Posted by Employee Wellness | Posted in Employee Wellness Survey | Posted on 01-11-2008
Evaluation of successful Employee Health Promotion Programs has revealed several key Employee Health Promotion Program strategies to increase Employee Health Promotion Program effectiveness and impact overall Soldier health.
Strategy #5: Using a small number of targeted priorities maintains Employee Health Promotion Program focus.
• Needs assessment data can be used to identify leading health needs and also high risk populations.
• Choosing a handful of specific health needs on which to focus will maximize efficient use of resources.
• Keeping the Employee Health Promotion Program focus small will avoid duplication of other ongoing installation Employee Health Promotion Programs.
Strategy #6: Use standardized processes whenever possible.
Reduce the amount of variation within your Employee Health Promotion Programs by standardizing all the processes needed for Employee Health Promotion Program planning and implementation. By way of example:
• Use the same spreadsheet format for data collection so that the columns are in the same order. This way you can compare information more easily.
• Reuse the same forms for enrollment and attendance. Change the heading as needed.
• Look at other Wellness Programming processes (like registration, evaluation, marketing, etc.). What parts of those processes can be standardized?
• The Wellness and Prevention Initiatives website (http://chppmwww. apgea.army.mil/dhpw/Population/HPPiFunction.aspx) has many standardized Employee Health Promotion Program resources in a variety of topic areas.
Strategy #7: Employee Health Promotion Program delivery methods should be flexible and adapted to population needs.
• Delivery of products and services may depend on: unit needs, training requirements, other scheduling considerations (such as work/duty schedules, school scheduling, etc.), participant preference, and/or availability of staff or space.
• Be flexible: the same produce/service delivery methods may not work for every population.
• Some units may want services provided to them as close as possible to the unit location; other units may prefer as many services as possible bundled together at once (regardless of location).
• Take Wellness and preventive medicine beyond the walls of the organization in order to meet leadership and worker needs. Answer the question: “How can we best help leadership and Employees to fulfill their mission?”
