u



 


 


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Subject and population of Interest

r Focus on Worksite health promotion

r Target population
Big Bend area employers
- Resources to provide adequate services and support to employees
Community members
Influence local and state employers to provide services
Can pressure policymakers to advocate modifications in company policy
Problem Statement
Definition and Affected population

r Worksite Health is health promotion designed to enable

working people to develop good health and good health-
related behaviors (Thomsson & Menckel, 1997).
r Often ignored in the presence of other public health concerns
(i.e. diabetes, HIV/AIDS, etc).
r Affect community as nearly one-half of U.S. households
contain working adults.
Problem Statement cont.
Issue significance

r Ò tends beyond employee

r Initiatives can positively affect families of participating
employees by emphasizing better health habits.
r Studies by the University of Michigan and Johnson & Johnson
show that employers can save :
* A
9 a year for every employee who progresses from couch potato to fitness enthusiast;
* A1,  a year on employees who reduce their cholesterol levels from  milligrams to
19 milligrams, and
* A177 a year for every employee who goes from obesity (more than 3 pounds
overweight) to a healthy weight.
 


 






 


COMPANY PROGRAM MONÒY SAVÒD

State-of-the-
A  . for each
art health
employee enrolled
clubs

Health risk
appraisals A3.
million dollars
promoting life per year
style changes

Health risk
A  million dollars
appraisals
over ten years
promoting life
(estimated)
stype changes

Health risk
appraisals A13 million dollars
promoting life per year
style changes
Assessment of Workplace Health
Three primary components

Phase 1:
Assessment of Phase : Phase 3:
Current Worksite Òmployee Gathering of
Ònvironment and survey/insight current data
Policy

V    
Assessment of Workplace Health

r A committee should be formed to facilitate assessment in developing

potential workplace health promotion programs.

r Completing the assessment allows the committee to identify workplace

strengths and improvement areas.

r Provides committee more information to recommend changes to workplace

more supportive of healthy habits.

r The assessment will serve as a baseline level for the follow-up evaluation in
the future.
Assessment cont.
°


rSubcommittee responsible for completing the

assessment
r Ideal group contains diversity with representation
from various areas and organizational levels
rð
ð   

 
  
r
  
   

r 

r   
  
  

r 
 

 

Assessment  
  


  

r Materials needed to determine priority

 Assessment committee
Worksite assessment tool
Òmployee survey tool
Knowledge and access to additional data

r Goal for ð
ð

  
* Increase Physical activity and positive dietary change among Big bend
employees to reduce prevalence of obesity
Assessment
 
Worksite Wellness Assessment Checklist

The checklist is compromised of 3 components:

Categories
r General Worksite Components
r Health screening and disease prevention and management
r Physical Activity
r Nutrition
r Mental Health and Stress Management
r Tobacco Use
r Òmergency Medical Response Plan
Assessment Components
Worksite Wellness Assessment Checklist

The checklist is compromised of 3 components:

Current Status
r wets the committee know whether the organization has a wellness
component, is in the process of instituting one, or does not have one at
all.
r It serves as a baseline gauge for evaluation in the future

Potential Priorities
r Serves to indicate which components the committee might want to
focus on that are either currently in process or do not e ist.
r Typically used after the assessment, employee input surveys, and the
available data is reviewed.
Assessment Components
Òmployee Input

r The purpose is to gain insight about the company employees

and their health habits and interests
r Are often distributed in paper or electronic form
r Focus groups or informal interviews with employees to
another source
r Focus groups should also be formed with upper management
to inspect perception differences between senior management
and mid-level and low level employees
Assessment Components
Identification of available data

r Utilized to accurately evaluate the state of an employer¶s

workplace health
r Data includes absentee rate, workers compensation claims,
health claims data, and employee demographic information
r Has two fold purpose:
r Will assist in deciding what major health issues affect the employees to better target
those issues
r Serves as a reference point to see if the new programming made an impact on the
organizations and its employees
Interventions
Assessment of Health Risks with Feedback (AHRF)

r AHRF intervention is often used as a gateway intervention and is shown to increase

effectiveness of physical fitness and weight maintenance behaviors when coupled
with health education and other interventions ( Task Force on Comm. Preventive Services, 1).
r Is a three part intervention
Assessment of personal health habits
Quantitative estimation or qualitative assessment of future risk of death and other
adverse health outcome
Provision of feedback in the form of educational messages and counseling

r Includes Health education, enhanced access to non-financial program ( i.e. walking

trails, healthy cafeteria options )
r Was found to decrease blood pressure, body composition, and cholesterol levels
Intervention  
The Healthy Òmployee wifestyle Program (HÒwP)

r Implemented by the Arkansas Department of Health to encourage wellness

among state health employees

r Participants completed a health risk assessment at baseline and again after

1 year that assessed diet and physical activity, other health risk factors, and
readiness to make behavioral changes

r Utilized web-based wellness program to improve nutritional health

behaviors of public-sector employees
Intervention cont.
° 


  


 

r Òncouraged behavior change through 3 main approaches:

1) providing an overall wellness report with tips for improving health
) rewarding health behaviors with points redeemable for incentives, and
3) providing education and peer support

r Arkansas had substantial handle occur during implementation

Arkansas reformed state policies and organizational structures responsible for health
programs in Arkansas
Media outlets applauded the state¶s multiple efforts to improve health by promoting
nutrition and physical activity
VPhilyaw, Phillips, Cornell, Mays, & Adams, 9

r Such policies would serve employees of Florida well as an incentive

for employers to develop worksite health interventions
Intervention cont.
ð
ð   

 
  
r Will utilize components from Assessment of Health Risks with Feedback
(AHRF) and Healthy Òmployee wifestyle Program

r Handle: Governor Crist issued an e ecutive order which encouraged the

development and implementation of worksite health promotion programs
( Ò ecutive order # 7-5 , Section 3. K-O)

r Tactics to garner employer support: empowerment activities, education, and

incentives.
 ð
ð   

 
  
Program     

 Online component : To maintain communication and empowering participants to be proactive in

modifying health behaviors.

Òducation component : Will be provided with bimonthly healthy cooking demonstrations, wellness
workshops, and ³One Step At a Time´ signage encouraging stair usage.

 Incentives and Rewards component: Participants report health behaviors using a Web-based
reporting system, accumulate points for healthy behaviors, and redeem points for incentives.
Òvaluation and Maintenance
Step 1: Identification of Òvaluation Purpose and Commitment to
Participatory Òvaluation

r Purpose : To determine the efficiency of health promotion in the workplace and its
impact on decreasing absenteeism turnover and healthcare costs to the company.

r All organizations will contractually commit to the participatory evaluation process

and the use of resources to not e ceed over A 5, for a three month period.

r Businesses that can not afford A 5, will offer in-kind resources, such as people,
skills, and time.
Òvaluation and Maintenance
Step : Build and Òvaluation Team

r An independent, outside team will conduct the evaluation.

r Team will consist of 3 faculty members from the Florida A & M University
Institute of Public Health from the division of Ònvironmental Health, as well as
Health Òducation and Behavioral Science.

r These individuals will be e pected to objectively determine whether the program¶s

goals were met.

r Their role will be to analyze the worksite health program and provide feedback on
their findings.
Òvaluation and Maintenance
Step 3: Articulate the Organizing Òffort¶s Goals and Objectives
and Identify indicators of Change and Progress

r The goals will be illustrated through the following logic model:

Inputs Activities Outputs Outcomes Outcomes Outcome
Management Support Ò
 
 Policies v    
 
=  
  implemented   
  
  

Communication System p Òmployee assessment and promoted Increased Self-report of Improved
p Policy audit awareness of risks physiological
Work group p Ònvironmental Program launched program, risk Modification measures
p assessment and factors and rBlood pressure
Advisory Committee p Medical claims info interventions related health Increase in rWeight/BMI
Implemented Conditions physical activity rBody fat
w 

 
 rBlood cholesterol
Òmployee interest % of total Improved health Decreased
documented employees and work-related Absenteeism/ Decreased health
participating in attitudes % Turnover care utilization
Program developed with program
intervention selected Change in Decreased health
knowledge, care costs
Policies developed attitudes and
beliefs Fle ible time for
Òvaluation plan Increased e ercise policy
organization
commitment
Òvaluation and Maintenance
Step : Collect Data and Track Progress

r Survey will distributed to employees to track their weight maintenance

before and after the Big Bend Worksite Health initiative.
r The human resources staff will work with the evaluators to determine any
variance in absenteeism or turnover rates.
Òvaluation and Maintenance
Step 5. Analyze and Interpret Data Collectively

Òvaluators will analyze the findings

from the employee surveys as well as
absenteeism/ turnover rates
to ascertain whether program
met its goals.
Òvaluation and Maintenance
Step
: Communicate Results to Relevant Audiences

r Data will be presented to:

Senior management of the participating businesses, as stakeholders.

Organizations like the Wellness Council of America to highlight the

work being done in North Florida, given results are positive

Institutions such as Florida A&M University and Florida State

University should be aware of the findings for academic purposes.
Òvaluation and Maintenance
Step 7: Translate Findings into Actions, Systems, or Policies

r Big Bend Worksite Health Initiative¶s subcommittee will redefine

objectives, adjust the intervention design, or alter methods to develop a
better worksite program, as needed according to evaluation team¶s
findings.

r It is hoped that the employers will adapt company policy for fle ible
time to allow employees an opportunity to perform physical activity
onsite or attend a wellness workshop.


r Maintenance is necessary for sustainability after the initial organizers have

moved on

r Plan consists of continuous monitoring of sick leave at most worksites and

regular (yearly) health check-ups of employees to be incorporated in
company health policy.

r Recommended that small set of biological indicators and/or a questionnaire

should be included for continuous health monitoring.
 

r Gives insight into long term in health changes

r Automatically measures health changes due to newly implemented policy or intervention
elements
r Can be utilized as a bench-mark of company¶s health policy.
r Contributes to the employee¶s and societal perception of the company¶s commitment to
occupational health management

r Creation of Big Bend Worksite Health Coalition

r Will involve participating organizations, local health insurers, and Big Bend
employees to continue the Big Bend Worksite Health initiative
r Provide resources to organization interested in the implementation of worksite
health programs.
°