Building A Successful Worksite Wellness Program from Scratch William McPeck, MSW, CWWPC, WLCP Consultive Coach St. Albans, Maine Nationally Certified Worksite Wellness Program Consultant Nationally Certified Work Life Professional

About Bill McPeck William McPeck’s graduate education was in the field of social work. Bill subsequently received training as a health/wellness coach. Bill also holds professional certifications in worksite wellness, work-life balance and stress management. Bill currently serves as the Director of Employee Health and Safety for Maine State Government. In this role, he is responsible for employee wellness and safety, and serves as the contract manager for the state’s EAP (employee assistance program) and CDL (commercial driver license) drug and alcohol testing program. Bill is the architect of the award winning state employee wellness program. In addition to his work for the state, Bill plays a leading role in regional and statewide worksite wellness councils in Maine.

Assumption This presentation is based on the assumption that the case has been made for worksite wellness and a decision has been made to develop a worksite wellness program and you have been charged to develop the program or to oversee its development. ©2011, William McPeck. All rights reserved

Role of A Worksite Wellness Coordinator The role of the worksite wellness coordinator is to deliver results, not just to coordinate activities. Bill McPeck June 2011 ©2011, William McPeck. All rights reserved

Successful Worksite Wellness Programs Based On Management Support Participation/Engagement Creating and Demonstrating Value Bill McPeck September 2011 ©2011, William McPeck. All rights reserved

Overview of the Wellness Program Development Cycle 1. Understanding Your Mandate for the Wellness Initiative 2. Building Your Wellness Program Infrastructure 3. Researching, Analyzing and Identifying Employee and Organization’s Needs ©2011, William McPeck. All rights reserved

Overview of the Wellness Program Development Cycle 4. Formulate Program Goals and Objectives 5. Program Plan Development 6. Plan Approval 7. Plan Implementation 8. Creating a Supportive Environment ©2011, William McPeck. All rights reserved

Overview of the Wellness Program Development Cycle 9. Program Evaluation Modified from Ryan and Chapman, 2008 ©2011, William McPeck. All rights reserved

Understanding Your Mandate for the Wellness Initiative Understanding the Mandate – Goals and expectations of senior mgt ©2011, William McPeck. All rights reserved

Understanding Your Mandate for the Wellness Initiative What you need from senior management – Support Communication Resources – Visible participation – Leading by example – Creation of supportive organizational policies – Integration within the organizational structure – Education of managers and supervisors – Alignment with company mission, vision and goals ©2011, William McPeck. All rights reserved

Understanding Your Mandate for the Wellness Initiative What you need from managers and supervisors Support – Communication – Provide opportunities for employees to participate Visible Participation ©2011, William McPeck. All rights reserved

Understanding Your Mandate for the Wellness Initiative Tasks for the Wellness Coordinator Identify a senior mgt wellness sponsor/champion Understand your organization’s priorities Identify your organization’s values Know the values and benefits your program’s values and benefits Gather information on senior leaders’ leadership style Create your senior mgt communication plan Understand how decisions are made in your organization ©2011, William McPeck. All rights reserved

Building Your Wellness Program Infrastructure Infrastructure Consists of – Wellness Champion(s) Advocacy and communication – Wellness Team or Committee Advocacy, communication, planning, participation, motivation and support – Wellness Coordinator FT, PT, volunteer or consultant ©2011, William McPeck. All rights reserved

Building Your Wellness Program Infrastructure Tasks for the Wellness Coordinator Identify wellness champion(s) Define wellness team composition Assemble the team Establish team protocols Staff don’t lead the wellness team ©2011, William McPeck. All rights reserved

Researching, Analyzing and Identifying Employee and Organization’s Needs Identify existing data sources Identify needs for data that does not currently exist Gather the data Analyze the data Identify program’s target needs ©2011, William McPeck. All rights reserved

Researching, Analyzing and Identifying Employee and Organization’s Needs Identify existing data sources – Internal – data already being collected by the organization - HR, Benefits, Safety, W/C, Disability insurance – External – data already being collected by someone else – health insurance, government, external vendors ©2011, William McPeck. All rights reserved

Researching, Analyzing and Identifying Employee and Organization’s Needs Identify Needed Data – Employee Needs and Interest Survey – Health Risk Assessment – Biometric Screening Data – Organizational Cultural Audit – Worksite Environmental Scan ©2011, William McPeck. All rights reserved

Researching, Analyzing and Identifying Employee and Organization’s Needs Gather the data Analyze the data Identify the program’s targeted needs Develop a report of the findings Communicate the findings to all interested parties ©2011, William McPeck. All rights reserved

Researching, Analyzing and Identifying Employee and Organization’s Needs Tasks for the wellness coordinator Be intimately involved in the identification, gathering, analysis, needs identification, report writing and dissemination of the findings. ©2011, William McPeck. All rights reserved

Formulate Program Goals and Objectives Having identified needs, formulate program goals and objectives Goals – Broad statement of what the program intends to accomplish Objectives – Refinement of the goal statements into more specific, concrete action statements ©2011, William McPeck. All rights reserved

Formulate Program Goals and Objectives Tasks for the wellness coordinator Develop program’s goals and objectives either alone or in conjunction with the wellness team Review with wellness team Review with and get approval from senior management ©2011, William McPeck. All rights reserved

Program and Evaluation Plan Development Identify the potential intervention(s) for each program objective – Accepted best practice – Evidence based Match the best intervention with the target population Identify evaluation/assessment methods for each intervention selected ©2011, William McPeck. All rights reserved

Program and Evaluation Plan Development Tasks for the wellness coordinator Identify all potential interventions Match targeted employee population with the best intervention Plan the interventions Plan appropriate evaluation/assessment methods for each intervention Develop an annual operating plan ©2011, William McPeck. All rights reserved

Plan Approval Seek approval of the annual operating plan from: Wellness Team Senior Management ©2011, William McPeck. All rights reserved

Plan Approval Tasks for the wellness coordinator Present plan to wellness team for review and approval Present plan to senior management for review and approval ©2011, William McPeck. All rights reserved

Plan Implementation Implement the plan per the schedule contained in the operating plan Be flexible enough to accommodate last minute changes or issues that arise during the year ©2011, William McPeck. All rights reserved

Plan Implementation Tasks for the wellness coordinator Implement interventions Manage the interventions Problem solve ©2011, William McPeck. All rights reserved

Creating a Supportive Environment Physical environment Social environment Organizational culture Policies ©2011, William McPeck. All rights reserved

Creating a Supportive Environment Tasks of the wellness coordinator Modifying the physical environment where possible Creating social opportunities Changing the organizational culture Creating health and wellness related policies ©2011, William McPeck. All rights reserved

Program Evaluation You must evaluate every intervention or activity you conduct. Bill McPeck September 2011 ©2011, William McPeck. All rights reserved

Program Evaluation Establish your program’s results from the beginning, because sooner or later someone will ask you for them. Bill McPeck September 2011 ©2011, William McPeck. All rights reserved

Program Evaluation Creating and demonstrating value – value based wellness Issues with ROI Methods ©2011, William McPeck. All rights reserved

Program Evaluation Program evaluation methods Quantitative Qualitative Program evaluation types – Process evaluation – Output evaluation – Outcomes evaluation ©2011, William McPeck. All rights reserved

Program Evaluation Tasks for the Wellness Coordinator Appropriately evaluate each and every intervention or activity Share your evaluation results with all interested persons Use your evaluation results to modify your interventions and your operating plan ©2011, William McPeck. All rights reserved

Resources Wellness Council of America (WELCOA) U.S. CDC Healthier Worksite Initiative U.S. NIOSH Total Worker Health Toronto Health Communication Unit – Comprehensive Workplace Health Promotion fm?res_topicID=16 ©2011, William McPeck. All rights reserved

References Ryan, M. Chapman, LS. Rink, MJ Planning worksite health promotion programs: models, methods, and design implications. American Journal of Health Promotion. July – August, Vol. 22 (6), pp. suppl 1-12, iii following p ©2011, William McPeck. All rights reserved

Contact Information William McPeck PO Box 137 St. Albans, ME 04971, USA