Worksite Health Promotion Program Design

1. Worksite HealthPromotion Program Design Dr. James M. Eddy

2. Worksite Health Promotion Program Design • Industry and company assessment • Employee needs assessment • Operating plan • Promotional strategies • Personnel • Budgeting • Evaluation

3. Industry and Company Assessment • A careful examination of the business of the organization. • Key questions to ask… • What are the other companies in your industry doing in health promotion? • What are companies in your communities doing? • What are the current health problem in your industry? • How are my company and employees unique? • What are the goals, mission, and values of our company?

4. Industry and Community Assessment:Organization Structure • Management’s support for the program (all levels) • Management’s perception of employee health issues and heatl promotion issues • Organizational and individual management style • Company policies • Company benefits • Company health promotion activities and programs (existing and planned) • Employee attitudes about health and managements perceived caring attitude

5. Industry and Community Assessment: Facilities • Meeting rooms for the program • Exercise space outside as well as inside • Ergonomically correct workstations • Lighting • Ventilation • Heating

6. Industry and Community Assessment Facilities • Cafeteria, vending machine choices, and atmosphere • Smoking areas (if any) • Bulletin boards and posting areas • E-mail/Internet/Intranet • Available community resources

7. Industry and Community Assessment: Costs • Analyze health care costs • Identify high cost areas • Identify potential high-risk populations • Identification of High yield populations • Other cost factors (absenteeism, recruitment, retaining, disability, etc.) • Identify costs for current health promotion activities

8. Industry and Community Assessment: Environmental Audit PHYSICAL FACILITY YES = 1 NO = 0 Natural light used………………………………… Workstations comfortable……………………….. Noise level acceptable……………………………. Temperature control adjustable…………………... Adequate ventilation……………………………... Stairs used, not elevator………………………….. From: Healthy, Wealthy and Wise. Wellness Councils of America. Omaha, NE.

9. Industry and Community Assessment: Environmental Audit NUTRITION YES = 1 NO = 0 Healthy choices in cafeteria…………………………… Vending machine stock fruit and low-calories snacks… Low-fat dressing offered at salad bar………………….. Skim milk available……………………………………. Sugar-free and caffeine-free beverages available………

10. Industry and Community Assessment Environmental Audit CHEMICAL DEPENDENCY YES = 1 NO = 0 EAP Services available……………………………………. Nonalcoholic beverages displayed prominently company functions when alcohol is served………………………… STRESS MANAGEMENT YES =1 NO = 0 Employees handle conflict situations constructively……….. Employees encouraged to achieve adequate balance between work and family…………………………………………..

11. Industry and Community Assessment Environmental Audit PERSONNEL POLICIES YES =1 NO =0 Flextime………………………………………………… Well time off versus sick leave…………………………. Excessive overtime discouraged……………………….. Memberships at workout facilities reimbursed partially.. Safety belts must be worn in company cars……………. TOTAL…………………………………………………___ Scoring: If your company scored over 15 Yeses, you work in an environment that supports health promotion

12. Needs Assessment • Gain senior management input • Determine what to measure • Determine which instrument to use • Health Risk Appraisal • Health Habit Survey • Interest Survey • Other instruments

13. Needs Assessment (cont’d.) • Communicate to your employees • Do Assessment • Paper survey • Meetings • Focus group interviews • Telephone surveys • Observations • E-mail survey

14. Needs Assessment(continued) • Study data • Communicate data • Set program objectives • Determine benefits

15. Case Study:Alabama Power Needs Assessment • Good Health Makes $ense Program • Background: • Fitness Reimbursement • Smoking Policy • Smoking Program • Answers to key questions on slide 3 • Need for needs assessment • How needs assessment process was sold into the company

16. GHM$ Needs Assessment Guidelines • Met with mid-level and upper level managers • Employee benefits • Occupational safety and health • Human resources • Vice president - finance • Vice president - customer service • Vice president - power generation

17. GHM$ Needs Assessment Guidelines (Cont’d.) • Interviewed GHM$ Coordinators • Employee health risk assessment • Health attitude and market survey • Employee focus group interviews • Evaluation of existing activities

18. GHM$ Needs Assessment Results • Employee health concerns • Stress/CVD • Desired programs • Physical activity 55.1% • Weight control 51.8% • Stress management 45.1% • Cholesterol reduction 42.0%

19. GHM$ Needs Assessment Results • Desired programs (continued) • Cancer risk reduction 35.5% • Nutrition education 27.6% • Low back pain 25.5% • Medical self care 25.1% • Home safety 22.5% • Hypertension control 13.9% • Smoking 10.6%

20. GHM$ Needs Assessment Results (Conclusions) • Other findings • Vitality • Self-help videos and print materials • Expand fitness facilities • Preventive screenings • Smoking policy/program (enforcement) • GHM$ program coordinator selection

21. Operating Plan • Levels • Program objectives • Implementation objectives • Impact objectives • The results of the needs assessment should yield objectives on all three levels

22. Operating Plan Policy Development • Policy Development – Health-related organizational policies • Smoking policy • Flex-time policy • Safety belt policy • Food service policy • Risk rated benefits policy • Vending machine policy • Employee Assistance Program (EAP)

23. Operating PlanPolicy development (cont’d.) • Policy development guidelines • Review similar policies • Establish employee committee • Draft policy statement • Gain upper management support

24. Operating PlanPolicy development (continued) • Policy development guidelines • Identify program champion • Obtain mid-management support • Review policy with labor unions • Implement and evaluate the policy

25. Promotional Strategies • A Marketing Approach • Health promotion champion • Evolution of program • Knowledge of consumers • Unique selling points • Organizational approach vs. customer/employee approach

26. Promotional Strategies • Market Research Process • Research • Analyze your market position • Assess the competitive position • Analyze strengths and weaknesses

27. Promotional Strategies • Market Research Process (continued) • Delineate target audiences • Determine selling points • Develop promotional plan • Determine budget • Establish tracking methods

28. Social Marketing • Definition – the marketing of ideas • Social marketing goals • Cognitive Change • Action Change • Behavior Change • Values Change

29. Personnel • Types of personnel in worksite health promotion programs • Staff • Program champion • Volunteers–Employee steering committee • Outside providers

30. Personnel • The Employee Steering Committee Guidelines for membership • Use interest level as your main criterion • Choose people respected by their peers • Appoint communicators • Select people willing to work on their own wellness

31. Personnel • Guidelines for the selection of providers • Clearly define goals and objectives for the program. • Identify vendors • Develop a request for proposal (RFP) • Check references

32. Personnel • Guidelines for the selection of providers (cont’d.) • Narrow the field • Gather additional information • Interview • Attend providers programs • Decide

33. Budgeting • The need to budget • Cost effectiveness • Cost benefit • The budgeting process • Planning • Monitoring • Control

34. Budgeting • Worksite health promotion budget items • Personnel • Fringe benefits • Administrative costs • HRAs • Data processing • Travel costs • Space rental • Evaluation costs

35. Budgeting • Worksite health promotion budget items (cont’d.) • Part-time employees • Graphic production and printing • Educational materials • Marketing, advertising and promotions • Utilities and maintenance • Health communications materials

36. Budgeting Budgeting General Cost Estimates Cost per employee Level of program Comments per year* activity_______________________________________________ $5-$15 Minimal Largely ‘paper’ $16-$30 Moderate Few activities $31-$70 Medium Several activities $71-$150 Fairly Many good activities $151-$250 Comprehensive Strong program *Does not include staff salaries or other indirect costs or the capital construction and equipment costs for an in-house fitness facility.

37. Evaluation • Guidelines for program evaluation • Collect baseline data before program begins • Use employee health surveys from needs assessment process • Use simple health risk appraisals or health habit surveys to chart behavior change • Use existing organizational data to evaluate health promotion activities. Such data include absentee days, sick leave days, health benefits costs, turnover rate, and employee performance ratings

38. Evaluation • Targets of Evaluation • Direct cost benefit factors • Process and program factors • Subjective factors

39. Evaluation: Direct Cost Benefit Factors • Reduced absenteeism • Reduced turnover rate • Reduced health care cost • Reduced accidents • Reduced workers compensation claims

40. Evaluation:Direct Cost Benefit Factors (Cont’d.) • Reduced number of sick days and hours lost • Decreased recruitment and retraining costs • Improved productivity • Decreased disability days • Reduced health care utilization

41. Evaluation: Targets • Process and Program Factors • Number of employees attending programs • Number of employees who complete programs • Employee attitude toward programs and facilities

42. Evaluation: Targets • Process and Program Factors, continued • Behavior change data • Environmental support data • Change in health risk

43. Evaluation: Targets • Subjective Factors • Improved morale • Improved community relations • Improved job satisfaction • Improved quality of work • Enhanced attitude toward health • Decreased level of conflict • Improved corporate culture

44. Evaluation: Targets • Corporate Culture and Environmental Factors • Changes in cafeteria and vending machines • Improvements in flextime policies • Enhanced willingness to verbally support health promotion • Development of appropriate policies (such as smoking, safety belt use) • Enhanced media attention for health promotion

45. Evaluation: Planning and Management Guidelines • Identify basic reasons for evaluation in your organization • Ensure articulation of program goals and evaluation goals • Understand corporate culture • View evaluation in the context of the total program • Use multiple evaluation strategies

46. Evaluation • Follow appropriate methodological procedures: • Define target population • Include participants and non-participants • Establish reference points for the comparison • Collect high quality data • Know possible shortcomings • Know how to interpret and report evaluation results

47. Worksite Health Promotion Program Design • Industry and Company Assessment • Employee Needs Assessment • Operating Plan • Promotional strategies • Personnel • Budgeting • Evaluation