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Worksite Wellness
Why Start a Wellness Program
Benefits to the Employer
Benefits to the Employee
Wellness Program Components
Delivery Methods
Common Health Topics
How to Get Started
The
purpose of our Worksite Wellness Program is to assist employers, employees and their
families in identifying healthy lifestyles. Our goal is to partner with employers
and employees in making and meeting goals to achieve wellness.
WELLNESS is a state of
being in which health seekers achieve maximal potential in the physical, emotional,
psychological and spiritual dynamics of life and live in such a way that helps them
continuously uncover new potential. (Source: The Health Seeker's Handbook,
2003)
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Why Start a Wellness Program |
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Health care costs continue to rise and be an issue of significant concern.
The overall cost of health doubled from 1993 to 2004, according to the Centers for
Medicare and Medicaid Services. |
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The leading cause of illness can be avoided.
Experts suggest that preventable
illnesses make up 70% or more of the entire burden of illness and associated costs
in the United States. |
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The workforce is becoming increasingly more diverse. Diversity in the workplace
calls for diverse plans to address a variety of health issues. |
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The workweek is expanding. The typical American now works 47 hours per week. |
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We are a high technology society and workforce. Our increased reliance on
technology has ushered a whole host of new health concerns including repetitive
stress injuries, low back problems and compromised vision. |
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Stress levels are increasing as a result of the information explosion and our more
competitive business environment. If left unchecked, high levels of organizational
stress will exact a very real toll on your business through increased claims, reduced
productivity, increased absenteeism and increased accidents. |
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The return on investment has been well documented. Reports indicate that wellness
programs can save employers 3:1 per dollar spent over a 3-5 year period. (Source: Ron Goetchel, WELCOA expert interview,
2004) |
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Tangible Benefits |
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Reductions in sick leave absenteeism |
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Reduced use of health benefit |
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Reduced workers' compensation |
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Reduced injury experience |
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"Soft" Benefits |
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Improvements in employee morale |
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Increased employee loyalty |
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Less organizational conflict |
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More productive work force |
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Improved employee decision-making ability |
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Improved health and quality of life through reduction of risk factors |
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Increased opportunity for support from co-workers and environment |
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Reduced pain and suffering from illnesses and accidents |
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Reduced medical costs |
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Wellness Program Components |
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Health Fairs: A convenient way to teach techniques for a
healthier lifestyle is through health fairs. Held at either the worksite
or at an alternate location, health fairs can include both HRAs and biometric screenings. |
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Health Risk Assessments: HRAs
can be used to stimulate employees' interest and to catalyze initiation of behavior
change or movement in the stage of readiness to change. The HRA should be
used to establish a permanent database that can be utilized for additional counseling
and high-risk intervention. |
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Biometric Screenings: |
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- Blood Pressure |
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- BMI/Body Composition |
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- Hearing |
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- Vision |
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- Cholesterol/Lipid Profile |
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- Glucose |
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- Bone Density |
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Intervention and Counseling:
Depending on the results of the HRAs and biometric screenings, appropriate interventions
would be identified and administered. Methods include individual employee
service and employer based services such as Health Behavior Challenges. |
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Wellness Coaching: Wellness
coaching can be utilized for all employees or for a specific group of employees
who are found to be "high-risk". Coaching motivates employees to make changes
and to stick with them. |
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Healthy Behavior Challenges:
Contests or campaigns provide people with the opportunity to try out new behaviors
(skill building) within the structure and with the support of an organized event. |
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Lunch-N-Learns: One time "brown-bag"
lunches that cover topics relevant to the workforce. |
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Educational Classes: Typical
classes run 4-8 weeks and address a particular health issue in depth, allowing employees
to fully participate and understand the issue and how they can improve their health. |
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Newsletters |
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Medical Self-Care: This is
the newest sector that is proving to improve outcomes in wellness. Medical
self-care programs are aimed at decreasing the demand for health care by enhancing
employee decision making skills as related to health care and quality of the self-care
skills they practice. |
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- Nutrition |
- Diabetes |
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- Physical Activity |
- Mental Health |
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- Tobacco Cessation |
- Cancer Prevention |
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- Weight Management |
- Financial Management |
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- Injury Prevention/Ergonomics |
- Time Management |
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- Substance Abuse |
- Asthma |
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- Cholesterol Management |
- Allergies |
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- Hypertension Management |
- Caregiver Resources |
For more information about ProviDRs Care Network's Worksite Wellness Program, please
contact Erika McGuire at (800) 801-9772 or email
ErikaMcGuire@ProviDRsCare.Net.
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Copyright @ WPPA, Inc. ProviDRs Care Network
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