p_workplace wellness. steps to create a successful wellness program
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WORKPLACE WELLNESS 101:
STEPS TO CREATE A SUCCESSFUL
WELLNESS PROGRAM
Jeanne Sherwood, RN., CWWS
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Review key components of a wellness program
Learn the value of a Wellness Scorecard
Understand the weight of individual program
components
Understand what factors makes an effective
program
Objectives
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Overarching Goals:
Attain high-quality, longer lives free of preventable disease
Achieve health equity; eliminate disparities
Create social and physical environments that promote good
health
Promote quality of life, healthy development, healthy
behaviors across life stages
Healthy People 2020
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Key Components of
Wellness Program Success
1. Organizational commitment/Leadershipsupport
2. Operations/management support3. Effective screening and triage
4. Easily Accessible/Variety of offerings
5. Incentives/Rewards
6. Communication within and with community
Common thread when comparing published recommendations including Harvard Business Review, Edington,
Goetzel, ODonnell
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What Does a Scorecard Do?
Centers for Disease Control and Prevention (CDC)
The greatest value of the CDC Scorecard;
Provides an assessment of health promotion programs
Gives a weighted score for the effectiveness of each strategy
Based on evidence and impact ratings on health behavior or
outcomes
Mercer: HERO Scorecard
The greatest value of the HERO Scorecard;
Provides and inventory of wellness program best practices forconsideration
Scores provide an indication of where there are opportunities to
enhance wellness program
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Why Evaluate your Program?
Comparative Benchmarking Tool
Is wellness program in line with otherorganizations?
Establish a baseline for current
health promotion programs
Identify areas where it would bebeneficial to add programs
Measure Program Progress
CDC
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Why Evaluate Your Program?
Program Inventory
Use as a Guide for Strategic Planning
Development of a Dashboard Measurement
of Program Success
Indicator of Program Success
Comparative benchmarking tool
HERO
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Areas That Are Tested
Organizational Supports
Tobacco Control
Nutrition
Physical Activity
Weight Management
Stress Management
Depression
High Blood Pressure
High Cholesterol
Diabetes
Signs and Symptoms of
Heart Attach and Stroke
Emergency Response to
Heart Attack and Stroke
CDC SCORECARD
Organizational Supports
Tobacco Control
Nutrition
Physical Activity
Weight Management
Stress Management
Depression
High Blood Pressure
High Cholesterol
Diabetes
Signs and Symptoms ofHeart Attach and Stroke
Emergency Response toHeart Attack and Stroke
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CDC: Organizational Supports
18 Questions directed at the basic design of the program
Each item has an associated impact point value between 1
and 3
Point value reflectsOverall Impact (change elicited in a 1 year period) and;
Program Strategy Impact on health outcomes and;
Strength of scientific evidence supporting impact
During development of a promotion program the CDC suggests
prioritizing strategies that have a high impact level, strong evidence
base and address the specific needs of employees.
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Organizational Supports (continued)COMPONENT AND POINT VALUE COMPONENT AND POINT VALUE
Survey 1 Paid Wellness Program Coordinator 2
HRA with Feedback and Education 3 Champion Who is a Strong Advocate for
the Program
2
Organizational Commitment (Senior
Leadership Support)
2 Budget With Dedicated Funding 2
Incentive Strategy 2 Organizational Objectives That Include
Health Promotion
2
Competitions and Interventions for
Behavior Change
2 Business Objectives/Mission Statement
Referring to Employee Health
1
Promotion Program 1 Ongoing Program Analysis: Quality, Shifts
in Health
2
Utilization of Success Stories in
Promotion Programs
1 Include Families and Dependents 1
Address Literacy, Language, Culture
and Readiness to Change
3 Provide Flexible Work Scheduling 2
Active Committee 2 Engage in Other Health InitiativesThroughout the Community
2
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CDC Scorecard
Total Points Possible=34
TOPIC
Total
Points
Possible
AVERAGE SCORES*
Overall Very Small Small Medium Large
OrganizationalSupports
34 24 21 21 24 27
* The CDC Worksite Health Scorecard uses the following worksite size categories: very small (10-99 employees,
small (100-249, medium (250-749), Large (750+)
-The entire average score table can be found on page 38 of the CDC Worksite Health Scorecard Manual
The CDC Worksite Health Scorecard Manual can be found:www.cdc.gov/dhdsp/pubs/docs/HSC_Manual.pdf
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Areas That Are Tested
Strategic Planning
Leadership Engagement
Program Level Management
Programs
Engagement Methods
Measurement and Evaluation
Program Outcomes
HERO SCORECARD
Strategic Planning
Leadership Engagement
Program Level Management
Programs
Engagement Methods
Measurement and Evaluation
Program Outcomes
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MERCER: Strategic Planning
1. Has a Health Needs Assessment been conducted within thepast 2 years?
2. What kind of assessment? Medical, Pharmaceutical health claims analysis?
Biometric Screenings?
Employee interest survey? Disability or behavioral health data?
3. Is there a written strategic plan in place? (Long term, shortterm)
4. If you have a plan does it include measureable objectives for
any of the following; Participation Changes in health risks
Improvements in clinical measures
Productivity gains
Financial outcomes-medical claims cost
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MERCER: Strategic Planning (questions cont.)
5. What percentage of the population have access to the
key components of the program?
6. Has it taken steps to make key components available to
any of the hard to reach segments of the active
employee population?
7. Have they included retirees and employees on disability
leave?
8. Have they included spouses or dependents?
9. Does your organization use a population approach
addressing the needs of all employees including health
and at risk?
10. Overall Picture: How effective is your strategic planning?
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MERCER Score Card
Each of the 6 sections receives an overall score
Scoring system is based on a maximum number of 200
points
Highest score attained when system was tested on a number of
programs was 160 for a very advanced and widely acclaimed
program.
Mercer Score Card Can Be Found:
www.the-Hero.org or www.mercer.org
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Effectiveness
In general:
ProgramComponents
(evidencebased on
otherprograms)
Need for thatparticular
component inthe employee
population
Effectiveness
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