Employee Health Screening

Establishing a Employee Health and Wellness Program need not be expensive, but will require the commitment of some financial resources. If possible, include the Employee Health and Wellness Program in your company’s annual business plan and budget as you do for other efforts important to your company’s success.

How much to budget for the Employee Health and Wellness Program?

There is no one-size-fits-all formula for beginning a Employee Health and Wellness Program that results in improved employee health. Organizations differ in how much money they need and how much they can make available for the Employee Health and Wellness Program. Consider the following common expenses in developing an adequate Employee Health and Wellness Program budget:

• Employee Health and Wellness Program staffing costs (either internal salaries or consultant fees)
• Employee Health and Wellness Program data collection costs (including health risk assessment costs, if relevant)
• Employee Health and Wellness Program rewards for healthy behaviors (such as discounts on premiums for non-smokers)
• Costs of Employee Health and Wellness Program Procedures to be implemented (such as costs of covering tobacco quit medications or costs of subsidizing healthy foods in the cafeteria or vending machines)
• Employee Health and Wellness Program administrative and communications expenses

In times of tight finances, be prepared to justify your requested Employee Health and Wellness Program budget. Arm yourself with data on potential short- and long-term outcomes of the proposed Employee Health and Wellness Program Procedures. Itemize the Employee Health and Wellness Program expenses of past initiatives and share projected expenses for initiatives planned for the upcoming year.

Sustaining Employee Health and Wellness Program Funding

A dedicated Employee Health and Wellness Program line item in your company’s budget makes it more likely to be regarded as a need, rather than as a “nice-to-have” amenity that could be cut when funds run low.

One of the best Procedures for ensuring continued financial support for the Employee Health and Wellness Program is frequent communication to leadership, including:

• How many employees have you reached through the Employee Health and Wellness Program? Has morale increased? Have health risks decreased, e.g., fewer employees using tobacco, more employees active?
• How well are you managing the Employee Health and Wellness Program resources you’ve been given? Where and how has your budget been spent? Keep track of the staff time required for each initiative and be able to present the numbers at any time.
• Anecdotal Employee Health and Wellness Program success stories from employees. Don’t underestimate the power of a good story to put a human face on your success.

Supplemental sources of Employee Health and Wellness Program Funding

If required, have the individuals responsible for beginning a Employee Health and Wellness Program look for ways to supplement available internal funds. Are there grants or other funding available that can help support your Employee Health and Wellness Program ? What community Employee Health and Wellness Program resources could you use to meet some of your needs?