Mr. Ford As this company’s new health education specialist I am writing you in regards to the company wellness program. Wellness and overall health of each employee is important and vital to the success of the company. With that being said to move further with this plan we need to be able to identify all needs, actual and perceived, so that they can be addressed through appropriate program planning (McKenzie, Neiger, Thackeray, 2012). To do that I will be conducting a six weeks needs assessment before any plan is initiated, no resources are wasted or unutilized. Two methods I will use that I feel will be effective are written questionnaires and face to face interviews. I feel they both will work well together by gather the important information needed in the questionnaires and follow up with any questions concerns or gripes in the face to face to interview. There are advantages and disadvantages with every plan that is put in to place. With the written questionnaires large amount of data can be collected from a large number of people in a short period of time and can be cost effective. With implementing a new plan being cost effective is a major plus. But with the problem with questionnaires are there is no way to tell if the employees are being truthful or not or if they grasped the full concept of the questions. Also with the questionnaires we must make sure that we do not violate any anti-discrimination regulations. That is where the face to face interviews come in. This allows you to interact and have back and forth communication with the employee and to have time to fully explain anything they may have questions about. The data that will be collected at the end of this assessment include: Written Questionnaire: Married or single Smokers and non-smokers Any past injuries or illnesses Overall stress levels Workplace concerns

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Mr. FordAs this companys new health education specialist I am writing you in regards to the company wellness program. Wellness and overall health of each employee is important and vital to the success of the company. With that being said to move further with this plan we need to be able to identify all needs, actual and perceived, so that they can be addressed through appropriate program planning (McKenzie, Neiger, Thackeray, 2012). To do that I will be conducting a six weeks needs assessment before any plan is initiated, no resources are wasted or unutilized. Two methods I will use that I feel will be effective are written questionnaires and face to face interviews. I feel they both will work well together by gather the important information needed in the questionnaires and follow up with any questions concerns or gripes in the face to face to interview. There are advantages and disadvantages with every plan that is put in to place. With the written questionnaires large amount of data can be collected from a large number of people in a short period of time and can be cost effective. With implementing a new plan being cost effective is a major plus. But with the problem with questionnaires are there is no way to tell if the employees are being truthful or not or if they grasped the full concept of the questions. Also with the questionnaires we must make sure that we do not violate any anti-discrimination regulations. That is where the face to face interviews come in. This allows you to interact and have back and forth communication with the employee and to have time to fully explain anything they may have questions about. The data that will be collected at the end of this assessment include: Written Questionnaire: Married or single Smokers and non-smokers Any past injuries or illnesses Overall stress levels Workplace concerns Heavy alcohol consumers Personal health concerns Dependents Do you feel this is a safe work environment?With the face to face interviews it will allow me to fully explain the plan we are trying to implement and how it will affect employees. It will also give me the opportunity to address any questions, concerns, or gripes they may have.

With this data I will be able to analyze and prioritize the needs and resources to help get this program underway with no problem, and meet and exceed the expectations you and employees have.

RespectfullyDavid WhiteheadHealth Promotion Specialist

References:McKenzie, J. F., Neiger, B. L., & Thackeray, R. (2012). Planning, Implementing, & EvaluatingHealth Promotion Programs: A primer (6th ed.). San Francisco, CA: Benjamin Cummings. Web May 2, 2015. Retrieved from: Vital Source Bookshelf.