Program
Elements

Minimum
Steps

Moderate
Steps

Comprehensive
           Steps

HEALTH EDUCATION

• Tobacco use
• Alcohol/drug misuse
• Physical inactivity
• Overweight/obesity
• Stress management

• Health Risk Assessments (HRAs) every 12 months
• Information and resources for healthy lifestyle changes
• Medical self-care resources

• Use targeted risk interventions based on “readiness to change”
• Workshops on medical consumerism
• Educational seminars, workshops, or classes

• Health coaching (e.g., person-to-person, telephonic, online)
• Lifestyle self-management programs
• Onsite full-time wellness manager
• Telephonic nurseline

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

• 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

• 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

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”

• Match the goals of the worksite program with the mission statement of your organization

• With senior management support, develop and use a health scorecard that is integrated with business goals

LINKAGE TO RELATED
PROGRAMS

• Work-related injury/death
• Health insurance
• Preventive services

• Create “wellness champions.”
• Provide easy-to-access information about related programs and opportunities
• Integrate lifestyle messages (e.g., obesity, back care) into safety meetings

• Provide custom publications pertaining to benefits, job safety, and preventive services
• Expand health insurance coverage and reduce employee out-of-pocket costs

• Create a cross-functional team (e.g., wellness, benefits, Employee Assistance Program (EAP) for strategic health promotion planning

SCREENING
PROGRAMS

• Communicate the importance of preventive screening through flyers and/or company communication

• Sponsor or team up with other businesses to offer health fairs with screenings

• Through benefit plan, reduce cost and access barriers to preventive screenings

FOLLOW-UP INTERVENTIONS

• Locate and promote appropriate resources and support related to at-risk practices (be sensitive to privacy issues)

• Create incentive-based programs to encourage maintenance of positive health changes (e.g., no tobacco use)

• Benchmark health data to set short-and long-term objectives for reducing at-risk behavior

EVALUATION AND IMPROVEMENT PROCESS

• Conduct periodic surveys regarding employee health promotion needs/interests
• Measure employee participation rates
• Use post-program surveys to measure satisfaction

• 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

• Evaluate Return-On Investment (ROI) on selected interventions
• Integrate employee data
• Measure presenteeism for selective health conditions (e.g., arthritis, diabetes)