Using employee experts to offer an interprofessional diabetes risk reduction program to fellow employees

Lenz, T.; Gillespie, Nicole D.; Skrabal, Maryann Z.; Faulkner, Michele A.; Skradski, Jessica J.; Ferguson, Liz; Pagenkemper, Joni J.; Moore, Geri A.; Jörgensen, Diane

doi:10.3109/13561820.2012.721816

Cited by 3 publications

(3 citation statements)

References 3 publications

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“…Some institutions, such as health care systems and educational entities, may have most, if not all, of the necessary expertise to deliver the program with personnel already employed in the organization. 88 Regardless of the approach, all worksite health and wellness programs should use the resources developed by major clinical and health professional organizations. Many of these professional associations have had expert panels develop resources specific to CV risk factors, as shown in the examples provided in Table 2.…”

Section: Program Models: the Value Of Strategic Partneringmentioning

confidence: 99%

Promoting Health and Wellness in the Workplace: A Unique Opportunity to Establish Primary and Extended Secondary Cardiovascular Risk Reduction Programs

Arena

Guazzi

Briggs

et al. 2013

Mayo Clinic Proceedings

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Given the burden of cardiovascular disease (CVD), increasing the prevalence of healthy lifestyle choices is a global imperative. Currently, cardiac rehabilitation programs are a primary way that modifiable risk factors are addressed in the secondary prevention setting after a cardiovascular (CV) event/diagnosis. Even so, there is wide consensus that primary prevention of CVD is an effective and worthwhile pursuit. Moreover, continual engagement with individuals who have already been diagnosed as having CVD would be beneficial. Implementing health and wellness programs in the workplace allows for the opportunity to continually engage a group of individuals with the intent of effecting a positive and sustainable change in lifestyle choices. Current evidence indicates that health and wellness programs in the workplace provide numerous benefits with respect to altering CV risk factor profiles in apparently healthy individuals and in those at high risk for or already diagnosed as having CVD. This review presents the current body of evidence demonstrating the efficacy of worksite health and wellness programs and discusses key considerations for the development and implementation of such programs, whose primary intent is to reduce the incidence and prevalence of CVD and to prevent subsequent CV events. Supporting evidence for this review was obtained from PubMed, with no date limitations, using the following search terms: worksite health and wellness, employee health and wellness, employee health risk assessments, and return on investment. The choice of references to include in this review was based on study quality and relevance.

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Section: Program Models: the Value Of Strategic Partneringmentioning

confidence: 99%

Promoting Health and Wellness in the Workplace: A Unique Opportunity to Establish Primary and Extended Secondary Cardiovascular Risk Reduction Programs

Arena

Guazzi

Briggs

et al. 2013

Mayo Clinic Proceedings

View full text Add to dashboard Cite

show abstract

“…Information regarding the interprofessional nature of the program and responsibilities of each care provider has been previously published. 9 Individual participant data was collected at baseline and annually thereafter. Collected data consisted of cholesterol, blood pressure, and blood glucose lab values, body weight, lifestyle behavior activities, medication refill records, HRQOL questionnaires, and presenteeism questionnaires.…”

Section: Risk Reduction Programsmentioning

confidence: 99%

Health-Related Quality of Life Impact in Employees Participating in a Pharmacist-Run Risk Reduction Program

Lenz¹,

Gillespie²,

Skrabal³

et al. 2012

Innov Pharm

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Health related quality of life (HRQOL) In 1946, the World Health Organization defined health as, "a state of complete physical, mental, and social well-being and not merely the absence of disease or infirmity."1 Over the past seven decades, however, health has been narrowly measured in the literature mostly through morbidity and mortality outcomes.2 The quality of an individual's life has only recently become an important and more frequent measure of health.The Centers for Disease Control and Prevention (CDC) reports that quality of life (QOL) is a broad multidimensional concept that includes both positive and negative aspects of life as perceived by each individual.2 Quality of life is defined in many different ways by various organizations and can include many different aspects of life.2 However, the CDC focuses more specifically on health-related quality of life (HRQOL), or the aspects of overall QOL that effect either physical or mental health. 2 It is known that individuals with chronic diseases and disabilities report lower QOL levels and more unhealthy days compared with individuals without chronic diseases and disabilities.3 Recently, data have been published to show that a higher level of self-perceived well-being is associated with lower health care utilization and costs in individuals with chronic conditions. 4 This may be particularly important toCorresponding author: Thomas L. Lenz, PharmD Associate Professor, Department of Pharmacy Practice Creighton University, 2400 California Plaza Omaha, Nebraska 68178, Phone: 402-280-3144 Fax: 402-280-3320, Email: tlenz@creighton.edu employers as it may affect the overall financial state of an organization. Data exists to show the pharmacists can have a positive impact on the QOL of people with chronic conditions. 5-7 However, the authors could not find any data demonstrating the impact a pharmacist can have on the QOL of individuals in an employee health setting.The purpose of this analysis is to report the effect that a pharmacist can have on the HRQOL at baseline versus oneyear for employees with chronic conditions who participate in a pharmacist-run employee health risk reduction program. Prior to conducting the analysis, the project was submitted to the local Institutional Review Board for approval and oversight. The project was considered to be a continuous quality improvement measure of the employee risk reduction programs, and therefore, oversight was deemed unnecessary.

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“…Information regarding the interprofessional nature of the program and responsibilities of each care provider has been previously published. 13 Individual participant data was recorded in a database at baseline and annually thereafter. Collected data consisted of cholesterol, blood pressure, and blood glucose lab values, body weight, lifestyle medicine behavior activities, medication refill records, health related quality of life (HRQOL) questionnaires, and presenteeism questionnaires.…”

Section: Innovations In Pharmacymentioning

confidence: 99%

Lifestyle Medicine-Related Cardiovascular Risk Factor Changes in Employees Participating in a Pharmacist-Run Risk Reduction Program

Lenz¹,

Gillespie²,

Faulkner³

et al. 2012

Innov Pharm

Self Cite

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Cardiovascular disease (CVD) remains the leading cause of death among American adults accounting for approximately one-third of all deaths. It has been shown, however, that the actual causes of death are related to lifestyle behaviors such as tobacco use, poor diet and physical activity and alcohol consumption. A pharmacist-run employee health program, started in 2008, sought to lower CVD risk through the use of individualized lifestyle behavior programming, medication therapy management, and care coordination activities. Following one year of participation in the program, employee participants were shown to significantly increase exercise quantity (p < 0.001), fruit and vegetable consumption (p < 0.001), and decrease self-reported stress level (p = 0.006). The percentage of program participants simultaneously adherent to the recommended levels of exercise, combined fruit and vegetable intake and tobacco abstinence at one-year was 34.5% vs. 5.5% at baseline. This compares with only 5.1% of the U.S. population adherent to the same three behaviors. Pharmacists can positively impact healthy lifestyle behaviors when working in an employee health setting. Type: Original Research

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Using employee experts to offer an interprofessional diabetes risk reduction program to fellow employees

Cited by 3 publications

References 3 publications

Promoting Health and Wellness in the Workplace: A Unique Opportunity to Establish Primary and Extended Secondary Cardiovascular Risk Reduction Programs

Promoting Health and Wellness in the Workplace: A Unique Opportunity to Establish Primary and Extended Secondary Cardiovascular Risk Reduction Programs

Health-Related Quality of Life Impact in Employees Participating in a Pharmacist-Run Risk Reduction Program

Lifestyle Medicine-Related Cardiovascular Risk Factor Changes in Employees Participating in a Pharmacist-Run Risk Reduction Program

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