Worksite Wellness Coordinators – 3 Measures of Your Program’s Effectiveness and Success (Critical!)

The fact that less than 50% of the worksite wellness programs today conduct any type of program analysis or evaluation is a huge problematic issue. You can better manage and improve what you measure. And you do want to better manage and improve your program as needed, right?Essentially, there are three broad areas within your wellness program that you can evaluate. They are: program structure, how the program is being delivered and the program’s expected outcomes.Program StructureResearch has found that effective, successful worksite wellness programs are well-designed and comprehensive in their approach. Therefore, an assessment of a program’s structure focuses on whether key structural components are in place. To assess your program, you need to ask yourself the following questions:1. How committed is your organization’s leadership to the program?2. Are your programming and interventions based on the needs identified by your comprehensive, organization-wide needs assessment?3. Are your programming and interventions aligned to the demographic and health status characteristics of your target audience?4. Are the topics covered relevant to your target audience?

5. Are your programming and interventions evidence-based?6. Do coherence, consistency, and integration exist between the various components of your program?7. If you use incentives, does the value equal or exceed the requirements needed to obtain the incentives?8. Are your incentives appropriately designed for their intended purpose?9. Does your program have sufficient resources allocated and is the staffing adequate?10. Are the necessary organizational factors important to success integrated into the program design?11. Is the program seen as being a permanent, integrated feature of employee benefits?12. Is the program aligned with the culture of your organization?13. Is there an evaluation infrastructure in place for tracking program impact and outcomes?Program DeliveryEvaluating your program’s delivery is typically called a process type of evaluation. A process evaluation typically examines how well your program is being implemented, if implementation is going according to plan and how the operation and delivery systems are working out. Program delivery evaluations also examine if feedback is routinely being provided that will allow for any necessary or needed changes to occur.Questions to ask relevant to process evaluation include:1. Are the programs reaching and engaging your desired target audience?2. How many participate?3. Are participants completing the interventions?4. Are participants advancing in their readiness to change behaviors?5. Are participants becoming more engaged in improving their health?6. How satisfied are participants with the program?7. Are the programming and interventions relevant to their needs?8. Is the program being delivered in a similar way across all locations or workplaces?9. Are communications and branding strategies getting the attention of the target audience?10. Do the programming and interventions yield sustained participation over time?OutcomesEssentially, measuring outcomes is determining if your program is achieving its desired purpose, goals and objectives within a given timeframe. Typically, evaluation of outcomes is the primary concern of the employer and program staff or vendors. Are their expectations being met?

The expected outcomes may differ from organization to organization, but typically fall into one or more of three categories: improvements in the health, safety and well-being of program participants, cost savings (generally viewed as being health related cost savings), enhanced individual and business performance metrics and an overall healthier organization.Speaking of outcomes evaluations, it is important to note that conducting a rigorous and credible ROI analysis is time-consuming, expensive, and requires a high level of expertise in statistical analysis, health services research, econometrics, and benefit plan design. An ideal measure of ROI would be to measure costs and savings associated with each program component separately.Measuring the value a worksite wellness program delivers is a much better and more easily doable strategy for most employers. Monetary value is just one type of value measure. This broader value view allows the worksite wellness program to be seen in light of the full value it can bring to the employer and the improvement of the target audience’s health and wellbeing.

Looking On The Bright Side of Resources

An Overview of Alarm Centers Occasionally, a association will charge to acquisition a new and bigger way to affix with their clients. Abounding companies accept to apply a alarm centermost for this purpose. Using telecommunications, these alarm centers advice by demography calls for the company. Communications entering the alarm centermost are accustomed by advisers accomplished to acknowledgment and accord with business accompanying questions and issues. Abounding times, it is accessible to accept a alarm centermost if audience appear from a array of places and allege a array of languages. Depending on the alarm center, they can generally handle a array of needs for the hiring corporation. Businesses specializing in answering calls are mostly for the purpose of acceptable barter with account issues. Because alarm centermost operations are added in appeal at this time, these centers generally action a added array of account options. Alarm centermost hiring isn’t just for ample companies anymore. These businesses are in a array of fields, and use alarm centers for a array of reasons, including administration telemarketing. The a lot of accepted use of alarm centers are usually for a “Help Line”. The abode area the alarm centermost receives their calls is accepted as a acquaintance center. A cogent bulk of corporations use these acquaintance centers to acreage their calls. Alarm centers do not just abetment with clientele, they aswell abetment with diplomacy central the hiring corporation. Occasionally, some alarm centers are allotment of a civic network, but some are not. An absolute alarm centermost about handles abate workloads. Beyond alarm centers can acreage a abundant beyond bulk of calls because they apply a ample bulk of humans from a array of specializations. Structured cabling can aswell be acclimated in networked alarm centers. Structured cabling creates added of a hub or sorts aural the corporations system. Beyond telecommunication and “call center” companies can aswell plan with the hiring business to advice set up a array of abundant and wireless networks.

Entering alarm centers and outbound alarm centers anniversary handle a altered blazon of assignment for their hiring company. Alarm centers ambidextrous with admission calls in commendations to issues with their hiring association are called, somewhat obviously, entering centers. Centers that accomplish blast calls to audience to accumulate advice or to bazaar acceptable or casework are accepted as outbound centers. Telecom centers are no best apprenticed to artlessly buzz calls, and generally nowadays aswell acknowledgment email as a blazon of agenda entering center. The use of alarm centers is a abundant advice to abounding a aggregation if it comes to entering and outbound calls and cyberbanking advice efforts.

Sometimes the plan amount of communicating with audience and advisers can become too abundant for a business to handle on their own. Sometimes a business needs to appoint a added specialized accumulation of communicators. For a bigger advice arrangement with audience and employees, alarm centers are a absurd band-aid for abounding businesses and corporations.

Franchise Agreements, Governing Law and Jurisdiction Issues

In franchising franchisors can end up spending huge monies on attorney fees and worse off find them selves simultaneously fighting legal battles in multiple jurisdictions over often frivolous lawsuits brought on by non-performing franchisees and their professional parasites.After watching other franchisors become legally embattled it became apparent to me that our company needed a hedge in this issue. Although we never had this problem I witnessed other franchise get off their game and lose focus on the market and their companies. So, I decided to add this clause to our franchise agreements;

7. MISCELLANEOUS7.1 Governing LawThis Agreement has been accepted and made in the State of ________, United States and all rights hereunder will be governed by and interpreted under the internal laws (and not the law of conflict of laws) of the State of Arizona.7.3 WaiverA waiver of any default or breach of any provision, term, covenant, or condition of this
Franchise Agreement will not be a waiver of any subsequent breach of the same or any
other provision, term, covenant, or condition.Any waiver of any provision of this Agreement must be set forth in writing and signed by the party granting the waiver. Any waiver Franchisor grants will not prejudice any other rights Franchisor may have, and will be subject to Franchisor’s continuing review. Franchisor may revoke any waiver, in its sole discretion, at any time and for any reason, effective upon delivery to Franchisee of ten (10) days prior written notice of revocation.By written notice, Franchisor unilaterally may waive any obligation of Franchisee, their principals, or the guarantors.

Our consent, whenever required, may be arbitrarily withheld if Franchisee are in default under this Franchise Agreement.——— ———— ———–If you are a franchisor perhaps you should run this by your attorney [professional over billing parasite-opinion] to see if such a concept would be right for you. Often these clauses are not allowed in many jurisdictions, but if you’re a dealing with International Interests or regions in country where such clauses are allowed it might be something to ask your lawyer about, who knows? Consider all this in 2006.