Barriers and Incentives to Boost Participation

Barriers and Incentives to
Participation
2014

2
HR Research Group
This assessment was conducted by the HR Research Group in the Jon M. Huntsman
School of Business, under the direction of Dr. Steven Hanks, and in coordination with Mickelle
Anderson, Employment Coordinator Human Resources, Nicole Jackson, Employee Wellness
Assistant, and Justin Jackson, Employee Engagement and Wellness Manager. Research
associates included: Joshua Corbridge, Nancy Godfrey, Taryn Rose, and Lauren Wagner.

3
Table of Contents
Executive Summary.......................................................................................................................................5
Research Design........................................................................................................................................5
Awareness/Participation...........................................................................................................................5
Barriers......................................................................................................................................................6
Incentives..................................................................................................................................................6
Introduction/Overview .................................................................................................................................8
Theoretical Framework.................................................................................................................................9
Incentives..................................................................................................................................................9
Barriers....................................................................................................................................................10
Participation............................................................................................................................................10
Research Methodology...............................................................................................................................11
Phase I: Focus Groups and Faculty Interviews........................................................................................11
Phase II: Wellness Survey........................................................................................................................11
Results.........................................................................................................................................................12
Demographics .............................................................................................................................................13
Employee Demographics ........................................................................................................................13
Awareness and Participation ..................................................................................................................15
Barriers....................................................................................................................................................21
Incentives................................................................................................................................................26
Health Care Shopper...................................................................................................................................40
Notification Preference...............................................................................................................................41
Employee Comments and Suggestions.......................................................................................................42
Appendix A: Benchmark Study....................................................................................................................43
Appendix B: Focus Group Question Outline ...............................................................................................44
Appendix C: Focus Group Responses..........................................................................................................46
Appendix D: Focus Group Responses .........................................................................................................47
Appendix E: Focus Group Responses..........................................................................................................49
Appendix F: Focus Group Responses..........................................................................................................51
Appendix G: Survey Questions....................................................................................................................53
Appendix H: Qualtrics Graphs of Results....................................................................................................59
Appendix I: Open Ended Responses ...........................................................................................................79

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Question 15: To what degree would the following incentives increase your participation in the USU Be
Well Program? ........................................................................................................................................79
Question 21: Which of the following factor(s) influence you to use an off campus facility versus the on
campus facilities? Check all that apply. ..................................................................................................81
Question 22: What changes would you like to see in the USU Be Well Program? e.g. Music therapy, art
therapy, financial workshops, stress management etc. .........................................................................83
Question 23: If you have any additional suggestions or comments in regard to the USU Be Well
Program please enter them below. ........................................................................................................91
References ................................................................................................................................................101

5
Executive Summary
This document reports the findings of a baseline study designed to explore the degree to which
incentives might be effective in enhancing participation in the USU Be Well Program. Special
areas of focus include awareness and participation, possible incentives, and inhibitors to
participation. This study was conducted by the HR Research Group in the Jon M. Huntsman
School of Business, under the direction of Dr. Steven Hanks, and in coordination with Mickelle
Anderson, Employment Coordinator Human Resources, Nicole Jackson, Employee Wellness
Assistant, and Justin Jackson, Employee Engagement and Wellness Manager.
Research Design
This study involved both quantitative and qualitative research methods. Three focus groups and
four faculty interviews were conducted to gather qualitative data. Next, a 23-item
questionnaire was developed and administered to facilitate a more comprehensive quantitative
analysis. 496 of the 3,820 employees that received the survey, responded, yielding a response
rate of 13%.
Awareness/Participation
USU employees seem to be familiar with the USU Be Well Program. On a scale of 1 to 10, 49%
of the employees rated 7 or above, suggesting a fairly good level of familiarity with the
program. However, 22% rated a 3 or below suggesting that nearly one-fourth of the sample was
marginally familiar with the program.
Employees appear to be substantially less familiar with the Health Advocate program.
Specifically, on a scale from 0 to 10, 39% responded “0” suggesting complete unfamiliarity, 67%
responded 0 to 3, 18% responded 4-6, and only 17% responded 7 or above. The wellness
newsletter was the most used Health Advocate Service (mean=4.48).
When asked about their use of specific USU Be Well Program services, 55% of USU employees
indicated that they participate often or sometime in the flu shot clinic, making it the most used
service. The second most used service is wellness expos, used often and sometimes by 34% of
the employees. The data also indicated large percentages of employees that never use Be Well
Program services. For instance 41% of employees never use the flu shot clinic, 48% never use
the facilities, and 82% never use the nutrition consultation. There appears to be multiple
opportunities to increase engagement in the USU Be Well Program.

6
Barriers
Employees were asked to rate possible barriers that inhibit their participation in the program
on a scale from 0 to 10. The most significant barriers to participation were, inconvenient class
times (mean=5.62) and availability of facilities (mean=5.14).
To explore this further, employees were given an array of times to choose from in identifying
their preferred time periods in which to utilize the wellness facilities and/or classes. They were
asked to rate specific hours to use the services on a scale from 1 to 10. During lunch was ranked
the most convenient time (mean=6.38) and after work was also a popular choice (mean=6),
however, morning was found to be the least desired time (mean=3.83).
37% of USU employees surveyed use fitness facilities that are off-campus. The most popular
reasons for using off campus facilities were, location and hours.
The following quotes gathered in our focus groups suggests some rational for using outside
facilities:
“My whole family can use it whenever they want. Our friends go to the same gym”
“I'm less likely to see my students there.”
“I have fitness equipment in my own house”
Incentives
When asked if employees felt an incentive program would increase their participation in the
USU Be Well Program, the results suggested a modest confidence that an incentive program
would be effective: 47% responded between 7-10, (overall mean=5.928).1 However, younger
employees showed more confidence in an incentive program than older employees.2 Trends in
confidence also surfaced in different employee classifications. Non-exempt and exempt appear
to have more confidence in an incentive program than faculty.3
When asked what changes would motivate employees to participate more fully, respondents
indicated that an employee only gym (mean=5.96) and extended facility hours (mean=5.93)
would be the most valued changes that would encourage them to participate more fully.
1
1 being definitely will not, and 10 being definitely will
2
25 and under (mean=7.5), employees 60+ (mean=4.89)
3
Non-Exempt (mean=6.49), Exempt (mean=6.11), and Faculty (mean= 5.28)

7
On a scale of 0 to 10, employees rated medical premium subsidy as the most effective incentive
to increase participation (mean=7.01). This incentive was rated highest by all employee sub
classifications regardless of job classification, campus or age. It was followed closely by cash
and gift cards (mean=6.39). Other popular choices were, subsidized membership at facility of
choice (mean=5.87) and fitness equipment (mean=5.25).
We also found certain unique patterns among some employee sub groups. For example, the
younger demographics responded more to the incentives like merchandise and USU apparel
while older demographics were less incentivized by these choices.4
4
See Appendix

8
Introduction/Overview
The USU Be Well program was established in 2007. The primary purpose of the program is “to
support and enhance the health and wellness of employees and their families by building
partnerships, programs, and policies.”5
The purpose of this study is aimed at identifying incentives with promise to increase and retain
participation in the USU Be Well Program. Specifically this study strives to answer the following
three questions:
1. How open are USU employees to a more holistic definition of employee wellness?
2. What barriers appear to disincentivize participation?
3. What types of incentives appear to show promise for encouraging participation?
This study was conducted by the HR Research Group in the Jon M. Huntsman School of
Business, under the direction of Dr. Steven Hanks, and in coordination with Mickelle Anderson,
Employment Coordinator Human Resources, Nicole Jackson, Employee Wellness Assistant, and
Justin Jackson, Employee Engagement and Wellness Manager.
5
https://www.usu.edu/wellness/

9
Theoretical Framework
Figure 1 presents the theoretical framework guiding this study. The basic logic of the theoretical
framework is that if USU employees are healthy then this will reduce health care costs
associated with the USU self-funded health care plan, and increase employee productivity.
Participation is believed to contribute to healthy employees, and participation is impacted by
incentives (both intrinsic and extrinsic). Participation in the program may also be impeded by
barriers.
The paragraphs that follow provide a brief overview of each of the key elements in Figure 1.
Incentives
Our research identified three main characteristics of effective incentives. The three principles
are reasonable cost, timeliness of reward, and perceived value. A meaningful incentive is cost
effective for the benefactor. Incentives and rewards must be disbursed within an appropriate
timeframe. An incentive is most effective if the participant values the reward.
Figure 1: Theoretical Framework

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Barriers
Barriers can impede participation in the wellness program and may disrupt the effectiveness of
incentive programs.
Participation
The USU Be Well Program requires employee participation and engagement to be successful.
Participating in the wellness program involves more than simply using the gym facilities. Some
employees are motivated to participate on their own without any outside incentive because
they are intrinsically motivated. Other employees may seek extrinsic incentives to encourage
participation.

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Research Methodology
This study began with a benchmark study of three universities that utilize incentives to promote
employee wellness. This research was conducted by representatives of the USU Be Well
Program and served as a foundational piece upon which this study was built. The benchmark
findings are summarized in Appendix A.
The HR Research Group then conducted a two-phased study which comprises the bulk of this
document. Phase I includes 3 focus groups and 4 faculty interviews. In Phase II, the team
designed and administered a survey to gain insights from the broader USU workforce.
Phase I: Focus Groups and Faculty Interviews
Three focus groups were conducted and aimed at gathering insight on employee satisfaction
with the Be Well program, participation rates, and the potential impact of various incentives.
The three focus groups conducted were:
Focus Group 1: Classified Employee Association (CEA)
Focus Group 2: Professional Employee Association (PEA)
Focus Group 3: Active Participants
Focus Groups 1 and 2 were conducted at the Executive Committees’ monthly meetings. For
Focus Group 3, random participants were selected from a list of active participating employees
in the USU Be Well Program. The names were provided by the USU Be Well Program and were
contacted via email.
Faculty interviews were conducted and were aimed at gathering insight on faculty satisfaction
with the Be Well Program, participation rates, and the potential use of various incentives.
Faculty members were contacted directly and were interviewed individually.
The average focus group session lasted approximately 45 minutes. Each session was led by a
moderator who digitally recorded the responses while the other three members took notes.
Focus Group 1 had 7 participants. Focus Group 2 had 4 participants. Focus Group 3 had 4
participants.
Phase II: Wellness Survey
Based on the information gathered from the focus groups and faculty interviews, a 23 item
survey was designed using Qualtrics. The survey was sent to 3,820 USU employees. 496
completed responses were received for a 13% response rate.

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Results
This section reports the results from the study.
Results are reported beginning with Demographics, followed by Awareness/Participation,
Barriers, Incentives, Health Care Shopper, Received Information, and Open Ended Suggestions.
Most of the findings are presented in chart form. Brief commentary is also provided in an effort
to highlight key findings of the study.
The results are presented in the following order:
1. Demographics
2. Awareness/Participation
3. Barriers
4. Incentives
5. Health Care Shopper
6. Received Information
7. Employee Comments and Suggestions

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Demographics
Employee Demographics
Demographic information regarding our sample is provided below. Figures 2 through 6 provide
a breakdown of the sample based on gender, age, employee classification, and campus
location. Brief interpretive comments are provided for each figure.
Figure 2: Gender
Figure 2 presents the gender of respondents
with a breakdown of 42% males and 58%
females.
Figure 3: Age
Figure 3 presents the age of respondents
divided into 5 age categories. Those 45 and
under represent approximately 39% of
respondents and those 46 and older represent
approximately 62%.
42%
58%
Gender of Respondents
Males
2%
16%
21%
43%
18%
Age Groups of Respondents
<25 26-35 36-45 46-60 60+

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Figure 4: Employee Classification
Figure 4 presents the job classification of
respondents: non-exempt, exempt, and
faculty. Overall there was a fairly even
distribution between the classifications for
those who responded.
Figure 5: Campus Location
Figure 5 presents the campuses which the
respondents are affiliated. Respondents from
the Logan Campus comprised 84%, USU
Regional Campuses and/or Extension Sites
comprised 10%, and USU Eastern Campus
comprised 6%.
30%37%
33%
Employee Classification of
Respondents
Non-Exempt Exempt Faculty
84%
10%
6%
Campus Location of
Respondents
Logan Regional Eastern

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Awareness and Participation
Awareness
Two aspects of awareness were assessed; general familiarity with the USU Be Well
Program and general familiarity with Health Advocate. Brief interpretive comments are
provided for each table listed below.
Table 1: Familiarity with the USU Be Well Program
To what degree are you familiar with the USU Be Well Program
(Scale: 0=Not Familiar to 10=Very Familiar)
Response %
Not
Familiar
0 23 5%
1 23 5%
2 24 5%
3 33 7%
4 29 6%
Somewhat
Familiar
5 64 13%
6 56 11%
7 77 16%
8 75 15%
9 44 9%
Very
Familiar
10 47 9%
Total 495 100%
As can be observed in Table 1, 49% of USU employees rated their familiarity with the USU Be
Well Program at 7 or above. 30% of USU employees rated their familiarity in the mid-range with
ratings of 4-6. 22% of USU employees reported low familiarity with ratings of 0-3.
To examine the degree to which campus affiliation impacts familiarity with the Be Well Program
an analysis of variance (ANOVA) was conducted. The intent was to determine if there were
significant differences in the familiarity means across the three campus groups. The analysis
revealed that there are significant differences (F=22.50, p=.000). As can be observed in Table 2,
employees at the Logan Campus were most familiar (mean=6.28) followed by the USU Regional
Campuses and/or Extension Sites (mean=4.96) and USU Eastern (mean=3.26).

16
Table 2 indicates that the Logan
Campus was the most familiar
with the USU Be Well Program
with a mean of 6.28 and the USU
Eastern Campus was the least
familiar with
a mean of 3.26.
Table 3: Familiarity with Health Advocate
To what degree are you familiar with the Health Advocate?
(Ranked 0=Not Familiar to 10=Very Familiar)
Answer Response %
Not Familiar 0 189 39%
1 47 10%
2 46 9%
3 43 9%
4 15 3%
Somewhat
Familiar
5 37 8%
6 35 7%
7 33 7%
8 28 6%
9 9 2%
Very
Familiar
10 8 2%
Total 490 100%
As can be observed in Table 3, 17% of the USU employees rated their familiarity with Health
Advocate, at a 7 or above. 18% rated their familiarity in the mid-range, with ratings of 4-6. And
67% reported low familiarity with ratings of 0-3.
To examine the degree to which campus affiliation impacts familiarity with Health Advocate, an
analysis of variance (ANOVA) was conducted to determine if there were significant differences
in the mean familiarity across the three campus groups. The analysis revealed that there are
significant differences between Logan and USU Eastern Campuses. (F=6.40, p=.002). As can be
observed in Table 4, employees at the Logan Campus were most familiar (mean=2.93) followed
by the USU Regional Campuses and/or Extension Sites (mean=2.12) and USU Eastern
Table 2: Familiarity with the USU Be Well Program
Campus Mean
Logan Campus 6.28
USU Regional Campuses and/or Extension Sites 4.96
USU Eastern 3.26
F=22.503 p=.000

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(mean=1.16). ANOVA was also conducted across the other demographics but no significant
differences were found.
To examine the degree to which employment classification impacts familiarity with Health
Advocate, an analysis of variance (ANOVA) was conducted to determine if there were
significant differences in the mean familiarity across the three classification groups. The analysis
revealed that there are significant differences between faculty and both non-exempt and
exempt employees (p=.002, F=6.50). As can be observed in Table 5, non-exempt were most
familiar (mean=3.11) followed by the exempt (mean=3.06) and faculty (mean=2.05). ANOVA
was also conducted across the other demographics but no significant differences were found.
Table 4 indicates that faculty
were the least familiar with
Health Advocate with a mean
of 2.05 and the non-exempt
and exempt employees had
an average mean of 3.085.
Again, the mean scores are
extremely low indicating a
general lack of familiarity.
Table 5 indicates that Logan
Campus was the most
familiar with Health
Advocate with a mean of
2.93 and the USU Eastern
Campus was the least
familiar with a mean of 1.16.
However, the mean scores
are extremely low indicating
a general lack of familiarity.
Classification Mean
Non-Exempt 3.11
Exempt 3.06
Faculty 2.05
F=6.502 p=.002
Campus Mean
Logan Campus 2.93
USU Eastern 1.16
F=6.401 p=.002

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Participation
Two aspects of participation were assessed: general participation in the USU Be Well Activities
and general participation in Health Advocate Services. Brief interpretive comments are
provided for each table listed below.
Table 6: Participation in the USU Be Well Activities
As can be observed in Table 6, the activities with the most overall participation are the flu shot
clinic, facilities, and the wellness expo. The activities with the least amount of overall
participation are nutrition consultation, brown bag seminars, and fitness classes. Note that all
of the means are extremely low indicating relatively low overall participation in the USU Be
Well Program Activities.
We were also interested in assessing the degree to which employees were utilizing the services
of Health Advocate. Figure 6 in Table 7, below, provide an overview of these findings.
How often do you participate in the USU Be Well activities?
Question Never Rarely Sometimes Often
Total
Responses
Mean
Brown Bag
Seminars
76% 17% 7% 0.8% 489 1.33
Challenges 57% 19% 20% 4% 491 1.70
Facilities (e.g.
gym and
pool)
48% 20% 15% 16% 491 1.99
Fitness
Assessment
60% 20% 17% 3% 492 1.64
Fitness
Classes
69% 13% 10% 8% 493 1.56
Flu Shot
Clinic
41% 5% 12% 43% 492 2.56
Nutrition
Consultation
82% 14% 3% 0.2% 492 1.21
Wellness
Expo
52% 14% 19% 15% 493 1.97

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Figure 6: Frequency of Health Advocate Services Used
As can be seen in Figure 6 and Table 7, the wellness newsletter is utilized most often
(mean=4.475). The next most utilized service was the challenges. Overall, usage levels appear
to be very low. This is reflected in the following comments from our focus groups.
“Don’t use it. It is just one more thing to keep track of. We have phones, pedometers,
watches, etc. to keep track of progress already.”
“It has some nice features but is too difficult to use”
0
1
2
3
4
5
6
7
8
9
10
Wellness
Coaching
Cost
Estimator
Health
Advocacy
Wellness
Workshops
Personal
Health
Profile
Challenges Wellness
Newsletter
1.039 1.11 1.194 1.29 1.609 1.759
4.475
Meanresultfrom0-10
0=Never,10=Always
How often do you use the following Health Advocate Services?

20
Table 7: Health Advocate Services
Table 7 indicates that the Health
Advocate services in general
have very little participation.
The activity used most often is
the wellness newsletter with a
mean of 4.47. The wellness
activity that gets used the least
is the wellness coaching with a
mean of 1.04.
How often do you use the following Health Advocate services?
Answer Mean
Standard
Deviation
Responses
Challenges 1.76 2.35 349
Personal
Health
Profile
1.61 2.03 348
Wellness
Newsletter
4.47 3.40 379
Wellness
Coaching
1.04 1.46 331
Health
Advocacy
1.19 1.73 324
Cost
Estimator
1.11 1.68 318
Wellness
Workshops
1.29 1.82 324

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Barriers
The study also sought to identify key barriers that inhibited participation in the USU Be Well
Program. The tables and figures which follow, and accompanying commentary, provide an
overview of these findings.
Table 8: Inhibitors of the USU Employee Fitness Center
Table 8, indicates that the
largest inhibitors of
participation in the USU
Employee Fitness Center is
inconvenient class times with a
mean of 5.62 and availability of
facilities (Hours) with a mean of
5.14.
To examine the degree that inhibitors of the USU employee fitness center differ among the
different employee classifications, an analysis of variance (ANOVA) was conducted to
determine if there were significant differences in the means of these groups. The analysis
revealed that there are significant differences between employee classification groups relative
to inconvenient class times (F=6.21, p=.002) and the degree to which they feel intimidated to
start (F=3.56, p=.030). See Table 9 and 10 below.
As can be observed in Table 9, inconvenient class times were reported as a greater inhibitor to
participation for exempt (mean=6.14) and non-exempt (mean=5.78).
As can be observed in Table 10, intimidated to start is a bigger inhibitor for non-exempt
employees (mean=4.97) than the other two employment classifications.
To what degree do the following inhibit you from participating
in the USU Employee Fitness Center?
Answer
Average
Value
Standard
Deviation
Responses
Availability of
Facilities
(Hours)
5.14 3.82 431
Inconvenient
Class Times
5.62 3.55 412
Not Receiving
Wellness
Notifications
3.59 3.17 387
Condition of
Facilities
3.58 3.35 385
Parking
Availability and
Cost
3.99 3.69 385
Intimidated to
Start
3.78 3.54 380

22
Table 9 indicates exempt and non-exempt
employees answered that their biggest inhibitor
was inconvenient class times with means of 6.14
and 5.78, but it was less of an inhibitor for faculty
with a mean of 4.71.
Table 10 indicates exempt and non-exempt also found
that intimidated to start was also an inhibitor with
means of 3.99 and 4.97. This was also less of an
inhibitor for faculty with a mean of 3.01.
We were interested in gaining insight into the degree to which USU employees were utilizing
off-campus fitness facilities. Table 11 reports these findings.
Table 11: Off Campus Facility Use
Do you routinely use an off campus exercise facility?
Answer Response %
Yes 180 37%
No 313 63%
Total 493 100%
As can be observed in Table 11, 37% of USU employees surveyed are currently using an off
campus facility.
We explored further to understand why employees choose to utilize off-campus fitness
facilities. Table 12 reports these findings.
Table 9: Inconvenient Class Times
Classification Mean
Non-Exempt 5.78
Exempt 6.14
Faculty 4.71
F=6.212 p=.002
Table 10: Intimidated to Start
Classification Mean
Non-Exempt 4.97
Exempt 3.99
Faculty 3.01
F=3.556 p=.030

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Table 12: Influencing Factors of Off Campus vs. On Campus Use
Which of the following factor(s) influence you to use an off-campus facility versus the on-
campus facilities? Check all that apply.
Answer Response
Location 206 57%
Hours 225 63%
Parking 123 34%
Condition of Facility 128 36%
Amenities 103 29%
Other 110 31%
As can be observed in Table 12, of the 37% of the employees that use an off campus facility,
63% do so because of the hours, 57% use it for the location of the facility, 36% for the condition
of the facility, 34% for the parking, 29% for the amenities, and 31% reported other factors.
Among other things these include factors such as cost, the opportunity to exercise with family
or friends not affiliated with USU, and liking a particular instructor at another facility.
As inconvenient hours was a significant barrier to participation in USU Be Well Activities, we
asked respondents to report their preference in terms of the hours services might be provided.
Figure 8 and Table 13 report these findings.
Figure 7: Convenient Hours to Attend Be Well Activities
0
1
2
3
4
5
6
7
8
9
10
During
Lunch
After Work Afternoon
Hours
Before
Work
Morning
Hours
6.383
6
4.829
4.184
3.825
Very Good
What hours would be convenient for you to attend USU Be Well
activities?
Good
Fair
Neither
Poor
Bad
Very Bad

24
Several of our focus group statements reflected these sentiments:
“Not enough time to fit it all in for the lunch hour.”
“Not enough classes around the end of the day.”
“Better hours after work is too crazy, longer hours would be nice”
“Proximity to facility, not enough time to get there and participate in the time allotted”
Table 13: Convenient Hours
Table 13 indicates that in general, all
USU employees stated that the most
convenient hours to attend USU Be
Well Activities is during lunch with a
mean of 6.38. The least preferred
time is the morning and afternoon
hours.
To examine the degree to which employment classification influences convenient hours of
attendance an analysis of variance (ANOVA) was conducted to determine if there were
significant differences in the means across the three classification groups. As can be observed in
Table 14, there was no significant differences because all employee classifications rated their
most convenient hours to participate are during lunch. But as can be observed in Table 15, the
analysis did reveal that there are significant differences between faculty and both non-exempt
and exempt (p=.004, F=5.51); non-exempt (mean= 6.29) and exempt (mean= 6.40) employees
prefer, more than faculty, (mean=5.20) to participate in USU Be Well Activities after work.
ANOVA was also conducted across the other demographics but no significant differences were
found.
What hours would Be Convenient for You to Attend USU
Be Well Activities?
Answer
Average
Value
Standard
Deviation
Responses
Before
Work
4.18 3.35 348
Morning
Hours
3.83 3.01 343
During
Lunch
6.38 2.96 413
Afternoon
Hours
4.83 2.98 369
After Work 6.00 3.23 401

25
Table 14: During Lunch
Classification Mean
Non-Exempt 6.37
Exempt 6.52
Faculty 6.2
F=.405 p=.667
Table 15: After Work
Classification Mean
Non-Exempt 6.29
Exempt 6.4
Faculty 5.2
F=5.507 p=.004

26
Incentives
The study also sought to identify key effective incentives that would increase participation in
the USU Be Well Program. The tables and figures which follow, and accompanying commentary,
provide an overview of these findings.
Figure 8: Changes to Encourage Participation in the USU Fitness Center
0
1
2
3
4
5
6
7
8
9
10
5.96 5.925
5.57
4.509 4.442
3.625
Definitely
Will Not
Changes That Would Encourage Me to Participate More Fully
in the USU Fitness Center
Probably
Will Not
Don't
Know
Definitely
Will
Probably
Will

27
The following comments from our focus groups reflect these findings:
“Increase pool hours and gym availability”
“Better marketing and branding could change the whole program and increase
participation”
“Longer and more flexible hours to be able to participate and return to work on time”
“More education on the programs that are being offered and available equipment”
Table 16: Changes to USU Employee Fitness Center
Table 16 indicates the changes
that would encourage
participation more fully in the
fitness center are extended
facility hours and employee only
gym.
To examine the degree to which campus affiliation impacts participation in the USU Employee
Fitness Center an analysis of variance (ANOVA) was conducted to determine if there were
significant differences in the means across the three campus groups. The analysis revealed that
there are significant differences between Logan and Regional Campuses and/or Extension Sites
concerning education of use of gym facilities (F=4.78, p=.009),
Extended facility hours (F=13.96, p=.000), employee only gym (F=8.87, p=.000,), and more
certified teachers/trainers (F=4.24, p=.015). ANOVA was also conducted across the other
demographics but no significant differences were found. The respective means for the
employee classification groups are reported in Table 17 through 20.
What changes would encourage you to participate more fully in
the USU Employee Fitness Center?
Answer
Average
Value
Standard
Deviation
Responses
More Advertising 3.62 2.85 373
Education on Use
of Gym Facilities
4.42 3.06 389
Extended Facility
Hours
5.93 3.33 414
Employee Only
Gym
5.96 3.37 420
More Certified
Teachers/Trainers
4.51 3.11 385
Better Facilities 5.57 3.31 407

28
As can be observed in Table 17, employees from the Logan Campus (mean=4.59) appeared to
desire more education in use of gym facilities than USU Regional Campuses and/or Extension
Sites (mean=2.91) and USU Eastern (mean=3.96).
Table 18: Extended Facility Hours
Campus Mean
Logan Campus 6.24
USU Eastern 3.96
F=13.955 p=.000
As can be observed in Table 18, employees from the Logan Campus (mean=6.24) wanted
extended facility hours more than USU Regional Campuses and/or Extension Sites (mean=3.65)
and USU Eastern (mean=3.96).
As can be observed in Table 19, employees from the Logan Campus (mean=6.22) desire an
employee only gym more than USU Regional Campuses and Extension Sites (mean=3.94) or USU
Eastern (mean=4.73).
Table 17: Education on Use of Gym Facilities
Campus Mean
Logan Campus 4.59
USU Eastern 3.96
F=4.777 p=.009
Table 19: Employee Only Gym
Campus Mean
Logan Campus 6.22
USU Eastern 4.73
F=8.867 p=.000

29
Table 20: More Certified Teachers/Trainers
Campus Mean
Logan Campus 4.62
USU Eastern 4.72
F=4.244 p=.015
As can be observed in Table 20, employees from the Logan Campus (mean=4.62) wanted more
certified teachers/trainers than USU Regional Campuses and/or Extension Sites (mean=2.90)
and USU Eastern (mean=4.72).
As can be seen in Tables 17-20, Logan Campus values the proposed changes more than the
Regional and USU Eastern Campuses. These differences may be reflective of differential
facilities available at the respective campuses and sites.

30
A focal point of the study was to assess the degree to which incentives might be effective in
enhancing participation in the USU Be Well Program. We asked employees to report the degree
to which they believed an incentive program would increase their participation in the USU Be
Well Program. As observed in Table 21, the mean response on a scale of 0 to 10 was 5.93. The
distribution of responses are reported in Figure 9.
Figure 9: Likely Degree of Influence from Incentive Program
Table 21: Implementation of Incentive Program
To examine the degree to which the opinion of different sub groups change differ regarding the
potential effectiveness of an incentive program, an analysis of variance (ANOVA) was
conducted to determine if there were significant differences in means. The analysis revealed
that there are significant differences in age groups (F=6.92, p=.000). As can be observed in
Table 22, employees 25 and under were the most confident (mean=7.5) followed ages 36-35
(mean=6.52) and 36-45 (mean=6.19).
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
2.69%
3.93%
2.06%
9.91%
2.69%
21.49%
10.54%
23.55%
8.88%
4.96%
9.29%
To what degree do you think that an incentive program would
increase your particiaption in the USU Be Well Program?
To what degree do you think that an incentive program would
increase your participation in the USU Be Well Program?
(Ranked 0=Definitely Will Not to 10=Definitely Will)
Answer
Average
Value
Standard
Deviation
Responses
Yes 5.93 2.45 484

31
The analysis also revealed that there are significant differences across employment
classifications. Table 23 shows that non-exempt employees were the most confident that an
incentive program would be effective (mean=6.49), followed by exempt (mean=6.11) and
faculty (mean=5.28).
Table 22 indicates that employees in the lowest age
classification (25 and under) stated an incentive
program would increase their participation in the USU
Be Well Program with a mean of 7.50. The age
classification with the lowest mean (4.89) was 60+.
Table 23 indicates that non-exempt and exempt
employees valued the addition of an incentive program
with means of 6.49 and 6.11, while faculty found less
value in the addition of an incentive program with a
mean of 5.28.
Table 22: Implementation of
Incentive Program
Age Mean
25 and under 7.5
26-35 6.52
36-45 6.19
46-60 5.94
60+ 4.89
F=6.915 p=.000
Table 23: Implementation of
Incentive Program
Classification Mean
Non-Exempt 6.49
Exempt 6.11
Faculty 5.28
F=10.085 p=.000

32
A main focus of the study was to assess the degree to which specific incentives might
encourage employee participation in the USU Be Well Program. We listed specific incentives
and asked employees to rate the degree of effectiveness of each incentive on a scale of 0 to 10,
(0= definitely will not, 10= definitely will). The distribution of responses can be observed in
Figure 10.
Figure 10: Degree to Which Each Incentive Would Increase My Participation in the Be Well
Program
The following suggestions concerning the USU Be Well Program, were stated in the other
category:
In the other category, the largest number of suggestions were centered on time. Employees
suggested that they would appreciate paid time off to work out, an extra day of time off, a
longer lunch break, or more variety in the availability of hours. Other responses given by USU
employees were about the amenities that accompany the employee fitness enter. Some of the
incentives that would increase their participation include having a personal trainer, family
friendly use to the facilities, free classes, and wider variety of available hours. The
miscellaneous comments included having access to Be Well dining options, office health
0
1
2
3
4
5
6
7
8
9
10
7.007
6.389
5.87
5.252 4.899
4.501 4.483 4.253 3.918
3.254
2.483
Definitely
will not
To what degree would the following incentives increase your participation in the Be
Well Program?
Don't
Probably
will not
Probably
will
Definitely
will

33
equipment e.g. variable height desks, discounted ski passes, discounts to a gym facility when
HPER is closed for the breaks, and cash bonuses. USU Eastern and the Regional Campuses
suggested having a facility that has the program services. See Appendix I for a full list of
responses.
The following comments from our focus groups reflect these findings:
“The incentives should be based on improvement and not just how active they individual
already is. It should be aimed at changing a behavior”
“Mix up incentives each year. They become to mundane for employees. Be creative,
don’t do the same challenges every year….i.e. holiday challenge, biggest loser”
“Incentivize in levels—anyone who accomplishes goal gets a prize”
Table 24: Incentives to Increase Participation
Table 24 indicates that
medical premium subsidy was
ranked as the most effective
incentive to increase
participation in the Be Well
Program. Parking privileges in
the big blue terrace were
considered the least effective
incentive.
To what degree would the following incentives increase your
participation in the Be Well Program?
(Ranked from 0=Definitely Will Not to 10=Definitely Will)
Answer
Average
Value
Standard
Deviation
Responses
Cash/Gift Cards 6.39 2.88 465
Merchandise 4.90 2.77 445
Medical Premium
Subsidy
7.01 2.73 460
Subsidized
membership at
facility of your choice
5.87 3.15 438
Exercise Clothing 4.50 3.00 423
Event Tickets 4.25 2.91 427
Fitness Equipment 5.25 3.08 432
USU Apparel 4.48 2.96 422
Pedometers 3.92 3.05 414
Parking Privileges in
the Big Blue Terrace
3.25 3.24 394
Other (Please
Specify)
2.48 3.59 207

34
We ran a t-test for gender, and an Analysis of Variance (ANOVA) across employee classification,
campus location, and age, to explore for differences in incentive preference across these
various groupings. Some differences in preferences were found across all of these groupings,
with the exception of the medical premium subsidy which was the preferred choice across all
classifications. These specific findings are reported in Table 25 through 40, below.
Table 25 indicates USU Eastern is
more incentivized by cash/gift
cards than the other two
campuses. However, all three
campuses found cash/gift cards to
be an effective incentive to
increase their participation in the
USU Be Well Program.
Table 26 indicates non-exempt and exempt employees
are more incentivized by cash/gift cards than faculty.
However, all three employment classifications found
cash/gift cards to be an effective incentive to increase
their participation in the USU Be Well Program.
Table 27 indicates that the younger age groups are
more incentivized by cash/gift cards than the older age
groups. However, all age groups found cash/gift cards
to be an effective incentive to increase their
participation in the USU Be Well Program.
Table 25: Cash/Gift Cards
Campus Mean
Logan Campus 6.29
USU Eastern 7.63
F=3.058 p=.048
Classification Mean
Non-Exempt 7.33
Exempt 6.41
Faculty 5.54
F=14.919 p=.000
Age Mean
25 and under 8.42
26-35 7.05
36-45 6.88
46-60 6.23
60+ 5.34
F=6.391 p=.000

35
Table 28 indicates that females are more incentivized
by cash/gift cards than males. However, both found
cash/gift cards to be an effective incentive to increase
their participation in the USU Be Well Program.
Table 29 indicates that the youngest age group (25 and
under) is most incentivized by merchandise. The older
age groups are less incentivized by merchandise.
Table 30 indicates that non-exempt employees are
more incentivized by merchandise than exempt
employees and faculty. Although all three employment
classifications found merchandise as a possible
incentive to increase their participation in the USU Be
Well Program, faculty members were the least
incentivized with merchandise.
Table 31 indicates that all age groups are incentivized
by a subsidized membership at a facility of your choice.
However, the youngest age group (25 and under) was
most incentivized with a mean of 7.58 and the oldest
age group (60+) was least incentivized with a mean of
5.09.
Gender Mean
Male 5.95
Female 6.69
F=2.640 p=.006, .007
Table 29: Merchandise
Age Mean
25 and under 7.08
26-35 5.32
36-45 4.79
46-60 4.99
60+ 4.1
F=4.208 p=.002
Table 30: Merchandise
Classification Mean
Non-Exempt 5.72
Exempt 4.93
Faculty 4.1
F=12.375 p=.000
Table 31: Subsidized Membership at a
Facility of your Choice
Age Mean
25 and under 7.58
26-35 6.62
36-45 6.28
46-60 5.61
60+ 5.09
F=3.909 p=.004

36
Table 32 indicates that all the younger age groups are
more incentivized by exercise clothing than the older
age groups.
more incentivized by exercise clothing than exempt
employees and faculty. All three employment
classifications found exercise clothing to be a possible
incentive, but not the most effective incentive in
increasing their participation in the USU Be Well
Program.
more incentivized by event tickets than exempt
employees and faculty. However, all three
employment classifications found event tickets as a
possible but less effective incentive to increase their
participation in the USU Be Well Program.
more incentivized by fitness equipment than exempt
employees and faculty.
Table 32: Exercise Clothing
Age Mean
25 and under 6.42
26-35 5.35
36-45 4.6
46-60 4.48
60+ 3.43
F=5.168 p=.000
Table 33: Exercise Clothing
Classification Mean
Non-Exempt 4.99
Exempt 4.56
Faculty 3.96
F=3.964 p=.020
Table 34: Event Tickets
Classification Mean
Non-Exempt 4.75
Exempt 4.29
Faculty 3.67
F=4.675 p=.010
Table 35: Fitness Equipment
Classification Mean
Non-Exempt 5.98
Exempt 5.07
Faculty 4.79
F=5.666 p=.004

37
Table 36 indicates that the younger age groups are
more incentivized by USU apparel. However, the
youngest age group (25 and under) was most
incentivized with a mean of 6.92 and the oldest age
group (60+) was least incentivized with a mean of 3.67.
Table 37 indicates non-exempt employees are more
incentivized by pedometers than exempt employees
and faculty. However, all three employment
classifications found pedometers as a possible, but less
effective incentive to increase their participation in the
USU Be Well Program.
Table 38 indicates USU Eastern is
more incentivized by pedometers
than the other two campuses.
Logan Campus and USU Regional
Campuses and/or Extension Sites
found pedometers to be a possible
but not a largely effective
incentive to increase their
participation in the USU Be Well
Program.
Table 36: USU Apparel
Age Mean
25 and under 6.92
26-35 4.94
36-45 4.52
46-60 4.5
60+ 3.67
F=3.951 p=.004
Table 37: Pedometers
Classification Mean
Non-Exempt 4.58
Exempt 3.68
Faculty 3.5
F=4.845 p=.008
Table 38: Pedometers
Campus Mean
Logan Campus 3.89
USU Eastern 5.32
F=3.602 p=.028

38
Table 39 indicates the younger age groups (26-35) are
more incentivized by parking privileges in the Big Blue
Terrace than all of the other age groups with a mean of
4.68. The oldest age group (60+) was least incentivized
with a mean of 2.20.
Table 40 indicates that Logan
Campus is most incentivized by
parking privileges in the Big Blue
Terrace with a mean of 3.65. The
other two campuses, USU Eastern
and USU Regional Campuses
and/or Extension Sites are not
incentivized by parking privileges,
because they are distance education
sites.
In the previous analyses, we looked at the degree to which multiple incentive options were
perceived to hold promise for encouraging participation in the USU Be Well Program. In the
analysis that follows, employees were asked to rank four potential incentive options relative to
each other. These findings can be found in Table 41. For each incentive option, the table
reports the percent of employees that ranked it 1st, 2nd, 3rd, and 4th, and then reports the mean
ranking for each option. As the mean ranking represents the average rank assigned, a lower
mean actually represents a higher rank.
Table 39: Parking Privileges in the
Big Blue Terrace
Age Mean
25 and under 3.64
26-35 4.68
36-45 3.04
46-60 3.27
60+ 2.2
F=5.634 p=.000
Table 40: Parking Privileges in the Big Blue Terrace
Campus Mean
Logan Campus 3.65
USU Eastern 0.57
F=19.717 p=.000

39
Table 41: Effective Incentives
Table 41 indicates that the
medical plan premium was
ranked as the most
effective incentive by 47%
of the employees. Gift
cards ranked second most
effective with 33% of
employee ranking it first.
Merchandise and
subsidized membership at
facility of your choice were
both ranked as least
effective.
We were interested in gaining insight into the degree to which the dollar amount of incentives
might have on employee participation. As reported in Table 42, employees were given the 4
dollar amounts, in $25, $50, $75, and $100, and were asked to report the degree to which each
might motivate them to participate in the USU Be Well Program.
Table 42: Minimum Incentive Value
What is the minimum incentive value that would motivate you to participate in the USU Be
Well Program?
Question
Definitely
will not
Probably
will not
Don’t
know
Probably
will
Definitely
will
Total
Responses
Mean
$25
value
19% 24% 24% 26% 7% 479 2.79
$50
value
10% 14% 23% 36% 18% 476 3.38
$75
value
8% 5% 15% 39% 32% 474 3.83
$100
value
6% 3% 11% 26% 54% 476 4.21
As can be observed in Table 42, 33 % indicated that an incentive valued at $25 either probably
would or definitely would motivate them to participate in the USU Be Well Program. The
respective percentage for an incentive of $50 was 54%. For $75 the percentage was 71% and
for an incentive valued at $100, 80%.
Rank the following incentives from Most Effective to Least Effective in
Increasing your Participation
Answer 1 2 3 4 Means
Gift Cards 33% 30% 28% 8% 2.11
Merchandise 4% 21% 37% 37% 3.07
Medical Plan
Premium
47% 24% 19% 11% 1.93
Subsidized
Membership
at Facility of
Your Choice
15% 25% 16% 44% 2.89
Total # of
Responses
457 457 457 457 2.50

40
Health Care Shopper
USU HR representatives were interested in knowing if employees would see value in a Health
Care Shopper Service. This service helps educate employees about the costs of services and
quality of providers.
Figure 11: Health Care Shopper
Answer Response %
Yes 333 68%
No 159 32%
Total 492 100%
As can be observed in Figure 11, 68% of the USU employees would be interested in a Health
Care Shopper Service.
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
Yes No
67.68%
32.32%
Would you be interested in a Health Care Shopper Service that
helps you know the costs of services and quality of providers?

41
Notification Preference
Table 43: Notification Preference
As can be observed in Table 43, USU employees most prefer to be notified through email with a
mean of 1.25. The least preferred method of notification is paper handouts with a mean of 3.85
and additional notices to the PEA and CEA newsletters with a mean of 3.84.
Rank the following from most preferred to least preferred in terms of how you
would like to receive notifications about the USU Be Well Program?
(1 being the most preferred and 5 being the least preferred)
Answer 1 2 3 4 5 Mean
Email 86% 7% 3% 1% 2% 1.25
Newsletters 9% 63% 21% 6% 1% 2.27
Adding
Notices to
PEA and
CEA
Newsletters
1% 7% 33% 25% 34% 3.84
Department
Meetings
3% 9% 22% 38% 28% 3.79
Paper
Handouts
1% 13% 21% 29% 36% 3.85
Total 382 382 382 382 382 3.00

42
Employee Comments and Suggestions
What changes would you like to see in the USU Be Well Program? e.g. Music therapy, art therapy,
financial workshops, stress management etc.
Employees had a wide variety of suggestions. The suggestions ranged from availability
of facilities to Zumba classes. According to the results, the changes that USU employees would
most like to see in regards to the USU Be Well program are: stress management workshops (43
responses), financial workshops (27 responses), a wider variety of programs (16 responses), and
more flexible hours (16 responses). All responses are listed in Appendix I.
If you have any additional suggestions or comments in regard to the USU Be Well Program please
enter them below.
According to the survey results, the largest number of suggestions were focused on the
need for longer breaks to participate in the USU Be Well Program, improvements of the
facilities, larger varieties of classes and class times, and incentives. USU Employees gave
insightful and creative suggestions as to how to improve the USU Be Well Program. A large
number of suggestions given were also focused on advertising and access. USU employees
would like to see more information about wellness and increased advertising of the USU Be
Well Program and USU Eastern and USU Regional Campuses and/or Extensions would like more
options to access the program and facilities. All responses are listed in Appendix I.

43
Appendix A: Benchmark Study
QUESTIONS UTAH ROCHESTER.EDU REDLAND
What HRIS system are you using? Peoplesoft HRMS ADP
If you offer monetary incentives,
how do you process through
payroll system? $40 Health
Budget is $150 per
person. If employee
meets certain criteria
they receive $50-$150
What insurance provider do you
carry? Regence BCBS, AETHA
What 3rd party vendor are you
working with?
In House, community,
campus recreation,
file peaks, (LDAP)
No, eat well,
livewell website,
school nursing-send
reports to payroll
Frosch- gives out the
incentives Iverae- 3rd
party vendor biometrics
a. Do you like them? They're ok
b. Have they been good to work
with? Not as flexible
c. How was the ease of
implementation? It was easy
What type of incentives do you
offer?
Gift Cards, Discounts
for the whole year
$325 individually,
$650 family
Disney, Spa, Target,
Raffle gifts (2x/year) total
of $4000 value, 300
points (2x/year)
How did you go about developing
your incentive program? Biometrics, peak
3-5 years with current
rates, medical increases
a. surveys, questions, focus
groups, top management, etc? Top Down
How did you get employees to buy
into the program?
Angry employees, only
have 20% participation at
first, started penalizing
them
a. Then how did you continue to
keep them engaged in the
program?
What are your participation rates
in the Employee
Wellness/Incentive Program?
60% participation,
(Providers are ours)
a. How many years has it been in
place?
What were some of the biggest
obstacles in place while
implementing the program? With Faculty

44
Appendix B: Focus Group Question
Outline
Good Afternoon,
We appreciate your participation in this focus group. We are the HR Research Group comprised of
graduate students from the Jon M. Huntsman School of Business. We have been contracted by USU
Human Resource Department to conduct a study of the USU Be Well Program.
In past years, we have found that the Professional Employee Association has been a great resource for
research studies because you represent the opinions of a wide variety of USU employees.
This study is aimed at identifying incentives with promise to increase and retain participation in the USU
Employee Be Well Program.
To ensure that every response is valued equally, this session will be recorded and transcribed. All
precautions will be taken to ensure confidentiality. No attempt will be made to link specific comments
to individuals. We encourage everyone to express their true thoughts and opinions and remember
there are no wrong answers.
Opening Questions:
Introduce yourself, tell what department you work for, and tell us about your experience with
the Be Well Program? (What programs/activities do they offer? When did you hear about the Be
Well Program?)
Intro Questions:
1. What comes to mind when you think of wellness? Any other aspects that are not specific to
physical wellness?
2. If you don’t currently participate, what barriers prevent you from participating? (Do you
participate in Wellness activities off campus?)
3. Have you ever heard of Health Advocate? Have you used Health Advocate? Thoughts/Feelings
about it? If you have used it, for what?
Key Questions:
1. What do you want to see added to the Be Well Program? If you could make any changes to the
Be Well Program, what would you recommend?
2. We have contacted and benchmarked universities across the nation regarding their employee
wellness incentive programs. From these, we have identified six possible options. (See Handout)

45
Rate each incentive on how effective they would be from 0-5. (0 being not effective to 5 being
completely effective).
Please give realistic suggestions based on USU’s financial realities.
a. Money – if so, how much?
b. Better facilities - what would that look like?
c. Gift cards - what value?
d. Merchandise – give examples
e. Medical Plan Premium differential
f. Subsidize membership at a facility of your choice
3. What other suggestions that we haven’t mentioned would incentivize you to participate?
Ending Question:
To be effective, how often do you believe incentives should be awarded (monthly, quarterly)?

46
Appendix C: Focus Group Responses
Certified Employee Association Focus Group Notes (CEA)
Desired Changes:
The changes most desired among the CEA employees involves more flexible and longer hours to use
the facilities and programs as well as a bigger variety of programs to participate in.
- Programs are great, but there are problems with the departments letting people participate
- Better hours after work is too crazy, longer hours would be nice
- Reimburse more programs, Weight Watchers doesn’t really work for everyone, so they
should accept a bigger variety of programs
- Like the brown bags, keep doing those
- Increase pool hours and gym availability
View of Wellness:
The general view of wellness encompasses financial, mental/emotional and physical aspects.
- Financial, Healthy eating, physical.
- Well balanced life (work/personal)
- Education (what to eat, what exercises to perform, stress management etc.)
- Emotional: Stress Management
Barriers:
The barriers most CEA employees have identified are restricted hours and flexibility of schedules.
- Not enough time to fit it all in for the lunch hour.
- Don’t have flexibility with schedules
- Proximity to facility, not enough time to get there and participate in the time allotted
- Restricted hours for employees, we don’t have the access we used too
o Don’t have anything if classes aren’t in, but employees are still here
o Cut back in summertime
- No more aerobics classes
- Pool hours and water is absolutely freezing, they say maintenance costs are too expensive
but they aren’t
- We are customer service positions so someone always has to be there
Health Advocate:
CEA employees didn’t know the program by its name but some had used it to record challenges.
- No one knew the name of the program
- Some have used it for challenges
Incentives:
The most desired incentive among this group was to have Paid Time Off for participation in programs.
- More PTO
Other Thoughts:
- CEA employees wanted to participate, all carried pedometers, but didn’t have the time or
support of their department.
- Departments need to support the Be Well Program, and employees who want to participate

47
Appendix D: Focus Group Responses
Professional Employee Association Focus Group Notes (PEA)
Desired Changes:
The PEA group most desired more information regarding the USU Be Well Program.
- Break on Insurance Premiums.
- More advertising to employees for opportunities to participate.
- Loved the HR Newsletter but wished it would include the availability of classes, challenges,
brown bags etc. and assortment of options for the month.
- 1.5 hrs for lunch break to accommodate lunch, showering, and exercise. 2-3 times a week.
- More education on the programs that are being offered.
- Education improvements within each department.
- Did not know when the Be Well Program started.
- Inform about program at Staff retreats…send someone from Wellness to conduct wellness
workshops
Barriers:
The consensus on barriers of the PEA group was that there is too little time and not enough
information to participate.
- Not enough time to fit it all in for the lunch hour.
- Not enough classes around the end of the day.
- Advertising: Are not receiving or noticing the advertising that is coming out. Would prefer an
email. Dislike paper handouts and think its money wasted.
o Suggested to “piggy back” on committee newsletters i.e. add notices to the PEA
Newsletter showing that they endorse the wellness action as well.
- Heard about Be Well Program at hiring (18 years ago), heard about it from someone else
who was recently hired
View of Wellness:
- Financial, Healthy eating, physical.
- Well balanced life (work/personal)
- Education (what to eat, what exercises to perform, stress management etc.)
- Emotional: Stress Management
Health Advocate:
CEA employees didn’t know the program by its name but some had used it with varied opinions.
- No one knew the name of the program.
- Difficult to use.
- Wasn’t too daunting has improved over the years.
- Only used for challenges.
- Has some nice features

48
Incentives:
Varied incentives and distribution intervals were identified as important to the PEA.
- Annual long term incentives (annual gym membership/premiums) with shorter incentives
along the way (gift cards/merchandise)
- The incentives should be based on improvement and not just how active they individual
already is. It should be aimed at changing a behavior.
- Mix up incentives each year. They become to mundane for employees. Be creative, don’t do
the same challenges every year….i.e. holiday challenge, biggest loser
- Incentivize in levels—anyone who accomplishes goal gets a prize
Other:
Departments and higher up individuals need to support and encourage the benefits of employee
wellness. Employees and Administrators must see the benefits as part of the job. Administrators
shouldn’t frown upon employees taking the time to exercise. All levels must buy into the benefits.
- Should be incorporated into university culture
- Sports Academy offers a USU discount. The facilities on campus can’t compete and its more
convenient on campus

49
Appendix E: Focus Group Responses
Participant Focus Group Notes
Desired Changes:
The Participant group’s consensus was that an updated program would best benefit the USU Be Well
Program.
- Updated program top to bottom
- Teach you how to use programs and equipment
- Certified personal trainers, this is benefit is not advertised enough
o Uncertified trainers are a liability
- More flexible hours, sharing time with students is hard
- HPER hours extended
Barriers:
Intrinsic motivation is seen as the biggest barrier to non-participants.
- As others join in on the programs the lesser participants get discouraged or intimidated.
Participants are at different levels and feel intimidated going to classes
- Compare to quickly… just do what you can personally do… no judgment
- No internal drive. People have to go for themselves
- People do not know about it. It is listed under benefits but it’s hard to find and no one reads
it.
- Better advertising (not heard at new hire, advertise the hours) There used to be
presentations to departments…
- Facilities are substandard, old, and may be difficult to use. No signs. Coordination between
classes and student time.
- Availability and facilities are not “user friendly”
View of Wellness:
- Main in physical. But also adds emotional, mental, financial
- Holistic/well rounded person, different for everyone
Health Advocate:
The participant group doesn’t find the value in it because they track their fitness on their own.
- Not one of them used it.
- They think it is just way too much to handle there are way too many parts to the Be Well
Program.
- Takes too much time to add in the system
- Just one more thing to keep track of. They have their phones, pedometers, watches etc.

50
Incentives:
This group would like a larger variety of options in all aspects of the program.
- Education on using the gym, personal training options and health premiums were suggested
- Extended hours right after work. (get off at 5:30 and only have one hour till closed)
- Finding a way to use the fieldhouse
- Have the gym only be used by employees. No student hours.
- Health baseline screening is not advertised.
- More certified trainers/ teachers
- Variety of classes outside of the gym to be offered. Like for the students there is rock
climbing, ice skating, etc. Be creative. That could bring in a whole new population/type of
employee
- Discount to beaver, blue bikes, rock haus, etc
- Coordination with Camp Rec
Other Thoughts:
- Better marketing and branding could change the whole program and increase participation
- Campus Rec and Wellness need to be combined. Be on the same page.

51
Appendix F: Focus Group Responses
Interview with Faculty
Professor has been participating in several aspects of the Be Well Program including:
 Step into Fall
 Fitness analysis - body weight, body fat, flexibility etc.
Had not heard of Health Advocate
Definition of wellness:
“It’s very broad. It encompasses many items. It would be at a healthy weight. You have a wide variety
of food that you eat that is healthy. So I would say wellness would include regular consuming of a wide
range of fruits, vegetables, (which I think is what a lot of people lack). You can have a little bit but you
can’t have all that much refined sugar and white flour and such. So I’d say a healthy weight, healthy
food, and then a wide variation of exercise. So in exercise you would need in my opinion, some amount
of aerobics, and some amount of anaerobic . . . You’d need something that pushed strength and you
would need a wide variation in terms of the body parts you are using: arms, back, legs. Flexibility is an
issue in health, and then of course, I think that the general topic seems to be more toward physical
health but there are several things that are apropos to the mental health, that is connected. . .
Also, getting enough sleep, dealing appropriately with stress, and umm shutting things down when you
are starting to hit the red line. So to me that is what I think about in terms of health.”
If you could make changes in the University’s Be Well Program, what they would be?
“You know, I don’t find it to be easy to do my exercise on campus because for instance, I don’t want to
come back here sweaty. It takes a while and there’s no shower or whatever here in the college. It’s not
particularly convenient or easy where it’s at, probably mostly because of parking. So I would end up
going to a gym that I can get over there and park. Obviously you can exercise, you can go out your front
door, but when it gets colder, bad weather, and the fact that you need strength training, you need to go
to a place. So, I’d say it’s more on some of the facilities. I think it would be great if they had some
ability to shower while you’re here. So if I went for a run a noon, I could come in and shower, somewhat
closer to the building.”
Rate incentives on how effective you think they would be incentivizing employees to be healthy, or
exercise 1 to 5:
1. Money - 3
2. How much money would it take for the incentive to be a 3? - $50 bucks a year.
3. What would your idea of better facilities be? - I would say easy access or local shower, and that
would be a 5
4. Gift cards - 4, Gift cards are probably even better than money at some level because you can
just give them as gifts, and that’s great.

52
5. Medical Plan Premium differential? - 5
6. Subsidized membership at a facility of your choice? - 4
7. To be effective, how often do you believe incentives should be awarded? - Somewhere
between twice a year and once a year.

53
Appendix G: Survey Questions
USU Be Well Program
The HR Research Group, comprised of graduate students in the Master of Human Resources program, in
the Jon M. Huntsman School of Business, has been asked by the USU Employee Be Well Program (Be
Well Program) to conduct an assessment of employee engagement with the program. The study also
seeks employee input as to the viability of various incentives to increase and retain greater employee
participation. Please take a few minutes to complete the following survey. It takes approximately 10
minutes to complete. Please be assured that your responses are anonymous. No attempt will be made
to link responses to individual respondents and data will be reported only on an aggregate basis. Should
you have questions regarding the survey, you may contact: Justin Jackson, Employee Engagement and
Wellness Manager, justin.jackson@usu.edu HR Research Group
Gender?
 Male
 Female
How old are you?
 25 and under
 26-35
 36-45
 46-60
 60+
With which campus are you most affiliated?
 Logan Campus
 USU Regional Campuses and/or Extension Sites
 USU Eastern
Employee Classification
 Non-Exempt
 Exempt
 Faculty

54
To what degree are you familiar with the USU Be Well Program?
 0
 1
 2
 3
 4
 5
 6
 7
 8
 9
 10
How often do you participate in USU Be Well activities?
Never Rarely Sometimes Often
Challenges    
Fitness Classes    
Brown Bag
Seminars
   
Facilities (e.g. gym
and pool)
   
Fitness Assessment    
Flu Shot Clinic    
Wellness Expo    
Nutrition
Consultation
   
What hours would be convenient for you to attend USU Be Well activities?
______ Before Work
______ Morning Hours
______ During Lunch
______ Afternoon Hours
______ After Work

55
In your opinion how important are the following to a healthy lifestyle?
______ Physical Wellness
______ Emotional/Mental Wellness
______ Financial Wellness
To what degree are you familiar with Health Advocate?
 0
 1
 2
 3
 4
 5
 6
 7
 8
 9
 10
How often do you use the following Health Advocate services?
______ Challenges
______ Personal Health Profile
______ Wellness Newsletter
______ Wellness Coaching
______ Health Advocacy
______ Cost Estimator
______ Wellness Workshops
Would you be interested in a Health Care Shopper Service that helps you know the costs of services and
quality of providers?
 Yes
 No
The USU Employee Be Well Program is in the process of developing an incentive program for benefitted
employees. The incentive program would be tied to employee participation in wellness activities such as
taking a Personal Health Profile, attending Brown Bag Seminars, participating in exercise classes,
participating in a stress management workshop, etc.

56
To what degree do you think that an incentive program would increase your participation in the USU Be
Well Program?
______ Yes
To what degree would the following incentives increase your participation in the USU Be Well Program?
______ Cash/Gift Cards
______ Merchandise
______ Medical Premium Subsidy
______ Subsidized membership at facility of your choice
______ Exercise Clothing
______ Event Tickets
______ Fitness Equipment
______ USU Apparel
______ Pedometers
______ Parking Privileges in the Big Blue Terrace
______ Other (Please Specify)
What is the minimum incentive value that would motivate you to participate in the USU Be Well
Program?
Definitely will
not
Probably will
not
Don’t know Probably will Definitely will
$25 value     
$50 value     
$75 value     
$100 value     
Rank the following incentives from most effective to least effective in increasing your participation in
the program. (1 being the most effective and 4 being the least effective)
______ Gift Cards
______ Merchandise
______ Medical Plan Premium
______ Subsidized Membership at Facility of Your Choice

57
Rank the following from most preferred to least preferred in terms of how you would like to
receive notifications about the USU Be Well Program? (1 being the most preferred and 5 being the least
preferred)
______ Email
______ Newsletters
______ Adding Notices to PEA and CEA Newsletters
______ Department Meetings
______ Paper Handouts
To what degree do the following inhibit you from participating in the USU Employee Fitness Center?
______ Availability of Facilities (Hours)
______ Inconvenient Class Times
______ Not Receiving Wellness Notifications
______ Condition of Facilities
______ Parking Availability and Cost
______ Intimidated to Start
What changes would encourage you to participate more fully in the USU Employee Fitness Center?
______ More Advertising
______ Education on Use of Gym Facilities
______ Extended Facility Hours
______ Employee Only Gym
______ More Certified Teachers/Trainers
______ Better Facilities
Do you routinely use an off campus exercise facility?
 Yes
 No

58
Which of the following factor(s) influence you to use an off campus facility versus the on campus
facilities? (Check all that apply)
 Location
 Hours
 Parking
 Condition of Facility
 Amenities
 Other ____________________
What changes would you like to see in the USU Be Well Program? e.g. Music therapy, art therapy,
financial workshops, stress management etc.
If you have any additional suggestions or comments in regard to the USU Be Well Program please enter
them below.
Thank you for participating in this survey.

59
Appendix H: Qualtrics Graphs of Results
Question 1: Gender
# Answer Response %
1 Male 206 42%
2 Female 288 58%
Total 494 100%
Statistic Value
Min Value 1
Max Value 2
Mean 1.58
Variance 0.24
Standard Deviation 0.49
Total Responses 494

60
Question 2: How old are you?
# Answer Response %
1
25 and
under
12 2%
2 26-35 77 16%
3 36-45 104 21%
4 46-60 211 43%
5 60+ 90 18%
Total 494 100%
Statistic Value
Min Value 1
Max Value 5
Mean 3.59
Variance 1.07
Total Responses 494

61
Question 3: With which campus are you most affiliated?
# Answer Response %
1
Logan
Campus
414 84%
2
USU
Regional
Campuses
and/or
Extension
Sites
50 10%
3 USU Eastern 31 6%
Total 495 100%
Statistic Value
Min Value 1
Max Value 3
Mean 1.23
Variance 0.30
Total Responses 495

62
Question 4: Employee Classification
# Answer Response %
1 Non-Exempt 147 30%
2 Exempt 182 37%
3 Faculty 158 32%
Total 487 100%
Statistic Value
Min Value 1
Max Value 3
Mean 2.02
Variance 0.63
Total Responses 487

63
Question 5: To what degree are you familiar with the USU Be Well Program?
# Answer Response %
0 0 23 5%
1 1 23 5%
2 2 24 5%
3 3 33 7%
4 4 29 6%
5 5 64 13%
6 6 56 11%
7 7 77 16%
8 8 75 15%
9 9 44 9%
10 10 47 9%
Total 495 100%
Statistic Value
Min Value 0
Max Value 10
Mean 5.95
Variance 7.67
Total Responses 495

64
Question 6: How often do you participate in USU Be Well activities?
# Question Never Rarely Sometimes Often
Total
Responses
Mean
3
Brown Bag
Seminars
371 81 33 4 489 1.33
1 Challenges 281 92 100 18 491 1.70
4
Facilities
(e.g. gym
and pool)
238 99 75 79 491 1.99
5
Fitness
Assessment
293 99 85 15 492 1.64
2
Fitness
Classes
342 62 51 38 493 1.56
6
Flu Shot
Clinic
200 25 57 210 492 2.56
8
Nutrition
Consultation
405 71 15 1 492 1.21
7
Wellness
Expo
256 69 94 74 493 1.97

65
Question 7: What hours would be convenient for you to attend USU Be Well activities?
# Answer Min Value Max Value
Average
Value
Standard
Deviation
Responses
1
Before
Work
0.00 10.00 4.18 3.35 348
2
Morning
Hours
0.00 10.00 3.83 3.01 343
3
During
Lunch
0.00 10.00 6.38 2.96 413
4
Afternoon
Hours
0.00 10.00 4.83 2.98 369
5 After Work 0.00 10.00 6.00 3.23 401
Statistic Challenges
Fitness
Classes
Brown
Bag
Seminars
Facilities
(e.g.
gym and
pool)
Fitness
Assessment
Flu
Shot
Clinic
Wellness
Expo
Nutrition
Consultation
Min Value 1 1 1 1 1 1 1 1
Max Value 4 4 4 4 4 4 4 4
Mean 1.70 1.56 1.33 1.99 1.64 2.56 1.97 1.21
Variance 0.84 0.92 0.40 1.28 0.76 1.92 1.31 0.24
Standard
Deviation
0.91 0.96 0.64 1.13 0.87 1.38 1.15 0.49
Total
Responses
491 493 489 491 492 492 493 492

66
Question 8: In your opinion how important are the following to a healthy lifestyle?
# Answer
Min
Value
Max
Value
Average
Value
Standard
Deviation
Responses
1
Physical
Wellness
0.00 10.00 8.92 1.39 491
2
Emotional/Mental
Wellness
0.00 10.00 9.08 1.33 491
3
Financial
Wellness
0.00 10.00 8.44 1.66 491

67
Question 9: To what degree are you familiar with Health Advocate?
# Answer Response %
0 0 189 39%
1 1 47 10%
2 2 46 9%
3 3 43 9%
4 4 15 3%
5 5 37 8%
6 6 35 7%
7 7 33 7%
8 8 28 6%
9 9 9 2%
10 10 8 2%
Total 490 100%
Statistic Value
Min Value 0
Max Value 10
Mean 2.73
Variance 8.84
Total Responses 490

68
Question 10: How often do you use the following Health Advocate services?
Average
Value
Standard
Deviation
Responses
1 Challenges 0.00 10.00 1.76 2.35 349
2
Personal
Health
Profile
0.00 10.00 1.61 2.03 348
3
Wellness
Newsletter
0.00 10.00 4.47 3.40 379
4
Wellness
Coaching
0.00 9.00 1.04 1.46 331
5
Health
Advocacy
0.00 10.00 1.19 1.73 324
6
Cost
Estimator
0.00 10.00 1.11 1.68 318
7
Wellness
Workshops
0.00 10.00 1.29 1.82 324
Statistic Value
Total Responses 392

69
Question 11: Would you be interested in a Health Care Shopper Service that helps you know
the costs of services and quality of providers?
# Answer Response %
1 Yes 333 68%
2 No 159 32%
Total 492 100%
Statistic Value
Min Value 1
Max Value 2
Mean 1.32
Variance 0.22
Total Responses 492

70
Question 12: To what degree do you think that an incentive program would increase your
participation in the USU Be Well Program?
Average
Value
Standard
Deviation
Responses
1 Yes 0.00 10.00 5.93 2.45 484
Statistic Value
Total Responses 484

71
Question 13: To what degree would the following incentives increase your participation in the
USU Be Well Program?
Average
Value
Standard
Deviation
Responses
1
Cash/Gift
Cards
0.00 10.00 6.39 2.88 465
2 Merchandise 0.00 10.00 4.90 2.77 445
3
Medical
Premium
Subsidy
0.00 10.00 7.01 2.73 460
4
Subsidized
membership
at facility of
your choice
0.00 10.00 5.87 3.15 438
5
Exercise
Clothing
0.00 10.00 4.50 3.00 423
6
Event
Tickets
0.00 10.00 4.25 2.91 427
7
Fitness
Equipment
0.00 10.00 5.25 3.08 432
8
USU
Apparel
0.00 10.00 4.48 2.96 422
9 Pedometers 0.00 10.00 3.92 3.05 414
10
Parking
Privileges in
the Big Blue
Terrace
0.00 10.00 3.25 3.24 394
11
Other
(Please
Specify)
0.00 10.00 2.48 3.59 207

72
Question 14: What is the minimum incentive value that would motivate you to participate in
the USU Be Well Program?
# Question
Definitely
will not
Probably
will not
Don’t
know
Probably
will
Definitely
will
Total
Responses
Mean
1
$25
value
89 116 115 125 34 479 2.79
2
$50
value
47 65 108 171 85 476 3.38
3
$75
value
38 24 72 186 154 474 3.83
4
$100
value
27 14 51 126 258 476 4.21

73
Question 15: Rank the following incentives from most effective to least effective in increasing
your participation in the program. (1 being the most effective and 4 being the least effective)
# Answer 1 2 3 4
Total
Responses
1 Gift Cards 153 138 128 38 457
2 Merchandise 20 98 169 170 457
3
Medical Plan
Premium
214 109 86 48 457
4
Subsidized
Membership
at Facility of
Your Choice
70 112 74 201 457
Total 457 457 457 457 -
Statistic Gift Cards Merchandise
Medical Plan
Premium
Subsidized
Membership at
Facility of Your
Choice
Min Value 1 1 1 1
Max Value 4 4 4 4
Mean 2.11 3.07 1.93 2.89
Variance 0.94 0.76 1.07 1.29
Standard
Deviation
0.97 0.87 1.04 1.13
Total
Responses
457 457 457 457

74
Question 16: Rank the following from most preferred to least preferred in terms of how you
would like to receive notifications about the USU Be Well Program? (1 being the most
preferred and 5 being the least preferred)
# Answer 1 2 3 4 5
Total
Responses
1 Email 330 28 12 5 7 382
2 Newsletters 33 242 81 23 3 382
3
Adding
Notices to
PEA and
CEA
Newsletters
4 26 127 96 129 382
4
Department
Meetings
11 35 83 147 106 382
5
Paper
Handouts
4 51 79 111 137 382
Total 382 382 382 382 382 -
Statistic Email Newsletters
Adding
Notices to
PEA and
CEA
Newsletters
Department
Meetings
Paper
Handouts
Min Value 1 1 1 1 1
Max Value 5 5 5 5 5
Mean 1.25 2.27 3.84 3.79 3.85
Variance 0.55 0.54 1.01 1.08 1.18
Standard
Deviation
0.74 0.73 1.01 1.04 1.08
Total
Responses
382 382 382 382 382

75
Question 17: To what degree do the following inhibit you from participating in the USU
Employee Fitness Center?
Average
Value
Standard
Deviation
Responses
1
Availability
of Facilities
(Hours)
0.00 10.00 5.14 3.82 431
2
Inconvenient
Class Times
0.00 10.00 5.62 3.55 412
3
Not
Receiving
Wellness
Notifications
0.00 10.00 3.59 3.17 387
4
Condition of
Facilities
0.00 10.00 3.58 3.35 385
5
Parking
Availability
and Cost
0.00 10.00 3.99 3.69 385
6
Intimidated
to Start
0.00 10.00 3.78 3.54 380

76
Question 18: What changes would encourage you to participate more fully in the USU
Employee Fitness Center?
# Answer
Min
Value
Max
Value
Average
Value
Standard
Deviation
Responses
1 More Advertising 0.00 10.00 3.62 2.85 373
2
Education on Use
of Gym Facilities
0.00 10.00 4.42 3.06 389
3
Extended Facility
Hours
0.00 10.00 5.93 3.33 414
4
Employee Only
Gym
0.00 10.00 5.96 3.37 420
5
More Certified
Teachers/Trainers
0.00 10.00 4.51 3.11 385
6 Better Facilities 0.00 10.00 5.57 3.31 407

77
Question 19: Do you routinely use an off campus exercise facility?
# Answer Response %
1 Yes 180 37%
2 No 313 63%
Total 493 100%
Statistic Value
Min Value 1
Max Value 2
Mean 1.63
Variance 0.23
Total Responses 493

78
Question 20: Which of the following factor(s) influence you to use an off campus facility
versus the on campus facilities? (Check all that apply)
# Answer Response %
1 Location 206 57%
2 Hours 225 63%
3 Parking 123 34%
4
Condition of
Facility
128 36%
5 Amenities 103 29%
6 Other 110 31%
Question 21: What changes would you like to see in the USU Be Well Program? e.g. Music therapy, art
therapy, financial workshops, stress management etc.
Question 22: If you have any additional suggestions or comments in regard to the USU Be Well
Program please enter them below.

79
Appendix I: Open Ended Responses
Question 15: To what degree would the following incentives increase your participation in
the USU Be Well Program?
Time
 an additional day off
 additional annual leave
 One day off from work
 Paid time off to exercise
 release time from work to exercise
 Time Off
 Time off of work
 Time to do these
 including exercise time in work day, not using lunch break
 Time during the work day dedicated to exercise aside from lunch hour
 time during work (extended lunch?)1
 Time during work hours
Amenities
 accountability to a trainer or group
 After normal work hours
 class discounts
 Cleaner gym
 Contribute to my Health Savings Account
 evening classes
 Family Friendly
 Family use of facilities and more access
 Free pod body fat testing
 Free use of USU Gyms
 Free Zumba classes
 Hours of Availability
 massage
 Personal Trainer
 Personal Trainer
 Smaller, more conveniently located fitness areas

80
Other
 Any good parking
 Be well dining options
 Free Salad Bar at Caf.
 Horrid Idea
 Office Health Equip - Eg variable height desks
 vouchers for eating in Taggert Center
 waiving of parking tickets!
Money
 cash bonus
 Cash bonus incentive
 higher pay
Incentives
 discounted or free ski passes
 competition for big ticket item
 Event tickets for things not on campus
 Gift card to a campus eatery
 Holiday passes for fitness facilities when HPER is closed.
 Turn sick ldays to vacation days
 Use Sick time for wellness
 Would love to log miles against those on campus.
Regional
 location to use the services
 make availabe in Blanding
 need to be on Eastern Campus

81
Question 21: Which of the following factor(s) influence you to use an off campus facility
versus the on campus facilities? Check all that apply.
Availability
 Access to equipment due to number of people
 Available basketball courts in HPER (in lieu of volley ball and badminton) would help me
(especially Friday late afternoons
 Weekend hours
 weekends
 Use of a pool
 Time
 Availability
 Time to use it
Money
 Cost(5)
 Cost is reasonable
 Money
 Price area
 Pro-rated cost of classes
 Cost prohibitive
Convenience
 Convenience (4)
Class times
 Class times
 Flexibility and availability of classes
Off Campus Class instructors
 Cross fit instructor is much better off campus in Hyde Park
 Good Instructor
 My trainer is there.
 Trainer on site
 Trainers
Non-USU friends or family can go with me
 Family
 Family commitments
 Close family can attend

82
 My whole family can use it whenever they want. Our friends go to the same gym
 Spouse/friend can join me
 To work with a mentor or partner
 Access to the facility for non-USU friends and a
 Who I go with
Variety of classes and equipment
 Classes that suit my life stile
 Huge variety of classes
 I want to Cross Fit.
 Fun classes interesting people
 I use the local climbing gym - the activities I do are not available on campus
 Offerings
 Type of fitness - dance class
 Yoga classes
 Varied programs
 Variety of activities
 Wallyball court

83
Question 22: What changes would you like to see in the USU Be Well Program? e.g. Music
therapy, art therapy, financial workshops, stress management etc.
Off Campus
 Something available at the extension sites would be very nice, although I know the cost
of providing that is the determining factor.
 Access to wellness activities at Uintah Basin Campus
 A program in Blanding
 A facility in Price. Logan is a bit far to use facility
 I am at USU Eastern. I would love to see free 30-40 yoga classes, perhaps during the
lunch hour
 Incentives for off-campus staff that cannot use on-campus facilities, preferably
subsidized membership at a gym closer to where I live/work.
 Salt Lake City campus needs a wellness center. We don't have one at all.
 I live in a distant community. I might as well be on the MOON when it comes to the
services they have on campus. I did do the naturally slim program one year and lost 50
lbs, so it hasn't been a total loss.
 The staff in our area would love passes to local gyms since we are not near any USU
facilities.
 Benefits for employees who are not on Logan campus. It's really frustrating to be able
to access so few of the USU Be Well Programs benefits. I would really love to have
access to a gym that is subsidized or paid for my USU.
 Where do RCDE campus' go? Inside a classroom is not appropriate.
 Offer more to off campus employees. There is not a way for us to get to campus to
participate in these programs.
 There is no facility on our campus
 Use of facilities where I live – Tooele
 Availability at USU Eastern campuses.
 Incorporation of the Blanding wellness center into the USU Eastern program
 More opportunities for USU Eastern employees in Price.
Holistic Variety
 Be more Holistic
 Variety of classes available to attend
 Aerobic dance, Afro dance
 There HAS to be a dining element to the Be Well Program. Remember the Be Well
dining program in the Hub?
 Variety in the boot camp/exercise programs
 Return of Arthritis exercise class

84
 A better variety of classes, yoga, Pilates, belly dancing, dancing tired of the same
choices.
 A more balanced or holistic approach to employee wellness. There should be one
activity option for each dimension of employee wellness. For example, a fitness option,
a financial option, an emotional wellness option, each month.
 Classes geared more to the over 40 or 50 group, those who might have limitations
 Challenges and classes that are directed toward individuals with limited capacity to
exercise, like chronic heart failure.
 Trendy, fun, energetic exercise
 Dance classes? Tap.
 These suggestions all sound good. I would like to see an indoor walking and jogging
path that is not just in a circle (like the Fieldhouse track)
 Cheaper weight watchers
 Trial classes to see what different things a person might like but wants to try first
 More mental and emotional be well activities.
Employee only
 I would like there to be more employee’s only events or classes. More 5 Ks.
 Appropriate space use -- I do boot camp in field house. Other fitness classes (students?)
conflict in the space.
 Classes are usually full. Employee only time is not "employee only". Employee only time
is very limited.
 It would be nice to have an employee only place to eat with healthy choices and good
prices on campus
 Use of all the facilities. The students have better equipment than ours. What a shame. I
have to pay additional to use their equipment. Sometime the equipment does not get
turned over as quickly as other workout facilities. Not as computer equipped for heart
monitors and pad's.
Incentives
 An incentive based on BMI index. I'll certainly strive to get my BMI down if I have to pay
more for a higher BMI!
 Better classes for those that are less fit or with physical challenges
 I would like to see incentive programs.
 I love the idea of the incentive program
 large financial incentives/subsides insurance, more publicity, premium decrease if
exercise, don't smoke
 Incentives to insurance premiums with participation
 Better incentives for participation.
 Incentives

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 Incentives for family members
 Better incentives for participating –
 Biking incentive programs; air inversion programs
Art Therapy
 Art therapy (3)
 Art Therapy, Mindfulness workshops, Wellness weekend retreats, back care workshops
 Art Therapy, Art would be fun, but I don't know that I would participate.
Facility
 Employee exercise facility better, cleaner, larger, better ventilation, windows, etc.
 Dedicated space for faculty.
 I would also like to see a larger employee gym. The treadmills are often full at lunch.
 A better facility.
 Use of the new student wellness center. The employee gym is small, old, poorly
ventilated, and completely motivating.
 Triple size of weight room. Add TVs to weight room.
 better equipment in the gym - employee only gym
 better staff workout facilities;
 I would like a bigger weight room.
 Clean the gym more frequently.
 Eliminate the music in the Hyper Weight/Exercise Room
 Get rid of the music in the gym during faculty hrs.
Financial Workshops
 Financial workshops would both be very nice
 The financial workshop is great
 Financial workshops would be great.
 Finance management strategies
 Financial workshops (16)
 Financial
 Financial Management Workshops
 Finance would be a good one
 I would love to see other classes such as and financial workshops
 More financial wellness involvement.
 Financial workshops would be very useful for many people.
Massage
 Buy Skye a new massage chair. That thing hurts!
 Massage therapy

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 A more hygienic massage therapist.
 Available massage services.
 Massage therapy
Information
 More education on the walking paths that are available on campus
 More information about the programs. Email would be a nice way of notifying
 More information available to regional campuses
 Stop wasting money on the Printed newsletter
Music therapy
 Yes, music therapy
 Music therapy (5)
 Music and art therapy, perhaps even meditation classes, would be good for those you
are physically limited.
 Music therapy and would be awesome!
Nutrition
 Nutrition workshops - information on "health foods" vs regular foods
 Nutritious meals that sound good.
 Nutrition classes
 Also nutrition classes.
 More nutritional classes
 More on diet, even though they do a good job.
Stress Management
 I feel like that they are only concerned about being overweight and not physically fit
they don’t care about mental health so mental health stuff could be improved. e.g.
stress management
 Stress Management (28)
 More stress management.
 More stress management workshops
 More stress management offerings
 Practical stress management workshop
 Stress management - not feel stressed on whether I can attend or not
 Stress management for sure
 Stress management would be AWESOME
 Stress management would be great.
 Stress management, relaxation techniques
 Stress mgmt during work hours

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 Stress management, how to deal with difficult colleagues and bosses
 Stress Management, More Time Off for Non- Exempt
 Stress management, time management, depression consulting
 Stress management; mindfulness training
Pool
 Swimming Pool Hours
 Have the pool open for family swim on the weekends
 Swimming Pool Hours,
 Use of the pool during more hours
 Personal trainers for swimming.
 T and Th water aerobics
 Pool exercise classes
 Water therapy
 More open and family swim hours
Hours
 Exercising before work would be much better, but to be asked to leave the facility at
7:30 doesn't give me enough time to get to campus and workout.
 The biggest incentive that would help me participate in fitness classes would be to have
them before or after work hours and have some childcare provided.
 Open a little bit later in the evening and during the weekends
 I really appreciate the Be Well Program and how it has matured and grown. I was an
early adopter. It's so helpful to have someone like Skie for instance for a quickie
massage. It would be nice to have longer hours on massages following work-outs.
 Availability
 Extend hours.
 At a wider variety of times
 Classes are too expensive for the time in them, longer massages - even if a small fee
were added, say $5 for half an hour.
 Hours for faculty
 Classes taught in the evening
 Zumba classes, aerobic dance, Afro dance,--all available after work
 More faculty hours - access to student weight room
 After work hour classes
 More classes available in the afternoon after 12:30
 More classes offered before 8/after 5
 More classes available after 5:00 for employees

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YOGA/Zumba
 Yoga
 More yoga
 More yoga
 More yoga classes
 Yoga and meditation
 and Yoga classes
 yoga
 Zumba Class
 Zumba classes,
Other suggestions
 I am always showing people basic info. Also, if the newsletter info were more in-depth
and informative, instead of cutesy, I might find it helpful instead of lame.
 Personal Trainers
 Accountability like weigh-ins, signing up for a program like biggest loser but not
necessarily a competition, just something like a group to be accountable
 Weight-training class
 Pickle ball
 Workshops
 The Naturally Slim program really worked for me--perhaps continuing opportunities
such as that?
 Required department support.
 Being able to participate during work hours without a penalty
 Not a one size fits all program
 Very difficult to participate in wellness activities when I would have to park 20 minutes
away.
 Our family members that are on our insurance should be able to use the facilities
 Organized employee afternoon mountain bike trail rides. eg. Green Canyon, Bonneville
Shoreline, Spring Hollow
 Balanced home and work life
 Premium incentives. Set aside work time to use for wellness.
 More focus on physical fitness
 Just need training on current equipment
 Not personally motivated to use a facility; would like to see options for at-home
wellness without major expense incurred.
 Classes offered at specialty gyms across the valley.
 Healthy meal recipes, step by step plan (food & exercise) to lose weight
 List registration status on the website (ie: T/Th boot camp: Reg open, M/W boot camp:
full, T/Th Spin: Open, M/W Reg open) - More info on drop-ins for classes too.

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 Exercise classes for beginners and classes that emphasize what you can do to help your
body when you sit at a desk for several hours a day.
 Mental health, cooking classes
 Scheduled times when gym trainers are available to review exercise program with you
and provide suggestions for different/better exercise routines.
 Parking makes it very inconvenient to access the HPER pool. Walking over there adds
another 10-15 minutes to be able to work out, and in the cold weather it's hard to get
motivated to do so.
 Lower prices for the classes, ie yoga. . Would like more info on the classes available. I
would like "dummy" classes for beginners.
 It would be nice to have some older instructors. It is hard when they are 1/2 my age.
 Subsidized family membership at sports academy,
 It would be nice to have an app for tracking wellness activities on my phone.
 Inexpensive, small, healthy lunches - 300 calories - delivery would be awesome.
 Free Sports Academy membership if you sign in and exercise.
 Fitness training that can be tailored to "at home" use, prenatal exercise/care
 Foot zoning
 Family activities, subsidized Weight Watchers memberships other than WW at Work -
need to be able to go to WW on weekend due to schedule.
 Consider subsidized memberships to facility of choice and exercise time included in non-
exempt 40 hr workweek (up to 3 hrs?)
 Free towel service, air conditioning during the summer, stretch classes for arthritis, yoga
for arthritis
 Give out pedometers to those participating in a step count challenge. If not enough
steps are made, the pedometer must be returned
 I work at the UWRL, and I would love to take a fitness class but don't currently have a
parking pass and don't want to have to pay to park.
 Health Insurance discount for wellness checkup and less expensive classes.
 Health insurance workshops and help
 Send the massage therapist to our office, ha, ha. Give out/check-out pedometers for the
walking challenges.
 Also, do we have nutrition counseling on our campus? I would love that.
 I am philosophically against the program. IMHO, it is not the responsibility of my
employer to provide health information/services. Instead of spending money on the Be
Well program, USU should be compensating its employees so that they can keep up
with inflation.
 I don't think adding more is programs is the solution. I think time and money would be
better served in raising awareness of option available to employees.
 I can't quite figure out how you'd do it or how I would take advantage, but my only
barrier to using wellness services is my ridiculous work load. If you offered student aide

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help while faculty/staff worked out, in the same way that gyms offer childcare while
parents work out, you might help us free up enough time to fit in a workout and come
back to copies made, campus errands accomplished, etc. Just an out-of-the-box idea,
but time is my biggest barrier.
 Dave Ramsey
 I would attend workshops (any) but not gym or workout classes b/c I use another:
financial, stress, MEDITATION
 Stronger mandate to participate
 Subsidize locker costs

Barriers and Incentives to Boost Participation

Barriers and Incentives to Boost Participation

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