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Organizational Support

Org-Support-frozen

Integrating health into the way the organization operates, thinks, and acts requires sustained effort on a number of fronts. It involves leaders practicing healthy behaviors; implementing health promoting policies and practices; allocating sufficient resources for programs to be sustained over long periods; and involving all employees in building and maintaining a wellness program.

Smart employers recognize that human behavior is influenced by a combination of both individual characteristics and the entire ecological system surrounding that individual, so they take steps to address both individual and environmental factors.1

Best Resources

(3 pts on CDC Scorecard)

Employee Health Risk Appraisals (HRAs)

Conduct employee health risk appraisals (HRAs) or health assessments (HAs) and provide
individual feedback plus health education resources for follow-up action.

  • Health Risk Appraisals at the Worksite: make informed decisions about if, why, when, and how to use Health Risk Appraisals (HRA) for employee populations (National Business Coalition on Health)
  • Quality of Worklife Questionnaire (National Institute for Occupational Safety and Health)
  • CDC Employee Health Assessment (CDC National Healthy Worksite Program)

Tailored Health Promotion Communications

Use tailored health promotion communications to ensure that they are accessible and appealing to employees of different ages, genders, education levels, job categories, cultures, languages, or literacy levels.

  • A Planner’s Guide: Making Health Communications Programs Work (National Cancer Institute)

Work-life Balance Programming and Resources

Provide work-life balance programming and resources (examples: providing resources related to elder care, child
care, tuition reimbursement or financial counseling).

Better Resources

(2 pts on CDC Scorecard)

Organizational Commitment and Support

Demonstrate organizational commitment and support of worksite health promotion at all levels of management.

  • Planning/Workplace Governance (Center for Disease Control and Prevention)
  • SafeWell Practice Guidelines: An Integrated Approach to Worker Health (Harvard School of Public Health)

SMART Strategic Plan

Have a strategic plan that includes goals and measurable organizational objectives for the health promotion program.

  • Workplace Health Improvement Plan (Center for Disease Control and Prevention)

Annual Budget or Dedicated Funding

Have an annual budget or receive dedicated funding for health promotion programs.

  • The ROI of Health and Well-Being (National Academy of Medicine)

Health Promotion Committee

Have an active and diverse health promotion committee.

Health Promotion Coordinator (Paid)

Have a paid health promotion coordinator whose job (either part-time or full-time) is to manage the worksite health promotion program.

Ongoing Evaluation

Conduct ongoing evaluations of health promotion programming that use multiple data sources to inform decision-making.

Promotion and Marketing

Promote and market health promotion programs to employees.

Employee Champion(s)

Have an employee champion or network of champions who actively publicize health promotion programs.

Incentivize Participation

Use and combine incentives with other strategies to increase participation in health promotion programs.

Individual or Team Challenges

Use individual or team competitions or challenges in combination with additional interventions to support employees making behavior changes.

Employee Assistance Program (EAP)

Provide an employee assistance program (EAP).

  • Business Case for EAPs (U.S. Office of Personal Management)
  • The Value of Employee Assistance Programs (The Employee Assistance Trade Association)

Flexible Work Scheduling Policy

Provide and support flexible work scheduling policies.

  • Leveraging Workplace Flexibility for Engagement and Productivity (Society for Human Resource Management)
  • When Work Works: Workflex Guides and Tools ( Society for Human Resource Management, Families and Work Institute)

Collaboration with Occupational Health and Safety

Coordinate programs for occupational health and safety with programs for health promotion and wellness.

Good Resources

(1 pt on CDC Scorecard)

Business Objectives, Core Values, or Organizational Mission Statement

Include references to improving or maintaining employee health and safety in the business objectives, core values, or organizational mission statement.

Employee Needs and Interest Survey

Conduct an employee needs and interest survey for planning health promotion activities.

  • Sample Health Survey (Maricopa County Department of Public Health)
  • Health Interests Survey (Welcoa)
  • Wellness Leadership Survey (Welcoa)

Employee Volunteerism

Promote and support employee volunteerism.

  • HandsOn Greater Phoenix: We Coordinate and Execute All Aspects of Company Volunteer Projects (HandsOn Connect)
  • VolunteerMatch: Search Millions of Vetted Volunteer Opportunities to Make a Difference (VolunteerMatch)
  • Arizona State Parks & Trails Volunteering (AZ State Parks & Trails)
  • Serve Your Community: Find a Volunteer Opportunity (National & Community Service)

Healthy Building Design

Provide a working environment that features healthy building design principles.

  • The 9 Foundations of a Healthy Building (Harvard School of Public Health and ForHealth)

Wellness Programs Accessible to All Employees

Extend access to key components of the program to all workers, including hard to reach workers.

Health Care Consumerism Education

Implement educational programming to improve health care consumerism.

Family Members Access

Make some or all company-specific health promotion programs available to family members.

Paid Time Off

Offer all benefits-eligible employees paid time off for days or hours absent due to illness, vacation, or other personal reasons (including family illness or bereavement).

  • Proposition 206: Fair Wages and Healthy Families Act FAQs (Industrial Commission of Arizona)
  • Time Off and Vacation Usage and National Plan for Vacation Day (U.S. Travel Association)
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About the Healthy Arizona Worksite Program

The Healthy Arizona Worksites Program (HAWP) is a statewide program that provides Arizona employers with training, technical assistance, tools, and resources to design, implement, and evaluate worksite wellness initiatives. HAWP also works to create linkages between Arizona businesses engaging in healthy worksite efforts so they can learn from each other and share experiences.

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