crafting wellness operating plan - kennebec...
TRANSCRIPT
Prepare to Plan
• Set aside time for PLANNING
• Separate time- not part of another meeting
• Create agendas for planning meetings/time, even if it will just be
you.
Vision Statement
• States the goals for your program
• Sums up what the future of your program holds
• Can be as detailed or general as you want
• Simple is often better
• A solid vision statement will help you frame the rest of your plan
Vision Statement (cont.)
• If you are able to link it to your company mission statement that can
be powerful
• Leadership Support
Needs And Interest Survey
• What do employees want? Ask them!
• Make sure you do not offer anything you are not able to provide!
Goals and measurable Objectives
•Specific
•Measurable
•Achievable
•Relevant
•Time Based
Goals (continued)
• Goals will directly depend on program design
• Behavior change vs. Awareness
Vs.
What should your goals be?
• Your broker and/or wellness vendor can help identify areas to focus
on
• Once screening data is available it is valuable tool to help focus
goals
Timeline for implementation
• Must be very specific
• Set actual dates
• Make sure the timeline goals are achievable
• Revisit your timeline frequently
• “Minutes” type format is very effective
Date Task Who Goal Result
January 2014 Select a
wellness
vendor to
conduct
screening
Wellness team Find a
company that
will partner
with us and
further our
wellness
efforts
Contracted
with Employee
Health
Solutions
Setting Roles and Responsibilities • Identify who is responsible for what
• Spread responsibilities among team members
• Take individual strengths and weaknesses into account
Roles and Responsibilities
• Identify one person to coordinate others
• Must be able to hold people’s feet to the fire nicely and consistently
• Must have time to do these duties!
• Must be extremely organized
• Can be two people
Crafting a wellness budget
• Itemize everything
• Use your timeline as a guide
• Include all costs
• Biometrics Screening, HRA, printing, classes, coaching, incentives,
prizes
• Also things like staff time, meeting times
• Budgetary obstacles may cause you to revise goals and vice versa
Incentive Plan design will affect budget
numbers
Budget Strategies • Itemized for the year
• New programs may have to budget on a case by case basis (wait and
see)
• If so, make sure you identify a process to get approval and set
times for this to occur
Promotion
• Marketing is very important!
• Employees should be made aware of program details, but make sure
posters, flyers, etc. are simple
• Choose communication channels that fit your population- use what
already works
Promotion (continued)
• Branding
• Use company colors/logo to stress cooperation
• Put the logo on everything!
• Identify employee concerns and address in your materials
• Cost, confidentiality, etc.
Evaluation
• Must be linked to the program’s goals
• Identify evaluation tools ahead of time
• Create mechanisms to use evaluation data
• Set realistic evaluation standards
Resources
• http://www.welcoa.org/freeresources/pdf/aaoperatingplan.
• http://www.welcoa.org/freeresources/pdf/aa_v5.4.pdf
• http://www.welcoa.org/freeresources/pdf/aa_v5.6.pdf
• http://www.welcoa.org/freeresources/pdf/the_power_of_pl
anning.pdf