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Month community.

Small Workplace Groups

Groups with less than 100 participants

Acadian Seaplants Lte (ASL)




Post Time: 2013-11-12

Initiative: "The Awesome Experiment"

Number of employees: 80

Goal(s) of the Initiative:

The goal was to promote positive 'outlooks' within one ASL department. The goal was for the employees to gain an appreciation of the power of individuals achieving small triumphs and then celebration these small personal "awesome"moments.
The plan was for the employees to share their special moments with others and for the concept to gain momentum and spread.

What need was being addressed by this initiative?

This project was dedicated to the memory of a co-worker. It is a strength in good times as well as bad, to acknowledge that we all have positive aspects to our lives...if we make a habit to appreciate all of them.
This project was modeled after the best seller "Book of Awesome". It is important to not lose sight of the worth of our days.
Positive people make the workplace better.

How was the initiative implemented:

This initiative is actually very simple...Understand the concept of "The Book of Awesome"...find a space on a wall and encourage other employees to share their special moments. Providing a book review is an easy way to start. A token prize was drawn at the end of the month from the entries.

Healthy activities included, for example, having a 'Salad Bar' lunch for staff. Each person brings in a salad ingredient and everything is presented attractively, salad bar style. Easy,economical and healthy.
Some employees also learned that walking each day on their breaks adds up to a significant amount of exercise in a work week and the opportunity for social interaction.

How was the initiative evaluated:

Evaluation included participation and the amount of conversation generated. The fact that participation went beyond the confines of my group/department meant success to me!. Salad bars and walking breaks are winners for all participants!

Results:

The results achieved included employee interest, laughter and sharing of "Awesome" topics. There were opportunities to discuss various topics concerning mental health. Employees from other shifts and other departments also participated.

What is the approximate cost per participant:

$0.00

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Extend-A-Family Waterloo Region

Post Time: 2013-11-14

Initiative: Healthy Workplace Month

Number of employees: 42

Goal(s) of the Initiative:

Through participating in Healthy Workplace Month and by encouraging employees to participate in a new mind, body or spirit activity each week (that they had never done before), our goal was to offer new activities/opportunities for all staff during Healthy Workplace Month 2013, which promote individual healthy lifestyle, and help reduce stress and enhance energy. This goal included encouraging employees to find new activities that they can routinely participate in by exposing them to new opportunities to try, as well as encouraging Interaction with others in the agency, and informing them of tools they can use throughout their day to sustain a healthy and positive lifestyle.

What need was being addressed by this initiative?

The need was to build staff awareness of holistic wellness, in terms of participating in a variety of activities to improve mental, physical and spiritual health both at home or at work.
Secondarily this initiative may boost employee resistance to sickness especially as winter approaches, and increase team spirit and sharing. It was important for us to have a wide variety of activities both at work and outside of work (on staffs’ own time) because our organization has many employees with young children and prefer to do activities on their own time.
We also wanted to encourage employees to participate in group activities or invite others to group activities in the community to experience the social aspect and value to personal health. Lastly we wanted to encourage employees to try new activities, in hopes they would enjoy the activity and continue long term and change behaviours to support overall health and wellbeing.

How was the initiative implemented:

At the beginning of each week, a member of the EAF Wellness Committee sent an e-mail describing the group or planned activities that would be offered for that week. In addition, the e-mail included the list of positive and healthy activities that staff members could do on their own, whether it be at the office, at their workspace or in their personal lives. In this e-mail people were also asked to participate in one new mind, body or spirit activity. We gave them examples of activities they could participate in.
The group or planned staff activities that were offered consisted of:
Week 2 – Group Game
Week 3 – Brainteasers
Week 4 – share your funniest YouTube video

How was the initiative evaluated:

At the end of each week, a survey monkey evaluation was sent by e-mail from the Wellness Committee. This survey evaluated participation levels, whether or not individuals participated “on your own time”, suggestions for healthy activities or ideas. They were also asked if they participated in a new 'mind, body or spirit' activity and identified the activity .

Results:

Week 1
Individual activities- 19 out of 42 people participated this week
- 11 people completed an Epworth Sleepiness Scale
- 7 people signed up for weekly e-mails (take your break)
- 6 people signed up for weekly e-mails: working through it
- 4 people conducted an ergonomic assessment on their work space
New Body, Mind or Spirit activity
- 14 people did a new activity
Examples: healthy snack at their desk, went to the gym, crafting, mediation, team sports

Week 2
Group Activity:
5 people participated in the group game
Individual Activities- 22 out of 42 people participated this week
- 7 people brought back play with outdoor games
- 10 people took part in stretch breaks
- 9 people took back the lunch break
- 8 people took a stress quiz
- 6 people did take your break-did the activity for the week- arts and crafts
- Other activities included check out the JustStand website (4 people) Read 2 articles from the website (4 people) Started running (1 person) Did a step count challenge (1 person) Took a lunch hour stroll (2 people) and had a spa day (2 people)
New Body, Mind or Spirit activity
- 12 people did a new activity
Examples: learned some German dancing for Oktoberfest, crossword, baked, puzzles, started a new book.

Week 3
Group Activity:
19 people participated in the daily brainteasers challenge
Individual Activities- 26 out of 42 people participated this week
- 17 people spoke with someone new
- 16 people made time each day to spend with their family
- 14 people had lunch with a colleague
- Other activities included turning off the TV and play a game or talk (11 people) Visit a friend or family member who needs support or company (7 people) Had coffee with someone they hadn’t seen in awhile (7 people) Read an article on time management (6 people) and took a mental health quiz (6 people)

New Body, Mind or Spirit activity
- 10 people did a new activity
Examples: sewing, reading, healthy eating choices, tried a new craft, reflected on things they were thankful for.

Week 4
Group Activity:
12 people took part in the YouTube challenge
Individual Activities- 17 out of 42 people participated this week
- 11 people showed off their family
- 10 people had lunch with a colleague
- 8 people lent their skills
- Other activities included create your own smile (5 people) and served a meal to the homeless or gave to the food bank (1 person)
New Body, Mind or Spirit activity
- 10 people did a new activity
Examples: tried new interval-type fitness method, brainteasers, learned about local trees, playing in the leaves with the family

What is the approximate cost per participant:

$0.00

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First Group of Companies

Post Time: 2013-10-21

Initiative: Bring a buddy for a Walk week

Number of employees: 90

Goal(s) of the Initiative:

Encourage staff to walk on either their lunch break or during a/for a meeting for a minimum of 10 minutes for 5 days.

What need was being addressed by this initiative?

Encourage staff to exercise more.
Create a partnership so staff have someone to motivate them.

How was the initiative implemented:

Account set up on Doodle.com.
Staff log each walk on our Doodle page.
Each walk logged gains a ballot into a draw for company merchandise.
The buddy system will encourage motivation and accountability for each other to walk.
Posters and emails sent out to staff for communication.

How was the initiative evaluated:

Staff feedback and the amount of staff who signed up on doodle.

Results:

Staff feedback was that employees felt more energized after their walk, got more exercise in their day, felt recharged, built better relationships with colleagues and decreased stress.

What is the approximate cost per participant:

$0.00

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Herbal Magic

Post Time: 2013-11-16

Initiative: Fitness / Health Challenge

Number of employees: 50

Goal(s) of the Initiative:

Increased energy / productivity and health at the workplace

What need was being addressed by this initiative?

Feeling energized, increased efficiency, team building

How was the initiative implemented:

One employee (Lynda Langshaw) would spearhead the fitness challenge each day

How was the initiative evaluated:

We increased the number of squats, push-ups etc. everyday in order to measure our endurance and increased strength

Results:

Our 2-month daily fitness challenge was met, 30min per day – better work relationships, increased energy, efficiency and increased muscle tone

What is the approximate cost per participant:

$0.00

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NHS Occupational Health & Safety

Post Time: 2013-11-07

Initiative: Healthy Legs

Number of employees: 30

Goal(s) of the Initiative:

To improve quality of work life by providing a solution to leg fatigue for staff working 12 hour shifts within a busy healthcare department.

What need was being addressed by this initiative?

The area for improvement was due to a concern for staff quality of work life because of complaints of tired legs. Staff in this busy Occupational Health and Safety Department are on their feet for 12hour shifts, and this initiative provided a solution for feelings of leg fatigue. The idea for the initiative came from staff complaints of leg fatigue and a desire to improve health at work.

How was the initiative implemented:

Benefit coverage was established and communicated.
A compression stocking representative and provider were contacted to provide education on leg fatigue and solutions.
I booked a meeting room, sent out the info and the provider brought snacks and door prizes along with the info and samples of product.
It was so very well received!

How was the initiative evaluated:

Evaluation forms by the provider were handed out. All evalutations were positive.

Results:

There was a wonderful response (100%) and employee engagement was great. Staff booked fittings that same day and passed on the information to coworkers. More that 30 people attended and were fitted for compression stockings.

What is the approximate cost per participant:

$0.00

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RBC Royal Bank

Post Time: 2013-09-23

Initiative: Wellness Challenge

Number of employees: 15

Goal(s) of the Initiative:

-To create a more healthy workplace (mental/physical/psychological) and supportive work environment that supports overall wellness by:
-Creating a 'healthy' team identity
-Promoting wellness in the workplace
-Team Building activities
- Providing a 10 Week Challenge that includes weekly weigh-ins (optional), weekly meetings for fitness tips, healthy recipes, healthy snack options, weekly team 'Zumba' classes and daily walking club
-Healthy Potluck at the end of the challenge to celebrate successes

What need was being addressed by this initiative?

-a desire to be more healthy, ie., not only motivated lose weight, but also to adapt to a healthier lifestyle
-creating a supportive environment for team members to be accountable for their own wellness

How was the initiative implemented:

First of all, share a personal story and ask your team to join you in the challenge. then send out weekly emails, facilitiate weekly meetings, and other workplace healthy initiatives (no more donuts for meetings, bring fruit instead). Track your progress on what your goals are. Collaborate with other team members to share ideas and inform new activities!
Hold a 'celebration' to share successes at the end of the challenge, including a 'healthy' potluck for all pariticipants!

How was the initiative evaluated:

Evaluation was a challenge, but anecdotally we heard feedback about an increase in energy and awareness of the positive momentum of this initiative.
We evaluated physical progress and followed up with a post event survey to determine: are employees drinking more water, are employees sleeping better, are employees motivated to achieve their weightloss goal, are employees aware of the signs of mental illness, have employees made progress in their goal to quit smoking, are they experiencing more energy/ and energized as a result of participating in the activities in our challenges?

Results:

-Not quite finished but I feel that we have been successful in encouraging a healthier workplace. We have had team discussions about all aspects of wellness, including mental health in the workplace, healthy eating, quitting smoking, eating healthier, getting more active, etc.
There appears to be less stress in the workplace and more focus on the positives that we can control.

What is the approximate cost per participant:

$0.00

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Saskatchewan Parks and Recreation Association (SPRA)

Post Time: 2013-10-01

Initiative: Personnel Policy - Workplace Wellness

Number of employees: 33

Goal(s) of the Initiative:

The objective of this program is to improve the well being of SPRA employees and at the same time provide leadership to the recreation community in the field of employee fitness. Components include:
- allowance of work time for personal physical activity pursuits.
- Employee Lifestyle Fitness Program (ELF) provision of organization funds to supplement membership or equipment expenses.
Further details contained under "Implementation".

Consideration - if this information is unclear or needs to be presented in a different manner I'd be happy to resubmit.

What need was being addressed by this initiative?

Needs addressed included:
- showcase best practices to be implemented encouraging staff to benefit from participating in physical activity pursuits.
- provide staff with accessible time to pursue healthy activities.
- achieve employee and employeer benefits of having healthy (physically, mentally, socially, etc) staff.

How was the initiative implemented:

The initiative is one demonstration of the Organization and its Wellness Committee's dedication to creating a healthy working environment. As a result, an organizational policy was adopted into SPRA's Personnel Policy Manual. The policy states:

Workplace Wellness

(a) The objective of this program is to improve the well being of SPRA employees and at the same time provide leadership to the recreation community in the field of employee fitness.

(b) Full Time employees will receive two (2) thirty (30) minute workout time off sessions per week before or after work or as an extended lunch break to facilitate fitness activity. Part Time employees will receive one (1) thirty (30) minute workout time off sessions per week. This time will be available for employees who use the time specifically for fitness activity. For Full Time employees a third workout each week before work or during lunch is expected and is at the time expense of the employee by either forfeiting the regular coffee break that day, by reducing the lunch hour to ½ hour (if the workout is at the beginning of the work day) or by staying ½ hour after work.

(c) Employee Lifestyle and Fitness (ELF) Program
- All Full Time and Part Time Permanent employees, including contracted employees, are eligible to apply for up to $250.00 per year. (Note: This is a taxable benefit and will be recorded on employee’s T4 slip as a Taxable Benefit.)
- New employees are eligible after a three month waiting period. The support will be pro-rated for the remainder of the year.
- Students and casual employees are not eligible.
- At the discretion of the CEO, employees on leave may have their support pro-rated
- Other positions within the organization may be eligible for support, upon approval of the CEO.
- Employees should check with their physician before beginning any exercise program.
- Any purchases made must be directly related to a physical activity program (minimum of 30 minutes of physical activity a minimum of 3 days a week).
- The financial incentive cannot be used on clothing. However, equipment (i.e. skates, runners, cleats, etc.) is considered eligible.
- Applications are to be submitted to each staff’s immediate supervisor between July 1, and March 31, each year. Late applications will not be accepted.
- The application will be reviewed, and if approved, the receipts are to be forwarded to the employee’s immediate supervisor for processing and reimbursement. Any expenses submitted after March 31 will not be accepted. Any funds received from the ELF Program should be considered a taxable benefit.
- Golf expenses are ineligible.
- Expenses over $250.00 can be claimed each year until the full cost is recovered, for a maximum of 3 years. (i.e. Treadmill – cost $1,695.00 – can be claimed for 3 years in a row at $250.00 per year, contributing a total of $750.00 towards the purchase). An application and receipt must still be submitted each year for eligibility.
- Questions regarding eligible expenses are to be addressed to the CEO.

How was the initiative evaluated:

Evaluation is conducted in three ways:
- regularly by staff making submission to management/immediate supervisor for determinination if both the time usage or plan and expenses are elligible.
- annual review of the policy to ensure it is meeting staff and organizational needs.
- opportunity for the policy to be reviewed at monthly staff meetings, buy choice of the meeting chairperson.

Results:

Outside of benefits achieved by employee and employer the results are not formally documented. The policy enables staff to determine there level of participation to the maximum's outlined. At the same time it enables the Association to support its staff.

What is the approximate cost per participant:

$250.00

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Supportive Development

Post Time: 2013-11-15

Initiative: Regroup

Number of employees: 1

Goal(s) of the Initiative:

To regain my health through basic physical and emotional initiatives, including gaining 10 to 15 lbs, 7 hrs sleep, exercise 6 times a week by both creating and engaging with a supportive team of professionals and family to achieve sustainable health by 6 to 8 weeks.

What need was being addressed by this initiative?

the need to get healthier avoiding chronic fatigue and the consequences it brings. I was already recognizing the symptoms before medical leave.

How was the initiative implemented:

First you need to evaluate where are you physically and emotionally. Consult your medical doctor. If he gives you a leave from work evaluate the risk factor, can you take a leave being financial sustainable (where will the money come from). If you decide to take the time create a team... don’t do it alone. Then assess, what do you want to accomplish and by when. Set what you can measure. Begin.
Also, I incorporated a methodology that has been in testing over the past couple of years and applied it on myself with impressive results.
Please note that this is the Readers Digest version. More will be released at SupportiveDevelopment.com soon

How was the initiative evaluated:

I knew the state I was in before the medical leave... I know the state I am in now. I stopped going down the rabbit hole and pulled myself out, and now aim to share and support others to do what is important for them.
I personally experienced how stress at the organization I was at directly effected my mental and physical state resulting in physical and cognitive injuries. Now I see how it is effecting my peers.
I no longer work at the organization and have founded Supportive Development to bring these findings and solution to others. I am inspired by Bill Wilkerson's work and to take it to the next level through the SupportiveDevelopment.com channel

Results:

I gained the weight I wanted to gain and am more sound and physically fit then ever before as a result for caring for what was most important... me.

What is the approximate cost per participant:

$0.00

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United Way KW

Post Time: 2013-11-06

Initiative: United Way KW Healthy Workplace Month Passport

Number of employees: 25

Goal(s) of the Initiative:

Develop awareness of a healthy workplace by having all employees participate via the United Way KW Passport to be completed by October 31.

What need was being addressed by this initiative?

All elements of the Healthy Workplace Month including mental health awareness, good eating practices, exercise and fun at work.

How was the initiative implemented:

A Passport was handed out to all employees with six activitives. Once an activity was completed, the passport was stamped and the employee continued. A draw was help on the last day with a $10 gift certicificate to "Healthy Foods & More", alocal retailer.

How was the initiative evaluated:

The stamps were the evidence of the activity. Some employees had to add several sheets to their passport as they participated so actively!

Results:

100% participation

What is the approximate cost per participant:

$10.00

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Victoria Airport Authority






Post Time: 2013-11-16

Initiative: : Flight Path To Wellness

Number of employees: 37

Goal(s) of the Initiative:

• To encourage staff to be more physically active.
• To increase an awareness of mental health & related issues within the workplace.
• To encourage healthy eating habits.
• To incorporate family as part of an overall wellness program.
• To incorporate use of the new 9.3 km Flight Path, a multi-use path that borders the airport lands.

What need was being addressed by this initiative?

To include educational and support services in order to promote a healthier lifestyle which then transforms into a healthier workplace.

To develop a well rounded approach to wellness activities using both physical and mental components.

Organize events that include family and friends; as family is part of an employee’s overall health & wellness.

How was the initiative implemented:

The VAA wellness team implemented various events throughout the year, with a larger focus of events in the month of October. Emails were sent out in advance reminding staff of the events, and posted up on the Employee Intranet. Events included:

Throughout the month of October a personal fitness trainer was on site. Staff were able to book two appointments and had the opportunity to choose from a 1 hour health & wellness consultation or one-on-one personal training session, or both. Staff also had the option of attending the personal trainer’s gym if they felt uncomfortable exercising in the company gym.

All staff attended a Violence Prevention in the Workplace Seminar that had a focus on psychological safety concerns such as disrespectful behaviours, bullying and harassment combined with taking conflict resolution training.

A breakfast and learn with our benefit provider was held to educate and give staff a better understanding of all the extended health & dental benefits available to them.

Employees kept track of their daily steps with the Flight Path Walkathon challenge. Pedometers and spreadsheets were handed out to assist with tracking daily steps.

Educational brochures were emailed and posted up on Mental Health issues and how they affect employees, the workplace and their families. The quarterly Health & Safety flyer had a focus on reducing stress and your perceptions.

A flu shot clinic was held.

We eliminated the ATB candy jar and replaced it with healthier food choices such as almonds, fresh fruit etc.

Family events included a bowling party for BC Family Day and movie night at the fire hall for Halloween.

Support your Favorite Sports Team event was held giving staff a chance to wear their favorite jersey or hat to work. Participants were entered into a draw to win tickets to a Victoria Royals Hockey game.

For Thanksgiving we had Pumpkin Pie & Ice Cream day whereby staff wrote down what they were thankful for and submissions were posted up on a bulletin board.

Staff were offered a one year free digital magazine subscription to either Women’s Health, Men’s health, Runners or Prevention magazine.

The VAA Wellness page was launched on the Employee Intranet which included various topics on eating well, mental & physical health, positive thinking, wellness initiatives and sports & fitness activities.

A staff lunch and learn with a registered dietician is planned for the new year to encourage staff to start eating right after the holiday season.

As creating a safe, health & wellness culture comes from the top down; managers were given information and tools to help them understand the importance of workplace wellness and how to incorporate safety, health and wellness into their own departments.

All the participation prizes promoted health & wellness. Prizes included an emergency preparedness kit, hiking equipment, a spa massage, additional personal training, circuit training and VAA logoed water bottles and sunscreens.

How was the initiative evaluated:

We knew we would have 100% participation for the Violence Prevention Workshop and our goal was to have 80% participation for attending/participating in other events; and we attained an 89% participation level.

Feedback from employees was solicited after each event, so that we could build upon that event for next time.

The personal training sessions were so successful we had to add additional training days. The personal trainer worked with corporations before and he commented that, “He had never heard so many positive comments from staff about their workplace”.

In November, staff still make comments, about “Healthy Workplace Month” and have demonstrated making some lifestyle changes. Many have indicated they feel great and are looking forward to next year’s initiatives.
The personal training, flu shots and prizes cost approximately $98 per person.

Results:

Positive feedback was received for all our initiatives.

As staff took part in either a personal fitness consult or a wellness consult, word started spreading around and 30% more staff signed up than expected.

Some staff originally not interest in the personal trainer sessions, eventually signed up and then were eager to return for an additional appointment.

What is the approximate cost per participant:

$98.00

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Medium Workplace Groups

Groups with more than 100 and less than 500 participants

Canadian Grain Commission

Post Time: 2013-10-17

Initiative: 303 Main Street Walking Club

Number of employees: 400

Goal(s) of the Initiative:

Walk 3 times a week for about 30 minutes each time during CHWM 2013

What need was being addressed by this initiative?

the need to enhance:

Physical activity
Stress Relief
Ability to 'get away' from workplace

How was the initiative implemented:

I sent out an email to assess interest. Those people who expressed interest were invited to come on our first walk on May 20, 2008. We had 12 walkers that day and 15 the next. Participation has grown to 118.

How was the initiative evaluated:

We keep track of how long we walk and evaluate if our pace had quickened (it did for a while and then we hit a comfortable pace of approximately 100 m/min).
Individuals monitor their own fitness objectives (i.e. weight loss, measurement changes, better breath control, less stress).
Participation is monitored on an ongoing basis.

Results:

We have been walking as a group for over 5 years and we have cumulatively walked over 23000 km.

What is the approximate cost per participant:

$0.00

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Chartwell Seniors Housing REIT




Post Time: 2013-11-16

Initiative: “Start your healthy habit today”

Number of employees: 308

Goal(s) of the Initiative:

Chartwell Retirement Residences (Chartwell) recognizes that the promotion of health and wellness initiatives is an important component of Chartwell’s commitment to Making People’s Lives Better (Corporate Vision).

Chartwell’s 2013 healthy workplace month campaign was focused on the following priorities:

1. Collaborate with, and engage partners across disciplines to coordinate prevention efforts that address chronic conditions such as, diabetes, arthritis and heart disease;

2. Deliver targeted wellness education designed to raise awareness and influence healthy behaviours amongst individuals committed to improving their own health status; and

3. Foster positive employee connections with a shared vision of making people’s lives better both inside and outside the workplace.

What need was being addressed by this initiative?

A benefit and drug usage analysis (including EFAP and population demographics) offered baseline data of employee’s health status to develop a targeted campaign to reduce the incidence of chronic disease through prevention efforts.

Chronic disease is prevalent across Canada where the incidence of chronic disease is projected to account for 89% of all deaths according to the World Health Organization (WHO). The WHO further suggests that at least 80% of premature heart disease, stroke and type 2 diabetes could be prevented through a proper diet, physical activity and avoidance of tobacco products (Source: http://www.who.int/chp/chronic_disease_report/media/CANADA.pdf).

How was the initiative implemented:

The following steps were taken to implement healthy workplace month 2013:

1. Collect data that provides a baseline of the targeted employee’s health status. Assess needs of the population.
2. Establish key priorities aligned with current needs / health status of population in conjunction with survey results obtained from HWM 2012 and corporate vision.
3. Identify opportunities and strengthen existing partnerships (across disciplines) within community and provincial agencies.
4. Where possible, leverage resources internal to the organization.
5. Determine budget / identify costs to deliver campaign.
6. Communication, including campaign branding to ensure that HWM messaging is clearly distinguishable from other communications (see Calendar of Events below) Also, educational material from external participating organizations were made available in employee lunch rooms.
7. Incentive (draw) to encourage participation in the post-campaign survey.

Calendar of Events:

October 1st, 2013 Kick-off: A Slice of Wellness on Your Full Plate (Employee / Certified Personal Trainer)
October 3rd, 2013 Promotion of EFAP e-Learning Course: Taking Control of Stress
October 4th, 2013 Fit-in 15: The 15 minute fitness habit (Ontario Chiropractic Association)

October 7th, 2013 Living Well with Diabetes (Canadian Diabetes Association)
October 9th, 2013 Introduction to Arthritis (The Ontario Arthritis Society)
October 10th, 2013 Promotion of EFAP e-Learning Course: Taking Control of Your Mood
October 11th, 2013 Protect Your Health (Heart & Stroke Foundation)

October 15th, 2013 Building Resilience: Learning to Roll with Life’s Punches (EFAP provider)
October 18th, 2013 Distracted Driving (Retired Police Sergeant)

October 21st, 2013 On-site Massage Therapy
October 23rd, 2013 How to live to be 100 and still remember your name
October 24th, 2013 Promotion of EFAP e-Learning Course: Responsible Optimism
October 25th, 2013 Prevention (Canadian Cancer Society)

October 28th, 2013 Financial Fitness: Are you in shape?
October 30th, 2013 Fun at the workplace: Caricature Illustration
October 31st, 2013 Closing and Encore presentation: A Slice of Wellness on Your Full Plate

How was the initiative evaluated:

1. Participant evaluation forms that obtain a quality rating of the facilitator while collecting data to identify the significant outcomes for the participant
2. Developed a post-campaign evaluation survey to collect data that is integral to developing and implementing health and wellness initiatives for 2014 (i.e. preferred education / training formats, areas of interest, delivery of wellness initiatives, etc.)

Results:

While strengthening collaborative partnerships both internal and external to the organization, the 2013 HWM campaign demonstrated a need to address the organization’s health through the continual advancement of strategic and tailored workplace wellness initiatives to meet the primary health concerns of our employees.

One hundred percent (100%) of respondents of a post-campaign survey agreed that they would participate in wellness initiatives if offered throughout the course of the year. Top areas of interest included physical activity / exercise, nutrition, weight management and stress management. The preferred education / training formats were identified as physical classes, lunch and learn education sessions and workplace wellness challenges.

What is the approximate cost per participant:

$20.00

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Community Living Dufferin

Post Time: 2013-11-07

Initiative: Wellness Fair

Number of employees: 150

Goal(s) of the Initiative:

The goals of our Wellness Fair were for our newly formed Wellness Committee to introduce ourselves to our employees in a creative, fun and engaging way. We also wanted to participate in Canada's Healthy Workplace Month!

What need was being addressed by this initiative?

The needs addressed through the Wellness Fair to identify local businesses that offer wellness products, solutions and or services that we can use as resources for our Wellness Committee and connect our employees with as well.

How was the initiative implemented:

The Wellness Committee contacted local businesses asking if they would be interested in participating in the Wellness Fair. They were asked to bring a donation to the food bank and contribute items to our 3 wellness baskets. The Orangeville Mall donated the space of all the isles of the mall for no more than a donation from each business to our local food bank!

How was the initiative evaluated:

We have yet to formally evaluate, but the feedback from businesses and attendees was great! People hoped that we were going to be set up the next day also. Feedback concluded that the next fair held should be for a longer period of time and during a busier time at the mall such as a Saturday.

Results:

Our results were great! Not only did we gain valuable connections with businesses, they also made valuable connections among themselves and with community members! Staff and community members were able to sample products and services and ask questions. Attendees were able to fill out a ballot to win one of three wellness baskets valued each at over $450.00!!

What is the approximate cost per participant:

$0.00

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Dryden Regional Health Centre


Post Time: 2013-11-18

Initiative: Staff for Staff

Number of employees: 250

Goal(s) of the Initiative:

Enhance workplace culture at the Dryden Regional Health Centre, through increased social opportunities for staff, physicians and volunteers,

What need was being addressed by this initiative?

Improving the culture of the staff, which was displayed through absenteeism, survey results, participation numbers.

How was the initiative implemented:

Senior management support and involvement in the creation of the Staff for Staff committee. This is a genuinely staff-run program, built on staff funding through payroll deductions. From pay date draws to summer BBQs, the events are endless.

How was the initiative evaluated:

Participation rates of events
Participation rates of employees contributing to payroll deduction

This initiative, along with our overall wellness program at DRHC, we have won the Quality Healthcare Workplace award - GOLD level!
The cost for the events are subsidized through the payroll deductions.

Results:

Increased participation in Staff for Staff events. Events were better planned out and communicated as a result of the committee. DRHC ensured that the committee was so important to the organization, meetings were moved from lunch time to work time. Administrative support is also provided to the committee.

What is the approximate cost per participant:

$5.00

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Durham Children's Aid Society














Post Time: 2013-10-22

Initiative: 2nd Annual DCAS 5 km Walk/Run

Number of employees: 349

Goal(s) of the Initiative:

Durham Children’s Aid Society (DCAS) focuses on health and wellness as a priority all year round.

The walk/run was a great example of a SMART initiative for the following reasons:

Specific - Through participation in a 5km walk/run, staff were able to set specific personal goals. Some individuals were very motivated by setting time related achievements. Other staff made the conscious choice to move, get outside and enjoy the beautiful day. Other individuals used the opportunity to engage in a little friendly departmental competition. The beauty of this initiative was the flexibility.

Measurable - Participants were able to measure their success when they crossed the finish line and received a completion package (commit to be fit and purple ribbon medal, entry prize and Child Abuse Prevention Month giveaways). In addition, $300 was raised through entry fees and all proceeds went directly to the Durham Children’s Aid Foundation.

Achievable - Due to the flexibility of setting specific personal goals, staff were able to achieve whatever intention they had set for themselves.

Relevant - Although the personal goals varied, every individual was supporting October’s Healthy Workplace Month, Child Abuse Prevention Month and the Durham Children’s Aid Foundation through their participation. Participants sported purple everything including race bibs in support of our cause. One staff even represented DCAS, and was featured on the news. Personal motivators may have been different; however, each individual was acting as part of a team supporting a larger goal.

Time-bound - The walk/run occurred on October 9, 2013 at noon. All participants were given advance notice of all the details and were therefore able to plan accordingly for the event.

What need was being addressed by this initiative?

Wellness initiatives are primarily coordinated through the Joint Health and Safety Committee. In creating a wellness plan, DCAS starts by assessing the needs of staff. At an annual Wellness Day a survey is handed out to staff. Using the results from the survey, various resources and feedback from staff, an annual action plan is created.

The annual action plan covers health promotion strategies including; awareness raising, education and skill building, environmental supports and policy development. DCAS focuses on a variety of wellness topics, and is a recipient of the 2011 and 2012 Region of Durham’s Healthy Workplace Award of Excellence at the Gold Level in recognition of achievement in the areas of physical activity, healthy eating, cancer screening and tobacco free living.

Many initiatives were planned for October’s Healthy Workplace Month 2013. The ultimate goal was to continue to roll-out a variety of health and wellness related initiatives in a comprehensive manner, considering staff needs and interests and therefore encouraging participation.

The 2nd Annual Walk/Run was another great opportunity to continue the DCAS commitment to health and wellness while supporting October’s Healthy Workplace Month, Child Abuse Prevention Month and the Durham Children’s Aid Foundation to all staff.

How was the initiative implemented:

Attain qualitative and quantitative data from your teammates.

Ask staff what there perspectives are in regard to health and wellness initiatives you offer and as well as what they are interested in.

Support these comments with statistics, analyze and identify gaps then create an action plan.

Involve, engage and collaborate with as many individuals from your organization as possible. Everyone‘s contribution only leads to successful outcomes.

Utilize comprehensive strategies to roll-out initiatives.

How was the initiative evaluated:

Evaluation of all DCAS wellness initiatives are based on participation and feedback from staff.

As mentioned previously, DCAS focuses on wellness as a priority all year round. Wellness initiatives will carry on in to November, with a lunch and learn focusing on mental health and resiliency in the workplace, vicarious trauma training, massages and a guided meditation exercise in releasing tension and relaxation

Results:

Positive feedback was received from all participants. The event has become a tradition at DCAS and participation went up by 73% this year. There were quite a few intrigued spectators both internally and externally as well. We are certain the event will only become larger each year.

What is the approximate cost per participant:

$7.00

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Electrical Safety Authority

Post Time: 2013-11-07

Initiative: Activity/Walking Corporate Challenge

Number of employees: 450

Goal(s) of the Initiative:

Specific- To have an on-line corporate activity challenge where employees can track their steps and activity on a daily basis.
Measure- A virtual on-line trail to walk. The Inca Trail in Peru.
Attainable- Have 20% of employees participate.
Realistic- improve 500 steps a day to reach 10,000 steps a day.
Time-Over a 4 week period.

What need was being addressed by this initiative?

To support employees with tools and resources that will engage them in a healthy and active lifestyle.

How was the initiative implemented:

We used a GoodLife on-line CoreLite platform and provided employees with a logo pedometer.

How was the initiative evaluated:

Since this was our first time doing this we evaluated by percentage of participation.

Results:

We had a participation rate of 29.5%.

What is the approximate cost per participant:

$15.00

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Government of Alberta








Post Time: 2013-11-13

Initiative: The Capital Projects Division (CPD) “Sneak It In” Program

Number of employees: 310

Goal(s) of the Initiative:

The Capital Projects Division (CPD) within Alberta Infrastructure is responsible for the delivery of major government-owned building projects. Staff members involved with this Healthy Workplace Initiative came together from offices throughout the province, with the main centres in Edmonton and Calgary.
The goal of our “Sneak It In” initiative was to demonstrate Capital Project Division’s support and awareness that staff productivity is directly affected by both the physical and mental health of its employees. Therefore, to encourage all CPD staff, despite their workplace location, this initiative sought to develop and maintain healthy behaviours that can be easily integrated into our employees’ lives both inside and outside of the office during Canada's Healthy Workplace Month.

What need was being addressed by this initiative?

CPD is currently on its way to achieving Gold Excellence Canada certification under the integrated Excellence, Innovation and Wellness® (EIW) Framework. Our Progressive Excellence (PEP) Team has been tasked with the mission to optimize the health and wellbeing of all CPD employees through education, workplace safety and encouragement of individuals to take responsibility for their overall health. The Sneak It In initiative was able to raise awareness of positive lifestyle practices and physical wellness habits that championed mental and physical health that could be easily incorporated into the workday. Sneak It In also sought to increase employee awareness of Capital Projects Division’s accomplishments in building great buildings for Albertans! Moreover, many of the key practices in this initiative sought to improve quality of life for employees and their families outside of the workplace, thereby affecting a positive change in the community at large.

How was the initiative implemented:

The Capital Projects’ PEP team developed a thorough plan before the launch, then led the administration, tracking, and development of the initiative to its full capacity. The “Sneak It In” program consisted of two facets of staff participation; the “Walk Capital Projects” and the “Healthy Workplace Bingo.”

1. “Walk the Capital Projects” Passports were designed to primarily promote physical fitness; track employees’ achievements; and increase awareness about the various schools, museums, hospitals, and other buildings being built and maintained throughout our vast province. New this year was the addition of other projects, initiatives, or committees being led by the various branches, which ensured that each branch was represented in the passport. Each page showcased a different CPD building, project or initiative with a specified distance that the participant would get stamped upon completion. This created an opportunity for employee engagement as staff had a chance to learn interesting facts about the work being done by their peers and co-workers and celebrate all that our division accomplishes.

2. During this month-long initiative, four Healthy Workplace Bingo cards were distributed with new initiatives each week ranging from stretching and walking exercises, to family fun activities, to stress-busting mental tips! Each installation of this program was directly aligned a different focus of Canada’s Healthy Workplace Month 2013 themes: “Safe Workplaces,” “Healthy Bodies,” “Supportive Workplace Cultures,” and “Fun at Home and Work.” The individual spaces of our bingo game were geared toward workplace wellness with a focus on safety, resilience, workplace culture, and mental health of CPD staff and their families. Each bingo square was a challenge or task that correlated into a healthy habit that could be easily integrated into the work day.

Participation in the program was completely voluntary. However, joining the initiative was encouraged as participants earned entries into weekly prize draws for each passport page and bingo-line complete. Staff competition was also stimulated within individual branches, as the best percentage participation would be awarded the golden “Sneak It In Sneaker” trophy and a healthy catered lunch. PEP Team members were identified as “Passport Offices”, in which staff could visit to ensure their participation results were maintained with the branch and divisional total.

The program was communicated to all CPD staff using our internal newsletter, staff emails and posters. Weekly updates were sent out by the Sneak It In administration team that identified branch participation percentages and leading staff. The overall monthly results were shared in the internal divisional newsletter.

How was the initiative evaluated:

Each week, staff participation was tracked and reported by our 'Sneak it In' administrative team.
In addition, a staff survey is currently underway for gathering objective evaluations and anecdotal feedback, which to date has been very positive!

Results:

The month-long initiative saw an overall staff participation rate of 68% (a 10% increase from 2012) with some areas showing over 90% participation! Six branches participated in this initiative, including senior executives and program directors – truly a communal effort for wellness. Participants of the program report being more aware of the need for positive psychological health and physical habits and invigorating lifestyle changes to feel great and perform to their full potential. Many employees took the lessons learned from the Sneak It In program and applied it to their families as well, helping our future leaders get an early start on health and wellness. Support and suggestions for future activities and initiatives like this month’s initiative are also being planned due to the overwhelming success of the program.

What is the approximate cost per participant:

$5.00

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Hallmark Canada

Post Time: 2013-10-21

Initiative: Let’s Move Across Canada

Number of employees: 350

Goal(s) of the Initiative:

In January 2013 employees completed a health interest survey through Survey Monkey. The majority of employees who completed the survey felt their health was good and their lifestyle as being moderately active. The employees did however, identify physical fitness, stress management and nutrition as the top three areas that they wanted to learn more about. In the previous year through a variety of initiatives information on each of these areas was provided to the employees.

The goal for 2013 was to assist employees to translate the information they were being provided into practical lifestyle changes.

Moving Across Canada was a team challenge that was designed to be fun, to improve on Hallmark team spirit, to get all Hallmarkers supporting each other to develop and maintain an active, healthy lifestyle and to support one of the organizational priorities which was to make Hallmark a great place to work. By helping employees to improve their overall wellbeing we were also helping them to be more physically and mentally healthy in order to deal with their work and personal stressors.

What need was being addressed by this initiative?

One of the recurring themes in ensuring a healthy lifestyle is for the individual to be active. Being active through walking is considered one of the easiest and best ways of building and maintaining a healthy mind and body. The challenge in most people’s lives is how to keep motivated with any activity given the competing priorities and stresses of everyday work, home and social obligations. It is also well recognized that colleague support is extremely important in helping to keep people motivated and continuing beyond the initial phase of any program.

The decision was made to provide employees with the opportunity to participate in a group challenge that would encourage activity through walking. The group would be given the challenge to record the number of steps they took in a day and then cumulatively, as a team, they would move across Canada.

How was the initiative implemented:

We found a Canadian company, Steps Count, who had an online program called Log Your Steps, which is geared to helping people to become physically active through walking. The premise is that a group of people would get together and challenge themselves to walk across a virtual map. They would measure the distance travelled using a pedometer that would be purchased, along with the individual license for the online program at a cost of $15 per person plus tax.

The design of our activity challenge was for teams to be formed with a maximum of 10 participants. Once they received their pedometers and licenses they started recording their steps and started their travels. A pre-set online map tracked their progress as they moved across Canada, starting in Newfoundland and ending in Victoria, BC. Once they reached Victoria, if they chose, they could then walk back to Newfoundland via a different route that took them up to the Yukon and across the Northwest Territories and Iqaluit and finally ending back in Newfoundland.

The challenge was announced in March and teams started their travels in April and May. The plan was for this to be an activity challenge and not a race so the starts were staggered as the teams were organized. Once each team was finalized the team members received a pedometer and password for their individual and team tracking maps. On a regular basis, which could be daily or weekly, each team member would log into their individual webpage and log the number of steps they had taken. Their webpage was linked with their team’s webpage where the team’s progress was logged. The really nice thing about this Log Your Steps program is that participants can get credit not only for the steps they take but other activities, such as gardening or yoga, which can also be converted into steps by logging in the amount of time spent doing the activity. This helped to encourage participation.

Large maps of Canada were posted at each of our sites and the individual team progress was tracked on a weekly basis. In addition, a regular 2 page newsletter titled “Where Are They Now” was emailed to all employees. This newsletter would update the team’s progress as well as little tidbits they would submit such as the virtual pub they were planning on visiting that weekend.

When the challenge was started it was unknown how long it would take teams to move across Canada but the idea was to have teams keep moving until the activity challenged ended in October. It was planned for the end of the challenge to coincide with Healthy Workplace Month.

How was the initiative evaluated:

The initiative was evaluated by using the following subjective and objective parameters:
- Were employees wanting to participate and were they encouraging their colleagues to also participate;
- Were employees having FUN ;
- Were the employees logging their steps online;
- Were the teams making progress in moving across the map of Canada or did they stall for long periods and not move forward;
- Did the employees feel that they were increasing their physical activity;
- Did employees feel that they were supported by their team members.

Results:

Approximately 67% of our employees participated in the challenge forming 25 teams. Twenty three teams walked across Canada and five teams walked across Canada and back again.

Once teams started forming participation was like a snowball that kept growing and growing. The President and the VPs all participated and joined random teams throughout the organization. Employees encouraged others who previously had never participated in activity challenges to join their team. Employees became very competitive with each other and the challenge became a huge success.

What is the approximate cost per participant:

$15.00

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Health Association Nova Scotia

Post Time: 2013-10-28

Initiative: Ensuring Consistent Leadership Principles

Number of employees: 100

Goal(s) of the Initiative:

To implement a standardized approach to leadership development in the organization in order to:

• Ensure that all leaders, present and future, have an awareness and comprehensive understanding of the appropriate tools and skills to be an effective manager in the Association
• Ensure that all leaders/managers are given the opportunity to learn the elements of a leadership philosophy and/or framework that the Association endorses
• Ensure consistent management practises across the organization
• Show the Association’s commitment to transformational leadership, and its understanding of the leader’s/manager’s critical role in creating a healthy work environment
• Show leadership within the health system itself, as the recent Health Association Board paper made a similar recommendation for a standardized and consistent approach to leader/leadership development for the Nova Scotia health care system

These goals are intended to receive participation effective fiscal year 2013-2014.

What need was being addressed by this initiative?

During a training course in developing a healthy workplace, an audit of the Association’s practises were compared to a Menu of Organizational Priority Actions, as outlined by the Quality Worklife Quality Healthcare Collaborative. A variety of potential actions came out of that audit, one of them being “require managers to be certified in a recognized leadership development program (that includes a focus on their role in creating a healthy work environment)”.

How was the initiative implemented:

Currently the Association offers a Management Development Program via its internal Organizational Development department. The training is free (other organizations may choose to subsidize the training) and is readily available onsite. To enrol in the program, one only needs to contact the program administrator.

The standardized leadership training has not yet been implemented as dates have not yet been confirmed.

How was the initiative evaluated:

The initiative will be monitored to ensure accountability for program completion. Monitoring is relied upon by directors/managers of managers and the internal HR Consultant.

Results:

The Committee that participated in the training put forward a recommendation to the Association's senior leadership team. The recommendation was well received there are plans to implement the training going forward. Dates have not yet been confirmed.

What is the approximate cost per participant:

$0.00

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Human Services - OIS

Post Time: 2013-11-13

Initiative: Pedometer Adventure & Workplace Health

Number of employees: 100

Goal(s) of the Initiative:

Increase personal awareness of how active we are on a daily basis.

Gain insight on how we can be healthier and happier.

Get involved in and celebrate Canada Healthy Workplace Month 2013 and department initiatives.

What need was being addressed by this initiative?

The need was to build employee awareness and understanding that being 'more healthy' can be easy regardless of our limitations e.g. physical, energy, time, etc.

How was the initiative implemented:

The core activity of the month was the Pedometer Adventure. All staff was equiped with a pedometer.
Each week consisted of a different mission:
- Week 1: Get acquainted with using a pedometer and record typical daily step numbers
- Week 2: Continue to get acquainted with pedometer and set own personal goals.
- Week 3: Beat previous weekly step number. Use daily total to gauge progress and adjust accordingly to achieve goal.
- Week 4: Try to beat highest step number from the past weeks for that day e.g. On Monday, try to beat your top step number from the previous Mondays, etc. As a result, achieving this mission equates to beating all previous daily and weekly records.

Additional activities were scheduled to promote alternative health benefits i.e. non-physical health. The activities included:
- Providing a list of TED Talks based on the topics of games, happiness, health, work-life balance. Staff collectively chose and watched the video(s) that interested them.
- Providing team building games e.g. name that tune from various decades, stack cups using implements rather than direct contact.
- Encouraging staff to take a 15+ minute walk together outdoors
- Challenging staff to include different food groups in their lunch. The food groups were land, sea, and air as opposed to traditional Food Guide groups.

How was the initiative evaluated:

Evaluation of the initiative was based on an honour self-reporting premise. Step numbers were individually tracked and anonymously populated data to a master spreadsheet, which tallied the total steps of the group. From the master spreadsheet, daily, weekly, and monthly steps were posted and shared with all staff. Sometimes examples of where one could travel to and how many steps to do so were announced and staff encouraged to participate.
To recognize everyone’s achievement and participation, total monthly steps were shared in the greater departmental newsletter for all staff.

Results:

Staff at all levels willingly supported and participated in at least some of the activities. Participants of each activity indicated they enjoyed it and had fun together.

Many staff were surprised about how many steps they actually took on average e.g. some thought they were less active than they actually were. Most liked having the ability to measure progress despite the occasional margin of error.

Non-staff members also participated in some of our activities.

What is the approximate cost per participant:

$0.00

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OTIP

Post Time: 2013-11-16

Initiative: Healthy Workplace Month

Number of employees: 268

Goal(s) of the Initiative:

The mission of the Healthy Workplace committee is to enhance the health and well-being of our people by providing access to a healthy living program.
We measure the results by tracking attendance and participation at each event and/or initiative.
Our goal was to have 45% overall participation during the month of October as well as throughout the entire year.

What need was being addressed by this initiative?

To help create a balance work life and overall wellness for the employees, thus increasing engagement, job satisfaction and decreasing absenteeism. To encourage and support wellness education and provide innovative programs to accomplish individual wellness goals and needs. We also strive to foster team spirit throughout various activities and events.

How was the initiative implemented:

10 years ago, a wellness committee was formed to take on initiating and implementing wellness event for the company. The committee is comprised of volunteers from staff to executive and meets monthly. We continually review goals and plan for companywide events and communications. In conjunctions with our on-site staff wellness coordinator , we design our programs to meets the needs and wants of our employees.

How was the initiative evaluated:

We evaluate through participation rates and employees completed an online anonymous survey to provide feedback at the end of the month

Results:

overall we reached our goal by achieving 45% participation

What is the approximate cost per participant:

$22.00

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Paradigm Electronics Inc




Post Time: 2013-11-12

Initiative: October is Healthy Workplace Month

Number of employees: 225

Goal(s) of the Initiative:

The goal of our program was to raise awareness of the company's commitment to workplace health through the following dimensions:
1) Safe Workplace
2) Healthy Lifestyle choices - physical and mental
3) Supportive Culture and Organization
4) How to have fun at work

Through this month long initiative the organizational goal was to increase the quality of life at work for our employees through 100% participation of employees in one healthy workplace initiative.

We completed an employee survey prior to October to gauge the level of employee engagement and then completed a follow up survey at the end of the month.

What need was being addressed by this initiative?

Paradigm Electronics has gone through a number of organizational stressors including key leadership changes and continuous lean manufacturing implementation. This initiative was an opportunity to re-engage employees and to refocus the organization on the benefits of health, safety and wellness.

How was the initiative implemented:

1) Set up a wellness committee with management and employee representation from each department spearheaded by Human Resources.
2) Development of program goals and objectives and got Senior Management buy in and participation
3) Development of a project plan | calendar of events (attached document)
4) Set up a communications centre - Bulletin Board (attached photo)
5) Internal Marketing through posters, email blasts, bulletin board postings, employee t-shirts

How was the initiative evaluated:

1) pre and post program employee survey
2) participation rate
3) charity drive participation and dollar results
4) with each initiative the participation rate increased
5) Additional spinoff results that we never thought of including ongoing wellness initiatives

Results:

The results were beyond our expectations:
1) Employee Survey improved in all categories by 20 bases points. Participation in the survey increased from 125 employees to 198 employees.
2) 100% participation in at least 6 of the initiatives
3) Through charity drives for an employee on disability we have begun to build a strong community and team and managed to raise $10,000 for an electric wheelchair
4) We donated 2,600 lbs of food to the Thanksgiving Food Drive - almost 12 lbs per employee
5) Skipping contest has evolved into a lunchtime skipping club
6) Have started a weekly Tai Chi Class
7) 8 employees and family members have joined a Muay thai training centre
8) Our Weekly aerobics class has increased by 5 participants
9) An additional 4 employees have volunteered to be part of the wellness committee and they are developing a calendar that will have 1 activity per week. They have already completed an employee survey to determine what employees would like to see.
10) Regular Music Jam Sessions after work have been planned
11) Increased utilization of Employee Assistance Program
12) Increased utilization of Workperks

Our organization has been energized through our Healthy Workplace Month initiative.

What is the approximate cost per participant:

$10.00

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Sandvik Materials Technology

Post Time: 2013-11-15

Initiative: "Your Health Matters"

Number of employees: 190

Goal(s) of the Initiative:

The goal of the “Your Health Matters” program is to bring cancer prevention and screening into the workplace in 2013. Developed by the Erie St. Clair Cancer Regional Cancer Program in partnership with Cancer Care Ontario, this award winning program is available throughout several locations in Ontario. In September 2013, the Champlain Regional Cancer Program facilitated this presentation for our employees.
“Your Health Matters” is a workplace health information program relating to cancer prevention and screening education, that includes a personalized intervention strategy designed to increase awareness of cancer’s modifiable risk factors and screening programs, and to motivate positive healthy behaviour change.

What need was being addressed by this initiative?

Approximately 50% of cancers can either be prevented or detected early before they become a health problem. People spend 30% of their lives in the workplace therefore offering health education, promotion initiatives and workplace wellness programs matter to us.
Every person has some sort of health risk to varying degrees, whether it’s unhealthy eating, lack of exercise or sleep, drinking, smoking etc. Using a program can make positive change happen.
The program also linked participants to existing workplace and/or community wellness support programs that could provide them with on-going support to make healthy lifestyle changes

How was the initiative implemented:

Mandatory Health & Safety meetings take place monthly within the company. During the month of September, and with the approval of the General Manager, a health topic replaced safety.
A training schedule was developed, taking into account the 24/7 plant operations. 135 or 71% attended the in person sessions. In total, six sessions were offered during day and evening hours. For employees absent, (ie due to illness, vacation etc) materials were forwarded to them so that 100% of employees received the information and tools.

The “Your Health Matters” was a facilitated presentation done by two registered nurses from Champlain Regional Cancer Program. Employees received program booklets, a personal cancer risk assessment form, and a personal cancer prevention action plan
The sessions provided health information and education related to cancer prevention and screening A personalized intervention strategy designed to increase awareness of cancer’s modifiable risk factors and screening programs to motivate positive healthy behaviour change was included.

How was the initiative evaluated:

Employees received an immediate feedback survey that assessed their level of understanding before and after the presentation as it related to:
• Modifiable risk factors
• Screening recommendations
• Workplace and community prevention support programs
• Whether or not employees will likely make improvements to their health and
• Whether they will act on the recommendations
Information was collected about the implementation strategy including the availability of time, quality of information provided, time to complete the presentation and the quality of presenters and general satisfaction with the Cancer Prevention and Screening presentation.

Results:

135 or 71% attended the in person sessions. 107 surveys were completed and returned.
Employees received an immediate feedback survey that assessed the level of understanding before and after the presentation as it related to:
• Modifiable risk factors
• Screening recommendations
• Workplace and community prevention support programs
• Whether or not employees will likely make improvements to their health and
• Whether they will act on the recommendations
A baseline survey, which was confidential and voluntary collected data about:
• personal demographics
• Job profile
• Awareness of personal modifiable risk factors
• Cancer personal/family health history
• Health risk factors
• Physical activity
• Healthy eating
• Alcohol consumption
• Sun safety
• Knowledge and screening awareness
• Screening practices and behaviours
• Health care services
All data collected was non identifiable, kept secure and available to the project coordinators for evaluation purposes only. Using a unique anonymous identifier allowed the program provider to compare results over time if they choose to fill out a future survey.
Positive verbal feedback was received by employees who attended the sessions.
35% of participants indicated that their level of understanding of modifiable risk factors was excellent compared to 12% pre-presentation.
37% of participants has a very good level of understanding of community cancer prevention programs post presentation, compared to 7% prior to.
65% of participants plan on following up with their health care provider. 64% indicated that they learned “quite a bit” and 14% learned “a large amount” of information about cancer and risk factors.

What is the approximate cost per participant:

$0.00

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Summerville Family Health Team

Post Time: 2013-08-26

Initiative: Summerville Gets Moving Challenge

Number of employees: 100

Goal(s) of the Initiative:

To promote a healthy lifestyle by increasing activity levels in an atmosphere of friendly competition.

Goal for each Team Member: To accumulate 150 minutes of moderate-vigorous aerobic activity per week (according to the Canadian Physical Activity Guidelines)

Summerville Goal: To accumulate 75,000 minutes of aerobic activity by the end of the 8-week Challenge

What need was being addressed by this initiative?

*Fostering team building and comraderie
*Improving organizational culture
*Increasing physical activity levels

How was the initiative implemented:

Staff formed teams consisting of 2-4 collegues and created a team name.
Each Team member tracked their total number of minutes of aerobic physical activity (ie. walking, biking, swimming etc.) in a 24-hour period from Monday thru Sunday and recorded it on a tracking chart located in each sites' lunch room (we have 5 sites). Team scores were based on the teams average # of minues per week.
We had to create 2 tiers because some staff were much more active than others. Tier 1: >200 minutes/week
Tier 2: <200 minutes/week
The top 2 teams in each tier that accumulated the most amount of minutes won a prize.
Each week the results were tabulated and sent out by email to the organization so staff could see how their teams were doing.

How was the initiative evaluated:

Participants were invited to provide feedback via survey created through Survey Monkey. (ie. What did you enjoy about the challenge, what improvements could be made to the challenge, how satisfied were you with the challenge etc)

Feeback included; "I enjoyed the friendly competition and opportunity to connect as a team."
"It was great motivation to take part in the activities, and good time spent with co-workers

Results:

50 Staff participated in the 8-week Challenge accumulating a grand total of 92,000 minutes (surpassing goal of 75,000 minutes)
Top team in Tier 1 accumulated an average of 415 minutes per week
Top team in Tier 2 accumulated an average of 169 minutes per week

What is the approximate cost per participant:

$0.00

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Large Workplace Groups

Groups with 500 or more participants

Department of Justice Canada

Post Time: 2013-10-18

Initiative: The Wellness Challenge

Number of employees: 5000

Goal(s) of the Initiative:

Because the first edition of the Wellness Challenge had 74 participants, the goal for the second edition was to have over 100 participants who would challenge themselves to create a new healthy behviour around the wellness dimensions: physical, emotional, mental, social and spiritual during Canada Healthy Workplace Month.

What need was being addressed by this initiative?

The current context in the Federal Public Service, and specifically the Department of Justice, is a difficult one. We have been in a period of major changes for a few years now and there are signs that this is not about to change any time soon. Because change is known to have an impact on individuals health and well-being, it is important for individuals to adopt a healthy and positive lifestyle to support their resilience through challenging times.

This initiative is based on the principles of neuroplasticity, which show that the brain is in constant evolution by the way it remaps itself. Through conscious changes, it is possible to create a healthy behaviour and remap the brain to transform the behaviour into a habit. Participants were encouraged to set themselves an objective to consciously practice a new behaviour of their choice for a period of 21 days. It was required that the behaviour touched on at least one of the wellness dimensions.

How was the initiative implemented:

The first pillar to ensure the success of the initiative was communication. The Wellness Program involved the communications branch of the department to ensure a wide distribution and efficiency in the messaging. Also, over the last couple of years, the Wellness Program has built a network of employees who share an interest with wellness-related topics. The Wellness Network now counts over 525 members to whom the Wellness Challenge was communicated. The communications efforts served two purposes, to create awareness and to explain the concepts related to neuroplasticity.

The second pillar was the engagement from senior management. Our Deputy Minister, made a speech where he discussed with employees the importance of personal wellness and encouraged them to participate in the Wellness Challenge.

How was the initiative evaluated:

The measure used to evaluate the Wellness Challenge was the number of participants. We believe that the mere fact that the number of participants jumped from 74 to 215 is an indication of huge success!
This means that 211 people set out an intention to create a healthy behaviour with the support of their colleagues.

Results:

There are 211 employees who participated in the second edition of the Wellness Challenge. From a qualitative perspective, participants have expressed that their behaviour often continued beyond the 21 day period. Also, participants have commented that a small behaviour change had a positive impact in many aspects of their lives.

What is the approximate cost per participant:

$0.00

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Desire2Learn










Post Time: 2013-11-07

Initiative: Desire2Learn Health Fair

Number of employees: 600

Goal(s) of the Initiative:

Our goal is to improve our employees’ health and wellness by ensuring that at least 25% of our employees attend and participate in our very first Health Fair at Headquarters on October 23rd between 11am-2pm. At this Health Fair, employees will receive information from experts such as public health nurses, our benefits provider, representatives from our employee assistance program, nutritionists, naturopaths, and physiotherapists. The creation of our Live Well Committee will motivate and encourage employees to improve their wellness by providing information and organizing future events for health related initiatives.

What need was being addressed by this initiative?

The need to educate employees on the above topics such as: healthy eating, physical activity, cancer prevention, medical benefits, smoking cessation, cycling to work, naturopathic treatment, and our employee assistance program. Our Health Fair also ensured that employees have resources available to ask for further information on health related topics.

How was the initiative implemented:

We created a Live Well Committee, made up of volunteers with an interest in health and wellness. The Live Well Committee, along with HR, helped organize and plan this Health Fair by looking for vendors to provide information. After vendors were secured, health-related prizes were purchased to encourage employees to attend the event. Employees that visited at least 3 different vendors were given a “Passport to Health” which they could use to put in a draw for either a Fitness Package, a gift card to Sport Check, a Yoga Package, or an iPod shuffle. Healthy snacks such as fruity, veggies, and granola bars were also purchased to ensure employees had something to eat during the fair.

On the day of the Health Fair, we used our lunch room to set-up the vendors in a welcoming and open space. Employees could drop into the lunch room anytime between 11am-2pm to speak with the different vendors and receive information on health related topics.

How was the initiative evaluated:

We posted the winners of the prizes on our intranet and asked for any feedback on the event. We received positive e-mails from employees that they really enjoyed attending the Health Fair and also gave us suggestions for future events that our Live Well Committee could organize.

We also asked the vendors that participated for their feedback and everyone enjoyed speaking with our employees and said they were very engaged and interested.

Results:

We had 150 employees attend our Health Fair and received excellent feedback from both employees and the vendors that participated in the Health Fair.

What is the approximate cost per participant:

$2.00

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Great-West Life Assurance Company - Winnipeg

Post Time: 2013-10-29

Initiative: Healthy Workplace - Mind, Body and Spirit

Number of employees: 3400

Goal(s) of the Initiative:

Goals of this years HWM initiatives were to inspire all of our employees (nationally and locally) with health and wellness motivational activities, that would educate, encourage and incite - physical, mental, social and environmental wellbeing.
Planned activities were to support a sense of community, team spirit, and a "little bit" of competitive stimulation among peers. We wanted to talk openly about mental health concerns, allowing staff the opportunity to attend educational sessions, booking confidential appointments with a nurse, having mental health resource numbers, posters, and our office open to all staff all month long. We wanted to give staff the opportunity to give back to their community with a food drive, blood donation clinic, and a Koats for Kids collection, to name a few!

What need was being addressed by this initiative?

The need for staff to learn how to take ownership of their own health needs. To be empowered with educational tools, resources, guidance, and a sense of peer support in order to feel personal fulfillment - physically, mentally and spiritually.
To have an understanding that work and play can gel together with long term benefits to both themselves and their employer

How was the initiative implemented:

Sept 30 – October 25
• National Ocean Adventure Activity Challenge
Once again Great West Life, London Life and Canada Life staff across the country can participate in a corporate physical activity challenge and have the opportunity to win a number of great prizes.
The Ocean Adventure Challenge is based on the Heart and Stroke Foundation’s Workplace Physical Activity Challenge. You track the time you spend doing physical activities each day, convert those minutes into steps and submit your weekly step total. Once submitted, your activity steps are converted into kilometers to help us cross the ocean floor. The steps will be tracked on the Ocean Adventure Activity Map, found on The Zone, where you
can follow our collective progress. All employees who participate have a chance to win great weekly prizes with a grand prize draw at the end of the month for an Apple iPad!Office Challenge

For locations without an onsite Health Services office
We’d like to hear how you encouraged your office or department to participate in the Ocean Adventure Activity Challenge. Email us with:
•Details about planned activities and events and how they went
•Incentives used to encourage participation
•Number and percentage of staff who participated
Email your activity details to Health Services (Winnipeg) by Wednesday, October. 23, and one location will receive the Healthy Office Achievement Award, which includes a beautiful wall plaque to display for a full year and a basket filled with fitness goodies for your entire office to enjoy. The basket is provided by the Great-West Centre for Mental Health in the Workplace.
Are you up for the challenge? Then let’s get active!
Track and submit your activity minutes:
1. Print the Tracking & Conversion Chart [PDF] and keep track of your physical activity minutes.
2. Calculate your “steps” during the week.
3. Submit your weekly step totals each Monday – October 7, 15 (Tues.), 21 and 28, by using the online form.

• Children’s Halloween Coloring Contest
Employees can pick up a Halloween themed coloring picture at the North end of the Cafeteria, October 1st from 11:00 – 1:00 pm at the Healthy Workplace Month Information Booth or online on The Zone any time during the month of October, for a chance to win great prizes for the whole family!

WEEK ONE:
Safe Workplaces:
October 1
• HWM Information Booth
North End Cafeteria 11 – 1 pm
Do you want to know how you can take part in several free events in October to celebrate Healthy Workplace Month? Stop by the information booth today and talk to the Health Services Nursing Staff to learn about the 25+ health and wellness initiatives being offered to staff. Find out how you and your department can win
several fabulous prizes just for participating. Pick up an Events Calendar today to keep at your desk as a
reminder of daily activities.

October 2
• Meditation ‐ Drop In
Health Services ‐ 1 North 11:15 – 12 pm
Whether you are a beginner or an advanced student, learn
to relax and decrease stress. Seating is based on a first come basis. Drop In

October 3
• “Workstation Ergonomics” Lunch & Learn
Health Services ‐ 1 North 12 – 1 pm
Do you want to learn how to properly adjust and set up your workstation so that it is ergonomically correct, in order to help prevent discomforts associated with a sitting posture. Employee Health Nurse will demonstrate how to adjust your chair, monitor, keyboard and mouse to fit your physical features.Learn how to prevent repetitive injuries with some very simple adjustments.

October 4
• Blood Donor Clinic
Conference Centre/North End of the Cafeteria 10:30 – 2:30pm
“Super Heroes Required ‐ Become a Blood Donor and Save a Life!” All staff who donate can enter their route slip for a chance to win one of two pairs of Bomber Tickets. If you are a new donor, you will also be entered in a separate prize draw in appreciation of your gift. Be sure to bring your MB Health Card with you to your appointment. If you are getting the flu vaccine this month, please remember that you will have to wait 3 days before you can donate after an influenza injection.

October 4/5
• Free Prenatal Weekend
Conference Centre Friday 6 – 9pm Saturday 9 – 4pm
Join Employee Health Nurse and Prenatal Educator for a free prenatal/childbirth weekend session for GWL employees and partners. The Friday /Saturday (10 hour) course will cover topics: anatomy and the birth process,comfort measures for work and home, labour tools and relaxation techniques, medication options,
caesarian sections and interventions, breastfeeding, infant care, postpartum, your relationship after a baby,
coming back to work and more.

WEEK TWO
Healthy Bodies:
October 8
• Ask a Nurse
Health Services, 1N 09 – 3 pm
Do you have a question about a medical or psychological concern? Do you need reliable educational material for a condition you or a family member may have? Do you have questions about your pregnancy, or your child? Do you need to find a Doctor, counselor, dietician? Do you want to know what services /support groups are available in Winnipeg? Call the Nurses in Health Services today to discuss ANY concerns or questions you may have.
All appointments are confidential

October 9
• Meditation ‐ Drop In
Health Services ‐ 1 North 11:15 – 12 pm
Whether you are a beginner or an advanced student, learn
to relax and decrease stress. Seating is based on a first come basis. Drop In.

October 10
• “Prenatal – Postpartum Care and Depression” Lunch & Learn
Health Services ‐ 1 North 12 – 1 pm
Join Employee Health Nurse for this free prenatal information session. Learn to recognize the symptoms and understand the differences between Post Partum Depression and “Baby Blues”. Learn physical and psychological warning signs during the
postpartum period. Learn where you can go for help if this happens to you or someone you know.

October 11
• “Keeping Balanced: Getting a Good Sleep” Lunch & View
Health Services ‐ 1 North 12 – 1 pm
Getting a good night’s sleep is not as easy as counting sheep. Join Employee Health Nurse Emilie for a free “Lunch and View” about Insomnia. Learn about what causes Insomnia, and ways to help get a good sleep through eating well, lifestyle, and soothing therapies. Join us to learn how to help get some Zzzz.

WEEK THREE
SUPPORTIVE WORKPLACE CULTURE:
October 15
• “Living Life to the Full” Lunch and Learn
Conference Centre 12 – 1 pm
Want to know how to feel better, right now? Join Community Educator for the Canadian Mental Health Association who will introduce simple principles that will help you understand your feelings and what to do about them. We will also look at simple things we can do straight away to feel happier, fitter and able to see
the positive side of life every day. Stacey will also discuss a more intensive 8 week session being offered at McNally Robinson and at the Association in the coming months.

October 16
• Health Fair
Conference Centre/ North End of the Cafeteria/Atrium 11 – 1:30 pm
Do you want to take a more active role in your health and well‐being? Do you want to know what health related resources and contacts are available in Winnipeg? This year’s Health Fair will offer 40+ vendors who may be able to answer your health related questions, offer you educational resources and contact number support for a wide variety of wellness initiatives. In addition, there will be several prize draws and free schwag.
In Honor of World Food Day – staff who bring a non‐perishable food item to the Health Fair Information Booth, will be entered in an addition prize draw for great gifts.

• Meditation ‐ Drop In
Health Services ‐ 1 North 11:15 – 12 pm
Whether you are a beginner or an advanced student, learn
to relax and decrease stress. Seating is based on a first come basis. Drop In

October 17
• “The Fat Trap” Lunch & Learn
Conference Centre 12 – 1 pm
Why do so many people struggle with weight loss? Fitness Centre Coordinator, has 18 years of experience working as a personal trainer and has helped hundreds of clients lose thousands of pounds. At this session, he will share his experience and the latest research, to reveal the secrets of successful weight loss
programs. Goals of this session will be to help you understand how and when are body burns fat for energy,simple habits that burn fat, factors that prevent weight loss, and busting weight loss plateaus. In order to accommodate seating:

October 18
• Pay It Forward Today
Pay it Forward Today. With the simple act of kindness, you can brighten someone’s day. Give a compliment, a note of gratitude, a home baked gift or a coffee from Tim Horton’s to someone you appreciate today.

WEEK FOUR
FUN AT HOME AND WORK:
October 21 – 25
• “Surfing the Stairs” Stair Climbing Contest
Take the stairs this week for a chance to win some great prizes.
Each day a new set of 6 trivia questions, will be displayed in the 100 and 60 Osborne St. stairwells. Ballot sheets will be posted in the stairwell, just pick one up, answer the 6 questions, and bring your completed ballot into health services 1 North. Daily winners, as well as one grand prize winner at the end of the week will be randomly chosen. Don’t forget to add your steps to your Ocean Adventure Activity Challenge log on The Zone.

October 21‐25
• Fitness Centre Open House
Open 24 hours for all staff – Members and Non‐Members
Curious about the Fitness Centre? Have you ever wondered what type of equipment is available to staff or how to use it. Meet Fitness Centre Coordinator and Assistant Coordinator who will be available to answer any questions you may have or upon request, show you the proper way to use some of the equipment. During this week, the Fitness Centre will be open 24 hours for any staff member who is interested in trying out a class or bringing in their ear buds for some time on the exercise equipment. Every staff member who attends the open house can enter a prize draw for a 1year and 6 month free membership.

October 21
• Health Services Open House
Health Services 1 North 9 – 3 pm
Visit the Health Services Office today to get to know the staff who are eager to help you with your personal health and wellness goals. Get your blood pressure, blood sugar (best to be done 2 hours after a meal), weight, BMI, body fat %, and oxygen level checks. Take out a book from our library, ask the nurses for educational material for you or a family member, try out the massager or the SADD lamp. If you have expired medication or used medical needles you can drop them off at our clinic for disposal. If you have used eyewear, bring them in and we will send them to a charitable cause. While in Health Services, enter the random prize draw by
answering a fun, easy health related quiz.

October 22
• “Composting” Lunch & Learn
Conference Centre 12 – 1 pm
Have you ever wondered how to ecologically get rid of your food scraps and waste by composting?
Do you want to know what you need to get started, what type of waste can go into a composter, and why you should or shouldn’t add worms to the mix? Practical techniques and solutions will be discussed to help you get started on your own, in order to reduce household waste and produce soil for your garden.

October 23
• Meditation ‐ Drop In
Health Services ‐ 1 North 11:15 – 12 pm Whether you are a
beginner or an advanced student, learn to relax and decrease stress. Seating is based on a first come basis. Drop In.

October 23/24
• Influenza Clinics – Walk in
North End of the Cafeteria 11 – 1 pm No Appointment Necessary
Please bring your Manitoba Health Card Influenza Vaccines will be administered by GWL Health Services Employee Health Nurses. Vaccines are free of charge to all Great West Life employees. Be prepared to be at the clinic for approximately 15 minutes. If you are pregnant, please inform the nursing staff during your appointment.

WEEK FIVE
October 28 – November 1
• Koats for Kids North End of the Cafeteria Provided Coat Racks
Please bring winter outerwear that is clean, gently used, and in good condition: Coats, boots, mittens scarves, hats, and ski pants. Adult sizes are also accepted to accommodate larger children. Please drop off donated items on the clothing racks, located near the automated banking machines in the North End of the Cafeteria
“Let’s work together to keep our children warm this winter”
“Through rain, snow, sleet and hail, Winnipeggers generosity prevails!”

October 28
• “Blood Pressure – Keeping it Under Control” Lunch & View
Health Services ‐ 1 North 12 ‐ 1pm
High Blood Pressure can be a maze of numbers, readings, and different treatments. Join Employee Health Nurse for a “Lunch and View” about high blood pressure. We’ll learn about what may
cause high blood pressure, how uncontrolled blood pressure can affect your body, and how to manage
your blood pressure.

October 29
• “The Sandwich Generation” Lunch & Learn
Conference Centre 12 – 1pm
Giving to work and family at the same time can be difficult for anyone, but for people in the “sandwich generation” –
those who care for children and their elderly parents – life can be especially demanding. Learn how to work through the challenges, and implement self‐ care strategies. Resources will be available.

October 30
• Meditation ‐ Drop In
Health Services ‐ 1 North 11:15 – 12 pm
Whether you are a beginner or an advanced student, learn to relax and decrease stress. Seating is based on a first come basis. Drop In.

October 31
• Winners Announced
Winners will be announced for:
Ocean Adventure Activity Challenge
Healthy Office Achievement Award
Children’s Halloween Coloring Contest

How was the initiative evaluated:

Employee feedback was directed to our health services office by verbal opinion, email or phone.
Surveys were submitted to staff who participated in several of our educational sessions.

We found the month long, daily events and contests to be overwhelmingly positive. We had several hundred entries from employees who participated in our health fair, and several hundred more in our stair climbing contest.

It was exciting for the organizers to see that staff were making strides to put fitness initiatives into their daily plan by walking the stairs rather than riding the elevator. We received many Halloween coloring contest entries. Fun to see staff encourage their children to participate in this event.

Many of our employees asked for additional resources or information on a topic they may have taken a personal interest in while attending the health fair. Or coming to our open house event and choosing a book from our lending library or finding out there is a Sadd lamp and Quiet Room available to them when feeling "blue" or overwhelmed while at work.
We know the planned events of CHWM made a difference to our employees, based on the feedback we have received and the participation from our staff

Results:

The GWL intranet site displayed the month long wellness initiatives and offered staff details on how they can get involved.
High staff partipation for many of our planned events.
A sense of national community, as several departments from coast to coast submitted essays on how they contributed to HWM activities, in order to win bragging rights for the "Healthy Office Achievement Award"
Every employee (whether they were in Winnipeg at Head Office, or at one of our 6 Winnipeg offsite locations, or across the country) who took part in any of the month long planned events - were entered in a random draw for several great prizes - we had several hundred entries all month long !

What is the approximate cost per participant:

$0.00

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Halton Regional Police Service

Post Time: 2013-11-13

Initiative: Know Your Numbers

Number of employees: 916

Goal(s) of the Initiative:

S: To teach members of our service the importance of "knowing your numbers" such as heart rate, blood pressure, BMI, body fat percent etc,

M: Members participated in a 15 minute health screening that measured Heart Rate, Blood Pressure, Body Fat percentage, Hydration Levels, and BMI.

A: The screenings were free and scheduled for a week around availability for the members, due to rotating shifts, screenings began as early as 5am.

R: With the screenings only being 15 minutes and completely free, members just simply requested an available time slot and the assessment was performed at their district making it completely attainable.

T: Assessments were a maximum of 15 minutes, leaving plenty of time for members to have breaks, lunch, or an assessment before/after shift.

What need was being addressed by this initiative?

The need that was addressed was a need to understand the importance of your numbers. Members need to know their numbers to decrease risk fot things like heart disease, stroke and diabetes.

How was the initiative implemented:

Advertisement went out a month in advance to allow sign ups at our various districts.
Times were alloted to accomodate the most members in our service. 5am-Noon worked best for us as it covered the switch in shifts and the early lunch break.
Our wellness coordinator performed each assessment within 15 minutes, recording the data for take home, and for comparison data.
Data recorded included heart rate, blood pressure, BMI, body fat percentage, hydration levels, and BMR.
We used a stethescope, blood pressure cuff, and a Bodystat1500. Because our Wellness Coordinator is a Co-op student through Mohawk College, the Bodystat1500 was on loan from the school costing the members nothing. If wanting to replicate, it would be advisable to invest in a measuring tape and BIA scale, lowering the cost for participants.

How was the initiative evaluated:

The initiative was evaluated as a comparison from assessment to assessment. Assessments began in March of 2012, and have continued every 3 months since. Data has been compared since the beginning of the program to the present.

Members that have participated since the beginning have shown trends that are providing valuable data to the Wellness program, which we are using to assess the needs of the members of our service.

Results:

The program runs every 3 months, and based on the numbers and suggestions from the Wellness Coordinator trends are showing;
50% increase in participation,
25% increase in fitness facility usage
3% decrease in smoking
22% decrease in high blood pressure
14% decrease in waist circumference
7% decrease in overweight BMI occurence
6% decrease in Obese BMI occurence
20% decrease in high body fat percentage

What is the approximate cost per participant:

$0.00

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Hamilton Wentworth Catholic District School Board




Post Time: 2013-11-16

Initiative: Wellness at HWCDSB

Number of employees: 4500

Goal(s) of the Initiative:

Purpose: To provide all employees the opportunity to participate in a “sampling of different employee wellness activities” over a specific period of time to enhance their personal wellness and determine future needs.
.
Goal:
1. Provide a sampling of various healthy workplace activities over a two month period; and solicit employee interest and needs for ongoing topics for implementation in 2014.

2. Continue to actively engage a newly formed Healthy Workplace committee on a routine basis, to build on the growing "momentum/movement" to promote employee well being, and drive Healthy Workplace programming at HWCDSB for 2014.

What need was being addressed by this initiative?

Employee health and well being in the workplace.

How was the initiative implemented:

Offered a calendar of diverse wellness activities for all staff to participate in. Each session is 90 minutes and includes a social/network aspect (snacks).

Sample of November 2013 sessions:
Nov. 6…..Laughter Yoga
Nov. 13...Transformative Mindfulness (great turn out!!)
Nov. 20…Brain Gym
Nov. 27 ...Seasonal Diet and Lifestyle Therapy

Pictures: 'Laughter Yoga' and 'Everyday Fitness'

How was the initiative evaluated:

Qualitative and quantitative evaluations completed (online evaluation forms and anecdotal). The feedback was very positive.
For example we received positive comments and requests to have sessions - Yoga and Mindfulness - on an ongoing basis.

Evaluation also captured names of volunteers wishing to participate and /or assist the Healthy Workplace committee.

Results:

Results indicate employees want and need more and ongoing workshops.
For example, we have had more than one participant tell us that their doctor had recommended yoga, mindfulness or meditation and they were reluctant to try, but these sessions allowed them to see what it was all about and make a decision to incorporate the activities into their weekly routine. They were more willing to sign up for a course, knowing more about what to anticipate.

What is the approximate cost per participant:

$0.00

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Lake of the Woods District Hospital










Post Time: 2013-11-14

Initiative: Passport to Health

Number of employees: 507

Goal(s) of the Initiative:

S: Increase staff participation in passport to health initiative
M: Number of completed passports at the end of October 2013 will be higher than the year before; increase in positive feedback from staff.
A: Ensure events are accessible for all staff including offsite buildings as well as shift workers
R: Work within small committee
T: Passport initiatives run from November 1 - October 31st annually

What need was being addressed by this initiative?

Establish and sustain health, wellness, well-being and 'wholeness' of staff at Lake of the Woods District Hospital

How was the initiative implemented:

Staff were provided guidelines for passport completion through above means. Coaching was provided via email, newsletter and in person as to how to successfully complete passports.

Committee members then arranged and hosted a variety of passport qualifying events. These events were offered during the 12 months of the passport initiative and were implemented on and offsite for staff and their families. Including family in several off site events was new for 2011-2012. Events were held during breaks, lunches, evenings and weekends.

All employees received notification of events through internal email, Wellness Newsletter publications and events posters.

How was the initiative evaluated:

Completed passport numbers (20 to 100+)

'Pass the Gourd' - a felted Gourd was passed around the hospital system including offsite buildings where staff had opportunity to provide feedback and suggestions.

Ongoing feedback survey's at Wellness events

All staff were encouraged to provide suggestions and feedback via a Wellness email account which is monitored by Committee members. The committee received a lot of positive feedback and excellent suggestions on initiatives.

Results:

In one year we have seen a 500% increase in the number of successfully completed passports (2010/11 – 2011/2012)!
We are in the process of approving this year’s passports.

What is the approximate cost per participant:

$19.72

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Niagara Region

Post Time: 2013-10-18

Initiative: Health and Wellness Grant

Number of employees: 3100

Goal(s) of the Initiative:

Having more than 80 work locations, it has always been one of the Corporate Wellness Committee’s (CWC) greatest challenges to find ways to provide Niagara Region employees with better access to Health and Wellness activities regardless of their work location.

Knowing that “one size does not fit all” and that many Niagara Region staff is eager to champion a wellness initiative, the CWC began offering multiple Health & Wellness Grants of up to $200 per grant.

What need was being addressed by this initiative?

Through the Health & Wellness Grant application process Niagara Region was able to meet the needs of health promotion and get our employees thinking about a healthy workplace. Our employees are asked to focus on key health promotion criteria such a; identifying an initiative that will increase physical activity, improve eating habits, promote smoking cessation or improve mental health in the workplace etc. The employee would also provide details of how they are going to implement it, the reason why they choose it and how many others are interested in it.

How was the initiative implemented:

The CWC implemented the grant program which is advertised each year for a month on our intranet. It's available to all employees to participate but the grant must be a group application not individual. Once the application is submitted it is reviewed by the CWC to determine if it meets the criteria of improving Health and Wellness in the workplace. Once it's approved the recipient is contacted and the grant is implemented within 2 months.

How was the initiative evaluated:

Each approved grant is assigned to one of our CWC members whom are responsible to follow up with the recipient 4-6 months post grant. This follow up includes discussing how the initiative was promoted, who participated and was it successful etc.

Results:

The program has been very successful in reaching a wide variety of locations across the organization. Over the past 3 years 25 grants have been implemented.

What is the approximate cost per participant:

$200.00

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North York General Hospital












Post Time: 2013-11-16

Initiative: Influenza Immunization Campaign

Number of employees: 3000

Goal(s) of the Initiative:

Specific – promote influenza vaccination for all health care workers at NYGH (staff, physicians and volunteers)
Measurable – to obtain 60% immunization rate
Attainable – the 60% goal is a 15% increase from last year’s overall result
Relevant – this goal is comparable to other health care organizations
Timely – by the second reporting period to Toronto Public Health (Dec. 15th, 2013)

What need was being addressed by this initiative?

- Health and safety for staff, physicians and volunteers
- Health and safety for patients and their families
- Health and safety of our community
- Infection control
- Staff engagement and improved wellness culture

How was the initiative implemented:

We had a campaign team which included our OHN (Occupational Health Nurse) as lead, Occupational Health Safety Wellness, Pharmacy, Infection Prevention and Control (IPAC), Emergency, Site Reps, Clinical Team Managers, Environmental Services, Communications and Senior Management (CEO and VP).
Health & Safety / Infection Control
- Partnership with Toronto Academic Health Science Network (TAHSN) and Toronto Public Health (TPH)
- Use of best practices from Canadian Healthcare Influenza Immunization Network
- Promotion within organization utilizing marketing tools developed in partnership with TAHSN and TPH
- Education packages developed for nurses who provided flu shots; this included Occupational Health nurses, part time nurses within organization and nurses with the new grad program
- IPAC provided in-services and developed educational poster boards about influenza
- Updated computer program to enhance data collection, elimination of paper consents
- All staff asked to complete a decision form; the flu shot is not mandatory but completion of decision form is
- Updated Staff Influenza and Outbreak Policy for 2013
Staff Engagement
- Our Healthy Workplace Advisory Group developed and learned dance sequence to deliver a flash mob on launch day using theme from promotional posters "Hit Me With Your (Flu) Shot"
- Our 'Docs that Rock' musical band performed on launch day
- We partnered with Outpatient Pharmacy who is also able to provide flu shots to the community
- We created competition against like departments/areas/sites across the organization to create 5 teams

How was the initiative evaluated:

- Quantitatively, we compare stats from previous years, specifically % staff immunized and improvement rate; these are submitted to Public Health and compared with other healthcare organizations. Our in-house challenge will also help us target our efforts to those areas with low immunization rates.
- Qualitatively, we will look to our Staff Engagement scores for trends in the areas of safe work environment, culture and wellness.

Total campaign costs will average around $15,000, which translates to about $5 per participant (incentives include: chocolate and energy bars, tshirts, prizes).

Results:

- After 3 weeks of campaign we have reached 37% compliance based on 3 sites

What is the approximate cost per participant:

$5.00

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PowerStream Inc








Post Time: 2013-11-16

Initiative: Powerstream's Healthy Workplace Month 2013

Number of employees: 546

Goal(s) of the Initiative:

PowerStream creates an annual Healthy Workplace Plan which outlines the initiatives that the Wellness Office will undertake that year. The initiatives are designed to align with PowerStream’s Healthy Workplace Policy. The plan is designed to build awareness around three pillars that are important to employees as identified through a Health Risk Assessment, benefits and EAP usage. Nutrition, fitness, mental health and stress were identified as the top areas of interest.

Aside from the 2013 Healthy Workplace Plan, specific initiatives were planned to support PowerStream’s October Healthy Workplace Month in conjunction with Canada’s Healthy Workplace Month. Each week during the month of October employees were encouraged to participate in a new activity around the weekly themes. The plan was designed to build awareness of lifestyle, health and wellness issues with an interest in influencing small, easy, behavioural changes. It was also important to ensure that all four locations were able to participate in most, if not all of the October initiatives.

What need was being addressed by this initiative?

PowerStream is working through Excellence Canada’s Progressive Excellence Program’s (PEP) Excellence, Innovation and Wellness Standard. Level 2 certified and recipient of the Silver Canada Awards for Excellence (CAE), the organization is now working toward Level 3 and Gold CAE. As participants in PEP, it is important to demonstrate a thorough understanding and systematic approach to wellness. Health and wellness initiatives must be proactive and meet the needs of staff across the organization. The October Healthy Workplace Month initiatives were created to encourage staff to make small, positive lifestyle changes that could be sustained over time. Awareness and communication that these simple changes can create large, life-changing impacts on one’s personal and/or family life.

PowerStream also recognizes that in order to continue to be a best-in-class organization, employees must be “well” and feel that their employer cares about their well-being. The link between maintaining creativity, productivity, innovation, excellent customer service, high employee engagement, continuous improvement, organizational excellence as well as employee health and wellness is known at all levels of the organization.

How was the initiative implemented:

PowerStream’s October Healthy Workplace Month was communicated prior to implementation through various avenues. Communication was done through our daily internal email newsletter, “PowerStream TODAY”, by Wellness Committee members promoting the event at department meetings and through an email to the Senior Leadership Team encouraging their support and participation. Each week during the month of October employees were encouraged to participate in a new initiative around the weekly themes.

Calendar of events:

Week One – Safe Workplaces
“Sleep Matters” Poster Campaign: A healthy workplace is both psychologically healthy and safe. Understanding the risks of both ensures that barriers are identified and removed to help us remain “healthy and safe”. Inadequate sleep can lead to on site injuries and lack of concentration. Look for posters placed throughout the workplace and in PowerStream TODAY with tips on how to achieve good sleep, why it is important and how nutrition and exercise link to sleep.

Week Two – Healthy Bodies
“Step it Up”: Little changes, big results! Physical health, feelings, thoughts and behaviours are connected to our overall health and well-being. A healthy body and mind are the foundation to a happy life. On October 9 come prepared to walk with your Wellness Committee member during the lunch hour (walking trail will be approximately 2.5 km and are outlined on InFlow). The walk will begin and end with a short stretch. For every registered participant PowerStream will donate $2 to the United Way.

Week Three – Supportive Workplace Cultures
“Take Back Your Break”: A supportive work culture is a positive work culture. PowerStream is a high achieving organization and this means that we don’t always allow ourselves time to take a small break during the day. Offering social and well-being support at work allows employees to interact with one another, fostering ongoing communication and continuous improvement. Register by October 15 to “take back your break” on October 17 or 23, and chat over a complimentary healthy snack with a co-worker you may not know or had a chance to catch up with (all employees are encouraged to participate with manager/supervisor approval, event to take place at all work locations). Participant’s names will be drawn at random and paired with another participant (from the same location) who has chosen the same day. Once pairs are communicated contact your break partner and arrange for a time to meet. The Cityview cafeteria will have a list of participant names for each day to receive their healthy treat. Treats at other locations will be handed out that day. The Wellness Committee encourages all employees to “take back your break” beyond these two days!

Week Four – Fun at Home and Work
“Yoga and Smoothies”: Fun in the workplace involves humour, stress releasers, healthy tasty food and work-life balance satisfaction. Feelings of fun at work can be the result of many things such as, wellness health breaks (i.e. meditation, yoga), charity drives and volunteer events. On Friday November 1 between 12:00 and 2:00 drop in to rooms 101/102 for a 15 minute breathing, stretching and relaxing yoga session. Bring a yoga mat or towel and be prepared to remove your shoes and socks. No registration needed (class limited to 15 people). Sessions are available to all staff that can attend.
Smoothies are a tasty, fun and healthy way to get fruits and vegetables into your diet. Smoothies will be available for purchase in the Cityview cafeteria on November 1 for breakfast and lunch.

How was the initiative evaluated:

The initiatives will be evaluated with a feedback survey across the organization. Evaluation of the initiatives in October was also solicited following each activity.

Overall, with all the wellness initiatives done throughout the year, feedback surveys are done to evaluate and plan for future programs. PowerStream employees are very enthusiastic about the wellness initiatives offered throughout the year and continue to provide suggestions on more activities they would like to see, which provides helpful insight for the future. Employees are enthusiastic and engaged in wellness because the results are clear; feeling “well” in all aspects and having the tools to make sustainable lifestyle changes pays off at work and at home!

Canada’s Healthy Workplace Month fit in perfectly with our year round initiatives.

Results:

Year round there is strong support and participation in health and wellness initiatives, from the executives to our front line staff. Employees are continually engaged in the wellness initiatives and feel cared about by their manager/supervisor and employer.

Canada’s Healthy Workplace Month was promoted in advance across the organization, creating buzz and excitement around the new activities planned. Employees at all work locations were encouraged to participate in the initiatives.

What is the approximate cost per participant:

$2.75

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Sodexo

Post Time: 2013-11-15

Initiative: Healthy Workplace Month Awareness Campaign

Number of employees: 8500

Goal(s) of the Initiative:

To build upon the programs undertaken in 2012 and continue to develop awareness of Healthy Workplace Month in our Head Office and Business Units. Additionally, given this year’s theme, we wanted to focus some efforts toward engaging our front-line employees in education sessions and fun activities to ensure they are aware of the Employee Assistance Program resources that are available to them. Finally, we planned to launch a new Health Assessment program for targeted groups within the organization.

What need was being addressed by this initiative?

We have about 8,500 front-line (hourly) staff, representing many different cultures. Sometimes there can be significant cultural barriers to utilizing - or even asking about – the services offered through an EAP, and we wanted to break down some of these barriers. In addition, these employees do not have company email addresses, which can pose some challenges with respect to direct lines of communications with this group. This year, we arranged more in-person orientation and information sessions directly at business units, so that we could make sure that our employees do understand just how awesome our EAP really is, and how easy it is to access.
We also wanted to create some benchmark health data to assist us in focusing our Wellness Programming in the coming year, hence the introduction of a Health Assessment.

How was the initiative implemented:

Some sites created and displayed their own posters. We offered "Lunch & Learn” seminars that addressed interests extending beyond more than just "work" issues, which employees seemed to appreciate, and one site created an activity for employee's children to participate in to build awareness of the importance of balanced eating for overall wellbeing. We provided an opportunity to assist in fundraising for the Canadian Orthopedic Foundation through participation in their annual "Hip Hip Hooray" steps challenge. Site visits were arranged to provide EAP orientations and Stress Management information sessions. Any employee who attended or participated in any of these activities was entered into prize draws.
"Pat on the Back" cards were printed and distributed to some sites, and every employee who recognized someone (as well as the person being recognized) was given a prize draw ballot.
Prizes included books, gift certificates and gift baskets (including some with home exercise tools and equipment, and others with a "spa" theme). We work with a pretty limited budget, and the prizes don't have to be overly expensive, but in our experience, incentives - even small ones - definitely help encourage participation.

How was the initiative evaluated:

Feedback was solicited from employees and site managers, and was extremely positive overall, and we're expecting to see an increase in EAP program inquiries/usage in our next quarterly results.
Trends data from the Health Assessment will be evaluated over the coming months as available, and finally, we're hoping to see a positive impact in overall employee engagement in our next organizational engagement survey.

Results:

Activities were conducted at 10 different business units and our Head Office. Employees were pleased with the opportunity to have a face-to-face conversation with someone knowledgeable about the program, and seemed excited to learn more about the range and breadth of our program.
Employees expressed very positive feedback about being able to help brighten a co-worker's day by participating in the "Pat on The Back Cards" activity that allowed them to recognize one another for small acts of kindness or a job well done.

What is the approximate cost per participant:

$1.00

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St. Joseph's Health Care London










Post Time: 2013-11-15

Initiative: Healthy Workplace Monthly Self-Care Sampler

Number of employees: 4200

Goal(s) of the Initiative:

To identify a monthly theme related to well-being in body, mind, and spirit and create a variety of ways in which staff and physicians can participate individually or on a group basis. The strength of the monthly themes is related to self-empowerment, highights existing activities offered within our organization, and introduces new activities to support personal health. October’s theme extended the focus of gratitude as it relates to thanksgiving and included families of our staff as well as patients and their families. The intention was to reach employees at each of our five main sites and engage 10 – 15% in activities promoted through our internal healthy workplace website, E-print (internal electronic newsletter) distribution, and flyers. The activities in and of themselves would be rewarding.

What need was being addressed by this initiative?

Our organization has strategic goals related to creating a healthy work environment and engaging members of our internal and external community to strengthen our relationships. October’s monthly self-care sampler was a strategy to support this.

How was the initiative implemented:

The monthly self-care sampler themes are identified by our Quality of Workplace Committee and executed by the members and other interested volunteers. The membership of this committee is strategic in that it includes staff in leadership and direct care roles, union and non-union, and is closely tied to our Human Resources Planning Council and the Communication and Public Relations team.
Most of these initiatives were completed on a small budget, some were cost-recovery, and a few raised funds for our Bust-a-Move (BAM) initiative to support our breast care program. For example the documentary, Happy was purchased through our Organizational Development and Learning Services team who will use if for future learning activities and copies will also be placed in our libraries for access by leaders and staff to promote well-being education in their areas. The gratitude walls for all five sites cost about $70 in total for black back drop photo shoot paper and window crayons. The ‘seeds of gratitude’ and flowers were purchased at cost price, staff paid $2 for each and this recovered our costs while also raising funds for our BAM campaign.

How was the initiative evaluated:

We evaluated October’s self-care sampler by the numbers of staff who participated. For example, we had over 60 staff attend the Happy documentary screening and the pictures of the wall of gratitude reflect the number of individuals who were attracted to that initiative. We assessed the number of staff who accessed the information from our healthy workplace internal website by number of ‘hits’ and recorded an increase from previous months.
We have discovered that initiatives that promote novel ways to express gratitude are the most embraced by our physicians and employees. For example, last year in October we sold over 600 ‘flowers of gratitude’ which were pre-purchased by individuals and delivered by our volunteers several days later to the recipient. In the spring we worked with a local hardware store and purchased over 350 packets of seeds for our ‘sowing seeds of gratitude’ theme – and all were sold! Individuals purchased the seed packets and enclosure cards (see attached) and delivered their gratitude messages personally.
Employee testimonials:
"I wanted to share some feedback with you. The Flowers of Gratitude is my ABSOLUTE FAVORITE Healthy Workplace activity ever!! Unfortunately, I was away the day the flower orders were placed, so I was unable to participate this time. However, I hope this event will be repeated in the future so I can send flowers to some of my favorite colleagues who work so hard every day. Thanks for all you do to contribute to our health and happiness at work!!"
"Can I just say that as a Board Member on the London Fanshawe Horticultural Society and as the Secretary to the Board of Directors for the Ontario Horticultural Association I am extremely pleased to see this initiative. What a wonderful way to recognize a colleague and help the environment. And, of course, we can't forget the bees. They will be so happy to see these beautiful plants and flowers this summer!"

Results:

The October self-care sampler (see attached) invited staff and the public to contribute to a wall of gratitude that was created and displayed at our five main sites several days before and after Thanksgiving (see photos). Staff were also encouraged to send e-cards of gratitude to colleagues or post expressions of thanks on our gratitude web-page. In addition, given that the month of October was healthy workplace month, the weekly activities and resources at www.healthyworkplacemonth.ca were profiled through our weekly E-print distributions. Finally, movie nights were held at each site over three weeks to screen the documentary, Happy (see flyer) which features the stories of individuals who find joy in life despite their experience of adversity. http://www.thehappymovie.com/

What is the approximate cost per participant:

$2.00

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The Correctional Service of Canada










Post Time: 2013-08-06

Initiative: CSC embraces the World Famous FISH Philosophy

Number of employees: 3000

Goal(s) of the Initiative:

The Goal of the intiative was to introduce the FISH philosopshy to the Prairie Region in CSC, this initiative was championed by our Regional Employee Assistance Program (EAP). The target was all employees accross the region in CSC which includes Alberta, Saskatchewan and Manitoba. To facilitate the half day workshops to various sites from Federal Insitutions (Penitentaries), The Regional Treatment Centre, Parole Offices, Regional Headquaters and Various Healing Lodges.

What need was being addressed by this initiative?

Improve employee engagement and relations. FISH introduces the four principles of BE THERE, PLAY, MAKE THEIR DAY and CHOOSE YOUR ATTITUDE in an inspiring manner. These prinicples help participants re-evaluate "Who they are being while they are doing what they are doing". Re-energize our personal and professional outlook. FISH Philosophy motivates us to take ownership over our attitudes and decisions as well as fully understand our impact on others.

How was the initiative implemented:

6 years ago it started with a simple pitch to my department heads and a commitment of approx. $1500.00 in materials purchased through www.ITF.ca. That lead to our Regional EAP to formally back FISH with purchasing the FISH gear required for the workshops and later purchasing additional FISH videos and recently FISH CULTURE and FISH FOR LEADERS. Then we put an internal call out for employees interested in a professional development opportunity like no other. From there we developed a application form for this process and ended up with 7 enthusiastic FISH Facilitators in the CSC prairie region. Each of which were supported for the internal train the trainer program through ITF.ca.

How was the initiative evaluated:

Feedback, evaluation forms were handed out and collected after each workshop. Additional comments were sent forward to the Regional EAP Manager.

Results:

We have facilitated over 65 workshops across the prairie region in CSC and last year, National Headquaters declared FISH a best practice in CSC. We are now looking forward to assisting the other three regions across Canada to embrace FISH.

What is the approximate cost per participant:

$3.00

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Trillium Health Partners

Post Time: 2013-11-15

Initiative: Healthy Workplace Month Events

Number of employees: 8000

Goal(s) of the Initiative:

To engage staff by providing information to build awareness about available Healthy Workplace Programs both internally and externally available for staff. We aim to provide an ongoing schedule of comprehensive and holistic activities and programs to promote positive health behaviours, available to all staff and sites.

What need was being addressed by this initiative?

Healthy Workplace Month activities aimed to improve awareness of Healthy workplace initiatives while aligning with the Canada’s Healthy Workplace Month 2013 theme “the mental health connection”.

We targeted this through the following programs and activities across our three major sites:
•Art workshops for health care providers aimed at reducing compassion fatigue,
•Weekly mindfulness meditation,
•Laughter yoga sessions
•Wellness Fairs across our three major hospital sites.

Organizational Wide Wellness challenge:
•Stair-Tober: Stair Climbing and walking Challenge ( a month long physical activity challenge)

How was the initiative implemented:

Working with our Healthy Workplace Council and Wellness at Trillium Health Partners we coordinated the various components of the activities and programs over a 6 month period. We researched a number of external resources that we used such as the Toronto Art Therapy Institute, external vendors (Arthritis Society, Fitness facilities etc) and internal vendors ( Joint Health & Safety Committees, Employee Health Safety & Wellness, etc)

How was the initiative evaluated:

We evaluated the initiative by the number of employees that have attended various programs and activities. We also conducted a survey at the fair to collect data on our activities that we hosted for the month.

Results:

Overall there was a 95% satisfaction with our events and variety of offerings with 25% of those surveys participating in multiple activities throughout the month.

What is the approximate cost per participant:

$3.00

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