Identify wellness program elements already in place at the worksite.
If you already have a wellness effort in place, you will need to work with those involved in your wellness team to transition to the Healthier U model. Communicate to those involved in current wellness activities that the department will be adopting the Healthier U model and solicit their support for and involvement in the transition process. It is important that you recognize and celebrate the work that has already been done.
Adopt Healthier U mission
Review and adopt the Healthier U mission, vision, and goals. Review your department's mission, vision and strategic plan and identify how Healthier U is in alignment.
Adopt general Healthier U outcomes
Articulating outcomes provides the basis to check on progress. Choose 2-3 manageable outcomes and measures. For example, you might choose high level of employee engagement (measured by participation numbers) and improved workplace wellness culture (measured through an employee survey).
If your department is using the Healthier U logo, review branding policy and submit request for approval to CalHR (HealthierU@calhr.ca.gov).
The Healthier U logo is the property of the Healthier U Steering Committee. If using the Healthier U logo, the department must comply with certain goals, including that it be a labor-management partnership. (branding policy and approval form)
Wellness goals and outcomes are presented, reviewed and adopted by the Advisory Committee.
Determine Department's Annual Healthier U goals
In collaboration with the AC, establish a process to develop an annual plan for Healthier U at your department, including goals for the year and accompanying campaigns and activities. All activities should align with the goals adopted by the AC.
Review employee engagement best practices.
Determine methods for achieving broad employee participation
Employee engagement in Healthier U is one of the key elements of the model. Engagement means promoting participation among all levels of employees, including represented employees and managers, and across a diverse range of classifications. It also means identifying potential leaders and training them to develop and promote wellness activities at the workplace. The involvement of Labor is crucial in this area because of their expertise in employee engagement, particularly the ability to reach a broad range of employees, identify and train potential leaders, and provide support to keep them involved.
Determine how to most effectively reach employees and promote their participation in wellness. Traditional communications (email blasts, wellness intranet page, fliers, etc.) should be combined with personal conversations with represented employees and mid-level managers. This combined approach is much more effective in achieving employee engagement than general communication methods alone.
Confirm motivation methods for engaging employees
Healthier U found offering wellness activities that encourage employees to work in teams, promote friendly competition toward a collective goal, show visible leadership support, and provide recognition are effective motivation methods. The motivation guidelines will provide a framework, but tailor the guidelines to meet the needs of your department. Review workplace wellness literature on intrinsic motivation as part of your process. Make sure that your employee engagement and communication strategies align with the motivation guidelines.