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Our Mission: To promote positive health behaviors in workplace employees through education.

HL 367: Program Planning and Evaluation Winter 2013 Taylor Grefsheim, Josh Mickelson, Lauren Palubiak. Our Mission: To promote positive health behaviors in workplace employees through education. Steelcase Inc.

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Our Mission: To promote positive health behaviors in workplace employees through education.

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  1. HL 367: Program Planning and Evaluation Winter 2013Taylor Grefsheim, Josh Mickelson, Lauren Palubiak Our Mission: To promote positive health behaviors in workplace employees through education.

  2. Steelcase Inc. • Mission: To help people work more effectively- no matter when, where or how they work. • www.steelcase.com • Position: Wellness Coordinator • Develop, implement, and manage a statewide employee wellness program that promotes and encourages state employees to engage in healthy lifestyle behaviors. Establish short-term, intermediate, and long-term plans for the program. http://denver.jobing.com/employee-wellness-coordinator/job/3529584

  3. Global Need • Most people spend more hours at work than anywhere else in addition to the time they spend commuting each day. • In fact, the typical American works approximately 47 hours a week which is at least 164 hours more than the average 20 years ago. • Given these statistics, it is easy to see why maintaining a healthy work / life balance is becoming increasingly important. Corporate wellness programs are important tools to establish this balance. • Video • http://www.youtube.com/watch?v=RQAquoxn-qs http://wellnessproposals.com/wellness-articles/

  4. Global, Steelcase, and Our Mission Corporate wellness programs are important tools to establish balance, to promote the well-being of their employees, employers, and organization in general is the common goal. (Programbenefits,2013) Steelcase Mission: To help people work more effectively- no matter when, where, or how they work. Our Mission: To promote positive health behaviors in workplace employees through education.

  5. Mission and Variable • Mission: To promote positive health behaviors in workplace employees through education. • DV: positive health behaviors • IV: education • TP: workplace employees

  6. Theoretical Definition • Positive health behaviors involve thinking, feeling, and acting in ways that enhance occupational, physical, spiritual, intellectual, emotional, and social aspects of well-being (Dr Hogan, 2013). • The component parts needed to establish a reduction of these choices would include; physical, intellectual, social, emotional, spiritual, and occupational (Wayne State University, 2013).

  7. Definition Model

  8. Wellness Survey • 1. Almost Never (less than 10% of the time) • 2. Occasionally (about 25% of the time) • 3. Often (about 50% of the time) • 4. Very Often ( about 75% of the time) • 5. Almost Always (at least 90% of the time) • Physical Wellness SCORE • 1. I do aerobic exercise (continuous and vigorous activity to get my heart rate up) • for 20-30 minutes at least three times per week. _______ • 2.I do stretching and flexibility exercise at least three times per week. _______ • 3. I do strength training with weights or other equipment at least three times per week. _______ • 4. I eat five to nine servings of vegetables and fruits daily. _______ • 5. I eat fiber foods such as whole grain breads, cereals, rice and beans daily. _______ • 6. I avoid eating processed, high fat mean, dairy and fried or sugary foods • or restaurant and fast foods. _______ • 7. I am at a healthy weight for my height and bone structure and my waist size is • less than 35 inches for a woman and less than 40 inches for a man. _______ • 8. I keep my blood pressure and cholesterol levels within the range recommended • by my doctor. _______ • 9. I brush my teeth after meals, floss daily and see a dentist for regular teeth cleaning. _______ • 10. I do not use tobacco product nor do I drink more than 3 alcoholic beverages • per week. _______ • ADD YOUR SCORES FOR THIS SECTION AND PUT THE TOTAL ON THIS LINE. _______ Based on: http://www.wellstates.com/wellness_assessments.html

  9. Wellness Survey Continue • Intellectual Wellness • 1. I engage in activities that use my mind such as reading, doing games, puzzles, • or hobbies daily. _______ 2. I try to learn something new or a new skill that I haven’t done before weekly. _______ • ADD YOUR SCORES FOR THIS SECTION AND PUT THE TOTAL ON THIS LINE. _______ • Social Wellness • 1. I take the time to play with and enjoy family and friends. _______ • 2. I participate in community, church, social and/or volunteer activities. _______ • ADD YOUR SCORES FOR THIS SECTION AND PUT THE TOTAL ON THIS LINE. ______ • Emotional Wellness • 1. I am happy with myself and my life. _______ • 2. I express my emotions in acceptable ways. _______ • 3. I have little stress in my life. _______ • ADD YOUR SCORES FOR THIS SECTION AND PUT THE TOTAL ON THIS LINE. _______

  10. Wellness Survey Continue • Spiritual Wellness • 1. I live a life of purpose and meaning consistent with my values. _______ • 2. I spend time daily in prayer, meditation and/or personal reflection. _______ • ADD YOUR SCORES FOR THIS SECTION AND PUT THE TOTAL ON THIS LINE. _______ • Occupational Wellness • 1. I enjoy my work (whether it is employment or family and household caretaking). _______ • 2. The level of stress in my work and the balance between my work and leisure or • time for myself are acceptable to me. _______ • ADD YOUR SCORES FOR THIS SECTION AND PUT THE TOTAL ON THIS LINE. • Put your score total for each wellness are here: • 1. Physical Wellness Your Total ______ Highest Possible Score: 50 • 2. Intellectual Wellness Your Total______ Highest Possible Score: 10 • 3. Social Wellness Your Total______ Highest Possible Score: 10 • 4. Emotional Wellness Your Total______ Highest Possible Score: 15 • 5. Spiritual Wellness Your Total______ Highest Possible Score: 10 • 6. Occupational Wellness Your Total ______ Highest Possible Score: 10 • Add your totals for an overall Wellness score • TOTAL__________ Highest Possible Total: 105 • The higher your scores in each separate area of wellness indicate you are experiencing high levels of wellness in the different areas measured. • Your total score indicated your overall wellness. • You can use this assessment to determine if there are areas of wellness you want to improve.

  11. Logical Validity • Does our test measure what is says it does? It is based on our theoretical model.

  12. Behavior Change Models • Trans-theoretical Model - In adopting healthy behaviors (e.g., regular physical activity) or eliminating unhealthy ones (e.g., watching television), people progress through five levels related to their readiness to change—pre-contemplation, contemplation, preparation, action, and maintenance. At each stage, different intervention strategies will help people progress to the next stage (CDC, 2002). • Health Belief Model - For people to adopt recommended physical activity behaviors, their perceived threat of disease (and its severity) and benefits of action must outweigh their perceived barriers to action (CDC, 2002). http://www.ohprs.ca/hp101/mod4/module4c3.htm http://www.changecards.org/change-theory/the-transtheoretical-model-of-change/

  13. Objectives • Employees will increase their physical wellness by 15 points by the end of the 10 week program. • Employees will increase their intellectual wellness by 3 points by the end of the 10 week program. • Employees will increase their social wellness by 3 points by the end of the 10 week program. • Employees will increase their emotional wellness by 5 points by the end of the 10 week program. • Employees will increase their spiritual wellness by 3 points by the end of the 10 week program. • Employees will increase their occupational wellness by 3 points by the end of the 10 week program.

  14. Evidence Based ProgramWell! Well! Well! • The model or program that we will choose will be that of Steelcase Inc. Their program targets services, specifically to moderate or high risk individuals identified through an HRA and other screenings. • Based off each individuals HRA and screening a program is developed using many parts of Steelcase’s team including: exercise physiologist, program coordinator, a registered dietician, an athletic trainer, two physical therapists, two occupational therapists, and two fitness specialists. • The component parts that we would need to measure in the HRA would be physical, intellectual, social, emotional, spiritual, and occupational. These six parts give you a way of figuring out which areas need the most work per your work force. These needs may change and you can see what programs you may need to implement to achieve your goals. http://www.sph.emory.edu/healthproject/past_winners/year/1994/steelcase/description.html

  15. Example Program • Jim Smith: Pre-Test Screening Scores • Physical 18/50 • Intellectual 8/10 • Social 4/10 • Emotional 8/15 • Spiritual 4/10 • Occupational 8/10

  16. Example Program • Based off of Jim’s pre test we found that some areas were more of a need than others. Throughout the program the program coordinator will be in contact with all parts of the team and may have to outsource to find other ways to help each individual employee. • Week 1: Physical • Week 2: Intellectual • Week 3: Social • Week 4: Emotional

  17. Example Program Continue • Week 5: Spiritual • Week 6: Occupational • Week 7: Physical • Week 8: Social • Week 9: Emotional • Week 10: Spiritual Based off of the pretest we had another week of each physical, social, emotional, and spiritual parts of the program because those were Jim’s lowest scores.

  18. Example Program Post Test • Jim Smith- Post Test Scores • Physical 32/50 • Intellectual 10/10 • Social 7/10 • Emotional 13/15 • Spiritual 7/10 • Occupational 10/10

  19. Evaluation Design OX O O O Program Group Pre Test for Health Risk Assessment Post Test for Health Risk Assessment Our 10 week Intervention program for workplace employees Control Group Pre Test for Health Risk Assessment Post Test for Health Risk Assessment

  20. Personal Symbols of Evaluation Design Program Group Our 10-week intervention program for employees Post test for Health Risk Assessment Pre test for Health Risk Assessment Control Group Pre test for Health Risk Assessment Post test for Health Risk Assessment

  21. Internal Validity • Internal Validity is the approximate truth about inferences regarding cause-effect or causal relationships. Thus, internal validity is only relevant in studies that try to establish a causal relationship. All that internal validity means is that you have evidence that what you did in the study (i.e., the program) caused what you observed (i.e., the outcome) to happen. (http://www.socialresearchmethods.net/kb/intval.php) • Internal Validity relates to our mission because of our control group, and the possibility of increasing ones wellness.

  22. Marketing Tools • Facebook • https://www.facebook.com/pages/The-Need-for-Employee-Wellness/126540300869656?ref=hl • Mobile Apps • US Corporate Wellness Inc.- This app is a recognized nationwide as a premier provider of employee wellness. The app includes fitness trackers, charting your miles, body mass index, nutrition trackers, and different highlights. • Nudge: Nudge is an app that your company must be signed up for. It is a workplace wellness platform that lets your company create a fun health awareness community, and reinforce powerful daily health habits. The account lets you record all your daily activities on the go. It is an easy way to earn points for you and your team at any time, from anywhere. • Trimphon: This is an app that includes a calorie counter, diet tracker, workout tracker, diet plans, workouts, and so much more.

  23. Grants • A foundation/granting agency whose mission is to support corporate wellness that we found was Wellco. • The purpose of this grant, much like our mission, is to promote positive health behaviors in workplace employees, and furthermore to boost health conditions and combat the associated costs to businesses. This grant will be supplying the funding for approximately 100 employers across the nation with comprehensive wellness programs, as a result of $9 million in grant funding from the Centers for Disease Control and Prevention (CDC). (http://www.wellcocorp.com/wellco-blog/10-million-in-wellness-grants-available)

  24. Webliography • Erfurt, J., Foote, A., & Heirich, M. (1991, September). The Cost-Effectiveness of Work-Site Wellness Programs for Hypertension Control, Weight Loss, and Smoking Cessation. Journal of Occupational Medicine, 33(9). http://journals.lww.com/joem/Abstract/1991/09000/The_Cost_Effectiveness_of_Work_Site_Wellness.14.aspx • Evans, G. (2013, February 14). Consultant urges area employers to consider wellness programs . In news.journal.com. Retrieved February 14, 2013 http://www.news-journal.com/news/local/consultant-urges-area-employers-to-consider-wellness-programs/article_2c351e7e-98a9-5704-b440-7a07e11f817f.html • Gebhardt, D. L., & Crump, C. E. (1990, February). Employee Fitness and Wellness Programs in the Workplace. American Psychologist, 45(2), 262-272. Retrieved February 17, 2013, from http://psycnet.apa.org/journals/amp/45/2/262/ • Health Promotion and Wellness Program Benefits . (2013). In Wellness Proposals. Retrieved March 20, 2013, from http://wellnessproposals.com/wellness-articles/ • Hiemstra, R. (n.d.). Program planning and evaluation. (1976). Retrieved from http://www-distance.syr.edu/programplanningandevaluation.html • Hogan, P. (2013) Definition of Positive Health Behaviors. • Janice T.S. Ho, (1997) "Corporate wellness programmes in Singapore: effect on stress, satisfaction and absenteeism", Journal of Managerial Psychology, Vol. 12 Iss: 3, pp.177 – 189 http://www.emeraldinsight.com/journals.htm?articleid=881310&show=abstract • John C. Erfurt, Andrea Foote, Max A. Heirich, and Walter Gregg (1990) Improving Participation in Worksite Wellness Programs: Comparing Health Education Classes, a Menu Approach, and Follow-Up Counseling. American Journal of Health Promotion: March/April 1990, Vol. 4, No. 4, pp. 270-278. http://ajhpcontents.org/doi/abs/10.4278/0890-1171-4.4.270 • Joseph, G. G., Patrick, C. R., & Fiona, J. A. (2007, December). The Effects of Workplace Flexibility on Health Behaviors: A Cross-Sectional and Longitudinal Analysis. Journal of Occupational & Environmental Medicine, 49(12), 1302-1309. Retrieved February 19, 2013, from http://journals.lww.com/joem/Abstract/2007/12000/The_Effects_of_Workplace_Flexibility_on_Health.5.aspx

  25. Webliographycnt’d • Mayrell, R. C., & Tu, H. T. (2010, July). Employer Wellness Initiatives Grow Rapidly, but Effectiveness Varies Widely. National Institute of Health Care Reform. Retrieved from http://www.nihcr.org/Employer-Wellness-Initiatives.html • Michie, S., Van Stralen, M., & West, R. (n.d.). The behaviour change wheel: A new method for characterising and designing behaviour change interventions. (2011). Retrieved from http://www.implementationscience.com/content/6/1/42 • Noelcke, L. (n.d.). Advantages of Workplace Wellness Programs. In Spark People. Retrieved February 14, 2013 http://www.sparkpeople.com/resource/wellness_articles.asp?id=246&page=2 • Peter Conrad, (1987), “Wellness in the Work Place: Potentials and Pitfalls of Work-Site Health Promotion”, The Milbank Quarterly, Vol. 65, No. 2, pp. 255-275 http://www.jstor.org/stable/10.2307/3350022 • Peterson, R., Stewart, S., Chifung, L., Joyce, Y., & Dee, E. (2008 , February). Effectiveness of Employee Internet-Based Weight Management Program. Journal of Occupational & Environmental Medicine, 50(2), 163-171. Retrieved February 17, 2013, from http://journals.lww.com/joem/Abstract/2008/02000/Effectiveness_of_Employee_Internet_Based_Weight.9.aspx • Ron, G. Z., Ronald, O. J., Jennifer, B. A., Kathleen, R. R., Fikry, I., & Shaohung, W. The Long-Term Impact of Johnson & Johnson's Health & Wellness Program on Employee Health Risks. Journal of Occupational & Environmental Medicine, 44(5), 417-424. Retrieved February 20, 2013, from http://journals.lww.com/joem/Abstract/2002/05000/The_Long_Term_Impact_of_Johnson___Johnson_s_Health.10.aspx • Steelcase- Well, Well, Well!. (2010). In National Health Awards. Retrieved March 21, 2013, from http://www.sph.emory.edu/healthproject/past_winners/year/1994/steelcase/description.html • Stonecipher, L., & Hyher, G. (1993). Health practices before and after a work-site health , screening. Differences Among Subpopulations of Employees. Journal of Occupational Medicine, 35(3), 297-306. Retrieved February 20, 2013, from http://europepmc.org/abstract/MED/8455100 • US Department of Health and Human Services. Physical Activity Evaluation Handbook. Atlanta, GA: US Department of Health and Human Services, Centers for Disease Control and Prevention; 2002, Appendix 3, pg. 43. Retrieved from http://www.cdc.gov/nccdphp/dnpa/physical/handbook/pdf/handbook.pdf • Wayne State University Counseling and Psychological Services. (n.d.). Six areas of wellness. Retrieved February 20, 2013, from http://definitionofwellness.com/wellness-handouts/six-areas-of-wellness.pdf

  26. Weebly • http://highonhealth.weebly.com/

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