April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting
1~~~r~~~~~'~Of~~U~-O~~P~~~ro~! ~~!(~1~Sc~~_7c:~~~~)crShiP'
Your Point Total
Indml. il has
been our experience al the Wellness Councils of America that when [h" CEO gets bdlind Lh . wdlncs.~ ill ili:1I iv.:
things begin to change. Based on rhe answers and documenlaLion provided in Y01lf suhmillcd \'(fell Workplace
Application, your organization's score for Benc hmark 1 is:
r
Creating Cohesive Wellness Teams
(28 Points Possible)
.~
'·1 Thc second henchmark of a resuJts-oriented weUrless program is , cohe ive wdlness ream. Indeed, hisrory
is replete wiLh the stories of companies whose wellness programs hay" l;likd bee, II C lhe)' did not engage mulriple
~
26 89
consriruems within the organization. Based on rhe an~wers and doculllt:l1lalion provided in your submincd Wcll
Workplace Applicarion, your organization's score ror Benchmark 2 is:
/ , Collecting Data To Drive Health Efforts
§
]
26 75
(28 Points Possible)
,_
Thl' third henchmark of a results-ori ented wellness progranl is collecting dara [0 drive heahh eRons .
Data COllec,tiOn may vay well bc the mOSl imponaJl[ benchmark in the emire WeiI Workplace proccss. Based
on the answers an'd documen lation provided in your submitted Well Workplace Application, your organization's
SCOre For Benchmark 3 is:
~a Crafting An Operating Plan
•
•
(24 Points Possible)
• The fourth benchmark of a results-oriented wcllness program is the crafling of an operating plan.
The operating plan is Lhe cent ral document thal serves as th e key piece of communication ilial defInes what
your wellness program expects to accomplish . Based on the documentalion provided in your submi([cd Well
\Xforkplace Applicalion, your organization's sco re for Iknchmark 4 is:
Choosing Appropriate Interventions
Creating A Supportive Environment
(24 Points Possible)
._ The sixth henchmark of a rcsulrs-oriented well ness progr,ulI is crearing a supporrive, health-promo ring
environment. A supportive environment will lend a "helping ~and" [O .empJoyees who ar~ looking to change
behaVIors for the berter. Based on the answers and documentation proVIded In y our submitted Well Workplace
Application, your organization's score for Benchmark Gis:
7 ~~e~~~~!~!!r~!Ya 1~1~~}t.~e~~I~I~~l'r?[3~~,~u~~I~.~j~r~,~~~~~,~,
2
Gold
Silver
Bronze
179+
174-178
168-173
162-167
I
t) 20J 1 WELCOA
~
23.86
Possi ble)
Evaluarion is the key benchmark rllal holds rht: <)In('r ~ix Jr.....'s . ex 1I111(,lhk' 11)1' O !l["()I1I"~, 13;~St·d 011 th an,wcrs and
documentarion provided in your submitted Well Workplac ' Applit.tri n. your ()rg~lli1.<"illll'~ ,(U r(' fi,l' Bt'lldlll1:u-k 7 is:
Platinum
§
]
23.50
(24 Points Possibl e)
The flfth bt:nchm~rk of a results-orienred wdlness program is J loClsing [he Jpprl.lpli,)r<: hl'alrh I' l'O ull1tion
(nrcrveotions. Because your imervenrions ate bas~d on th~ dat~ Y"U .;c)lIt:w:c!. YOllr'p,'o);~1II is IlIl1ch l1~or<:.likely
co sllcceed. Based on tht: answers and documelHallon proVided 111 yl1/1f ~\lhl11l11t:d \X/"II \'(/orkpb.:e i\ppht"1l1l011,
your organiz.ation's sco rc for Benchmark 5 is:
Total
Score:
(180 Points Possible)
www.weko<l .org
April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting
23 .40
,
Platinum (179+ Points)
YOU I
Platinum WdJ Workplaces have distinguished themselves as leaders and innovators in
the workplace health promotion arena. Platinum Well Workplaces have demonstrated
exemplary implementation of all seven benchmarks.
esignation
D
Gold (174-178 POints)
Gold Well Workplaces are companies that have successfully built comprehensive worksite
wellness initiatives and are demonsrrating and docllmenting concrete outcomes.
Silver (168-173 POints)
Silver Well Workplace Award Winners have demonstrated that their workplace is supportive
of employees' efforts to modifY health risks and improve overall health and well-being.
D
Bronze (162-167 Points)
Bronze Well Workplace Award Winners are recognized because they have created a solid
foundation which will allow wellness initiatives to grow and flourish in the years ahead .
D
Your Application Needs Revision(s)
I
Your Well Workplace Award Application did not meet the requirements as set forth by the
guidelines and reviewers of the Wellness Councils of America. We encourage you to revise
your application and to resubmit it during toe next review cycle.
D
Well Workplace Award Verification:
I certifY that this organization has met the requirements for WELCOA's Well Workplace Award and shall be recognized among the elite
group of America's Healthiesr Companies, Trus certification shall remain currene for 36 monrhs from the time of rhis designation.
1:=>- ~
3/11/2012
Dr. L);wid HunninIrt. l'n'sid,'m, \V'l' lInes
D,lle
©2011 WELCOA
April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting
I. www,we!coa.org I
3
,
.'
About The Well Workplace Awards Initiative
To advance an aggressive national worksite well ness agenda,
WELCOA has developed the Well Workplace Awards initiative.
The Well Workplace Awards initiative is driven by a rigorous set
of criteria. Since its inception in 1991, approximately 700
corporations, healthcare systems, public agencies,
and educational institutions--employing over one million
people-have met those criteria and been. recognized
as some of America's Healthiest Companies.
About The Wellness Councils of America
The We II ness Councils of America is one of ~
~f'L
(
North America's most trusted voices on the topic
•
of worksite wellness. With nearly two decades of
IItI.J}J
I
experience, WELCOA is widely recognized and highly regarded
for its innovative approach to worksite weUness. Indeed, through
their internationally recognized Well Workplace awards initiative,
WELCOA has helped hundreds of companies transform their
corporate cultures and improve the health and well-being of their
most valuable asset-their employees.
Copyright and Trademark
WeLl W/O ,kpkue is a copyrighted :triO trademarked program of [h e WeUness Councils
o f America . No paf( of this document or relatecl m alerials may be reproduced. swred
in a re[ri~vaJ system. or [raJlsmi[[eo in <lny fo ml or by any mean s.
April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting
.
Professional
Development
Program
At Fresno State
Mission
The Professional Development Program is dedicated to developing our diverse campus community by
providing the services and holistic support necessary to nurture creativity, innovation, and individual
achievement in a rapidly changing world.
•
Regional Education for Achievement in Leadership (REAL)
The goal of the REAL collaborative is to bring together administrators and provide them with the
best leadership tools available to build collaborative networks for addressing the diverse
organizational challenges at Fresno State.
•
LEADership Breakfast Series
The LEADership Breakfast Series is designed to identify hot leadership topics in higher education
and present best practices for university administration in order to engage campus leaders in
new and innovative approaches to emerging challenges.
•
Learning for Excellence And Development (LEAD)
LEAD provides professional development opportunities to the campus community in a multitude
of topics, each designed to address campus needs using the best practices for professional
development to support job efficiency and career growth.
•
Staff Training And Recognition (STAR)
STAR Day is a campus wide opportunity for staff to participate in a multitude of development
workshops, while being recognized for their achievement and contribution to the university.
•
Mentor Program
The Mentorship program provides a supportive structure for staff interested in creating their
professional development plans, identifying career paths, learning about university
administration, and gaining a clearer understanding of our organization and campus culture.
April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting
Professional
Development
Program
At Fresno State
Holistic Professional Development Model
Dimensions of WeI/ness
Programs (Services)
Physical
LEAD (Health Insurance and Benefits, Nutrition, Preventative Care); EAW
(Exercise Activities, Chair Massage);STAR
Emotional
LEAD (Coping Skills, Emotional Inventory, Anxiety, Depression, Stress); EAW;
STAR
Intellectual
LEAD (Technology, Leadership, Campus Processes, Campus Systems); REAL;
STAR; DOSA (Professional Development Conference)
Occupational
LEAD (Time Management, Resume Writing, )EAW; REAL; STAR; DOSA
(Professional Development Conference)
Social
LEAD (Communication, People Skills, Conflict Resolution, Diversity); STAR;
REAL; DOSA (Professional Development Conference); EAW
Environmental
LEAD (Personal Safety Awareness, Violence in the Workplace, Environmental
Hazards, Accessibility Awareness; STAR
Spiritual
LEAD (Meditation, Visualization, Yoga); EAW
April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting
The Dimensions of Wellness (Defined)
Physical WeJlness is the ability to maintain a healthy quality of life that allows staff to get through
their daily activities and external stressors without undue fatigue or physical stress. The ability to
recognize that behaviors have a significant impact on wellness and adopting healthful habits (routine
check-ups, a balanced diet, exercise, etc.) while avoiding destructive habits (tobacco, drugs, alcohol,
etc.) will lead to optimal Physical Well ness. Supporting staff in this area can decrease the incidence of
illness due to burnout, stress and health issues. It requires us to provide opportunities for engagement
in health, exercise, and benefits.
LEAD
Workshops (Health Insurance and Benefits, Nutrition, Preventative Care)
STAR
Workshops, Luncheon, Information Exchange
EAW
Exercise Activities, Seminars, Counseling
Delivery oj Services
Workshops formatted to be collaborative, involving small group sharing and interactive, involving large
group discussion . Applied learning (workshops) provides both the best opportunity for retention as well
as the best opportunity to meet the social needs of the community.
Measurement
Measuring our success can be done in two parts: the first, is a measurement of the number of
opportunities provided to our staff in a given semester and the second, is the evaluative score received
from participating staff. By surveying staff at the beginning of the semester and the end (pre and post)
we can measure changes in staff perception.
The following questions are samples of the type of variables that we can use to measure changes in the
physical dimension. Participants can rate their responses to the following sample questions on a five
level Likert scale . Low scores in any of the areas, indicates an area where we need to improve the state
of social wellness.
•
•
•
•
•
I know important health numbers, like my cholesterol, weight, blood pressure, and blood sugar
I get annual physical exams
I avoid using tobacco products
I get sufficient amount of sleep
I have an established exercise routine
April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting
Emotional Wellness is more than just handling stress, it is the ability to understand ourselves and
cope with the challenges life can bring. It also involves being attentive to your thoughts, feelings, and
behaviors, whether positive or negative and possessing the ability to acknowledge and share feelings of
anger, fear, sadness or stress; hope, love, joy and happiness in a productive manner. Supporting staff in
this area can decrease the incidence of illness due to burnout, stress and health issues. It requires us to
provide opportunities for engagement that promote self awareness and opportunities for expression .
LEAD
Workshops (coping skills, emotional inventory, anxiety, depression, stress)
STAR
Workshops, Information Exchange
EAW
Counseling, Seminars
Method
Workshops formatted to be collaborative, involving sma" group sharing and interactive, involving large
group discussion . Applied learning (workshops) provides both the best opportunity for retention as we"
as the best opportunity to meet the social needs of the community. On-on-one counseling wi" provide
an opportunity for personal discussion and development.
Measurement
Measuring our success can be done in two parts: the first, is a measurement of the number of
opportunities provided to our staff in a given semester and the second, is the evaluative score received
from participating staff. By surveying staff at the beginning of the semester and the end (pre and post)
we can measure changes in staff perception.
The following questions are samples of the type of variables that we can use to measure changes in the
emotional dimension. Participants can rate their responses to the following sample questions on a five
level Likert scale. Low scores in any of the areas, indicates an area where we need to improve the state
of emotional wellness.
•
•
•
•
I am able to maintain a balance of work, family, friends, and other obligations
I have ways to reduce stress in my life
I am able to make decisions with a minimum of stress and worry
I am able to set priorities
April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting
Intellectual Well ness is critical in engaging our campus community in the mindset of innovation.
This ability allows us to open our minds to new ideas and experiences that can be applied to personal
decisions, group interaction and community betterment. The desire to learn new concepts, improve
skills and seek challenges in pursuit of lifelong learning contributes to our Intellectual Wellness.
Supporting staff in this area can impact engagement, quality of work and innovation . Lack of stimulation
and learning can result in disengagement from work, poor performance and employee brain drain . It
requires us to provide opportunities for engagement in new technology, new processes, and changes to
the organizational system.
LEAD
Workshops (Technology, Leadership, Campus Processes, Campus Systems
and Training, New Communication Modalities)
REAL
Workshops, Collaborative Project, Networking Socials
STAR
Workshops, Recognition Ceremony, Information Exchange
DOSA
Professional Development Conference
Method
Workshops formatted to be collaborative, involving small group sharing and interactive, involving large
group discussion. Applied learning (workshops) provides both the best opportunity for retention as well
as the best opportunity to meet the social needs of the community. Also, offering staff opportunities to
apply new knowledge in ways that benefit the campus community. A"owing them to share their
innovative ideas can help to solve campus problems.
Measurement
Measuring our success can be done in two parts: the first, is a measurement of the number of
opportunities provided to our staff in a given semester and the second, is the evaluative score received
from participating staff. By surveying staff at the beginning of the semester and the end (pre and post)
we can measure changes in staff perception.
The following questions are samples of the type of variables that we can use to measure changes in the
intellectual dimension. Participants can rate their responses to the following sample questions on a five
level Likert scale. Low scores in any of the areas, indicates an area where we need to improve the state
of social wellness.
•
•
•
•
•
•
•
I am open to new ideas
I seek personal growth by learning new skills
I search for lifelong learning opportunities and stimulating mental activities
I look for ways to use creativity
I look for ways to help the campus to become better
I feel encouraged to share my ideas
I feel that my ideas and participation are recognized and acknowledged
April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting
Occupational WeI/ness is the ability to get personal fulfillment from our jobs or our chosen career
fields while still maintaining balance in our lives. Our desire to contribute in our careers to make a
posit ive impact on the organizations we work in and to society as a whole leads to Occupational
Wellness. Supporting staff in this area can impact engagement, quality of work, and innovation while
decreasing the incidence of illness due to burnout, financial stress and work overload. It requires us to
provide opportunities for engagement that promote recognition, time management, career path
reflection and career counseling.
-"'
LEAD
Workshops (Time Management, Resume Writing)
REAL
Workshops, Collaborative Project, Networking Socials
STAR
Workshops, Recognition Ceremony, Information Exchange
EAW
Career Path Counseling
DOSA
Professional Development Conference
~
.
.U
Method
Workshops formatted to be collaborative, involving small group sharing and interactive, involving large
group discussion. Applied learning (workshops) provides both the best opportunity for retention as well
as the best opportunity to meet the social needs of the community. On-on-one counseling will provide
an opportunity for personal discussion and development.
Measurement
Measuring our success can be done in two parts: the first, is a measurement of the number of
opportunities provided to our staff in a given semester and the second, is the evaluative score received
from participating staff. By surveying staff at the beginning of the semester and the end (pre and post)
we can measure changes in staff perception.
The following questions are samples of the type of variables that we can use to measure changes in the
social dimension . Participants can rate their responses to the following sample questions on a five level
Likert scale. Low scores in any ofthe areas, indicates an area where we need to improve the state of
occupational well ness.
•
•
•
I enjoy going to work most days
I have a manageable workload at work
I feel that I can talk to my boss and co-workers with problems with workload arise
April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting
Social Wellness refers to our staff's ability to interact with people around them. It involves using
good communications skills, having positive and meaningful relationships, respecting themselves and
others, and creating a support system that includes family members and friends. Supporting staff in this
area can impact morale, stimulate involvement, innovation, participation, engagement while
simultaneously decreasing the incidence of illness due to stress. It requires us to provide opportunities
for engagement that promote recognition, social interaction, collaboration, and enhanced
communication.
Workshops (Communication, People Skills, Conflict Resolution, Diversity)
Workshops, Collaborative Project, Networking Socials
Workshops, luncheon, Recognition Ceremony, Information Exchange
Workshops, Activities
Professional Development Conference
Method
Workshops formatted to be collaborative, involving small group sharing and interactive, involving large
group discussion. Applied learning (workshops) provides both the best opportunity for retention as well
as the best opportunity to meet the social needs of the community.
Measurement
Measuring our success can be done in two parts: the first, is a measurement of the number of
opportunities provided to our staff in a given semester and the second, is the evaluative score received
from participating staff. By surveying staff at the beginning of the semester and the end (pre and post)
we can measure changes in staff perception.
The following questions are samples of the type of variables that we can use to measure changes in the
social dimension. Participants can rate their responses to the following sample questions on a five level
Likert scale. low scores in any of the areas, indicates an area where we need to improve the state of
social wellness.
•
•
•
•
I plan time to be with my family and friends
I enjoy the time I spend with others
My relationships with others positive and rewarding
I explore diversity by interacting with people of other cultures, backgrounds, and beliefs
April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting
,
.
Environmental Wellness is the ability to recognize our own responsibility for the quality of the
environment that we live in. The ability to make a positive impact on the quality of our work
environment, our homes, our communities and our planet contributes to our Environmental Wellness.
Supporting staff in this area can impact community engagement, stimulate involvement and innovation
in areas of sustainability, community engagement and going green. Lack of stimulation and learning can
result in disengagement from work, poor performance and employee brain drain. It requires us to
provide opportunities for engagement that promote making contributions for a health and safe
environment.
LEAD
Workshops (Personal Safety Awareness, Violence in the Workplace,
Environmental Hazards)
STAR
Workshops, Information Exchange
Method
Workshops formatted to be collaborative, involving small group sharing and interactive, involving large
group discussion. Applied learning (workshops) provides both the best opportunity for retention as well
as the best opportunity to meet the social needs of the community.
Measurement
Measuring our success can be done in two parts: the first, is a measurement of the number of
opportunities provided to our staff in a given semester and the second, is the evaluative score received
from participating staff. By surveying staff at the beginning of the semester and the end (pre and post)
we can measure changes in staff perception.
The following questions are samples of the type of variables that we can use to measure changes in the
emotional dimension. Participants can rate their responses to the following sample questions on a five
level Likert scale. Low scores in any of the areas, indicates an area where we need to improve the state
of environmental wellness.
•
•
•
•
•
I recycle
If I see a safety hazard, I take the steps to fix the problem
I volunteer time to worthy causes
I aware of my surroundings at all times
I report any suspicious activity to University Police
April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting
..
Spiritual Wellness is the ability to establish peace and harmony in our lives between that which lies
within and the social and physical forces that come from outside and the ability to develop congruency
between values and actions. Supporting staff in this area can decrease the incidence of illness due to
burnout, stress and health issues. It requires us to provide opportunities for engagement that promote
reflection and relaxation.
LEAD
Workshops (Meditation, Visualization, Yoga)
STAR
Workshops, Information Exchange
EAW
Activities, Counseling
Method
Workshops formatted to be guided and in a group setting. Applied learning (workshops) provides both
the best opportunity for retention as well as the best opportunity to meet the social needs of the
community.
Measurement
Measuring our success can be done in two parts: the first, is a measurement of the number of
opportunities provided to our staff in a given semester and the second, is the evaluative score received
from participating staff. By surveying staff at the beginning of the semester and the end (pre and post)
we can measure changes in staff perception.
The follOWing questions are samples of the type of variables that we can use to measure changes in the
emotional dimension. Participants can rate their responses to the following sample questions on a five
level Likert scale. Low scores in any of the areas, indicates an area where we need to improve the state
of spiritual wellness.
•
•
•
•
I make time for relaxation in my day
I make time for meditation and/or prayer
My values guide my decisions and actions
I am accepting of the views of others
April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting
Workshop Summary (2010-11)
LEAD
Track 2: Customer Service
April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting
LEAD (cont.)
REAL
April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting
_
Managing Power, Conflict, and Organizational Politics
STAR Day
Holistic Summary
April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting
Holistic Summary
Spirit ual
15.63%
• Physical
• Emotional
• Intellectual
• Occupational
. Social
• Environmental
Spiritual
April 30, 2012 - Strategic Planning- Reporting on Theme Implementation Meeting