Workplace Health Works

Seven Oaks General Hospital

Workplace Wellness Program

Presented by:

Sherry Mooney and Mary Lakatos

November 19, 2003

Agenda

Overview of Seven Oaks General Hospital Ground Work for Workplace Wellness Seven Step Model Program Development Success Stories Lessons Learned

Seven Oaks General Hospital

Units

Programs & Services

PROGRAMS Medicine Mental Health Surgery Rehabilitation & Geriatric Critical Care Services

SERVICES Facility Services (ECS) Material Services Food Services Information Systems Health Records Finance Human Resources Cardio Respiratory

Ground Work forWorkplace Wellness

Injured Workers’ Program Prevention Early Treatment Return to Work Claims Management

Staff Benefits

Seven Step Model

1. Senior Management Support

2. Creating a Cohesive Wellness Team

3. Collecting Data to Drive Your Health Efforts

4. Crafting a Operating Plan

5. Choosing Appropriate Interventions

6. Creating a Supportive Environment

7. Carefully Evaluating Outcomes

Senior Management Support. . .

Concentrating on Senior Management Support Major Initiative Must Be Actively Led By

Senior Management Senior Management Role Models Are Key

Factor In Promoting Employee Participation Positive Communication Dependent on Senior

Management Commitment/Support

. . .Senior Management Support

What is Required of Senior Managers? Communication Commitment to the Concept Consultation Dissemination of Results

Creating aCohesive Wellness Team

Team Selection Important

Workplace Wellness Team drives the efforts for their program/service.

Workplace Wellness Team develops the program and maintains momentum.

Collecting Data toDrive Your Health Efforts

Organization Needs Data absenteeism, retention rates, medical and stress

leaves, WCB claims, Health Risk Appraisal (HRA)

Employee Interest Data simple surveys, focus groups, meetings, open-

ended e-mail questions

Data Collection . . .

Health Risk Appraisal (HRA)

A paper and pencil survey that includes information on:

Employee Health Status

ex. “Do you or does anyone else in your household have any of the following specific health conditions?: allergies, asthma, high blood pressure, diabetes, etc.”

Crafting an Operating Plan

Why Have an Operating Plan? Elements of the Operating Plan

Vision Statement Goals Objectives Implementation/Timeliness Marketing/Communication Plan Itemized Budgets Evaluation Plan

ChoosingAppropriate Interventions

Team selects interventions Interventions tied to Outcomes of HRA/

Absenteeism/Injury Reports/Goals Team provides information on what employees want. Senior Management provides information on what

employer want. Budget Considerations Latest Research

Creating aSupportive Environment

What Type of Environment Supports Healthy Lifestyles? Culture Audit Friendly Facilities Proactive Policies Reward and Recognition Management Role Models Ongoing Health Promotion Good Communications

Carefully Evaluating Outcomes

Effects on SOGH absenteeism, retention, medical and stress leaves,

WCB claims, morale Effects of Interventions

changes in health status (HRA) (e.g., smoking cessation, stress management)

participation rates participant satisfaction

Interventions Delivered

Blood Sugar Screening Blood Pressure Clinic Massage Therapy Meditation Classes Fitness Activities

Nutrition Class Social Activities Walking Club Potlucks Communication Survey

…Interventions Delivered

Conflict Resolution Healthy Lifestyle

Evaluation Cholesterol Screening Management Training Conflict Resolution

Sleep Info Session Ergonomic Assessments Birthday Cakes Social Activities/Events Stress Management Back Health Ed

Communication Plan

Workplace Wellness News Bulletin Board Newsletters developed in each program/service Large Colourful Posters E-mail Communications Staff Surveys Presentations at Staff Meetings Hospital Wide Publications Regular Updates

Creating aSupportive Environment

Time for staff to participate/replacement staff. Time/Location of activities is important. Choices need to appeal to a broad range of staff. Communication is KEY. Committee development essential. Staff input into work schedules. Building enthusiasm is important. Focus on success - stay positive.

. . . Success Stories. . .Here’s what staff had to say...

Now exercise regularly Increased awareness & motivation I lost 12 lbs. Provided support for staff Made me look at life as worthwhile Motivates me to exercise Now walk 2 miles at a time Boosted staff morale Made me feel important and valued Motivating! More team spirit

Decreased stress Enhanced my outlook on life Energized my body Helped me get back into shape after

an injury Staff team building Positive work environment Helped me to quit smoking Encouraged healthier ways to work

in a stressful environment Fun!

. . . Success Stories…

Intervention Outcomes Blood Sugar Screening Blood Pressure Clinic Walking Clubs – 45,000 Anemia Clinic Staff Luncheons - 75% - 95% of staff attended. Team participation

…Success Stories

Smoking Cessation Program Staff Pilot Community Program In-Patient Program Program Expansion Other Facilities

Lessons Learned . . .

Senior Management support is critical. Effective Team selection is KEY. Involve unions early in the process. Momentum requires commitment/coordination. Workplace Wellness Activities do not have to be

costly. Staff Health Promotion is a central value of the

organization.

. . . Lessons Learned. . .

Staff appreciates program/process. Limit goals to what is achievable. Dual Approach of individual health/culture change

is most effective. Focus on those who do participate. Replacement of staff is important to enable team

participation. Stay positive!

. . . Lessons Learned

Unions support concept if not all details Pulling pieces together EAP/Union/Benefits/Disability/Management/

Health & Safety Equality of team – everyone contributes Do programs for numbers vs. individuals Employers feel valued with financial commitments