Wisconsin Office of Rural Health Rural Community Grants Final Report

Transcription

1 Wisconsin Office of Rural Health Rural Community Grants Final Report Project Title Organization that received the grant Project Contact Person (phone and ) Small Business Worksite Wellness Program Green Lake Area Health & Wellness Coalition Molly Spaulding PO Box S. Lake St. Green Lake, WI Grant Type Planning grant for $4986. I. REPORT - SUMMARY The overall project goal of our initiative, Small Business Worksite Wellness Program, was to improve the health status of adults in Green Lake County by developing a community-based, practical resource kit with low cost or free options specifically designed to help small employers in Green Lake County implement worksite wellness initiatives. Our outcome measure for this goal was the creation of a sample worksite wellness resource kit to pilot test with small employers in Green Lake County. To reach that goal we conducted three major steps: Convened focus groups with Green Lake County small business employers, Developed a sample resource kit based on information collected from the focus groups Presented the resource kits to the participating small business employers at a final group meeting. The feedback received at this final group meeting was very positive, and, as a result, we are hoping to continue this project in the upcoming year. This grant allowed us the opportunity to lay an excellent foundation for worksite wellness in our county. All participants who had attended one of three focus groups for the worksite wellness small business grant program were invited to return for a final meeting. At this meeting they reviewed the sample resource kit and provided helpful feedback and practical suggestions. Overall, participants were enthusiastic about creating an easily accessible network of resources they could adapt to meet needs specific to their business. They also wanted to continue ongoing communication. At this point we have established a core group of small businesses interested in pursuing worksite wellness. We have businesses willing to commit to future activities and we look forward to continuing our work in this area. II. REPORT - DETAIL The overall project goal of our initiative Small Business Worksite Wellness Program, was to improve the health status of adults in Green Lake County by developing a community-based, practical resource kit with low cost or free options

2 specifically designed to help small employers in Green Lake County implement worksite wellness initiatives. To reach this goal we conducted three major steps. A. Our first objective was to assess local small employers and their employees to determine needs, motivation and barriers to implementing worksite wellness initiatives. To accomplish that goal we conducted the following activities: Activity #1: Develop the focus group guide. The guide was developed by coalition chairperson Molly Spaulding with the assistance of Health and Wellness Coalition members, and then reviewed by UW- Extension evaluation specialists. The guide included the following questions: 1. What, if anything, does your worksite currently do with regard to employee wellness? 2. What types of things would make it hard to implement a worksite wellness program? 3. What types of health or wellness-related information would you or your employees like to receive through the worksite? 4. How would this type of information be best delivered to your employees? 5. If there were a toolkit for helping you implement a worksite wellness program or activity, what should the toolkit look like? Activity #2: Recruit employers and employees to participate in the focus groups. The list of potential employers and employees was aimed primarily at businesses with 50 or fewer employees. This list was developed by coalition member Marilyn Voeltner with the input of other coalition members. Activity #3: Conduct focus groups. Three focus groups conducted by coalition member Molly Spaulding were held at these locations: Green Lake/Ripon area employers met Dec. 8, 2009, at Christiano s in Green Lake; Markesan employers met at Lake View Inn, Feb. 4, 2010, and Berlin employers met Feb. 10, 2010, at Berlin Memorial Hospital. (Arrangements for the Berlin meeting were made by Health & Wellness Coalition member Kelly Krause.) A total of 106 invitations was set out with 22 participants representing 16 businesses of varying sizes attending one of the three sessions. Although our original goal was for a total of 30 participants, we were not disappointed in the turnout, since we felt each focus group, regardless of size, offered excellent feedback. All attendees received an introductory packet of worksite wellness information. They also viewed a power point program on the need for worksite wellness presented by coalition member Kathy Munsey. Each attendee then participated in all of the focus group discussion questions. Activity #4: Analyze & interpret focus group data. (See attached summary of focus group responses collated by coalition member and grant coordinator Marilyn Voeltner.) After examining the responses, it was determined that participants had expressed a variety of needs and interests. It was apparent there was a general lack of information

3 regarding worksite wellness and a need for help in promoting worksite wellness, recruiting employer support, determining the program focus, and organizing wellness activities. B. Our second objective in achieving our project goal was to develop components of a resource kit for worksite wellness to address needs identified in the focus groups. The outcome measure was the sample resource kit. Originally we had envisioned developing a minimum of six resources in the following areas: nutrition education, mental health, and at least two other areas based on focus group responses. However, after analyzing focus group data, we realized we needed to focus more on the nuts and bolts of worksite wellness rather than limiting our sample to specific topic areas. To accomplish that, we decided to provide broader examples of worksite wellness issues. We were delighted when we received samples of wellness activities from some of our participating employers, and, of course, those were included in our final sample resource kit. C. Our third objective was to pilot test components of a resource kit for worksite wellness to address needs identified in the focus groups. The outcome measure for this goal was to present the six components for worksite wellness to participating small employers. Based on focus group feedback, we organized the sample resource kit into four sections: 1) Introduction to wellness programs, 1) Samples of local worksite activities, 3) Alcohol, drugs, tobacco use, 4) Helpful resources. The kit was reviewed by participants at a final group meeting held at the Green Lake Justice Center July 7, Sixteen persons attended that luncheon meeting and provided excellent feedback on the sample kit. (See attached sample.) Following are some of the ideas expressed by attendees: 1. We need information on stress relievers without having to turn to medication. 2. We would like a sample employee interest survey. 3. We have a dominant male workforce and would need appropriate suggestions directed for them. 4. We love the idea of sharing via or CD s. 5. Create a website specific for this initiative, where all electronic files are accessible and downloadable. 6. Offer local suggestions for those who want to commit to wellness, but may have health, behavioral, physical issues such as dietician consultation, medical consultant, wellness coach. 7. Provide a job description for an on-staff wellness coordinator. 8. We need a tool to sell wellness programs to management and participants. 9. No need to recreate the wheel.give samples to use or ones that can be customized. 10. Perhaps a blog to share successes and not so successful projects would be helpful. Links to websites can be posed on the blog site. 11. The Green Lake Area Chamber of Commerce would be a communication link to the community. 12. How do you implement activities when staff aren t in the building, have irregular hours or don t want to be at work any longer than they have to be there? 13. We would like information on incentives, especially local ones.

4 14. Include a contact name for each company that presents information so you know who to contact with questions about the program. 15. A sharing network would be fantastic! From a brief review of these comments, it is easy to see that participants not only had specific issues or questions, but also needed general guidance on worksite wellness. We also realized that designing a useful worksite wellness resource kit for local businesses, whether it be a paper copy, downloadable CD, , or blog, will take far more time than we originally estimated. Even a cursory review of our sample kit elicited more questions and ideas than we expected. However, we have discovered that the majority of those who participated in this initiative are definitely interested in learning more about worksite wellness, utilizing local resources, and establishing an ongoing network. Some of them have already begun implementing programs, others are interested in exploring worksite wellness options, and all indicated that participating in this initiative had been an eye-opening experience. We feel we have made an excellent start in creating a core group of interested small employers who want to continue working together. Because we want to build on this good beginning, we have applied for an implementation grant to continue follow up work. We are hopeful about receiving the grant; however, in the event we are not funded, we plan to continue an ongoing dialogue with our core group of employers. Doing that would allow us to share ideas and activities, as well as provide a simple network of support. III. INFORMATION AND MATERIALS DEVELOPED See attached materials. IV. FINANCIAL REPORT Financial Status Report Category Original Budget Actual Expenditures (through 8/31) Matching/In Kind Contributions (through 8/31) Salaries $4056 $4420 $4992 $9412 Fringe Benefits $0 $0 $0 $0 Travel $330 $41.25 $41.25 Equipment $0 $0 $0 $0 Supplies $600 $528 $528 Total Expenditures (Actual + Matching) Consultants/ $3820 $3820 Contracts TOTAL $4986 $ $8812 $13,801.25

5 Budget Narrative: The total proposed budget for this planning project was $13,898. We spent just over that with staff salaries. A total of $8912 was in-kind match including use of department computer, paper and postage and other office supplies as well as a significant amount of staff time for consultation by coalition members. Expenses primarily covered the cost of a part-time coordinator and food for the focus groups. Much of the work was done via phone and and thus reduced the amount of mileage for the coordinator. We had the coordinator organize 3 focus groups in 3 separate geographic locations in the county with businesses attending each session for a lunch meeting to extract information on what they would find helpful in a Worksite Wellness toolkit for small businesses. The coordinator worked with coalition members to develop the kit and the focus groups reconvened to evaluate the tool. Expenses for the toolkit, which went to each participating member, were included in the total costs. Attachment #1 - Summary of Focus Group Responses 1. What, if anything, does your worksite currently do with regard to employee wellness? No formal wellness program* 12 Some health information included in company newsletter 4 Emphasis on safety practices 2 Health screenings 1 Some formally organized wellness activities, promotions, or challenges ** 4 Informal, occasional, employee-generated activities 2 * Even if no formal wellness program existed, the business may include some health information in its employee newsletter, or individual employees may organize some kind of walking program. Overall, though, this response indicates a minimum of worksite wellness activity. **Of the four respondents who indicated they had organized wellness activities or promotions, two were affiliated with a health care system and two received limited funding from a supportive employer. 2. What types of things would make it hard to implement a worksite wellness program? Multiple worksites, off site locations, different shifts 8 Budget concerns 5 Lack of employee motivation 4 Lack of employer buy-in 1 Lack of time for employees to participate 3 Small number of employees 3 Workers have very physical jobs 2 Aging workforce 2 Lack of planning time 2 Union concerns 1 Communication issues 1 3. What type of health-related information would you or your employees like to receive through the worksite?

6 As expected, answers to this question ran the gamut including weight loss, nutrition, specific diseases, stress management, aging issues, exercise, tobacco and alcohol use/abuse. Both tobacco use and alcohol were listed as major concerns by two of the larger factory employers. 4. How would this type of information be best delivered to your employees? Preference for a delivery system is dependent on the type of business. At some worksites, all have and computer access; in some places only a few employees do. Other means listed were paycheck stuffers, staff meetings, employee bulletin board, newsletters, special events, lunch n learn sessions, guest speakers, demonstrations, handouts. 5. If there were a toolkit for helping you implement a Worksite Wellness program or activity, what should the toolkit look like or what would it include? A CD template that could be customized for individual businesses. A sample employee survey. Case studies so employers could pick out ones that fit their situation. Local options and names of people to contact. List of helpful websites. Healthy recipes. List of basic steps needed to start a program. Ideas on how to motivate employees. Sample Take home reinforcement messages Examples of assessment tools, including personal assessment. Goal-setting examples. Simple exercises that can be done in the workplace. Ideas for activities and incentives. A variety of low cost, creative ideas. List of guest speakers with short programs. Sample wellness programs. Other comments: Several participants indicated that management would be supportive of a worksite wellness program. Others said employers would require education regarding the importance and impact of worksite wellness in order to become supportive of on-site programs. Almost all participants said that even though their employers may be already supportive, time, personnel, and financial limitations would be primary concerns.