• How to Implement Worksite Wellness

• Conduct an Organizational Assessment
• Obtain Management Support
• Establish a Wellness Committee
• Obtain Employee Input
• Obtain External Support
• Develop Goals & Objectives
• Design Program Activities
• Select Incentives
• Evaluate Outcomes

• Implementation Tools

• Employer Toolkits

• Videos

• AmeriHealth Healthy Lifestyles^SM Promotion Guide

Step 6: Develop Goals and Objectives

Steps to getting started

Goals are general guidelines that explain what you want to achieve. Objectives define strategies or steps to take to attain the identified goal.

A wellness program should have a "destination". Use the results of your surveys and your wellness committee’s mission statement as guides. Consider these ideas:

• Focus on making health information and learning resources readily available to employees
• Focus on group activities so employees can work together to support and encourage healthier lifestyles
• Develop a wellness program that is visible to both employees and to your customers
• Focus on written policies and guidelines

Set objectives for your wellness program.

Review Guidelines for Writing SMART goals.

SMART Goal	Deccription
S: Specific	A goal is specific when it provides a description of what will be accomplished. It will state exactly what the organization intends to accomplish. It should be written so that it can be easily and clearly communicated. A specific goal will make it easier for those writing objectives and action plans to address the following questions: Who is to be involved? What is to be accomplished? Where is it to be done? When is it to be done?
M: Measurable	A goal is measurable if it is quantifiable. To determine if your goal is measurable, ask questions such as: How much? How many? How will I know when it is accomplished?
A: Attainable	You can attain most any goal you set when you plan your steps wisely and establish a time frame that allows you to carry out those steps. Goals that may have seemed far away and out of reach eventually move closer and become attainable.
R: Realistic	Realistic, means "do-able." The goal needs to be realistic for your organization and where the organization is at the moment. A goal to take out all the high fat items in the vending machine may not be realistic for your company right now; a better goal would be to substitute some of the chips, candy bars and pies for pretzels, yogurt and dried fruit.
T: Timely	Finally, a goal must have a timeframe: for next week, in three months, by age 35. It must have a starting and ending point. It should also have some intermediate points at which progress can be assessed. Limiting the time in which a goal must be accomplished helps to focus effort toward its achievement. If you don’t set a time, the commitment is too vague. It tends not to happen because you feel you can start at any time. Without a time limit, there’s no urgency to start taking action now.