Presentation on theme: "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."— Presentation transcript:
2A Valuable AssetSchool 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
3Why 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, andcontribute 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 absenteeismHealth insurance costsLost productivityDisabilityWorkers’ 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
4Introducing the GuideProvides information about School Employee Wellness ProgramsSupplies practical tools and resources to support their implementationDeveloped by the Directors of Health Promotion and Education with funding from the Centers for Disease Control and PreventionSchool 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, andCommunity 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.
5Why Wellness Programs for School Employees? INCLUDES:Information about wellness programs in the business sectorCosts of mental illnesses, occupational illnesses, and health careFinancial impact of employee wellness programsInformation about wellness programs for employees of schoolsThe beginning of school employee wellness programsThe benefits of school employee wellness programsThe 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, ANDthe 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.
6Why Wellness Programs for School Employees? INCLUDES:Information about wellness programs in the business sectorCosts of mental illnesses, occupational illnesses, and health careFinancial impact of employee wellness programsInformation about wellness programs for employees of schoolsThe beginning of school employee wellness programsThe benefits of school employee wellness programsThe 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, andA 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, andTeachers rating the school quality and climate more favorable.
7Why Wellness Programs for School Employees? INCLUDES:Information about wellness programs in the business sectorCosts of mental illnesses, occupational illnesses, and health careFinancial impact of employee wellness programsInformation about wellness programs for employees of schoolsThe beginning of school employee wellness programsThe benefits of school employee wellness programsOne 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, andA savings of $15.60 for every $1 spent on programs, which saved the district $2.5 million in 2 years.
8Establishing a School Employee Wellness Program INCLUDES:Key Principles for School Employee Wellness ProgramsIntegrate into the CSHPTailor to the health needs of participantsStart small and build a foundationGather support from a cross section of the school communityNine Steps for Establishing an Employee Wellness ProgramThe 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 programTailoring the program to the needs of the participantsStarting with a small program and building a baseGathering support from a cross section of the school communityThis section of the Guide is also where you will find the 9 Steps to Establishing a SEW program.
9School 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
10Step 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, andResults 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, ANDmanagers/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.
11Benefits of Employee Wellness Programs Lower health care and insurance costsDecreased absenteeismIncreased productivityIncreased employee retention and moraleFewer work-related injuriesFewer worker compensation and disability claimsProspective employees more easily attractedImage in the community more positiveIncreased motivation to practice healthy behaviorsEmployees become healthy role models for studentsHere 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
12Step 2: Identify Resources Resources required include:Qualified personnelSpaceEquipment and suppliesResources may already be available:In your school or district, orThrough 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 departmentsHospitalsVoluntary Health Organization, like the American Cancer Society, American Heart Association, American Lung Association, and the American Red CrossLocal BusinessesThe MediaHealth Insurance CompaniesUniversities, etc.The Guide also discusses possible funding sources including, charging a small fee for programs, and/or seeking federal, state, and/or private funding.
13Step 3: Identify a Leader “Coordinators are the soul of the program.”– Robin Atwood, University of Texas, AustinEssential 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, ANDA 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
14Step 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, NYPossible Committee Members Include:Representatives of employees the program will affectRepresentatives of the other components of the CSHPAdministrator who has access to the superintendentManagers of human resources, EAPs, workers’ compensation, legal, risk management and facilitiesRepresentatives of community resourcesFor 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), ANDExpectations of committee members.
15Step 5: Gather and Analyze Data A needs assessment provides key data to develop support for and plan a programCurrent health-related costsStatus of School Employee Wellness ProgramInterests of school employeesThis 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 risksStatus of school employee wellness activities, ANDInterests of school employeesREAD 2nd & 3rd BULLETS
16Step 6: Develop a PlanA well-written plan spells out why, how, when and by whom activities will be accomplished.A plan should include:A mission statementGoalsMeasurable objectivesActivitiesTimelinesDesignated responsibilitiesIdentified resourcesBudgetEvaluation planFor 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 statementGoalsMeasurable objectivesActivities to meet objectivesA budget, ANDAn evaluation plan.Step 6 also includes information about culturally competent planning.
17Step 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, TNInitial Activities to Consider:Offering health screeningsTaking a team to a wellness conferenceIntroducing one or two activities onlyOffering health-related sessions as part of staff developmentOffering activities based on monthly themesOrganizing a health fairFor Step 7: Implement a Plan, the Guide suggests activities to consider when launching a SEW program, such as:Offering health screeningsTaking a team to a wellness conferenceOffering health-related sessions as part of staff developmentEstablishing a yearly cycle of activities based on a monthly theme, ANDOrganizing a health fair
18Step 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 surveysProcess (DURING): Data on program implementation strategies and participant responseOutcome (AFTER): Measurement of program impactREAD 1st BULLETFor 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 surveysProcess, which takes place during the program, and collects data on program implementation strategies and participant responsesOutcome 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.
19Step 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, andDeveloping a visual record of the program.READ 1st BULLETFor 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 meetingsRequesting opportunities to meet with the school boardEvaluating 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.
20Useful Tools Included in the Guide Sample letter of invitation to join the wellness teamEmployee wellness surveyEmployee health promotion interest surveySchool Employee Wellness Program checklistSample mission statementExamples of national health observancesIn the third section of the Guide, you will find:READ SLIDE
21Resources Included in the Guide Funding SourcesPublicationsIn 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.
22Go to www.schoolempwell.org to download your FREE copy today! How to Get the GuideGo 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 sheetsPowerPoint presentationsStories from the fieldUseful links, andA 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.
23For More InformationADD CONTACT NAME AND INFORMATION HERE.