Environmental Science Homework

• Question 1

To get a high response rate when distributing an interest survey form, a wellness specialist should do which of the following:

• Question 2

Which of the following is one of the better ways to understand what incentives will motivates employees to participate in a wellness program

• Question 3

Identification deals with the needs of the workforce, which of the following would be considered a needs identification tool?

• Question 4

Which of the following are precauctions when using health risk appraisal instruments?

• Question 5

Assessment focuses on the desires and intentions of employees and on available resources for approaching problems recognized during identification, which of the following would be considered a/an interest tool/s?

Determining Employees’
Needs and Interest

Chapter 2

Identification vs. Assessment

Identification (Phase I)/ To discover the needs of the workforce
Assessment (Phase II)/ To discover the desires and intentions of employees and available resources for approaching issues recognized during identification

Identification (Phase I)

Form a Health Management Task Force (HMTF) for the purpose of:
Identify demographics of the company
Ratio of male to female
Salaried to hourly
Day to night workers
Age groups
Ethnicity
Percentage of workers with dependents
The workforce’s existing and potential health-related problems and interest using the following data sources:
Employee health records
Health care claims and costs
Workers’ compensation claims and cost data
Health risk appraisal

Organizing a
Health Management Task Force

Include reps from all departments
If union, include a union rep
Determine criteria used to select members
Length of term served
% of management and non-management
Frequency of meetings (weekly, bi-monthly, monthly)
To whom the HMTF reports to
Defining the primary role
Determining the level of influence
Recognition of service ($, release time, etc)

Group Health Data

Individual records can be viewed only by authorized personnel. Group data gives the best picture of what health conditions are of concern.

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Claims & Costs by (MDC)

Claims and costs by major diagnostic category (MDC) ,

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Claims & Costs by (DRG)

Sub-categories of costs and claims

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Claims & Costs by (ICD)

International classification of disease (ICD)

At a minimum, claims data should include: (1) Major diagnostic category and associated DRGs or ICDs (2) Number of claims and charges per DRG or ICD (3) Inpatient versus outpatient claims and charges per DRG or ICD (4) Employee-specific versus dependent-specific claims and charges per DRG or ICD.

Workers’ compensation claims are typically handled by the medical, safety, rik management, benefits or HR dept.

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Risk Factor = Health Issue

Climate Observation = Employees can be randomly identified and monitored to determine the prevalence and effect of certain risk factors and work styles on their health status. An environmental worksheet can be used to identify existing and potential problems at the worksite, esp. due to working patterns or environmental factors.

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Health Risk Appraisal (HRA)

Appraisal instruments (surveys or questionnaires) to identify health risk factors
Can be combined with biometric screenings (blood pressure, body composition, cardiovascular fitness)
Considerations when choosing an HRA:
What is the fee structure?/ will a single fee cover all or will separate fees exit for questionnaire, processing and printing. (If computerized still ask this question)
Is there a discount for bulk orders?
What assurance exist that only authorized personnel have access to the HRA?
Does the database reflect a population similar to your workforce?
What minimum literacy level is required for participants to clearly interpret the HRA?
Is a group summary report included in the standard package?
What is the turnaround time?

Assessment (Phase II)

To discover employee’s desire and intentions
To deal with issues discovered in the identification phase

Interest Survey Form (ISF)

ISF should include the following:

Risk-reduction program options

Readiness to change levels

Program format preference

Participation time preference

Preferred communication channels

Invitation to assist WHP personnel (HMTF)

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ISF

Needs versus Interest

Once the ISF has been returned, the program planner will need to compare the feedback on the forms with the employee need identified earlier in the identification phase. Often the identified needs and the expressed interest will conflict. To reconcile this, contact other sites that offer the program you are considering to see if it was well received, also review literature for successful programs.

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Feasibility Grid

When needs and interest are not the same, a feasibility grid can help determine what programs would work best to meet the WHP’s objectives. Objectives are plugged into a feasibility grid, along with the needs and interest to determine the programs that have the best potential of success for meeting the objectives.

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INCENTIVE SURVEY

Individual records can be viewed only by authorized personnel. Group data gives the best picture of what health conditions are of concern.

*

Claims and costs by major diagnostic category (MDC) ,

*

Sub-categories of costs and claims

*

International classification of disease (ICD)

At a minimum, claims data should include: (1) Major diagnostic category and associated DRGs or ICDs (2) Number of claims and charges per DRG or ICD (3) Inpatient versus outpatient claims and charges per DRG or ICD (4) Employee-specific versus dependent-specific claims and charges per DRG or ICD.

Workers’ compensation claims are typically handled by the medical, safety, rik management, benefits or HR dept.

*

Climate Observation = Employees can be randomly identified and monitored to determine the prevalence and effect of certain risk factors and work styles on their health status. An environmental worksheet can be used to identify existing and potential problems at the worksite, esp. due to working patterns or environmental factors.

*

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Once the ISF has been returned, the program planner will need to compare the feedback on the forms with the employee need identified earlier in the identification phase. Often the identified needs and the expressed interest will conflict. To reconcile this, contact other sites that offer the program you are considering to see if it was well received, also review literature for successful programs.

*

When needs and interest are not the same, a feasibility grid can help determine what programs would work best to meet the WHP’s objectives. Objectives are plugged into a feasibility grid, along with the needs and interest to determine the programs that have the best potential of success for meeting the objectives.

*