Healthier Worksite Initiative - HWI: Program Design | DNPAOThe focus of a workforce health promotion (WHP) program can vary due to many factors, including type of organization, workforce diversity, resources, and leadership support. Program design provides an opportunity to plan a WHP program and position it within the organization's overall mission. This increases the potential that program objectives will be realized, such as improving employee health and productivity and reducing medical care expenses for the employer and employee. This Web site serves to introduce certain concepts, provide resources for more detailed information on program design, and link program planners to practical resources. It is not intended to serve as a definitive text on designing and implementing WHP programs. This section is organized into four broad categories of program design activities: Planning These activities involve setting objectives and goals for the WHP program that are in harmony with an organization's unique mission. Planning 1. 01. Overview of the importance of program planning and important attributes of a comprehensive WHP program. Funding Opportunities for WHPLimited funding is often one of the biggest challenges facing new and existing WHP programs. Funding for your program may be available through various government, research, and philanthropic organizations. Logic Models. Tools that can be used to reach consensus on goals and objectives, and incorporate the vision of management and employees into a roadmap for the WHP program. Planning Resources. Publications that provide guidance on overall WHP, including planning tools, program guides, and health data. Needs Assessment. These activities involve assessing employee needs and interests, the workplace environment, and available resources. When selecting needs assessment tools, be aware that many tools assess topics from more than one of the categories described below. Needs Assessment 1. Overview of needs assessment activities and examples of tools that can assist WHP planners. Employee Input. There are many ways to ask employees about their needs and interests, including through an informal employee feedback box, wellness committees, or formalized surveys. Cost Calculators. Tools that help employers estimate the costs of lifestyle factors and preventable diseases for their employees. These cost estimates can be used to justify WHP programs. Environmental Audits. How to Build a Wellness Program. How to Start a Wellness Program: Design a Program. How to Start a Wellness Program: Employee Buy-In As with any initiative, making it clear that management is excited about the wellness program is an important step toward success. 'It isn't just permission, but it's really getting interested in it and promoting it,' Lindsay says. Questionnaires that assess aspects of the physical work environment, such as access to nutritional foods and opportunities for physical activity. Implementation These activities involve setting WHP priorities, designing program practices, assigning resources, and developing an implementation plan. Implementation Resources. Publications that can provide guidance and tools for use when planning, designing, and implementing program practices. Staffing. This page provides information on continuing education for WHP staff and selecting WHP vendors. Continuing Education in WHPThis section provides information on the many opportunities that are available to expand the skills and knowledge of your WHP staff on topics such as employee wellness, fitness, health benefits, and productivity. Evaluation These activities involve analyzing the results achieved in the WHP program, determining if they meet goals and objectives, and identifying what was successful and what needs to be improved. Evaluation is not a one- time action but should be an ongoing activity in health promotion programs. Award Opportunities in WHPAnyone who wants to seek recognition for their organization's WHP program can find information here on award opportunities offered by a broad range of organizations and agencies. Setting up a Wellness Program. Wellness, to provide additional information to help organizations implement a workplace wellness program. This piece, along with other Health Advocate publications and informational resources about current topics in healthcare and the workplace, is available for free on our website at http://healthadvocate.com/publications.aspx.Program Design. The focus of a workforce health promotion (WHP) program can vary due to many factors, including type of organization, workforce diversity, resources, and leadership support. As a strategic cost saving tactic, it is important that you design your wellness program in a way that yields favorable return on investment (ROI) results. Workplace Wellness Programs Study. Final Report. Soeren Mattke, Hangsheng Liu, John P. Caloyeras, Christina Y. Huang, Kristin R. Van Busum, Dmitry Khodyakov, Victoria Shier. RAND Health. Research is needed on program design features that are most likely to achieve wellness goals. Smoking cessation is an area where additional research could inform program development. Postgrad growth area: Designing workplace wellness programs. Companies are getting serious about employee health, and psychologists are leading the way. Workplace wellness programs come in all shapes and sizes. But regardless of plan design there are five common components that set the successful programs apart. Evaluation Resources. Publications that can provide guidance on evaluation activities. Swift Worksite Assessment and Translation. This evaluation method can help to identify promising practices in worksite health promotion programs that promote healthy weight of working adults.
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