2. Introduction
1. Employee health and wellness is an important issue in the US that affects the
economy and society.
2. Workplace wellness programs can prevent chronic diseases and improve
worker productivity.
3. In --, one-third of adults have chronic diseases that impact
workplace health and have an economic burden.
4. -- has a history of supporting workplace health and wellness
programs.
5. The -- of -- -- has existing programs for employee
health and wellness, but there are barriers and gaps in the current programs.
6. A new program will be created under the Public Health Promotion Center at
--, in partnership with students and addressing accessibility and
transportation issues.
3. Community Needs Assessment
1. -- Employment February 2023 stands at 3,735,800.
2. If -- workplace health programs follow national trends, about 50% of the --
workforce without a workplace health promotion and wellness programs.
3. -- of -- has a staff --de up of over 6,000 employees, with a diverse --keup of
the employee base, including those without pri--ry care providers.
4. Workplace health promotion programs are important because --ny adults
spend a --jority of their day at work.
5. Unhealthy lifestyles can lead to negative effects on work productivity and
employee health.
4. Risk Factors
● Low-wage workers, women, and people of color are more likely to work in hazardous
environments, have limited access to healthcare, and experience stress and
discrimination in the workplace.
● These factors can contribute to higher rates of illness, injury, and mental health
problems among these groups
● Factors such as job insecurity, low job control, and lack of social support are
associated with negative health outcomes for employees
5. Protective Factors
● Full time employees spend more time at the workplace and tend to have more
flexibility in their work schedule to participate in workplace health
events/programs
● Higher income employees
● Workplace health program accessibility in regard to
○ Commute/parking
○ Available to part-time and full-time workers,
○ Include incentives
○ Align with workplace policies that allow employees time and space to
engage in workplace health programs
● Protective factors can also be shaped by economic conditions, such as access to
paid sick leave and affordable healthcare
6. Similar Programs
● Companies have implemented wellness
programs that focus on promoting healthy
behaviors, such as exercise and healthy
eating.
● Other programs have focused on creating
safe and supportive work environments,
accomplished through training on
workplace harassment and providing
mental health resources to employees
(Grawitch, Gottschalk, & Munz, 2006)
● CDC Workplace Health Model
7. Program Significance
Implementing a program that addresses the social structural conditions
associated with employee health and wellness is significant in promoting
positive health outcomes for employees.
By addressing factors such as job insecurity, lack of social support, and access
to healthcare, employers can promote positive health behaviors and reduce
the risk of chronic disease. Additionally, implementing a program that
addresses health inequities can help reduce health disparities among --
rginalized populations.
8. Theoretical Framework: The Social Ecological Model
● The social ecological model emphasizes the
interdependence of factors affecting employee
health.
● The ecological framework can help identify
intervention points to promote employee
health.
● Using the social-ecological model, the
employee health and wellness program will
function to support and target individual
employees at -- -- and their perspectives,
beliefs, and attitudes, as well as groups within
the network of employees at -- -- in order to
overall increase the population health.
9. Mission Statement
The mission of the -- -- Occupational Health and
Wellness Model is to support the health and wellness
employees on and off the job. This program strives to
--intain and create a workplace environment that
supports employees' individual growth and work-life
balance.
10. Program Goal #1 To increase student engagement and involvement in the -- Occupational Health
program
Program Objective, PROCESS: By Fall 2024, The Public Health Promotion Center (PHPC) will conduct a
media campaign promoting for-credit two-semester commitment internship opportunities to students
to target student engagement in the -- Occupational Health Program to -- students in the -- -- College
of Nursing and School of Public Health & Health Sciences, offering at least 10 internship and volunteer
opportunities.
Program Objective, IMPACT: By Spring 2024, at least 20-30 -- students in the -- -- College of Nursing and
School of Public Health & Health Sciences will have responded to the media campaign put on by the
PHPC and interviewed for these positions, and 10 interns will be selected to be enrolled in the program.
Program Objective, OUTCOME: There will be a significant improvement in the overall academic perfor--
nce, success, skills, and knowledge of students who have participated in the -- Occupational Health
Program, leading to a greater self confidence both academically and professionally. Additionally, there
will be an increase in the number of students who provide positive feedback about their experience in
the program and recommend it to other students.
11. Program Goal #2 To increase the number of -- -- Employees who participate in the -- -- Employee
Occupational Health and Wellness Model
Program Objective, PROCESS: By Fall 2024, the -- Occupational Wellness Program will launch a
targeted e--il campaign to all -- -- employees, highlighting the benefits of participating in the program
and providing infor--tion on how to sign up for the program. To develop and implement a
comprehensive --rketing and communication plan will include promoting the program through various
channels, such as e--il newsletters, social media, posters, and infor--tion sessions.
Program Objective, IMPACT: By Spring 2025, at least 40% of -- -- employees will have participated in
one component of the -- Occupational Wellness Program as a result of the targeted e--il campaign.
Program Objective, OUTCOME: To improve the overall health and well-being of -- -- employees by
increasing their participation in the -- Occupational Wellness Program. This will be measured by
changes in employee health indicators, such as reduced absenteeism, decreased stress levels, and
improved productivity.
12. Program Goal #3 Gather employee input and feedback through evaluation and
incorporate into improving program design.
Program Objective, PROCESS: By Fall 2024, the campaign will offer at least two employee
interest sessions to all interested employees to address any questions or concerns they--y
have about the program.
Program Objective, IMPACT: By Fall 2025, there will be a measurable increase in employee
satisfaction with the program, as demonstrated by positive feedback and survey responses
and interest sessions.
Program Objective, OUTCOME: The program's success will be evaluated based on employee
satisfaction surveys and feedback. Based on employee feedback, the program will be
improved and scaled to better target and address employee health and wellness needs.
14. Program Design
Program Component: Media Campaign
● Focus on increasing student engagement and involvement in the -- -- Employee Occupational
Health and Wellness Program.
● Conducting a media campaign promoting for-credit two-semester commitment internship
opportunities to students to target student engagement in the -- Occupational Health
Program to -- students in the -- -- College of Nursing and School of Public Health & Health
Sciences, offering at least 10 internship and volunteer opportunities.
● The e--il campaign will be sent from the PHPC and will draw attention to the details of the
internships available and encourage students to apply
15. Program Design
Program Component: Employee E--il Campaign
● Targeted e--il campaign sent to all -- -- employees, highlighting the benefits of participating in
the program and providing infor--tion on how to sign up for the program
● Include messaging appealing to those without pri--ry care providers, and feature program
components such as free and confidential screening and education with referrals as needed.
● Will include infor--tion on scheduled plan infor--tion sessions, which will be offered in person
during accessible shift hours, and will be recorded if possible so that employees could review
the infor--tion at another time.
● Develop and implement a further comprehensive --rketing and communication plan that will
include promoting the program through various channels, such as e--il newsletters, social
media, posters, and infor--tion sessions.
16. Program --nagement
● The PHPC team is responsible for developing and implementing a media campaign to
involve students, selecting and training interns, and collecting participant feedback.
● -- HR hosts infor--tive/interest sessions for employees, distributes program infor--tion, and
administers employee satisfaction surveys.
● The PHPC team assesses and modifies the program in response to input from the
workforce.
● The -- HR department will evaluate the program's efficacy by soliciting employee input.
17. Organizational Capacity
● The program has strong organizational capacity, including experienced
professionals, interns, employee feedback, and a solid communication
strategy.
● Efficient program administration and strong organizational capabilities are
key to achieving program objectives and enhancing the health and well-
being of -- -- students and workers.
18. Proposed Evaluation
● Evaluation is a part of program goal #3 which aims to gather employee input and
feedback.
● The evaluation will consist of at least two focus groups for interested employees to
address questions and concerns.
● The efficacy of the program and its impact on employee health and well-being will
be evaluated.
● Employee feedback and survey results will be compiled and reviewed by PHPC staff
○ Data analysis will take place to understand the evaluation results.
● The program will seek community feedback for both process and result measures.
● Program will be improved and adjusted based on employee feedback and
monitoring outcomes.
● The program will be continuously assessed and modified to satisfy the needs of its
staff and improve their health.
