Data to Drive Development of Dynamite Results

Employer Newsletter - Issue 3, 2011

To produce valuable results, an individual must first know what tools they need to generate the best results for the job at hand. Wellness initiatives and a well rounded data set are tools you can use to contain growing health care costs. The data provides you with the proper information to recognize areas of company need and to evaluate ideas for implementation with the best use of resources. The ultimate goal is to foster employees who are healthier and therefore more productive!

The Wellness Councils of America (WELCOA) and Wisconsin Worksite Wellness State Plan both recommend four types of data that should be incorporated into an effective results oriented wellness initiative.

Each of these categories can be further divided in four subcategories which define exactly what type of information companies need to gather. It is also important to note that all of these data sets measure modifiable risk factors. With the proper approach, the sets can be adapted and changed to better serve company goals.

By utilizing the resources and support offered by Unity’s Wellness team, these data sets can be assessed. Throughout the article be aware of the Unity icon which represents the data sets that are offered by Unity.

Organizational Data: takes a snapshot of the organization and provides an idea as to how healthy the organization is as a whole. The four subcategories that should be collected every 12 to 24 months include:

Review of the organization’s demographics
Demographics, when paired with employee health data, help give insight to specific health practices of the employee population. Unity incorporates organizational demographics in the Health Risk Assessment (HRA) that is offered to all members online or at your worksite.
Analysis of medical claims
This analysis defines the amount of potentially preventable health care dollars spent on employees annually.
Audit of the corporate health culture
With an environmental/cultural survey, management can gain perspective on the overall health norms and company values as seen from the point of view of the employees.
Examination of employee productivity in terms of presenteeism and personal engagement in the company
This examination will put a number on the revenue lost due to employees being unproductive or unsatisfied with the work environment. Unity includes this information as part of the HRA aggregate results when greater than 50% of eligible participants and a minimum of 50 total participants from your company take the HRA.

Collectively these categories give an idea of the health of your employee population.

Employee Health and Interest Data: allows the company to create a sense of personal accountability as employees are exposed to health information of which they may have been unaware. It also provides a collective overview of focus for programming interests when analyzed with group health needs. These four subcategories should be gathered every 12 to 24 months and often can be done with one inclusive Health Risk Assessment (HRA):

Health interest survey
The survey gives management an idea of programs and interventions that are of personal interest to the employee population. Unity incorporates a brief health interest survey into the HRA. Our Quality Care Coordinators also have samples of more extensive health interest surveys which may be of interest.
Health risk appraisal
The appraisal, a lifestyle and habit questionnaire, measures a wide variety of health risks and helps to isolate areas of need both on an individual level as well as on a collective employee population level.
Health screening information (blood pressure, cholesterol and lipid panel, blood sugar, and body mass index or waist circumference)
Health screenings, often called biometrics, incorporate health information which assesses the potential risk for the development of chronic health issues later in life.
Personal health knowledge
Informs management of the level of understanding employees have about their personal health information. It raises awareness for the individual of the links between personal habits and risk factors that may need to be modified.

Coupled with organizational data, employee health data becomes a very powerful tool for identifying both positive and negative health trends. Personal health knowledge and goal setting can be assessed through one-on-one health coaching sessions offered by Unity. (Refer to Issue 2, 2011 newsletter article on health coaching)

Physical Environment Data: the physical environment has a large impact on how employees feel from day to day. The four components looked at under this data set are:

Individual workstations
Are the ergonomics of each station safe and allow for adjustment for each individual employee to have correct posture, back support, leg support, etc?
Facility assessment
Is the building temperature, safety and lighting appropriate for the employee population? Is the eating area away from the work area? Do you have an emergency medical response plan, first aid station and Automatic External Defibrillator (AED) which all employees are aware?
Review of the present benefit plan
Although this is not an environmental factor it still plays a large role in how an employee interacts at work. The benefit plan review should include each component of the health plan and time off program and how well it supports the individuals. Reviewing the present benefit plan gives an insight as to how secure employees feel getting medical assistance and professional intervention when necessary. If employees feel supported by their employer under their benefit plan they are more likely to receive the appropriate medical attention they need.
Cafeteria, vending machines and physical activity centers
Are there healthy options for employees to choose from? Unity can share best practices from among our membership and options for helping to meet healthier criteria.

The goal of collecting the physical environment data is to assess how healthy the work environment is for employees. The goal is to improve or maintain the environment based on the data findings.

Employee Protection and Productivity Data: there are four components of this type that should be measured every 12 to 24 months. Although this data collection is sometimes overlooked by companies, it’s valuable as it provides insight into how to connect health issues to problems at the workplace.

Tracking of employee absenteeism
Analysis of disability claims
Collection and analysis of data pertaining to injuries and accidents that occurred at the work site
Monitoring of workers’ compensation claims

Employee protection and productivity data helps to link the risks identified in the organizational, employee and environmental data to employee performance in the workplace.

Employees serve as the backbone for a company. Creating healthy and happy employees is in a company’s best interest. By assessing the four primary data components, companies are taking a step in the right direction for a workplace striving to be at the top of their industry. For more information on collecting data for your worksite wellness program see the Resource Corner or contact your Unity Sales representative.

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