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Montana Worksite Health Promotion Coalition
The A, B, C’s of Developing a
Bronze, Silver, or Gold Level Program
What the experts are saying..
Centers for Disease Control (CDC)…..
“Health promotion programs are designed to help
individuals prevent disease and premature death Helen Holpin Schauffler, PhD, MSPH,
and enjoy a high quality of life. This is
Associate Professor of Health Policy,
accomplished by helping individuals alter lifestyle
University of California, Berkeley……..
behaviors in such a way that high health risks are
reduced and low risks are maintained. If major “Why is it that prevention has to save money? We
causes of disease and premature death can be are spending $300 a month for coverage for
prevented, it is generally accepted that some of medical services that don’t save us any money. Why
the costs associated with treating those diseases are we demanding that the tiny portion of our
can also be prevented or at least significantly insurance premium that goes toward prevention
reduced. Therefore, health promotion efforts saves us money? If we are going to limit ourselves
could potentially have a dramatic impact on to money-saving services, there may be 3 or 4
employee health care expenses, productivity, and things that we’ll choose to cover, and that’s it. We
company image.” know mammograms save women’s lives. They will not,
however, save anyone a dime.”
Wellness Councils of America (WELCOA)…..
Employees don’t get or stay healthy by chance.
A healthy workforce means investing hard dollars.
Employees have diverse needs.
Not everything that counts is visible on the balance sheet.
Jeffrey R. Harris, MD, MPH,
David R. Anderson, PhD, StayWell Co…..
Centers for Disease Control……..
“Health promotion has made tremendous
“We know enough today to invest wisely
progress over the past two decades in
in prevention and health promotion and
documenting its financial value. A literature
to expect reasonable returns on
growing in both volume and quality provides
investment.”
indicative evidence that health promotion not
only has a positive impact on financial outcomes,
but the returns from well-designed
comprehensive programs may be at least $3 to
$8 per dollar invested within 5 years following
program initiation. Additionally, health
US Task Force on Disease Prevention & Health Promotion….
promotion programs are popular with employees
and improve their health and quality of life – “The most effective interventions available to clinicians
which benefits the employee, the employer, and for reducing incidence of disease and disability in the
the nation.” United States are those that address the personal
health practices of patients.”
A. GETTING OFF TO THE RIGHT START
The first thing you must do is determine why your organization
would want a worksite health promotion or wellness program.
Why does your organization want an employee worksite wellness program?
What objective(s) do you or your organization hope to achieve?
Are your objectives aligned with your senior management’s values?
____________________________________________________________________________________________________________
Refer to MWHP Awards Overview (back page) for full description of award’s characteristics.
Bronze: Good, basic, or introductory wellness services aligned with an organization’s mission to provide health
information or activities because they are a humanitarian business who cares about their employee’s health, well-being
and quality of work-life.
Silver: Better or medium level wellness services aligned with an organization’s mission to provide some humanitarian or
quality of work-life efforts (similar to Bronze), as well as targeted and skill-building activities specific to the health needs of
its employee population.
Gold: Best practices or comprehensive wellness services aligned with an organization’s mission to focus on a population
health and productivity management approach, which is most likely to produce cost savings and long-term results. The
wellness program doesn’t have to provide all services, but work with other internal or external providers to ensure delivery.
~
Population Health & Productivity Management Model (Gold)
An Integrated Strategy across the Health Continuum
Consumer Demand
Wellness Management Risk Management Disease Management
Management
Wellness ~ Prevention Disease
RISK STRATIFICATION
“High Risk” based on
Risk status based on HRA (lifestyle behaviors) medical claims/costs
Keeping Healthy People Managing Risky Managing Acute Managing Chronic
Healthy or Low Risk Lifestyle Behaviors Illnesses or Injuries Diseases or Disabilities
Health Screenings Targeted Interventions Professional Consults
Case Management
General Education-Info. Skill-building Education Medical Self-Care
Examples: Examples: Examples: Examples:
BP Checks - Flu Shots Health Coaching 1-on-1 Professional Consult Diabetes DM
Brown Bag Lunches Weight Loss Program (Nurse, Dietitian, Ex Spec) Depression DM
Fitness Product Sales Heart Health Program Ergonomic Assessments Absence Management
Healthy Eating Promo Metabolic Syndrome Prog EAP (STD, LTD, Worker’s Comp)
Incentive Program
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B. STRATEGIC PLANNING
The next step is to create a strategic plan,
which must include all ten worksite wellness quality standards.
1. Management Commitment
The program must have commitment from senior management that supports organizational policies and
dedicates sufficient resources, such as equipment/tools, personnel, facilities, and funding.
How can you achieve senior management commitment within your organization?
Examples of healthy organizational policies:
Smoke-free or tobacco-free workplace
Active workplace safety program
Onsite child daycare facility
Cafeteria and/or vending machines offering healthy options
Wellness mission clearly linked to business objectives or organization’s mission statement
CEO philosophical and financial support of wellness program
Organizational wellness culture (peer support, healthy fun, shared values)
Productivity management strategies employed where several departments are involved, such as Benefits,
Safety, Wellness, Human Resources, Worker’s Comp
Medical/benefit insurance coverage for preventive services (e.g., health screenings or lab tests,
mammograms, annual exams, pap or prostate exams)
Consumer driven health plan (high deductible with Health Savings Account) offered as insurance option
All employees are eligible for clearly defined pay bonuses, which contributes to a productive workforce and
self-protection of health and human capital (refer to Health as Human Capital Foundation)
Management policies that reward being healthy or moderate/reduce stress
Flex or work-time to participate in health/wellness activities
Flexible work schedules or job sharing
Wellness program introduced during new employee orientation
Promotion of alternate forms of transportation to/from work
Onsite breastfeeding policy (private room and pumping area, flexible breaks)
Flexible spending account offered as part of benefit package
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2. Program Leadership
To be most effective, the program must have leadership from well-qualified health promotion or worksite
wellness professionals in the program’s design, implementation and ongoing operations.
Is your program leadership aligned with your program objectives?
Bronze: Onsite wellness champion (no formal health promotion background required)
Silver: Onsite health promotion professional; or onsite wellness champion plus professional consultant
Gold: Onsite health promotion professional (recommended); or onsite wellness champion plus professional
consultant
Recommended training for those without degree specific to the art and science of health promotions:
Well Workplace University (WELCOA)
Successful Health Management Systems Seminar (Wellsource)
Certified Worksite Wellness Program Coordinator (Larry Chapman)
Certified Worksite Wellness Program Manager (Larry Chapman)
Certified Worksite Wellness Program Director (Larry Chapman)
Certified Worksite Wellness Program Consultant (Larry Chapman)
Executive Certification in Health Promotion and Corporate Wellness (Spencer University of Southern CA)
3. Program Mission
The Wellness program must have a clear statement of its mission, purpose, and goals (who you are, what
you do, and why you do it), ideally declaring its commitment to motivate and assist a significant proportion of
the employees to practice healthier lifestyles.
Is your mission statement aligned with your program objective(s)?
Bronze: Focus on keeping healthy people healthy (quality of work-life)
Silver: Focus on providing evidence-based, targeted programs, for healthy and high risk groups.
Gold: Focus on changing behaviors of healthy and high risk individuals, and creating a culture of wellness
(Population Health Management).
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4. Assessment Tool
The program must have a process or tool for assessing organizational and individual needs, risks and costs
to ensure appropriate interventions are offered to that employee population. Sample assessments tools:
What is the best assessment tool for your organization based on your program objectives?
Employee Interest/Needs Assessment/Survey
Annual Health Screenings (e.g., Lab work - Lipids, Glucose: Blood Pressure checks)
Health Risk Appraisal (HA or HRA) (free online HRA’s do not qualify)
Medical Claims Data
5. Target Audience
The program design must have a target audience to address the most significant health risks to our nation,
specific risks within the employee population and needs of the your organization.
Who is your target audience based on your program objectives?
Healthy employees - voluntary participation
High-risk based on:
-Health Screenings
-Aggregate HRA data
-Medical claims data
-National trends (heart disease, diabetes, depression)
Page 5 of 10
6. Interventions
The program must have high quality and convenient programs (interventions) that motivate participants to
achieve lasting behavioral changes.
What are the most appropriate interventions for your program based on your objectives?
BRONZE LEVEL INTERVENTIONS:
A). Advertise or Promote Community Health/Wellness Service/Organization
B). Employee Assistance Program (EAP)… or… Professionally run Support Groups
C). Wellness Classes (1-8 hours each) (e.g., stress management, exercise, nutrition, back care, tobacco
cessation, depression, weight loss, wise healthcare consumerism, lifestyle-related risk factors, ergonomics…)
Bronze focus: general health information; Silver/Gold focus: skill-building, how to integrate behavior into life;
goal-setting (not just giving information).
D). Brown Bag Lunches (30-60 minutes each)
E). Health Info/Education (e.g., canned newsletters or brochures, health campaigns, online resources)
F). Fitness Product Sales or Give-a-ways (e.g., pedometers, exercise balls, yoga mats)
G). Fitness Campaign…or…Walking Club
H). Annual Health Fair (provide health information, immunizations, health screenings: BP checks, labs…)
I). Professional Ergonomic Assessments (performed at your workstation by ergonomic specialist)
J). Onsite Relaxation/Meditation Room…or…Onsite Chair Massages
K). Healthy Eating Promotion (e.g. healthy meeting snacks or vending machines, free fruit)
L). Health/Wellness Lending Library (e.g., videos, books, newsletters)
M). Other (any Silver or Gold interventions)
Page 6 of 10
SILVER LEVEL INTERVENTIONS:
N). Referrals made to Participant Physicians (based on Health Screenings or HRA)
O). Wellness Website (with health information, national health links)
P). Onsite Fitness Facility…or…Employer Co-sponsored Discount at Local Fitness Facility
Q). Medical Self-Care Product: Books…or…Online
Healthwise
Mayo Clinic
American Institute of Preventive Medicine
WebMD
R). 1-on-1 Educational Consults with Dietitian/Exercise Specialist…or….Nurse Line (credentialed expert)
(Focus on information/education, not the same as Health Coach)
S). Disease Case Management Program
T). Active Targeted Program with Documented Outcomes
U). Short-term Incentive Program (designed to increase participation; focuses on specific goal within specific
timeframe; rewards include cash, merchandise, prizes, recognition, drawings, refunding all/portion of fees)
V). Other (any Gold intervention)
GOLD LEVEL INTERVENTIONS:
W). Health Coaching (telephonic; client-centered focus on accountability, goal-setting, moving forward; not information)
X). Effective Incentive Program (designed to maximize program participation and results).
Cash
Insurance plan design - premium reduction
Insurance plan design – employer contribution to Health Savings Account (HSA)
Page 7 of 10
7. Tracking System
The program must have efficient systems for tracking program operations, utilization and administration.
What do you think is important to track and how are you going to do it?
Participant Class/Program Utilization spreadsheet or table (hard copy, computerized, software)
Health Risk Appraisal (participant utilization from year 1, year 2, year 3…..)
8. Measure Outcomes
The program must have a procedure for evaluating or measuring program quality and outcomes.
How are you going to measure outcomes based on your program objectives?
Participant Satisfaction (individual and summary of participant evaluations)
Change in Behavior
Health Improvements
HRA Participation
Financial ROI Formula: (total benefit – total costs) = X ÷ total costs = ROI
-Total benefit = money saved or money made.
-Total costs = all program expenses (instructors, printing, marketing, refreshments, etc.)
Page 8 of 10
9. Communicate Results
The program must have a system for communicating the program results to employees and senior
management.
Why is it important to do an Annual Wellness Report? What will be included in your report?
Program Accomplishments
Program Challenges
Program Goals (next years)
Participant Utilization Summary (number in each class, program, service, HRA)
HRA Aggregate Corporate Report
Outcomes Measurements: (see #8 – report all outcomes)
Who should see your Annual Wellness Report?
Senior management only
Employees only
Senior management and employees
10. Internal Marketing
The program must have effective internal marketing (to employees) to achieve and maintain high
participation.
The best strategy is to use as many internal marketing tools as possible – what will work for you?
Internal Wellness flyers
Internal organizational newsletters, with section devoted to marketing Wellness programs
Postcards
Internal Emails or Faxes
Website
Paycheck stuffers
Mass marketing program invitations sent to work addresses or included in lab results
Home mailings (marketing materials sent home)
Targeted personal invitations
Staff meetings
New employee orientation, where Wellness program is promoted
Bulletin Board
Page 9 of 10
C. DESIGNING AN ACTION PLAN
Once you have aligned your objectives with senior management and developed
your strategic plan based on the ten worksite wellness quality standards,
the next step is to design a short and long-term action plan or timeline that
will be sustained even if you or other key stakeholders leave the organization.
What is your Action Plan or Timeline based on the criteria you identified in your strategic plan?
Year 1 Action Plan:
Year 2 Action Plan:
Year 3 Action Plan:
Year 4 Action Plan:
Year 5 Action Plan:
What is your strategy to get approval of your Action Plan from key stakeholders (CEO, CFO…)?
The journey of a lifetimes starts with a single step
Page 10 of 10
