The document summarizes the development of an employee wellness website by the Florida Department of Corrections. It describes gathering input from annual training needs surveys that identified interests in personal and professional growth. Partnerships were formed to create a website providing evidence-based health and wellness resources. In the first 5 months, the website received over 6,700 page views, showing growing employee interest in having relevant wellness resources. Feedback will be used to further improve the website and program.
The Leadership Pipeline: Cultivating Your Organization’s High Potential Emplo...Modern Healthcare
The Leadership Pipeline: Cultivating Your Organization’s High Potential Employees – Joseph Cabral at Modern Healthcare's 8th annual Workplace of the Future Conference on Wednesday, October 14, 2015 at the Omni Hotel in Nashville Tennessee.
The tools for success: Leveraging content marketing to engage and inspirefor ...Modern Healthcare
Developing an insightful content marketing strategy that anticipates consumers’ need for meaningful health information can go a long way toward helping healthcare organizations reach their target audiences and build relationships. But many marketers, wary of navigating this heavily regulated area, have made scant progress. This plenary session will dive deep into the ins and outs of content marketing, including tips for choosing the right channels and effective techniques for measuring your efforts.
Spending Accounts: The best kept secret in employee benefitsLeague Inc.
Spending Accounts are the secret weapon companies are using to offer employees the health benefits they really want – without breaking the bank. Covering everything from root canals to running shoes, learn the ins and outs of Spending Accounts and what their flexibility and choice can mean for your team.
RG Group, the most transparent developer, offers its stakeholders and customers with the most trusted and simplified commercial space and home buying procedures.
Having earned rich experience combined with innovative working style, it has carved a niche for itself in the Real Estate World.
The Leadership Pipeline: Cultivating Your Organization’s High Potential Emplo...Modern Healthcare
The Leadership Pipeline: Cultivating Your Organization’s High Potential Employees – Joseph Cabral at Modern Healthcare's 8th annual Workplace of the Future Conference on Wednesday, October 14, 2015 at the Omni Hotel in Nashville Tennessee.
The tools for success: Leveraging content marketing to engage and inspirefor ...Modern Healthcare
Developing an insightful content marketing strategy that anticipates consumers’ need for meaningful health information can go a long way toward helping healthcare organizations reach their target audiences and build relationships. But many marketers, wary of navigating this heavily regulated area, have made scant progress. This plenary session will dive deep into the ins and outs of content marketing, including tips for choosing the right channels and effective techniques for measuring your efforts.
Spending Accounts: The best kept secret in employee benefitsLeague Inc.
Spending Accounts are the secret weapon companies are using to offer employees the health benefits they really want – without breaking the bank. Covering everything from root canals to running shoes, learn the ins and outs of Spending Accounts and what their flexibility and choice can mean for your team.
RG Group, the most transparent developer, offers its stakeholders and customers with the most trusted and simplified commercial space and home buying procedures.
Having earned rich experience combined with innovative working style, it has carved a niche for itself in the Real Estate World.
IntroductionIn developing a leadership.docxmariuse18nolet
Introduction
In developing a leadership progress plan, a person may require self-assessment, as well as the prerequisite knowledge and skills of a good leader. Leaders work to inspire and motivate their juniors to be innovative, learn and develop creativity. Leaders also serve as role models as they reinforce ethics and values. In developing leadership plans for career development, career goals and developmental needs should be defined (Tomlinson 2004).
Part 1
As a health service administrator, it is important to establish the short term and long term career goals. In my short term career goals, I will enhance the work experiences of my juniors and enable an accommodating working environment. I will develop measures such as ensuring employees get to work on time, increase their accuracy and speed in services, respond quickly to customer queries, and encourage development of good attitude towards clients. In my long term goals, I will make necessary steps to allow the expansion of the healthcare center to allow accommodation of more customers. I will also ensure the development of subsidiary stations to allow easy access of patients living in less developed areas in terms of infrastructure.
One of my main objectives is to ensure that the healthcare division will become a leading firm in providing quality and convenient healthcare services globally while ensuring customer satisfaction. The healthcare division will ensure that customers can access healthcare services conveniently taking into account their health conditions. The firm will also increase the range of its services significantly in the next few decades. The plan also establishes that the firm will become the country’s biggest healthcare firm used by almost two-thirds of the population. The firm hopes to contribute a significant amount of the gross national product of the country.
Even though I have managed junior employees, I never have the chance to develop directly others abilities other than in solving their problems. I believe I have the requisite ability to develop their abilities when given an opportunity that will make me utilize my skills. The development of people requires their influence. I will develop the necessary supplemental skills and strategies that will enable easy management of employees. As a good and efficient leader, I will use different traits such as mentoring, teaching, training, and coaching. As a leader, I will cultivate them into establishing a strong team that will allow effective operation of the organization.
Part 2
A degree in management or any related field is necessary in ensuring the incorporation of knowledge and also adoption of necessary skills that will ensure productivity, as well as effective results in the firm. A successful leader may require effective utilization of their authority in the workplace to enhance corporate culture(Tomlinson 2004). He or she may also need to inspire moral conduct in the workplace. The skills acquired from the s.
Chapman Institute’s WellCert program is the premier, and most established, professional certification program in the U.S. for Worksite Wellness practitioners.
Closing the LoopSheree SalaamCapella UniversityStrateg.docxmary772
Closing the Loop
Sheree Salaam
Capella University
Strategies to Disseminate the Results of the Assessment
Make assessent results easy to access (Banta & Blaich, 2011)
Post assessment results on the university website
Send emails to all stakeholders informing them of assessment updates and links to view results on the website
Banta and Blaich (2011) noted that having information that is easy to access for assessment is important. Along with easily accessed information, interested parties should be able to contact persons with specific questions and receive answers (Banta & Blaich, 2011). All students will be emailed to inform them of assessment results. They are important stakeholders in this process and need to be updated with information. Faculty, staff, administration, and external stakeholders will also be informed of assessment news.
2
Strategies to Use the Results of Assessment to Create Improvements
"Conduct only assessments that will impact important decision" (Suskie, 2018, p. 150)
"Give faculty and staff clear expectations and guidance" (Suskie, 2018, p. 132)
Instructors must document teaching modifications with correlating assessment results
The goal is to utilize everyone’s time wisely. There is no need to give assessments that will not affect major changes. Participating in professional development will help faculty be knowledgeable of assessment, but they still need directions on how to proceed. I will give each faculty member involved in the program specific responsibilities. They will be given a checklist so they know all the steps that must be completed. The documentation of modifications of teaching will be used to review with later assessment results.
3
Strategies to Build a Culture of Assessment
"Provide opportunities to learn about assessment" (Suskie, 2018, p. 128)
Involve students in assessment surveys
Assess the assessment program (Banta & Blaich, 2011)
Professional development, workshops, and information meetings will be provided for faculty and staff. The more they learn about assessment, the better equipped they will be to assess students and make improvements. Feedback from students is crucial to having successful assessments. Listening to feedback from students will help us modify aspects of the assessment plan to achieve better results. According to Banta and Blaich (2011), "assessment is a learning process- that is, it takes trial and error for institutions to figure out how to assess" (p. 26). We will frequently analyze our assessment plan, to achieve better results positve participation in the program.
4
References
Banta. T., W., & Blaich, C. (2011). Closing the assessment loop. Change, 43(1), 22-27. Retrieved from http://web.b.ebscohost.com.library.capella.edu/ehost/pdfviewer/pdfviewer?vid=1&sid=87f22247-830c-4c7a-a357-fb216d44a957%40pdc-v-sessmgr04
Suskie, L. (2018). Assessing Student Learning: A Common Sense Guide. Retrieved from https://ebookcentral-proquest-com.library.capella.
IntroductionIn developing a leadership.docxmariuse18nolet
Introduction
In developing a leadership progress plan, a person may require self-assessment, as well as the prerequisite knowledge and skills of a good leader. Leaders work to inspire and motivate their juniors to be innovative, learn and develop creativity. Leaders also serve as role models as they reinforce ethics and values. In developing leadership plans for career development, career goals and developmental needs should be defined (Tomlinson 2004).
Part 1
As a health service administrator, it is important to establish the short term and long term career goals. In my short term career goals, I will enhance the work experiences of my juniors and enable an accommodating working environment. I will develop measures such as ensuring employees get to work on time, increase their accuracy and speed in services, respond quickly to customer queries, and encourage development of good attitude towards clients. In my long term goals, I will make necessary steps to allow the expansion of the healthcare center to allow accommodation of more customers. I will also ensure the development of subsidiary stations to allow easy access of patients living in less developed areas in terms of infrastructure.
One of my main objectives is to ensure that the healthcare division will become a leading firm in providing quality and convenient healthcare services globally while ensuring customer satisfaction. The healthcare division will ensure that customers can access healthcare services conveniently taking into account their health conditions. The firm will also increase the range of its services significantly in the next few decades. The plan also establishes that the firm will become the country’s biggest healthcare firm used by almost two-thirds of the population. The firm hopes to contribute a significant amount of the gross national product of the country.
Even though I have managed junior employees, I never have the chance to develop directly others abilities other than in solving their problems. I believe I have the requisite ability to develop their abilities when given an opportunity that will make me utilize my skills. The development of people requires their influence. I will develop the necessary supplemental skills and strategies that will enable easy management of employees. As a good and efficient leader, I will use different traits such as mentoring, teaching, training, and coaching. As a leader, I will cultivate them into establishing a strong team that will allow effective operation of the organization.
Part 2
A degree in management or any related field is necessary in ensuring the incorporation of knowledge and also adoption of necessary skills that will ensure productivity, as well as effective results in the firm. A successful leader may require effective utilization of their authority in the workplace to enhance corporate culture(Tomlinson 2004). He or she may also need to inspire moral conduct in the workplace. The skills acquired from the s.
Chapman Institute’s WellCert program is the premier, and most established, professional certification program in the U.S. for Worksite Wellness practitioners.
Closing the LoopSheree SalaamCapella UniversityStrateg.docxmary772
Closing the Loop
Sheree Salaam
Capella University
Strategies to Disseminate the Results of the Assessment
Make assessent results easy to access (Banta & Blaich, 2011)
Post assessment results on the university website
Send emails to all stakeholders informing them of assessment updates and links to view results on the website
Banta and Blaich (2011) noted that having information that is easy to access for assessment is important. Along with easily accessed information, interested parties should be able to contact persons with specific questions and receive answers (Banta & Blaich, 2011). All students will be emailed to inform them of assessment results. They are important stakeholders in this process and need to be updated with information. Faculty, staff, administration, and external stakeholders will also be informed of assessment news.
2
Strategies to Use the Results of Assessment to Create Improvements
"Conduct only assessments that will impact important decision" (Suskie, 2018, p. 150)
"Give faculty and staff clear expectations and guidance" (Suskie, 2018, p. 132)
Instructors must document teaching modifications with correlating assessment results
The goal is to utilize everyone’s time wisely. There is no need to give assessments that will not affect major changes. Participating in professional development will help faculty be knowledgeable of assessment, but they still need directions on how to proceed. I will give each faculty member involved in the program specific responsibilities. They will be given a checklist so they know all the steps that must be completed. The documentation of modifications of teaching will be used to review with later assessment results.
3
Strategies to Build a Culture of Assessment
"Provide opportunities to learn about assessment" (Suskie, 2018, p. 128)
Involve students in assessment surveys
Assess the assessment program (Banta & Blaich, 2011)
Professional development, workshops, and information meetings will be provided for faculty and staff. The more they learn about assessment, the better equipped they will be to assess students and make improvements. Feedback from students is crucial to having successful assessments. Listening to feedback from students will help us modify aspects of the assessment plan to achieve better results. According to Banta and Blaich (2011), "assessment is a learning process- that is, it takes trial and error for institutions to figure out how to assess" (p. 26). We will frequently analyze our assessment plan, to achieve better results positve participation in the program.
4
References
Banta. T., W., & Blaich, C. (2011). Closing the assessment loop. Change, 43(1), 22-27. Retrieved from http://web.b.ebscohost.com.library.capella.edu/ehost/pdfviewer/pdfviewer?vid=1&sid=87f22247-830c-4c7a-a357-fb216d44a957%40pdc-v-sessmgr04
Suskie, L. (2018). Assessing Student Learning: A Common Sense Guide. Retrieved from https://ebookcentral-proquest-com.library.capella.
Employers responsibility for employees mental health – by Charles LindenThe Linden Method
Let’s look at how employers can encourage good mental health practices within their daily operations to better support staff, and retain their best people even under challenging and stressful job circumstances.
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
On behalf of the Safety Institute of Australia, we invite you to join us for an informative webinar at 2:30pm (AEST) on Wednesday 11 April 2018 titled: From Research to Best Practice in Workplace Health and Wellbeing.
This session takes attendees through the learning from current research and how that translates into practical workplace programs in the digital era.
The presentation will include case studies from building, construction and transport industries.
SPEAKER
James Mills, Director of Operations ,OzHelp | Director – National Workplace Wellness Symposium
James is passionate about using innovation and technology to drive operational and service excellence. James was the driving force behind the design and implementation of the Workplace Tune Up program in conjunction with the University of Wollongong Graduate School of Medicine. A program that gives organisations unprecedented capability in identifying and supporting their at risk employees whilst at the same time gaining an understanding of the impact of workplace practices on the mental health and wellbeing of employees.
James combines a degree in psychology from the Australian National University with experience in senior private sector leadership roles, small business and most recently in the mental health sector to bring innovative and effective solutions to employee health and wellbeing programs reaching over 30,000 employees per- annum.
From Progenitor to Primus inter pares 2015 SEA Workshop Presentation 2-18-2015
1.
2. A picture is worth a thousand words. It
looks like this…
3.
4.
5. We are the third largest state prison
system in the nation
We supervise over 100,00 inmates and
approximately 146,000 offenders
We employ over 22,000 personnel
6. To promote safety of the public, our staff &
offenders by providing security, super-
vision, and care, offering opportunities for
successful re-entry into society, and
capitalizing on partnerships to continue to
improve the quality of life in Florida.
7. Kaizen can be applied to any kind of work,
but it is perhaps best known for being
used in Lean Programming, a practice
based on the importance of taking the
views and opinions of all employees
seriously.
8. The Florida Legislature has supported this effort as noted
in the 2014 Florida Statutes, 944.474(1), which is
excerpted below:
“…A healthy workforce is a productive workforce,
and security of the state correctional system can best
be provided by strong and healthy employees. The
Department of Corrections may develop and
implement an employee wellness program. The
program may include, but is not limited to, wellness
education, smoking cessation, nutritional education,
and overall health risk-reduction, including the
effects of using drugs and alcohol.”
9. Our annual survey has received an
average of 3,900 responses over the past
two years. It is the largest employee
survey in the history of the agency.
“The training plan is developed, evaluated,
and updated based on an annual
assessment that identifies current job-
related training needs.” - Pursuant to the
American Correctional Association (ACA) Standard on Training,
4-4075
10. “Provide training that promotes career
advancement, personal and professional
growth….”
“Training that promotes personal growth,
fosters a desire to advance on a
professional level…”
“…No one is going to approve money for
training of non-security staff so I just don't
ask anymore. This is what leads to our
inability to retain good talent.”
11. “Basically training is a broad spectrum
and does not promote career
advancement or professional growth….”
“…At this point in time some motivational
and professional training needs to be
provider. Taking pride in personal
presentation, work ethics and overall
professionalism in the work place…”
12. “…We do need more [training] that focuses on
staff personal health and well-being as staff are
constantly asked to do more and more with
less and less….”
“It would be beneficial to all region and
central office staff to have more courses
dealing with subjects geared more to our work.
Topics could include - etiquette (phone, email
and welcoming "live" guests) and protocol,
more on dealing with stress, personal health
issues, the new strategic plan, office safety.”
13. Used a dormant webpage with OIT’s
assistance to get it up and running
Connected to Employee Assistance
Program (EAP)
Link to DOCTube for additional delivery
options in multimedia
14. Key facilitators of Successful Wellness Programs
1. Effective communication strategies
2. Opportunity for employees to engage
3. Leadership engaged at all levels
4. Use of existing resources and relationships
5. Continuous evaluation
15. Many studies have noted the importance
of a healthy workforce as a crucial
element in overall productivity.
16. Key facilitators of Successful Wellness Programs Survey
Please Check Yes or No
Regarding employee wellness programs, my organization provides:
1. Effective communication strategies Yes No
2. Opportunities for employees to engage Yes No
3. A mechanism to engage your employees Yes No
4. Leadership engaged at all levels Yes No
5. The use of existing resources and relationships Yes No
6. Continuous evaluation Yes No
Please add additional comments including a description of your
Employee Wellness Program (If you have knowledge of or are
aware of a program):
17. The Curriculum, Planning, and Evaluation
section has taken a proactive approach
to address the health concerns of staff
by the creation of this website.
It includes a Health and Wellness Program
section which provides evidence-based
and best practices content while
emphasizing health promotion and
disease prevention.
18.
19.
20. People are our only appreciable asset.
Based on comments from last year’s
annual training needs survey, a strong
interest existed in the area of self-
development.
Our employees requested assistance in the
areas of personal and professional
growth.
21. Solid evidence exists on the many-varied
benefits of supporting a healthy workplace
environment.
The challenge in our Agency was to establish
such an environment. Our intent was to
create an accessible resource that
supported employees’ ability to achieve
their fullest potential—both personally and
professionally.
22. Challenges included:
1. the human characteristic of resisting new ideas;
2. playing to the middle of a large, diverse statewide
workforce;
3. access to technology (18,000 do not have login
access)
4. skepticism that employees perceive the value of
personal growth; and,
5. keeping the website “fresh” to the eye.
23. The Curriculum, Planning and Evaluation Unit,
“…Though she be but little, she is fierce!...”*
…undertook a concerted effort to engage
other units within the Agency to address this
challenge.
*― William Shakespeare, A Midsummer Night’s Dream
24. Fortunately, we found partners in our
Office of Information Technology
(OIT), Video Production Services Unit,
and the Webmaster, which resulted in
the development of a Personal and
Professional Resource Exchange
website.
25. The introductory page of the website along
with the topics covered appears on the
next slide.
The content on the webpage is updated
frequently and focuses on addressing
priority health concerns including the
areas of nutrition and wellness, amongst
others.
26.
27.
28.
29.
30. To receive as many “hits” as possible
The data on the number of “hits” on
various components of the website has
revealed a growing interest in
employees for a resource that is
pertinent and responsive to their
expressed needs.
31.
32.
33.
34.
35.
36. In the first five months since launching the
Personal and Professional Development
Resource Exchange, the “HIT” Count is:
6767
37.
38.
39. Consider use of docking stations to allow
employees without computer access the
opportunity to complete survey.
Place renewed emphasis on obtaining
support from top Administrators for
employee participation.
Based on free response results adjust
training toward more job–specific duties,
institute more cross-training, provide more
supervisor-specific training…etc.
40. Please share your thoughts and
ideas with us.
Additional Information:
Mark A. Mahoney, Ph.D., R.D. N.
mahoney.mark@ mail.dc.state.fl.us
Tim Mahler, M.S.
mahler.timothy@mail.dc.state.fl.us