Medical cost analysis of a school district worksite wellness program

Supporting School Staff: Insights From Employee Health and Well-Being Programs

BACKGROUND

The workplace is an important setting for health protection, health promotion, and disease prevention programs. In the school setting, employee health and well-being programs can address many physical and emotional concerns of school staff. This systematic review summarizes evidence-based approaches from employee health and well-being interventions supporting nutrition and physical activity (PA) in a variety of workplace settings.

METHODS

The 2-phase systematic review included a search for articles within systematic reviews that met our criteria (addressing employee health and well-being programs; published 2010-2018; Phase 1) and the identification of individual articles from additional searches (addressing school-based employee interventions; published 2010-2020; Phase 2). We included 35 articles.

FINDINGS

Across all studies and types of interventions and workplace settings, findings were mixed; however, multicomponent interventions appeared to improve health behaviors and health outcomes among employees.

IMPLICATIONS FOR SCHOOL HEALTH POLICY, PRACTICE, AND EQUITY

Schools can apply this evidence from employee health and well-being programs in various workplace settings to implement coordinated and comprehensive employee health and well-being programs.

CONCLUSIONS

Employee health and well-being programs may be effective at supporting nutrition and PA. Schools can use findings from employee health and well-being programs in workplaces other than schools to support school staff.

The Effect of Wearable Activity Monitor Presence on Step Counts

Objective: In this study, we tested the effect of wearable activity monitors and tracking on physical activity over 2 weeks. Methods: Ninety young adults participated. Prior to initiation of the study, each participant was asked to download an iPhone app that tracked physical activity level (step counts) but were not told the app's purpose. Each participant was then randomly assigned to one of 3 groups (N=30/group): (1) measurement awareness, (2) measurement awareness+track/record, or (3) control. Participants in the measurement awareness and the measurement awareness+track/record groups were given a pedometer to wear for 2 weeks. Additionally, participants in the measurement awareness+track/ record group were instructed to record daily steps and submit their record after 2 weeks. Participants in the control group were not given a pedometer band nor asked track steps. Results: Neither the measurement awareness group nor the measurement awareness+track/record group were statistically different than controls during the intervention (p>.05). However, collapsing the intervention groups and comparing to the control group resulted in a 388.3 (SE=-186.9) higher daily step count during the intervention (p<.05). Conclusion: Wearable monitors modestly increases daily step count. However, the addition of recording daily step counts does not appear to provide an additional benefit in our study.

Dietary and behavior changes following RDN-led corporate wellness counseling: A secondary analysis

BACKGROUND

Worksite wellness programs have the ability to activate health promotion and stimulate behavior change.

OBJECTIVE

To measure longitudinal associations between visits with a Registered Dietitian Nutritionist (RDN), as part of worksite wellness programs, on dietary and lifestyle behavior changes.

METHODS

The study sample included 1,123 employees with 77 different worksite wellness programs across the United States from March to December 2017. Hierarchical linear modeling was used to evaluate the associations of RDN visits with behavior changes.

RESULTS

The mean BMI at baseline was 33.48, indicating over half of all employees are considered obese. Employees who attended more than one visit showed an increase in whole grain consumption and corresponding weight loss (t-ratio = 2.41, p = 0.02). Age played a significant factor in the rise of systolic blood pressure; employees who attended more visits showed an increase in whole grain consumption and corresponding blood pressure (t-ratio = -2.11, p = 0.04).

CONCLUSIONS

RDNs as part of worksite wellness programs, can contribute to improvements in lifestyle behavior changes. These data highlight the need for nutrition intervention at the workplace. Research on nutrition-focused worksite wellness programs is needed to assess the long-term health outcomes related to dietary and lifestyle behavior changes.

A Qualitative Study to Develop a Privacy and Nondiscrimination Best Practice Framework for Personalized Wellness Programs

Employers in the United States (US) increasingly offer personalized wellness products as a workplace benefit. In doing so, those employers must be cognizant of not only US law but also European Union (EU) law to the extent that the EU law applies to European immigrants or guest workers in the US. To the extent that wellness programs are implemented in either public health or employment contexts within the US and/or EU, sponsors of these programs can partner with direct-to-consumer (DTC) genetic testing companies and other digital health companies to generate, collect, and process sensitive health information that are loosely or partially regulated from a privacy and nondiscrimination standpoint. Balancing claims about the benefits of wellness programs are concerns about employee health privacy and discrimination and the current unregulated nature of consumer health data. We qualitatively explored the concerns and opinions of public and legislative stakeholders in the US to determine key themes and develop privacy and nondiscrimination best practices. Key themes emerged as promoting a culture of trust and wellness. Best practices within these themes were: (1) have transparent and prominent data standards and practices, (2) uphold employee privacy and nondiscrimination standards, (3) remove penalties associated with biometric outcomes and nondisclosure of sensitive health information, (4) reward healthy behavior regardless of biometric outcomes, and (5) make program benefits accessible regardless of personal status. Employers, DTC genetic testing companies, policymakers, and stakeholders broadly should consider these themes and best practices in the current absence of broad regulations on nondiscriminatory workplace wellness programs.

Impact of physical activity, diet quality and stress on cardiometabolic health in school employees

Among school employees, it has been reported that poor physical and mental health, as well as high stress and large workloads, have resulted in high absenteeism and low retention. The consequences of unhealthy behaviors and stress can extend to students, impacting academic achievement and school costs. Our objective was to examine the impact of school employees' physical activity (PA), diet quality and perceived occupational stress on cardiometabolic health, and explore how stress may influence the impact of PA and diet on health. In this cross-sectional study, employees from lower-income Massachusetts schools participated in Wellness Assessments (2015-2016), including measured height, weight, and lipids [total (TC), high-density lipoprotein (HDL-C), low-density lipoprotein (LDL-C)]. Self-administered surveys were used to collect demographic, stress, PA and 24-hour food intake data. Linear regression models were used to examine the relationship among health behaviors (PA and diet), stress and cardiometabolic health. An interaction between stress and health behaviors was also explored. Seventy-four employees (66% teachers) participated. Overweight/obesity (mean BMI: 25.6 kg/m2), high TC and LDL-C were observed in 47%, 4%, and 34%, respectively, and moderate-to-vigorous PA (MVPA) was low (median: 17 min/day). Positive associations were identified between MVPA and cardiometabolic health, but not diet. The effect of MVPA on BMI was modified by stress (p-for-interaction = 0.001), with higher levels of stress associated with a diminished protective association between MVPA and BMI. Higher levels of PA were associated with more favorable cardiometabolic health, with increasing levels of stress minimizing the beneficial effect of PA on BMI.

Cost-effectiveness and cost-benefit of worksite health promotion programs in Europe: a systematic review

BACKGROUND

The aim of this study was to assess the evidence regarding economic evaluations of worksite health promotion programs in Europe.

METHODS

Following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines, the literature search, study selection, data extraction and quality appraisal were performed independently by two researchers. Full economic evaluations of worksite health promotion programs carried out in a European workplace were included.

RESULTS

From 1728 search results, 39 articles describing 37 studies were included. Regarding methodological quality, 9 studies were rated as strong, 15 as moderate and 15 as weak. Six of the studies fulfilled the minimum standard for health economic evaluations. Worksite health promotion was applied in many different forms for a wide range of settings. Cost-effectiveness, cost-benefit and cost-utility analyses were performed from different perspectives. Effects on health outcomes tended to be small and uncertain. Only 9 out of 21 cost-benefit analyses reported a financial benefit and 10 out of 23 cost-effectiveness analyses concluded that the intervention was cost-effective. Two out of eight cost-utility analyses were found to be cost-effective. Productivity loss accounted for more than 85% of the total costs and thus, was the main cost driver in the analyses.

CONCLUSIONS

Due to considerable heterogeneity, no specific type of intervention could be identified to be particularly effective and the economic value of worksite health promotion remains uncertain. Further studies, investigating comprehensive worksite health promotion programs are needed to provide evidence on their efficiency. Guidelines to perform economic evaluations in the field of worksite health promotion, especially for valuation of productivity loss, are required.

The Relationships Between Physical Health and Chronic Disease, Stress, and Resource Strain in Head Start Employees

Background: Emerging research indicates that Head Start employees often struggle with health issues and may not be able to model the healthy behaviors that they hope to instill in young children. The purpose of this study was to examine the relationships between perceived physical health and chronic disease, stress, financial-resource strain, and job type. Method: This study was conducted in a large, multi-site Head Start agency located across five counties in the American Midwest. Employees (N = 550) were invited to complete a 58-item questionnaire that assessed overall health and health behaviors, demographics, workplace environment, and interest in well-being programs. Bivariate analysis and multinomial logistic regressions were used to analyze the relationships between variables of interest and physical health. Findings: More than half (n = 295; 53.64%) responded, and one quarter of the employees (25.42%) reported poor or fair health. Poor and fair physical health was associated with the number of chronic conditions, difficulty paying for basic necessities, and perceived stress, but not job type. A high percentage of responding employees (83.34%) reported interest in well-being programs, yet interests varied significantly by health status. Employees with poor and fair health expressed interest in stress and emotional-coping programs, in contrast to the fitness interests of employees who reported good, very good, or excellent health. Conclusion/Application to Practice: To meet the needs of employees with poor or fair physical health, employers should offer health behavior modification programs that address the sources of employee stress, including financial-resource strain and mental health challenges.

An Onsite Fitness Facility and Integrative Wellness Program Positively Impacted Health-Related Outcomes Among Teachers and Staff at an Urban Elementary/Middle School

Background

Given the large number of obesity-focused studies conducted in schools, there is a surprising lack of data regarding teacher workplace health behaviors in the United States.

Objective

To determine the feasibility and effectiveness of an onsite fitness facility with a structured integrative wellness program to improve health-related outcomes among teachers and staff at an urban elementary/middle school.

Methods

A 2-year mixed-methods analysis using Patient-Reported Outcomes Measurement Information System (PROMIS) measures and qualitative interviews included 39 teachers and staff employed at an urban elementary/middle school in Baltimore, Maryland. The fitness facility was dedicated exclusively to teachers and staff and the integrative wellness program included group exercise classes, yoga, mindfulness, and nutrition competitions. T tests were used to compare quantitative outcomes at baseline, the end of year 1, and the end of year 2.

Results

Compared to baseline, at year 1, there was a significant improvement in the PROMIS Sleep Disturbance score. From baseline to end of year 2, there were significant increases in the PROMIS Global Physical Health as well as significant decreases in Sleep Disturbances, Fatigue, and Social Isolation. Qualitative interviews conducted at the end of year 1 indicated that teachers who used the facility felt that it improved their mood, increased their energy, motivated them to eat healthily, and gave them opportunities to socialize with their colleagues in new ways. This impact was further enhanced in year 2.

Conclusions

An onsite fitness facility with an integrative wellness program may improve health-related outcomes among urban elementary school teachers and staff, with the greatest benefits seen after 2 years of implementation.

Pharmaceutical use according to participation in worksite wellness screening and health campaigns

This study evaluated whether participation in worksite wellness screening and health campaigns influences the number and cost (USD) of pharmacy medication claims. Analyses are based on 2531 workers employed all four academic years in a large school district in the western United States, 2010–11 through 2013–14. Mean and ratio comparisons were adjusted by age, sex, year, and baseline health. Approximately 84.2% of employees participated in wellness screening and 60.1% completed one or more health campaigns. Those completing wellness screening were 1.09 (95% CI 1.06–1.13) times more likely to file a claim. Mean total cost remained near $934 (SD = $3695) over the academic years, positively associated with years of wellness screening, suggesting increased awareness of the need for medication through screening. Women were 1.02 (95% CI 1.00–1.05) times more likely than men to participate in wellness screening and had greater total pharmacy cost ($990.6 [SD = $4023.7] vs. $777.9 [SD = $2580.5], p = 0.0104). Women were 1.38 (95% CI 1.32–1.44) times more likely to complete a health campaign. Mean number of pharmacy claims was lower (9.8 vs. 10.6, p = 0.0069) in those completing at least one health campaign, suggesting greater health orientation in women. Those completing at least one health campaign were 0.96 (95% CI 0.92–0.99) times as likely to have a total cost of medication above the median, 0.94 (95% CI 0.88–1.01) as likely to have a total cost of medication above the 75th percentile, and 0.84 (0.75–0.96) times as likely to have a total cost above the 90th percentile.

Changes in Behaviors and Outcomes Among School-Based Employees in a Wellness Program

OBJECTIVE

To examine the health behavior changes and mental-health and job-related outcomes of school-based employees over 2 years while participating in a worksite wellness program.

METHOD

All participants in this analysis (n = 1,873) were employees of a large public school district in the western United States and voluntarily enrolled in a comprehensive wellness program. Exercise level, fruit and vegetable consumption, restful sleep, smoking, alcohol consumption, self-rated health, mental health-related outcomes (stress, depression, life-satisfaction, and loneliness), and job-related outcomes (job performance, absenteeism, job-related satisfaction) are reported.

RESULTS

There was an increase in days and minutes/week exercised, fruit/vegetable consumption, days per week of restful sleep, and a decrease in alcohol consumption (ps < .037) over 2 years. Among those who reported smoking, the number of days smoked increased after 1 year but then dropped below baseline levels at year 2 (p < .0001). Several mental health-related outcomes improved (ps < .033); however, job performance was slightly lower (↓ 2%), and the other job-related outcomes were unchanged.

CONCLUSION

School employees may benefit from a comprehensive worksite wellness program, particularly to improve health behaviors. However, mental health and job-related outcome results were mixed over 2 years.