2. Develop Site-Specific Program
Developing a site begins with an initial meeting with the employer to assess if this model is a match, Employer Worksite Questionnaire (word doc 25KB). If so, designing a contract with the employer clarifying roles and responsibilities follows. This contract, or Memorandum of Understanding (MOU) (word doc 28KB), can include goals and objectives.
Other components to consider during the initial meeting are a strategy checklist (word doc 157KB) for ones already in place, a program budget and input from employees regarding interest. This interest can be gathered with a needs assessment and/or focus groups, which would enable the employer to collect employees’ interests and priorities. The final program will reflect this assessment.
Some questions might include:
- What are employee interests?
- Which employees have expertise to help the program?
- How do they want to receive information—mail, email, bulletin boards?
- Are they interested in group activities?
Sample Employee Focus Group Guide/Survey Questions (word doc 25kb)
Other crucial pieces of development are choosing a wellness coordinator and a wellness committee. The coordinator is responsible for overall program management. The committee is a group of two or more who support this coordinator. Committees in bigger businesses might include management. Yet, no matter what size the business site, management support is necessary. Studies show that committees create successful and sustainable programs.
Committees:
- oversee the program planning process, design and implementation
- manage program and ensure success
- facilitate activities and provide support
- assure that the program is meeting the needs of participants
- communicate with the health department, if necessary
- decrease/eliminate barriers by making health promotion and related activities easy to sign-up for and conveniently located