Wellness Program

From a review of current trends and research on corporate sponsored wellness programs, they not only improve the health of employees but also have a positive impact on the bottom line for corporations that sponsor them. They improve employee health because of obvious reasons (modified diet, smoking cessation, exercise, etc.) and they improve the bottom line because they lower healthcare costs and allow workers to be more productive (less lost days due to illness) which affects productivity. Further, the research shows that the existing community college wellness program is outmoded, outdated and lacks a direct financial connection between improved health and program structure and success. The following two items are a listing of the problems and issues with the current wellness program at our community college:

The program is outdated and outmoded. Current program structure and offerings have proven to be ineffective in companies that have used similar methods. While corporate wellness programs have been in existence since the 1970s, "the old brown-bag lunch lectures and heart disease brochures are becoming passe" (Sausner 04D).

Financial considerations are not being efficiently used in the existing wellness program at the college. The college administration and wellness staff has not assessed where its healthcare dollars are being spent, financial incentives available are not being used efficiently, and not even focus

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ieve the following goals: A 10% reduction in overall healthcare costs A 5% raise in productivity A workforce that is healthier A workforce with improved levels of morale One should remember that the following action plan is designed to modify behaviors that are adopted by the individual employee through personal choice (i.e., smoking, high levels of alcohol consumption, eating a high-fat diet, non-exercise, etc.) and therefore placing a reward and consequence system in place is designed to update the current program to take advantage of a trend in wellness programs that "encourage workers to assume responsibility for their own well-being" (Appleson 1). ACTION PLAN Immediately cancel existing wellness program, terminate brown-bag lectures, exercise classes, and brochure production and mailing. Send email to all employees regarding a temporary cessation of the program while a new, more effective and rewarding program is being implemented. Institute a program where six wellness programs will be offered each year that target high-risk behaviors and high-risk employees. Workers earn credits for each program they attend. If an employee earns six credits in one year, they are eligible for a 5% discount on health insurance

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