbeing investment. Data will be reviewed

— Preparing a comprehensive annual report and

on an annual basis with the understanding that Enhance new pathways for staf

it may not be possible to conclusively detect any trends in improvements in health and wellbeing until approximately a number of years after the Plans are implemented.

evaluation of yearly progress — Measuring activities planned to activities delivered — Measuring training provision through evaluating training aims and learning outcomes as well as participants’ before and after evaluation forms — Measuring the efectiveness of the communication

Maintain safe and healthy working environment

26

Enhance spaces and facilities

plan through feedback from staf and key stakeholders.

27

Evaluating

Health and Wellbeing Plan 2026–2029

11

Evaluating

Evaluating

Health and Wellbeing Plan 2026–2029

‘Life is like a chain.

Every link counts’ – Lee Horbachewski

A Health and Wellbeing Committee was established as part of the Health and Wellbeing Plan 2021–2024 with representatives from a range of departments and interests within the organisation and from key stakeholders.

The membership of the committee is drawn from

— Director of Human Resources, Economic

with our staf, the Council is committed to continue

participate in the development, implementation and continual improvement to promote thriving at work.

m

u

28

through this Health and Wellbeing Plan our staf can

y

(rotating)

that listening to our staf is an essential component,

ni t

— Member from the Health and Safety ofcers

physically healthy, safe working environment. Recognising

m

— Divisional Managers from each of the Directorates

collaborative planning to sustain a psychologically and

om

bodies: Connect, FÓRSA, SIPTU and SIPTU Lapo

of mutual respect, confdentiality and working together

C

— Member from each of the four staf representative

ro

safety of its staf are key aspects leading to organisational success and sustainability. Recognising the principles

Chairperson

vi

believes that the physical, psychological welfare and

the following non- exhaustive representation:

Development & Emergency Services acting as

En

for enhancing the health and wellbeing of its staf and

E

and wellbeing.

The Council aims to continue in being a model workplace

nv

participation, behaviour and perceptions to health

ir

— Providing constructive feedback on staf’s

Leadership and Commitment

om

What is working well, what is not and why

the staf Health and Wellbeing Team.

t

— Evaluate, monitor and review intended outcomes.

The secretariat of the leadership group is provided by

en

staf

al

through dissemination and communications with all

ongoing basis.

ic

— Assist in embedding the plan within the organisation

area will assist the committee as required on an

ys

new plan and:

Additional external Advisors who are experts in their

Ph

This group will continue through the life of the

en

t

Mental

29

Health and Wellbeing Plan 2026–2029

Evaluating

Health and Wellbeing Plan 2026–2029

Evaluating

Contact -Health & Wellbeing Team Email: welfare@donegalcoco.ie

30

31

Health and Wellbeing Plan 2026–2029

Evaluating