Worksite HealthPromotion Program Design

Dr. James M. Eddy

Worksite Health Promotion Program Design

Industry and company assessment Employee needs assessment Operating plan Promotional strategies Personnel Budgeting Evaluation

Industry and Company Assessment

A careful examination of the business of the organization.

Key questions to ask…1. What are the other companies in your industry

doing in health promotion?2. What are companies in your communities doing?3. What are the current health problem in your

industry?4. How are my company and employees unique?5. What are the goals, mission, and values of our

company?

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

Industry and Community Assessment: Facilities

Meeting rooms for the program Exercise space outside as well as inside Ergonomically correct workstations Lighting Ventilation Heating

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

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

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.

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………

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 = 0Employees handle conflict situations constructively………..Employees encouraged to achieve adequate balance

between work and family…………………………………………..

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

Needs Assessment

1. Gain senior management input

2. Determine what to measure

3. Determine which instrument to use Health Risk Appraisal Health Habit Survey Interest Survey Other instruments

Needs Assessment (cont’d.)

4. Communicate to your employees5. Do Assessment

Paper survey Meetings Focus group interviews Telephone surveys Observations E-mail survey

Needs Assessment(continued)6. Study data

7. Communicate data

8. Set program objectives

9. Determine benefits

Case Study:Alabama Power Needs Assessment

Good Health Makes $ense Program Background:

1. Fitness Reimbursement

2. Smoking Policy

3. Smoking Program

Answers to key questions on slide 3 Need for needs assessment How needs assessment process was sold into

the company

GHM$ Needs Assessment Guidelines

1. 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

GHM$ Needs Assessment Guidelines (Cont’d.)

2. Interviewed GHM$ Coordinators

3. Employee health risk assessment

4. Health attitude and market survey

5. Employee focus group interviews

6. Evaluation of existing activities

GHM$ Needs Assessment Results

Employee health concerns Stress/CVD

Desired programs1. Physical activity 55.1%

2. Weight control 51.8%

3. Stress management45.1%

4. Cholesterol reduction 42.0%

GHM$ Needs Assessment Results

Desired programs (continued)1. Cancer risk reduction 35.5%

2. Nutrition education 27.6%

3. Low back pain 25.5%

4. Medical self care 25.1%

5. Home safety 22.5%

6. Hypertension control 13.9%

7. Smoking 10.6%

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

Operating Plan

Levels Program objectives Implementation objectives Impact objectives

The results of the needs assessment should yield objectives on all three levels

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)

Operating PlanPolicy development (cont’d.)

Policy development guidelines 1. Review similar policies

2. Establish employee committee

3. Draft policy statement

4. Gain upper management support

Operating PlanPolicy development (continued)

Policy development guidelines5. Identify program champion

6. Obtain mid-management support

7. Review policy with labor unions

8. Implement and evaluate the policy

Promotional Strategies

A Marketing Approach1. Health promotion champion

2. Evolution of program

3. Knowledge of consumers

4. Unique selling points

5. Organizational approach vs. customer/employee approach

Promotional Strategies

Market Research Process1. Research

2. Analyze your market position

3. Assess the competitive position

4. Analyze strengths and weaknesses

Promotional Strategies

Market Research Process (continued)5. Delineate target audiences

6. Determine selling points

7. Develop promotional plan

8. Determine budget

9. Establish tracking methods

Social Marketing

Definition – the marketing of ideas Social marketing goals

1. Cognitive Change

2. Action Change

3. Behavior Change

4. Values Change

Personnel

Types of personnel in worksite health promotion programs

1. Staff

2. Program champion

3. Volunteers–Employee steering committee

4. Outside providers

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

Personnel

Guidelines for the selection of providers1. Clearly define goals and objectives for the

program.

2. Identify vendors

3. Develop a request for proposal (RFP)

4. Check references

Personnel

Guidelines for the selection of providers (cont’d.)

5. Narrow the field

6. Gather additional information

7. Interview

8. Attend providers programs

9. Decide

Budgeting

The need to budget Cost effectiveness Cost benefit

The budgeting process Planning Monitoring Control

Budgeting

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

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

Budgeting

Budgeting General Cost Estimates

Cost per employee Level of program Commentsper 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.

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

Evaluation

Targets of Evaluation Direct cost benefit factors Process and program factors Subjective factors

Evaluation: Direct Cost Benefit Factors

Reduced absenteeism Reduced turnover rate Reduced health care cost Reduced accidents Reduced workers compensation claims

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

Evaluation: Targets

Process and Program Factors

Number of employees attending programs Number of employees who complete programs Employee attitude toward programs and facilities

Evaluation: Targets

Process and Program Factors, continued

Behavior change data Environmental support data Change in health risk

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

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

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

Evaluation

Follow appropriate methodological procedures:

1. Define target population2. Include participants and non-participants3. Establish reference points for the comparison4. Collect high quality data

Know possible shortcomings Know how to interpret and report evaluation

results

Worksite Health Promotion Program Design

Industry and Company Assessment Employee Needs Assessment Operating Plan Promotional strategies Personnel Budgeting Evaluation