Interpreting Work Well Missouri Toolkit
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Interpreting
Work Well
Missouri Toolkit
STEP 1
Purpose = Benefits
Employer
•
Decrease health cost
•
Increase productivity
•
Create better morale
•
Reduces absenteeism
•
Decrease turnover
ROI- (Return On Investment) $1.00 =$3.00 the more you invest the more you get out of your
investment
Employee
•
Decrease probability of illness
•
Decrease stress levels
•
Decrease weight
•
Increase energy
•
Help manage and control chronic
illness
STEP 1
continued
Purpose
http://health.mo.gov/data/brfss/index.ph
Many of the risk factors for chronic diseases are both preventable and
modifiable
STEP 2
Getting started
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After management approval select:
•
Wellness Committee
o
Broad representation of employees
•
Wellness Committee Responsibilities
o
Assessing
o
Promoting
o
Planning
o
Recruiting of wellness champion
o
Conducting evaluations
STEP 2
Getting started
WELLNESS CHAMPION
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FUNCTION
•
Promote wellness policies
•
Encourage current/new employees to
participant in the wellness program
•
Responsible for posting flyers, staff
meeting announcements, education
posters
•
Stay current with wellness calendar
and activities
STEP 2
Getting started
STEP 3
Assessing
•
Identify worksite strengths and
weakness
•
Create a baseline
•
Show resources and areas
•
Gauge employee interest
•
Measure for evaluation
STEP 3
Assessing
•
How to understand the results from a
employee habit interest?
Use Missouri data
•
As a benchmark for comparing key health indicators of
employees.
health.mo.gov/data/brfss/index.php
•
Sample surveys
•
prevent.org/downloadStart.aspx?id=18
•
ihealthtools.org/work/documents/eis_printversion.pdf
STEP 3
Assessing
Health Risk Assessment
•
Health Risk Assessments (HRA) are an outcome evaluation measure of overall employee health and risk
status.
•
HRAs calculate the probability that a person with certain risk factors will acquire various chronic diseases or
suffer premature death.
•
HRA Self reported lifestyle information
o
Weight/height
o
Cholesterol
o
Blood pressure
o
Glucose
o
Tobacco use
o
Over all health
My Life Check a assessment tool that individuals can use to track their heart health information.
www.heart.org/HEARTORG/Conditions/My-Life-Check---Lifes-Simple-7_UCM _ 471453_ Article.jsp#.Vwa_uXqQl1c
STEP 4
Planning
•
Factors to consider when developing wellness
plan
o
Importance
o
Cost
o
Time
o
Commitment
o
Reach
•
Be Realistic and start small
•
Narrow the focus by using the CDC Worksite
Health Score Card. The score card will help you
to prioritize.
STEP 4
Planning
•
Recommendation table
STEP 4
Planning
•
Targeting individual changes takes many resources
and only affects one person
•
Policy and environmental changes that target
communities and organizations have a much
greater potential influence.
STEP 4
Planning
Action Plan
o
Goals/objectives
o
SMART
o
Specific - Measurable – Achievable – Realistic – Time-phased
o
Specific recommendations on chosen interventions
o
Staff, resources and materials
o
Time frame
o
Evaluation
Once a plan is agreed upon using evidence based intervention can help worksites reach their goals. Always
look for websites that have the ending domain .edu, .gov, and .org
•
www.cdc.gov
.
•
http://www.heart.org
.
•
https://extention.missouri.edu
.
STEP 4
Planning
The action plan can be shared with
management to gain buy-in for
interventions.
STEP 4
Planning
Policy changes
•
Formal written statements to create and environment the promotes;
o
Healthy habits
o
Behavioral incentives
o
Access to resources
Legal considerations
•
Workplace wellness programs must be voluntary, non-discriminatory, reasonably likely to promote health or
prevent disease and protect the confidential health information of their employees. Have your attorney
review any new policies and programs you are considering implementing.
•
More info: U.S. Equal Employment Opportunity Commission and U.S. Department of Health & Human
Service
STEP 4
Planning
•
Employees readiness to change;
o
Pre- contemplation-not thinking about changing
o
Contemplation- starting to think about changing
o
Preparation- have tried change
o
Action- taking real steps to change
o
Maintenance – continue long change
STEP 5
Implementing
Communication is key
•
Company newsletter or on the website.
•
Spread the word about the initiative through wellness champions.
•
Company-wide email or other electronic sources.
•
Staff meetings.
•
Promote monthly topics and screenings.
•
Provide educational/awareness training using local speakers or providers.
•
Posters in the hallways or common areas.
•
Events or health fair.
STEP 5
Implementing
Creating interest and motivation
•
There are many key factors that influence people’s health behaviors.
o
Time
o
Access
o
Knowledge and awareness
o
Cost
o
Key time period
o
Goal setting
o
Buddy system/teams
o
Campaigns
STEP 5
Implementing
•
Motivation~ incentive items attached to small successes
•
Achievement awards
•
Public recognition
•
Food
•
Entertainment
•
Merchandise
•
Monetary rewards or rebates
•
Time off
STEP 5
Implementing
W
h
e
n
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m
p
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t
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n
g
:
DON’T
•
Be pushed into a fast startup
•
Fail to act on employee needs and interests
•
Overuse incentives
•
Just focus on the high-risk group
•
Forget the fun factor
STEP 6
Evaluating
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y
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n
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?
•
Attendance
•
Sick leave usage
•
Employee turnover
•
Morale
•
Productivity
•
Health attitudes
STEP 6
Evaluating
Common Challenges
•
Budget
•
Time and resources
•
Lack of participant engagement
I
didn’t
know
Best Practice For Success
•
Provide health education
•
Link to services
•
Create a supportive environment
•
Integrate health into culture
•
Conduct screening and referral for follow up
The Interpreting Work Well Missouri Toolkit focuses on the benefits for both employers and employees in promoting workplace wellness. It covers the purpose of decreasing health costs, boosting productivity, improving morale, reducing absenteeism, and more. The toolkit emphasizes the importance of commitment, setting up a wellness committee, and appointing a wellness champion to engage employees in wellness programs. Assessing worksite strengths and weaknesses and understanding employee habits through data analysis are key aspects of the toolkit.
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Presentation Transcript
Interpreting Work Well Missouri Toolkit
STEP 1 Purpose = Benefits Employer Decrease health cost Increase productivity Create better morale Reduces absenteeism Decrease turnover Employee Decrease probability of illness Decrease stress levels Decrease weight Increase energy Help manage and control chronic illness ROI- (Return On Investment) $1.00 =$3.00 the more you invest the more you get out of your investment
STEP 1 continued Purpose http://health.mo.gov/data/brfss/index.ph Many of the risk factors for chronic diseases are both preventable and modifiable
STEP 2 Getting started SUCCESS EQUALS COMMITMENT After management approval select: Wellness Committee o Broad representation of employees Wellness Committee Responsibilities o Assessing o Promoting o Planning o Recruiting of wellness champion o Conducting evaluations
STEP 2 Getting started WELLNESS CHAMPION FUNCTION Promote wellness policies Encourage current/new employees to participant in the wellness program Responsible for posting flyers, staff meeting announcements, education posters Stay current with wellness calendar and activities Wellness Champion-An employee who has the desire to support healthy lifestyle policies in the work place and help others achieve their health and wellness goals. Wellness committee to designate
STEP 2 Getting started
STEP 3 Assessing Identify worksite strengths and weakness Create a baseline Show resources and areas Gauge employee interest Measure for evaluation
STEP 3 Assessing How to understand the results from a employee habit interest? Use Missouri data As a benchmark for comparing key health indicators of employees. health.mo.gov/data/brfss/index.php Sample surveys prevent.org/downloadStart.aspx?id=18 ihealthtools.org/work/documents/eis_printversion.pdf
STEP 3 Assessing Health Risk Assessment Health Risk Assessments (HRA) are an outcome evaluation measure of overall employee health and risk status. HRAs calculate the probability that a person with certain risk factors will acquire various chronic diseases or suffer premature death. HRA Self reported lifestyle information o Weight/height o Cholesterol o Blood pressure o Glucose o Tobacco use o Over all health My Life Check a assessment tool that individuals can use to track their heart health information. www.heart.org/HEARTORG/Conditions/My-Life-Check---Lifes-Simple-7_UCM _ 471453_ Article.jsp#.Vwa_uXqQl1c
STEP 4 Planning Factors to consider when developing wellness plan o Importance o Cost o Time o Commitment o Reach Be Realistic and start small Narrow the focus by using the CDC Worksite Health Score Card. The score card will help you to prioritize.
STEP 4 Planning Recommendation table
STEP 4 Planning Targeting individual changes takes many resources and only affects one person Policy and environmental changes that target communities and organizations have a much greater potential influence.
STEP 4 Planning Action Plan o Goals/objectives o SMART o Specific - Measurable Achievable Realistic Time-phased o Specific recommendations on chosen interventions o Staff, resources and materials o Time frame o Evaluation Once a plan is agreed upon using evidence based intervention can help worksites reach their goals. Always look for websites that have the ending domain .edu, .gov, and .org www.cdc.gov. http://www.heart.org. https://extention.missouri.edu.
STEP 4 Planning The action plan can be shared with management to gain buy-in for interventions.
STEP 4 Planning Policy changes Formal written statements to create and environment the promotes; o Healthy habits o Behavioral incentives o Access to resources Legal considerations Workplace wellness programs must be voluntary, non-discriminatory, reasonably likely to promote health or prevent disease and protect the confidential health information of their employees. Have your attorney review any new policies and programs you are considering implementing. More info: U.S. Equal Employment Opportunity Commission and U.S. Department of Health & Human Service
STEP 4 Planning Employees readiness to change; o Pre- contemplation-not thinking about changing o Contemplation- starting to think about changing o Preparation- have tried change o Action- taking real steps to change o Maintenance continue long change
STEP 5 Implementing Communication is key Company newsletter or on the website. Spread the word about the initiative through wellness champions. Company-wide email or other electronic sources. Staff meetings. Promote monthly topics and screenings. Provide educational/awareness training using local speakers or providers. Posters in the hallways or common areas. Events or health fair.
STEP 5 Implementing Creating interest and motivation There are many key factors that influence people s health behaviors. o Time o Access o Knowledge and awareness o Cost o Key time period o Goal setting o Buddy system/teams o Campaigns
STEP 5 Implementing Motivation~ incentive items attached to small successes Achievement awards Public recognition Food Entertainment Merchandise Monetary rewards or rebates Time off
STEP 5 Implementing When Implementing: DON T Be pushed into a fast startup Fail to act on employee needs and interests Overuse incentives Just focus on the high-risk group Forget the fun factor
STEP 6 Evaluating How do you know if what you did improved the environment and the bottom line? Attendance Sick leave usage Employee turnover Morale Productivity Health attitudes
STEP 6 Evaluating
Common Challenges Budget Time and resources Lack of participant engagement I didn t know
Best Practice For Success Provide health education Link to services Create a supportive environment Integrate health into culture Conduct screening and referral for follow up
