9 Steps to the Comprehensive Workplace Model

Step 1: Establish Commitment Between the Workplace and the Community Heart Health Network

Step 2: Conduct an Internal Social Campaign with Meaningful Results and Confidentiality

The program encourages strong employee participation. The greater the participation, the better the results. It is important to explain to participants at this time that information and results are kept strictly confidential. The data is analyzed by the Centre for Families, Work & Well-Being and are not shared with management. Staff should be encouraged to participate by explaining the benefits to them, not to the company.

Step 3: Establish an Internal Workplace Committee

• Senior Management Representative
• Union Representative
• Staff Members
• Health and Safety Committee

Appoint a Champion - This person is to ensure the program is followed through. This can be one of the above people or someone different. A sound approach is achieved through the commitment and support of senior management. This results in the reinforcement of the program to allow for the changes necessary for improvement.

Step 4: Conduct The Survey

All employees should complete the survey. The following issues are addressed:

• Employee support for organizational values, mission statement and vision
• Intention to Turnover
• Workload, Work interference with personal life, physical work environment
• Caregiving responsibilities, life interference with work, stressful life events
• Self-Evaluation of Health
• Lifestyle Factors (nutrition, exercise, sleep, smoking)
• Life Satisfaction
• Job Satisfaction

This web-based survey is important to help evaluate the needs, attitudes and preferences of each employee as they relate to the workplace. Studies have found the survey to be easy-to-perform and popular with employees.

Step 5: Individual and Corporate Health Profiles

Studies have found that employees show an increase in motivation to make positive behaviour changes when presented with their personalized profiles. These profiles make recommendations for the reduction of health risks for the purpose of promoting desirable changes in lifestyle behaviours. Each employee receives individualized feedback that is directly linked on-line to available resources. The corporate profile identifies the areas that are working well and suggested areas of improvement with key recommendations. The report is and is presented to senior management and the workplace wellness committee.

Step 6: Strategic Plan
Policies and Procedures
Programs and Activities

It is important to state that the corporate health plan is developed by the internal workplace health committee based on the results of the employee survey. At this time, financial resources may need to be allocated to implement programs or activities. Short-term and long-term objectives identified within the plan should be communicated and discussed throughout the organization.

Step 7: Corporate Health Plan Implementation

Methods are put in place to help provide on-going input into the corporate health plan. These methods are aligned with human resource development strategies. Any barriers that could restrict the development and reinforcement of a healthy workplace are identified at this time and addressed.

Step 8: Review of Progress - An Annual Health Report Communication Tool Evaluation Tool

The report helps to measure employee satisfaction and morale as well as recognizing employee's achievements. The distribution of the report within the workplace helps to communicate the progress on both personal (if applicable) and organizational goals. This report is a valuable part of the plan.

Step 9: Evaluation

On-going evaluation is important for the program to continue to achieve positive results. Evaluation of the workplace program determines the strengths and opportunities for improvement. This allows management to personally reinforce a healthy workplace plan throughout the organization.

• Employee Turnover
• Accident Rates
• Prescription use, number of sick days and STD (short-term disability) used
• Utilization of Wellness Programs
• Health Behaviour Changes
• Policy Changes

The Community Heart Health Network has experience working with the human service industry and manufacturing sector. With research facilities at the University of Guelph, The Centre for Families, Work & Well-Being and the Community Heart Health Network has centralized access to services, programs and materials. This combined knowledge and expertise makes the Community Heart Health Network pioneers in Workplace Wellness programs.

For more information on the development and implementation of a Workplace Wellness Program please contact:
Karen Armstrong, M.A. D.P.H.
Heart Health Coordinator Wellington-Dufferin-Guelph Public Health
71 Broadway, Orangeville.
ON L9W 1K1
Phone: (519) 941-0760 x2507
Fax: (519) 941-1600