2. A Valuable Asset
School districts put a valuable asset of the nation’s schools at risk when they ignore the health of their employees.
WHY?
BECAUSE…
Actions and conditions that affect employee health also influence students’ health and learning.
Protecting the physical and mental health of school employees is integral to protecting the health of students and ensuring their academic success.
READ SLIDE

3. Why Implement Employee Wellness Programs?
Promote the health and reduce health risk behaviors of employees.
Identify and correct conditions in the workplace that:
compromise the health of school employees,
reduce school employees’ levels of productivity,
impede student success, and
contribute to escalating health care costs.
School employees are susceptible to the same health risks and conditions as employees at other types of worksites. And, like other worksites, school districts must bear the costs of the these health risks and conditions. These costs can include:
Employee absenteeism
Health insurance costs
Lost productivity
Disability
Workers’ compensation, and turnover.
In June 2005, the cover story of the American School Board Journal reported that 1/3 of new U.S. teachers leave the profession during their first 3 years and almost ½ leave before 5 years. Turnover is a serious problem for school districts.
READ SLIDE

4. Introducing the Guide
Provides information about School Employee Wellness Programs
Supplies practical tools and resources to support their implementation
Developed by the Directors of Health Promotion and Education with funding from the Centers for Disease Control and Prevention
School Employee Wellness: A Guide to Protecting the Assets of Our Nation’s Schools, developed by the Directors of Health Promotion and Education, with funding from the Centers for Disease Control and Prevention, was released in May of 2007.
The Guide provides information about school employee wellness programs, and supplies practical tools and resources to support implementation of them.
The Guide is tailored to those in schools and districts who implement employee wellness programs, however, it focuses on 3 additional groups that are essential to implementing and sustaining a school employee wellness program. They are:
Decision makers who approve policies and provide administrative support,
Employees who will benefit from the program, and
Community partners.
In developing the Guide, an extensive literature review was conducted, as well as key informant interviews with over 40 school and district administrators and staff who have implemented school employee wellness programs;insurance providers; and state health and education agency staff.
Additionally, the Guide was reviewed by approximately 20 education and health organizations and pilot tested in five states and one U.S. territory.

5. Why Wellness Programs for School Employees?
INCLUDES:
Information about wellness programs in the business sector
Costs of mental illnesses, occupational illnesses, and health care
Financial impact of employee wellness programs
Information about wellness programs for employees of schools
The beginning of school employee wellness programs
The benefits of school employee wellness programs
The Guide is divided into 3 primary sections. The first is titled, Why Wellness Programs for Employees of School Systems?
In this section you will find:
a few examples of the benefits of employee wellness programs in the business sector,
a review of the research on the financial impact of employee wellness programs, AND
the benefits that have been found by school employee wellness program.
Let me share just a few examples of benefits of employee wellness programs in the business sector :
a 20-minute stretching program that reduced on-the-job injuries by 50%.
an exercise program that reduce sick leave by an average of 4.8 days.
a health promotion program that included on-site physical exams, health risk appraisals, and financial incentives that reduced health care costs by 35%.
The review of the research on the financial impact of employee wellness programs, found that for every $1 spent on offering programs, an average of $3.50 was saved.

6. Why Wellness Programs for School Employees?
INCLUDES:
Information about wellness programs in the business sector
Costs of mental illnesses, occupational illnesses, and health care
Financial impact of employee wellness programs
Information about wellness programs for employees of schools
The beginning of school employee wellness programs
The benefits of school employee wellness programs
The Guide highlights 3 successful school employee wellness programs.
One is Dallas Independent School District, who implemented a 10-week program that focused on exercise and physical fitness. They found that their school employee wellness program resulted in:
Positive changes in health behaviors (people were eating healthier, being more physically active, and smoking less)
A reduction in absenteeism, and
A savings of almost $150,000 in substitute costs.
A program in a NYC school district that included information about behavioral risk factors, comprehensive screenings, and health education programs on stress management, nutrition education, etc., resulted in:
An increase in teacher morale, and
Teachers rating the school quality and climate more favorable.

7. Why Wellness Programs for School Employees?
INCLUDES:
Information about wellness programs in the business sector
Costs of mental illnesses, occupational illnesses, and health care
Financial impact of employee wellness programs
Information about wellness programs for employees of schools
The beginning of school employee wellness programs
The benefits of school employee wellness programs
One of the most successful school employee wellness programs to date, has been at the Washoe County School District in Reno, Nevada. They offered several wellness programs encouraging a healthy lifestyle.
An independent evaluation of the program found:
Higher rates (20%) of illness-related absenteeism for non participants, and
A savings of $15.60 for every $1 spent on programs, which saved the district $2.5 million in 2 years.

8. Establishing a School Employee Wellness Program
INCLUDES:
Key Principles for School Employee Wellness Programs
Integrate into the CSHP
Tailor to the health needs of participants
Start small and build a foundation
Gather support from a cross section of the school community
Nine Steps for Establishing an Employee Wellness Program
The second section is titled, Establishing a School Employee Wellness Program.
It outlines key principles for SEW programs, including:
Integrating the school employee wellness program into the coordinated school health program
Tailoring the program to the needs of the participants
Starting with a small program and building a base
Gathering support from a cross section of the school community
This section of the Guide is also where you will find the 9 Steps to Establishing a SEW program.

9. School Employee Wellness The Nine Steps
Step 1: Obtain Administrative Support.
Step 2: Identify Resources.
Step 3: Identify a Leader.
Step 4: Organize a Committee.
Step 5: Gather and Analyze Data.
Step 6: Develop a Plan.
Step 7: Implement the Plan.
Step 8: Evaluate and Adapt the Plan.
Step 9: Sustain the Program.
The Nine Steps are: READ SLIDE

10. Step 1: Obtain Administrative Support
The support of the superintendent, school board, principal and vice principal(s)
Be prepared to address this question: “How will a School Employee Wellness Program help our school (or district) achieve its primary mission?”
Gather data to make your case, such as:
Employee absenteeism,
Cost of substitutes,
Injury incidence and worker’s compensation claims,
Health care cost, and
Results of a survey on employee interests.
For Step 1: Obtain Administrative Support, the Guide identifies who to obtain support from:
the superintendent,
school board,
and the principal and vice principal at the school level.
It also suggests other powerful decision makers to seek support from, such as:
chief financial officers,
administrators of human resources, AND
managers/counselors of employee assistance programs,
The Guide also identifies what types of data should be gathered and shared to help gain administrative support, some of which are listed on this slide.

11. Benefits of Employee Wellness Programs
Lower health care and insurance costs
Decreased absenteeism
Increased productivity
Increased employee retention and morale
Fewer work-related injuries
Fewer worker compensation and disability claims
Prospective employees more easily attracted
Image in the community more positive
Increased motivation to practice healthy behaviors
Employees become healthy role models for students
Here is a list of the benefits of school employee wellness programs identified in the research, that can help you answer the question, “How will a School Employee Wellness Program help our school (or district) achieve its primary mission?”.
READ SLIDE

12. Step 2: Identify Resources
Resources required include:
Qualified personnel
Space
Equipment and supplies
Resources may already be available:
In your school or district, or
Through partnerships with agencies and organizations in the community.
For Step 2: Identify Resources, the Guide identifies three kinds of resources you will need to support a school employee wellness program. They include qualified personnel, space for programming, and equipment and supplies.
Schools and districts already have qualified staff who can help implement a school employee wellness program. They include health educators, school nurses, physical education teachers, nutritional professionals, etc.
However, community partners can be very important in establishing and sustaining a school employee wellness program. Community partners include:
Local health departments
Hospitals
Voluntary Health Organization, like the American Cancer Society, American Heart Association, American Lung Association, and the American Red Cross
Local Businesses
The Media
Health Insurance Companies
Universities, etc.
The Guide also discusses possible funding sources including, charging a small fee for programs, and/or seeking federal, state, and/or private funding.

13. Step 3: Identify a Leader
“Coordinators are the soul of the program.”
– Robin Atwood, University of Texas, Austin
Essential skills for a leader include writing, organizational management, marketing, and budgeting.
Leaders should be pro-active, visibly involved at all times, and promote the program at every possible opportunity.
For Step 3: Identify a Leader, the Guide includes:
Suggestions for who might fulfill this role,
A list of the skills a leader should have, AND
A list of leader responsibilities.
The leader should be someone with a commitment to health, such as a health educator, physical educator, nurse, psychologist, counselor, or other member of the school staff, or a district school health coordinator.
READ 1st and 2nd BULLETS

14. Step 4: Organize a Committee
“One person can do only so much. A team of people who are good motivators champion the program and get people involved.”
– Michelle Burke, School Health Coordinator, Hudson Falls Central School District, NY
Possible Committee Members Include:
Representatives of employees the program will affect
Representatives of the other components of the CSHP
Administrator who has access to the superintendent
Managers of human resources, EAPs, workers’ compensation, legal, risk management and facilities
Representatives of community resources
For Step 4: Organize a Committee, the Guide:
Identifies existing committees or groups that might already exist and be a natural fit for SEW, such as a health insurance advisory committee, a group responsible for school employee benefits, a district school health council, or an existing school employee wellness committee.
Identifies who should be recruited to be part of the committee (READ SLIDE), AND
Expectations of committee members.

15. Step 5: Gather and Analyze Data
A needs assessment provides key data to develop support for and plan a program
Current health-related costs
Status of School Employee Wellness Program
Interests of school employees
This data will provide a baseline for monitoring, evaluating and adapting the program over time.
Data should be collected periodically to inform program changes.
For Step 5: Gather and Analyze Data, the Guide identifies the types of data that should be gathered to develop support for and plan a school employee wellness program, including:
Baseline data to determine health-related costs and risks
Status of school employee wellness activities, AND
Interests of school employees
READ 2nd & 3rd BULLETS

16. Step 6: Develop a Plan
A well-written plan spells out why, how, when and by whom activities will be accomplished.
A plan should include:
A mission statement
Goals
Measurable objectives
Activities
Timelines
Designated responsibilities
Identified resources
Budget
Evaluation plan
For Step 6: Develop a Plan, the Guide discusses what a well-written plan includes, such as why, how, when and by whom activities will be accomplished. Specifically the plan should include:
A mission statement
Goals
Measurable objectives
Activities to meet objectives
A budget, AND
An evaluation plan.
Step 6 also includes information about culturally competent planning.

17. Step 7: Implement the Plan
“Baby steps are what you have to take. You’d like to see 100 people but only 10 show up. Be patient and unafraid to try new things.”
– Sherrie Yarbro, School Health Coordinator, Tipton County Schools, TN
Initial Activities to Consider:
Offering health screenings
Taking a team to a wellness conference
Introducing one or two activities only
Offering health-related sessions as part of staff development
Offering activities based on monthly themes
Organizing a health fair
For Step 7: Implement a Plan, the Guide suggests activities to consider when launching a SEW program, such as:
Offering health screenings
Taking a team to a wellness conference
Offering health-related sessions as part of staff development
Establishing a yearly cycle of activities based on a monthly theme, AND
Organizing a health fair

18. Step 8: Evaluate and Adapt the Program
Evaluations help identify how well objectives are being met, determine the effects of the program and identify ways to improve the program.
Formative (BEFORE): Need assessments and surveys
Process (DURING): Data on program implementation strategies and participant response
Outcome (AFTER): Measurement of program impact
READ 1st BULLET
For Step 8: Evaluate and Adapt the Program, the guide identifies three types of evaluation that are important:
Formative, which takes place before a program is implemented and includes needs assessments and surveys
Process, which takes place during the program, and collects data on program implementation strategies and participant responses
Outcome or the program’s impact, which takes place after a certain amount of time or at the conclusion of a program, and helps identify what the program impact has been. For example, did tobacco use decrease, did participants lose weight, has employee absenteeism declined, etc.

19. Step 9: Sustain the Program
Continuing support of the school board and administration is crucial to program’s success.
Ideas that may help sustain support include:
Inviting administrators to attend wellness team meetings,
Presenting to the school board at least once a year, and
Developing a visual record of the program.
READ 1st BULLET
For Step 9: Sustain the Program, the Guide gives ideas that may help sustain a SEW program and maintain the support of administrations, such as:
Inviting administrators to attend SEW committee meetings
Requesting opportunities to meet with the school board
Evaluating the program and sharing results regularly, etc.
Although implementing a school employee wellness program can be complex and demanding, those who have pursued its development found that the rewards far outweighed the challenges.

20. Useful Tools Included in the Guide
Sample letter of invitation to join the wellness team
Employee wellness survey
Employee health promotion interest survey
School Employee Wellness Program checklist
Sample mission statement
Examples of national health observances
In the third section of the Guide, you will find:
READ SLIDE

21. Resources Included in the Guide
Funding Sources
Publications
In the Appendix of the Guide, you will find a list of sites that link to additional funding sources, give hints for contacting prospective funding sources, and provide assistance with proposal writing. There is also a list of publications that can be useful while implementing a school employee wellness program.

22. Go to www.schoolempwell.org to download your FREE copy today!
How to Get the Guide
Go to to download your FREE copy today!
The Guide is available at In addition to the Guide, the web site also contains:
Brief fact and tip sheets
PowerPoint presentations
Stories from the field
Useful links, and
A place to provide feedback.
At the web site you will be asked to register to obtain the guide and supporting materials, however, registering ensures that you are notified when new materials and trainings are available.

23. For More Information
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