Tuesday, October 25, 10:30
a.m.-noon
Mfit Employee Wellness Program: Taking Care of Our Own
Author
L. Palma-Davis, University of Michigan Health System, Ann Arbor,
MI.
Background
With over 17,000 employees the University of
Michigan Health System (UMHS) is one of the largest health care
complexes in the world with an extremely diverse population of
employees, working on three shifts in approximately 50 different
locations. UMHS is an integral part of the University of
Michigan and is composed of the Medical School, the Hospitals
and Health Centers, and M-Care, a managed care organization. The
MFit Employee Wellness Program was established in 1992 to
educate, motivate and empower UMHS employees to make healthy
lifestyle choices. MFit is part of a broader collection of
integrated resources within the UMHS called the Employee Health
and Well-Being Services. Many of these services are available at
little or no cost to UMHS employees and their families.
Methods
In support of UMHS' strategic principle "taking care of
our own", which embraces having a healthy, safe and satisfied
workforce, MFit launched the Healthy Workforce Initiative in
FY2005. In addition to MFit's ongoing activities (health and
fitness screenings, tobacco cessation, fitness, weight
management & healthy dining programs, etc.), this series of
activities included: 1) an intensive communications and
leadership engagement campaign 2) a Physical Activity for Life
Charity Challenge - a fun, team competition which raised funds
for charity, 3) "Super-Size Me" seminars and a "Colorful
Choices" incentive program promoting healthy eating. One of the
key ingredients to success was significant UMHS leadership
training and engagement in all activities.
Results
Participation in MFit Employee Wellness Programs
increased by approximately 300% from the prior year with 6,424
participants and over $10,000 raised for charity. In FY2006, the
entire University will launch the "Michigan Healthy Community
Initiative" which will reach out to improve the health of all
34,000 employees, their families, retirees and students.
Discussion
N/A
Back to Top
Reach and Use of a Health Promotion Program of Sequential
E-mails at Work
Authors
P.D. Franklin1; P. Rosenbaum2; M. Carey3;
M. Roizen2.
1University of Massachusetts Medical School,
Worcester, MA;
2SUNY Upstate Medical University, NY;
3Syracuse University, NY.
Background
US adults report sub-optimal physical activity and
fruit and vegetable intake and the prevalence of obesity
continues to rise. Public health and medical care systems need
innovative strategies to promote healthy behaviors among adult
populations. Increasingly worksites offer uniform, daily
electronic mail (email) and internet access. Thus, worksite
email offers an alternative mechanism by which health
promotion information can be disseminated.
Methods
This prospective, cohort study assessed the
feasibility, reach, and use of 6 months of sequential email
messages delivered Monday-Friday to participant worksite email
addresses. The emails provided succinct strategies to
encourage physical activity or increase fruit and vegetable
intake and links to more detailed, informational websites.
Program reach was assessed by participant diversity, and
number of emails opened, days opening emails, and web-links
clicked. All employees at one company (n=960) were invited to
participate. Forty percent (388 of 960) consented and, of
these, 345 (36% of employees) completed the baseline
health-assessment. Demographic characteristics of
participating employees parallel the total worksite employee
profile.
Results
After 6 months, 82% of 345 participants had opened
more than 50% of the daily emails. In addition, 84% of
participants continued to open emails through week 21, and 75%
through week 24. Open rates did not vary by gender, age,
income, education, ethnicity, or baseline health behavior.
Discussion
Initial enrollment and sustained email open rates
document broad reach and employee acceptance, and indicate
potential value of electronic communications for health
promotion. A randomized trial across 19 worksites is
evaluating associated changes in physical activity and fruit
and vegetable intake. Traditional health promotion programs
are labor-intensive and costly to reach a broad employee or
community base. In contrast, email and web-based programs have
the potential to reach broad, diverse populations at small
incremental costs.
Back to Top
SHAPE Program at Schupan & Sons, Inc.
Author
K. Frank, Schupan & Sons, Inc., Kalamazoo, MI.
Background
To provide a wellness program to our employees to
help them attain and/or maintain a healthy lifestyle. We make
changes in foods provided to employees at company gatherings,
vending machines, breakfast treats and snack bowls.
Methods
Instead of donuts, healthier options such as bagels
and fresh fruits are offered. Food at the annual employee
picnic was changed from fried chicken and mayonnaise based
salads, to grilled chicken and fruit salads. We provide low
fat food choices in vending machines. We keep a bowl of fresh
fruit in the employee break room. Water coolers are provided
at each facility and lunchrooms provide refrigerators and
microwave ovens so employees can bring, store, and eat a
healthier lunch. A quarterly health newsletter, published
locally in English and Spanish, is mailed to the employee
homes. On May 1, 2005 all facilities became designated
smoke-free, chew-free environments. Signs are posted in
English and if appropriate, in Spanish. Designated smoking
areas provided outside the buildings are clearly marked. Our
no tobacco use policy includes all company vehicles, i.e.
trucks, company cars, and equipment. Employees are offered
$100 reimbursement for smoking cessation products/classes and
another $100 after they are tobacco-free for six months. Local
Health Promotion Consultants provide annual health assessments
to all employees at no charge to the employee. Depending on
the risk factors, an employee may be seen every three to six
months. Employees are counseled or given information about
their risks and at times are referred to their personal
physician. All employees and their dependents are offered free
flu shots each year. Shots for employees are given on-site
where applicable. Employees are offered: $50 for health
club/gym memberships annually. $50 for the purchase of home
exercise equipment. $50 for class fees for organized weight
loss programs like Weight Watchers.
Results
Current risk factors are below the Michigan average.
Initially, in 2001, 25 employees were in the 3-5 risks
category and now we have just six employees with 3-5 risks.
Discussion
N/A
Back to Top
Leading by Example: Creating a High-Performance, Less
Costly Workforce: CEOs on the Business Case for Worksite Health
Promotion
Author
G.M. Lindsay, Partnership for Prevention, Washington, DC.
Background
A benchmarking study identified the best workplace
health promotion programs in the United States and what makes
them different from the hundreds of other programs in place. Two
of eight elements identified—a supportive culture and top
management support—are very important in determining program
success, however, the typical program manager has little control
over how much support they receive from top management. Most
CEOs are still unaware of the evidence that strategic
investments in workforce health add to a company's bottom line,
yet 43 percent of CEOs rank health care costs as their leading
cost pressure and 86 percent of health benefits specialists rate
controlling health and welfare cost as number one among top five
business priorities for employers.
Methods
Leading by Example has three elements, including 1)
Publications, 2) CEO Roundtables, and 3) Regional Workshops. The
purpose of the Leading By Example initiative is to engender a
leading group CEOs and State Governors who understand the
business case for worksite health to inform other CEOs and
Governors that, if done right, health benefits and worksite
health promotion can be an investment that produces a positive,
measurable return; through improving corporate performance and
worker health and productivity.
Results
Approximately 2 million employees and spouses are
impacted by health promotion programs offered by Leading By
Example participating organizations This program will provide an
update on the status of Partnership for Prevention's Leading By
Example CEO Initiative.
Discussion
In developing the Leading by Example publications,
collaboration across organizational levels, including public
relations, executive staffing, medical directors, policy
directors, and worksite health promotion managers facilitated
raising awareness among the organizations involved regarding
their worksite health promotion programs.
Back to Top
