Barriers and Incentives to

Participation

2014

2

HR Research Group

This assessment was conducted by the HR Research Group in the Jon M. Huntsman School of Business, under the direction of Dr. Steven Hanks, and in coordination with Mickelle Anderson, Employment Coordinator Human Resources, Nicole Jackson, Employee Wellness Assistant, and Justin Jackson, Employee Engagement and Wellness Manager. Research associates included: Joshua Corbridge, Nancy Godfrey, Taryn Rose, and Lauren Wagner.

3

Table of Contents Executive Summary ....................................................................................................................................... 5

Research Design ........................................................................................................................................ 5

Awareness/Participation ........................................................................................................................... 5

Barriers ...................................................................................................................................................... 6

Incentives .................................................................................................................................................. 6

Introduction/Overview ................................................................................................................................. 8

Theoretical Framework ................................................................................................................................. 9

Incentives .................................................................................................................................................. 9

Barriers .................................................................................................................................................... 10

Participation ............................................................................................................................................ 10

Research Methodology ............................................................................................................................... 11

Phase I: Focus Groups and Faculty Interviews ........................................................................................ 11

Phase II: Wellness Survey ........................................................................................................................ 11

Results ......................................................................................................................................................... 12

Demographics ............................................................................................................................................. 13

Employee Demographics ........................................................................................................................ 13

Awareness and Participation .................................................................................................................. 15

Barriers .................................................................................................................................................... 21

Incentives ................................................................................................................................................ 26

Health Care Shopper ................................................................................................................................... 40

Notification Preference ............................................................................................................................... 41

Employee Comments and Suggestions ....................................................................................................... 42

Appendix A: Benchmark Study .................................................................................................................... 43

Appendix B: Focus Group Question Outline ............................................................................................... 44

Appendix C: Focus Group Responses .......................................................................................................... 46

Appendix D: Focus Group Responses ......................................................................................................... 47

Appendix E: Focus Group Responses .......................................................................................................... 49

Appendix F: Focus Group Responses .......................................................................................................... 51

Appendix G: Survey Questions .................................................................................................................... 53

Appendix H: Qualtrics Graphs of Results .................................................................................................... 59

Appendix I: Open Ended Responses ........................................................................................................... 79

4

Question 15: To what degree would the following incentives increase your participation in the USU Be

Well Program? ........................................................................................................................................ 79

Question 21: Which of the following factor(s) influence you to use an off campus facility versus the on

campus facilities? Check all that apply. .................................................................................................. 81

Question 22: What changes would you like to see in the USU Be Well Program? e.g. Music therapy, art

therapy, financial workshops, stress management etc. ......................................................................... 83

Question 23: If you have any additional suggestions or comments in regard to the USU Be Well

Program please enter them below. ........................................................................................................ 91

References ................................................................................................................................................ 101

5

Executive Summary This document reports the findings of a baseline study designed to explore the degree to which

incentives might be effective in enhancing participation in the USU Be Well Program. Special

areas of focus include awareness and participation, possible incentives, and inhibitors to

participation. This study was conducted by the HR Research Group in the Jon M. Huntsman

School of Business, under the direction of Dr. Steven Hanks, and in coordination with Mickelle

Anderson, Employment Coordinator Human Resources, Nicole Jackson, Employee Wellness

Assistant, and Justin Jackson, Employee Engagement and Wellness Manager.

Research Design This study involved both quantitative and qualitative research methods. Three focus groups and

four faculty interviews were conducted to gather qualitative data. Next, a 23-item

questionnaire was developed and administered to facilitate a more comprehensive quantitative

analysis. 496 of the 3,820 employees that received the survey, responded, yielding a response

rate of 13%.

Awareness/Participation USU employees seem to be familiar with the USU Be Well Program. On a scale of 1 to 10, 49%

of the employees rated 7 or above, suggesting a fairly good level of familiarity with the

program. However, 22% rated a 3 or below suggesting that nearly one-fourth of the sample was

marginally familiar with the program.

Employees appear to be substantially less familiar with the Health Advocate program.

Specifically, on a scale from 0 to 10, 39% responded “0” suggesting complete unfamiliarity, 67%

responded 0 to 3, 18% responded 4-6, and only 17% responded 7 or above. The wellness

newsletter was the most used Health Advocate Service (mean=4.48).

When asked about their use of specific USU Be Well Program services, 55% of USU employees

indicated that they participate often or sometime in the flu shot clinic, making it the most used

service. The second most used service is wellness expos, used often and sometimes by 34% of

the employees. The data also indicated large percentages of employees that never use Be Well

Program services. For instance 41% of employees never use the flu shot clinic, 48% never use

the facilities, and 82% never use the nutrition consultation. There appears to be multiple

opportunities to increase engagement in the USU Be Well Program.

6

Barriers Employees were asked to rate possible barriers that inhibit their participation in the program

on a scale from 0 to 10. The most significant barriers to participation were, inconvenient class

times (mean=5.62) and availability of facilities (mean=5.14).

To explore this further, employees were given an array of times to choose from in identifying

their preferred time periods in which to utilize the wellness facilities and/or classes. They were

asked to rate specific hours to use the services on a scale from 1 to 10. During lunch was ranked

the most convenient time (mean=6.38) and after work was also a popular choice (mean=6),

however, morning was found to be the least desired time (mean=3.83).

37% of USU employees surveyed use fitness facilities that are off-campus. The most popular

reasons for using off campus facilities were, location and hours.

The following quotes gathered in our focus groups suggests some rational for using outside

facilities:

“My whole family can use it whenever they want. Our friends go to the same gym”

“I'm less likely to see my students there.”

“I have fitness equipment in my own house”

Incentives When asked if employees felt an incentive program would increase their participation in the

USU Be Well Program, the results suggested a modest confidence that an incentive program

would be effective: 47% responded between 7-10, (overall mean=5.928).1 However, younger

employees showed more confidence in an incentive program than older employees.2 Trends in

confidence also surfaced in different employee classifications. Non-exempt and exempt appear

to have more confidence in an incentive program than faculty.3

When asked what changes would motivate employees to participate more fully, respondents

indicated that an employee only gym (mean=5.96) and extended facility hours (mean=5.93)

would be the most valued changes that would encourage them to participate more fully.

1 1 being definitely will not, and 10 being definitely will 2 25 and under (mean=7.5), employees 60+ (mean=4.89) 3 Non-Exempt (mean=6.49), Exempt (mean=6.11), and Faculty (mean= 5.28)

7

On a scale of 0 to 10, employees rated medical premium subsidy as the most effective incentive

to increase participation (mean=7.01). This incentive was rated highest by all employee sub

classifications regardless of job classification, campus or age. It was followed closely by cash

and gift cards (mean=6.39). Other popular choices were, subsidized membership at facility of

choice (mean=5.87) and fitness equipment (mean=5.25).

We also found certain unique patterns among some employee sub groups. For example, the

younger demographics responded more to the incentives like merchandise and USU apparel

while older demographics were less incentivized by these choices.4

4 See Appendix

8

Introduction/Overview The USU Be Well program was established in 2007. The primary purpose of the program is “to

support and enhance the health and wellness of employees and their families by building

partnerships, programs, and policies.”5

The purpose of this study is aimed at identifying incentives with promise to increase and retain

participation in the USU Be Well Program. Specifically this study strives to answer the following

three questions:

1. How open are USU employees to a more holistic definition of employee wellness?

2. What barriers appear to disincentivize participation?

3. What types of incentives appear to show promise for encouraging participation?

This study was conducted by the HR Research Group in the Jon M. Huntsman School of

Business, under the direction of Dr. Steven Hanks, and in coordination with Mickelle Anderson,

Employment Coordinator Human Resources, Nicole Jackson, Employee Wellness Assistant, and

Justin Jackson, Employee Engagement and Wellness Manager.

5 https://www.usu.edu/wellness/

9

Theoretical Framework Figure 1 presents the theoretical framework guiding this study. The basic logic of the theoretical

framework is that if USU employees are healthy then this will reduce health care costs

associated with the USU self-funded health care plan, and increase employee productivity.

Participation is believed to contribute to healthy employees, and participation is impacted by

incentives (both intrinsic and extrinsic). Participation in the program may also be impeded by

barriers.

The paragraphs that follow provide a brief overview of each of the key elements in Figure 1.

Incentives Our research identified three main characteristics of effective incentives. The three principles

are reasonable cost, timeliness of reward, and perceived value. A meaningful incentive is cost

effective for the benefactor. Incentives and rewards must be disbursed within an appropriate

timeframe. An incentive is most effective if the participant values the reward.

Figure 1: Theoretical Framework

10

Barriers Barriers can impede participation in the wellness program and may disrupt the effectiveness of

incentive programs.

Participation The USU Be Well Program requires employee participation and engagement to be successful.

Participating in the wellness program involves more than simply using the gym facilities. Some

employees are motivated to participate on their own without any outside incentive because

they are intrinsically motivated. Other employees may seek extrinsic incentives to encourage

participation.

11

Research Methodology This study began with a benchmark study of three universities that utilize incentives to promote

employee wellness. This research was conducted by representatives of the USU Be Well

Program and served as a foundational piece upon which this study was built. The benchmark

findings are summarized in Appendix A.

The HR Research Group then conducted a two-phased study which comprises the bulk of this

document. Phase I includes 3 focus groups and 4 faculty interviews. In Phase II, the team

designed and administered a survey to gain insights from the broader USU workforce.

Phase I: Focus Groups and Faculty Interviews Three focus groups were conducted and aimed at gathering insight on employee satisfaction

with the Be Well program, participation rates, and the potential impact of various incentives.

The three focus groups conducted were:

Focus Group 1: Classified Employee Association (CEA)

Focus Group 2: Professional Employee Association (PEA)

Focus Group 3: Active Participants

Focus Groups 1 and 2 were conducted at the Executive Committees’ monthly meetings. For

Focus Group 3, random participants were selected from a list of active participating employees

in the USU Be Well Program. The names were provided by the USU Be Well Program and were

contacted via email.

Faculty interviews were conducted and were aimed at gathering insight on faculty satisfaction

with the Be Well Program, participation rates, and the potential use of various incentives.

Faculty members were contacted directly and were interviewed individually.

The average focus group session lasted approximately 45 minutes. Each session was led by a

moderator who digitally recorded the responses while the other three members took notes.

Focus Group 1 had 7 participants. Focus Group 2 had 4 participants. Focus Group 3 had 4

participants.

Phase II: Wellness Survey Based on the information gathered from the focus groups and faculty interviews, a 23 item

survey was designed using Qualtrics. The survey was sent to 3,820 USU employees. 496

completed responses were received for a 13% response rate.

12

Results This section reports the results from the study.

Results are reported beginning with Demographics, followed by Awareness/Participation,

Barriers, Incentives, Health Care Shopper, Received Information, and Open Ended Suggestions.

Most of the findings are presented in chart form. Brief commentary is also provided in an effort

to highlight key findings of the study.

The results are presented in the following order:

1. Demographics

2. Awareness/Participation

3. Barriers

4. Incentives

5. Health Care Shopper

6. Received Information

7. Employee Comments and Suggestions

13

Demographics

Employee Demographics Demographic information regarding our sample is provided below. Figures 2 through 6 provide a breakdown of the sample based on gender, age, employee classification, and campus location. Brief interpretive comments are provided for each figure.

Figure 2: Gender

Figure 2 presents the gender of respondents with a breakdown of 42% males and 58% females.

Figure 3: Age

Figure 3 presents the age of respondents

divided into 5 age categories. Those 45 and

under represent approximately 39% of

respondents and those 46 and older represent

approximately 62%.

42%58%

Gender of Respondents

Males

2%

16%

21%

43%

18%

Age Groups of Respondents

<25 26-35 36-45 46-60 60+

14

Figure 4: Employee Classification

Figure 4 presents the job classification of

respondents: non-exempt, exempt, and

faculty. Overall there was a fairly even

distribution between the classifications for

those who responded.

Figure 5: Campus Location

Figure 5 presents the campuses which the

respondents are affiliated. Respondents from

the Logan Campus comprised 84%, USU

Regional Campuses and/or Extension Sites

comprised 10%, and USU Eastern Campus

comprised 6%.

30%37%

33%

Employee Classification of Respondents

Non-Exempt Exempt Faculty

84%

10%6%

Campus Location of Respondents

Logan Regional Eastern

15

Awareness and Participation

Awareness Two aspects of awareness were assessed; general familiarity with the USU Be Well

Program and general familiarity with Health Advocate. Brief interpretive comments are

provided for each table listed below.

Table 1: Familiarity with the USU Be Well Program

To what degree are you familiar with the USU Be Well Program (Scale: 0=Not Familiar to 10=Very Familiar)

Response % Not

Familiar 0

23 5%

1

23 5% 2

24 5% 3

33 7% 4

29 6% Somewhat

Familiar 5

64 13%

6

56 11% 7

77 16% 8

75 15% 9

44 9% Very

Familiar 10

47 9%

Total 495 100%

As can be observed in Table 1, 49% of USU employees rated their familiarity with the USU Be

Well Program at 7 or above. 30% of USU employees rated their familiarity in the mid-range with

ratings of 4-6. 22% of USU employees reported low familiarity with ratings of 0-3.

To examine the degree to which campus affiliation impacts familiarity with the Be Well Program

an analysis of variance (ANOVA) was conducted. The intent was to determine if there were

significant differences in the familiarity means across the three campus groups. The analysis

revealed that there are significant differences (F=22.50, p=.000). As can be observed in Table 2,

employees at the Logan Campus were most familiar (mean=6.28) followed by the USU Regional

Campuses and/or Extension Sites (mean=4.96) and USU Eastern (mean=3.26).

16

Table 2 indicates that the Logan

Campus was the most familiar

with the USU Be Well Program

with a mean of 6.28 and the USU

Eastern Campus was the least

familiar with

a mean of 3.26.

Table 3: Familiarity with Health Advocate

To what degree are you familiar with the Health Advocate? (Ranked 0=Not Familiar to 10=Very Familiar)

Answer

Response %

Not Familiar 0

189 39%

1

47 10% 2

46 9% 3

43 9% 4

15 3% Somewhat

Familiar 5

37 8%

6

35 7%

7

33 7% 8

28 6% 9

9 2% Very

Familiar 10

8 2%

Total 490 100%

As can be observed in Table 3, 17% of the USU employees rated their familiarity with Health

Advocate, at a 7 or above. 18% rated their familiarity in the mid-range, with ratings of 4-6. And

67% reported low familiarity with ratings of 0-3.

To examine the degree to which campus affiliation impacts familiarity with Health Advocate, an

analysis of variance (ANOVA) was conducted to determine if there were significant differences

in the mean familiarity across the three campus groups. The analysis revealed that there are

significant differences between Logan and USU Eastern Campuses. (F=6.40, p=.002). As can be

observed in Table 4, employees at the Logan Campus were most familiar (mean=2.93) followed

by the USU Regional Campuses and/or Extension Sites (mean=2.12) and USU Eastern

Table 2: Familiarity with the USU Be Well Program

Campus Mean

Logan Campus 6.28

USU Regional Campuses and/or Extension Sites 4.96

USU Eastern 3.26

F=22.503 p=.000

17

(mean=1.16). ANOVA was also conducted across the other demographics but no significant

differences were found.

To examine the degree to which employment classification impacts familiarity with Health

Advocate, an analysis of variance (ANOVA) was conducted to determine if there were

significant differences in the mean familiarity across the three classification groups. The analysis

revealed that there are significant differences between faculty and both non-exempt and

exempt employees (p=.002, F=6.50). As can be observed in Table 5, non-exempt were most

familiar (mean=3.11) followed by the exempt (mean=3.06) and faculty (mean=2.05). ANOVA

was also conducted across the other demographics but no significant differences were found.

Table 4 indicates that faculty

were the least familiar with

Health Advocate with a mean

of 2.05 and the non-exempt

and exempt employees had

an average mean of 3.085.

Again, the mean scores are

extremely low indicating a

general lack of familiarity.

Table 5 indicates that Logan

Campus was the most

familiar with Health

Advocate with a mean of

2.93 and the USU Eastern

Campus was the least

familiar with a mean of 1.16.

However, the mean scores

are extremely low indicating

a general lack of familiarity.

Table 4: Familiarity with Health Advocate

Classification Mean

Non-Exempt 3.11

Exempt 3.06

Faculty 2.05

F=6.502 p=.002

Table 5: Familiarity with Health Advocate

Campus Mean

Logan Campus 2.93

USU Regional Campuses and/or Extension Sites 2.12

USU Eastern 1.16

F=6.401 p=.002

18

Participation

Two aspects of participation were assessed: general participation in the USU Be Well Activities

and general participation in Health Advocate Services. Brief interpretive comments are

provided for each table listed below.

Table 6: Participation in the USU Be Well Activities

As can be observed in Table 6, the activities with the most overall participation are the flu shot

clinic, facilities, and the wellness expo. The activities with the least amount of overall

participation are nutrition consultation, brown bag seminars, and fitness classes. Note that all

of the means are extremely low indicating relatively low overall participation in the USU Be

Well Program Activities.

We were also interested in assessing the degree to which employees were utilizing the services

of Health Advocate. Figure 6 in Table 7, below, provide an overview of these findings.

How often do you participate in the USU Be Well activities?

Question Never Rarely Sometimes Often Total

Responses Mean

Brown Bag Seminars

76% 17% 7% 0.8% 489 1.33

Challenges 57% 19% 20% 4% 491 1.70

Facilities (e.g. gym and pool)

48% 20% 15% 16% 491 1.99

Fitness Assessment

60% 20% 17% 3% 492 1.64

Fitness Classes

69% 13% 10% 8% 493 1.56

Flu Shot Clinic

41% 5% 12% 43% 492 2.56

Nutrition Consultation

82% 14% 3% 0.2% 492 1.21

Wellness Expo

52% 14% 19% 15% 493 1.97

19

Figure 6: Frequency of Health Advocate Services Used

As can be seen in Figure 6 and Table 7, the wellness newsletter is utilized most often

(mean=4.475). The next most utilized service was the challenges. Overall, usage levels appear

to be very low. This is reflected in the following comments from our focus groups.

“Don’t use it. It is just one more thing to keep track of. We have phones, pedometers,

watches, etc. to keep track of progress already.”

“It has some nice features but is too difficult to use”

0

1

2

3

4

5

6

7

8

9

10

WellnessCoaching

CostEstimator

HealthAdvocacy

WellnessWorkshops

PersonalHealthProfile

Challenges WellnessNewsletter

1.039 1.11 1.194 1.29 1.609 1.759

4.475

Me

an r

esu

lt f

rom

0-1

0

0=

Ne

ver,

10

= A

lway

sHow often do you use the following Health Advocate Services?

20

Table 7: Health Advocate Services

Table 7 indicates that the Health

Advocate services in general

have very little participation.

The activity used most often is

the wellness newsletter with a

mean of 4.47. The wellness

activity that gets used the least

is the wellness coaching with a

mean of 1.04.

How often do you use the following Health Advocate services?

Answer Mean Standard Deviation

Responses

Challenges 1.76 2.35 349

Personal Health Profile

1.61 2.03 348

Wellness Newsletter

4.47 3.40 379

Wellness Coaching

1.04 1.46 331

Health Advocacy

1.19 1.73 324

Cost Estimator

1.11 1.68 318

Wellness Workshops

1.29 1.82 324

21

Barriers The study also sought to identify key barriers that inhibited participation in the USU Be Well

Program. The tables and figures which follow, and accompanying commentary, provide an

overview of these findings.

Table 8: Inhibitors of the USU Employee Fitness Center

Table 8, indicates that the

largest inhibitors of

participation in the USU

Employee Fitness Center is

inconvenient class times with a

mean of 5.62 and availability of

facilities (Hours) with a mean of

5.14.

To examine the degree that inhibitors of the USU employee fitness center differ among the

different employee classifications, an analysis of variance (ANOVA) was conducted to

determine if there were significant differences in the means of these groups. The analysis

revealed that there are significant differences between employee classification groups relative

to inconvenient class times (F=6.21, p=.002) and the degree to which they feel intimidated to

start (F=3.56, p=.030). See Table 9 and 10 below.

As can be observed in Table 9, inconvenient class times were reported as a greater inhibitor to

participation for exempt (mean=6.14) and non-exempt (mean=5.78).

As can be observed in Table 10, intimidated to start is a bigger inhibitor for non-exempt

employees (mean=4.97) than the other two employment classifications.

To what degree do the following inhibit you from participating in the USU Employee Fitness Center?

Answer Average

Value Standard Deviation

Responses

Availability of Facilities (Hours)

5.14 3.82 431

Inconvenient Class Times

5.62 3.55 412

Not Receiving Wellness Notifications

3.59 3.17 387

Condition of Facilities

3.58 3.35 385

Parking Availability and Cost

3.99 3.69 385

Intimidated to Start

3.78 3.54 380

22

Table 9 indicates exempt and non-exempt

employees answered that their biggest inhibitor

was inconvenient class times with means of 6.14

and 5.78, but it was less of an inhibitor for faculty

with a mean of 4.71.

Table 10 indicates exempt and non-exempt also found

that intimidated to start was also an inhibitor with

means of 3.99 and 4.97. This was also less of an

inhibitor for faculty with a mean of 3.01.

We were interested in gaining insight into the degree to which USU employees were utilizing

off-campus fitness facilities. Table 11 reports these findings.

Table 11: Off Campus Facility Use

Do you routinely use an off campus exercise facility? Answer

Response % Yes

180 37% No

313 63%

Total 493 100%

As can be observed in Table 11, 37% of USU employees surveyed are currently using an off

campus facility.

We explored further to understand why employees choose to utilize off-campus fitness

facilities. Table 12 reports these findings.

Table 9: Inconvenient Class Times

Classification Mean

Non-Exempt 5.78

Exempt 6.14

Faculty 4.71

F=6.212 p=.002

Table 10: Intimidated to Start

Classification Mean

Non-Exempt 4.97

Exempt 3.99

Faculty 3.01

F=3.556 p=.030

23

Table 12: Influencing Factors of Off Campus vs. On Campus Use Which of the following factor(s) influence you to use an off-campus facility versus the on-

campus facilities? Check all that apply. Answer Response

Location

206 57%

Hours

225 63%

Parking

123 34%

Condition of Facility

128 36%

Amenities

103 29%

Other

110 31%

As can be observed in Table 12, of the 37% of the employees that use an off campus facility,

63% do so because of the hours, 57% use it for the location of the facility, 36% for the condition

of the facility, 34% for the parking, 29% for the amenities, and 31% reported other factors.

Among other things these include factors such as cost, the opportunity to exercise with family

or friends not affiliated with USU, and liking a particular instructor at another facility.

As inconvenient hours was a significant barrier to participation in USU Be Well Activities, we

asked respondents to report their preference in terms of the hours services might be provided.

Figure 8 and Table 13 report these findings.

Figure 7: Convenient Hours to Attend Be Well Activities

0

1

2

3

4

5

6

7

8

9

10

DuringLunch

After Work AfternoonHours

BeforeWork

MorningHours

6.3836

4.8294.184

3.825

Very Good

What hours would be convenient for you to attend USU Be Well activities?

Good

Fair

Neither

Poor

Bad

Very Bad

24

Several of our focus group statements reflected these sentiments:

“Not enough time to fit it all in for the lunch hour.”

“Not enough classes around the end of the day.”

“Better hours after work is too crazy, longer hours would be nice”

“Proximity to facility, not enough time to get there and participate in the time allotted”

Table 13: Convenient Hours

Table 13 indicates that in general, all

USU employees stated that the most

convenient hours to attend USU Be

Well Activities is during lunch with a

mean of 6.38. The least preferred

time is the morning and afternoon

hours.

To examine the degree to which employment classification influences convenient hours of

attendance an analysis of variance (ANOVA) was conducted to determine if there were

significant differences in the means across the three classification groups. As can be observed in

Table 14, there was no significant differences because all employee classifications rated their

most convenient hours to participate are during lunch. But as can be observed in Table 15, the

analysis did reveal that there are significant differences between faculty and both non-exempt

and exempt (p=.004, F=5.51); non-exempt (mean= 6.29) and exempt (mean= 6.40) employees

prefer, more than faculty, (mean=5.20) to participate in USU Be Well Activities after work.

ANOVA was also conducted across the other demographics but no significant differences were

found.

What hours would Be Convenient for You to Attend USU Be Well Activities?

Answer Average

Value Standard Deviation

Responses

Before Work

4.18 3.35 348

Morning Hours

3.83 3.01 343

During Lunch

6.38 2.96 413

Afternoon Hours

4.83 2.98 369

After Work 6.00 3.23 401

25

Table 14: During Lunch

Classification Mean

Non-Exempt 6.37

Exempt 6.52

Faculty 6.2

F=.405 p=.667

Table 15: After Work

Classification Mean

Non-Exempt 6.29

Exempt 6.4

Faculty 5.2

F=5.507 p=.004

26

Incentives The study also sought to identify key effective incentives that would increase participation in

the USU Be Well Program. The tables and figures which follow, and accompanying commentary,

provide an overview of these findings.

Figure 8: Changes to Encourage Participation in the USU Fitness Center

0

1

2

3

4

5

6

7

8

9

10

5.96 5.9255.57

4.509 4.442

3.625

DefinitelyWill Not

Changes That Would Encourage Me to Participate More Fullyin the USU Fitness Center

ProbablyWill Not

Don't Know

DefinitelyWill

Probably Will

27

The following comments from our focus groups reflect these findings:

“Increase pool hours and gym availability”

“Better marketing and branding could change the whole program and increase

participation”

“Longer and more flexible hours to be able to participate and return to work on time”

“More education on the programs that are being offered and available equipment”

Table 16: Changes to USU Employee Fitness Center

Table 16 indicates the changes

that would encourage

participation more fully in the

fitness center are extended

facility hours and employee only

gym.

To examine the degree to which campus affiliation impacts participation in the USU Employee

Fitness Center an analysis of variance (ANOVA) was conducted to determine if there were

significant differences in the means across the three campus groups. The analysis revealed that

there are significant differences between Logan and Regional Campuses and/or Extension Sites

concerning education of use of gym facilities (F=4.78, p=.009),

Extended facility hours (F=13.96, p=.000), employee only gym (F=8.87, p=.000,), and more

certified teachers/trainers (F=4.24, p=.015). ANOVA was also conducted across the other

demographics but no significant differences were found. The respective means for the

employee classification groups are reported in Table 17 through 20.

What changes would encourage you to participate more fully in the USU Employee Fitness Center?

Answer Average Value

Standard Deviation

Responses

More Advertising 3.62 2.85 373

Education on Use of Gym Facilities

4.42 3.06 389

Extended Facility Hours

5.93 3.33 414

Employee Only Gym

5.96 3.37 420

More Certified Teachers/Trainers

4.51 3.11 385

Better Facilities 5.57 3.31 407

28

As can be observed in Table 17, employees from the Logan Campus (mean=4.59) appeared to

desire more education in use of gym facilities than USU Regional Campuses and/or Extension

Sites (mean=2.91) and USU Eastern (mean=3.96).

Table 18: Extended Facility Hours

Campus Mean

Logan Campus 6.24

USU Regional Campuses and/or Extension Sites 3.65

USU Eastern 3.96

F=13.955 p=.000

As can be observed in Table 18, employees from the Logan Campus (mean=6.24) wanted

extended facility hours more than USU Regional Campuses and/or Extension Sites (mean=3.65)

and USU Eastern (mean=3.96).

As can be observed in Table 19, employees from the Logan Campus (mean=6.22) desire an

employee only gym more than USU Regional Campuses and Extension Sites (mean=3.94) or USU

Eastern (mean=4.73).

Table 17: Education on Use of Gym Facilities

Campus Mean

Logan Campus 4.59

USU Regional Campuses and/or Extension Sites 2.91

USU Eastern 3.96

F=4.777 p=.009

Table 19: Employee Only Gym

Campus Mean

Logan Campus 6.22

USU Regional Campuses and/or Extension Sites 3.94

USU Eastern 4.73

F=8.867 p=.000

29

Table 20: More Certified Teachers/Trainers

Campus Mean

Logan Campus 4.62

USU Regional Campuses and/or Extension Sites 2.9

USU Eastern 4.72

F=4.244 p=.015

As can be observed in Table 20, employees from the Logan Campus (mean=4.62) wanted more

certified teachers/trainers than USU Regional Campuses and/or Extension Sites (mean=2.90)

and USU Eastern (mean=4.72).

As can be seen in Tables 17-20, Logan Campus values the proposed changes more than the

Regional and USU Eastern Campuses. These differences may be reflective of differential

facilities available at the respective campuses and sites.

30

A focal point of the study was to assess the degree to which incentives might be effective in

enhancing participation in the USU Be Well Program. We asked employees to report the degree

to which they believed an incentive program would increase their participation in the USU Be

Well Program. As observed in Table 21, the mean response on a scale of 0 to 10 was 5.93. The

distribution of responses are reported in Figure 9.

Figure 9: Likely Degree of Influence from Incentive Program

Table 21: Implementation of Incentive Program

To examine the degree to which the opinion of different sub groups change differ regarding the potential effectiveness of an incentive program, an analysis of variance (ANOVA) was conducted to determine if there were significant differences in means. The analysis revealed that there are significant differences in age groups (F=6.92, p=.000). As can be observed in Table 22, employees 25 and under were the most confident (mean=7.5) followed ages 36-35 (mean=6.52) and 36-45 (mean=6.19).

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

2.69%3.93%

2.06%

9.91%

2.69%

21.49%

10.54%

23.55%

8.88%

4.96%

9.29%

To what degree do you think that an incentive program would increase your particiaption in the USU Be Well Program?

To what degree do you think that an incentive program would increase your participation in the USU Be Well Program?

(Ranked 0=Definitely Will Not to 10=Definitely Will)

Answer Average

Value Standard Deviation

Responses

Yes 5.93 2.45 484

31

The analysis also revealed that there are significant differences across employment classifications. Table 23 shows that non-exempt employees were the most confident that an incentive program would be effective (mean=6.49), followed by exempt (mean=6.11) and faculty (mean=5.28).

Table 22 indicates that employees in the lowest age

classification (25 and under) stated an incentive

program would increase their participation in the USU

Be Well Program with a mean of 7.50. The age

classification with the lowest mean (4.89) was 60+.

Table 23 indicates that non-exempt and exempt

employees valued the addition of an incentive program

with means of 6.49 and 6.11, while faculty found less

value in the addition of an incentive program with a

mean of 5.28.

Table 22: Implementation of Incentive Program

Age Mean

25 and under 7.5

26-35 6.52

36-45 6.19

46-60 5.94

60+ 4.89

F=6.915 p=.000

Table 23: Implementation of Incentive Program

Classification Mean

Non-Exempt 6.49

Exempt 6.11

Faculty 5.28

F=10.085 p=.000

32

A main focus of the study was to assess the degree to which specific incentives might

encourage employee participation in the USU Be Well Program. We listed specific incentives

and asked employees to rate the degree of effectiveness of each incentive on a scale of 0 to 10,

(0= definitely will not, 10= definitely will). The distribution of responses can be observed in

Figure 10.

Figure 10: Degree to Which Each Incentive Would Increase My Participation in the Be Well

Program

The following suggestions concerning the USU Be Well Program, were stated in the other

category:

In the other category, the largest number of suggestions were centered on time. Employees

suggested that they would appreciate paid time off to work out, an extra day of time off, a

longer lunch break, or more variety in the availability of hours. Other responses given by USU

employees were about the amenities that accompany the employee fitness enter. Some of the

incentives that would increase their participation include having a personal trainer, family

friendly use to the facilities, free classes, and wider variety of available hours. The

miscellaneous comments included having access to Be Well dining options, office health

0123456789

10

7.0076.389

5.875.252 4.899

4.501 4.483 4.253 3.9183.254

2.483

Definitelywill not

To what degree would the following incentives increase your participation in the Be Well Program?

Don't

Probably will not

Probably will

Definitelywill

33

equipment e.g. variable height desks, discounted ski passes, discounts to a gym facility when

HPER is closed for the breaks, and cash bonuses. USU Eastern and the Regional Campuses

suggested having a facility that has the program services. See Appendix I for a full list of

responses.

The following comments from our focus groups reflect these findings:

“The incentives should be based on improvement and not just how active they individual

already is. It should be aimed at changing a behavior”

“Mix up incentives each year. They become to mundane for employees. Be creative,

don’t do the same challenges every year….i.e. holiday challenge, biggest loser”

“Incentivize in levels—anyone who accomplishes goal gets a prize”

Table 24: Incentives to Increase Participation

Table 24 indicates that

medical premium subsidy was

ranked as the most effective

incentive to increase

participation in the Be Well

Program. Parking privileges in

the big blue terrace were

considered the least effective

incentive.

To what degree would the following incentives increase your participation in the Be Well Program?

(Ranked from 0=Definitely Will Not to 10=Definitely Will)

Answer Average Value

Standard Deviation

Responses

Cash/Gift Cards 6.39 2.88 465

Merchandise 4.90 2.77 445

Medical Premium Subsidy

7.01 2.73 460

Subsidized membership at facility of your choice

5.87 3.15 438

Exercise Clothing 4.50 3.00 423

Event Tickets 4.25 2.91 427

Fitness Equipment 5.25 3.08 432

USU Apparel 4.48 2.96 422 Pedometers 3.92 3.05 414

Parking Privileges in the Big Blue Terrace

3.25 3.24 394

Other (Please Specify)

2.48 3.59 207

34

We ran a t-test for gender, and an Analysis of Variance (ANOVA) across employee classification,

campus location, and age, to explore for differences in incentive preference across these

various groupings. Some differences in preferences were found across all of these groupings,

with the exception of the medical premium subsidy which was the preferred choice across all

classifications. These specific findings are reported in Table 25 through 40, below.

Table 25 indicates USU Eastern is

more incentivized by cash/gift

cards than the other two

campuses. However, all three

campuses found cash/gift cards to

be an effective incentive to

increase their participation in the

USU Be Well Program.

Table 26 indicates non-exempt and exempt employees

are more incentivized by cash/gift cards than faculty.

However, all three employment classifications found

cash/gift cards to be an effective incentive to increase

their participation in the USU Be Well Program.

Table 27 indicates that the younger age groups are

more incentivized by cash/gift cards than the older age

groups. However, all age groups found cash/gift cards

to be an effective incentive to increase their

participation in the USU Be Well Program.

Table 25: Cash/Gift Cards

Campus Mean

Logan Campus 6.29

USU Regional Campuses and/or Extension Sites 6.4

USU Eastern 7.63

F=3.058 p=.048

Table 26: Cash/Gift Cards

Classification Mean

Non-Exempt 7.33

Exempt 6.41

Faculty 5.54

F=14.919 p=.000

Table 27: Cash/Gift Cards

Age Mean

25 and under 8.42

26-35 7.05

36-45 6.88

46-60 6.23

60+ 5.34

F=6.391 p=.000

35

Table 28 indicates that females are more incentivized

by cash/gift cards than males. However, both found

cash/gift cards to be an effective incentive to increase

their participation in the USU Be Well Program.

Table 29 indicates that the youngest age group (25 and

under) is most incentivized by merchandise. The older

age groups are less incentivized by merchandise.

Table 30 indicates that non-exempt employees are

more incentivized by merchandise than exempt

employees and faculty. Although all three employment

classifications found merchandise as a possible

incentive to increase their participation in the USU Be

Well Program, faculty members were the least

incentivized with merchandise.

Table 31 indicates that all age groups are incentivized

by a subsidized membership at a facility of your choice.

However, the youngest age group (25 and under) was

most incentivized with a mean of 7.58 and the oldest

age group (60+) was least incentivized with a mean of

5.09.

Table 28: Cash/Gift Cards

Gender Mean

Male 5.95

Female 6.69

F=2.640 p=.006, .007

Table 29: Merchandise

Age Mean

25 and under 7.08

26-35 5.32

36-45 4.79

46-60 4.99

60+ 4.1

F=4.208 p=.002

Table 30: Merchandise

Classification Mean

Non-Exempt 5.72

Exempt 4.93

Faculty 4.1

F=12.375 p=.000

Table 31: Subsidized Membership at a

Facility of your Choice

Age Mean

25 and under 7.58

26-35 6.62

36-45 6.28

46-60 5.61

60+ 5.09

F=3.909 p=.004

36

Table 32 indicates that all the younger age groups are

more incentivized by exercise clothing than the older

age groups.

Table 33 indicates that non-exempt employees are

more incentivized by exercise clothing than exempt

employees and faculty. All three employment

classifications found exercise clothing to be a possible

incentive, but not the most effective incentive in

increasing their participation in the USU Be Well

Program.

Table 34 indicates that non-exempt employees are

more incentivized by event tickets than exempt

employees and faculty. However, all three

employment classifications found event tickets as a

possible but less effective incentive to increase their

participation in the USU Be Well Program.

Table 35 indicates that non-exempt employees are

more incentivized by fitness equipment than exempt

employees and faculty.

Table 32: Exercise Clothing

Age Mean

25 and under 6.42

26-35 5.35

36-45 4.6

46-60 4.48

60+ 3.43

F=5.168 p=.000

Table 33: Exercise Clothing

Classification Mean

Non-Exempt 4.99

Exempt 4.56

Faculty 3.96

F=3.964 p=.020

Table 34: Event Tickets

Classification Mean

Non-Exempt 4.75

Exempt 4.29

Faculty 3.67

F=4.675 p=.010

Table 35: Fitness Equipment

Classification Mean

Non-Exempt 5.98

Exempt 5.07

Faculty 4.79

F=5.666 p=.004

37

Table 36 indicates that the younger age groups are

more incentivized by USU apparel. However, the

youngest age group (25 and under) was most

incentivized with a mean of 6.92 and the oldest age

group (60+) was least incentivized with a mean of 3.67.

Table 37 indicates non-exempt employees are more

incentivized by pedometers than exempt employees

and faculty. However, all three employment

classifications found pedometers as a possible, but less

effective incentive to increase their participation in the

USU Be Well Program.

Table 38 indicates USU Eastern is

more incentivized by pedometers

than the other two campuses.

Logan Campus and USU Regional

Campuses and/or Extension Sites

found pedometers to be a possible

but not a largely effective

incentive to increase their

participation in the USU Be Well

Program.

Table 36: USU Apparel

Age Mean

25 and under 6.92

26-35 4.94

36-45 4.52

46-60 4.5

60+ 3.67

F=3.951 p=.004

Table 37: Pedometers

Classification Mean

Non-Exempt 4.58

Exempt 3.68

Faculty 3.5

F=4.845 p=.008

Table 38: Pedometers

Campus Mean

Logan Campus 3.89

USU Regional Campuses and/or Extension Sites 3.29

USU Eastern 5.32

F=3.602 p=.028

38

Table 39 indicates the younger age groups (26-35) are

more incentivized by parking privileges in the Big Blue

Terrace than all of the other age groups with a mean of

4.68. The oldest age group (60+) was least incentivized

with a mean of 2.20.

Table 40 indicates that Logan

Campus is most incentivized by

parking privileges in the Big Blue

Terrace with a mean of 3.65. The

other two campuses, USU Eastern

and USU Regional Campuses

and/or Extension Sites are not

incentivized by parking privileges,

because they are distance education

sites.

In the previous analyses, we looked at the degree to which multiple incentive options were

perceived to hold promise for encouraging participation in the USU Be Well Program. In the

analysis that follows, employees were asked to rank four potential incentive options relative to

each other. These findings can be found in Table 41. For each incentive option, the table

reports the percent of employees that ranked it 1st, 2nd, 3rd, and 4th, and then reports the mean

ranking for each option. As the mean ranking represents the average rank assigned, a lower

mean actually represents a higher rank.

Table 39: Parking Privileges in the

Big Blue Terrace

Age Mean

25 and under 3.64

26-35 4.68

36-45 3.04

46-60 3.27

60+ 2.2

F=5.634 p=.000

Table 40: Parking Privileges in the Big Blue Terrace

Campus Mean

Logan Campus 3.65

USU Regional Campuses and/or Extension Sites 1.03

USU Eastern 0.57

F=19.717 p=.000

39

Table 41: Effective Incentives

Table 41 indicates that the

medical plan premium was

ranked as the most

effective incentive by 47%

of the employees. Gift

cards ranked second most

effective with 33% of

employee ranking it first.

Merchandise and

subsidized membership at

facility of your choice were

both ranked as least

effective.

We were interested in gaining insight into the degree to which the dollar amount of incentives

might have on employee participation. As reported in Table 42, employees were given the 4

dollar amounts, in $25, $50, $75, and $100, and were asked to report the degree to which each

might motivate them to participate in the USU Be Well Program.

Table 42: Minimum Incentive Value

What is the minimum incentive value that would motivate you to participate in the USU Be Well Program?

Question Definitely will not

Probably will not

Don’t know

Probably will

Definitely will

Total Responses

Mean

$25 value

19% 24% 24% 26% 7% 479 2.79

$50 value

10% 14% 23% 36% 18% 476 3.38

$75 value

8% 5% 15% 39% 32% 474 3.83

$100 value

6% 3% 11% 26% 54% 476 4.21

As can be observed in Table 42, 33 % indicated that an incentive valued at $25 either probably

would or definitely would motivate them to participate in the USU Be Well Program. The

respective percentage for an incentive of $50 was 54%. For $75 the percentage was 71% and

for an incentive valued at $100, 80%.

Rank the following incentives from Most Effective to Least Effective in Increasing your Participation

Answer 1 2 3 4 Means

Gift Cards 33% 30% 28% 8% 2.11

Merchandise 4% 21% 37% 37% 3.07

Medical Plan Premium

47% 24% 19% 11% 1.93

Subsidized Membership at Facility of Your Choice

15% 25% 16% 44% 2.89

Total # of Responses

457 457 457 457 2.50

40

Health Care Shopper USU HR representatives were interested in knowing if employees would see value in a Health

Care Shopper Service. This service helps educate employees about the costs of services and

quality of providers.

Figure 11: Health Care Shopper

Answer

Response % Yes

333 68% No

159 32%

Total 492 100%

As can be observed in Figure 11, 68% of the USU employees would be interested in a Health

Care Shopper Service.

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

Yes No

67.68%

32.32%

Would you be interested in a Health Care Shopper Service that helps you know the costs of services and quality of providers?

41

Notification Preference

Table 43: Notification Preference

As can be observed in Table 43, USU employees most prefer to be notified through email with a

mean of 1.25. The least preferred method of notification is paper handouts with a mean of 3.85

and additional notices to the PEA and CEA newsletters with a mean of 3.84.

Rank the following from most preferred to least preferred in terms of how you would like to receive notifications about the USU Be Well Program?

(1 being the most preferred and 5 being the least preferred) Answer 1 2 3 4 5 Mean

Email 86% 7% 3% 1% 2% 1.25

Newsletters 9% 63% 21% 6% 1% 2.27

Adding Notices to PEA and CEA Newsletters

1% 7% 33% 25% 34% 3.84

Department Meetings

3% 9% 22% 38% 28% 3.79

Paper Handouts

1% 13% 21% 29% 36% 3.85

Total 382 382 382 382 382 3.00

42

Employee Comments and Suggestions

What changes would you like to see in the USU Be Well Program? e.g. Music therapy, art therapy,

financial workshops, stress management etc.

Employees had a wide variety of suggestions. The suggestions ranged from availability

of facilities to Zumba classes. According to the results, the changes that USU employees would

most like to see in regards to the USU Be Well program are: stress management workshops (43

responses), financial workshops (27 responses), a wider variety of programs (16 responses), and

more flexible hours (16 responses). All responses are listed in Appendix I.

If you have any additional suggestions or comments in regard to the USU Be Well Program please

enter them below.

According to the survey results, the largest number of suggestions were focused on the

need for longer breaks to participate in the USU Be Well Program, improvements of the

facilities, larger varieties of classes and class times, and incentives. USU Employees gave

insightful and creative suggestions as to how to improve the USU Be Well Program. A large

number of suggestions given were also focused on advertising and access. USU employees

would like to see more information about wellness and increased advertising of the USU Be

Well Program and USU Eastern and USU Regional Campuses and/or Extensions would like more

options to access the program and facilities. All responses are listed in Appendix I.

43

Appendix A: Benchmark Study QUESTIONS UTAH ROCHESTER.EDU REDLAND

What HRIS system are you using? Peoplesoft HRMS ADP

If you offer monetary incentives, how do you process through payroll system? $40 Health

Budget is $150 per person. If employee meets certain criteria they receive $50-$150

What insurance provider do you carry? Regence BCBS, AETHA

What 3rd party vendor are you working with?

In House, community, campus recreation, file peaks, (LDAP)

No, eat well, livewell website, school nursing-send reports to payroll

Frosch- gives out the incentives Iverae- 3rd party vendor biometrics

a. Do you like them? They're ok

b. Have they been good to work with? Not as flexible

c. How was the ease of implementation? It was easy

What type of incentives do you offer?

Gift Cards, Discounts for the whole year

$325 individually, $650 family

Disney, Spa, Target, Raffle gifts (2x/year) total of $4000 value, 300 points (2x/year)

How did you go about developing your incentive program? Biometrics, peak

3-5 years with current rates, medical increases

a. surveys, questions, focus groups, top management, etc? Top Down

How did you get employees to buy into the program?

Angry employees, only have 20% participation at first, started penalizing them

a. Then how did you continue to keep them engaged in the program?

What are your participation rates in the Employee Wellness/Incentive Program?

60% participation, (Providers are ours)

a. How many years has it been in place?

What were some of the biggest obstacles in place while implementing the program? With Faculty

44

Appendix B: Focus Group Question

Outline Good Afternoon,

We appreciate your participation in this focus group. We are the HR Research Group comprised of

graduate students from the Jon M. Huntsman School of Business. We have been contracted by USU

Human Resource Department to conduct a study of the USU Be Well Program.

In past years, we have found that the Professional Employee Association has been a great resource for

research studies because you represent the opinions of a wide variety of USU employees.

This study is aimed at identifying incentives with promise to increase and retain participation in the USU

Employee Be Well Program.

To ensure that every response is valued equally, this session will be recorded and transcribed. All

precautions will be taken to ensure confidentiality. No attempt will be made to link specific comments

to individuals. We encourage everyone to express their true thoughts and opinions and remember

there are no wrong answers.

Opening Questions:

Introduce yourself, tell what department you work for, and tell us about your experience with

the Be Well Program? (What programs/activities do they offer? When did you hear about the Be

Well Program?)

Intro Questions:

1. What comes to mind when you think of wellness? Any other aspects that are not specific to

physical wellness?

2. If you don’t currently participate, what barriers prevent you from participating? (Do you

participate in Wellness activities off campus?)

3. Have you ever heard of Health Advocate? Have you used Health Advocate? Thoughts/Feelings

about it? If you have used it, for what?

Key Questions:

1. What do you want to see added to the Be Well Program? If you could make any changes to the

Be Well Program, what would you recommend?

2. We have contacted and benchmarked universities across the nation regarding their employee

wellness incentive programs. From these, we have identified six possible options. (See Handout)

45

Rate each incentive on how effective they would be from 0-5. (0 being not effective to 5 being

completely effective).

Please give realistic suggestions based on USU’s financial realities.

a. Money – if so, how much?

b. Better facilities - what would that look like?

c. Gift cards - what value?

d. Merchandise – give examples

e. Medical Plan Premium differential

f. Subsidize membership at a facility of your choice

3. What other suggestions that we haven’t mentioned would incentivize you to participate?

Ending Question:

To be effective, how often do you believe incentives should be awarded (monthly, quarterly)?

46

Appendix C: Focus Group Responses Certified Employee Association Focus Group Notes (CEA)

Desired Changes:

The changes most desired among the CEA employees involves more flexible and longer hours to use

the facilities and programs as well as a bigger variety of programs to participate in.

- Programs are great, but there are problems with the departments letting people participate

- Better hours after work is too crazy, longer hours would be nice

- Reimburse more programs, Weight Watchers doesn’t really work for everyone, so they

should accept a bigger variety of programs

- Like the brown bags, keep doing those

- Increase pool hours and gym availability

View of Wellness:

The general view of wellness encompasses financial, mental/emotional and physical aspects.

- Financial, Healthy eating, physical.

- Well balanced life (work/personal)

- Education (what to eat, what exercises to perform, stress management etc.)

- Emotional: Stress Management

Barriers:

The barriers most CEA employees have identified are restricted hours and flexibility of schedules.

- Not enough time to fit it all in for the lunch hour.

- Don’t have flexibility with schedules

- Proximity to facility, not enough time to get there and participate in the time allotted

- Restricted hours for employees, we don’t have the access we used too

o Don’t have anything if classes aren’t in, but employees are still here

o Cut back in summertime

- No more aerobics classes

- Pool hours and water is absolutely freezing, they say maintenance costs are too expensive

but they aren’t

- We are customer service positions so someone always has to be there

Health Advocate:

CEA employees didn’t know the program by its name but some had used it to record challenges.

- No one knew the name of the program

- Some have used it for challenges

Incentives:

The most desired incentive among this group was to have Paid Time Off for participation in programs.

- More PTO

Other Thoughts:

- CEA employees wanted to participate, all carried pedometers, but didn’t have the time or

support of their department.

- Departments need to support the Be Well Program, and employees who want to participate

47

Appendix D: Focus Group Responses Professional Employee Association Focus Group Notes (PEA)

Desired Changes:

The PEA group most desired more information regarding the USU Be Well Program.

- Break on Insurance Premiums.

- More advertising to employees for opportunities to participate.

- Loved the HR Newsletter but wished it would include the availability of classes, challenges,

brown bags etc. and assortment of options for the month.

- 1.5 hrs for lunch break to accommodate lunch, showering, and exercise. 2-3 times a week.

- More education on the programs that are being offered.

- Education improvements within each department.

- Did not know when the Be Well Program started.

- Inform about program at Staff retreats…send someone from Wellness to conduct wellness

workshops

Barriers:

The consensus on barriers of the PEA group was that there is too little time and not enough

information to participate.

- Not enough time to fit it all in for the lunch hour.

- Not enough classes around the end of the day.

- Advertising: Are not receiving or noticing the advertising that is coming out. Would prefer an

email. Dislike paper handouts and think its money wasted.

o Suggested to “piggy back” on committee newsletters i.e. add notices to the PEA

Newsletter showing that they endorse the wellness action as well.

- Heard about Be Well Program at hiring (18 years ago), heard about it from someone else

who was recently hired

View of Wellness:

The general view of wellness encompasses financial, mental/emotional and physical aspects.

- Financial, Healthy eating, physical.

- Well balanced life (work/personal)

- Education (what to eat, what exercises to perform, stress management etc.)

- Emotional: Stress Management

Health Advocate:

CEA employees didn’t know the program by its name but some had used it with varied opinions.

- No one knew the name of the program.

- Difficult to use.

- Wasn’t too daunting has improved over the years.

- Only used for challenges.

- Has some nice features

48

Incentives:

Varied incentives and distribution intervals were identified as important to the PEA.

- Annual long term incentives (annual gym membership/premiums) with shorter incentives

along the way (gift cards/merchandise)

- The incentives should be based on improvement and not just how active they individual

already is. It should be aimed at changing a behavior.

- Mix up incentives each year. They become to mundane for employees. Be creative, don’t do

the same challenges every year….i.e. holiday challenge, biggest loser

- Incentivize in levels—anyone who accomplishes goal gets a prize

Other:

Departments and higher up individuals need to support and encourage the benefits of employee

wellness. Employees and Administrators must see the benefits as part of the job. Administrators

shouldn’t frown upon employees taking the time to exercise. All levels must buy into the benefits.

- Should be incorporated into university culture

- Sports Academy offers a USU discount. The facilities on campus can’t compete and its more

convenient on campus

49

Appendix E: Focus Group Responses Participant Focus Group Notes

Desired Changes:

The Participant group’s consensus was that an updated program would best benefit the USU Be Well

Program.

- Updated program top to bottom

- Teach you how to use programs and equipment

- Certified personal trainers, this is benefit is not advertised enough

o Uncertified trainers are a liability

- More flexible hours, sharing time with students is hard

- HPER hours extended

Barriers:

Intrinsic motivation is seen as the biggest barrier to non-participants.

- As others join in on the programs the lesser participants get discouraged or intimidated.

Participants are at different levels and feel intimidated going to classes

- Compare to quickly… just do what you can personally do… no judgment

- No internal drive. People have to go for themselves

- People do not know about it. It is listed under benefits but it’s hard to find and no one reads

it.

- Better advertising (not heard at new hire, advertise the hours) There used to be

presentations to departments…

- Facilities are substandard, old, and may be difficult to use. No signs. Coordination between

classes and student time.

- Availability and facilities are not “user friendly”

View of Wellness:

The general view of wellness encompasses financial, mental/emotional and physical aspects.

- Main in physical. But also adds emotional, mental, financial

- Holistic/well rounded person, different for everyone

Health Advocate:

The participant group doesn’t find the value in it because they track their fitness on their own.

- Not one of them used it.

- They think it is just way too much to handle there are way too many parts to the Be Well

Program.

- Takes too much time to add in the system

- Just one more thing to keep track of. They have their phones, pedometers, watches etc.

50

Incentives:

This group would like a larger variety of options in all aspects of the program.

- Education on using the gym, personal training options and health premiums were suggested

- Extended hours right after work. (get off at 5:30 and only have one hour till closed)

- Finding a way to use the fieldhouse

- Have the gym only be used by employees. No student hours.

- Health baseline screening is not advertised.

- More certified trainers/ teachers

- Variety of classes outside of the gym to be offered. Like for the students there is rock

climbing, ice skating, etc. Be creative. That could bring in a whole new population/type of

employee

- Discount to beaver, blue bikes, rock haus, etc

- Coordination with Camp Rec

Other Thoughts:

- Better marketing and branding could change the whole program and increase participation

- Campus Rec and Wellness need to be combined. Be on the same page.

51

Appendix F: Focus Group Responses Interview with Faculty

Professor has been participating in several aspects of the Be Well Program including:

Step into Fall

Fitness analysis - body weight, body fat, flexibility etc.

Had not heard of Health Advocate

Definition of wellness:

“It’s very broad. It encompasses many items. It would be at a healthy weight. You have a wide variety

of food that you eat that is healthy. So I would say wellness would include regular consuming of a wide

range of fruits, vegetables, (which I think is what a lot of people lack). You can have a little bit but you

can’t have all that much refined sugar and white flour and such. So I’d say a healthy weight, healthy

food, and then a wide variation of exercise. So in exercise you would need in my opinion, some amount

of aerobics, and some amount of anaerobic . . . You’d need something that pushed strength and you

would need a wide variation in terms of the body parts you are using: arms, back, legs. Flexibility is an

issue in health, and then of course, I think that the general topic seems to be more toward physical

health but there are several things that are apropos to the mental health, that is connected. . .

Also, getting enough sleep, dealing appropriately with stress, and umm shutting things down when you

are starting to hit the red line. So to me that is what I think about in terms of health.”

If you could make changes in the University’s Be Well Program, what they would be?

“You know, I don’t find it to be easy to do my exercise on campus because for instance, I don’t want to

come back here sweaty. It takes a while and there’s no shower or whatever here in the college. It’s not

particularly convenient or easy where it’s at, probably mostly because of parking. So I would end up

going to a gym that I can get over there and park. Obviously you can exercise, you can go out your front

door, but when it gets colder, bad weather, and the fact that you need strength training, you need to go

to a place. So, I’d say it’s more on some of the facilities. I think it would be great if they had some

ability to shower while you’re here. So if I went for a run a noon, I could come in and shower, somewhat

closer to the building.”

Rate incentives on how effective you think they would be incentivizing employees to be healthy, or

exercise 1 to 5:

1. Money - 3

2. How much money would it take for the incentive to be a 3? - $50 bucks a year.

3. What would your idea of better facilities be? - I would say easy access or local shower, and that

would be a 5

4. Gift cards - 4, Gift cards are probably even better than money at some level because you can

just give them as gifts, and that’s great.

52

5. Medical Plan Premium differential? - 5

6. Subsidized membership at a facility of your choice? - 4

7. To be effective, how often do you believe incentives should be awarded? - Somewhere

between twice a year and once a year.

53

Appendix G: Survey Questions USU Be Well Program

The HR Research Group, comprised of graduate students in the Master of Human Resources program, in

the Jon M. Huntsman School of Business, has been asked by the USU Employee Be Well Program (Be

Well Program) to conduct an assessment of employee engagement with the program. The study also

seeks employee input as to the viability of various incentives to increase and retain greater employee

participation. Please take a few minutes to complete the following survey. It takes approximately 10

minutes to complete. Please be assured that your responses are anonymous. No attempt will be made

to link responses to individual respondents and data will be reported only on an aggregate basis. Should

you have questions regarding the survey, you may contact: Justin Jackson, Employee Engagement and

Wellness Manager, justin.jackson@usu.edu HR Research Group

Gender?

Male

Female

How old are you?

25 and under

26-35

36-45

46-60

60+

With which campus are you most affiliated?

Logan Campus

USU Regional Campuses and/or Extension Sites

USU Eastern

Employee Classification

Non-Exempt

Exempt

Faculty

54

To what degree are you familiar with the USU Be Well Program?

0

1

2

3

4

5

6

7

8

9

10

How often do you participate in USU Be Well activities?

Never Rarely Sometimes Often

Challenges

Fitness Classes

Brown Bag Seminars

Facilities (e.g. gym and pool)

Fitness Assessment

Flu Shot Clinic

Wellness Expo

Nutrition Consultation

What hours would be convenient for you to attend USU Be Well activities?

______ Before Work

______ Morning Hours

______ During Lunch

______ Afternoon Hours

______ After Work

55

In your opinion how important are the following to a healthy lifestyle?

______ Physical Wellness

______ Emotional/Mental Wellness

______ Financial Wellness

To what degree are you familiar with Health Advocate?

0

1

2

3

4

5

6

7

8

9

10

How often do you use the following Health Advocate services?

______ Challenges

______ Personal Health Profile

______ Wellness Newsletter

______ Wellness Coaching

______ Health Advocacy

______ Cost Estimator

______ Wellness Workshops

Would you be interested in a Health Care Shopper Service that helps you know the costs of services and

quality of providers?

Yes

No

The USU Employee Be Well Program is in the process of developing an incentive program for benefitted

employees. The incentive program would be tied to employee participation in wellness activities such as

taking a Personal Health Profile, attending Brown Bag Seminars, participating in exercise classes,

participating in a stress management workshop, etc.

56

To what degree do you think that an incentive program would increase your participation in the USU Be

Well Program?

______ Yes

To what degree would the following incentives increase your participation in the USU Be Well Program?

______ Cash/Gift Cards

______ Merchandise

______ Medical Premium Subsidy

______ Subsidized membership at facility of your choice

______ Exercise Clothing

______ Event Tickets

______ Fitness Equipment

______ USU Apparel

______ Pedometers

______ Parking Privileges in the Big Blue Terrace

______ Other (Please Specify)

What is the minimum incentive value that would motivate you to participate in the USU Be Well

Program?

Definitely will

not Probably will

not Don’t know Probably will Definitely will

$25 value

$50 value

$75 value

$100 value

Rank the following incentives from most effective to least effective in increasing your participation in

the program. (1 being the most effective and 4 being the least effective)

______ Gift Cards

______ Merchandise

______ Medical Plan Premium

______ Subsidized Membership at Facility of Your Choice

57

Rank the following from most preferred to least preferred in terms of how you would like to

receive notifications about the USU Be Well Program? (1 being the most preferred and 5 being the least

preferred)

______ Email

______ Newsletters

______ Adding Notices to PEA and CEA Newsletters

______ Department Meetings

______ Paper Handouts

To what degree do the following inhibit you from participating in the USU Employee Fitness Center?

______ Availability of Facilities (Hours)

______ Inconvenient Class Times

______ Not Receiving Wellness Notifications

______ Condition of Facilities

______ Parking Availability and Cost

______ Intimidated to Start

What changes would encourage you to participate more fully in the USU Employee Fitness Center?

______ More Advertising

______ Education on Use of Gym Facilities

______ Extended Facility Hours

______ Employee Only Gym

______ More Certified Teachers/Trainers

______ Better Facilities

Do you routinely use an off campus exercise facility?

Yes

No

58

Which of the following factor(s) influence you to use an off campus facility versus the on campus

facilities? (Check all that apply)

Location

Hours

Parking

Condition of Facility

Amenities

Other ____________________

What changes would you like to see in the USU Be Well Program? e.g. Music therapy, art therapy,

financial workshops, stress management etc.

If you have any additional suggestions or comments in regard to the USU Be Well Program please enter

them below.

Thank you for participating in this survey.

59

Appendix H: Qualtrics Graphs of Results Question 1: Gender

# Answer

Response % 1 Male

206 42% 2 Female

288 58%

Total 494 100%

Statistic Value Min Value 1 Max Value 2 Mean 1.58 Variance 0.24 Standard Deviation 0.49 Total Responses 494

60

Question 2: How old are you?

# Answer

Response %

1 25 and under

12 2%

2 26-35

77 16% 3 36-45

104 21% 4 46-60

211 43% 5 60+

90 18%

Total 494 100%

Statistic Value Min Value 1 Max Value 5 Mean 3.59 Variance 1.07 Standard Deviation 1.03 Total Responses 494

61

Question 3: With which campus are you most affiliated?

# Answer

Response %

1 Logan Campus

414 84%

2

USU Regional Campuses and/or Extension Sites

50 10%

3 USU Eastern

31 6%

Total 495 100%

Statistic Value Min Value 1 Max Value 3 Mean 1.23 Variance 0.30 Standard Deviation 0.55 Total Responses 495

62

Question 4: Employee Classification

# Answer

Response % 1 Non-Exempt

147 30% 2 Exempt

182 37% 3 Faculty

158 32%

Total 487 100%

Statistic Value Min Value 1 Max Value 3 Mean 2.02 Variance 0.63 Standard Deviation 0.79 Total Responses 487

63

Question 5: To what degree are you familiar with the USU Be Well Program?

# Answer

Response % 0 0

23 5% 1 1

23 5% 2 2

24 5% 3 3

33 7% 4 4

29 6% 5 5

64 13% 6 6

56 11% 7 7

77 16% 8 8

75 15% 9 9

44 9% 10 10

47 9%

Total 495 100%

Statistic Value Min Value 0 Max Value 10 Mean 5.95 Variance 7.67 Standard Deviation 2.77 Total Responses 495

64

Question 6: How often do you participate in USU Be Well activities?

# Question Never Rarely Sometimes Often Total

Responses Mean

3 Brown Bag Seminars

371 81 33 4 489 1.33

1 Challenges 281 92 100 18 491 1.70

4 Facilities (e.g. gym and pool)

238 99 75 79 491 1.99

5 Fitness Assessment

293 99 85 15 492 1.64

2 Fitness Classes

342 62 51 38 493 1.56

6 Flu Shot Clinic

200 25 57 210 492 2.56

8 Nutrition Consultation

405 71 15 1 492 1.21

7 Wellness Expo

256 69 94 74 493 1.97

65

Question 7: What hours would be convenient for you to attend USU Be Well activities?

# Answer Min Value Max Value Average

Value Standard Deviation

Responses

1 Before Work

0.00 10.00 4.18 3.35 348

2 Morning Hours

0.00 10.00 3.83 3.01 343

3 During Lunch

0.00 10.00 6.38 2.96 413

4 Afternoon Hours

0.00 10.00 4.83 2.98 369

5 After Work 0.00 10.00 6.00 3.23 401

Statistic Challenges Fitness Classes

Brown Bag

Seminars

Facilities (e.g.

gym and pool)

Fitness Assessment

Flu Shot Clinic

Wellness Expo

Nutrition Consultation

Min Value 1 1 1 1 1 1 1 1

Max Value 4 4 4 4 4 4 4 4

Mean 1.70 1.56 1.33 1.99 1.64 2.56 1.97 1.21 Variance 0.84 0.92 0.40 1.28 0.76 1.92 1.31 0.24 Standard Deviation

0.91 0.96 0.64 1.13 0.87 1.38 1.15 0.49

Total Responses

491 493 489 491 492 492 493 492

66

Question 8: In your opinion how important are the following to a healthy lifestyle?

# Answer Min

Value Max

Value Average

Value Standard Deviation

Responses

1 Physical Wellness

0.00 10.00 8.92 1.39 491

2 Emotional/Mental Wellness

0.00 10.00 9.08 1.33 491

3 Financial Wellness

0.00 10.00 8.44 1.66 491

67

Question 9: To what degree are you familiar with Health Advocate?

# Answer

Response % 0 0

189 39% 1 1

47 10% 2 2

46 9% 3 3

43 9% 4 4

15 3% 5 5

37 8% 6 6

35 7% 7 7

33 7% 8 8

28 6% 9 9

9 2% 10 10

8 2%

Total 490 100%

Statistic Value Min Value 0 Max Value 10 Mean 2.73 Variance 8.84 Standard Deviation 2.97 Total Responses 490

68

Question 10: How often do you use the following Health Advocate services?

# Answer Min Value Max Value Average

Value Standard Deviation

Responses

1 Challenges 0.00 10.00 1.76 2.35 349

2 Personal Health Profile

0.00 10.00 1.61 2.03 348

3 Wellness Newsletter

0.00 10.00 4.47 3.40 379

4 Wellness Coaching

0.00 9.00 1.04 1.46 331

5 Health Advocacy

0.00 10.00 1.19 1.73 324

6 Cost Estimator

0.00 10.00 1.11 1.68 318

7 Wellness Workshops

0.00 10.00 1.29 1.82 324

Statistic Value Total Responses 392

69

Question 11: Would you be interested in a Health Care Shopper Service that helps you know

the costs of services and quality of providers?

# Answer

Response % 1 Yes

333 68% 2 No

159 32%

Total 492 100%

Statistic Value Min Value 1 Max Value 2 Mean 1.32 Variance 0.22 Standard Deviation 0.47 Total Responses 492

70

Question 12: To what degree do you think that an incentive program would increase your

participation in the USU Be Well Program?

# Answer Min Value Max Value Average

Value Standard Deviation

Responses

1 Yes 0.00 10.00 5.93 2.45 484

Statistic Value Total Responses 484

71

Question 13: To what degree would the following incentives increase your participation in the

USU Be Well Program?

# Answer Min Value Max Value Average

Value Standard Deviation

Responses

1 Cash/Gift Cards

0.00 10.00 6.39 2.88 465

2 Merchandise 0.00 10.00 4.90 2.77 445

3 Medical Premium Subsidy

0.00 10.00 7.01 2.73 460

4

Subsidized membership at facility of your choice

0.00 10.00 5.87 3.15 438

5 Exercise Clothing

0.00 10.00 4.50 3.00 423

6 Event Tickets

0.00 10.00 4.25 2.91 427

7 Fitness Equipment

0.00 10.00 5.25 3.08 432

8 USU Apparel

0.00 10.00 4.48 2.96 422

9 Pedometers 0.00 10.00 3.92 3.05 414

10

Parking Privileges in the Big Blue Terrace

0.00 10.00 3.25 3.24 394

11 Other (Please Specify)

0.00 10.00 2.48 3.59 207

72

Question 14: What is the minimum incentive value that would motivate you to participate in

the USU Be Well Program?

# Question Definitely will not

Probably will not

Don’t know

Probably will

Definitely will

Total Responses

Mean

1 $25 value

89 116 115 125 34 479 2.79

2 $50 value

47 65 108 171 85 476 3.38

3 $75 value

38 24 72 186 154 474 3.83

4 $100 value

27 14 51 126 258 476 4.21

73

Question 15: Rank the following incentives from most effective to least effective in increasing

your participation in the program. (1 being the most effective and 4 being the least effective)

# Answer 1 2 3 4 Total

Responses 1 Gift Cards 153 138 128 38 457 2 Merchandise 20 98 169 170 457

3 Medical Plan Premium

214 109 86 48 457

4

Subsidized Membership at Facility of Your Choice

70 112 74 201 457

Total 457 457 457 457 -

Statistic Gift Cards Merchandise Medical Plan

Premium

Subsidized Membership at Facility of Your

Choice Min Value 1 1 1 1 Max Value 4 4 4 4 Mean 2.11 3.07 1.93 2.89 Variance 0.94 0.76 1.07 1.29 Standard Deviation

0.97 0.87 1.04 1.13

Total Responses

457 457 457 457

74

Question 16: Rank the following from most preferred to least preferred in terms of how you

would like to receive notifications about the USU Be Well Program? (1 being the most

preferred and 5 being the least preferred)

# Answer 1 2 3 4 5 Total

Responses 1 Email 330 28 12 5 7 382 2 Newsletters 33 242 81 23 3 382

3

Adding Notices to PEA and CEA Newsletters

4 26 127 96 129 382

4 Department Meetings

11 35 83 147 106 382

5 Paper Handouts

4 51 79 111 137 382

Total 382 382 382 382 382 -

Statistic Email Newsletters

Adding Notices to PEA and

CEA Newsletters

Department Meetings

Paper Handouts

Min Value 1 1 1 1 1 Max Value 5 5 5 5 5 Mean 1.25 2.27 3.84 3.79 3.85 Variance 0.55 0.54 1.01 1.08 1.18 Standard Deviation

0.74 0.73 1.01 1.04 1.08

Total Responses

382 382 382 382 382

75

Question 17: To what degree do the following inhibit you from participating in the USU

Employee Fitness Center?

# Answer Min Value Max Value Average

Value Standard Deviation

Responses

1 Availability of Facilities (Hours)

0.00 10.00 5.14 3.82 431

2 Inconvenient Class Times

0.00 10.00 5.62 3.55 412

3

Not Receiving Wellness Notifications

0.00 10.00 3.59 3.17 387

4 Condition of Facilities

0.00 10.00 3.58 3.35 385

5 Parking Availability and Cost

0.00 10.00 3.99 3.69 385

6 Intimidated to Start

0.00 10.00 3.78 3.54 380

76

Question 18: What changes would encourage you to participate more fully in the USU

Employee Fitness Center?

# Answer Min

Value Max

Value Average

Value Standard Deviation

Responses

1 More Advertising 0.00 10.00 3.62 2.85 373

2 Education on Use of Gym Facilities

0.00 10.00 4.42 3.06 389

3 Extended Facility Hours

0.00 10.00 5.93 3.33 414

4 Employee Only Gym

0.00 10.00 5.96 3.37 420

5 More Certified Teachers/Trainers

0.00 10.00 4.51 3.11 385

6 Better Facilities 0.00 10.00 5.57 3.31 407

77

Question 19: Do you routinely use an off campus exercise facility?

# Answer

Response % 1 Yes

180 37% 2 No

313 63%

Total 493 100%

Statistic Value Min Value 1 Max Value 2 Mean 1.63 Variance 0.23 Standard Deviation 0.48 Total Responses 493

78

Question 20: Which of the following factor(s) influence you to use an off campus facility

versus the on campus facilities? (Check all that apply)

# Answer

Response % 1 Location

206 57% 2 Hours

225 63% 3 Parking

123 34%

4 Condition of Facility

128 36%

5 Amenities

103 29% 6 Other

110 31%

Question 21: What changes would you like to see in the USU Be Well Program? e.g. Music therapy, art

therapy, financial workshops, stress management etc.

Question 22: If you have any additional suggestions or comments in regard to the USU Be Well

Program please enter them below.

79

Appendix I: Open Ended Responses

Question 15: To what degree would the following incentives increase your participation in

the USU Be Well Program?

Time

an additional day off

additional annual leave

One day off from work

Paid time off to exercise

release time from work to exercise

Time Off

Time off of work

Time to do these

including exercise time in work day, not using lunch break

Time during the work day dedicated to exercise aside from lunch hour

time during work (extended lunch?)1

Time during work hours

Amenities

accountability to a trainer or group

After normal work hours

class discounts

Cleaner gym

Contribute to my Health Savings Account

evening classes

Family Friendly

Family use of facilities and more access

Free pod body fat testing

Free use of USU Gyms

Free Zumba classes

Hours of Availability

massage

Personal Trainer

Personal Trainer

Smaller, more conveniently located fitness areas

80

Other

Any good parking

Be well dining options

Free Salad Bar at Caf.

Horrid Idea

Office Health Equip - Eg variable height desks

vouchers for eating in Taggert Center

waiving of parking tickets!

Money

cash bonus

Cash bonus incentive

higher pay

Incentives

discounted or free ski passes

competition for big ticket item

Event tickets for things not on campus

Gift card to a campus eatery

Holiday passes for fitness facilities when HPER is closed.

Turn sick ldays to vacation days

Use Sick time for wellness

Would love to log miles against those on campus.

Regional

location to use the services

make availabe in Blanding

need to be on Eastern Campus

81

Question 21: Which of the following factor(s) influence you to use an off campus facility

versus the on campus facilities? Check all that apply.

Availability

Access to equipment due to number of people

Available basketball courts in HPER (in lieu of volley ball and badminton) would help me

(especially Friday late afternoons

Weekend hours

weekends

Use of a pool

Time

Availability

Time to use it

Money

Cost(5)

Cost is reasonable

Money

Price area

Pro-rated cost of classes

Cost prohibitive

Convenience

Convenience (4)

Class times

Class times

Flexibility and availability of classes

Off Campus Class instructors

Cross fit instructor is much better off campus in Hyde Park

Good Instructor

My trainer is there.

Trainer on site

Trainers

Non-USU friends or family can go with me

Family

Family commitments

Close family can attend

82

My whole family can use it whenever they want. Our friends go to the same gym

Spouse/friend can join me

To work with a mentor or partner

Access to the facility for non-USU friends and a

Who I go with

Variety of classes and equipment

Classes that suit my life stile

Huge variety of classes

I want to Cross Fit.

Fun classes interesting people

I use the local climbing gym - the activities I do are not available on campus

Offerings

Type of fitness - dance class

Yoga classes

Varied programs

Variety of activities

Wallyball court

83

Question 22: What changes would you like to see in the USU Be Well Program? e.g. Music

therapy, art therapy, financial workshops, stress management etc.

Off Campus

Something available at the extension sites would be very nice, although I know the cost

of providing that is the determining factor.

Access to wellness activities at Uintah Basin Campus

A program in Blanding

A facility in Price. Logan is a bit far to use facility

I am at USU Eastern. I would love to see free 30-40 yoga classes, perhaps during the

lunch hour

Incentives for off-campus staff that cannot use on-campus facilities, preferably

subsidized membership at a gym closer to where I live/work.

Salt Lake City campus needs a wellness center. We don't have one at all.

I live in a distant community. I might as well be on the MOON when it comes to the

services they have on campus. I did do the naturally slim program one year and lost 50

lbs, so it hasn't been a total loss.

The staff in our area would love passes to local gyms since we are not near any USU

facilities.

Benefits for employees who are not on Logan campus. It's really frustrating to be able

to access so few of the USU Be Well Programs benefits. I would really love to have

access to a gym that is subsidized or paid for my USU.

Where do RCDE campus' go? Inside a classroom is not appropriate.

Offer more to off campus employees. There is not a way for us to get to campus to

participate in these programs.

There is no facility on our campus

Use of facilities where I live – Tooele

Availability at USU Eastern campuses.

Incorporation of the Blanding wellness center into the USU Eastern program

More opportunities for USU Eastern employees in Price.

Holistic Variety

Be more Holistic

Variety of classes available to attend

Aerobic dance, Afro dance

There HAS to be a dining element to the Be Well Program. Remember the Be Well

dining program in the Hub?

Variety in the boot camp/exercise programs

Return of Arthritis exercise class

84

A better variety of classes, yoga, Pilates, belly dancing, dancing tired of the same

choices.

A more balanced or holistic approach to employee wellness. There should be one

activity option for each dimension of employee wellness. For example, a fitness option,

a financial option, an emotional wellness option, each month.

Classes geared more to the over 40 or 50 group, those who might have limitations

Challenges and classes that are directed toward individuals with limited capacity to

exercise, like chronic heart failure.

Trendy, fun, energetic exercise

Dance classes? Tap.

These suggestions all sound good. I would like to see an indoor walking and jogging

path that is not just in a circle (like the Fieldhouse track)

Cheaper weight watchers

Trial classes to see what different things a person might like but wants to try first

More mental and emotional be well activities.

Employee only

I would like there to be more employee’s only events or classes. More 5 Ks.

Appropriate space use -- I do boot camp in field house. Other fitness classes (students?)

conflict in the space.

Classes are usually full. Employee only time is not "employee only". Employee only time

is very limited.

It would be nice to have an employee only place to eat with healthy choices and good

prices on campus

Use of all the facilities. The students have better equipment than ours. What a shame. I

have to pay additional to use their equipment. Sometime the equipment does not get

turned over as quickly as other workout facilities. Not as computer equipped for heart

monitors and pad's.

Incentives

An incentive based on BMI index. I'll certainly strive to get my BMI down if I have to pay

more for a higher BMI!

Better classes for those that are less fit or with physical challenges

I would like to see incentive programs.

I love the idea of the incentive program

large financial incentives/subsides insurance, more publicity, premium decrease if

exercise, don't smoke

Incentives to insurance premiums with participation

Better incentives for participation.

Incentives

85

Incentives for family members

Better incentives for participating –

Biking incentive programs; air inversion programs

Art Therapy

Art therapy (3)

Art Therapy, Mindfulness workshops, Wellness weekend retreats, back care workshops

Art Therapy, Art would be fun, but I don't know that I would participate.

Facility

Employee exercise facility better, cleaner, larger, better ventilation, windows, etc.

Dedicated space for faculty.

I would also like to see a larger employee gym. The treadmills are often full at lunch.

A better facility.

Use of the new student wellness center. The employee gym is small, old, poorly

ventilated, and completely motivating.

Triple size of weight room. Add TVs to weight room.

better equipment in the gym - employee only gym

better staff workout facilities;

I would like a bigger weight room.

Clean the gym more frequently.

Eliminate the music in the Hyper Weight/Exercise Room

Get rid of the music in the gym during faculty hrs.

Financial Workshops

Financial workshops would both be very nice

The financial workshop is great

Financial workshops would be great.

Finance management strategies

Financial workshops (16)

Financial

Financial Management Workshops

Finance would be a good one

I would love to see other classes such as and financial workshops

More financial wellness involvement.

Financial workshops would be very useful for many people.

Massage

Buy Skye a new massage chair. That thing hurts!

Massage therapy

86

A more hygienic massage therapist.

Available massage services.

Massage therapy

Information

More education on the walking paths that are available on campus

More information about the programs. Email would be a nice way of notifying

More information available to regional campuses

Stop wasting money on the Printed newsletter

Music therapy

Yes, music therapy

Music therapy (5)

Music and art therapy, perhaps even meditation classes, would be good for those you

are physically limited.

Music therapy and would be awesome!

Nutrition

Nutrition workshops - information on "health foods" vs regular foods

Nutritious meals that sound good.

Nutrition classes

Also nutrition classes.

More nutritional classes

More on diet, even though they do a good job.

Stress Management

I feel like that they are only concerned about being overweight and not physically fit

they don’t care about mental health so mental health stuff could be improved. e.g.

stress management

Stress Management (28)

More stress management.

More stress management workshops

More stress management offerings

Practical stress management workshop

Stress management - not feel stressed on whether I can attend or not

Stress management for sure

Stress management would be AWESOME

Stress management would be great.

Stress management, relaxation techniques

Stress mgmt during work hours

87

Stress management, how to deal with difficult colleagues and bosses

Stress Management, More Time Off for Non- Exempt

Stress management, time management, depression consulting

Stress management; mindfulness training

Pool

Swimming Pool Hours

Have the pool open for family swim on the weekends

Swimming Pool Hours,

Use of the pool during more hours

Personal trainers for swimming.

T and Th water aerobics

Pool exercise classes

Water therapy

More open and family swim hours

Hours

Exercising before work would be much better, but to be asked to leave the facility at

7:30 doesn't give me enough time to get to campus and workout.

The biggest incentive that would help me participate in fitness classes would be to have

them before or after work hours and have some childcare provided.

Open a little bit later in the evening and during the weekends

I really appreciate the Be Well Program and how it has matured and grown. I was an

early adopter. It's so helpful to have someone like Skie for instance for a quickie

massage. It would be nice to have longer hours on massages following work-outs.

Availability

Extend hours.

At a wider variety of times

Classes are too expensive for the time in them, longer massages - even if a small fee

were added, say $5 for half an hour.

Hours for faculty

Classes taught in the evening

Zumba classes, aerobic dance, Afro dance,--all available after work

More faculty hours - access to student weight room

After work hour classes

More classes available in the afternoon after 12:30

More classes offered before 8/after 5

More classes available after 5:00 for employees

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YOGA/Zumba

Yoga

More yoga

More yoga

More yoga classes

Yoga and meditation

and Yoga classes

yoga

Zumba Class

Zumba classes,

Other suggestions

I am always showing people basic info. Also, if the newsletter info were more in-depth

and informative, instead of cutesy, I might find it helpful instead of lame.

Personal Trainers

Accountability like weigh-ins, signing up for a program like biggest loser but not

necessarily a competition, just something like a group to be accountable

Weight-training class

Pickle ball

Workshops

The Naturally Slim program really worked for me--perhaps continuing opportunities

such as that?

Required department support.

Being able to participate during work hours without a penalty

Not a one size fits all program

Very difficult to participate in wellness activities when I would have to park 20 minutes

away.

Our family members that are on our insurance should be able to use the facilities

Organized employee afternoon mountain bike trail rides. eg. Green Canyon, Bonneville

Shoreline, Spring Hollow

Balanced home and work life

Premium incentives. Set aside work time to use for wellness.

More focus on physical fitness

Just need training on current equipment

Not personally motivated to use a facility; would like to see options for at-home

wellness without major expense incurred.

Classes offered at specialty gyms across the valley.

Healthy meal recipes, step by step plan (food & exercise) to lose weight

List registration status on the website (ie: T/Th boot camp: Reg open, M/W boot camp:

full, T/Th Spin: Open, M/W Reg open) - More info on drop-ins for classes too.

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Exercise classes for beginners and classes that emphasize what you can do to help your

body when you sit at a desk for several hours a day.

Mental health, cooking classes

Scheduled times when gym trainers are available to review exercise program with you

and provide suggestions for different/better exercise routines.

Parking makes it very inconvenient to access the HPER pool. Walking over there adds

another 10-15 minutes to be able to work out, and in the cold weather it's hard to get

motivated to do so.

Lower prices for the classes, ie yoga. . Would like more info on the classes available. I

would like "dummy" classes for beginners.

It would be nice to have some older instructors. It is hard when they are 1/2 my age.

Subsidized family membership at sports academy,

It would be nice to have an app for tracking wellness activities on my phone.

Inexpensive, small, healthy lunches - 300 calories - delivery would be awesome.

Free Sports Academy membership if you sign in and exercise.

Fitness training that can be tailored to "at home" use, prenatal exercise/care

Foot zoning

Family activities, subsidized Weight Watchers memberships other than WW at Work -

need to be able to go to WW on weekend due to schedule.

Consider subsidized memberships to facility of choice and exercise time included in non-

exempt 40 hr workweek (up to 3 hrs?)

Free towel service, air conditioning during the summer, stretch classes for arthritis, yoga

for arthritis

Give out pedometers to those participating in a step count challenge. If not enough

steps are made, the pedometer must be returned

I work at the UWRL, and I would love to take a fitness class but don't currently have a

parking pass and don't want to have to pay to park.

Health Insurance discount for wellness checkup and less expensive classes.

Health insurance workshops and help

Send the massage therapist to our office, ha, ha. Give out/check-out pedometers for the

walking challenges.

Also, do we have nutrition counseling on our campus? I would love that.

I am philosophically against the program. IMHO, it is not the responsibility of my

employer to provide health information/services. Instead of spending money on the Be

Well program, USU should be compensating its employees so that they can keep up

with inflation.

I don't think adding more is programs is the solution. I think time and money would be

better served in raising awareness of option available to employees.

I can't quite figure out how you'd do it or how I would take advantage, but my only

barrier to using wellness services is my ridiculous work load. If you offered student aide

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help while faculty/staff worked out, in the same way that gyms offer childcare while

parents work out, you might help us free up enough time to fit in a workout and come

back to copies made, campus errands accomplished, etc. Just an out-of-the-box idea,

but time is my biggest barrier.

Dave Ramsey

I would attend workshops (any) but not gym or workout classes b/c I use another:

financial, stress, MEDITATION

Stronger mandate to participate

Subsidize locker costs

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Question 23: If you have any additional suggestions or comments in regard to the USU Be

Well Program please enter them below.

Longer Breaks

Administration needs to be more willing to allow travel time to classes and "clean up"

time after class. It is impossible to get to a one hour noon class in an hour. Classified

employees "suffer" the worse.

allow a percent of an employees work day to participate in wellness actives Health

assessments lower premiums for individuals with healthy life styles

Allow employees extended lunch time if they work out on campus.

I have heard that HR allows up to 3 times a week for exercise with a 90 lunch break that

would be nice to have be a well-known thing!

Rather than a cash incentive or other thing I would prefer a dedicated 30 minutes during

the work day aside from lunch time that all employees were given to exercise. For me

right now it is very difficult to find time to exercise with family commitments after work.

I would never be able to leave work at lunch time to exercise and I don't think I would

want to come back to work all sweaty.

It is hard to participate during work hours and family obligations. An incentive I would

like is to have employer give employee one hour a day/3 days a week if we sign up for a

Be Well Program so that we can be healthy and not have to be stressed about missing

work or make up hours because with family obligations, I cannot come early or stay late.

It would be great to have a set amount of time each week that employees can exercise

without have to use vacation leave or lunch hour

ladies and men facilities not mixed, 2 hours a week from work to facilitate clothes

changes after classes or time spent in the gym, come in later or leave early to work out

Many in the classified (non-exempt) do not have the opportunity to take advantage of

the wellness program as we are restricted in the time we can take off. Even if we do we

are carefully scrutinized for the time and the fact that we are not at our positions, both

by our supervisors and other employees that we are working with. We get the "stink

eye" because we leave and go do the wellness program (yeah, they are just off screwing

around). Also, it affects our pay and that really is the crux of the matter.

The USU Be Well Program is a great program, but I would rather be home than stay at

work and exercise. I wouldn't go during work hours. It is inconvenient to work out and

then put your nice work clothes back on and go back to work. It looks like I am just a

hopeless case! (Although, I do walk each day for at least 30 minutes.) You guys are

doing a great job!

How about something like a mandatory faculty development hour that cannot be used

for grading, advising, etc., but offers an option of library, fitness, etc. Most faculty are so

pressed for time, it is impossible to justify taking a break in the day for ourselves.

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Summary: Time constraints restrict participation in the USU Be Well Program and employees

would like to see changes made. Employees would like longer breaks to participate in the USU

Be Well Program. Employees offer suggestions to improve the situation, the most common

being, lengthen the lunch hour to accommodate class time, travel time, and time it takes to

change and freshen up, allow extra time other than the lunch hour for participation.

Facilities

Better air conditioning in the wellness center more mat room for stretching.

Better equipment and more space in the HPER Wellness gym

Better facilities

Better fitness center hours/parking/etc.

Either renovate the gym, or negotiate use of the new student wellness center. OR

subsidize our memberships elsewhere.

Employee Fitness Center: Could fans be installed throughout the room? It is too hot to

work out there during the summer months.

Having a better facility coupled with ample parking and extended hours would get me to

work out more on campus.

I am very happy that the Hyper Weight/Exercise Room is open at 6:00 a.m. every

morning. Otherwise, I would not be able to use it.

I use facilities daily now. They are just fine

I use USU Facilities to exercise 3 mornings a week. I park in the terrace and leave before

work begins. If this goes to a 24 hour parking it will greatly inhibit my ability to exercise

on campus. I would like to continue with my routine but the cost will outweigh the

benefit when parking goes to 24 hours.

I used to go to the Hyper, then even that lame facility started limiting faculty use hours.

The availability of health and fitness centers for faculty on this campus is a joke.

Ice machine in Wellness Gym, empty room near gym to do group workouts

improve the gym environment - it's like working out in a locker room with loud

obnoxious music blaring at you

It would be nice if the current employee facilities were cleaned. The mirrors are filthy

and the fans and equipment have tons of dust all over them.

It would be nice if the HPER building was not so warm. The dressing rooms are like a

sauna.

maintenance of the gym ( cleaning the area, better equipment)

A bigger weight/machine room would be nice; in the new HPER?

More heat in the women's locker room. It is awfully cold.

nicer locker rooms

Open up facilities to faculty and staff -- for free like it used to be; make it a paid

employee benefit like many companies do

Possibly having one or two pieces of exercise equipment available in each department

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Program for obese employees who can all start out at the same level rather than trying

to fit into a program where everyone is fit and well.

Please spend the money needed to upgrade and maintain the Employee Wellness

Center fitness equipment. Much of it is old hand-me-downs and is in dire need of

replacement. Better facilities will entice more people to use the wellness center.

PLEASE UPGRADE THE GYM EQUIPMENT IN THE HPER!!!!!!!!!!!

Also in the summer the Wellness Center is very HOT!! Could an extra air conditioner be

installed in that small area and not just a couple of fans blowing the warm air around?

Also the coat rack is a joke.

The current employee gym is gross, smelly, disgusting not to mention such limited

hours. Can hardly convince myself to go in and touch anything.

The floor in the women's locker room NEVER gets mopped. Mop the floor routinely

The lack of adequate air conditioning in the summer and early fall is a real problem. No

free towel service is another problem, particularly when you consider how much we pay

for our lockers. Deferred maintenance is used in some places in the locker room.

The ventilation in the employee fitness center is horrible. Too hot

We have limited facility, no program on campus, only newsletter, no initiatives - Nothing

in Blanding

We need warm quiet rooms for yoga and Pilates.

Summary: The facilities are a major barrier of participation. Employees would like to see a

renovation made to the facilities, particularly the equipment and the ventilation. Also, the

standard of cleanliness needs to be raised. Employees want more access to the facilities in

terms of time allotted for participation as well as space.

Variety of Classes

Keep the yoga!

I don't understand why staff can't join in the FFF student classes

Thank you for a good program! I would like to participate in water aerobics, but in the

past the evenings it was offered I was not available

Better high-fitness level class selection (i.e. crossfit, speed & agility training, etc.)

I don’t want to work out with my colleagues especially of the opposite sext. I hate the

loud, jarring music played in most gyms. I'd like to see more aerobic and other course

with just women over 50. I'm tired of jumping around to some inane blasting rap music

with a bunch of 20 year olds or new mothers. Just because I'm not "young" doesn't

mean I don't count. I don't want to work out with colleagues of the opposite sex or with

my boss

I sign up for boot camp every semester, so don't discontinue. Pilates is a great addition.

I may use the personal trainers to show me more, but find the boot camps and such

either at bad times for my classes or just don't want to group exercise.

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morning Pilates

I would like to take advantage of the nutrition consultant.

more access to personal trainers

Overall, I enjoy it a lot. My fitness life was perfect when I could also participate in Fun

Fit Forever classes as a faculty member.

Personal Trainers

Please bring back morning water aerobics!

Why are you charging for classes?

Be more inviting to disabled people, even if they don't look disabled. I've spoken to a

trainer before and felt like he believed I was just fat instead of disabled.

Summary: Employees want the program to offer a variety of classes for all ages and abilities.

Most commonly, employees would like to see water aerobics classes, more personal trainers,

and specific classes for age, gender, ability, and experience.

Class Times

More options for class times. Early morning, 4:00 pm classes to catch employees before

they need to get home to take care of families, flexibility from administration to do this

(work thru lunch, come in early), the same class offered before work, at noon, and late

afternoon so an employee can fit in more than one class per day maybe

Being able to use the pools more.

Have the pool open for family swim on the weekends

I do regular workouts at HPER gym, but when holidays come, there's a big gap, so having

passes at local facility as an option for those times would be extremely helpful.

I don't want to work out in the middle of the day, and it's a pain to come to campus and

try to find free parking outside of work hours.

Also I would love for the pool hours to be extended in the morning and after work for

the staff! Thanks!

I love to use the pool (family pool - not lap pool) after work. A few years ago they

changed the hours and you can't even use the family pool anymore so I haven't gone

back. I would love to see the family pool come back with convenient after work hours.

I was very pleased with the help I have received in the past. Flexibility with my schedule

is my biggest downfall.

I would be interested in taking the Be Well classes but in our office we do not have set

lunch hours and so that time does not work.

Is a women's only hour really necessary? I consider myself a feminist but feel this

concept is just silly and inconsiderate of others. Plus, I've never seen more than a few

using the weight room during this time.

It is difficult to allow staff or myself to attend classes when they are almost all at the

same time. As we cannot close the office during lunch.

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It is very limited.

More yoga classes, including classes on Saturday and Sunday. The gym being closed on

Sunday, a day when people have time to work out, reflects cultural biases.

My work scheduled is not conducive to classes.

Sometimes during employee hours there are a lot of students using the same facility. I

thought we were supposed to have only employee hours.

The issue is not one of motivation or marketing. It's that, when you work a 70+ hour

week and have a spouse with a busy schedule and two small children, there isn't time

left over for self-oriented activities.

You can't stack classes together in the same limited space.

Summary: Employees all have different schedules and the current programs offered by the USU

Be Well Program aren't conducive to them. Most classes are offered during lunch and right

after work, employees would like to see the classes offered throughout the day, at night, on

weekends. Also, employees want hours of access and availability increased to allow more

participation. e. g. pool hours, employee hours, employee classes, etc.

Access

Because we are rural we do not have access to your facilities and/or options gyms,

fitness centers

Being 250 miles from Logan, distance does inhibit me, but also my personality. I don't do

group things.

doesn't sound like there is anything available for us on Blanding Campus

Every campus deserves access to wellness facilities.

I work in a facility on the Innovation Campus. Exercise classes and yoga would be great

over here.

I would participate if these things were available to us at the Regional Campuses.

I'm not on campus-more web based (some IVC/some webinar and replay)

It is frustrating for Extension employees and I personally find it hard to get motivated to

participate in the Be Well programs / offers when they mostly apply to campus activities

and incentives. I have also found it to be the case that merchandise incentives are not

distributed when earned because it requires shipping it to another county.

Not much wellness support at regional campuses, a few classes I think are being

broadcast, but poorly advertise.

Please provide ways for extension sites to participate in these activities

Since many RCDE campuses do not have access to USU facilities for health and wellness,

why did we get this email?

there are no services in many of the out laying campuses, I work in Blanding so this

program does not work at all for us

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This all seems to be geared to on-campus employees. Time of day also depends on the

season. During the summer I don't have time for anything else and am pretty active.

Something during the winter in the county would be nice.

This survey is geared toward on campus people. I have to put 0 for most things simply

because I don't use campus facilities!! You don't have a Not Applicable or Off-campus

selection.

I just do not know enough about it to make a judgment but am very interested.

I just don't know enough about the options available, the cost associated to the

programs and availability to other family members.

I just need a short summary of what's in the Be Well Program, and how I can quickly get

started.

Summary: Employees at Extension sites/Regional Campuses would like to participate in the USU

Be Well Program but don’t have the same opportunities and access to facilities and programs as

the Logan Campus employees do. Creating a program for the regional campuses would be very

helpful and advantageous to increasing participation.

Advertising

Better advertising for the classes.

Electronic newsletter instead of the paper ones!

E-mail for Be Well programs/events.

Housing doesn't really relay the information via printed message unless you are in the

housing office. I rarely get to the housing office therefore I get no information.

I didn't get an email about flu shots this year so I missed it.

I enjoy information through e mail or newsletters, but have personal wellness habits

that work for me and very little extra time to add more to my schedule.

I enjoy the Monthly Newsletters. They help.

I enjoy the newsletter and recipes.

Integrate it with Regence's Wellness Program so there isn't a jumble of stuff coming at

you from everywhere

Love the newsletters--very informative; enjoyed Holiday Challenge previously

Most of the things involved with the be well program, I didn't know exist. I feel some of

these incentives aren't very well advertise in USU Eastern.

need more advertisement

Open class registration sooner and do a better job of advertising. Nobody knows when

class registration open or if it is full without harassing staff in EWC.

The paper pamphlets sent to us in the mail are very ineffective- I recycle mine

immediately upon receiving.

To those already involved in a health/fitness program, the USU program does not offer

much of interest except for the newsletter and related information.

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Visibility of program has degraded over the past few years.

Visibility should be increased. Mandatory participation if you want insurance with USU.

Everyone gets a fitness test and participates if they want great insurance premiums.

Summary: Employees enjoy receiving the monthly newsletters each month but would like to

see more advertisement of the program.

Incentives

Better and different prizes would be good. I know you have been working on that.

Can't we get credit for off-campus exercise programs? (Like treadmill / weights at

home?)

comp time for working out

Get USU to give paid time off for exercise like some state agencies such as UOSHA do.

I don't like feeling like we're being bribed to be healthy... that might work for some

people but use that money to allow for our family members that are on our insurance to

use the facilities.

I like and participate in the wellness program. I'm on a state staff committee and USU

has fallen well below what other institutions in the state have done to compensate

employees for their participation. We need to get with the program.

I love the Be Well Program. I just hope that USU gets smart and allows staff/faculty

access to the new student rec center without charging money - that would be an

incentive for getting/staying fit!!

I participate in the annual national bike challenge. It’s based on a set of points, and a

web based system see how you do, your team, USU, and other workplaces. Just that

simple accounting gets me biking to school by a factor of 2 x, at least. No cash, no

prizes. Just a little "contest" with clear accounting. As for rewards - WE DON"T NEED

MORE STUFF, or cards, etc.

I participated in one fitness assessment years ago. The advice I got was worthless so I

haven't gone back and $50 isn't enough to convince me to change my mind. Based on

that experience I've ignored the program since.

I think boot camp and other lunch activities should be free. I also think that if you are

within your BMI you should get a discount on your health insurance while people who

smoke and or are above their BMI should pay double the insurance rate.

I would like our health care premiums tied to a yearly checkup. It is not right that a

healthy person pay the same as habitual smoker or a person extremely overweight.

Many companies and government agencies have adopted this practice

I'm just starting to use the Be Well program more consistently and to watch for events.

Is Weight Watchers associated to the Be Well program, because that has been great for

me. I'm thankful for that.

Incentives are a horrid idea. I go because I enjoy it, not because I'm paid.

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Instead of "making up" new programs, how about covering the costs for lockers and

towels, and give health insurance incentives to those that exercise regularly!!!!!

My problem is that I have a very full day at work and then pick up my kids immediately

after from school. Any chance of offering child care ever so employees can exercise in

the gym?

No drawings for prizes, nicer to know if you reach a goal you get a prize. Don't want to

be a jock, just a gimpy old person who wants to do better.

Offering carpooling to ski weekends, or other even other places like Salt Lake, would

encourage people to keep the air cleaner, walk more to their meetings, and feel good

about saving money.

Also, provide incentives that would benefit us that are not located in Logan on Campus.

Sitting 10 hours a day at a traditional desk is really tough on the body. Equipment such

as alternative chairs and/or variable height desks would be much appreciated.

The merchandise incentives right now are pathetic (water bottles, bag/backpack). At

least make the incentive worth something.

Summary: Employees offer many suggestions and all in all they would like to see a variety of

incentives offered for the challenges. E.g. child care, PTO, health insurance premiums, etc.

Health Advocate

I just signed on to Health Advocate for the first time last week. Seems interesting.

I stopped doing challenges when they switched to tracking them online. I don't like

having to log onto the system every day to record my numbers. Also it isn't very user

friendly when trying to input multiple numbers at a time.

Summary: Employees have mixed feelings about Health Advocate.

Participation

I like the personal trainer benefit since it lets me exercise without joining a big class! I

wouldn't even do the physical assessment until I spoke with a Wellness employee, and

she answered my questions and encouraged me to try it. Even so, after the assessment,

it took me three months to actually schedule the training sessions because I was

intimidated. I told someone in my office about the free training, and I don't know if

she'll try it because she's intimidated. You probably realize it, but intimidation is a huge

factor.

I live alone on a farm and have my own physical fitness program--hard, physical labor

keeping my animals comfortable!!

I love the wellness program. The classes are great. I don't use any other facility for my

exercise routine.

I personally don't need the program (other than flu shots) to maintain a healthy life

style.

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I think it's great and just getting off the ground. It'll take some more time to get majority

involvement. Keep it up.

I use the country club fitness equipment in the winter and golf through the summer - I

walk and carry my clubs

I wouldn't want to be penalized in any way because I don't use the USU Facilities instead

of outside Facilities.

It is a great program. My husband and I both use the boot camp class and gym multiple

times a week.

Many of us exercise in ways other than the gym. I cycle to work every day round trip 15

miles. I cross-fit train at home.

My life circumstances at this time do not allow me to participate.

My nonparticipation is simply a lack of time--I know that's weak. Is there an iPhone app

that can track some behaviors and automatically set some reachable goals?

Summary: Employees state several reasons for their participation level in the USU Be Well

Program. Some reasons being, distance/access to the facilities, time, life circumstances, etc.

Other

as an early retiree I've had difficulty having my ID card recognized and being seen as

being part of this community

Bring back Alex Baldwin

Does the program exist solely because the university receives federal funding for it?

Hey we are USU employees but are never on campus! Hello do you hear us... we are

never on campus!

I am a student as well. I work out MWF in the HYPER 6-7am. I would like to have the

option to use this as a P.E. credit. There are often times when I can't sign up for a class

because I still want the option of working out.

I have two family members with significant health problems, if I’m not at work, I try to

be at home taking care of them. I don't have time for anything else right now. I do try to

climb the stairs on old main hill three times a day during my break but that is all the

time I have for exercise. I find the be well program to be an intrusive thing that I wish I

could opt out of. I know you mean well but I didn't appreciate some of the questions on

this survey.

I just do not know enough about it to make a judgment but am very interested.

Sometimes the cost of the programs are prohibitive for me. I would love to work with a

trainer but simply can't afford to do that on a regular basis past the free ones I get with

the evaluation.

There are many people exercise daily but really don't want or need the Be Well Program

but we support it for the overall health of the campus

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This survey is very poorly constructed. It seems the results will be invalid. It is very

difficult to interpret the meaning of the numerical scales. The method of entering

numerical responses varied from choosing a radio button to typing in a number in a

dubiously placed box. It is impossible for me to answer two of the questions because

there is no input mechanism (input box, check box, radio button). The questions I

couldn’t answer are, "Rank the following incentives from most effective to least

effective in increasing your participation in the program" and "Rank the following from

most preferred to least preferred in terms of how you would like to receive notifications

about the USU Be Well Program". If you are going to create a survey and ask full-time

employees to take time away from their jobs you should make sure the survey is

constructed correctly. This one is invalid. If you are to get the results you are hoping for

you need to redesign the interface so it is usable, then hope we will all take more time

to answer the questions again.

Use sick leave to exercise

Positive Thoughts

It would be great to see what initiatives happen as a result of the survey! It's always a

great feeling to know that the employer listens to needs of its employees!

Maybe committees could be put together on the different campuses to promote health

and wellbeing.

The program has made huge difference in my life! Thank you!

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References

An Analysis of the Utah State University Employee Wellness Program. (2010). USU Be Well.

http://www.usu.edu/wellness/files/uploads/Final_ReportSurvey10.pdf.

An Analysis of the Utah State University Employee Wellness Program. (2013). USU Be Well.

http://www.usu.edu/wellness/files/uploads/Be_Well_Study_Report.pdf.

USU Be Well (2010) Retrieved 2014, from http://www.usu.edu/wellness/