Outcomes of a five-year university-based worksite wellness program

Worksite health promotion (WHP) programs have emerged as a core strategy for improving the overall health and well-being of employees at the workplace. The primary objectives of most worksite health promotion programs are to reduce healthcare costs and absenteeism while improving employee productivity and morale. Enrollment and participation are critical to WHP program success. This study examines the impact of WHP programs on long-term behavior change and the outcomes that companies and universities expect from offering worksite health promotion programs. While many worksite health programs have been implemented in the last several years, very few have been evaluated in a university setting.;The University of Utah's Employees Wellness Program, WellU, started in 2007 with the overall objective to increase the self-health behaviors of employees of the university. This study will attempt to answer the following research questions: Did the Well U program produce a measurable impact on the employee's health and wellbeing? What was the primary motivating factor toward participation? What other factors motivated participation in the WellU program? How effective was the monetary incentive of ;Conducted in two phases, this research employed focus groups to gather qualitative data on reasons to enroll or not enroll and perceived benefits, and a quantitative study involving an online survey distributed to the entire benefits eligible employee population (n = 10,331), to determine the factors that motivate or inhibit program participation and to evaluate behavior change.;Overall, the WellU program achieved its objective of increasing employee's health awareness that would result in positive behavior change. The overall health status of HRA only group remained constant. The HRA+ group had significant improvements in all reported areas of health. Non participants reported levels of physical activity consistent with both participant groups however they consumed significantly fewer fruits and vegetable consumption with only 15% eating the recommended daily allowance.;The University of Utah's WellU program is working. The incentive was successful in attracting enrollment and the HRA was an effective tool in making employees more aware of their health risks resulting in significant self-motivated behavior change.