prehensive approach that addresses multiple avenues at once. The committee does not view the plan as something that the WRR administrator compiles in a silo; it needs input and collaboration from the entire department.

PROGRAM DESIGN

Resilience is not a separate entity; it is built into and flows out of the mission, culture, and program design. To succeed, a program needs several characteristics. The National Institute for Occupational Safety and Health (NIOSH) Total Worker Health Strategy (NIOSH, 2008; see Box 5-1) provides nine elements related to program implementation that can help guide DHS as it implements WRR.

BOX 5-1
NIOSH Total Worker Health Strategy

Establish clear principles. Effective programs have clear principles to focus priorities, guide program design, and direct resource allocation. Prevention of disease and injury supports worker health and well-being.

Integrate relevant systems. Program design involves an initial inventory and evaluation of existing programs and policies relevant to health and well-being and a determination of their potential connections. In general, better integrated systems perform more effectively. Programs should reflect a comprehensive view of health: behavioral health/mental health/ physical health are all part of total health. No single vendor or provider offers programs that fully address all of these dimensions of health. Integrate separately managed programs into a comprehensive health-focused system and coordinate them with an overall health and safety management system. Integration of diverse data systems can be particularly important and challenging.

Eliminate recognized occupational hazards. Changes in the work environment (such as reduction in toxic exposures or improvement in work station design and flexibility) benefit all workers. Eliminating recognized hazards in the workplace is foundational to WorkLife principles.
Not directly relevant to the committee’s charge.

Be consistent. Workers’ willingness to engage in worksite health-directed programs may depend on perceptions of whether the work environment is truly health supportive. Individual interventions can be linked to specific work experience. Change the physical and organizational work environment to align with health goals. For example, blue-collar workers who



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