Implementing HealthLead-The CDC Experience

November 2015Tina Lankford, MPH

WorkLife Wellness Office DirectorCDC

Objectives• Provide CDC overview• Describe the HealthLead domains and example CDC

responses• Provide lessons learned and next steps for CDC as a result of

the HealthLead process• Invite participants to HealthLead Forum to hear case studies

and other experts in the field of workplace wellness!

CDC Profile• Founded in 1946• Headquartered in Atlanta, Georgia• Fitness Program began 1978• Lifestyle program began in 1996• WorkLife Wellness Office began in 2013• Over 10,000 employees (19,000 including contractors) in

nearly 170 occupations• 62% female• 59% Cauc, 29% AA, 9% Asian, 3% Hispanic• Field staff assigned to all 50 states and more than 50

countries

Health Promotion/Awareness

Promotion of National Health Observances: Heart month,

National Nutrition Month, Fitness month, Smoke-out, Men’s Health

Campaigns and Challenges Health Days/Know

Your Numbers/ Biometric Screening, (Cholesterol, Glucose, Triglycerides, Blood Pressure)

Healthiest CIO Challenge

Health Education

Seminars and Courses

Physical Activity Nutrition and

healthy eating Stress

Management Clinical

Prevention Seminars (Diabetes, Hypertension)

Basic Life Support/AED and First Aid

Behavioral Health and Resilience

Individual and Group Support

Employee Assistance Program

Deployment Resilience training

Support groups and referrals

Peer support Coaching and

Counseling

Campus Supports for Wellness

• Active EnvironmentsCampus amenities to support active lifestyles through fitness centers, walking routes (indoor and outdoor), and healthy stairwells.

• Food EnvironmentsManagement, direction, and guidance in provision of healthy food offerings in cafeterias, cafes, vending, farmers’ markets, and meetings

WorkLife Wellness Office ServicesProvide health promotion programs and educational seminars to improve

health of the CDC workforce. Design and promote health-enhancing campus amenities, policies, systems, and social supports for workplace environments. Provide consultation for behavioral and emotional well-being for workplace relations and pre or post-deployment support.

WorkLife Wellness Office Staff

ASSESSMENT AND VISION• Started with a comprehensive view using environmental,

individual, and organizational assessment tools.• Create a strategic plan with leadership.• Establish data collection needs and outcomes to monitor.

http://www.cdc.gov/nationalhealthyworksite/index.html

Overview of HeathLead Domains• Organizational Engagement and Alignment• Population Health Management and Well-Being• Outcomes Reporting

For more information about HealthLead Accreditation, visit:http://www.ushealthiest.org/

HealthLead Components of Organizational Engagement and

Alignment • Business Alignment• Leadership Support and Alignment• Data Management Alignment• Employee Benefits Alignment• Policy Alignment• Environmental Alignment• Communications Alignment• Administrative and Operations Alignment

Business Alignment

CDC’s OCOO invests in Healthy Organizations• Training and workforce development• Direct support of Wellness Amenities• Management/Leadership Performance

Organizational Engagement and Alignment

Organizational Engagement and Alignment

Policy AlignmentWellness-supportive policy/protocol examples:• Wellness policy• Workplace Violence Prevention (Anti-bullying inclusion)• Alternative work schedules/Telework policy• Dietary guidelines implementation (cafeteria/vending)• Tobacco-Free Policy• Healthy meetings guidance• Alternative commute options/Fare share• Disability Program and Reasonable Accommodation

Organizational Engagement and Alignment

Leadership/Agency Support

CDC Provides Wellness Recognition/Promotion• Agency Award Category

“Excellence in Workforce Wellness”• CDC Health Days• Healthiest CIO Challenge and Culture Challenge

“I would like us to be not only the greatest health organization in the world, but the healthiest one.” Dr. Frieden.

Organizational Engagement and Alignment

Communications Alignment

Organizational Engagement and Alignment

Liaisons-We Win Together

Liaisons bring to co-workers:– Direct information and data on wellness initiatives across CDC– Automatic trust as their communicator is respected and one of their peers.– Instant peer contact and foundation for peer group support structure for buddy

systems or group consults.– Connection point between WWO and Center management and Workforce Devpt

Committees– Increase in awareness and accessibility to WWO programs (and OSSAM).

Wellness Office receives:– Relevance to program staff– Meaningful feedback from program (barriers, needs, achievements, testimonials)– Connection between CIO’s/programs and WWO as well as OSSAM in general

(safety, facility, and sustainability issues are typically part of discussion)

15

Organizational Engagement and Alignment

Challenge yourself to a healthy lifestyle!Be sure to take your health assessment at: https://HealthDayCheck.com

Communications- On the Ground

Organizational Engagement and Alignment

HealthLead Components of Population Health Management and Well-

Being• Primary Prevention and Health

Maintenance• Risk Factor Intervention/Modification• Decision Support and Medical Management• Well-Being Information and Support

Services• Community Engagement• Work Safety

Primary Prevention/Health Maintenance

Increase peer support/connectedness• Support groups- eldercare, parenting, • Clubs- weight watchers, walking clubs• Intramural sports- kickball, volleyball, softball, soccer

Population Health Management and Well-Being

Risk Identification/Reduction

Onsite biometrics• Increase awareness• Blood Pressure, Cholesterol, Glucose

• Interpretation/Feedback• Resources and Referral

Population Health Management and Well-Being

Decision Support/Disease Management

Disease management/referral efforts:• Consultation/referral to primary care provider.• Partner with Benefits office to share information on

coverages and help increase their visibility in the workplace.

• Deliver programs that are available via citgo for teleworkers and potentially families as well as recorded archives.

• Peer support groups (ADHD, Eldercare)• Health Coaches

Population Health Management and Well-Being

HealthLead Components of Outcomes Reporting

• Process Outcomes• Risk Factor/Clinical Outcomes• Financial Outcomes• Optional Financial Outcomes

Data CollectionData collection to support wellness:• Health assessments• Participation/Engagement• Biometric data• Employee perspective survey• Environmental audits (core wellness supports)• Process data (hotwashes)• Health data (carriers)• Climate data/Culture• Absenteeism• Medical costs• Worker’s Comp data Outcomes Reporting

Outcomes ReportingOutcomes on infrastructure program goals:

2012 2013 2014 ChangeOverall Reach

13,987 14,907 17,557 26%

Health Scorecard N/A

217/264 (82%)

267/286 (93%) 11pts

LiaisonsN/A 66% 10/15 86% 13/15 20pts

Outcomes Reporting

Telework Health/Wellness Programs Alt. Work Schedules Employee Assistance Program

Childcare Programs Elder Care Programs 0%

10%

20%

30%

40%

50%

60%

70%

62%

37%32%

16%

5% 5%

65%

41%

30%

16%

5% 4%

Employee Participation in Work/Life Programs

CDC 2013 (n=6004-6289) CDC 2014 (n=6238-6562)

EVS 2013 and 2014

Perc

ent

Challenge Participation

OSTLTS NCHS NCBDDD NCIPC CSELS OD (all except OCOO)

OPHPR NCCDPHP NCHHSTP NCEH/ATSDR

NCIRD NCEZID OCOO CGH NIOSH CDC Total

Small CIO Medium CIO Large CIO

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

0.4858

0.32580.2208

0.10220.1259

0.2632

0.4381

0.0911

0.221

0.2123

0.2261

0.1268

0.07150.0334

0.1635

59.42%

42.15%

24.01%26.46%

22.19% 21.92%

15.48%

34.00%

26.18%

32.57%

17.46%

24.97% 23.04%

7.16%6.67%

22.04%

Healthiest CIO Challenge Participation

% Signed Up (2013) n=23012 % Signed Up (2014) n=19022

CDC Overall -Biometric Screenings

High TC >200 High GLU >110 High Ratio >3.00%

5%

10%

15%

20%

25%

30%

35%

40%

45%41%

26%

15%

31%

15% 15%

20132014

Total Cholesterol, Glucose and LDL/HDL Ratio higher than recommended (limits given)

Perc

ent

Abov

e Re

com

men

ded

Rang

e

Next Steps

Future action planning:• Data integration• Annual report of health status• Increase connection between employees and health

benefits• Business case for productivity/performance• Return-to-work• Continue primary prevention efforts

Lessons Learned

Process was valuable for understanding:• Our degree of comprehensiveness--validating to

confirm we are very comprehensive, but also it identified how we can improve for increased impact.

• Importance of organizational alignment and business alignment.

• Additional related data sources (MISO, HR-hiring, benefits/enrollment, medical).

• Program alignment strategy to follow data and organizational goals.

WorkLife Wellness Office: Road to Silver

             

   

Thank You! Questions?

HealthLead Forum January 14th -15th, 2016

Co-Sponsored by USHealthiest and CDCTo register visit:

https://healthleadforum2016.eventbrite.com

• Keynotes by Dee Edington, Ray Fabius, and Doug Stover!• Attendees are Wellness Professionals from all sectors.• Networking Lunch• Meet representatives from AHA, ACSM, ACE, HERO, CEO Cancer

Gold, Gallup, NIOSH, and more!