Program Elements |
Minimum Steps |
Moderate Steps |
Comprehensive Steps |
HEALTH EDUCATION
- Tobacco use
- Alcohol/drug misuse
- Physical inactivity
- Overweight/obesity
- Stress management
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- Health Risk Assessments (HRAs) every 12 months
- Information and resources for healthy lifestyle changes
- Medical self-care resources
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- Use targeted risk interventions based on “readiness to change”
- Workshops on medical consumerism
- Educational seminars, workshops, or classes
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- Health coaching (e.g., person-to-person, telephonic, online)
- Lifestyle self-management programs
- Onsite full-time wellness manager
- Telephonic nurseline
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SUPPORTIVE SOCIAL AND PHYSICAL ENVIRONMENTS |
- Open conference rooms and other work spaces for afterhours physical activity classes
- Negotiate health club discounts
- Create tobacco-free workplace
- Provide lactation support services
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- Provide showers, subsidized gym memberships, walking trails, well-lit stairwells
- Provide healthy selections in vending machines, cafeterias, and company functions
- Provide or promote a nearby farmers market
- Provide stress management and life-skill programs
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- In-house health management center in large locations
- Allow for volunteer health teams and budget discretionary programs in all company locations
- Provide flexible work scheduling
- Engage in other health initiatives throughout the community
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INTEGRATION OF THE WORKSITE PROGRAM |
- Involve a diverse group of employees in a broad planning effort to create ownership in the program
- Promote the program, including employee “success stories”
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- Match the goals of the worksite program with the mission statement of your organization
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- With senior management support, develop and use a health scorecard that is integrated with business goals
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LINKAGE TO RELATED PROGRAMS
- Work-related injury/death
- Health insurance
- Preventive services
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- Create “wellness champions.”
- Provide easy-to-access information about related programs and opportunities
- Integrate lifestyle messages (e.g., obesity, back care) into safety meetings
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- Provide custom publications pertaining to benefits, job safety, and preventive services
- Expand health insurance coverage and reduce employee out-of-pocket costs
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- Create a cross-functional team (e.g., wellness, benefits, Employee Assistance Program (EAP) for strategic health promotion planning
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SCREENING PROGRAMS |
- Communicate the importance of preventive screening through flyers and/or company communication
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- Sponsor or team up with other businesses to offer health fairs with screenings
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- Through benefit plan, reduce cost and access barriers to preventive screenings
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FOLLOW-UP INTERVENTIONS |
- Locate and promote appropriate resources and support related to at-risk practices (be sensitive to privacy issues)
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- Create incentive-based programs to encourage maintenance of positive health changes (e.g., no tobacco use)
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- Benchmark health data to set short-and long-term objectives for reducing at-risk behavior
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EVALUATION AND IMPROVEMENT PROCESS |
- Conduct periodic surveys regarding employee health promotion needs/interests
- Measure employee participation rates
- Use post-program surveys to measure satisfaction
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- Stratify aggregate health risk assessment data by level of risk (e.g., percentage of population at low, medium, and high risk)
- Identify leading medical claims by prevalence and costs
- Measure and track disability, workers’ compensation, and sick days
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- Evaluate Return-On Investment (ROI) on selected interventions
- Integrate employee data
- Measure presenteeism for selective health conditions (e.g., arthritis, diabetes)
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