The Eco-Perks Centre Inc. white paper outlines a logic model for program design, development, and evaluation aimed at improving employee care programs. It details the steps for implementing and assessing program effectiveness, encouraging stakeholders to collaboratively create models that reflect specific organizational goals and target populations. The document emphasizes the importance of measurable outcomes and data collection for ongoing evaluation and optimization of wellness initiatives.

1. Eco-Perks Centre Inc. White Paper Logic Model Julia Swanson, BSc, MA

2. Eco-Perks Centre Inc. does not represent the manufacturer(s) of any commercial product and/or provider of commercial services discussed in this presentation. Eco-Perks Centre Inc. will not discuss or demonstrate pharmaceuticals and/or medical devices that are not approved by the FDA and/or medical or surgical procedures that involve an unapproved or "off-label" use of an approved device or pharmaceutical.

3. Objectives: Participants will… Understand the use of the Logic Model for the program design, development & evaluation. Apply the Logic Model to their own company, to evaluate current employee care programs. Understand how the Eco-Perk Program works, from initial design steps to periodic evaluation and optimization.

4. Defining Evaluation While evaluation is not research, when conducting an evaluation we use research methods to gather key information for: Program development and improvement Program replication Resource allocation Policy decisions

5. Reasons Why We Evaluate Checking Our Process: Are we doing what we said we would do for you? What is missing? Determining Our Impact: Are we having the desired effect in the target population? Why? Building Your Base of Support: Can we generate information and evidence you can share with funders and other stakeholders? Replication Justification: Have we created evidence to justify replication of the program?

6. Review: The Evaluation Cycle Step 2: Implement program and begin to collect evaluative data Step 3: Review data. Are we doing what we planned? Are we impacting the need you identified? Step 4: Adjust program as data suggests; adjust evaluation START Step 1: Plan program and evaluation

7. Review: Types of Evaluation Process Evaluation Is the program being implemented the way it was designed? Outcome Evaluation Is the program having the intended effect?

8. Process Evaluation Describe the program and implementation, who participates in the program, what services/products are received/used. Information such as number of employees served, personal characteristics, number of contacts with each resource, number of on-site trainings, number of referrals, etc.

9. Outcome Evaluation Detect whether the intervention made a difference, what changes can be measured (productivity, knowledge, attitude, behavior, health status, sick days, attrition, staffing & retraining costs, incidence, prevalence, etc.) Longer term outcomes may need to be assessed using shorter term indicators.

10. Goals and Objectives Goal: broad statement of what our program should accomplish for your specific target population. Objectives: measurable steps toward the achievement of a chosen goal. WHO? will do WHAT? by WHEN? What specific outcome or accomplishment is sought for?

11. A Good OBJECTIVE or STEP is SMART : S pecific M easurable A chievable R ealistic for the program T ime specific

12. Our Method: The Logic Model If you don’t know where you’re going, you might wind up someplace else. -Yogi Berra Adapted from a business model A brief (preferably one page) summary of our program developed for your goals A “snapshot” of the logical sequence of steps connecting resources to your intended results Diverse templates that can be used, but the central idea remains the same

13. How is a logic model useful for program development? A concise summary, easy to share with executives, new staff, shareholders, boards, funders, etc. Helps all stakeholders keep focus on what is most important for the destiny of the company or program Facilitates program planning, implementation & evaluation for ongoing optimization The process of developing the LM is itself useful for building consensus (by planning together) and for identifying gaps or problems in your planning.

14. Develop an Employee Care Logic Model for Your Company TARGET POPULATION INPUTS ACTIVITIES OUTPUTS OUTCOMES Characteristics of people/communities you work with and their needs/goals. Resources currently used to meet needs/goals Strategies, services and products they provide Basic data on program participation Desired changes to happen as a result of used programs. Executives? Employees? Customers? Members? Describe each group’s demographics, expressed needs /goals regarding work, health, etc. Describe company’s relevant goals for each group and for the company as a whole Describe current use of wellness, lifestyle, corporate and green products & services What programs are you using? MSP Extended Benefits EAP Fitness Staff needed Facilities Cost per employee etc. Medical visits, training, counseling, education, screenings, referrals, develop materials, info boards, info web site, etc. Attendance for trainings # Dr. visits # sessions used for counseling, physio, chiro, etc. Related HR data Related production data Changes obtained in your target population’s knowledge, attitude, behavior, health status, health care utilization, incidence, prevalence, etc. Influence on company success, etc.

15. Getting Started on Your Logic Model Your Company Think very specifically about your company’s employee/staff care program. Keep in mind that your logic model will be useful for planning, implementation, and evaluation. Consider who your audiences might be. Work as a team if possible. Don’t make it too hard – the goal is a “snapshot” of your program; don’t worry too much about the jargon. It’s okay to work “backwards” if that is easier for you – beginning with the end in mind.

16. Benefit Logic Model - Step By Step Who’s Who in Your Company? Your credentials & role in the company A brief company description Who is your “target population”, for whom you are assessing current available resources? Executives? Employees/staff? Customers/consumers? Associates? Members?

17. Benefit Logic Model: Company Purpose Your Company What is your company’s purpose for currently used care program(s) & resources? Productivity increase? Health prevention or management? Morale Increase? Reducing incidence of stress, sick days, work injuries or attrition? Reducing/eliminating conflict?

18. Benefit Logic Model: Goals & Objectives Your Company Goals (expected outcomes after using program(s) To implement: To increase: To optimize: To prevent To reduce: To eliminate: Objectives (steps taken to reach your goal(s), e.g.: Conducted 1 survey and 2 focus groups in first 3 months to understand felt needs & goals? Researched 4 available resources in 4 th month? Executive meeting chose program and planned funding in 5 th month? Program implemented in 6 th month? Etc.

19. Benefit Logic Model : STEP ONE Your Company Who does the program serve? What problem does the program address? Be as specific as possible. TARGET POPULATION (characteristics, needs, goals) WHO? WHAT needs, goals problems do they have?

20. Step One - Questions and Reflections Was this step easy or difficult? What do you need more information about? Whose help do you need?

21. Benefit Logic Model : STEP TWO Your Company What resources and programs are currently available to the target population for the purpose of meeting those needs? Consider also resources other than the immediate dollars and staff specified for the program. TARGET POPULATION characteristics and needs INPUTS resources (Please copy from previous page)

22. Step Two - Questions and Reflections Was this step easy or difficult? What do you need more information about? Whose help do you need?

23. Benefit Logic Model: STEP THREE Your Company What do those programs do in their day to day operations? TARGET POPULATION characteristics and needs INPUTS resources ACTIVITIES strategies and services (Please copy from previous page) (Please copy from previous page)

24. Step Three - Questions and Reflections Was this step easy or difficult? What do you need more information about? Whose help do you need?

25. Benefit Logic Model: STEP FOUR Your Company What do participants “get” or how do they (their situations) change as a part of their program participation? TARGET POPULATION characteristics and needs INPUTS resources ACTIVITIES strategies and services OUTPUTS program participation (Please copy from previous page) (Please copy from previous page) (Please copy from previous page)

26. Step Four - Questions and Reflections Was this step easy or difficult? What do you need more information about? Whose help do you need?

27. Pre-Step Five - Identifying Outcomes An outcome is a measurable change that occurs in your target community or population beyond the point of service or intervention. Outcomes define the logical and desired results of the services your program provides. Measuring outcomes is a way to detect whether your program is making a difference. Long term outcomes may need to be assessed using shorter term indicators. Limit the number of outcomes so that you can focus resources. Use standard outcomes when appropriate.

28. Benefit Logic Model Diagram Your Company TARGET POPULATION Characteristics; needs INPUTS resources ACTIVITIES strategies and services OUTPUTS program participation OUTCOMES desired changes in the population (Please copy from previous page) (Please copy from previous page) (Please copy from previous page) (Please copy from previous page)

29. Logic Model Evaluation: Outputs vs. Outcomes Outputs are the direct products of program activities (number of participants attending, number of sessions, materials produced and distributed). Outputs reflect program implementation, and are usually measured as a part of process evaluation. Outcomes are changes in the target population that result from the program (changes in knowledge, attitude, behavior, health status. Outcomes reflect program impacts, and are usually measured as a part of outcome evaluation.

30. Benefit Logic Model: How does it work? Your logic model can be seen as an expression of your goals and objectives. GOALS are most often reflected in the “Target Population” & “Outcomes” columns. OBJECTIVES are most often reflected in the “Activities” and “Outputs” columns.

31. Benefit Logic Model: What comes next? Who should you share/work on this with? When? Why? How could this be used to guide program planning and implementation? How might it inform your evaluation planning and your evaluator?

32. Our Perk Program - Logic Model Generic Employer This is just a general “snapshot” of our program, we will have to customize it to your company’s specific needs and goals. Before implementing the program, we will walk through the following steps with your stakeholders (or their reps), to understand all the specific facts – which will further help customize the design & process of our program for best fit. Keep in mind that the specific logic model will be useful for planning, implementation, as well as evaluation. Consider who the stakeholders might be, and try to bring them together to our follow-up meetings, to work as a team.

33. Our Perk Program: STEP ONE Who does the program serve? What problem does the program address? Be as specific as possible. TARGET POPULATION characteristics of people employers work with, and the needs they present. Executives, employees… productivity morale focus, stress conflicts sick days work injuries turn over re-staffing costs job satisfaction company image

34. Our Perk Program : STEP TWO What resources are available to the program? Consider resources other than the immediate dollars and staff specified for the program. TARGET POPULATION characteristics of people employers work with, and the needs they present. INPUTS The resources required for this program to operate. Executives, employees… productivity morale focus, stress conflicts sick days work injuries turn over re-staffing costs job satisfaction company image

35. Our Perk Program : STEP THREE What does the program do in its day to day operations? TARGET POPULATION characteristics of people employers work with, and the needs they present. INPUTS The resources required for this program to operate. ACTIVITIES Strategies you use or services you provide to try to achieve your goal. Executives, employees… productivity morale focus, stress conflicts sick days work injuries turn over re-staffing costs job satisfaction company image

36. Our Perk Program : STEP FOUR What do participants “get” or “do” as a part of their program participation? TARGET POPULATION characteristics of people employers work with, and the needs they present. INPUTS The resources required for this program to operate. ACTIVITIES Strategies you use or services you provide to try to achieve your goal. OUTPUTS Basic data on program participation. Executives, employees… productivity morale focus, stress conflicts sick days work injuries turn over re-staffing costs job satisfaction company image

37. Your Logic Model: STEP FIVE TARGET POPULATION characteristics of people employers work with, and the needs they present. INPUTS Resources we add to meet needs and goals ACTIVITIES Strategies, services & products we provide. OUTPUTS Basic data we collect/use to evaluate the outcome OUTCOMES Executives, employees… productivity morale focus, stress conflicts sick days work injuries turn over re-staffing costs job satisfaction company image Preliminary meeting Surveys Data - HR & production Meeting w. executives to analyze facts and design perk plan Develop resources Implement -Wellness -Counseling, Lifestyle Corporate Green On/off-site education Referrals Resiliency building plans & resources etc. Attendance for trainings Evaluations # sessions used, etc. HR data: attendance, sick days, injuries, etc. Productivity parameters Surveys

38. Our Perk Program Snapshot TARGET POPULATION INPUTS ACTIVITIES OUTPUTS OUTCOMES Characteristics of people you work with & their needs/goals. Resources we add to meet needs and goals Strategies, services & products we provide. Basic data we collect/use to evaluate the outcome Changes sought in the target population, as a result of our program. Executives, employees… productivity morale focus, stress conflicts sick days work injuries turn over re-staffing costs job satisfaction company image Preliminary meeting Surveys Data - HR & production Meeting w. executives to analyze facts and design perk plan Develop resources Implement -Wellness -Counseling, Lifestyle Corporate Green On/off-site education Referrals Resiliency building plans & resources etc. Attendance for trainings Evaluations # sessions used, etc. HR data: attendance, sick days, injuries, etc. Productivity parameters Surveys Increased productivity Increased morale Increased focus Better team work Reduced stress Reduced # sick days Fewer/No work injuries Successful return to work Reduced turn over/attrition Reduced re-staffing costs Increased job satisfaction Increased company image

39. Where to find more information… Eco-Perks website: http://www.ecoperks.ca You will find information on… Employee perk programs Test-drive options for employers through the use of occasional or regular coupons and gift certificates Also on the web site, you will find: Employer’s HR Need & Goal Analysis Form Employer’s Logic Model Template Evaluation Measures & Instruments

40. The great and glorious masterpiece of man is to know how to live to purpose. Michel de Montaigne