L. Jay Thornton a & Sharon Johnson b a Department of Kinesiology and Health Science,

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1 This article was downloaded by: [ ] On: 04 April 2012, At: 11:23 Publisher: Routledge Informa Ltd Registered in England and Wales Registered Number: Registered office: Mortimer House, Mortimer Street, London W1T 3JH, UK Community College Journal of Research and Practice Publication details, including instructions for authors and subscription information: Community College Employee Wellness Programs L. Jay Thornton a & Sharon Johnson b a Department of Kinesiology and Health Science, Stephen F. Austin State University, Nacogdoches, Texas, USA b Associate VP for Student Access & Success, Texas A&M University Commerce, Commerce, Texas, USA Available online: 05 Nov 2010 To cite this article: L. Jay Thornton & Sharon Johnson (2010): Community College Employee Wellness Programs, Community College Journal of Research and Practice, 34:12, To link to this article: PLEASE SCROLL DOWN FOR ARTICLE Full terms and conditions of use: This article may be used for research, teaching, and private study purposes. Any substantial or systematic reproduction, redistribution, reselling, loan, sub-licensing, systematic supply, or distribution in any form to anyone is expressly forbidden. The publisher does not give any warranty express or implied or make any representation that the contents will be complete or accurate or up to date. The accuracy of any instructions, formulae, and drug doses should be independently verified with primary sources. The publisher shall not be liable

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3 Community College Journal of Research and Practice, 34: , 2010 Copyright # Taylor & Francis Group, LLC ISSN: print= online DOI: / COMMUNITY COLLEGE EMPLOYEE WELLNESS PROGRAMS L. Jay Thornton Department of Kinesiology and Health Science, Stephen F. Austin State University, Nacogdoches, Texas, USA Sharon Johnson Associate VP for Student Access & Success, Texas A&M University Commerce, Commerce, Texas, USA This paper describes the prevalence and characteristics of employee wellness programs in public community colleges accredited by the Southern Association of Colleges and Schools (SACS). A random sample of 250 public community colleges accredited by SACS was mailed a 46-item employee-wellness program survey. The survey solicited program information regarding funding, activities offered, program administration, participation rates, and incentives. The results indicated that the majority of the employee wellness program administrative bodies were either the health and physical education departments or wellness committees. The main coordinators of the wellness programs were either part-time directors within the institutions, wellness committees, or full-time directors within the institutions. Of the institutions surveyed, 27 out of 64 (42.2%) offered employee wellness programs. The findings indicate that the prevalence of employee wellness programs in public community colleges accredited by SACS is below previous research findings in community colleges and universities and do not meet the national health goals of employee health promotion prevalence set forth by the U.S. Department of Health and Human Services. Address correspondence to L. Jay Thornton, Stephen F. Austin State University, Department of Kinesiology and Health Science, Nacogdoches, TX thorntonlj@ sfasu.edu 966

4 Employee Wellness Programs 967 In today s modern world, the major causes of illness and mortality are chronic diseases related to lifestyle choices such as diet and physical activity (McGinnis, 1993). These preventable illnesses are estimated to make up 70% of the illnesses and accrued costs for treatment estimated at over US$75 billion (Finkelstein, Fiebelkorn, & Wang, 2004; Fries et al., 1993). The U.S. Department of Health and Human Services objectives for improving public health opportunities are expressed in the document Healthy people 2010 (U.S. Department of Health and Human Services, 2000). The two main goals of Healthy people 2010 are to increase the quality and years of healthy life and to eliminate health disparities. National objectives for the prevalence of worksites offering comprehensive health promotion programs, known as employee wellness programs, and employee participation rates have been set at 75% each by the U.S. Department of Health and Human Services. The possible benefits of employee wellness programs include increasing productivity, reducing absenteeism, containing health care costs, and improving employee health (U.S. Department of Health and Human Services, 1992). The Fannie Mae Corporation s employee wellness program offers exercise classes, free annual health screenings, walking programs, and nutrition seminars. Over a five-year period Fannie Mae, one of the largest sources of financing for home mortgages in the United States during this time, documented a reduction in the number of health high-risk employees and significant health improvements in 86% of participants who completed the program (The Health Project, 1999). Fisher and Fisher s (1995) study of participants and nonparticipants in an employee wellness program at Trenton State College in New Jersey discovered significant health benefits for those who participated in the physical activities and educational programs. Benefits were documented in body weight, high-density lipoprotein (HDL), triglycerides, and total cholesterol=hdl ratio. Benefits of participating in physical activity for all ages include decreasing the risk of developing cardiovascular disease, colon cancer, noninsulin-dependent diabetes mellitus, and depression while enhancing psychological wellbeing (U.S. Department of Health and Human Services, 1996). The financial benefit of employee wellness programs can be found in increased productivity and the reduction of absenteeism and health care costs. Over a three-year period, Elkhart General Hospital documented $340,000 savings in short term claim costs and $1.4 million in the long term for their investment in their employee wellness program (Sweeney, 2003). The Fannie Mae Corporation documented reduced number of sick leave days and health care expenses over a three-year period due to their employee wellness program (The Health Project, 1999). Participants in Fairview Health Services employee wellness

5 968 L. J. Thornton and S. Johnson program saved the corporation $403,501 over a one-year period in medical costs, had 4.4 fewer days of lost injury than nonparticipants, and saved $500,000 in workers compensation costs (The Health Project, 2003a). Two studies of Johnson & Johnson s 43,000 employees who participated in their wellness program indicated that over $38 million was saved between 1995 and 1999 from reduced medical utilization and lower administrative expenses (The Health Project, 2003b). Due to their employee wellness programs, Sabre Holdings Corporation was able to keep health care cost increases to only 1% instead of the 9% nationwide increase; and the Turner Corporation saved millions of dollars during one fiscal year (Case, 2006). Sources for funding employee wellness programs in postsecondary institutions vary. North and Munson s (1990) investigation of all four-year universities revealed that in universities with an employee wellness program, 60% were either partially or fully funded by the university. Data from Fuller s (1994) study of 122 public community colleges revealed that employee wellness program funding consisted of line item budgets (46%), general funds (38.1%), membership fees (12.7%), grant supported (4.8%), foundation funds (4.8%), and other (27%). The average amount of the wellness budget was $19, 456 in Fuller s study of community college employee wellness programs. Previous research of community college employee wellness programs focused on program characteristics and prevalence. Research of community college employee wellness programs discovered program prevalences of 49.3%, 50%, 41.2%, and 63.9%, which were all below the 75% goal of Healthy people 2010 (Allen, 1990; Fuller, 1994; Lawson, 1985; Vastine, 1984). The most predominant wellness program components in educational settings consist of physical fitness, nutritional awareness, weight control, and diet programs (Lawson, 1985; Vastine, 1983). Sivik, Butts, Moore, and Hyde s (1992) investigation of higher education employee wellness programs also discovered the predominate focus on the physical dimension of health with program offerings of aerobic dance, cycling, jogging, water exercise, weight training, drug, alcohol, eating, fitness, healthy back, high blood pressure, nutrition, smoking, stress management, weight loss, and walking programs. METHOD Participants The U.S. Department of Education Office of Postsecondary Education s (2006) internet based search engine was utilized to develop a list

6 Employee Wellness Programs 969 of 290 institutions meeting the criteria of a public two-year institution in the Southern Association of Colleges and Schools (SACS). A random sample of 250 community colleges was selected from the 290 colleges and a survey was distributed to the community college provost or person of similar position with a request to direct the survey to the wellness director or a health professional. A total of 64 institutions returned the survey for a response rate of 25.6%. The survey utilized for this study offered participants specific response choices in all questions with the option of write-in answers. The questions pertaining to the employee wellness program extracted information in the areas of program staffing, facility location, activities, incentives, participation rates, and funding. RESULTS The prevalence of employee wellness programs in community colleges accredited by SACS revealed in this study was 42.2%, 27 of the 64 responding institutions. The determination of the employment status of the wellness coordinator may indicate the institutional commitment to employee wellness. Therefore, Table 1 presents the responses of the 27 institutions who indicated the status of the wellness program coordinator. A part-time director from within the institution had the most responses (34.6%) as the coordinator for the wellness program. A full-time director and wellness committee were even in the number of responses for wellness coordinator. Three of the responding institutions did not indicate the specific employment status of the wellness coordinator. Even though a wellness coordinator may be responsible for the wellness program, in higher educational institutions program coordinators are still responsible to report to an administrative body. Table 2 presents the data collected from the 27 institutions which indicated an employee wellness program administrative body. Table 1. Wellness program coordinator Coordinator of wellness program Responses Percent Part-time director within the institution Full-time director within the institution Wellness committee Full-time director from outside agency School nurse Other

7 970 L. J. Thornton and S. Johnson Table 2. Wellness program administrative body Administrative body Responses Percent Wellness committee Health and physical education department Human resources Student affairs Nursing department Other The main administrative bodies were wellness committees (33.3%) and health and physical education departments (25.9%). The physical location of the coordination site was investigated in order to reveal further descriptive information on program emphasis. The coordination sites indicated by the 27 institutions are presented in Table 3. The physical location for the wellness program was more often the health and physical education building (37%), with the student center (18.5%) being the second most indicated location. Table 4 presents the top seven responses for activities offered in the employee wellness programs. The most prevalent activities offered by the wellness programs were walking (85.2%), nutrition awareness (74.1%), and a health fair (63%). Table 5 shows that time off during work hours to participate in the wellness program was offered in 79.2% of the programs, and 70.8% of the programs offered prize drawings as incentives to participate in the wellness program. Participation rates indicated by the participants varied in all the wellness programs. Full-time faculty participation in the different wellness programs ranged between 5% and 60%, with the majority of participation between 5% and 15%. Table 3. Wellness program coordination site Wellness program coordination site Responses Percent Health and physical education building Student center Nurses station Human resources Academic building Continuing education Other

8 Employee Wellness Programs 971 Table 4. Top seven responses for activities offered in employee wellness programs Activity offered Responses Percent Walking Nutrition awareness Health fair Health screenings Weight loss Aerobics Weight training Table 5. Participation incentives in employee wellness programs Participation incentives Responses Percent Time off during work hours Prizes and drawings Continuing education credit (CEC) College credit Eleven out of the 27 (40.74%) schools with a wellness program reported having an employee wellness budget. Only 9 of the 11 schools indicated a specific amount for their wellness budget with a mean budget amount of $4, Only one of the wellness programs indicated the use of outside funds, which were from a private foundation. A Pearson r correlation was utilized to determine if a correlation existed between the size of the institutions and the wellness Table 6. Full-Time Equivalent student enrollment (FTE) and employee wellness budget School size (FTE) Wellness budget 1,853 $10,000 2,084 $750 3,902 $2,000 4,476 $3,300 5,020 $1,500 8,297 $2,000 8,923 $2,500 14,112 $10,000 17,255 $4,500

9 972 L. J. Thornton and S. Johnson budget amounts. Pearson s correlation between institutional size (M ¼ , SD ¼ ) and the wellness budget (M ¼ , SD ¼ ) was r(7) ¼.27, p ¼.49, which indicated no significant relationship. The wellness budget amounts in relation to the full-time equivalent student enrollment of each institution are given in Table 6. CONCLUSIONS Opportunities for employees in community colleges to participate in employee wellness programs are not meeting the national goal set forth by Healthy people Of the 64 responding community colleges, 27 (42.2%) offered an employee wellness program, which is below the Healthy people 2010 goal of having 75% of all work sites offering health promotion programs. The prevalence of employee wellness programs found in this study was also below that of previous research in higher education Kostelnik (1996) 75%; Fuller (1994) 63.9%; Sivik et al. (1992) 74.3%; Lawson (1985) 50%; and Vastine (1984) 49.3%. Employee participation rates in wellness programs are also not meeting the national health goals of 75% set forth by Healthy people The majority of participation rates in the institutions revealed in this study were between 5% 15%. The trend for staffing employee wellness programs in community colleges is toward part-time directors from within the institution, and more wellness committees are being utilized to administer the program. The financial support of SACS accredited public community college employee wellness programs is below other community colleges and university funding of wellness programs and mainly comes from institutional funds. The major wellness component emphasized in the employee wellness programs in this study was the physical component. IMPLICATIONS FOR PRACTICE Community college administrators should be informed of the goals of Healthy People 2010 and encouraged to help meet the national health goals for employee wellness program prevalence and employee participation in such programs. Higher education s emphasis upon wellness programs needs to improve in order to reach more of its employees in the work place to increase the quality and years of healthy life and eliminate health disparities, which are the main goals of Healthy people Higher education in its plight to improve society might consider being one of the leaders in improving wellness of its employees

10 Employee Wellness Programs 973 and constituents. Specifically, wellness programs have the capability to improve physical health in helping with the obesity epidemic, depression, diabetes, heart disease, and other hypokinetic diseases. Higher education should take the initiative and become a leader in promoting employee responsibility for disease management by empowering its employees and constituents. Institutions may want to place a new emphasis on preventive health care measures through wellness programs instead of reactive measures to addressing health problems through medical visits. Existing educational departments in health- and exercise-science related fields should if they are not already be a part of the process to promote the existing and future wellness programs and help directors to work toward achieving the national health goals in higher educational institutions. With the improvement in overall employee wellness, a reduction in health care expenditures for higher education institutions may occur; this could increase stewardship with governmental resources for higher educational institutions. With the ever rising cost of health services and the reduction in health care funds for employees, improvement in overall well-being will help control costs by decreasing the demand for health services. A healthier population will utilize reactive health services less. With more employee responsibility emphasis on disease management, there needs to be caution about equality and discrimination in the workplace. Empowering others to be responsible and taking ownership of their health is something that must be intrinsic and cannot be forced upon them. Making positive health behaviors mandatory will defeat the purpose of wellness. Wellness programs should implement plans to help employees internalize positive health behavioral patterns. Not until unhealthy patterns are replaced with positive internalized health behaviors will people be able to change their overall well-being for the duration of their life. In today s health conscious society, prospective college employees and students may be seeking opportunities to maintain or improve their overall well-being. Higher education institutions may utilize marketing strategies to promote their wellness opportunities to attract employees and help increase student enrollment. Specifically, community colleges without employee wellness programs should be identified and encouraged to implement wellness programs in order to reverse the declining trend in employee wellness programs. The majority of community colleges have not realized the impact that employee wellness programs can have on absenteeism, productivity, health care costs, and morale, which is evident in the lack of financial resources allocated to the programs. College

11 974 L. J. Thornton and S. Johnson administrators and boards of directors may need to be updated on the benefits of employee wellness programs upon budget resources and employee benefits. Wellness program directors, committees, and administrators may also need to investigate alternative financial resources to support wellness programs in the form of funding from government grants and private foundations. Higher education and other professionals in health and physical activity might consider seeking federal grants available through the U.S. Health and Human Services grants.gov. Because of the vast number and types of grants, it would be beneficial if government agencies would increase marketing strategies and advertisement of government based grants toward the agencies and groups which can benefit from such grants. Wellness program coordinators and administrative bodies should also share in the responsibility by investigating and applying for government and private grant funds. A majority of employee wellness programs are predominately emphasizing the physical dimension of wellness, which is evident by the majority of the programs offering physical activity and nutritional awareness. Employee wellness programs should implement program offerings for all dimensions of wellness evenly: intellectual, emotional, physical, occupational, and spiritual. With the aging population of higher education faculty and staff, wellness programs should also continue offering more health screenings for cancer detection, hypertension, and heart disease. The prevalence of community college employee wellness programs in this investigation (42.2%) was below the national goal (75%) set for employee health promotion by Healthy people The major emphasis in the wellness programs was physical activity, with walking being the most popular. A part-time director from within the institution was indicated as the employee wellness coordinator in most institutions. Incentives to participate in the wellness program were mainly time off during work hours to participate and prize drawings. The majority of the participation rates by the full-time faculty in each wellness program were between 5% and 15%. Only 40.74% of the schools with a wellness program had an employee wellness budget. REFERENCES Allen, J. L. (1990). A study of community=junior college faculty health in Mississippi. Dissertation Abstracts International, 51, 3609A. Case, B. M. (2006, April 5). Fiscal fitness. The Dallas Morning News, pp. D1, D3.

12 Employee Wellness Programs 975 Finkelstein, E. A., Fiebelkorn, I. C., & Wang, G. (2004). State-level estimates of annual medical expenditures attributable to obesity [Electronic Version]. Obesity Research, 12, Fisher, S. P., & Fisher, M. M. (1995). Development, implementation, and evaluation of a health promotion program in a college setting. Journal of American College Health, 44, Fries, J. F., Koop, C. E., Beadle, C. E., Cooper, P. P., England, M. J., Greaves, R. F.,... Wright, D. (1993). Reducing health care costs by reducing the need and demand for medical services. New England Journal of Medicine, 329, Fuller, B. J. (1994). An analysis of current wellness trends on United States public community college campuses. Dissertation Abstracts International, 55, 844A. The Health Project. (1999). Fannie Mae partnership for health living program, annual report Retrieved from documentation.html The Health Project. (2003a). C. Everett Koop National Health Awards: Program evaluation summary: 2003 Koop award winner: Fairview alive Fairview health services. Retrieved from HealthServices/evaluation.html The Health Project. (2003b). C. Everett Koop National Health Awards: Program evaluation summary: 2003 Koop award winner: Johnson & Johnson health & wellness. Retrieved from 20Johnson/evaluation.html Kostelnik, R. M. (1996). The characteristics and prevalence of faculty=staff wellness programs offered at Association of American Universities and Holmes Group colleges and universities. Dissertation Abstracts International, 58, 101A. Lawson, B. R. (1985). The identification and analysis of selected wellness programs in educational institutions in the state of Texas. Dissertation Abstracts International, 46, 3610A. (UMI No ) McGinnis, J. M. (1993). Actual causes of death in the United States. Journal of the American Medical Association, 270(18), North, J. D., & Munson, J. W. (1990). Promoting faculty health and wellness. In J. Schuster, & D. Weeler (Eds.), Enhancing faculty careers: Strategies for development and renewal (pp ). San Francisco, CA: Jossey-Bass. Sivik, S. J., Butts, E. A., Moore, K. K., & Hyde, S. A. (1992). College and university wellness programs: An assessment of current trends. National Association of Student Personnel Administrators Journal, 29(2), Sweeney, K. (2003). Advocate for change: Elkhart General implements advocacy program to promote wellness among high-cost claim employees [Electronic Version]. Employee Benefit News, 17(14), 1 2. U.S. Department of Education. (2006). Search engine. Retrieved from the Office of Postsecondary Education Web site: Search.asp U.S. Department of Health and Human Services. (1992). Worksite health promotion activities National survey. Summary report. Washington, DC: U.S. Government Printing Office. ( : 83634)

13 976 L. J. Thornton and S. Johnson U.S. Department of Health and Human Services. (1996). Physical activity and health: A report of the surgeon general. Atlanta, GA: U.S. Department of Health and Human Services, Centers for Disease Control and Prevention, National Center for Chronic Disease Prevention and Health Promotion. Retrieved from U.S. Department of Health and Human Services. (2000). Healthy people 2010: Understanding and improving health (2nd ed.). Washington, DC: U.S. Government Printing Office. Retrieved from uih/2010uih.pdf Vastine, P. G. (1984). A survey of wellness programs in junior and community colleges in the United States. Dissertation Abstracts International, 45, 2008A. (UMI No )

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