Corporate Wellness Blog

Information to evaluate your wellness program comes from routinely accumulated screening and follow-up data of your wellness program that look at process and outcomes of your program.

The Staff Member Medical Program has available a computerized case-management system which includes queries that allow easy assessment of process and outcome results at any point in time.

Process Evaluation

Process investigation looks at the health promotion program’s impact as seen at various points in time.

Information that is collected from the various forms that wellness personnel fill out ought to supply you with the following –

• How many personnel were screened?

• Precisely how many workers who were referred to a physician went?

• Exactly how many staff members who expressed interest in wellness programs went?

• How many workforce who were referred to wellness programs went?

• Exactly how many personnel who went to health promotion programs completed them?

• How many personnel are in follow-up caseload?

You can use this type of process evaluation to evaluate and learn about the health of your health promotion program.

Wellness Program Outcome Analysis

A central objective of the wellness program is to improve the health of staff. Information on how to judge how well your wellness program is meeting this objective is called “outcome investigation” because you are analyzing  the end results or outcome of your wellness program.

In wellness programs, goals are measured by specific (outcomes) behavior changes and reductions in health risk levels. Have personnel lowered their blood pressure? Have they lost weight? Are they exercising more? is alcohol consumption at a safe level?

For example these are the kinds of questions you are able to ask to determine if you’re reaching your objectives –  

• For employees with high blood pressure (140 / 90 or higher or on medication) at screening, what percentage have it under control (below 140 / 90) a year later?

• What is the change in average blood pressure (BP) levels among all staff members with high blood pressure (BP) 1 year after screening? Two years later?

• For workforce with high blood cholesterol levels (above 240) at screening, what percentage has decreased their cholesterol to borderline-high levels (200-239)?

• For workers with borderline-high blood cholesterol levels, what percentages have reduced their cholesterol to the desirable range (below 200)?

• What’s the change in typical cholesterol levels among all staff with high and borderline-high blood cholesterol levels 1 year after screening? Two years later?

• For employees who were overweight at screening, what percentage have lost 20 pounds or more a year later? Ten pounds or more? What is the average weight reduction?

• For workforce who were smokers at screening, what percentages have quit use of tobacco? for at least a year?

• For staff members whose level of alcohol consumption put them at-risk at screening, what percentage have quit drinking alcohol? Are consuming alcohol at levels considered safe by CDC guidelines? Have decreased their drinking, but are still at-risk?

• For staff members, what percentages are exercising at least three times a week for at least 20 minutes?

• When levels of fitness were measured, what percentages have improved fitness?

Make sure to set a regular time such as every 6 months to look at which staff members your wellness program is reaching and how effective it is at helping them reduce their health risks. Use this information to make new decisions about how to direct your wellness program efforts. Then make the change you need to improve your wellness program.

Some may feel that examination is a frill; it is not. Analysis is a necessary part of a wellness program. You will need to know what is working and what is not.

Decision-makers who fund the health promotion program need to be updated on the performance of the health promotion program. Analysis will provide you with necessary data to maintain and expand the health promotion program and convince executive management to continue to support the health promotion program.