Or, arrange for low-fat potlucks stimulating staff to bring and share their favorite low fat or healthy dishes.

Considerations –

• Be sure the selections actually taste good.

• Provide a “fact sheet” with the names and price of the various products to assist participants when they want to buy these products from the grocery store.

• Provide other written information on good nutrition for any interested participants to take. Make use of web sites and other resources listed in the Resource Section after this guide.

• Give small tasting spoons or wooden ice cream tasters.

• It does not take much of each item to give participants a taste of the food or dish. It is not necessary to purchase enough, or bring enough, food to provide a meal.

• Make sure to set up the tasting room after lunch so participants can go in on their own and sample.

• Watch for overly sugary items…sometimes low fat means high sugar – so make sure to check the label.

• Typical buys for a worksite sampling could include –  two boxes of low fat crackers, a package of low fat cheese, a box of low fat cookies, two or three low fat spreads like hummus, low fat cream cheese, a package of honey nut or other flavored rice crackers, and one or two other low fat items.

• Put signs on the table politely reminding participants that the idea is to sample, not have a meal.

• Make available a beverage like a new type of fruit juice or herbal tea.

• Workers can be asked to voluntarily submit suggestions, advice, and strategies related to particular healthful practices they have successfully implemented in their lives.

For example, ex-smokers could be asked to submit suggestions about what worked for them when they quit; then those ideas could be shared in newsletters, flyers, classes, etc.

• Topics like weight control, stress management, managing change, increasing exercise, etc. lend themselves to this development of collective wisdom sharing.

• Behavior change support groups, developed based on worker interest in making healthy change, can meet on a regular basis to share ideas, resources, support, etc. Health promotion programs can offer some help and facilitation in getting a group started.

The group then its self takes charge of keeping the group going. Periodically the health promotion program can offer to bring in a speaker or presenter on a topic relevant to the group.

Be sure to help the group establish ground rules that everyone agrees to before the group is left on its own.

• obtain resource materials;
• participate in offered medical screenings (vision, hearing, blood, cholesterol, cancer, dental, etc.);
• observe demonstrations on the use of fitness equipment;
• Attend mini-seminars on various health topics;
• get free promotional items from local businesses;
• sample healthful foods; and
• obtain information about their health benefit plan.

Some corporations feature a “health and benefit fair” which includes providers representing the various worker benefit plans (long-term disability, retirement, etc.) available to staff members through their corporation.

Considerations when coordinating a health fair –

• Establishing up a successful health fair takes extensive time. Time issues ought to be taken into account in planning and organizing such an event.  The most time eating part is typically contacting potential participants, making arrangements for their participation, confirming their participation, and setting up the day of the event.

• Sufficient space, tables and chairs must available to allow for the number of vendors invited. Some vendors may have portable displays or materials that will require additional space, access to electrical outlets, or other logistical considerations that ought to be discussed before the health fair.

• Providers will be hoping to make contact with as many persons as possible during the event. Securing their commitment to future wellness fairs requires that every effort be made to promote participation by publicizing the event, picking the appropriate venue, and offering incentives.

• When possible, locate the wellness fair in an area with heavy foot traffic.

• Ask vendors to supply free materials at their table and to make a donation to a prize drawing. Follow all company policies when soliciting donations.

• As an idea to elevate worker participation and to keep interest high, each attendee can be given a “passport”, similar to a bingo card, to be signed by each vendor.  The signed passport becomes the ticket for the prize drawings. Such drawings should take place every 15 or 30 minutes.

• Consider teaming up with neighboring corporations to stage a wellness fair. A team effort will spread out the work and maximize participation.

Ideas for a Benefits Fair –

Invite representatives from each of your staff member benefits provider groups. Ask each vendor to be prepared to answer staff member questions regarding their health promotion program. Representatives could include –

• Retirement plan representative.

• Long-term disability plan representative.

• Medical plan representative.

• Healthful Benefits representative.

• Contract cell phone representative (if applicable).

• Local savings and loan or credit union representative.

• Workers’ compensation representative.

Limited Space for a Wellness Fair – When space is limited conduct the fair at lunchtime time. Place stations in organization hallways or in individual small conference or office rooms scattered throughout the building.

Provide a map with all the stations listed. Hold a free drawing awarding a prize for whoever who goes to 75% of the stations. Use a punch card or similar method to verify.

Resources for health and benefit fairs coordination –

Assume a broad definition of “health” and reflect that by including a variety of providers and services involved with physical, mental, financial and social health.

For example, health agencies, safety companies, benefits providers, local health care facilities, recreational facilities, parks, financial planners, childcare referrals, EAP, health clubs, health food stores, library, alternative and complementary medicine providers, etc.

• Blood pressure and heart rate.

• Cholesterol (typically a finger-stick sum cholesterol test, either fasting or non-fasting).

• Blood glucose (diabetes screening).

• Height and weight.

• Percent body fat and/or BMI (BMI).

• Fitness level.

• Bone density.

• Posture assessment.

Considerations when offering worksite screenings –

• Health testings ought to be conducted by certified, and at times, certified person.

• Medical testings must be conducted in a location that allows for privacy and confidentiality.

• Time for discussion and explanation screening results ought to be permitted as part of the screening process.

• A process must be in place for referral for participants whose results are indicative of a need for further medical analysis.

• Screenings may be very costly to the overall wellness budget OR there might  be no cost to the wellness program when participants are willing to cover the cost of the assessment themselves.

For example, cholesterol and glucose testing ordinarily costs twenty to twenty-five dollars per individuals, per exam. Workers might  be willing to pay for screening in exchange for the convenience of having the screening at work.

• It generally works best to have scheduled appointments at intervals sufficient to allow time for the assessment and a brief discussion of results. As a result, a registration and scheduling process should be devised.

• Some kinds of screening, such as fitness testing, require participants to bring casual clothes in which to do the testing. Staff Members must be notified of the need to dress in a specific manner for the screening.

• To ensure high attendance at screening events, it is advisable to coordinate promotion of the event with reminders to staff members.

• Supply staff members with “screening preparation” guidelines to remind them how to prepare for the most accurate screening results.

Resources for worksite screenings –

1. Speak with a wellness consultant or health screening organization.

2. If employee participation is low for onsite Healthful Benefits screenings, or if offering additional workplace screening is an option, check with the community health or outreach department of your local hospital, health education department, occupational health department or workplace health department as to screenings they may offer.

3. Local health clubs may also have certified staff for some types of screenings, such as fitness testing or body fat assessment.

Points to Consider

Using Certified Specialists

Hire professionally certified instructors to lead fitness classes (whether on or offsite) or to run workplace lunch and learn sessions. It is also a good idea to ask the instructor for references.

When you hire instructors, be certain that your insurance protects both the instructor and your company.

Risk Management

Whether we like it or not, liability is an issue these days.

Risk management plans do not have to be complicated or expensive. for  instance, part of the plan might require that personnel complete fitness appraisals and sign statements accepting the possible risks involved in physical activity.

It compensates to be prepared. Safety and emergency policies and procedures reduce the risk of loss both to person and to your company.

Ask staff to sign a waiver when participating in both onsite and offsite activities. for liability reasons, staff must understand the risks involved in participating in the activity and understand that they are waiving their right to sue.

The worker should not be asked to sign the waiver just before the activity.  The waiver could  be invalid if workers claim that they did not fully understand the risks.

Other Safety Tips

Here is a list of some other safety tips to rememberwhen planning exercise.

Look at the environment where personnel are active –

• Sidewalks must be clear of ice and snow, away from falling debris or snow, and have clearly marked curbs and safe crosswalks.

• Stairwells must be well-lit and in good condition and have handrails and safety features, so that employees aren’t locked out of floors.

• Fitness facilities should’ve proper flooring, good ventilation, and access to water and an emergency telephone.

Make available medical screening for employees participating in activities –

• PAR-Q

• PAR-MEDX for Pregnancy

Below are some other important safety factors –

• First-aid kit and automated external defibrillator on site.

• Emergency Action Plan (EAP) in place and practised.

• Commercial grade fitness equipment (not donated, “hand me down” equipment).

• Documented equipment inspection and maintenance schedule.

• Orientation of equipment and wellness programs done by licensed expert with a exercise background.

It is Easier to be Active When…

• We know what to do and have the confidence, skills and opportunity to do it.

• It is fun. “Working out” at the fitness center does not appeal to everybody. Activities need to reflect what people  enjoy.

• Our friends, family or colleagues are active with us (or at least support us).

• We feel safe, thanks to well-lit streets or stairwells.

• Sidewalks, walking/bicycling trails, parks and fitness clubs are nearby.

• We’ve money to pay for equipment, instruction or memberships.

• We can walk, bicycle or take public transit to work.

• Active choices like taking the stairs, having stretch breaks at meetings and going outside at lunchtime are “normal” in the worksite.

• Managers support and recognize employee efforts. Better yet, they participate.

• We can juggle our work hours to fit in physical activity.

Think about how you might develop some of these conditions in your worksite. By taking these steps, you will make it more likely that staff members both want and can easily be active during the workday.

Workplace physical activity programs that focus only on individuals have limited success. Research shows that reaching people  in various ways gives the best chance of long-term success.

A strategy directed at multiple levels is also called an “ecological approach.”

This section describes when to use three types –  formative, process and summative examinations.

During the Developing Stage

Use formative investigations in the planning stages to ensure that your health promotion program is based on solid information. These investigations also help you to create effective and appropriate materials and procedures.

Examples of formative investigations include –

• records of senior level management commitments to the health promotion program

• employee interest surveys

• worksite environmental assessments

• pre-testing of health promotion program materials

During Your Program

A process analysis is used when the program is underway. These examinations help you –

• Track what is going well and what is not (and how to revise your wellness program)

• determine if you are reaching the workforce you want to reach

• describe the initiative to others

• monitor who’s participating in the initiative

During or After Your Program

Summative investigations happen when the initiative is already in place or completed. Use this type of investigation to measure what workforce like about the initiative and what could be improved.

All three kinds of examinations are useful.  The evaluation you choose depends on the time and financial resources you have available.

Think about why you are reviewing  and what your evaluation is going to measure.

If you’re trying to determine whether an program has been successful, see when you followed your mission statement and met your objectives and objectives.

When you don’t have a mission statement or objectives or objectives, decide with upper-level management and your staff member committee how your company will measure success.

For  instance, you can measure success by changes in –

• Physical measures (e.g., strength, flexibility, waist circumference of employees).

• Psychological measures (e.g., staff member morale, satisfaction levels, stress levels).

• Productivity measures (e.g., decrease in absenteeism rates, increased worker productivity).

Thinking About Employees

When you’re considering making improvements to the initiative, think about whether the initiative is still relevant and appropriate for personnel. Find out when there are any barriers to participation in the wellness program or to participation in physical activity during the workday.

As staff are the ones participating in the wellness program, it’s vital that you give them a chance to provide feedback on the exercise initiative.

Picking an Evaluation Method

Decide on your analysis method. Both measurable results (e.g., absenteeism rates or questionnaire responses) and descriptive results (e.g., one-on-one interviews or focus groups) may be used to evaluate.

The method you choose will depend on the time and funding available and what you want to measure.

Deciding How to Do the Evaluation

Plan when and where you will do your evaluation (and who’ll be investigated). for more information, peruse the “Kinds of Investigations” section on this website.

You might want to pilot test your evaluation (e.g., with members of the staff member committee) before sending it out to personnel.  The staff member committee may also want to evaluate the program’s planning process.

Doing the Evaluation

• Compare your results to baseline information (i.e., analysis results from before the launch of your initiative). When you don’t have this information, save your analysis results to compare with later results.

You can also look at other information you might have, such as employee satisfaction survey results.

• Analyse and share meaningful and easy-to-understand results with executive management and workforce.

• Investigation results could be used to improve the current exercise program and/or to create new health promotion programs in future.

At this point, you have

• gained support from senior level management for the Worksite Physical Activity Program

• formed an staff member committee

• evaluated what’s possible in your worksite

• found out what workforce want and need in a Workplace Exercise Program.

Based on this information, you are now ready to create your action plan to increase exercise at your workplace.

With the employee committee, take the following steps.

• Combine the results of the worker survey with the workplace environmental assessment, and report to upper-level management and employees.

• Prioritize the possibilities at each of the “levels” (individual, social, organizational, community, policy) in the worksite listed in “Keys to Success”. for  instance, suppose a large group of staff show an interest in biking to work.

Since these people  may want to shower and change after their commute each day, you may give showers and changing facilities priority in your worksite. Bicycle racks could also be important for making employees’ bicycles secure during the workday.

• Consult the list of practical suggestions found this website.

• Create a mission statement (one which aligns with your company’s overall mission statement) to define your purpose and help guide your process. Establishing goals and goals will help you reachyour mission statement.

• Put together a plan or blueprint addressing what you have learned. Make wellness program and activity recommendations with timelines, identify resources and assign responsibilities. Revisit the list of tasks outlined in “Step 2 –  Forming an Staff Member Committee.” Seek upper-level management approval to move ahead.

• Once your program is in place, it is imperative that you promote it to personnel. Organizing a launch is a good way to do this. A formal launch also demonstrates upper-level management commitment. If personnel do not know about the program, they can’t take advantage of it!

• Decide what you need to track to show that you have reached your goals. Measure these factors before you begin. This way, when you evaluate later, you’ll know if there has been a change.

The Employee Interest Survey

Ask workers questions that allow you to assess such key characteristics as age, gender, social relationships, family responsibilities and current exercise participation.

It is vital that you know this information so that your physical activity initiative meets employees’ needs. Staff Members aren’t going to take part in something they’re not interested in.

Ask staff what they want, and then implement changes that fit with their needs and working conditions. for example, staff might not want to do activities that make them sweat, because they don’t want to shower at work.

Ask employees what the company could do to make it easier for them to be more physically active during the workday. If there’s a common trend throughout your company, a single change could affect a lot of individuals .

For  instance, suppose a large group shows interest in bicycling to work. They could want to shower and change after their commute. You could give priority to installing worksite showers and changing facilities. Secure bicycle storage could  be important as well.

If you are launching a wellness program that requires going outside, begin in the spring. By the time winter comes around, participation is already a habit.

Involving workforce is key to increasing exercise participation rates. Individuals  are more willing to take part in and support exercise programs when they’re involved in decision making.

The following tips will help you produce your own employee interest survey –

• Keep it short (no longer than 10 minutes to complete).

• Let staff know why you are doing the survey.

• Rather than using all open-ended questions, which can be long and difficult to analyze, ask people  to choose from a drop-down list of possible responses.

• Ask for comments and suggestions in one open-ended question at the end.

• Make it confidential and anonymous. Don’t request information that may identify a person.

• When you are including a list of potential health promotion programs or environmental changes, make certain your workplace has the facilities and resources to offer them.