Capstones: Wellness and Health Promotion Management : Home

MCKINNEY, Kendall. (2021). Referral processes ensure there is a close relationship between all levels of a health system. However, at a southestern health system, there is no provider referral process in place for patients to transition to the medically based wellness center. This is a key step for patients with chronic conditions to ensure they are exercising in a safe and supervised environment. The purpose of this project is to create a formal provider referral program that increases patient referrals to the health system’s medical fitness center and builds partnerships with providers. The proposed provider referral program will consist of a 12-week supervised exercise program managed by the Fitness Coordinator at the medical fitness center. Referred patients will receive an individualized exercise program appropriate for their health and fitness status.

LIDDLE, Sabryna. (2021). The purpose of this capstone project is to provide recommendations for ABC Corporation that support the well-being and professional development of its wellness coaches. The wellbeing part of the program consists of an annual well-being assessment, compensated monthly meetings for the coaches to discuss challenging coaching scenarios, and provision of one new resource a year to increase the resilience of the coaching team. The professional development part of the proposal provides infrastructure that includes completing regular assessments of coaching skills, a better tracking system of continuing education, updating the performance review process to include measurable objectives, and incorporating an incented program that highlights the professional successes of the coaches. The program is expected to result in measurable improvements in the well-being and professional development of the coaches. This will all be achieved with a low financial outlay, estimated to be less than $200 per coach per year. The proposed Well-being and Professional Development Program for Corporate Wellness Coaches is also expected to positively impact eight dimensions of wellness: emotional/mental, physical, intellectual, occupational, social, environmental, spiritual and financial. This will result in a “win-win” as described by Edington and Pitts (2016) because it will create a flourishing workforce, resulting in a thriving organization.

LYONS, Vicki. J. (2021). This capstone project proposes a new department called Workplace Health Promotion which is a health and productivity management program (HPM) consisting of EAP, Employee Health, Employee Relations, Human Resources, Safety, Occupational Health/Worker’s Compensation, and Employee Wellness. The primary focus of the capstone is on a proposal for employee wellness and well-being, which will be called LMHS Employee Whole Health Program. With a modest budget of approximately $250,000, the LMHS Employee Whole Health Program will educate and assist employees to acknowledge, and replace unhealthy behaviors with healthy habits through coaching, self-care, self-management, and lifestyle changes utilizing one of the evidence-based health, wellness and well-being best practice plans. This comprehensive approach to wellness is expected to enroll over 60% of full and part-time employees which will result in keeping them healthier, on the job with less absenteeism, healthcare costs, health risks, presenteeism, shorter worker’s compensation time and costs while increasing mindfulness, productivity and retention.

MCBRIDE, Derek. (2021). Nutrition is a key component of thriving well-being and has been identified as one of the current greatest barriers at this organization, therefore is the focus of this proposal. The methodology is adopted from the Shared Values Shared Results Win-Win Journey Framework presented by Dr. Dee Edington and Dr. Jennifer Pitts (2016), using a step-by-step collaborative approach to build organizational infrastructure, energy, and commitment to success. From this foundation, strategies are collaboratively designed with stakeholders at every level of the organization which consider all dimensions of wellness and use a diverse toolbelt of disciplines to understand and address nutrition culture and behavior. The approach is flexible, organic and can be applied based on the resources available. Outcomes of this proposal include an inspired, co-created vision for success and a clear plan to enact it. This plan will drive human-centered results of improved eating behaviors, vitality, personal capacity, energy, motivation, social connection and support, empowerment, self-efficacy, engagement, and knowledge of a healthy diet for all stakeholders. It will also target the environmental, social, and organizational supports necessary to facilitate them. Additionally, because the program is designed to align and strengthen organizational objectives through intentional integration, expected long-term outcomes include greater organizational alignment and success of strategic goals, cultural cohesion, enhanced resilience and flexibility, and improved metrics of success in all areas

SMEDLUND, Rebecca. (2021). Currently the local Jewish Federation has a wellness budget and offers a variety of wellness benefits, activities and incentives. However, the current efforts are not packaged as a comprehensive wellness program and do not include an evaluation plan to determine the impact of the efforts. This project focuses on the development of a comprehensive employee wellness program based on the employee needs and interests in an effort to increase participation in wellness programming and to improve overall health of the population. If the Jewish Federation chooses to implement the proposed employee wellness program, the anticipated outcomes include increased participation by 3% in wellness programming within the first year, and improved overall health by 3% of the employee population within the second.