Smith Consulting Firm Wellness Plan


Smith Consulting Firm plans to implement a wellness program as a result of enthusiastic employee feedback. This privately owned, medium sized company has 121 employees. Following a workplace review, several of the employees were asked to run 10,000 steps. It proved to be a challenge that sparked a wide workplace response. Many of these employees were found to have difficulties in breathing after only 1,000 steps made, and some of these people were at the brink of passing out before completion of the challenge. Following this, all of the company’s employees were keen to improve their activity levels and engage in healthy activities that would enable them to lose weight. With support from the senior management, the company develops a workplace wellness program that will enable the employees to achieve their wellness goals. To begin this process, the company established a wellness committee that would be able to assess the employees’ lifestyle risks (Mujtaba and Cavico, 2013). The purpose of this was to prioritize improvement of healthy lifestyle behaviors. Additionally, Smith Consulting Firm conducted separate need assessments on the workplace environment.


After conducting the workplace challenge and the lifestyle risk assessments, the wellness committee identified that quitting smoking was a key issue for many workers. Another area of priority was improving fitness and health for employees, especially those engaged in manual jobs. Additionally, employees reported high levels of stress during particular times of the year that were affecting individual health and ultimately work performance. After assessing these results, Smith Consulting Firm is addressing its corporate wellness program on addressing physical activity, tobacco smoking, healthy eating, and emotional and social wellness. The wellness committee developed a 5 year action plan that will run from 1st May 2018 to 1st May, 2023.

  1. Purpose of the Program

This voluntary program of both formal and informal activities is purposed to improve the well being and health of all employees at Smith Consulting Firm, and to reduce any health issues that may affect the health of employees and their productivity (Mujtaba and Cavico, 2013).

  1. Program Objectives

A. Primary Goal

  1. The wellness program will always strive to increase employees’ well being and productivity by enhancing and improving all aspects of health. This program will seek to create awareness of positive health behaviors and choices to constantly motivate employees to adopt healthy behaviors voluntarily, and to provide a supportive environment and opportunities to foster positive lifestyle behaviors (Gubler, Larkin, and Pierce, 2017).

B. Employee Wellness Program Objectives for Smith Consulting Firm

  1. By the end of the first year, at least 70% of employees will report that they are aware that a wellness program is available at the company.
  2. By the end of the first year, at least 70% of employees will report that having an available wellness program contributes to a more positive work climate.
  3. By the end of 6 months, 100% of employees will report that they have participated in at least one wellness activity.
  4. By the end of the first 6 months at least 80% of employees who have participated in Awareness activities will report that the activities increase their knowledge about healthy lifestyle behaviors.
  5. By the end of the first year, at least 70% of employees who have participated in Awareness activities will report that the activities increase their motivation to adopt healthy lifestyle behaviors.
  6. By the end of the first year, at least 60% of employees who regularly participated in Lifestyle Change activities will report that they maintained the activity for at least 3 months.
  7. By the end of year two, at least 60% of 121 employees will report that they meet current physical activity recommendations (at least 30 minutes per day of moderate – vigorous physical activity on 5 days of the week).
  8. By the end of the first 6 months, at least 80% of the employees will report that they eat fruits and vegetables 5 or more times per day.
  9. By the end of 2 years, the proportion of employees who smoke will be reduced by at least 80%.
  10. By the end of the first year, at least 95% of the employees will report that they know their systolic and diastolic blood pressure.
  11. By the end of the first year, at least 60% of the employees will report that they know their total cholesterol and LDL cholesterol levels.
  12. By the end of the first year, at least 60% of employees will report that the stress management programs and education provided through the wellness program successfully helped them reduce their level of stress.
  13. By the end of the first year, at least 80% of mothers of young children will report that their worksite environment and policies supported their efforts to begin and/or continue breastfeeding.
  • Eligibility Requirements

A. All employees are eligible for voluntary participation in the wellness activities.

B. Family members are eligible to participate per guidelines set by the organization in the work and family policies and regulations.

  1. Use of Facilities

Wellness program exercises and activities will be carried out in the appropriate designated areas. They include conference rooms, the planetarium, and any other available onsite outdoor or indoor areas and also off-site locations.

  1. Providers of Instruction
  2. Services or instruction providers for the wellness program will include: nutritionists, health educators, mental health professionals, qualified yoga instructors, certified fitness instructors, registered massage therapists, and any other provider as deemed appropriate by the wellness committee (Gubler, Larkin, and Pierce, 2017).
  3. Only those people who accepted and recognized certification or training will be selected to conduct the wellness activities. The wellness committee will review the qualifications of the providers in order to ensure that only the highest standards are used.
  4. All instruction providers for vigorous exercises will be required to meet all the appropriate criteria including holding a current CPR certification, certification from a fitness agency, and personal liability insurance.
  5. In case an employee qualifies and meets all the requirements for becoming a wellness service provider, the employee will deliver those services at no cost, especially if delivered during work hours, or they may charge a fee if the services are administered during non-working periods such as during breaks, lunches, or after-work hours. No employee will receive any compensation for services provided during the time that they are being paid by the company.
  6. Program Content

A. The Wellness Program will focus on the priority objectives of:

  1. Increasing the use of preventive screenings and services
  2. Improving healthy eating among employees
  3. Increasing physical activity among employees
  4. Improving tobacco prevention and cessation policies and benefits
  5. Improving stress management techniques
  6. Increasing the use of Employee Assistance Program benefits
  7. Improving support for mothers who choose to breastfeed
  8. The Wellness Program will consist of activities which include awareness, lifestyle change, and supportive policy / environment. Depending on availability of funds and personnel support, the activities in each area may include, but are not limited to:
  9. Awareness:
    1. Wellness notices and e-mails
    2. Periodic coverage of activities in employee newsletters
    3. One-time events, such as The Great American Smokeout and National Employee Health and Fitness Day
    4. Occasional education events or series
  10. Lifestyle Change:
    1. Participation in the Texas Round-Up state agency challenge
    2. Aerobic classes
    3. Use of Fitness Rooms
    4. Yoga classes
    5. Chair Massages
    6. Referral to services by Employee Assistance Programs
  11. Supportive Policy and Environment:
    1. Eight hours of additional leave each year for completing a health risk assessment and receiving a physical examination
    2. Thirty minutes during normal work hours to exercise three times per week
    3. Continued encouragement for cafeteria / vending machines to offer healthy food options
    4. Smoke-free environment policy
    5. Physical facilities that encourage physical activity
    6. Policies and physical facilities that encourage beginning and / or continuing of breastfeeding among mothers of young children

B. All employees who participate in vigorous exercises must complete the participation in Physical Fitness Program, and the Physical Fitness Readiness Questionnaire before beginning classes. These forms are distributed by and returned to the wellness coordinator or their representative to be kept on file.

  1. Program Scheduling

A. Wellness activities may be scheduled during the following times:

  1. Before work
  2. During work, provided scheduling and workload needs of the agency are met
  3. After work

B. Managers are encouraged to allow flexible schedules in order to provide adequate time for employees to participate in wellness activities.

  • Program Coordination

A. A wellness coordinator has been designated. B. A wellness committee has been established to plan, direct, and implement wellness activities. C. Employees are allowed to participate in Wellness Committee activities for two or more hours each month as necessary to implement the wellness program.

  • Expected Results

A. Employees will report that the availability of wellness activities contributes to a positive work environment and healthier behavior. B. Objectives outlined in the Program Objectives section will be met in accordance with the evaluation timeline. C. Subsequent health risk assessment will show decreased risk factors among employees. D. Methods for monitoring and evaluating the programs will include at least the following:

  1. Periodic agency-wide employee surveys to assess awareness of, participation in, and satisfaction with the program
  2. Reports of participation in the various lifestyle and awareness activities offered throughout the year
  3. Monthly reports on types and numbers of programs offered
  4. Employee focus groups, surveys, and suggestion boxes for obtaining quantitative and qualitative employee input into program activities
  5. Session evaluation forms completed by participants for educational events
  6. Health risk appraisal completed periodically to assess adoption of healthy behaviors

E. The evaluation plan and timeline will:

  1. Establish baseline data.
  2. Give employees periodic surveys.
  3. Use employee health risk assessments to be completed each year and aggregate data analyzed by the wellness committee.
  4. Evaluate each program, initiative or new policy immediately prior to implementation (baseline measures), immediately following completion, and 90 days following completion. Ongoing or long-term lifestyle change activities (6-weeks or longer) will also include periodic evaluation as appropriate throughout the program.

I. Budget

  Category   Item   Subtotal in USD   Total Cost in USD
  Wages/Benefits   Part-time Wellness Director   20,000   20,000
  Materials and Supplies   Lighting and paint for stairwell project   300  
    Printing for posters, fliers, etc.   500  
    Supplies for Healthy Pot-Luck Lunch Series   150   950
  Memberships/Affiliations   Wellness Council   500  
  Subscriptions and Publications   National Network of Wellness Councils   Electronic newsletter service   50     175     550
    Various health publications   150   325
  Health Education Materials   Blood pressure log-books   500  
  Health Assessment & Screenings   Blood pressure literature and DVD     300   800
  Health Education Programs   Blood pressure educational workshops   250  
    Tobacco cessation educational program   250   500
  Equipment   Blood pressure monitoring equipment   800  
    Bike rack   450  
    Pedometers   220  
    Bike parking structure   150  
  Incentives   Bicycles / helmets for sign-out program   Gift cards and prizes for contests, raffles, etc.     500       1,000     5,450
  Miscellaneous   Gym reimbursement   Contract with landscaper to create walking paths on property   Wellness Team meetings       6,000     8,000       720   7,000             8,720  
Total     44, 295


As discussed earlier in this program, it is obvious that the objective of the plan is to get every employee satisfied by at least the end of the first year. At the end of this time period, every employee must be aware of the wellness program and must have some positive outcome from engaging in the activity (Burke and Richardsen, 2014). If well implemented, a corporate wellness plan enables employees to be motivated, enjoy good health, and improve their work performance. Wellness programs show employees that their health and wellness is important and that the organization and employers know and care about the importance of this aspect. According to statistics, employees who exercise on a regular basis and engage in healthy lifestyle habits incur 31% lower health care expenses than employees who live unhealthy and sedentary lifestyles. More than 50% of medical expenses are incurred due to complications that can otherwise be avoided with minimal lifestyle changes (Smith, Damron and Melton, 2017). Just like Smith Consulting Firm, other corporations have started to recognize their employees’ health, and they are taking time to encourage employees to engage in activities that lead to healthier lifestyles. This type of wellness program is worth the cost, time, and effort invested in it. According to research, employees who are healthy and happy are more motivated and more productive. These employees do not work while being ill and also stay employed with the organization for longer time periods (Gebhardt and Crump, 2010).


Burke, R. J., & Richardsen, A. M. (Eds.). (2014). Corporate wellness programs: Linking employee and organizational health. Edward Elgar Publishing. Gebhardt, D. L., & Crump, C. E. (2010). Employee fitness and wellness programs in the workplace. American Psychologist, 45(2), 262. Gubler, T., Larkin, I., & Pierce, L. (2017). Doing well by making well: the impact of corporate wellness programs on employee productivity. Management Science. Mujtaba, B. G., & Cavico, F. J. (2013). Corporate wellness programs: implementation challenges in the modern American workplace. International Journal of Health Policy and Management, 1(3), 193. Smith, A. D., Damron, T., & Melton, A. (2017). Aspects of corporate wellness programs: comparisons of customer satisfaction. Benchmarking: An International Journal, 24(6), 1523-1551.

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