Presentation on theme: "Healthy Employees Create a Healthy Library"— Presentation transcript:
1 Healthy Employees Create a Healthy Library Workplace Wellness is Worth Checking OutLeslie HartleyAdult Services Manager
2 Chillicothe and Ross County Public Library Main Branch is a Carnegie library built in 19066 other branches throughout the countyWe have 48 staff membersCounty population of 77,000We have 29,000 card holdersWe circulated 572,232 items in 2013
3 Chillicothe and Ross County Public Library Began our wellness program in 2009Received a Healthy Ohio Worksite Wellness Award 5 years in a row.Received a Psychologically Healthy Workplace Award in 2011.
4 Agenda Identifying the Need for Worksite Wellness Programs Benefits of Worksite Wellness ProgramsEstablishing a Wellness CommitteeAssess Employee Needs and InterestsDesigning a Wellness Program – Develop Mission Statement, Goals and Objectives and Wellness BudgetImplement the Wellness ProgramSelecting Wellness Program IncentivesEvaluate the Success of the Wellness Program
5 Worksite Wellness defined Workplace wellness is any workplace health promotion activity or organizational policy designed to support healthy behavior in the workplace and to improve health outcomes.
6 Identifying the NeedObesity has been linked to numerous chronic diseases including cardiovascular disease, hypertension, dyslipidemia, type 2 diabetes, stroke, osteoarthritis and some cancersEach year obesity contributes to an estimated 112,000 preventable deaths.Many workplaces are now sedentary settings and often provide easy access to energy-dense food and beverages.As a result, workplaces are contributing to the obesity epidemic.
7 Cost to EmployersObesity drives up costs for employers and is associated with increased absenteeism, disability, injury and healthcare claims.In 2000 the health costs of overweight and obesity in the US were estimated at $117 billion.Being overweight increases yearly per person health care costs by $125, while obesity increases costs by $395.
8 Cost to EmployersA survey of North Carolina Department of Health and Human Services employees found that approximately 70 cents of every healthcare dollar was spent to treat employees who had one or more chronic conditions, two thirds of which can be attributed to three major lifestyle risk factors: physical inactivity, poor diet, and tobacco useObese employees spend 77% more on medications than non-obese employees and 72% of those medical claims are for conditions that are preventable.
9 Benefits of a Wellness Program Decreased healthcare costsLower short term sick leaveIncreased performance and productivityHigher employee morale
10 Getting Support from the Start Is there support from the Library Board and from Administration?Are managers willing to participate in worksite wellness programs and encourage others to do so?What do they see as the benefits of worksite wellness programs for employees and the organization?What kinds of worksite wellness activities are they willing to allow?
11 The Wellness Committee Employee involvement is vital to the success of any wellness program. The wellness committee should include: Employees from a variety of departments and job classifications Potential participants A member of Administration
12 The Wellness Committee The wellness committee serves several functions.Its an employee-driven advisory board encourages “buy-in” from both management and potential program participants.A representative planning committee will help assure that the program is responsive to the needs of all potential participants.The committee can be responsible for carrying out or overseeing the rest of the steps in the planning process.
13 Employee Needs and Interests Since worksite wellness programs are for employees, it’s a good idea to find out from them what approaches have the greatest chance of success. A simple survey made up of 10 or 12 questions can provide valuable information. For example:Discover how employees want to receive program information.What health components are they most interested in addressing and how?What types of groups might employees be most inclined to joinDo any employees have expertise that may be useful to the program?
14 Designing the ProgramIt is important to think about what you hope to accomplish and who will do what, when and how.Develop a mission statement and vision statement that list the overarching values that drive the venture and the ultimate goals or accomplishments that the project will strive to achieve.Set goals that have one or more objectives established to ensure that the goal will be successfully accomplished.
15 Mission:To create and sustain a healthy organizational culture that promotes good nutrition, physical activity, and encourages preventative medical care.Vision:To encourage positive lifestyle choices that enhances our employees’ personal and professional productivity, and improves physical, mental and emotional well-being. Strategic Priorities:Continue to adopt organizational policies that promote wellnessDevelop and build sustainability into the wellness program to keep employees engaged and challengedContain health care costs, reduce absenteeism, and improve morale and productivityCommittee Members:Nick Tepe - DirectorLeslie Hartley – Adult Services ManagerRick Edler – Facilities ManagerDebbie Nunziato – Community Relations ManagerTammy Newlun – Clerk Main LibraryCathy Carroll – Technical Processing ClerkLaura Kruger – Clerk Northside BranchMissy Exline – Technical Processing ClerkGoals for 2013:Offer lunch and learn programs for staff that focus on heart health and good nutrition.Offer fitness activities focusing on reducing stressOffer health screenings that cover cholesterol, blood pressure, blood glucose, BMI, and skin cancer.Continue to register staff for first aid training.Promote employee participation in health challenges, and community fitness events.
16 Wellness BudgetAn accurate and comprehensive wellness budget will allow the committee to better compare program costs and outcomes during the program evaluation.Employee cost-sharing for specific activities is also an option.Keep in mind that programs with moderate costs are more likely to demonstrate cost-savings.Research the availability of grantsFind ways to partner with other community organizations
17 Put Your Plan Into Action This is the fun part!
18 Put Your Plan Into Action Use survey results to plan activitiesAdd wellness activities to staff meetings and in- service daysAlternate programs between physical activity, nutrition and emotional wellnessMessages should be repeated and themes reoccur
19 Examples of Programs Lunch and learns Chair Massages Walking ChallengesRecipe ContestsErgonomic AssessmentsHealth ScreeningsInternal recognition program“Biggest Loser” ChallengesYoga Classes
20 Finding Community Partners West Virginia University ExtensionLocal Health DepartmentsLocal Hospitals and Doctor’s OfficesWorkers CompensationYMCA
21 Secure Grant Funding The money is out there Make sure at least one wellness committee is comfortable writing grantsSome sources might include: LSTA, Bureau of Workers Compensation, National Network of Libraries of Medicine
22 Change the Organization Make sure organizational policies and practices match the wellness messages.Smoke free campusHealthy food offerings at meetings and in-serviceHealthy vending options
23 IncentivesWellness program incentives attempt to build motivation by offering individuals external rewards for taking steps in the right direction.Don’t underestimate the power of wellness incentives to motivate people to change. The fact is that people are not intrinsically motivated to live health lives – if we were then we wouldn’t need wellness programs.Don’t be afraid to ask for donations from health insurance providers, local agencies, farmer’s markets etc. The worst they can say is no.
25 Evaluate Your SuccessPeriodically review wellness programs to determine their efficiency and effectiveness.A good wellness program evaluation looks at information to learn both how well the program is working (process measures) and whether or not it is achieving expected results (outcome measures).Pre and post program surveys can be very helpful.
26 Summary Weight reduction Improved physical fitness Increased stamina Benefits of worksite wellness programs for employees include:Weight reductionImproved physical fitnessIncreased staminaLower levels of stressIncreased well-being, self-image and self-esteemBetter nutritionBenefits of worksite wellness programs for employer include:Reduced healthcare costsDecreased rates of illness and injuriesReduced employee absenteeismImproved employee relations and moraleIncreased productivity