Health Wellness Newsletters

Health Risk Appraisals (HRAs), are an assessment tool or questionnaire scientifically designed to identify health risks and outline information to assist individuals in making healthful changes that impact their health and prevent chronic disease.

Health Risk Appraisals (HRAs) have four standard elements in workplace settings -

o  A Questionnaire

o  A Computerized Program to Evaluate Health Risk

o  Confidential Individual Reports

o  Group Summary Report

Individuals complete a lifestyle questionnaire that includes for example nutrition practices, height and weight, exercise habits, family history, stress perceptions, tobacco use history, and work satisfaction.

Another important feature to consider is readiness to change questions to determine participation interest. Including health testings such as cholesterol and blood pressure leads tocreases the advantages of an Health Risk Assessment (HRA) by providing a more valid health assessment and thus bettering lifestyle option decisions and health promotion program choices.

Nevertheless, it’s vital that you determine when the Health Risk Appraisal (HRA) can be used without including this information.

The questionnaire information is entered into a computer program and an individual confidential report is generated that summarizes health risks in addition to information on how to lower risk factors.

Individual reports are completely confidential. Depending on the reason for starting the Health Risk Assessment, it’s vital that you consider the kind of report the company will receive as well.

A group report summarizing major risk factors and recommendations for health promotion programs to start in order to reduce staff member and corporation risks provides valuable information for your health promotion program.

The Health Risk Appraisals (HRAs) can be used to -

o  Bring awareness to individual worker’s health status

o  Motivate workforce to make healthier lifestyle changes

o  Coach high-risk employees

o  Plan wellness programs based on the identified needs

o  Assess health promotion program success by comparing HRAs completed at set intervals such as yearly.

We are planning business wellness programs to help you feel better and stay healthful. In order to plan wellness programs that best meet your needs and interests we’d like your suggestions!

Please take several minutes to answer some questions about your interests. Your answers are going to be combined with those of other’s and reviewed to help plan health promotion programs for you. Don’t sign your name.

Please complete the survey today and return it to__________. Thank you for your valuable input! Your help is important for planning successful health promotion programs. Return the completed form by _____________.

Rate your interest on a scale of 1 â.” 3 with one (1) being of little or no interest; two (2) being of some interest and three (3) indicating that you’re very interested. Indicate your response by circling or “Xing” the number.

I am interested in -

Participating in wellness programs before work 1 2 3

Participating in health promotion programs after work 1 2 3

Participating in wellness programs during my lunch break 1 2 3

Learning healthful eating options to lose weight 1 2 3

Sports nutrition 1 2 3

Healthier cooking 1 2 3

Assisting my children eat healthier 1 2 3

Quick, healthful meals for busy life choices 1 2 3

Healthy snack options 1 2 3

Learning how to quit smoking 1 2 3

Attending courses to help me quit tobacco use cigarettes 1 2 3

Stress Mangement skills 1 2 3

Balancing work, family, and personal life 1 2 3

Time management skills 1 2 3

Participating in a beginning fitness program 1 2 3

Developing time to exercise for busy individuals  1 2 3

Getting health information that I can peruse or watch at home 1 2 3

Learning about cancer avoidance 1 2 3

Heart health options 1 2 3

CPR and First Aid 1 2 3

Team sports activities at work 1 2 3

Learning how to stretch 1 2 3

Learning how to increase intake of fruits and vegetables 1 2 3

Parenting Topics (age of kids -  ) 1 2 3

Onsite exercise classes -  walking Yoga aerobic other -  1 2 3

Biometric screening like blood pressure, cholesterol, blood sugar 1 2 3

Armed with data, Health Promotion Program topic preferences, goals, and goals â.” and a Health Promotion Committee rearing to get things done â.” it’s now time to decide how best to take action.  This website provides tools to help you!

You can read about the different types of wellness programs offered by other businesses to get an idea of what might work for your organization.

When your planning phase was well executed, you should simply have to follow through with the plans you’ve already made.

Important Health Promotion Program considerations include -

1. Formally Introduce the Health Promotion Program and consider policy statements that state the importance of the wellness program.  Examples include a general policy regarding the commitment to worker safety and health in addition to specific policies like No Use of tobacco, Healthful Eating and Physical Activity.

2. Communicate Your Program -  the best planned wellness program with great wellness programs won’t be beneficial when your workers do not know about it or do not understand the options or how to participate.  Communicate your wellness program using a selection of methods to ensure the message and “how-to’s” are heard!

Health Promotion Program Communication Strategies could include -

o  Newsletter articles

o  Postings on the corporation’s intranet or internet

o  A designated Champion of the health promotion program

o  Formal or informal meeting to announce health promotion program, “the kick-off”

o  pamphlets / table tents,

o  Bulletin boards / kiosk where all material is promoted or found,

o  Email / phone messages,

o  Mailings or distributions

3. Use Wellness Program Incentives -  You’ll be amazed to figure out what individuals  will do for a free T-shirt.  Incentives can both support and motivate participation among personnel.

Consider both formal or business incentives and informal or wellness program rewards/prizes from local resources to reinforce participation in Health Promotion Programs. Either way, it’s important to provide incentives that are attractive and meaningful to your personnel.

Business Structural or Formal Wellness Program Incentives -

o  Discounts on worker health insurance premiums or co-pays, or contributions to 401K programs, worker stock options, or other mechanisms.  Click here for more information on health plan incentive ideas

o  Gym/Gym discounts or enrollment fee coverage

o  Public transportation vouchers

o  Flexible work time options

o  ”Health Promotion Days” off work

Rewards/Prizes or Informal Wellness Program Incentives -

o  Cash â.” a very effective incentive!

o  Prize incentives such as gift certificates to heart healthful restaurants; music player to use while exercising, emergency kits, or any other prizes that would motivate your workers.

o  T-Shirts, water bottles, or other affordable rewards

4. Assess community resources available to provide some wellness services.  The local health department or your organization health care provider could  be able to assist you with this information.  There are also vendors throughout the State providing excellent wellness services for companies. They are available to help you strategize and find the best choices available.

5. Implement your wellness program as planned documenting information and outcomes as you go such as numbers of participants, dates of activities, and any other special details you are tracking.

A Wellness Program without goals and goals is somewhat akin to taking a family trip without any planning; you won’t know where you’re going, how to get there, what you want to do once you’ve arrived, or even whether or not you’ve arrived!

The trip may end up ok, or it may end up disastrously.  Yet, with a little thoughtful planning, you increase your chances for a successful experience.  Clear goals and goals are needed to plan your health promotion program in order to ensure success!

Health Promotion program goals and goals are different from one organization to another depending on the population, needs, interests and resources. Nonetheless, well thought out goals based on your company’s needs assessment will form the foundation of a successful wellness program!

Health Promotion Program Mission Statement

The first consideration is a mission statement for your Health Promotion Program.  The mission statement is the overall expression of what the Health Promotion Committee wants to accomplish by starting a wellness program.

It is imperative that you consider how your Health Promotion Program fits in with the corporation mission statement, contributes to the overall mission and supports the corporation bottom line.  This will integrate your efforts throughout the corporation operations.

Here are some examples of Health Promotion Program mission statements -

At XYZ Company, maintaining an environment that supports employee safety and health is our underlying value. It’s the mission of the Wellness Program to assist in developing wellness services that fosters and upholds that value.

It is the mission of the XYZ Wellness Committee to foster healthier lifestyle options to reduce health risk factors, improve overall well-being, and maintain a productive, active work force.

Wellness Program Goals

The objectives and objectives further define your mission and are based on your needs assessment.  Depending on the needs assessment, executive management expectations and worker interests, examples of objectives can include -

The goal(s) of XYZ Wellness Program in year XXXX is to -   (one or more of the following examples)

o  Reduce absenteeism by one day per employee

o  Lower musculoskeletal injuries by 10%

o  Decrease unnecessary emergency room visits

o  Decrease or contain healthcare costs

o  Improve dietary habits of employees

o  Reduce health risk factors

Wellness Program Objectives

Specific Wellness Program goals help meet your long-term goals and vision.  Both short term and long term goals must be created as the stepping stones to accomplish the goals and mission.

In addition to goals for the expected participant outcomes, process goals should also be developed for the wellness program process itself.  For  instance, process goals may include how many workforce you want to take part in the wellness programs, how many sessions on a topic will be offered, the type of wellness sessions that’ll be implemented, etc.

Goals need to be easily measurable within a set time frame. Attempt using the SMART formula to develop both your long and short-term objectives and objectives -

o  Specific (one behavior or outcome)

o  Measurable (one result that can be observed or assessed),

o  Attainable (but also challenging),

o  Realistic (do you have the resources to achieve?), and

o  Time specific (within 3 months â.” up to 5 years)

This is the who, what, when, where, why, and by how much method.  For example, an objective for a losing weight program that has an overall goal of improving healthful consuming and promoting a healthful weight is that -

Participants (who) will lose an average of .5 â.” 1 lbs per week (specific what that is measurable) after the 12 week lunchtime program (time specific what, when and where) for a minimum of 6 lbs weight loss per participant (attainable and realistic).

Or -

Participants (who) will attend 11 of the 12 sessions (specific what that is measurable) and name at least one healthier eating change after the program (specific what, when, where)

An example of an objective for coaching workforce with elevated cholesterol could  be -

To reduce the sum cholesterol (specific what) of high risk staff with cholesterol over 240 mg/dl (specific who) to 200 mg/dl (measurable how much) through one-on-one counseling sessions offered at the workplace (where) by X date (ex, after 6 months) (attainable, realistic and time specific when) to lower the risk factor for heart disease (why).

And one last example of a process objective for a smoking cessation program with an overall goal to assist participants in committing to quit for life -

By the end of the 4-week tobacco use cessation program, 10% of the participants will have quit tobacco use.  Each participant are going to be contacted at 3 months, 6 months and 12 months from the program’s end to determine quit status (process objective) and 10% of those who quit will still be smoke free after one year.

You’ve now completed Steps 1 through 4, including establishing your Health Promotion Committee. It’s now time to plan your wellness activities!

Establishing an active Health Promotion Committee provides opportunities for both senior level management and worker involvement in the health promotion program.  The Committee should be a team of personnel and managers who formally meet to plan activities to promote healthier worker lifestyles.

Typical Functions of a Wellness Committee -

o  Evaluating needs and interests

o  Brainstorming wellness program ideas

o  Creating activities

o  Developing communication plans

o  Advertising wellness programs to coworkers

o  Serving as champions of the Wellness Programs

o  Helping with investigation

Your Wellness Committee ought to be representative of all levels of the corporation.  Consider all areas of the workforce â.” multiple sites, shift personnel, diversity (race, gender, ethnicity), and departments.

It is also important to consider who’ll chair or co-chair the Wellness Committee and whether or not there are the finances to support a wellness manager or occupational health expert, even on a part-time or contractual basis.  Click here for more information on the advantages of a health expert.

Depending on your organization size and resources, if you already have a organization Safety Committee you might want to consider making it the Safety and Health Promotion Committee.  You can request volunteers or invite staff to participate.

The number of Health Promotion Committee members depends on the size of your company; nevertheless, you need enough members to get the work done and yet not too many to keep it manageable, typically a minimum of 4 members and maximum of 12 to 15 members.

It’s important to include skeptics of wellness as well and not just those staff already practicing healthful lifestyles.

Depending on your workplace, consider representatives from the following areas -

o  Worker representatives from a cross section of different departments,

o  Upper management ,

o  Health and safety expert(s),

o  Human resources specialist(s),

o  Benefits staff or someone from finance,

o  Your worker assistance program (EAP) provider (if applicable), Click here for additional information on EAPs

o  Medical or occupational health staff (if applicable).

Establish an effective Wellness Committee!  the Wellness Committee ought to meet regularly with a planned agenda and action items.  Successful Wellness Committees have a shared mission, vision and objectives.

Members need to believe that their participation is worthwhile and appreciated, that their work is important, benefits the business and colleagues, and they’re recognized for their contributions. Refer to the NC Workplace Programs section for examples of what other organizations have implemented.