A central objective of the program is to improve the health of employees. Information on how to judge how well your program is meeting this objective is called "outcome evaluation" because you are evaluating the end results or outcome of your program.

In wellness programs, objectives are measured by specific behavior changes and reductions in health risk levels (outcomes). Have employees lowered their blood pressure? Have they lost weight? Are they exercising more? Is alcohol consumption at a safe level? For example these are the types of questions you can ask to find out if you are reaching your objectives:

• For employees with high blood pressure (140 / 90 or higher or on medication) at screening, what percentage have it under control (below 140 / 90) a year later?



• What is the change in average blood pressure levels among all employees with high blood pressure one year after screening? Two years later?



• For employees with high blood cholesterol levels (above 240) at screening, what percentage has reduced their cholesterol to borderline-high levels (200-239)?



• For employees with borderline-high blood cholesterol levels, what percentages have reduced their cholesterol to the desirable range (below 200)?



• What is the change in average cholesterol levels among all employees with high and borderline-high blood cholesterol levels one year after screening? Two years later?



• For employees who were overweight at screening, what percentage have lost 20 pounds or more a year later? Ten pounds or more? What is the average weight loss?



• For employees who were smokers at screening, what percentage have quit smoking? For at least a year?



• For employees whose level of alcohol consumption put them at-risk at screening, what percentage have quit drinking alcohol? Are consuming alcohol at levels considered safe by CDC guidelines? Have reduced their drinking, but are still at-risk?



• What percentage of employees are exercising at least three times a week for at least 20 minutes?



• If fitness levels were measured, what percentages have improved fitness?

Set a regular time such as every 6 months to look at which employees your program is reaching and how effective it is at helping them reduce their health risks. Use this information to make new decisions about how to direct your program efforts. Then make the changes you need to improve your program.

Some may feel that evaluation is a frill; it is not. Evaluation is a necessary part of a wellness program. You will need to know what is working and what is not. Decision-makers who fund the program need to be updated on the performance of the program. Evaluation will provide you with necessary data to maintain and expand the program and convince management to continue to support the program.