Case Studies
The CDC assessed a number of businesses to identify promising worksite programs that incorporate nutrition and physical activity using SWAT methodology. Small and medium worksite programs that met both business and public health goals were identified and selected based on six criteria-innovativeness, data quality, effectiveness, sustainability, public health relevance, and feasibility.23
The following are some examples of successful worksite obesity prevention programs.
Examples |
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| Cianbro,* an employee-owned construction company with approximately 2,000 employees, implemented its Healthy Lifestyle Program in 2003. The program includes one-on-one meetings with health educators for employees at all worksites to complete health risk assessments (HRAs), review health risks, and set short- and long-term goals. Over two years, 16% of participants decreased their risk for overweight, 20% improved their blood cholesterol profile, and 49% reported improving their level of physical activity. 23 The program had a participation rate of 68% by its third year. Play video. (3:53) |
Peter Vigue, President and CEO, Rita Bubar, HR Manager, and Dr. Larry Catlett, Medical Director |
| Lincoln Plating, a small, metal finishing company with about 450 employees, runs an employee wellness program known as Go! Platinum. The program includes quarterly health screenings and wellness goal setting and offers incentives for participation such as cash reimbursements and an expenses-paid, annual mountain hike with senior management. Nearly 100% of employees complete the yearly HRA and about 80% participate in other wellness activities, including weight management and exercise programs. Among participants in the first year of the obesity program, there was a 5% drop in those with a greater than average percentage of body fat. Play video. (3:41) |
 Tonya Vyhlidal, Wellness and Health Manager, and Hank Orme, President |
| Hudson River Health Care, a network of 13 community health centers in nine counties with 425 employees, runs a worksite wellness campaign called Step Up for Wellness. The program, which is based on a point system for participation in wellness activities and achievement of healthy results, established employee walking clubs and used incentives to increase walking among employees. During the first year, participants who completed the program lost an average of 6 pounds per participant. Play video. (3:49) |
 Katherine Brieger, Vice President Quality Services, Ann Kauffman Nolan, MPH, CEO and President, and Alan Steiner Esq., Board Chairman |
| Duncan Aviation* is an aircraft support company with 1,900 employees based in two main locations in different states. The company's wellness program features free annual onsite health screening and a free onsite fitness center for employees and their spouses. Multiple physical activity classes are available, including offerings to accommodate the schedules of spouses and alternative shift employees. Onsite nutritional analysis and consultation is also provided by the wellness staff and is free to all employees and family members. In the eighth year of the program, 78% of employees completed the annual health screening and overall employee participation was 100% due to quarterly health presentations. Play video. (3:35) |
 Mark Matthes, CEO, and Craig Johnson, Wellness and Safety Manager |
| Kalamazoo Valley Community College,* a Michigan-based school with 375 employees, implemented its employee wellness program in 2003. The program features regular HRAs and biometric health screenings for employees and their spouses, as well as free access to the campus fitness center and increased healthier options in the cafeteria. Play video. (3:42) |
 Jim Turcott, Director Employee Wellness Program, and Marilyn Schlack, President |
| NASA Glenn Research Center, which employs 3,200 civil servants and contractors, runs an employee wellness program that features a fully staffed onsite fitness center and medical center; campus sports fields and walking trails; a year-long weight management program with individual and team competitions for employees, families, and retirees; and one-on-one nutrition counseling with an onsite registered dietician. After a year, group results of those who participated in the weight management program showed an average weight loss of 2.6 pounds. Play video. (3:08) |
 Anthony Christen, Senior Medical Coordinator, Renee Barrett, Fitness Director, Nancy Miller, Registered Dietician, and Dr. Woodrow Whitlow, Center Director |
| City of Maple Grove (CMG), a city government which employs 940 staff, implemented Fit for Life, a program to promote and preserve the health of employees, resulting in decreased health care costs and improving their quality of life. The Fit for Life program includes annual wellness screenings and a series of programs and program activities to encourage physical activity, improved diet, and health. The program works with a vendor to gather a rich set of data on program participation by department, aggregate annual data on health risks, overweight, hypertension, cholesterol, and data on health costs over time. Play video. (3:42) |
 Ann Marie K. Shandley, HR Director, and Alan A. Madsen, City Administrator |
| Foote Health System, a regional health care provider with 3,100 employees, implemented the It's Your Life program. The program included: environmental supports; a cohesive and dedicated staff; a health screening and HRA completed on an annual basis; health coaching sessions conducted three times/year and other education materials; on-site fitness facilities with discounted rates for IYL members; and incentives encouraging program participation. Approximately 34.7 percent of overweight (BMI>27.5) participants achieved weight loss of 4 or more pounds over 12 or more months. Play video. (2:50) |
 Georgia Fojtasek, President and CEO, and Amy Schultz, MD, Director |
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