Workplace wellbeing programme evaluation
One of the signs of a top-notch employer will be a workplace wellness programme.
👥 Serves: No limit of people
🎚 Difficulty: Medium
⏳ Total time: Ongoing
🥣 Ingredients: Your team
💪 Nutritional values: Harvesting, Reflection, Assessment, Evaluation, Sense of direction
Workplace wellbeing programme evaluation
📝 Description
A set of guidelines to evaluate your workplace wellbeing programme.
Workplace wellbeing programme evaluation is a vital component of your health and wellbeing programme and enables your organisation to measure the benefits of the programme itself. A variety of strategies may be used for programme evaluation and evaluation may be broad or focus on specific data. Programme evaluation may be based on an initial worker survey and workplace assessment, satisfaction surveys, and ongoing programme evaluations. You may also choose to evaluate your programme against benchmarks for productivity, sick leave, or employee turnover.
Source: Environment and Workplace Protection Division, Access Canberra.
👣 Steps
Step 1 – Implementation
Determine if the programme has been implemented as planned.
Step 2 – Improvement
Identify opportunities for improvement in the programme.
Step 3 – Attractiveness
Assess if the programme is attracting the volume of participants that it intended.
Step 4 – Changes
Document changes in health and wellbeing attitudes.
Step 5 – Value
Assess the perceived value of the programme.
Step 6 – Satisfaction
Assess overall worker and management satisfaction.
Step 7 – Outcomes
Identify the health outcomes of the programme against measurable criteria.
Step 8 – Cost
Determine the cost benefit of the programme.
Step 9 – Quality
Determine if the programme has met its quality assurance criteria.
Step 10 – Commitment
Establish whether an ongoing commitment to the programme is justified.
Step 11 – Programme management checklist
Reflect on the following questions:
- Do we have an individual or a group, to undertake the programme management and coordination?
- Has the design of our programme taken into account the availability of sufficient resources?
- Do we have an individual to provide leadership and coordinate strategies?
- Is there a record-keeping system of prior and/or proposed health and wellbeing initiatives?
- Are workers regularly consulted and provided with feedback on prior and/or proposed initiatives?
- Do we know if our programme is making a difference?
- Do we know what needs to be changed in our programme to improve it?
- Is there a risk management plan in place, including emergency response procedures?