Archive for October 8, 2008

Gathering information on employee health behaviors

October 8, 2008 / Corporate Wellness / No comments

If your company is interested in measuring the impact of your Corporate Wellness Program efforts in future years, you’ll want to gather relevant baseline data on the health and health behaviors of your employee population.

Corporate Wellness Program Data on your employee population

Health Risk Assessments

Some health plans offer organizations free internet-based health risk assessments (HRA), complete with summary aggregate reports. If your health plan does not offer a free HRA, you could pay for an HRA either through your health plan or through a third party vendor.

To encourage participating in an HRA, assure employees of confidentiality and consider offering incentives and rewards for completing the assessment. The higher the participation rate, the more likely that the aggregate data will accurately represent the behaviors and risks of your employee population.

Corporate Wellness Program Health Surveys

You can get a general sense of employees’ health-related attitudes and behaviors using a “lowtech” paper survey. As with a health risk assessment, employees will be more likely to respond to a survey if there is an incentive and if they are confident that their responses are confidential. Remember that without widespread participation you’ll only get a “feel” for employee behaviors rather than a statistically accurate picture.

Corporate Wellness Program Focus Groups and Informational Interviews

The information you can collect from focus groups or informational interviews with employees is an important supplement to the anonymous survey or HRA data. Listening to employees discuss their attitudes, values, receptivity and barriers related to health provides a wealth of information on which to base decisions on how to improve your company’s Corporate Wellness Program. Corporate Wellness Program focus groups are especially useful for capturing information from hard-to-reach employee populations, such as those for whom English is a learned language.

Keep Corporate Wellness Program focus groups small (8-19 employees, ideally all of a similar job class). If possible, offer incentives and rewards such as movie tickets or lunch, to recruit participants. Develop a list of open-ended questions in advance and allow 60-90 minutes for the discussion.

Informational interviews are an alternative to Corporate Wellness Program focus groups. The Corporate Wellness Program coordinator of your health improvement Procedures or selected members of the Corporate Wellness Program Committee can conduct one-on-one interviews with employees in a variety of positions to better understand their attitudes, interests and barriers related to a) health behaviors and b) the worksite policies, environments and practices.

Population data

If data on the employee population are not available, you can use state or national data to estimate the prevalence of risk behaviors among employees.

Category: Wellness Programs / Tags: , ,

Assessment of worksite culture and environment

October 7, 2008 / Corporate Wellness / No comments

In addition to looking at the health behaviors of employees, take a good look at your company. The following questions can help you identify opportunities for your company to support and encourage healthy behaviors among employees.

A strong foundation for employee health improvement

1. To what extent does the senior management in your company actively and visibly support the Corporate Wellness Program?

__ No support for the Corporate Wellness Program
__ Support, but not at senior level
__ Support at senior level, but not visible to employees
__ Strong and visible Corporate Wellness Program support
Comments:

2. Is the Corporate Wellness Program tied to your company’s mission statement?

__ No
__ Yes, the Corporate Wellness Program is tied to business plan OR mission statement
__ Yes, the Corporate Wellness Program is tied to both business plan and mission statement
Comments:

3. Is there an employee within your company whose job responsibilities include Corporate Wellness Program coordination?

__ No
__ Yes, but has little time available to dedicate to Corporate Wellness Program
__ Yes, and has at least component of the job dedicated to Corporate Wellness Program
__ Yes, and has at least one full-time position dedicated to Corporate Wellness Program
__ Yes, and has at least component of the job dedicated to wellness AND has a background that includes Corporate Wellness Program qualifications
__ Yes, our company has at least one full-time position dedicated to health improvement AND the employee’s background includes Corporate Wellness Program qualifications
Comments:

4. Does your company have an active wellness committee with diverse representation?

__ No (does not have a Corporate Wellness Program Committee, or has a committee that doesn’t meet)
__ Yes, we have a Corporate Wellness Program Committee, but with limited representation
__ Yes, we have a Corporate Wellness Program Committee with widespread representation
__ Yes, we have a Corporate Wellness Program Committee with widespread representation AND committee involvement is a component of each representative’s job responsibilities
Comments:

5. Does your company have an annual budget for Corporate Wellness Program expenses? (Corporate Wellness Program expenses may be associated with offering a health assessment, paying for behavior change programs/coaching programs, covering incentives and rewards that encourage healthy behaviors, subsidizing healthy food options, communications and programs around specific health topics, fitness centers/walking paths, etc).

__ No
__ Yes, but funds are earmarked for Corporate Wellness Programs (e.g. only for Weight Watchers or fitness discounts) and do not meet all existing Corporate Wellness Program needs
__ Yes, funds are available to meet current Corporate Wellness Program needs
Comments:

6. Does your company have a plan for engaging employees in the Corporate Wellness Program?

__ No
__ Yes, we have a communications plan for our Corporate Wellness Program
__ Yes, we have a communication plan AND we offer meaningful incentives or rewards (such as premium discounts or debit cards) for the Corporate Wellness Program to engage in healthy behaviors.
Comments:

A data-based approach to the Corporate Wellness Program

7. Does your company have clearly stated Corporate Wellness Program objectives and priorities for employee health improvement?

__ No
__ Yes
__ Yes, data (e.g. HRA, claims, productivity) are the basis for defining Corporate Wellness Program objectives or priorities
__ Yes, data AND evidence-based best practices are a basis for defining Corporate Wellness Program objectives or priorities
__ Yes, data and best practices are basis for defining Corporate Wellness Program objectives or priorities as well as measuring Corporate Wellness Program progress (evaluation)
Comments:

8. Has your company completed a Health Risk Assessment?

__ No
__ Yes, but more than 2 years ago
__ Yes, within the last two years, and achieved a participation rate of less than 50 percent
__ Yes, within the last two years, and achieved a 50 percent – 79 percent participation rate
__ Yes, within the last two years, and achieved an 80 percent or greater participation rate
Comments:

A worksite environment that supports healthy behaviors

9. Does your company’s tobacco reduction strategy reflect best practices?

(Check all that apply)
__ A no-tobacco use policy that includes both buildings AND grounds
__ 100 percent coverage for the cost of over-the-counter nicotine replacement therapy
__ Employee access to – and strong promotion of — a tailored stop-smoking program
Comments:

10. Does your company provide opportunities (time and places) for physical activity during the work day?

__ No
__ Yes, indoor places for physical activity (on-site fitness center) OR outdoor places for physical activity (walking paths)
__ Yes, both indoor AND outdoor places for physical activity
__ Yes, indoor and outdoor opportunities AND employees can use work time for physical activity
Comments:

11. Does your company promote healthy eating by providing access to fruits and vegetables?

__ No
__ Yes, fruits and vegetables are available at the worksite (in vending machines, break areas, or cafeterias)
__ Yes, fruits and vegetables are available and discounted at the worksite
Comments:

Benefits that support employee health improvement

12. Does your company provide employees with self-care resources?

(Check all that apply)
__ Distribution of self-care books
__ internet-based access to health information
__ Nurse advice line
Comments:

13. Which of the following preventive services are covered at 100 percent by your company’s health benefits?

(Check all that apply)
__ Vision screening
__ Hearing
__ Immunizations (per CDC/ACIP recommendations)
__ Radiology
__ Laboratory services
__ STD screening
__ Preventive health examination for adults
__ Cancer screen (includes: colon, cervical, breast, prostate and ovarian cancers)
__ Contraceptive management
Comments:

14. Which of the following are included in your company’s pharmacy benefit?

(Check all that apply)
__ Mail order or other 90-day supply option for medications
__ Specialty pharmacy network
__ Incentive-based tiered formulary design
Comments:

15. Do your company’s health benefits provide coverage for behavioral health (such as depression, mental illness, counseling, stress management, and chemical dependency)?

__ Yes, at the same level as health benefits
__ Yes, but at a decreased level (less coverage) than health benefits
__ No coverage for mental or behavioral health
Comments:

Category: Wellness Programs / Tags: ,

Creating a Corporate Wellness Program vision and brand for your company’s Corporate Wellness Program:

October 6, 2008 / Corporate Wellness / No comments

Why it’s important and how to do it

The Corporate Wellness Program Vision

A Corporate Wellness Program vision statement is a concise statement that summarizes the purpose and objectives of your company’s commitment to beginning a Corporate Wellness Program. Taking the time to clarify and describe your company’s Corporate Wellness Program vision can provide a focus and a consistent direction for your Procedures for years to come. The vision statement reminds leaders and employees of the link between employee health and the company’s ability to achieve its overall mission.

Answer the following questions and you’ll have the components needed to build a simple and powerful Corporate Wellness Program vision for your company’s culture of wellness:

• What do you want your Corporate Wellness Program to accomplish?
• How do you plan to accomplish it?
• How does this Corporate Wellness Program mission support or further the company’s mission?

A sample Corporate Wellness Program vision statement might be . . .

To have employees who perform at their best and who enable XYZ Corporation to be an industry leader in printing quality and customer service (company’s mission), XYZ Corporation is committed to providing opportunities for healthy behaviors during the workday (how) in order to encourage employees not to smoke, to be active, and to eat healthfully (what).

The Corporate Wellness Program Brand

In the same way that your company’s name and brand image provide visibility for your business, your Procedures toward beginning a Corporate Wellness Program will benefit from being easily recognizable to employees:

• A consistently used Corporate Wellness Program brand on all communications sends a message to employees that the commitment to a culture of wellness is here to stay.
• A Corporate Wellness Program brand institutionalizes the culture and makes it more likely to withstand changes in staff and budget.

Do what you can to engage employees in beginning the identity (brand) for your company’s Corporate Wellness Program. Not only are they more likely to accept the name, it’s also a great way to announce to employees the company’s Corporate Wellness Program commitment. Here are two possible approaches to involving employees:

Option 1: Have a Corporate Wellness Program contest

1. Announce the Corporate Wellness Program contest guidelines and deadline.
2. Have the Corporate Wellness Program Committee review the ideas submitted, and pick a name.

If, for example, your company, Premier Building and Design, is in the commercial construction business, you might receive the following Corporate Wellness Program ideas from employees:

• Cornerstone: Feeling well is what it’s all about
• Premier Elements: Building healthier employees
• Custom Build: Building health builds wealth
• Building Health: Designing better employee health

After reviewing the entries, your Corporate Wellness Program Committee determines that it likes the name “Premier Elements” and the subtitle “Building health builds wealth”. Your committee awards the “name the Corporate Wellness Program contest” prize to the two employees, those who submitted the pieces of the name that represent the final product.

Premier Elements: Building health builds wealth

3. Choose a Corporate Wellness Program logo to go with the name.

The Corporate Wellness Program logo is an important piece of the branding

• Review any ideas submitted for Corporate Wellness Program logos.
• If you’re fortunate to have a graphic design professional at your company, enlist her or his help with developing the Corporate Wellness Program logo!
• As an alternative, pick a piece of clip-art that fits with the Corporate Wellness Program name you’ve selected. For example, the company referenced above might look for a symbol that conveys building, health and wealth.

Option 2: Corporate Wellness Program Committee determines the name and brand

1. Have your Corporate Wellness Program Committee brainstorm Corporate Wellness Program names.
• To get ideas flowing, ask members to write down all health-related words and words associated with your company or industry.
• Try clustering words together as in the construction company example above.
2. Once your Corporate Wellness Program Committee has narrowed down the possibilities to about three ideas, have committee members vote to select a name for your culture of wellness.
3. Choose a Corporate Wellness Program logo to go with the winning name.
4. Announce the company’s Corporate Wellness Program and the corresponding Corporate Wellness Program name. Explain that employees on the advisory committee chose the name.

Category: Wellness Programs / Tags: , ,

Employer Corporate Wellness Program Committee

October 4, 2008 / Corporate Wellness / No comments

Sample Corporate Wellness Program meeting agendas and topics for discussion

Is your company’s Corporate Wellness Program Corporate Wellness Program Committee new? Has it existed on paper but been inactive for a while? In either case, some of the following may be appropriate agenda items for your first Corporate Wellness Program meetings. You may also want to revisit these topics annually.

• Clarify roles of Corporate Wellness Program Committee members
­ Are members responsible for implementing changes or recommending changes?
­ How long are members’ terms on the Corporate Wellness Program Committee?
­ How will new members be selected?

• Determine Corporate Wellness Program Committee meeting frequency and processes
­ Set dates, times, and locations.
­ Determine how agendas will be set.
­ Plan for recording and distributing meeting notes.

• Plan Corporate Wellness Program communication with upper management
­ Does a leader sit on the group or does the coordinator report on progress (and to whom)?
­ How often do leaders want reports on Corporate Wellness Program progress?

• Select a name and brand for your company’s Corporate Wellness Program

• Create a vision statement for your company’s Corporate Wellness Program

• Identify existing allies Corporate Wellness Program for promoting employee health within your company
­ Who do Corporate Wellness Program Committee members know who could be relied on to support worksite changes needed to develop a culture that encourages health?

• Brainstorm challenges your company may face in working to develop facilities, policies and Corporate Wellness Program practices that promote employee health
­ What do committee members regard as opportunities? How about potential Corporate Wellness Program obstacles?

• History of past Corporate Wellness Program efforts
­ If relevant, summarize past Corporate Wellness Program efforts. Discuss what your company learned from those efforts.
? What has the company tried over the last few years?
? What has worked well?
? What hasn’t worked well?
? How, if at all, was success of previous Corporate Wellness Program efforts measured?

Category: Wellness Programs / Tags: ,

Corporate wellness, Corporate Wellness Program, Determining a budget

October 3, 2008 / Corporate Wellness / No comments

A representative Corporate Wellness Program Committee is a cornerstone of a successful Corporate Wellness Program, regardless of the size of the company.

Membership of your Corporate Wellness Program Committee

Aim for a committee of a manageable size (no more than 15 members, depending on your company’s size). Your Corporate Wellness Program Committee should represent all employee groups (e.g., full-time and part-time employees, managers and front-line staff, salary and hourly employees, union representation, Human Resources, marketing or communications, legal, and occupational health/safety).

Here are some additional considerations:

• Corporate Wellness Program Committee members can be selected by leadership or can be selected from among volunteers.
• Determine in advance how long Corporate Wellness Program Committee members will support and how new members will be selected. Balance the need for continuity with the need to bring fresh ideas and energy to your company’s Corporate Wellness Program.
• It’s not important, or even desirable, to have your healthiest employees on the Corporate Wellness Program Committee. Ideal Corporate Wellness Program Committee members are those who best can represent their peers, motivate others and support the implementation of the Corporate Wellness Program.
• Consider offering an incentive or recognition to Corporate Wellness Program Committee members. It legitimizes their positions and encourages participation. Some companys that have implemented stipends have generated enough employee interest that the selection of Corporate Wellness Program Committee membership becomes a competitive process. The Corporate Wellness Program Committee responsibilities become a formal component of the member’s job accountabilities.

Role of your Corporate Wellness Program Committee

In some companys the Corporate Wellness Program Committee is responsible for the implementation of the Corporate Wellness Program. In other companys, the Corporate Wellness Program Committee plays an advisory role. In either case, the group members can be asked to:

• Attend regular meetings of the Corporate Wellness Program Committee.
• Help establish a vision and name for the company’s Corporate Wellness Program.
• Represent their peer group by sharing ideas, needs, concerns and feedback from their work areas and colleagues about proposed Corporate Wellness Program Procedures, policies, and programs.
• Make available feedback on the possible barriers to proposed Corporate Wellness Program Procedures and offer suggestions for addressing those barriers (e.g., how does a proposed policy fit with the schedules of employees?).
• Suggest effective Corporate Wellness Program communication Procedures and solutions to challenges. For example, what is the best way to communicate with employees who work the third shift? How will employees react to a proposed message from upper management?
• Be a voice of support for a culture of wellness, carrying the message from the Corporate Wellness Program Committee to their work areas and colleagues.

Functioning of your Corporate Wellness Program Committee

Meet. Schedule regular Corporate Wellness Program Committee meetings on paid work time. Your Corporate Wellness Program Committee may want to meet frequently at first, then slightly less often as your health improvement strategy is more established. If your Corporate Wellness Program Committee is new, it might be useful to ask members to provide information about themselves and their interests.

Communicate. Set up frequent channels of communication with Corporate Wellness Program Committee members so they are up to date and engaged. An email list is often the easiest way to do this. Encourage communication to flow both ways: from Corporate Wellness Program coordinator to members and from members to coordinator.

Check-in. At least once a year, assess how effectively the Corporate Wellness Program Committee is functioning. Is the Corporate Wellness Program Committee serving its original purpose? Ask committee members for their feedback. Do they feel like their work is making a difference? Do they feel like their input is valued and taken into account when planning and implementing initiatives? Do they understand their expected Corporate Wellness Program roles and responsibilities? Are there members who want to rotate off of the committee? How will new members be selected?

Category: Wellness Programs / Tags: ,

Determining a budget for beginning a Corporate Wellness Program

October 2, 2008 / Corporate Wellness / No comments

Creating a Corporate Wellness Program need not be expensive, but will require the commitment of some financial resources. If possible, include the Corporate Wellness Program in your company’s annual business plan and budget as you do for other efforts important to your company’s success.

How much to budget for the Corporate Wellness Program?

There is no one-size-fits-all formula for beginning a Corporate Wellness Program that results in improved employee health. Organizations differ in how much money they need and how much they can make available for the Corporate Wellness Program. Consider the following common expenses in developing an adequate Corporate Wellness Program budget:

• Corporate Wellness Program staffing costs (either internal salaries or consultant fees)
• Corporate Wellness Program data collection costs (including health risk assessment costs, if relevant)
• Corporate Wellness Program incentives and rewards for healthy behaviors (such as discounts on premiums for non-smokers)
• Costs of Corporate Wellness Program Procedures to be implemented (such as costs of covering tobacco quit medications or costs of subsidizing healthy foods in the cafeteria or vending machines)
• Corporate Wellness Program administrative and communications expenses

In times of tight finances, be prepared to justify your requested Corporate Wellness Program budget. Arm yourself with data on potential short- and long-term outcomes of the proposed Corporate Wellness Program Procedures. Itemize the Corporate Wellness Program expenses of past initiatives and share projected expenses for initiatives planned for the upcoming year.

Sustaining Corporate Wellness Program Funding

A dedicated Corporate Wellness Program line item in your company’s budget makes it more likely to be regarded as a need, rather than as a “nice-to-have” amenity that could be cut when funds run low.

One of the best Procedures for ensuring continued financial support for the Corporate Wellness Program is frequent communication to upper management, including:

• How many employees have you reached through the Corporate Wellness Program? Has morale increased? Have health risks decreased, e.g., fewer employees using tobacco, more employees active?
• How well are you managing the Corporate Wellness Program resources you’ve been given? Where and how has your budget been spent? Keep track of the staff time required for each initiative and be able to present the numbers at any time.
• Anecdotal Corporate Wellness Program success stories from employees. Don’t underestimate the power of a good story to put a human face on your success.

Supplemental sources of Corporate Wellness Program Funding

If needed, have the individuals responsible for beginning a Corporate Wellness Program look for ways to supplement available internal funds. Are there grants or other funding available that can help support your Corporate Wellness Program ? What community Corporate Wellness Program resources could you use to meet some of your needs?

Category: Wellness Programs / Tags: ,

Finding a Corporate Wellness Program Coordinator

October 1, 2008 / Corporate Wellness / No comments

Finding an individual to lead your company in beginning a Corporate Wellness Program

Without a qualified Corporate Wellness Program coordinator to lead and manage your company’s creation of a culture of wellness, efforts can be scattered and momentum can stall. While it’s essential that the creation of a culture of wellness be someone’s priority, not all companys need a full-time coordinator. There are a number of ways to secure the time of a qualified coordinator.

Be careful not to confuse Corporate Wellness Program skills with fitness skills. You are not looking for a personal trainer or a nutritionist to run your Corporate Wellness Program. The following are good indications that an individual may be qualified to be a Corporate Wellness Program coordinator:

• knowledge of community health, population health and worksite Corporate Wellness Programs
• competent working with and understanding aggregate data, preferably Corporate Wellness Program data
• competent managing projects, including developing timelines and facilitating meetings
• competent in strategic planning, including defining goals and related objectives
• ability to understand, and use the findings of, journal articles on effective Corporate Wellness Program Procedures.

What will a Corporate Wellness Program coordinator do?

The Corporate Wellness Program coordinator is responsible for guiding a process that creates worksite facilities, policies and practices that promote health. The individual may do some of all of the following for your Corporate Wellness Program:

• act as a liaison between upper management and the Corporate Wellness Program employee advisory workgroup
• interpret health-related data on your Corporate Wellness Program
• create and manage work plans and budgets for implementation of selected Corporate Wellness Program Procedures
• facilitate Corporate Wellness Program Committee meetings
• lead your company in establishing measurable objectives for the Corporate Wellness Program
• recommend effective Corporate Wellness Program Procedures, using the evidence in the health behavior literature and national and/or recommended best practices
• document and report short-term and long-term progress on Corporate Wellness Program Procedures and objectives.

Where can we find a qualified Corporate Wellness Program coordinator?

Explore the following when looking for a Corporate Wellness Program coordinator:

• Existing staff: Are there individuals on staff who have the background, or are interested in gaining the skills, to support as a Corporate Wellness Program coordinator? Is it possible to dedicate a portion of someone’s time (e.g., .5 FTE) to the position of coordinating your company’s Corporate Wellness Program Procedures? If possible, budget enough to cover not only salary but also continued learning, journal subscriptions and membership fees for this Corporate Wellness Program position.
• New staff – Can you hire an individual to be your company’s Corporate Wellness Program coordinator? Would it need to be a full-time position, or would part-time be sufficient?
• Corporate Wellness Program Consultation – Various companys (e.g., health plans, benefit consultants and public health departments) provide Corporate Wellness Program consultation on building a culture of wellness within a worksite.

An outside Corporate Wellness Program consultant can advise an internal Corporate Wellness Program coordinator and your Corporate Wellness Program Committee on establishing priorities and deciding on Procedures. Or, you can contract with a Corporate Wellness Program consultant to be your coordinator. If you go with the latter approach, you’ll want to contract with the individual for sufficient hours to carry out all of the responsibilities associated with coordinating an effective strategy.

Category: Wellness Programs / Tags: ,
  Recent Entries »