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Wellness at Work Developing, implementing, and evaluating your worksite wellness campaign
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By the end of this presentation you will be able to: • Lists 3 reasons why a worksite wellness campaign can be beneficial to your company. • Identify the 7 benchmarks essential to an effective worksite wellness campaign. • Describe the basic steps in developing, implementing, and evaluating a worksite wellness campaign.
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What is Worksite Wellness? • Worksite Wellness Campaigns include the education, activities, and policies communicated through a work environment designed to promote healthy lifestyles among employees and their families. • Example Topics: – – – –
Increased physical activity healthy eating tobacco cessation stress management
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The Importance of the Worksite • Employees spend 36% of their total waking hours at work. • Policy & environmental changes can be made • Provides a supportive environment • Accountability • Incentives
Source: Wisconsin Department of Health
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Why Worksite Wellness?
• • • • • • •
Major health risks are modifiable Reduce healthcare costs Reduce absenteeism Address presenteeism Reduce Injuries Increase of productivity & morale Create a desirable work environment
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Major Health Risks Are Modifiable • $495 million were spent in Minnesota treating conditions that could be avoided adults were physically active. •
$13 billion per year is spent in treating obesity related diseases.
• 50-70% of diseases are associated with modifiable health risks.
Source: Ward. R. Health management as a serious business solution. MDH Work Weell ToolKit
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Reduce Healthcare Costs • 59% next year’s high-cost population comes from this year’s low-cost population • For each employee who loses low-risk status, healthcare costs go up $350 per year. • Every employee who regains low-risk status saves $150 per year. • Average ROI for worksite wellness programs is $3-$6 saved for every $1 spent. Source: Ward. R. Health management as a serious business solution. Wisconsin Worksite Wellness Toolkit
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Health Care Expenditures
Source: HERO-Risk-Cost Research. Gomez, et.al.
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The Rising Cost of Healthcare
* Heart disease, stroke, cancer, diabetes, and arthritis are the most costly & preventable diseases. Sources: Executive Summary. Partnership to Fight Chronic Diseases (2009). Chronic Disease & Health Promotion. CDC (2011).
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Reduce Absenteeism • Healthy employees miss less work. • 25.3% decline in sick leave when a worksite wellness program is in place. • 39 million workdays have been lost to obesityrelated illnesses.
Address Presenteeism
• Reduced productivity caused by employees who come to work but are not as effective due to stress, injury, or illness. • Results in 5-10% reduction in workforce.
Source: Ward. R. Health management as a serious business solution. FirstPath. The advantages of a healthy workplace.
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Reduce Injuries • Employees with fewer risk factors have a lower risk of injury. • Those with low wellness scores have 1989% higher Work Comp costs. • 25% reduction in sick leave, disability costs, healthcare costs, and Work Comp.
Source: Ward. R. Heath management as a serious business solution. FirstPath. The advantages of a healthy workplace. MDH. Work Well Toolkit.
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Increase Productivity • Addresses Presenteeism • Reduced Absenteeism • Improved employee morale
Creates a Desirable Work Environment • A company who cares about their employees’ health is seen as a better place to work. • Reduces employee turnover • Improves employee morale • Enhances organization’s image. Sources: FirstPath. The advantages of a healthy workplace. Wisconsin Department of Health Toolkit.
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7 Steps to Success Benchmarks of results oriented worksite wellness campaigns.
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7 Benchmarks of Success 1. 2. 3. 4. 5. 6. 7.
Obtain leadership support Create a wellness committee Collect data to drive your health campaign Craft a health campaign plan Choose appropriate interventions Create a culture of wellness Evaluate outcomes Source: WELCOA Seven Benchmarks
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Step 1: Obtain Leadership Support A. B.
The Need How to Gain Support
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The Need • • • •
Helps build a culture of wellness Supports employee participation Supports participation during the workday Controls budget, communications, & organizational agenda.
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Gaining Management Support – Keep up to date on current & best health practices. – Share recent research developments – Continually evaluate your programs & share findings with management – Keep lines of communication open – Encourage management to participate – Communicate goals & objectives of program – Consider setting annual meetings
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Step 2: Developing a Wellness Committee A. B.
What is a wellness committee Responsibilities
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What is a Wellness Committee? • Made up of representatives from all levels of management and all departments • Represents co-workers • Shares ideas and concerns about campaigns • Assists with planning & implementation
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Responsibilities of Wellness Committee • • • • •
Plan activities Recruit employees Promote Programs Conduct evaluations Designates a wellness coordinator – Program Design – Implementation – Communication *Level of program success is linked to coordinator’s time & ability.
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Step 3: Assessing the Need A. B. C. D. E.
Definition Importance Types of Data Collecting Data Interpreting Data
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What is a Needs Assessment? • The process of identifying, analyzing, and prioritizing the needs of a targeted population. • Examples: – Employee interest surveys – HRAs
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Why is this Important? • • • • •
Identify worksite strengths/weaknesses Describes current health status of target population Helps develop campaign focus Assesses effectiveness of campaigns Allows for employee input
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What are we Collecting? Types of Data • • • • • •
Demographic Data Absenteeism Rates Employee behaviors/preferences Healthcare Costs Previous Wellness Initiatives Current Wellness Environment & Culture
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Collecting Data • First step in planning process • Initial Assessment should include: – Assessment of current worksite programming, policies & environment – Employee interest survey – Health Risk Assessment (HRA) – Other existing data
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Interpreting Data • Review data from your assessments and claims data • Answers the following: – What is the most pressing need? – Are resources available to address this need? – Can this problem be solved through health promotion? – Are effective intervention strategies available to address this problem? – Can this problem be solved in a reasonable amount of time? Source: McKenzie, J. et,. al.
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Step 4: Developing a Health Campaign A. Determining a Priority Population B. Levels of Prevention C. Levels of Influence D. Best Practices
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What needs to change?
Determining Priority Population • Based on needs assessment: -Decide which health issues is most beneficial to address -Decide which population is most crucial to target
• Once Population is Determined: -More you know about your employees the more effective your campaign will be -Find out what appeals to your employees -Find out what would be best delivery method -Gather opinions in formal & informal settings.
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Determining the Level of Prevention
What needs to change? What level of prevention?
•
Primary Prevention: Preventive measures before any signs of disease or illness. – Healthy eating, physical activity, tobacco cessation
•
Secondary Prevention: Preventive measures that lead to early diagnosis and treatment of disease or illness – Management of high blood pressure, cholesterol.
•
Tertiary Prevention: Preventive measures that target rehabilitation following significant health problem. – Management after heart attack or major coronary event
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What needs to change? What level of prevention?
Levels of Influence: Developing an Approach Individual Behavior
participate in 6 week walking campaign
What level(s) of influence?
Environment
map distances & routes near worksite
Policy
Allows staff to take walking breaks during the workday
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Individual vs. Group • Group: provides support and social identify- acts as motivation for behavior change. – Club, support groups, team challenges
• Individual: motivate & change employee behavior by increasing knowledge, changing attitudes & beliefs. – 1 on 1 counseling, classes, payroll stuffers, educational materials
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Promoting Healthy Lifestyle vs. Disease Management • Health Promotion: – Primary level of prevention – Promotion of healthy lifestyle change before there is a problem – Physical Activity, healthy eating, tobacco cessation • Disease Management: – Secondary & Tertiary levels of prevention – Control health problem – Providing education & support of diseases – Diabetes management, Hypertension management
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What needs to change?
What level of prevention? What level(s) of influence? What are the best practices?
Best Practices • What are the recommended interventions for health issue? • What types of strategies have been used before? • Is this practice backed by scientific research? • What previous interventions have been successful at your worksite
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Step 5: Choosing an Intervention A. B. C. D. E. F. G. H.
Choosing a Strategy Writing Mission & Vision Statement Defining Goals & Objective Which Resources Are Available Appropriate for Population Creating a Timeline Final Steps Planned Intervention
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What needs to change? What level of prevention?
What level(s) of influence? What are the best practices?
What strategy will be used?
Choosing an Effective Strategy • Ask the following questions: – – – – –
How important is each item? How much will it cost? How much time is needed? What is the potential reach? How will the it match with employee interests?
Appropriate for priority population?
What resources are available?
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Defining a Strategy Purpose
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Developing Strategy Goals & Objectives • Goals: a broad, general statement of intent – To provide service to communities and organizations for preparedness, response, and recovery. – CDC Environmental Hazards & Health Effects
• Objectives: statements which describe specific, measurable outcomes which campaign is directed towards. - Conduct surveillance of death, injuries, and illnesses related to disaster event. -CDC Environmental Hazards & Health Effects
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Resources Availability •Decide what resources are needed to be effective. •Decide what resources are available.
Types of Resources • • • • • • •
Staff Money (What funding is available?) Time Space Equipment Skills Educational Materials
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Creating a Timeline • Planning Phase: 3-4 months • Year 1: Awareness & Education • Year 2-4: Targeted behavior change, policy and environmental changes • Year 3-4: Evaluation
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Final Steps • Prepare a budget: – – – – –
Staff time Incentives Resources/Equipment Communication strategies Space
• Consider Legality Issues: - Americans
with Disabilities Act (ADA) - Equal Employment Opportunity Commission (EEOC) - Health Insurance Portability and Accountability Act (HIPAA)
Developing your Health Campaign
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What needs to change? What level of prevention? What level(s) of influence? What are the best practices? What strategy will be used?
Appropriate for priority population? Planned Intervention
What resources are available?
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Step 6: Creating a Culture of Wellness A. B. C. D. E.
Engaging Employees Communicating Effectively Environmental & Policy Maintaining Interest Beyond the Worksite
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Communicating Effectively • • • • • •
Know your audience Work in groups Clear & Consistent message Make program content valuable Be an example Properly Place
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Engaging your Employees • • •
Communication is Key Balance technology/emails with face-to-face Communication & Marketing Channels: -Newsletters -E-mail -Intranet -Bulletin Boards -Meetings -Lunch & Learns -1 on 1 health coaching meetings -CEOs & executives promoting program in daily conversation
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Maintaining Interest STACK the odds in your favor
• • • • •
S ocial Experience (teams, buddy-system) T ime (time of day, length of activity) *6 weeks/ 6 months A ccess (onsite/nearby, breaks during workday/after work) C ost (low cost/no cost) K nowledge (answer the whys and how tos)
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Environmental & Policy • Environmental: – – – –
Health y Vending Access to areas for physical activity Community involvement Point of decision prompts
• Policy: workplace policy reinforces goals of campaign. – – – – –
Flexible work time Health y Eating Tobacco Free Clubs/Classes Incentives
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Engagement Beyond the Worksite • Consider allowing family members to participate. • Family involvement has been shown to improve a person’s success in adopting and maintaining good health habits. • Extending campaign efforts beyond workplace will make it easier to maintain a high percentage of health Source: Wisconsin Department of health Worksite Toolkit
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Step 7: Evaluation A. B. C. D.
What do you need for an evaluation? Purpose of Evaluation Formative Evaluation Summative Evaluation
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Purpose • • • • • •
Determine if objectives were met Improve program implementation Provide accountability Increase community support Provide further information about the program Compare different types of interventions
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Evaluation • Include the following to ensure you can measure the impact of your wellness campaign: – Goals & Objectives – Population Data – Outlined budget & actual cost of campaign – Communications plan
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Formative Evaluation • Draws conclusions on quality of program content and program implementation. • Example -Participation rates -Participant satisfaction rates -Policy/Environmental changes
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Summative Evaluations • Conclusions drawn from impact, outcome, and benefits of program. • Focuses on long-term program measures • Examples: -Employee health risk status -ROI -Healthcare costs -Absentee rates