CDC Initiative in Worksite Health Promotion

1. CDC Initiative in Worksite Health Promotion Jason E. Lang, MPH, MS Team Lead, Workplace Health Programs National Center for Chronic Disease Prevention and Health Promotion ACSM/IAWHP Executive Summit April 1, 2014 National Center for Chronic Disease Prevention and Health Promotion Division of Population Health

2. Among Firms Offering Health Benefits, Percentage Offering a Particular Wellness Program to Their Employees, by Firm Size, 2013 * Estimate is statistically different between All Small Firms and All Large Firms within category (p<.05). NOTE: Biometric screening is a health examination that measures an employee's risk factors SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2013.

3. Assessment Individual (e.g. demographics, health risks, use of services) Organizational (e.g. current practices, work environment, infrastructure) Community (e.g. transportation, food and retail, parks and recreation) Environmental Support (e.g. access, opportunity, physical/social) Planning/ Implementation Programs (e.g. education andcounseling) Policies (e.g. organizational rules) Health Benefits (e.g. insurance, incentives) Evaluation Worker Productivity (e.g. absenteeism, presenteeism) Healthcare Costs (e.g. quality of care, performance standards) Improved HealthOutcomes (e.g. reduced disease and disability) Organizational Change “Culture of Health” (e.g. morale, recruitment/retention, alignment of health and business objectives) Workplace Governance (e.g. leadership support,dedicated resources, health improvement plan, staffing, partners/vendors, communications,informatics) Contextual Factors (e.g. company size, company sector, capacity, geography) Workplace Health Model

4. Timeline Worksite Health ScoreCard Workplace Health Toolkit The Purchaser’s Guide Diabetes@Work 1999 2005 2006 2010 2012 2013 2002 2011 NIOSH WorkLife Initiative Healthier Worksite Initiative NHWP Work@Health NIOSH Total Worker Health Business Cooperative Agreement

5. Goals For worksite health promotion to become a part of CDC culture Increase “healthy days” among CDC employees Strategies Formative research Collaboration Physical Environment modifications Policy modifications CDC Healthier Worksite Initiative http://www.cdc.gov/hwi

6. CDC Healthier Worksite InitiativeGarden Market

7. CDC Healthier Worksite InitiativeStairWELL to Better Health Project Before After

8. CDC Healthier Worksite InitiativeFood at Meetings Guidance

9. Significant policy change in 2005 Completely smoke free campuses, indoors and out Collaboration of health promotion, clinical, EAP staff and “quit-lines” Personal quit plan, free nicotine replacement Support for multiple quit attempts Link annually with the Great American Smokeout® Tobacco Free Campus

10. Building Diverse Partnerships

11. A Purchaser’s Guide to Clinical Preventive Services: Moving Science into Action • NBGH product developed with CDC and AHRQ • Recommended clinical preventive services for health benefits design • Comprehensive: 46 conditions, 50% address chronic diseases • Targeted to all health care purchasers (public and private) • Written with contract language (Summary Plan Description – SPD) http://www.businessgrouphealth.org/preventive

12. CDC Workplace Tools and Resources

14. Essential Elements of Integrated Programs • Find and Use the Right Tools • Adjust the Program as Needed • Make Sure the Program Lasts • Ensure Confidentiality Program Implementation & Resources • Be Willing to Start Small & Scale Up • Provide Adequate Resources • Communicate Strategically • Build Accountability into Program Implementation Program Evaluation • Measure and Analyze • Learn from Experience Organizational Culture & Leadership • Develop a “Human Centered Culture” • Demonstrate Leadership • Engage Mid-Level Management Program Design • Establish Clear Principles • Integrate Relevant Systems • Eliminate Recognized Occupational Hazards • Be Consistent • Promote Employee Participation • Tailor Programs to the Specific Workplace • Consider Incentives and Rewards

15. The CDC Worksite Health ScoreCard (HSC) http://www.cdc.gov/dhdsp/pubs/docs/HSC_Manual.pdf Assesses best practice health promotion interventions (policies, programs, environmental supports) • Organizational supports • Tobacco control • Nutrition • Lactation support • Physical activity • Weight management • Stress management • Depression • High blood pressure • High cholesterol • Diabetes • Signs and symptoms of heart attack and stroke • Emergency response to heart attack and stroke • Occupational Safety and Health • Vaccine-Preventable diseases • Community resources

16. The National Healthy Worksite Program (NHWP) is designed to assist employers in implementing science and practice-based prevention and health promotion strategies that will lead to specific, measureable health outcomes to reduce chronic disease rates. The NHWP seeks to promote good health through prevention, reduce chronic illness and disability, and improve productivity outcomes that contribute to employers’ competitiveness.

17. NHWP Training and Assistance Continuum Planning & Implementation Program Evaluation Data Collection Making the Business Case Leadership and Culture Driving senior leadership support Creating a healthy worksite culture Building infrastructure and capacity Relationship between health and performance Impact of worksite health program Key components of a compre-hensiveworksite health program Determining program goals and objectives Developing detailed worksite health plans Putting assessment and planning into practice Worksite health assessment process Types of data to collect Using data for program planning Measuring process and outcomes Key evaluation metrics Module 1 Module 2 Module 3 Module 4 Module 5

18. NHWP WH 101 Training Manualhttp://www.cdc.gov/nationalhealthyworksite/join/Training-materials.html

19. Overview • Work@HealthTMis an employer based training program • The Work@HealthTM Program will build employer knowledge and skill as well as capacity to implement, grow and sustain effective workplace health promotion and protection strategies. • Accelerate the adoption of science-based worksite health programs nationwide. • Help to identify, develop, and share best practice models for comprehensive worksite health program training.

20. Work@HealthTM Program Structure • There are two basic ways to get involved: • Work@HealthTM Employer training • Designed to train U.S. employers of all sizes and types how to establish, expand and improve science- and practice-based health promotion strategies that will lead to specific, measureable means to reduce chronic disease rates in the workplace. • Work@HealthTM Train-the-Trainer (certified) training • Will provide employers and other participants with the knowledge and tools to train employers using the Work@HealthTM curricula how to promote good health in their workplaces to prevent or reduce chronic illness and disability, thereby improving productivity and the competitiveness of employers participating in this training program.

21. Benefits to Employers What you receive: • Professional training at no cost to the participant. • Complete organizational health and safety assessment to define existing needs. • Expert technical assistance and consultation. • Seed funding up to $5,000. • Opportunity to network with peers. • Participation recognition.

22. Benefits to Certified Trainers What you receive: • Professional training at no cost to the participant. • Enhanced knowledge and skills necessary to deliver. comprehensive workplace health training. • Enhanced skill at using integrated social media and professional training tools. • Seed funding up to $2,500. • Expansion of professional network. • Certificate of achievement.

23. Work@HealthTM Program Components • Formal Training • Technical Assistance • Seed Funding Support

24. Work@HealthTM Training Modalities Employer Training Model Online Seminars, case studies and practical demonstrations delivered through distance-based mechanisms such as webinars. Hands-On Employers participate in in-person interactive workshops that provide content through a variety of approaches, including lectures and case studies. Blended Involves a combination of distance-based or e-learning (online model) and in-person classroom sessions (hands-on model).

25. Employer Curricula Core Elements

26. Work@HealthTM Technical Assistance Core Training ASSESSMENT Curriculum Continuum Work@Health™ Technical Assistance Learning Community PLANNING Structured Technical Assistance Organic Technical Assistance IMPLEMENTATION EVALUATION

27. 2014 Training Dates and Locations BALTIMORE Online – March 16 – April 5 In-person, blended, T3 – April 8-10

28. Work@HealthTM Program Evaluation • Overall program will be conducted through quantitative and qualitative data applying the RE-AIM framework to assess: • The comparative effectiveness of the four models in reaching and engaging employers and long-term sustainability. • The effect of the training on employers’ learning and self-efficacy in applying knowledge and skills gained through training. • The resulting actions taken by employers to set up science-based workplace health programs, policies, practices, and environmental supports. • Information will be disseminated through manuscripts, case studies, and success stories.

29. Additional Benefits • A complete health and safety assessment of their organization • Technical assistance and community support resources over 12 months • Seed funding to help take action • Up to $5,000 for employers to implement interventions • Up to $2,500 for trainers to train others • On-going networking opportunities

30. Visit The TWH™ Website: http://www.cdc.gov/niosh/TWH/

31. CDC Workplace Health Promotion Toolkit www.cdc.gov/whp

32. CDC Worksite Health Promotion Programs www.cdc.gov/NationalHealthyWorksite www.cdc.gov/workathealth

33. Thank You For more information please contact Centers for Disease Control and Prevention E-mail: jlang@cdc.gov Web: http://www.cdc.gov/workplacehealthpromotion http://www.cdc.gov/NationalHealthyWorksite http://www.cdc.gov/workathealth The findings and conclusions in this report are those of the authors and do not necessarily represent the official position of the Centers for Disease Control and Prevention. National Center for Chronic Disease Prevention and Health Promotion Division of Population Health