All About Health Wellness Newsletters

Wellness Program offered is in line with scientific and medical recommendations for weight loss, reflects a multi-disciplinary approach which offers four components –  behavioral, exercise, nutrition, and maintenance, and is in accordance with the document Guidance for Treatment of Adult Obesity. It includes –    

o  Screening to verify that the participant has no medical or psychological conditions which would make weight reduction inappropriate, and to identify the participant’s level of health risk, classifying participants not only on excess body weight, but also on the basis of associated health conditions and overall heath risk.

o  Referral for participants who are morbidly obese who’d require medical guidance for weight reduction.

o  Informed consent, explanation of potential physical and psychological risk from weight loss and regain, likely long-term success of wellness program, full cost of the wellness program, credentials of the staff.

o  Identification of contributing factors to participant’s weight status, serving as the basis for an individualized weight reduction plan which includes the weight goal and plans for nutrition, exercise, and behavioral components.

o  Weight goal of participant is reasonable based on personal and family weight history not solely on height and weight charts; initial weight loss goal doesn’t exceed loss of 10 percent of body weight, 1-2 pounds per week.

o  Explanation of unsafe losing weight methods.

o  Daily calorie level is altered to meet each participant’s recommended rate of weight loss.

o  Daily caloric intake isn’t less than 1,000 calories; if less, physician monitoring is required.

o  Food plan designed so participants can select foods which meet 100 percent of all the Recommended Daily Allowance (RDA) except for calories. Nutritional supplementation could be used to achieve RDAs, notwithstanding should not greatly exceed RDAs.    

o  Nutrition education encouraging permanent healthful consuming habits based on the Food Guide Pyramid.    

o  Participant involved in meal planning and food selection.    

The protein, fat, carbohydrate, and fluid content of the food plan meet safety recommendations –     

Protein   Between 0.8 and 1.5 grams of protein per kilogram of goal body weight, but no more than 100 grams of protein a day.

Fat   10 – 30 percent calories as fat.

Carbohydrate   At least 100 grams per day.

Fluid   At least one liter of water daily.

o  Exercise component should be a meaningful portion of the wellness program and be both didactic and experiential.

o  Participant is appropriately screened for exercise using a screening questionnaire such as the Par-Q Readiness Assessment (see forms). Instruction on recognizing untoward responses to exercise.

o  Participants work towards 30-60 minutes of exercise 5-7 days per week.

o  No appetite suppressant drugs.

o  Maintenance plan offered for continued support.

o  Weight control programs must be conducted by a registered dietitian or by degreed health experts with training in nutrition with consultation by a registered dietitian.

o  Trained lay leaders may assist when supervised by nutrition specialist.

Note – There’s an interactive version of Guidance for the Treatment of Adult Obesity at e-Guidance for the Treatment of Adult Obesity.

Program is required to provide appropriate interpretation of cholesterol screening results, including a caution that a single measurement neither excludes nor establishes a diagnosis of their blood cholesterol.

Follow national guidelines -

Total Cholesterol

Desirable cholesterol   < 200 mg/dl

Borderline cholesterol   200 – 239 mg/dl

High cholesterol   > 240 mg/dl

HDL   

Desirable HDL    > 35 mg/dl

Low HDL    < 35 mg/dl

Refer cholesterol screening participants to medical care as follows –    

Total Cholesterol   

< 200 mg/dl    Recheck cholesterol in five years, if history of coronary heart illness or if two or more CHD risk factors are detected refers to risk reduction program or health experts, as appropriate.

200 - 239 mg/dl    If history of CHD or if two or more other risk factors are detected, refer to medical care or risk reduction service within two months; if no reported history of CVD or less than two other risk factors, reassess cholesterol status within 1-2 years.

> 240mg/dl    Refer to medical care within two months.

HDL   

> 35 mg/dl   When fewer than 2 risk factors and borderline sum cholesterol, refer to risk reduction service, as appropriate. Reassess HDL in 1-2 years.

Give the following –    

o  The relationship of blood cholesterol, high blood pressure, and other risk factors.    

   o Risk factors include –  high blood pressure (BP) 140/90 or higher or on hypertension medication; current cigarette smoking; family history of premature CHD; diabetes mellitus; age – male > 45 years, female > 55 years or premature menopause without estrogen replacement therapy.

   o Negative risk factor –  high HDL 60 mg/dl or greater (subtract one risk factor).

   o Risk factors such as family history, use of tobacco, high fat or other unhealthful diet, andlack of exercise lead to the development of cardiovascular illness (CVD).

o  Definitions and causes of high blood cholesterol and HDL, desirable levels, the meaning and limitations of a single measurement, the cause of variability, and the need for multiple measurements before diagnosis.    

o  Wide range of treatment choices, including diet (e.g., importance of controlling fat intake less than 30% of sum calories from fat, less 10% saturated fats), less than 300 mg. of cholesterol per day, well-balanced diet, weight maintenance or reduction, exercise, and medication.    

o  Importance of following prescribed treatment and expert advice.    

Appropriate medical or allied health expert trained in measurement of blood pressure, referral protocols, and delivering educational messages to participant conducting blood pressure (BP) programs. These wellness programs are required to follow national guidelines.

National guidelines for blood pressure protocols -

o  Calibration of blood pressure measuring equipment ought to be done at least annually.

o  Two or more measurements of participant’s blood pressure (BP) must be taken.

o  Referral of participants with high blood pressure readings to personal doctor for further examination.   

Systolic / Diastolic Follow-Up –     

o  Normal –    <130 / <85   

   Action –  Recheck in 2 years

o  High Normal –    130-139 / 85-90   

   Action –  Recheck in 1 year

Hypertension –     

o  Stage 1 (Mild) –    140-159 / 90-99    

   Action –  Confirm within 2 Months.

o  Stage 2 (Moderate) –    160-179 / 100-109    

   Action –  Refer to source of care within 1 month.

o  Stage 3 (Severe) –    180-209 / 110-119    

   Action –  Refer to source of care within 1 week.

o  Stage 4 (Very Severe) –    >210 / >120    

   Action –  Refer to source of care immediately.

Appropriate educational messages –     

o  Normal –    <130 systolic and <85 diastolic   

   Action -  No referral. When on treatment, then inform participant that blood pressure is under good control today and ought to continue seeing and following treatment program.

o  High Normal -    130-139 systolic and/or 85-89 diastolic   

   Action -  Recommend that participant have blood pressure rechecked within 1 year unless under treatment. Advise participant that the readings are in a high normal range that needs rechecking. In the interim, suggest that one of the most effective means to lower blood pressure is to bring weight into normal range and to exercise.

o  High -    >140 systolic and/or >90 diastolic   

   Action –  Refer to doctor for further examination within 2 months unless the level is within urgent, emergency, or isolated systolic hypertension levels. When already on treatment, advise participant of readings and need to get blood pressure (BP) to a goal of 140/90 or less.

o  Isolated Systolic Hypertension –    140-159 systolic and < 90 diastolic in a participant 65 years of age or older.   

   Action -  Advise participant to inform doctor of readings at next visit and consider advice regarding losing weight and exercise if appropriate.

o  Urgent -    180-209 systolic and/or 110-119 diastolic   

   Action -  Recommend obtaining medical evaluation within 1 week.

o  Emergency -    >210 systolic and/or >120 diastolic   

   Action –  Obtain immediate medical attention.

Provides the following –     

o  Written results, referral instructions, and an explanation of blood pressure (BP) levels given to each participant with individualized counseling, including advice about the interval of time advised when the participant ought to be checked again.    

o  Utilizes the recommendations in the Fifth Report of the Joint National Committee on Detection, Examination and Treatment of High Blood Pressure, March 1994.    

o  Written and audiovisual materials that are informative, easy to understand, and useful while containing scientifically precise information.    

o  Relationship of high blood pressure (BP) and other risk factors, such as family history, tobacco use, high fat and unhealthful diet, lack of exercise, in the development of cardiovascular illness, including stroke, kidney illness, heart attack, and other illnesses.

o  Definition and causes of high blood pressure.

o  Importance of following prescribed treatment.

Health risk screening programs should be carried out on a one-on-one basis by trained health care professionals. Health risk measures should include the following -

o  Blood pressure (BP) measurements – at least two blood pressure (BP) measurements taken during the screening episode, using a mercury sphygmomanometers or regularly calibrated aneroids.    

o  Blood pressure treatment status – ascertain whether the participant is under a doctor’s care, on any medication, on a prescribed diet, or any other kind of treatment for hypertension.    

o  Blood cholesterol measurement – total cholesterol and HDL-cholesterol taken either using a properly tested and maintained table top blood analyzer providing immediate feedback to the patron, or sending blood to a laboratory providing feedback using a method that is as effective as immediate feedback.    

o  Cholesterol treatment status – ascertain whether the client is under a doctor’s care, on any medication, on a prescribed diet, or any other kind of treatment for high cholesterol.    

o  Obesity – utilize an accepted method for estimating obesity. for example assess participants height and weight and use the 1959 Metropolitan Life Height/Weight charts or use Body Mass Index.    

   o Identify individuals  20 percent or more above their ideal weight.

o  Tobacco use status – assess whether the participant currently smokes cigarettes, whether the customer has quit or never smoked, and the number of cigarettes smoked/day.    

o  Exercise habits – screening questions may  be limited to frequency and duration exercise. Do participants exercise in a moderately vigorous fashion at least three times per week for 30 minutes or more.    

o  Diabetes – whether the customer has diabetes, and whether or not it is currently under control. A blood glucose might  be also done via finger stick and desk top analyzer. Several manufactures make available cassettes which include cholesterol and glucose measurements.

o  Cerebrovascular disease or occlusive PVD – ascertain if the patron has had a stroke or other kind of blood vessel disease.

o  Family history of cardiovascular disease – ascertain whether any of the participants’ parents or siblings had a heart attack or sudden death as a result of heart disease before age 55.

o  Coronary heart illness – ascertain when the customer has had a heart attack or other kind of coronary heart illness.

o  Stress – participant’s assessment of stress in work and/or personal life. A series of well-tested and validated questions investigating  levels of stress are available from the Employee Health Program.

o  Participant release form (see forms) – A release form is required in which the participant authorizes the wellness program to draw blood for testing to send information to the participant’s medical care provider when medical risks are identified, and to obtain information from the provider about diagnosis and prescribed treatment.

o  Participant interest survey – when an assessment of interest has not been gathered previously, the screening activity must assess levels of interest in health promotion programs like –  weight control, smoking cessation, fitness or exercise, stress management, nutrition, self-care, cholesterol control.

o  Health education messages – the screener must review with the participant his/her identified health risks and what they mean to the participant’s overall health, and give the participant a written record of the blood pressure, sum cholesterol, and any other physiological measures taken.

o  Referral of participants for treatment – participants with elevated risks should be referred to appropriate sources of diagnosis and possible treatment following nationally or locally recognized guidelines for such referral.

Demographic information ought to include location of the screening, workplace, client’s name, address, social security number, home and work phone numbers, sex, race, birthdate, relevant job information (e.g., hourly or salaried), department number, and work shift.

Health Promotion Program directors or providers should’ve a background in health promotion programming and a specialist health-related degree or certification.    

They should’ve specialistise in content areas, planning, promotion, administration, evaluation, and ability to grow a wellness program and tailor the wellness program to the workplace.   

Wellness Program providers should have a quality assurance program for investigating  the effectiveness of service personnel, to assess satisfaction of participants, and for personnel training and continuing education.   

An overall policy statement ought to be available from directors and wellness program providers addressing the following issues -

o  Assurance of confidentiality of health data,

o  referral to health and medical care for at-risk participants,

o  follow-up with referred participants and those at-risk,

o  wellness program analysis on process and outcomes,

o  organization of the worksite for promotion of wellness and changes in corporate culture.

A clear contract or letter of agreement for services ought to be provided.

Incentives may be used to raise participation rates, help with completion or attendance at wellness programs, and to help person change or adhere to healthful behaviors.

The purpose of the incentive is to encourage personnel to adopt positive behaviors or maintain an existing positive behavior.

Everyone who achieves a goal or maintains a behavior ought to receive something. Many businesses also provide incentives merely for participating in events.

Stay away from being the “best” or doing the “most.” Encouraging people  to be the best or doing the most promotes excessive behavior, discourages others, and creates elitism.    

The best designed incentive programs are ones which are based on achieving goals that are attainable by most person. Recognition, acknowledgment by top management, or special privileges are examples of great intangible incentives.   

Wellness Program Incentive Ideas –    

o  Free or Low-Cost Incentives-     

   o Certificates

   o Movie passes

   o Recognition in staff member newsletter

   o Mugs

   o Water bottles

   o Commendation from senior management

   o T-shirts

   o Hats

o  Moderate Cost Incentives –     

   o Entertainment tickets

   o Sweatshirts

   o Waist packs

   o Subscriptions to health magazines

   o Health and fitness books

   o Videos

o  High Cost Incentives –     

   o Week-end getaways

   o Dinner for two

   o Clocks

   o Watches

o  Other Incentives –     

   o Cash

   o Gift certificates

A major concern in health promotion programming is attracting workforce to participate and maximizing participation. When introducing a health promotion program, a letter briefly explaining the health promotion program signed by the president or Chief Executive Officer (CEO) is a great endorsement.

Utilizing posters, newsletter articles, and flyers are good means of promoting the health promotion program. Other promotional methods to consider are e-mail and announcements at staff meetings. Ask wellness committee members to recruit participants.

Once the health promotion program is kicked off you could want to provide an incentive for any employee who recruits another employee to any of the health promotion program offerings.

When picking  a health promotion program from a vendor you ought to ask the following questions -

o  Just how many worksites have done the health promotion program?

o  What types of worker population was the health promotion program offered?

o  What educational materials are used?

o  Will the health promotion program meet the needs of employees?

o  What are the techniques used to help change behaviors?

o  Does the wellness program help individuals  move through stages of readiness to make health behavior changes?

o  Exactly how do you market the health promotion program to employees?

o  What follow-up do you provide?

o  Just how do you make referrals for medical care or other supportive services workers may need?

o  Precisely how do you know the health promotion program works?

o  Precisely how do you measure participant satisfaction?

When staffing your health promotion program you need to consider whether to hire a wellness staff or contract with wellness specialists from outside your organization.

Small and medium size worksites do not typically have a wellness professional on staff. If your worksite is in this category, you will need to contract with providers outside your corporation.

Large businesses have a few choices. They can hire a staff solely for the wellness program, they can contract with outside wellness providers, or they are able to use a combination of internal staff and outside providers.

When choosing  a provider some key questions in the areas of staff, health promotion program structure, process, and effectiveness need to be addressed. Each of these key questions is discussed in the following sections.

Wellness Company Staff

Health experts become wellness experts when they are trained in the full range of wellness activities. Health Promotion experts are generalists who come from a wide variety of backgrounds and schooling.

They may be nurses, dietitians, health educators, counselors, exercise physiologists, or have other backgrounds. But and to their primary training, they know something about all wellness topics, including use of tobacco, stress, exercise, and nutrition.

They also know how to engage and support people  in making and sustaining health improvements and have good people  skills.

Normally, wellness professionals at worksites fall into three wide categories, wellness screeners, wellness counselors, and wellness instructors.

o  Wellness screeners introduce personnel to the wellness program, take health measurements, collect health-related information, provide initial counseling, and help personnel define for themselves what they need and want in a wellness program.

o  Wellness counselors work with staff members after the screening to help them create and carry out a plan to reduce their risks and improve their health.

o  Health Promotion instructors teach courses and minigroups on different health topics.

A wellness program in a small business may be staffed by a single staff person who fills all three roles. Bigger worksites will use different people  to fill these roles.

When choosing  staff or choosing  among wellness corporations, ask the following questions -

o  Do prospective personnel have a range of health backgrounds that will provide appropriate specialistise in the topics to be addressed?

o  Have prospective personnel functioned well as wellness screeners, wellness counselors, and/or wellness instructors?

o  Will this staff include people  from the ethnic and racial backgrounds found in your employee population?

o  Is each employee comfortable with the range of backgrounds found in your employee population, and able to communicate effectively with the various social and educational levels of your employees?

o  Do personnel have a warm, but expert, counseling style when interacting with employees?

An annual plan for the major wellness programs and activities is a useful management tool. This is an great wellness committee task. Frequently an activity and wellness theme per month is offered to employees.

A lot of corporations select to follow a National Health Observances calendar which offers advantages.  The materials developed by these various national health corporations are very credible.  The materials are ordinarily high quality and available free or at a nominal cost.

The business benefits from additional publicity that occurs in various media throughout the community related to the national observance. for planning suggestions you might want to utilize the HOPE Publications Health Promotion Resource Developing Guide available for free at this Web site.