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Health and Wellness SURVEY
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1 of 27
Health and Wellness
1. Does your organisation provide health and/or wellness programs to employees?
Response
Percent
Response
Count
YES 80.0% 12
NO 0.0% 0
Other (please specify)
20.0% 3
answered question 15
skipped question 0
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2. What type of health and/or wellness programs does your organisation invest in?
Response
Percent
Response
Count
Employee Assistance Programs
(EAP)93.3% 14
Healthy eating and/or dietary
programs33.3% 5
Healthy lifestyle programs (incl.
gym membership)53.3% 8
Free or subsidised medical check
ups33.3% 5
Smoking cessation 20.0% 3
Health Risk Assessment 40.0% 6
Health Surveillance (specific
occupations)13.3% 2
Skin checks 33.3% 5
Flu shots 73.3% 11
Vaccinations 26.7% 4
Infectious or communicable
disease management13.3% 2
Alcohol or Drug abuse 20.0% 3
Training and education 33.3% 5
Other (please specify)
13.3% 2
answered question 15
skipped question 0
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3. Why does your organisation offer health and wellness programs?
Response
Percent
Response
Count
Because we feel it is in line with
our values as an organisation73.3% 11
Because it is a point of difference
in attracting and retaining the best
people
20.0% 3
Because we want to be seen as an
employer of choice40.0% 6
We feel that there are significant
benefits in managing our
absenteeism and presenteeism
60.0% 9
Because we believe it improves
productivity40.0% 6
Because it assists us with
managing both an ageing workforce
and a skills shortage
26.7% 4
Other (please specify)
6.7% 1
answered question 15
skipped question 0
4. What are the most significant impacts of poor health upon your organisation?
Response
Percent
Response
Count
Absenteeism 60.0% 9
Loss of Productivity 53.3% 8
Presenteeism 20.0% 3
Workers compensation claims 60.0% 9
Other (please specify) 0.0% 0
answered question 15
skipped question 0
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5. How would you best describe your organisations approach to health and wellness
(health risk)?
Response
Percent
Response
Count
We manage health risk
specifically to reduce or control
workers compensation
exposures
40.0% 6
We manage health risk, but we
don't really measure it in any
quantifiable ways
26.7% 4
Our measuring and management of
health risk is informal, but seems
to work okay
33.3% 5
Health risk is not considered in our
organisation and it does not appear
to be warranted.
6.7% 1
Other (please specify)
20.0% 3
answered question 15
skipped question 0
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6. What do you feel are the positive, emerging trends concerning workforce health in the
future?
Response
Percent
Response
Count
Linking health to productivity 46.7% 7
Linking health and wellness
programs to remuneration packages20.0% 3
Using health and wellness as a
point of difference for attracting
candidates
46.7% 7
Connection between health
issues, such as obesity and
diabetes and work performance
66.7% 10
Linking health and wellness
programs with an ageing workforce33.3% 5
Retaining skilled workers 40.0% 6
Other (please specify)
13.3% 2
answered question 15
skipped question 0
7. Do you think that health risks in the workplace should be given more attention
Response
Percent
Response
Count
YES 93.3% 14
NO 6.7% 1
Other (please specify) 0.0% 0
answered question 15
skipped question 0
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8. What are your priorities for health and wellness investment over the next 12 months?
Response
Percent
Response
Count
Develop a formal approach to
health and wellness in the
workplace
33.3% 5
Introduce health and wellness
initiatives33.3% 5
Linking health and wellness to
productivity and/or profitability40.0% 6
Gaining insight into what our
wellness and health issues
actually are
46.7% 7
Assist in ageing workforce issues 20.0% 3
Address and assist in managing
absenteeism issues33.3% 5
Assist in managing workers
compensation claims40.0% 6
Other (please specify)
13.3% 2
answered question 15
skipped question 0
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9. What are the biggest barriers your organisation faces in investing in health and
wellness programs?
Response
Percent
Response
Count
Culturally, our organisation does
not provide health and wellness
programs
13.3% 2
The value of health and wellness
is difficult to quantify and thus,
easy to negate
73.3% 11
Our employees are reluctant to
participate in any health or wellness
initiatives
53.3% 8
We have difficulties with involving
employees due to union issues 0.0% 0
We cannot reach any consensus
over who should pay for health and
wellness programs (employee or
organisation)
26.7% 4
Budgetary constraints for health
and wellness programs from within
our organisation
66.7% 10
Other (please specify)
6.7% 1
answered question 15
skipped question 0
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10. What are the participation (take up) rates with employees?
Not
offered
Very
poor
take up
Limited
take up
Good
take up
Excellent
take up
Rating
Average
Response
Count
Full time permanent employees14.3%
(2)7.1% (1)
42.9%
(6)
35.7%
(5)0.0% (0) 3.00 14
Part time/Casual employees18.2%
(2)9.1% (1)
45.5%
(5)
27.3%
(3)0.0% (0) 2.82 11
Middle Management16.7%
(2)
25.0%
(3)41.7%
(5)
16.7%
(2)0.0% (0) 2.58 12
Senior Management15.4%
(2)38.5%
(5)
23.1%
(3)
23.1%
(3)0.0% (0) 2.54 13
Executive Level 9.1% (1)36.4%
(4)
36.4%
(4)9.1% (1) 9.1% (1) 2.73 11
Other (please specify)
2
answered question 15
skipped question 0
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11. Which health and/or wellness programs have the highest participation rates?
Response
Percent
Response
Count
Employee Assistance Programs
(EAP)33.3% 5
Healthy eating and/or dietary
programs13.3% 2
Healthy lifestyle programs 26.7% 4
Free or subsidised medical check
ups13.3% 2
Smoking cessation 0.0% 0
Health Risk Assessment 33.3% 5
Health Surveillance (specific
occupations)6.7% 1
Skin checks 13.3% 2
Flu shots 53.3% 8
Vaccinations 0.0% 0
Infectious or communicable
disease management 0.0% 0
Alcohol or Drug abuse 0.0% 0
Training and education 26.7% 4
Other (please specify)
13.3% 2
answered question 15
skipped question 0
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12. Which programs have the most positive impact on employee health and wellbeing?
Response
Percent
Response
Count
Employee Assistance Programs
(EAP)66.7% 10
Healthy eating and/or dietary
programs13.3% 2
Healthy lifestyle programs 33.3% 5
Free or subsidised medical check
ups6.7% 1
Smoking cessation 0.0% 0
Health Risk Assessment 13.3% 2
Health Surveillance (specific
occupations) 0.0% 0
Skin checks 6.7% 1
Flu shots 33.3% 5
Vaccinations 0.0% 0
Infectious or communicable
disease management 0.0% 0
Alcohol or Drug abuse 0.0% 0
Training and education 20.0% 3
Other (please specify)
13.3% 2
answered question 15
skipped question 0
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13. Which health and wellness programs have proven to have the most benefit to your
organisation?
Response
Percent
Response
Count
Employee Assistance Programs
(EAP)53.3% 8
Healthy eating and/or dietary
programs26.7% 4
Healthy lifestyle programs 6.7% 1
Free or subsidised medical check
ups6.7% 1
Smoking cessation 6.7% 1
Health Risk Assessment 13.3% 2
Health Surveillance (specific
occupations)6.7% 1
Skin checks 0.0% 0
Flu shots 33.3% 5
Vaccinations 0.0% 0
Infectious or communicable
disease management 0.0% 0
Alcohol or Drug abuse 0.0% 0
Training and education 20.0% 3
Other (please specify)
13.3% 2
answered question 15
skipped question 0
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14. What are the most common reasons for low participation rates by employees?
Response
Percent
Response
Count
Do not have the time to fit it in 46.7% 7
Lack of interest or
understanding of the benefits53.3% 8
Only keen to take up programs if
the workplace pays for it40.0% 6
Do not feel that the workplace has
any role in their overall health20.0% 3
Are concerned about the security
of health information and whether it
will be used by HR
20.0% 3
Feel that their ability to do their job
is not adversly affected by their
health
13.3% 2
Culturally, our organisation has
always experienced a lack of
interest in health and wellness
33.3% 5
There is minimal or no buy in from
management, which effects
employee involvement
13.3% 2
Other (please specify)
13.3% 2
answered question 15
skipped question 0
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15. What are the common cultural barriers to improving health and wellness in your
organisation?
Response
Percent
Response
Count
Mistrust between the workforce and
management over how the data will
be used to affect a career path
13.3% 2
Investment in health and
wellness is not seen as a priority40.0% 6
No understanding or explanation as
to how health and wellness will bring
benefits to my organisation
13.3% 2
Concerns over privacy 20.0% 3
Non cultural barriers 6.7% 1
Other (please specify)
6.7% 1
answered question 15
skipped question 0
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16. How much does your organisation spend annually on health and wellness
programs?
Response
Percent
Response
Count
$0-$20,000 40.0% 6
$20,000 - $50,000 0.0% 0
$50,000 - $75,000 13.3% 2
$75,000 - $100,000 0.0% 0
$100,000 - $200,000 0.0% 0
$200,000 - above 33.3% 5
Don't actually know 13.3% 2
Other (please specify) 0
answered question 15
skipped question 0
17. Is your organisation able to measure a return on investment through money spent on
health and wellness programs?
Response
Percent
Response
Count
YES 26.7% 4
NO 73.3% 11
Other (please specify)
1
answered question 15
skipped question 0
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18. Do you measure the link between health, wellness ad productivity and/or
profitability?
Response
Percent
Response
Count
YES 13.3% 2
NO 80.0% 12
Other (please specify)
6.7% 1
answered question 15
skipped question 0
19. If your organisation does NOT measure a ROI (return on investment), is this
because?
Response
Percent
Response
Count
We don't have any appropriate
tools to measure the ROI61.5% 8
We don't need to measure the ROI 0.0% 0
We don't want to measure an ROI
as our purpose is simply in
providing resources
7.7% 1
Culturally, we don't feel it is
necessary7.7% 1
Other (please specify)
23.1% 3
answered question 13
skipped question 2
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20. Do you perform any health checks as a part of your pre employment process?
Not
at all
Only for
senior
management
Only for
specific
occupations
Only as
required
by
principal
contractor
On all
employees
Rating
Average
Response
Count
Undertake pre employment
medicals and rudimentary health
checks by a Doctor
46.2%
(6)0.0% (0) 23.1% (3) 0.0% (0) 30.8% (4) 2.69
Undertake pre employment medical
and collect some health information
by a Nurse
54.5%
(6)9.1% (1) 18.2% (2) 0.0% (0) 18.2% (2) 2.18
We do a pre employment in
keeping with industry requirements38.5%
(5)0.0% (0) 30.8% (4) 7.7% (1) 23.1% (3) 2.77
answered question
skipped question
17 of 27
21. Following a workplace injury, what are the most common reasons why return to
work costs are greater than they could be?
Response
Percent
Response
Count
Claims take too long to assess 46.7% 7
Our workplace injuries are
significant and take a long time to
recover
20.0% 3
Our wages component is quite
significant in all claims20.0% 3
We cannot access medical
services due to our location(s)6.7% 1
High legal fees and legal outcomes
are common place6.7% 1
We have to pay ongoing make up
pay's and medical costs after the
claim is closed
13.3% 2
Common law claims costs 13.3% 2
Other (please specify)
33.3% 5
answered question 15
skipped question 0
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22. What are the common reasons why injury claims take longer to get back to work in
your organisation than you would like?
Response
Percent
Response
Count
Rehabilitation is too slow and not
directed13.3% 2
Our job tasks are quite physical,
which usually take workers
longer to return to work
33.3% 5
There is no structure or
management focus on rehabilitation 0.0% 0
Culturally, we have always had
difficulties with getting people back
to work
13.3% 2
We cannot access medical
services as quickly as we would
like
6.7% 1
The workplace(s) are resistant to
providing suitable duties and
managing their rehabilitation cases
6.7% 1
Claims seem to get derailed very
quickly and people are isolated
from returning to work
20.0% 3
None of the above, (please provide
details below) 0.0% 0
Other (please specify)
33.3% 5
answered question 15
skipped question 0
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23. If you were to invest in health services and programs in 2012/2013, what would they
be?
Response
Percent
Response
Count
Health and Wellness Strategy
Development53.8% 7
Training and Education 38.5% 5
EAP 38.5% 5
Provision of free or subsidised
health and wellness programs76.9% 10
Discounted Health Insurance 46.2% 6
Other (please specify)
1
answered question 13
skipped question 2
24. If you were to invest in health software in 2012/2013, in what area(s) would you
invest?
Response
Percent
Response
Count
Pre-Employment 13.3% 2
Injury Management 26.7% 4
Claims Management 13.3% 2
Health and Wellbeing 66.7% 10
Case Management 13.3% 2
None of the above 6.7% 1
Other (please specify)
20.0% 3
answered question 15
skipped question 0
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25. If you were advising another organisation on the top 3 most effective tips for
improving employee health what would they be?
Response
Percent
Response
Count
My Tip 1
100.0% 15
My Tip 2
73.3% 11
My Tip 3
66.7% 10
answered question 15
skipped question 0
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Q1. Does your organisation provide health and/or wellness programs to employees?
1 At some sites Apr 13, 2012 12:52 PM
2 Limited. Usually in conjunction with Annual Flu Shots Apr 5, 2012 5:41 PM
3 not really a program... they have introduced a flu vaccination program thisyear
Apr 5, 2012 1:20 PM
Q2. What type of health and/or wellness programs does your organisation invest in?
1 Free Corporate Challenge sport/games Free healthy lunch and learnworkshops - skin cancer awareness,work/life balance, mental health,nutrition, weightloss, heat stress, sleep right etc. Weight loss programsHealth & Safety training Bullying prevention training
Apr 5, 2012 4:39 PM
2 mental health first aid Apr 5, 2012 11:32 AM
Q3. Why does your organisation offer health and wellness programs?
1 We dont offer any Apr 13, 2012 12:52 PM
Q5. How would you best describe your organisations approach to health and wellness (health risk)?
1 Management is not committed to the benefits of these programs. Apr 5, 2012 5:41 PM
2 Formal health and wellness score card producted annually. Not just used tomanage and control WC but empower people to enhance own health andbest practice
Apr 5, 2012 11:32 AM
3 It is very informal at present Apr 5, 2012 8:38 AM
Q6. What do you feel are the positive, emerging trends concerning workforce health in the future?
1 Attraction of emplyees (Employee Value Proposition) Apr 5, 2012 4:39 PM
2 Overcoming implications of sedentary work & mental health issues in theworkplace
Apr 5, 2012 11:32 AM
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Q8. What are your priorities for health and wellness investment over the next 12 months?
1 No change Apr 5, 2012 5:41 PM
2 develop wellness culture which is integrated into the business strategy andnot just a "nice to have" program
Apr 5, 2012 11:32 AM
Q9. What are the biggest barriers your organisation faces in investing in health and wellness programs?
1 time management and ability to attend intiatives when competing with clientfacing work in addition to obtaining buy in by senior management
Apr 5, 2012 11:32 AM
Q10. What are the participation (take up) rates with employees?
1 Not applicable Apr 13, 2012 12:52 PM
2 participation trates depend on the activity/program offered Apr 5, 2012 4:39 PM
Q11. Which health and/or wellness programs have the highest participation rates?
1 Unknown what we offer, if any Apr 13, 2012 12:52 PM
2 mental health first aid; fatigue management; linking exercise and injuryprevention; targeted fitness programs; building resilience & optimism
Apr 5, 2012 11:32 AM
Q12. Which programs have the most positive impact on employee health and wellbeing?
1 As above Apr 13, 2012 12:52 PM
2 mental health first aid; resilience & optimism; access to health & wellbeinglibrary
Apr 5, 2012 11:32 AM
Q13. Which health and wellness programs have proven to have the most benefit to your organisation?
1 As above Apr 13, 2012 12:52 PM
2 as above Apr 5, 2012 11:32 AM
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Q14. What are the most common reasons for low participation rates by employees?
1 lack of motivation Apr 5, 2012 4:39 PM
2 accessibility and timing of intiatives offered versus client & productivitydemand
Apr 5, 2012 11:32 AM
Q15. What are the common cultural barriers to improving health and wellness in your organisation?
1 Senior managers walking the talk Apr 5, 2012 4:39 PM
Q17. Is your organisation able to measure a return on investment through money spent on health andwellness programs?
1 unsure Apr 5, 2012 9:54 AM
Q18. Do you measure the link between health, wellness ad productivity and/or profitability?
1 unsure Apr 5, 2012 9:54 AM
Q19. If your organisation does NOT measure a ROI (return on investment), is this because?
1 HR KPIs are measured monthly, sick leave, turn over etc. but there is no linkback to H&W programs. Evidence is unsubstantiated unless we stopproviding services and see what happens?
Apr 12, 2012 4:35 PM
2 HR KPIs are measured monthly, sick leave, turn over etc. but there is no linkback to H&W programs. Evidence is unsubstantiated unless we stopproviding services and see what happens?
Apr 12, 2012 4:35 PM
3 unsure Apr 5, 2012 9:54 AM
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Q21. Following a workplace injury, what are the most common reasons why return to work costs are greaterthan they could be?
1 Family GPs are not independant Apr 12, 2012 4:35 PM
2 Family GPs are not independant Apr 12, 2012 4:35 PM
3 Due to recent redundancies injured ex-employees go straight to totally unfitand the cost of claims increase expedentually compared to inhouserehabilitation.
Apr 5, 2012 5:41 PM
4 not aware of this Apr 5, 2012 1:20 PM
5 delay in injury reporting; type of claim; lack of alt duties Apr 5, 2012 11:32 AM
Q22. What are the common reasons why injury claims take longer to get back to work in your organisationthan you would like?
1 WC system is just that...a workers compensation System. There is noincentive for an injuried workers to return to work or to activiely particpate inRTW programs. Generally find people returning from non-WC injury aremore receptive to participating in RTW programs
Apr 12, 2012 4:35 PM
2 WC system is just that...a workers compensation System. There is noincentive for an injuried workers to return to work or to activiely particpate inRTW programs. Generally find people returning from non-WC injury aremore receptive to participating in RTW programs
Apr 12, 2012 4:35 PM
3 Due to recent redundancies injured ex-employees go straight to totally unfitand the cost of claims increase expedentually compared to inhouserehabilitation. Otherwise there are no issues
Apr 5, 2012 5:41 PM
4 n/a Apr 5, 2012 1:20 PM
5 lack of alternatives Apr 5, 2012 11:32 AM
Q23. If you were to invest in health services and programs in 2012/2013, what would they be?
1 I doubt there will be any redirection in the short to medium term. Apr 5, 2012 5:41 PM
Q24. If you were to invest in health software in 2012/2013, in what area(s) would you invest?
1 Requires analysis Apr 12, 2012 4:35 PM
2 Requires analysis Apr 12, 2012 4:35 PM
3 No need. Apr 5, 2012 5:41 PM
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26 of 27
Q25. If you were advising another organisation on the top 3 most effective tips for improving employee healthwhat would they be?
My Tip 1
1 X Apr 16, 2012 6:37 PM
2 n/a Apr 13, 2012 12:52 PM
3 Invest in employee health Apr 13, 2012 10:50 AM
4 Make sure you get full support of Executive Management Apr 12, 2012 4:35 PM
5 Make sure you get full support of Executive Management Apr 12, 2012 4:35 PM
6 Identify the heath risks Apr 10, 2012 10:17 AM
7 EAP Apr 5, 2012 6:49 PM
8 Educate and engage Apr 5, 2012 5:41 PM
9 Provide free flu vaccinations Apr 5, 2012 4:39 PM
10 invest in preventive - reduce absenteeism Apr 5, 2012 1:20 PM
11 Measure & identify organisation risks prior to planning Apr 5, 2012 11:32 AM
12 nnn Apr 5, 2012 10:56 AM
13 Engage employees Apr 5, 2012 10:40 AM
14 unsure Apr 5, 2012 9:54 AM
15 MAke sure you keep a list of take up rates for education sessions Apr 5, 2012 8:38 AM
My Tip 2
2 n/a Apr 13, 2012 12:52 PM
3 Monitor health Apr 13, 2012 10:50 AM
4 Take a proactive approach and chose wellness programs that people canwork and compete as teams
Apr 12, 2012 4:35 PM
5 Take a proactive approach and chose wellness programs that people canwork and compete as teams
Apr 12, 2012 4:35 PM
6 Identify how you will measure ROI Apr 10, 2012 10:17 AM
7 Injury Mangement Structure Apr 5, 2012 6:49 PM
8 Make it fun to participate and a challenge Apr 5, 2012 5:41 PM
9 Provide free health checks Apr 5, 2012 4:39 PM
11 Obtain buy in from a range of levels across the organisation Apr 5, 2012 11:32 AM
13 build a measurable component for health Apr 5, 2012 10:40 AM
15 Invest in EAP Apr 5, 2012 8:38 AM
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Q25. If you were advising another organisation on the top 3 most effective tips for improving employee healthwhat would they be?
My Tip 3
2 n/a Apr 13, 2012 12:52 PM
3 Provide employee assistance for health and wellbeing Apr 13, 2012 10:50 AM
4 Indentify your higher risk areas and focus there Apr 12, 2012 4:35 PM
5 Indentify your higher risk areas and focus there Apr 12, 2012 4:35 PM
6 Program driven and lead by Exec Team Apr 10, 2012 10:17 AM
7 Discounted health programs Apr 5, 2012 6:49 PM
8 provide regular feedback Apr 5, 2012 5:41 PM
9 Provide healthy activity options and nutritional advice Apr 5, 2012 4:39 PM
11 Keep it real and accessible Apr 5, 2012 11:32 AM
13 Ownership by management Apr 5, 2012 10:40 AM
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