Workplace Health Works

1
Workplace Health Works

• Seven Oaks General Hospital
• Workplace Wellness Program
• Presented by
• Sherry Mooney and Mary Lakatos
• November 19, 2003

2
Agenda

• Overview of Seven Oaks General Hospital
• Ground Work for Workplace Wellness
• Seven Step Model
• Program Development
• Success Stories
• Lessons Learned

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Seven Oaks General Hospital
4
Units
5
Programs Services

• PROGRAMS
• Medicine
• Mental Health
• Surgery
• Rehabilitation Geriatric
• Critical Care Services

• SERVICES
• Facility Services (ECS)
• Material Services
• Food Services
• Information Systems
• Health Records
• Finance
• Human Resources
• Cardio Respiratory

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Ground Work forWorkplace Wellness

• Injured Workers Program
• Prevention
• Early Treatment
• Return to Work
• Claims Management
• Staff Benefits

7
Seven Step Model

• 1. Senior Management Support
• 2. Creating a Cohesive Wellness Team
• 3. Collecting Data to Drive Your Health Efforts
• 4. Crafting a Operating Plan
• 5. Choosing Appropriate Interventions
• 6. Creating a Supportive Environment
• 7. Carefully Evaluating Outcomes

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Senior Management Support. . .

• Concentrating on Senior Management Support
• Major Initiative Must Be Actively Led By Senior
  Management
• Senior Management Role Models Are Key Factor In
  Promoting Employee Participation
• Positive Communication Dependent on Senior
  Management Commitment/Support

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. . .Senior Management Support

• What is Required of Senior Managers?
• Communication
• Commitment to the Concept
• Consultation
• Dissemination of Results

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Creating aCohesive Wellness Team

• Team Selection Important
• Workplace Wellness Team drives the efforts for
  their program/service.
• Workplace Wellness Team develops the program and
  maintains momentum.

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Collecting Data toDrive Your Health Efforts

• Organization Needs Data
• absenteeism, retention rates, medical and stress
  leaves, WCB claims, Health Risk Appraisal (HRA)
• Employee Interest Data
• simple surveys, focus groups, meetings,
  open-ended e-mail questions

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Data Collection . . .

• Health Risk Appraisal (HRA)
• A paper and pencil survey that includes
  information on
• Employee Health Status
• ex. Do you or does anyone else in your household
  have any of the following specific health
  conditions? allergies, asthma, high blood
  pressure, diabetes, etc.

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Crafting an Operating Plan

• Why Have an Operating Plan?
• Elements of the Operating Plan
• Vision Statement
• Goals
• Objectives
• Implementation/Timeliness
• Marketing/Communication Plan
• Itemized Budgets
• Evaluation Plan

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ChoosingAppropriate Interventions

• Team selects interventions
• Interventions tied to Outcomes of HRA/
  Absenteeism/Injury Reports/Goals
• Team provides information on what employees want.
• Senior Management provides information on what
  employer want.
• Budget Considerations
• Latest Research

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Creating aSupportive Environment

• What Type of Environment Supports Healthy
  Lifestyles?
• Culture Audit
• Friendly Facilities
• Proactive Policies
• Reward and Recognition
• Management Role Models
• Ongoing Health Promotion
• Good Communications

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Carefully Evaluating Outcomes

• Effects on SOGH
• absenteeism, retention, medical and stress
  leaves, WCB claims, morale
• Effects of Interventions
• changes in health status (HRA) (e.g., smoking
  cessation, stress management)
• participation rates
• participant satisfaction

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Interventions Delivered

• Blood Sugar Screening
• Blood Pressure Clinic
• Massage Therapy
• Meditation Classes
• Fitness Activities

• Nutrition Class
• Social Activities
• Walking Club
• Potlucks
• Communication Survey

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Interventions Delivered

• Conflict Resolution
• Healthy Lifestyle Evaluation
• Cholesterol Screening
• Management Training
• Conflict Resolution

• Sleep Info Session
• Ergonomic Assessments
• Birthday Cakes
• Social Activities/Events
• Stress Management
• Back Health Ed

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Communication Plan

• Workplace Wellness News Bulletin Board
• Newsletters developed in each program/service
• Large Colourful Posters
• E-mail Communications
• Staff Surveys
• Presentations at Staff Meetings
• Hospital Wide Publications
• Regular Updates

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Creating aSupportive Environment

• Time for staff to participate/replacement staff.
• Time/Location of activities is important.
• Choices need to appeal to a broad range of staff.
• Communication is KEY.
• Committee development essential.
• Staff input into work schedules.
• Building enthusiasm is important.
• Focus on success - stay positive.

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. . . Success Stories. . .Heres what staff had
to say...

• Now exercise regularly
• Increased awareness motivation
• I lost 12 lbs.
• Provided support for staff
• Made me look at life as worthwhile
• Motivates me to exercise
• Now walk 2 miles at a time
• Boosted staff morale
• Made me feel important and valued
• Motivating!
• More team spirit

• Decreased stress
• Enhanced my outlook on life
• Energized my body
• Helped me get back into shape after an injury
• Staff team building
• Positive work environment
• Helped me to quit smoking
• Encouraged healthier ways to work in a stressful
  environment
• Fun!

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. . . Success Stories

• Intervention Outcomes
• Blood Sugar Screening
• Blood Pressure Clinic
• Walking Clubs 45,000
• Anemia Clinic
• Staff Luncheons - 75 - 95 of staff attended.
• Team participation

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Success Stories

• Smoking Cessation Program
• Staff Pilot
• Community Program
• In-Patient Program
• Program Expansion Other Facilities

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Lessons Learned . . .

• Senior Management support is critical.
• Effective Team selection is KEY.
• Involve unions early in the process.
• Momentum requires commitment/coordination.
• Workplace Wellness Activities do not have to be
  costly.
• Staff Health Promotion is a central value of the
  organization.

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. . . Lessons Learned. . .

• Staff appreciates program/process.
• Limit goals to what is achievable.
• Dual Approach of individual health/culture change
  is most effective.
• Focus on those who do participate.
• Replacement of staff is important to enable team
  participation.
• Stay positive!

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. . . Lessons Learned

• Unions support concept if not all details
• Pulling pieces together
• EAP/Union/Benefits/Disability/Management/Health
  Safety
• Equality of team everyone contributes
• Do programs for numbers vs. individuals
• Employers feel valued with financial commitments