The U.S. Office of Personnel Management is committed to helping Federal agencies integrate prevention strategies into their workplace. The leading causes of death and disability in the United States are not only preventable but also responsive to workplace interventions. Worksite health and wellness programs help employees modify their lifestyles and move toward an optimal state of wellness. They can also produce organizational and employee benefits, such as lower healthcare costs, increased productivity, improved recruitment and retention, reduced absenteeism and presenteeism, and enhanced employee engagement. Worksite health and wellness interventions include, but are not limited to, health education, nutrition services, lactation support, physical activity promotion, screenings, vaccinations, traditional occupational health and safety, disease management, and linkages to related employee services. Federal agencies are encouraged to develop and sustain programs that address the current and future needs of their employees to produce the healthiest possible workforce.
Health services for Federal employees are authorized by Title 5, U.S. Code, Section7901. These services are provided to promote the physical and mental fitness of Federal employees. Several legislative initiatives have shaped guidance and implementation of health & wellness programs in the Federal Government.
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Your agency's qualified medical staff may administer properly authorized pre-placement and periodic physical examinations to assess an employee's health status. Based on the results of the exam and/or testing, medical staff may refer employees to the Employee Assistance Program (EAP), private physicians, dentists, and other community health resources.
Your agency may provide health intervention programs to promote and maintain physical and mental fitness and to help prevent illness and disease. Health Services/Intervention Programs encourage and enable employees to initiate healthy behavior changes. Your agency may offer group activities and classes, individual counseling, demonstrations, and self-help materials.
Employees are reminded that the decision to grant excused absence (time) is a matter of agency discretion and approval, based on business conditions at the time. Requests for excused absence must be coordinated with and approved by the agency official in advance. Agency officials must balance the needs of the organization to fulfill their missions when providing employees with appropriate opportunities to participate in health and wellness programs.
The availability of resources, number of employees, location, and nature of work define the type of worksite health & wellness programs an agency offers and the most efficient and effective delivery mechanism that should be used. Programs may be:
To share services, Federal agencies may enter into an interagency agreement on a reimbursable basis. This process offers a convenient alternative to contracting and is often quicker and less cumbersome than the contracting process. Agencies may choose to use one interagency agreement to provide either all of its worksite health promotion services or specific services such as periodic physical examinations for those employees with physical examinations as a condition of employment.
When no single agency can serve as a worksite wellness service provider for similarly situated agencies, the combined employee population may pool resources and establish a worksite health promotion consortium. A lead agency enters into a contract or agreement with a service provider. An interagency agreement links participating agencies to the contract and the combined employee population enjoys access to worksite health promotion services. The lead agency must have authority to provide the services to other agencies.
FOH is a service unit organization within the Department of Health and Human Services' Program Support Center. FOH works in partnership with Federal agencies nationally and internationally to design and deliver comprehensive solutions to meet their occupational health, wellness and fitness needs. Services are provided on a reimbursable basis through interagency agreements. For example, FOH can staff and operate onsite health units, employee assistance programs (EAPs), and fitness facilities.
Agencies have a variety of staffing options. Options include agency personnel, contractors, and volunteers. Each agency must ensure that personnel delivering health services are fully qualified and trained specifically to the duties assigned. Agency wellness councils or committees should work closely with selected wellness staff to ensure delivery of services that best meet the needs of an agency.
There are only very limited circumstances under which agencies may accept volunteer (gratuitous) services. Agencies should consult their General Counsel when considering this option. Agencies may provide many health activities through volunteer or no-cost arrangements while ensuring that volunteers have the skills, qualifications, and knowledge to deliver health activities. For example, a trained volunteer might give a presentation on desktop ergonomics. An intern from a local university may conduct fitness evaluations. A volunteer wellness committee may organize a lunchtime walking club. A non-profit health organization may provide free speakers for a wellness education series. Many of these local organizations provide free materials such as pamphlets, videos, and posters, especially if they tie into a national health campaign, such as the Great American Smokeout.
An on-site health unit or occupational health center (OHC) is a convenient place to provide and coordinate comprehensive health and wellness services to Federal employees. Providing services at or near the worksite minimizes employees' time away from work and enhances productivity. Consider establishing an OHC or using the services of an existing OHC when developing a worksite health promotion program.
An agency or agency vendor may manage the ongoing operations of the OHC, staffed with contracted health professionals. An occupational health registered nurse is recommended; however, occupational health physicians, physician's assistants, nurse practitioners, licensed practical nurses, health promotion specialists and trained technicians may all be appropriate, depending on the size, scope, and complexity of the services an agency is considering providing. The OHC staff should work in conjunction with an agency's on-site fitness facility, employee assistance counselors, human resources, and health and safety professionals wherever possible. The OHC and its staff can play a pivotal role in the effectiveness and integration of an agency's worksite health promotion program.
A strong worksite nutrition and weight management program often pays dividends outside of the worksite as behaviors transfer outside of the worksite and into the family and leisure environment. Coupled with physical activity, sound nutrition is a strong component of health.
The General Services Administration (GSA) developed the Health and Sustainability Guidelines for Federal Concessions and Vending Operations guidelines in partnership with the Department of Health and Human Services; they represent the best practices in nutrition science for improving health and reducing impact to the environment. These new guidelines translate the 2010 Dietary Guidelines for Americans into clear and definitive standards that food service operators can follow to make their operations healthier and more sustainable. The guidelines are designed to make healthy choices more accessible, more appealing, and more affordable. They are not designed to restrict choices. The Health and Sustainability Guidelines are applicable to all food service concession operations and vending machines managed by HHS and GSA.
USDA employees work in their gardens early in the morning before work, after work, during their lunch breaks and even on the weekends. Employees who work on the garden often do not know each other before they start volunteering. This initiative is an excellent example of a supportive social and physical environment that encourages active and healthy lifestyles, community engagement, and a positive workplace culture.
Physical activity programs should be an integral part of an agency's worksite health promotion program. Agencies may operate on-site fitness facilities, use the services of a private facility, or even subsidize memberships. Fitness activities can also be provided without any special facilities. The built environment may encourage physical activity just as readily as access to a formal exercise facility. Managers may use discretion to allow other opportunities for increasing employee physical activity, such as conducting walking meetings and installing mobile work stations.
Providing health and fitness activities via a private facility may be part of an agency's bona fide preventive program authorized under 5 U.S.C. 7901. Agencies, in exercising this authority to purchase access to private health and fitness facilities, should use the following criteria in making the determination:
The private health and fitness facility should provide preventive health programs and services that fall within the purview of 5 U.S.C. 7901. Reasonable measures should be taken to ensure the private fitness facility is the most appropriate, convenient, and cost-effective choice, and that it provides reasonable accommodations (accessibility).
In support of section 607 of Public Law 109-115 and the Joint Explanatory Statement for the FY 2009 Omnibus Appropriations Act, GSA is undertaking a stronger effort to promote the use of stairs in Federal buildings. Promoting the use of stairwells requires a multi-faceted approach. First, the physical and aesthetic characteristics of the stairwell should be improved to enhance the attractiveness of the space. According to the Centers for Disease Control (CDC), many employees do not take the stairs at work because they perceive them as unattractive or unsafe. However, a CDC study revealed that physical changes to the staircases can increase stairwell use among building occupants. Internal communications that encourage employees to choose the stairs regularly also are necessary to foster a shift from elevator to stairwell utilization. GSA plays an important role in advancing both of these approaches. The key message is that promoting the use of stairwells can aid in improving employee health and contribute to a reduction in energy costs. Benefits of stairwell use include: e24fc04721
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