Purpose of the action plan

 

During the previous stages of this guide, your wellness committee identified organizational strengths and challenges, created a wellness vision for your organization, and collected both employee and corporate health and wellness information. During this stage, have your wellness committee review the information collected, communicate to employees, and put together a blueprint for the development of wellness strategies. The plan will identify key issues or findings (based on the information collected), make program recommendations, identify needed resources, and establish a timeline for the implementation of various recommendations. The recommendations and timelines are not “written in stone.” You should periodically review your plan to check your progress and see if modifications need to be made.

Your action plan should outline the following:

Goal
The end result that is desired e.g. healthy workplace, healthy staff.

Objectives
The smaller steps that are needed to achieve the larger goal. These are the desired changes that need to occur before the goal can be reached (e.g. improvements in safety, increase in employees’ knowledge regarding healthy lifestyle, etc.).

Activities
These are the methods used to obtain the desired changes (e.g. assess the work environment, provide information via pay cheque inserts, hold educational workshops for employees, etc.)

Successful activities are:

  • Customized to fit the workplace and its demographics
  • Varied to address multiple strategies including raising awareness, building skills, developing environment supports, and policies (refer to section 1.4)
  • Meaningful to employees
  • Simple and easy to implement
  • Flexible
  • Innovative
  • Low cost
  • Participatory

Resources required
Determine the resources required, such as budget, supplies, personnel, etc. Determine what is available within the organization and in the community.

Timelines
Establish time frames with specific start and end dates. Factor in other demands on staff time.

Individual(s) responsible
Identify responsibilities and the people who will carry them out.

Evaluation
Evaluation of the action plan is important to determine whether objectives have been met and there is progress towards the goal. To ensure program components are carried out as planned, track and monitor activities in a timely way (process evaluation). Assessing the impact of the activities (outcome evaluation) is more long-term and may take several years

  1. Review your situational assessment results and identify common issues, themes or findings.
    This can be done individually or as a group.
  2. Rate the issues, themes, or findings according to importance or priority.
    Prioritize the issues and determine the capacity of the healthy workplace wellness committee to address them.
  3. Create an action plan that: 
    a)     Balances the needs of the employer and employeesb)     Is short, easy to read and updated regularly as neededc)     Includes activities that are varied enough to meet the needs of the demographics of the workplaced)     Is confidential until approved by the wellness committee, management and other key stakeholderse)     Is shared with all employees once approvedf)      When planning your program, organize your activities into separate categories to target different strategies:

    • Education/Awareness
      Providing knowledge
    • Skill building
      Getting individuals actively involved in changing their behaviour
    • Work environment
      Changes in the workplace to support the initiative
    • Policy development
      Establishing policies to encourage and reinforce healthy behaviour
  4. Develop a communication plan that will be relevant to your workplace.
    Consider how information from the wellness committee will be distributed to employees, management, and other committee members.

Communicating and promoting your program can be done in many ways:

a)     Posters around the workplace

b)     Postings on your organization’s intranet or internet

c)     Bulletin boards

d)     Word of mouth (e.g. management/HR department telling employees about the program)

e)     Host demonstration days

f)      Flyers, pamphlets or brochures

g)     Kiosk where all material is promoted or found

h)     Exhibition fairs

i)      E-mail or mail

j)      Formal announcements by management (especially for corporate policies)

k)     Implement and continually market the plan. Continue to keep staff informed as you implement workplace health initiatives

  • Action plan is developed based on the situational assessment
  • The plan has been approved by all key stakeholders
  • Adequate resources have been obtained
  • An ongoing communication and marketing plan has been developed
  • An evaluation plan has been developed