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Catherine Lee:
My name is Cat Lee, and I’m the PHIG Program Evaluator from the Louisville Metro Department of Public Health and Wellness in Louisville, Kentucky. The poster is titled, “LMPHW’s Mental Wellness Initiative: How Evaluation Components Can Drive Collaboration and Program Success.” In this poster, I show how evaluation can be used as a framework for program development, using an example of our mental wellness initiative. The key components of evaluation that were most effective were tailored communication, stakeholder engagement, and feasibility.

The program development cycle, adapted from evaluation, is a six-step process centered on stakeholder engagement. Step one is to gather data. I collected data from staff using formal and informal methods. I also reviewed some existing literature on evidence-based best practices for wellness programs in the workplace. Step two is to review and synthesize data. During this step, three key points emerged: activities at individual program and organization levels affect workplace wellness differently, and when possible, multiple activities from different levels should be implemented. Staff want connection, resources, and inclusion, especially for those who don’t work at the main location.

Finally, our staff felt referrals to the Employee Assistance Program did not meet their needs. Step three is to share findings. In this step, I tailored communication products to each audience. The Employee Engagement Committee received a presentation and overview of results, with space for them to contribute ideas for the next steps during their weekly meeting. The senior director’s team received an executive summary and a one-page fact sheet of results and recommendations. The one-page fact sheet was also shared department-wide via the internal newsletter and SharePoint.

Step four is to plan program activities. Three activities were launched. The first activity is the mental wellness speaker series, a monthly presentation in which community-based organizations present on mental wellness topics and share information on accessing their services. The second activity is a mental wellness employee group of volunteer staff working together to support those with mental health challenges, caregivers, and allies. The third activity is a monthly newsletter feature consisting of short educational pieces on various topics and a listing of related resources in our area.

In step five, the plan was evaluated for feasibility. I met with key decision-makers and internal subject-matter experts to ensure activities were approved, feasible, and allowable. I met with supervisors of teams that work at satellite locations to collaborate on a solution to allow access to the speaker series and employee group. In step six, the project plan was shared with all staff. The plan incorporated staff feedback to ensure accessibility and respect for internal capacity. For example, speakers from the speaker series were invited to participate in already scheduled staff meetings for employees at satellite locations. Staff were able to engage with content and resources without disrupting their workday, utilizing the evaluation components of stakeholder engagement, tailored communication, and feasibility. LMPHW was able to create an evidence-based, data-supported program that met the needs of the department staff.