Publication of the International Association for Worksite Health Promotion. Advancing the global community of worksite health promotion practitioners

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1 Pblicatio of the Iteratioal Associatio for Worksite Health Promotio Worksite Health Advacig the global commity of worksite health promotio practitioers Volme 1, Isse 1 A Iterview with Nico Prok, PhD Nico Prok, PhD, FACSM Presidet, Iteratioal Associatio for Worksite Health Promotio WH: What is the primary missio of IAWHP ad what vale does it provide to the practitioer commity? NP: The missio of IAWHP is to advace the global commity of worksite health promotio practitioers throgh highqality iformatio, services, edcatioal activities, persoal ad professioal developmet, ad etworkig opportities. IAWHP represets a reicaratio of several orgaizatios that have evolved over the past 30+ years ad, as sch, has a logstadig history i the field of improvig health throgh worksitebased programs. This history started i 1974 with the America Associatio for Fitess Directors i Bsiess ad Idstry (AAFDBI), which morphed ito the Associatio for Fitess i Bsiess (AFB), ad fially the Associatio for Worksite Health Promotio (AWHP). Sice 2000, the America College of Sports Medicie (ACSM) has bee the home for a grop of worksite health promotio practitioers who cotied to believe that this field eeded more tha a almost exclsive focs o makig the bsiess case for worksite health promotio (WHP) to the C-Site. May of s felt that there also shold be a place where the practitioer is the cetral focs. A place where spport for implemetatio, access to resorces, ad opportities for etworkig are geared toward takig o the challeges of day-to-day implemetatios. Frthermore, we heard lod ad clear that the world had ideed become flat alog with emergig techologies, mltiatioal compaies, ad a icreasigly global workforce, a eed was idetified to address WHP from a global perspective. As IAWHP was itrodced i late 2008 as a ACSM Affiliate Society, the opportity to move ahead with a focsed ageda to spport practitioers from arod the world became real. Agai, there is a rget ad growig eed to spport the work goig o i the field, provide leadership i creatig mch-eeded resorces, traslate research fidigs ito practical soltios, ad coect practitioers with each other globally. This is the real vale that IAWHP brigs to the practitioer commity. WH: If yo had the CEOs of the Forte 500 i oe room, what wold be yor take away message i makig the bsiess case for worksite health promotio? NP: I thik the take-away message i makig the bsiess case for WHP wold have to be the otio that healthy people are at the heart of healthy compaies. A healthy compay geerates a healthy profit ad a strog retr for shareholders ad they do so by providig meaigfl employmet opportities for people ad by beig a great place to work. Whe healthy people iteract i the cotext of a healthy cltre, fctioig (i.e., prodctivity) is high ad the eed for healthcare resorces (i.e., medical costs) remais low. As sch, the bsiess case for WHP strogly coects health with bsiess performace. WH: Begiig with IAWHP s origis, specifically the AAFDBI foded i 1974, exercise has bee a core compoet specifically throgh the i-hose fitess ceter. Is this still the case? NP: Whe yo cosider health promotio to be a service applied idepedet of disease diagoses, physical activity ad exercise certaily come to mid as major compoets of a WHP program. There is o dobt that exercise is, ad always will be, a major compoet of what WHP programs offer. First ad foremost, exercise ad physical activity are cetral to healthfl livig. Frthermore, people have to participate i this behavior throghot the corse of their lives i order to optimize the beefits yo do t exercise til yo re fit ad the yo re doe. Yo have to make it a itegral part of yor life. From a compay perspective, employees who are active ad fit ted to have lower healthcare costs, retr to work from illess qicker, are more resiliet ad resistat to emotioal health cocers, ad are more prodctive tha their sedetary coterparts. As compaies are icreasigly cosiderig the prsit of a cltre of health, the osite fitess ceter becomes a atral coordiatio poit for WHP. This is especially advatageos whe sch a visible resorce exteds its services beyod fitess ad welless programmig ad becomes itegrated with other health maagemet iitiatives withi ad otside the orgaizatio. Page 3. Practitioer s Brief Pages 4 5. St. Joseph s Health System Page 6. Iteratioal Treds Page 7. Applied Research

2 A Iterview with Nico Prok, PhD cotied from page 1. WH: How importat is a credetialig program for IAWHP ad how wold it differ from existig certificatio programs? NP: Credetialig ad certificatio programs are likely to play a icreasigly importat role for practitioers as these programs represet qality of program cotet ad process. IAWHP has careflly cosidered the ladscape of sch programs ad we recogize that a few accreditatio programs exist for WHP vedor orgaizatios ad WHP professioals. However, as the WHP field is expadig, IAWHP sees a eed to provide access to a certificatio program that is robst eogh to serve a global adiece ad has a strog implemetatio process i the backgrod. To that ed, we have partered with ACSM to brig a certificatio program ito the field that will beefit from a already wellestablished, global certificatio process. WH: What do yo see as the three most sigificat treds today from a programmig perspective? NP: From my perspective, the top three emergig treds i WHP are: Social etworks ad their power of coectedess Evidece-based programmig Creatig a cltre of health It is clear that the pervasiveess of commicatio techologies that coect people to their preferred etworks of frieds, families, colleages, ad resorces eeded for daily livig reaches deep ito people s work life. The establishmet, appropriateess, ad optimal se of sch etworks for health promotig prposes represets a emergig tred that is likely to stay. Evidece-based programmig is becomig more importat as maagemet mst make bdgetary decisios from a limited resorce pool. I other words, where do we get the most bag for the bck? Yet today, we see may compaies implemet programs withot clearly defied otcomes despite a defiitive eed to demostrate their relative vale. Therefore, as practitioers, we eed to be able to recommed programmatic soltios that are ot oly groded i solid research, bt also applicable withi the work eviromet ad optimizes the ser experiece. The third tred of developig ad maitaiig a cltre of health is receivig more attetio today. Here, we see compaies aligig employee health with the bsiess goals of the orgaizatio. As sch, a cltre of health itegrates sch factors as orms, policies, beefits, WHP programs, ad evirometal spports to reiforce ad spport positive health practices. WH: Are yo optimistic that healthcare reform ad complemetary legislatio sch as the Harki Bill will expad professioal opportities ad advacemet? NP: I am qite optimistic that healthcare reform, i oe form or aother, will address WHP i a positive maer. Sice employers pay the majority of total healthcare costs, they have a iheret bsiess iterest i maagig this cost brde, as well as the associated prodctivity losses that ca be p to two-thirds greater tha direct medical expeditres. Therefore, WHP directly serves a primary stakeholder i the healthcare reform debate the employer. I believe that regardless of what the fial legislatio looks like, WHP will have to be part of the soltio i order to address skyrocketig healthcare costs. This will provide additioal opportities for or professio. WH: WHP has bee limited primarily to large orgaizatios. What eeds to be doe to egage small- to middle-size bsiesses? NP: Small- to middle-size bsiesses have less access to comprehesive WHP programs ad whe they do provide access, they ted to offer fewer services as part of their program. I believe that key opportities to stimlate smaller compaies to offer these programs reside i partership approaches with the israce brokers ad health plas, poolig of poplatios by creatig employer coalitios for WHP program prposes, ad parterships with commity-based orgaizatios. However, mch of this also relates to the policy ladscape i terms of what is possible, allowed, stimlated, ad sesible. WH: As a iteratioal orgaizatio, are there ay differeces betwee WHP withi the U.S. ad i other cotries sch as those withi the Eropea Uio (E.U.)? NP: Whe comparig the WHP approach i the U.S. to, for example, the E.U., I thik a cople of differeces become clear. First, WHP withi the U.S. is costatly asked to address healthcare costs for employers de to the healthcare israce system beig sch a major cost for employers. As a reslt, there is mch less focs o other, more idirect costs to the employer, sch as prodctivity losses de to abseteeism, preseteeism, ad trover costs, amog others. Secodly, i the E.U. there is a more defied recogitio of the vale of itegratio of WHP with occpatioal health. This is a importat emergig tred i the U.S., probably spported by the focs o creatig cltres of health. However, the itegratio of WHP with occpatioal health ad safety is a importat tred that is spported by a icreasig body of research. A major beefit of IAWHP is the opportity to create a dialoge amog practitioers, researchers, ad other stakeholders who hail from may differet cotries that will allow for the best form all over the globe to be sed to move the field forward. 2 Worksite Health: Volme 1, Isse 1

3 Practitioer s Brief Qality Improvemet Eqals Health Improvemet Usig Sccessfl Bsiess Strategies for Health Promotio Craig M. Becker, PhD Mary A. Glascoff, MSN, EdD W. Edward Demig, best kow for his cotribtios to the sciece of qality improvemet after World War II ad the award amed i his hoor, developed a series of processes that ot oly applied to mafactrig, bt also has bee sed i other disciplies sch as edcatio, cstomer service, ad healthcare. Demig advocated bsiess practices that focsed first o qality improvemet at a lower cost rather tha jst redcig defects. Withi his model, Demig emphasized the iterdepedecy of processes (systematic thikig) to achieve qality goals. Here, health improvemet is aliged with qality improvemet (primary focs) whereas risk redctio ad disease prevetio iitiatives are associated with redcig defects (secodary focs). Two importat fodatios of his thikig are fod i his System of Profod Kowledge ad 14 Poits show below. Demig s System of Profod Kowledge Appreciatio of a System: Ackowledgig the atre of the orgaizatio as a system with iterdepedet parts, ot idepedet parts. For example, ackowledgig that the health of the employee is iterdepedet with the total health ad prodctivity of the orgaizatio. Kowledge of Variatio: Usig statistical methods to explai ad derstad variatio i otcomes, whether they are prodcts or services. Uderstadig variatio helps improve processes ad otcomes. Theory of Kowledge: Usig existig theory to develop ew kowledge for better otcomes. Kowledge of Psychology: Uderstadig what works most effectively regardig hma motivatio. Poits 1. Create a costacy of prpose 2. Adopt a ew philosophy 3. Cease depedece o ispectio 4. Ed practice of rewardig by price Demig s 14-Poit Model Health Promotio applicatios Facilitate growth ad health by focsig o health improvemet, ot jst disease prevetio/risk redctio (e.g., icreasig the percetage of healthy, low-risk employees). Use saltogeesis, the process of doig what creates health alog with pathogeesis, the process of avoidig what cases disease. Focs more o improvemet processes (e.g., lifestyle practices) ad their adoptio tha health screes to facilitate health. Make decisios based o meaigfl measres of qality ad vale, verss cost aloe. For example, vale-based beefit desig redces cost ad access barriers to effective medicatios ad prevetive services. 5. Improve costatly ad forever Costatly develop ad implemet methods to ehace health potetial relative to the idividal. 6. Istitte o-the-job traiig Edcate everyoe abot lifestyle practices (cases) that cotribte to positive health. 7. Istitte Leadership 8. Drive ot fear Istead of tellig people what to do, help employees become better self-maagers by providig them with targeted iformatio/edcatio, tools, eviromet, ad spport. Focs o the beefits of health, ot the fear of problems of disease or pealizig idividals with egative icetives for poor health otcomes. 9. Break dow barriers Thik systematically to elimiate barriers to better health (e.g., cost, access, ad time). 10. Elimiate slogas ad targets Focs o better methods to esre sccess as opposed to askig idividals to reach ew goals with existig methods that have ot achieved desired otcomes. 11. Elimiate stadards ad qotas Focs o cotios improvemet of evirometal ad lifestyle spports ad processes. 12. Remove barriers to pride Focs shold be o progress ad health improvemets they have cased to happe. 13. Have edcatio ad self-improvemet PROgrams Be a learig orgaizatio that views health as a trasferable job skill. 14. Pt all to work at this trasformatio Work with maagemet to develop a cltre of health i which everyoe pshes the above 13 poits. Applyig Demig s methods to the plaig ad maagemet of health promotio services provides practitioers ad their respective leadership with the framework to demostrate the iterdepedecy of orgaizatioal performace ad employee health. I doig so, orgaizatios ca shift from a disease-orieted model (defects) to oe of health ad prodctivity (health improvemet). Worksite Health: Volme 1, Isse 1 3

4 Emergig Programs Worksite Health Promotio for St. Joseph Health System: A Jorey Towards Zero Treds Maracie Wilso, MSN, RN, CES ad Elizabeth Gle-Bottari, MA, RN, CRRN There is a ew bzz at oe Norther Califoria hospital camps. Qee of the Valley Medical Ceter i Napa, Califoria has started a ew jorey toward orgaizatioal welless with the lach of their worksite health promotio (WHP) iitiative. Walkig the halls of the medical ceter, oe ca hear employees comparig pedometer steps, challegig oe aother to activity competitios, ad sharig sccess stories, all i good f ad with ethsiasm for the ew WHP program. Oe of the may beefits of the program has bee drawig the hospital staff together o a ew level as each perso begis the jorey toward improved health. Kowig that hdreds of yor colleages also have beg the jorey with yo makes it so mch easier to stay motivated ad accotable, oe employee reports. Over the past few decades, the medical commity has campaiged to focs America s attetio o the reality that lifestyle is a major determiat of health ad happiess. Sice promotig ad spportig health improvemet is the mai charge of healthcare persoel, it oly makes sese that the health ad welless of medical persoel also shold be of primary importace to healthcare delivery systems. The St. Joseph Health System (SJHS), with 14 hospitals ad may otpatiet facilities throghot Califoria, easter New Mexico, ad Texas, has a missio to improve the health ad qality of people s lives i the commities it serves. I additio to providig healthcare to the larger commity, each hospital is committed to providig medical beefits to its ow workforce, which mbers more tha 40,000 icldig employees ad their depedats. Like may other corporatios, SJHS has experieced a staggerig icrease i medical beefits costs. The average aal icrease over the past five years has bee approximately 12 percet. The total five-year cost to provide medical beefits to covered employees ad their families has bee close to $100,000,000. I 2008, the Welless ad Health Improvemet Divisio of SJHS bega a campaig to gai spport for system-wide worksite health promotio. Dr. Elliot Sterberg, SJHS Exective VP, recogized a very promisig opportity to sigificatly impact this tred by implemetig a strategic iitiative to stregthe ad spport a cltre of health ad welless i the workplace. Dr. Sterberg prchased the pivotal book Zero Treds, by Dr. Dee Edigto, ad distribted a copy to each SJHS hospital exective team. He followed p that distribtio with a persasive argmet at all leadership levels withi the system for takig a ew approach to workplace health. I time, a geeral cosess was reached to implemet a best practice Worksite Health Promotio model at oe facility ad the replicate that model across the health system i a attempt to reach zero tred i system-wide medical costs icreases withi five years. Cost Per Employee Per Year $8,000 $7,000 $6,000 $5,000 Employee Per Member Per Year Healthcare cost $4,000 Year 0 Year 1 Year 2 Year 3 Year 4 Year 5 No Itervetio Worksite Health Promotio With the help of its award-wiig Welless Ceter, Qee of the Valley Medical Ceter (QVMC), oe of the miistries withi SJHS, has led the way i defiig ad idetifyig best practices for poplatio health maagemet. The Welless Ceter is a flagship itegrated medical fitess ceter located o the mai camps of the hospital. Amog may other thigs, the Welless Ceter spports employees by providig activity 4 Worksite Health: Volme 1, Isse 1

5 promotio, health edcatio, ad valable itegrative services. The sccess of the Welless Ceter propelled QVMC to the top of the list as the locatio to begi worksite health promotio. Based o literatre ad gidace from idstry leaders, the desig of the worksite health promotio focses o fosterig a overarchig workplace cltre of health. SJHS wet throgh a de diligece process to idetify ad lear from the best worksite health parterships i the idstry. Specific strategies that have bee icorporated ito the pilot program iclde: Olie health risk assessmets Activity promotio ad workplace challeges sig pedometers Health edcatio resorces Ulimited health coachig for all participats Aal biometric testig Biometric measremet kiosk statios at varios camps locatios Icetives The gidig priciple for the program is to foster balace ad welless of body, mid, ad spirit. A task force of committed leaders is crretly evalatig ad gatherig feedback o the most effective tools to promote employee by-i for that priciple. Aother key focs for the iitiative is to promote optimal tritio by re-evalatig the foods available i the camps cafeteria ad vedig machies. The dietary departmet is i the process of evalatig policies that help to promote workplace tritioal health. We are keely aware of the eed to cotially motivate ad icetivize employees to chage etreched behaviors. Cash ad i-kid prizes are iclded i the program desig ad idividal champios will be recogized as a compoet of or ogoig efforts to keep egagemet levels high. Additioal ogoig strategies iclde: The welless team does freqet rodig i the differet medical ceter departmets to spport, ecorage, ad edcate staff. Qarterly health emphasis campaigs are plaed throghot the year. They will iclde sch topics as fitess ad stregth promotio, stress maagemet, sleep, healthy eatig, ad ijry prevetio, amog others. A Welless Champios advisory committee has bee formed comprised of all levels ad disciplies of staff, icldig represetatio by covered depedats. The goal of the committee is to serve as the thik tak that coties to offer iovative ad targeted soltios cstomized for the iqe workplace cltre at QVMC. Exective reports o program participatio rates, sccess stories, ad otcomes are rotiely shared at employee forms, staff meetigs, ad seior leadership meetigs. The fledglig Worksite Health Promotio was lached i Febrary It crretly icldes 2,200 employees ad their adlt depedats. The program is offered at o charge to eligible participats who are covered der the medical beefit pla. Drig the short time sice the start of the program, mometm ad ethsiasm amog employees has grow sigificatly ad ow the time is right for implemetig specific programs to improve employee health. Oe of the emergig challeges of the program is to develop strategies ad tools that are scalable to poplatios, while addressig the iqe eeds of each segmet of that poplatio. Sccessfl egagemet i the program ivolves idividal se of web-based soltios for health improvemet ad spport. Withi or orgaizatio, there are idividals who have high levels of health edcatio ad compter skills, bt also there are may employees who have ot had ay formal health edcatio ad may ot have access to persoal compters at home. Or approach will eed to address those idividal differeces ad challeges. Or strategy for effectively commicatig abot the program ivolves s, flyers ad posters, forms, grop classes, ad idividal discssios i order to reach the largest ad most diverse grop possible. The other hospitals of the SJHS are closely watchig the experiece of QVMC. Pedig a positive experiece ad compellig otcomes at QVMC, the remaider of the health system s hospitals will joi i the program withi the ext three years. Withi five years, or goal is to create a sstaiable corporate cltre of health throgh seior leadership visio ad spport, achieve majority employee participatio ad egagemet, ad experiece a flatteed tred i system-wide healthcare expeses. By fosterig ad spportig the healthiest possible workforce, SJHS will be able to frther its missio to provide care ad health to the commities it serves. Referece: Edigto, D. Zero Treds: Health as a Serios Ecoomic Strategy. A Arbor, MI. Health Maagemet Research Ceter Uiversity of Michiga; Worksite Health: Volme 1, Isse 1 5

6 Iteratioal Treds Addressig Psychosocial Health Statoil Wolf Kirste, MS Li Ire Vestly Berghi The iteratioal colm will preset iovative case stdies from differet regios of the world. The first case stdy describes a psychosocial risk maagemet system i Norway. The Eropea Uio has made it a priority to address work-related stress ad metal health at the workplace ad is ecoragig employers to take proactive steps to mitigate psychosocial risks, for example, a job i which the employee has high demads placed po him or her bt little cotrol to meet them. Statoil i Norway is oe of the few compaies which has take a systematic approach to improvig the psychosocial eviromet. Implemetig a Comprehesive Psychosocial Risk Maagemet System i a Iteratioal Eergy Compay Statoil is a iteratioal eergy compay from the Norwegia cotietal shelf with more tha 35 years experiece, ad today has operatios worldwide ad headqartered i Norway with 30,000 employees. I order to promote a good work eviromet, Statoil has for the last 4 5 years worked towards stregtheig the maagemet of psychosocial risks with a special focs o work-related stress withi the compay. Priority has bee give to esre that the risk maagemet framework for psychosocial aspects is based o the priciples of prevetio. The goal is to maage psychosocial risks i aligmet with best practices i this field i terms of orgaizatioal maagemet, learig ad developmet, social resposibility, ad the promotio of good health i the workplace. To esre the implemetatio of methods that are ilie with best practices, Statoil has cooperated with a iteratioal project iitiated by the Eropea Commissio, PRIMA-EF, to develop a framework for psychosocial risk maagemet at the workplace. The efforts toward stregtheig the maagemet of psychosocial risk iclde several itegrated steps: The first step was the implemetatio of the Psychosocial Risk Maagemet Approach (PRIMA). Psychosocial risk maagemet is the applicatio of the risk maagemet framework to psychosocial risks at work. As sch, it is based o the priciples of prevetio i lie with the cotrol cycle, ad it aims at risk redctio. It is a systematic process by which hazards are idetified, risks aalyzed ad maaged, ad workers protected. The secod step is to develop a gidelie. The aim of the gidelie is to preset i a comprehesive bt cocise maer the basic priciples ad practical methods to maage psychosocial risks at the workplace. I order to close the risk maagemet loop, Statoil has developed a Psychosocial Risk Idicator (PRI) that by 2010 will be lached as a Key Performace Idicator (KPI). The idicator will idetify psychosocial factors, sch as job demad, job cotrol, ad social spport, that may potetially case ill-health if ot maaged properly. This will be a system desiged to docmet ad follow-p psychosocial risks across the orgaizatio. It will be part of a comprehesive system combiig coarse idetificatio of key psychosocial hazards followed p by i-depth risk assessmet ad implemetatio of appropriate risk maagemet measres. I coclsio, the Eropea Uio realizes the ecoomic ad societal costs of stress ad other metal disorders o orgaizatioal performace ad is ecoragig employer itervetios. Statoil is a example of a leadig orgaizatio that is addressig this area throgh a comprehesive approach to assessmet, prevetio, ad appropriate itervetio. 6 Worksite Health: Volme 1, Isse 1

7 Applied Research Do t Get Worse. Why Does This Make Sese? Dee W. Edigto, PhD May idividals tell me that this is the best advice related to makig ay behavioral chage that they have heard. It immediately takes the pressre off them ad allows them to thik abot whe will be the right time to begi to make chages. For most people, whe they are pressred ito makig chages, they are ot i a eviromet that is codcive to sstaied chage. That is, if they scceed i makig a chage the existig eviromet is ot spportive to that chage ad they ed p retrig to their previos state. First, oe jst has to ask the qestio, How have or poplatio statistics chaged over the past 30 years: Do we weigh ay less, are we ay more physically active, are there ay fewer idividals with diabetes, etc.? The aswer i every istace is o. Those who say that the do t get worse strategy is allowig the high-risk idividal to remai high risk are the same people who have had 30 years to chage the risk statistics ad have failed. Therefore, the techiqes they have bee implemetig to promote behavior chage have ot worked, so either we are isae or we mst move to a ew level of thikig. Secod, from a mathematical view, oe caot begi to lose weight til oe stops gaiig weight ths: stop gettig worse. The data i the figre below are real data from oe of or corporate cosortim compaies. We fid these data are similar i each compay for which we track the workforce over several years. The lower lie represets the medical ad drg cost of the cohort of idividals that either did ot get worse or actally got better over time. The pper lie represets those idividals who got worse over time. Third, most people kow that lastig chage starts with oe small step at a time ad the first step is to ot get worse. We kow of several compaies that codcted do t gai weight programs over a period of 12 to 26 weeks. This program is especially poplar drig the holiday seaso. However, it cold be ad shold be codcted ay time throghot the year. The sigificace of this ad other do t get worse programs is that it creates wiers i the workforce. Oce yo start with wiers, it is easier to maitai that sccess with other programs. Participats look for aother wiig sitatio, which icreases overall idividal participatio ad egagemet. A example of a wiig do t get worse program, as we say i the Zero Treds book, is: For the ext six moths, walk 500 1,000 steps per day, do t gai weight, ad kow yor mbers (blood pressre ad cholesterol). Everyoe, or early everyoe, ca wi ad hece the poplatio begis to trst the coach. The followig six moths of the program cold be either to keep the same objectives or decide to raise the bar i oe or more of the areas. The bottom lie? I or experiece, the do t get worse strategy is probably the oly sre way to create behavior chage i a poplatio, ths movig idividals from high-risk to medim-risk to low-risk health stats. I additio, the strategy appeals to low-risk idividals becase they also ca participate ad be wiers. Medical ad Drg Cost (Paid)* $4,000 $3,500 Uimproved Improved Slopes differ P = Paid $3,000 $2,500 $2,000 Improved slope = $117/yr Uimproved = $614/yr $1, Year HRA i 2002 ad 2004: Improved = same or lowered risks *Medical ad Drg, ot adjsted for iflatio Uiversity of Michiga Health Maagemet Research Ceter Worksite Health: Volme 1, Isse 1 7

8 Iteratioal Associatio for Worksite Health Promotio 401 West Michiga Street Idiaapolis, IN Iteratioal Associatio for Worksite Health Promotio Advacig the global commity of worksite health promotio practitioers Member Isights Q. What advice wold yo give to professioals eterig the field? Pal CoZelis, PhD, FAWHP Get ivolved i trly kowig ad beig a part of yor total worksite so that yo ca exert leadership toward improvig the worksite eviromet ad health behavior of all employees. I additio: Always measre ad share the otcomes of yor efforts. Use those otcomes to prodce ogoig qality improvemet so that yor programs are perceived to cotribte to the overall sccess of the bsiess. Nico Prok, PhD, Vice Presidet ad Health Sciece Officer, JoreyWell, at HealthParters, Mieapolis, MN. Craig M. Becker, PhD, Associate Professor i Health Edcatio & Promotio i School of Health ad Hma Performace at East Carolia Uiversity, Greeville, NC. Mary A. Glascoff, MSN, EdD, Professor, Health Edcatio & Promotio i School of Health ad Hma Performace at East Carolia Uiversity, Greeville, NC. Athor Iformatio Lave Metcalfe, MS, FAWHP Get ivolved. I clearly remember my first worksite health promotio coferece over 25 years ago ad how draw I was to the eergy ad commitmet of the taleted grop of people I met. I thoght, I wat to be a part of this! What Professioal Orgaizatios Do for Me Keep me crret o what is happeig i the field Allow me to develop relatioships both o a professioal ad persoal level Provide a form to share ideas ad explore opportities Be aware that my cotribtios are ot oly valed, bt also eeded to move the larger missio of worksite health promotio forward Both Pal ad Lave are past presidets of the Associatio for Worksite Health Promotio. Wolf Kirste, MS, Presidet, Iteratioal Health Cosltig, Berli, Germay Maracie Wilso, MSN, RN, CES, Director, Welless ad Health Improvemet, St. Joseph Health System, Napa, CA. Elizabeth Gle-Bottari, MA, RN, CRRN, Vice Presidet & COO, Itegrated Health, St. Joseph Health System, Napa, CA. Dee W. Edigto, PhD, Director, Health Maagemet Research Ceter, Uiversity of Michiga. A Arbor. IAWHP Editorial Board Seior Editor George J. Pfeiffer, MSE, FAWHP Associate Editors Ssa M. Bailey, MS, CHES, IC William B. Ba, EPD, FAWHP Dee W. Edigto, PhD Thomas Golaszewski, EdD Joh Harris, M.Ed., FAWHP Wolf Kirste, MS Garry M. Lidsay, MPH, CHES Breda Lobe, MS, FAWHP Lave M. Metcalfe, MS, FAWHP Takashi Mto, MD, PhD Stephaie Prok, MS, FAWHP Neil Sol, PhD, FAWHP GRAPHIC Desig/LAYOUT Catalia McChesey EDITORIAL Joh McMlle Worksite Health is pblished qarterly ad serves as the official pblicatio of the Iteratioal Associatio for Worksite Health Promotio (IAWHP). Iqiries regardig sbmissios ca be directed to George J. Pfeiffer, Seior Editor, at: IAWHP s MISSION To advace the global commity of worksite health promotio practitioers throgh high-qality iformatio, services, edcatioal activities, persoal ad professioal developmet ad etworkig opportities. For more iformatio, go to: We d like to thak or sposors: The WorkCare Grop, Ic.

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