Oluseye Ogunmoroti1,2, Adnan Younus1, Maribeth Rouseff3, Erica S Spatz4, Sankalp Das3, Don Parris5, Ehimen Aneni1, Leah Holzwarth6, Henry Guzman7, Thinh Tran8, Lara Roberson1, Shozab S Ali1, Arthur Agatston1,9, Wasim Maziak2, Theodore Feldman1,10, Emir Veledar1,11, Khurram Nasir1,2,10,12,13. 1. Center for Healthcare Advancement and Outcomes Research, Baptist Health South Florida, Miami, FL. 2. Department of Epidemiology, Robert Stempel College of Public Health, Florida International University, Miami, FL. 3. Wellness Advantage Administration, Baptist Health South Florida, Miami, FL. 4. Center for Outcomes Research and Evaluation, Yale New Haven Hospital, New Haven, CT. 5. Center for Research and Grants, Baptist Health South Florida, Miami, FL. 6. Wellness Advantage, Baptist Health South Florida, Miami, FL. 7. Employee Health Management, Baptist Health South Florida, Miami, FL. 8. Center for Performance and Excellence, Baptist Health South Florida, Miami, FL. 9. South Beach Preventive Cardiology, Miami Beach, FL. 10. Herbert Wertheim College of Medicine, Florida International University, Miami, FL. 11. Department of Biostatistics, Robert Stempel College of Public Health, Florida International University, Miami, FL. 12. The Johns Hopkins Ciccarone Center for the Prevention of Heart Disease, Baltimore, MD. 13. Miami Cardiac & Vascular Institute, Baptist Health South Florida, Miami, FL.
Abstract
BACKGROUND: Healthcare organizations and their employees are critical role models for healthy living in their communities. The American Heart Association (AHA) 2020 impact goal provides a national framework that can be used to track the success of employee wellness programs with a focus on improving cardiovascular (CV) health. This study aimed to assess the CV health of the employees of Baptist Health South Florida (BHSF), a large nonprofit healthcare organization. HYPOTHESIS: HRAs and wellness examinations can be used to measure the cardiovascular health status of an employee population. METHODS: The AHA's 7 CV health metrics (diet, physical activity, smoking, body mass index, blood pressure, total cholesterol, and blood glucose) categorized as ideal, intermediate, or poor were estimated among employees of BHSF participating voluntarily in an annual health risk assessment (HRA) and wellness fair. Age and gender differences were analyzed using χ(2) test. RESULTS: The sample consisted of 9364 employees who participated in the 2014 annual HRA and wellness fair (mean age [standard deviation], 43 [12] years, 74% women). Sixty (1%) individuals met the AHA's definition of ideal CV health. Women were more likely than men to meet the ideal criteria for more than 5 CV health metrics. The proportion of participants meeting the ideal criteria for more than 5 CV health metrics decreased with age. CONCLUSIONS: A combination of HRAs and wellness examinations can provide useful insights into the cardiovascular health status of an employee population. Future tracking of the CV health metrics will provide critical feedback on the impact of system wide wellness efforts as well as identifying proactive programs to assist in making substantial progress toward the AHA 2020 Impact Goal.
BACKGROUND: Healthcare organizations and their employees are critical role models for healthy living in their communities. The American Heart Association (AHA) 2020 impact goal provides a national framework that can be used to track the success of employee wellness programs with a focus on improving cardiovascular (CV) health. This study aimed to assess the CV health of the employees of Baptist Health South Florida (BHSF), a large nonprofit healthcare organization. HYPOTHESIS: HRAs and wellness examinations can be used to measure the cardiovascular health status of an employee population. METHODS: The AHA's 7 CV health metrics (diet, physical activity, smoking, body mass index, blood pressure, total cholesterol, and blood glucose) categorized as ideal, intermediate, or poor were estimated among employees of BHSF participating voluntarily in an annual health risk assessment (HRA) and wellness fair. Age and gender differences were analyzed using χ(2) test. RESULTS: The sample consisted of 9364 employees who participated in the 2014 annual HRA and wellness fair (mean age [standard deviation], 43 [12] years, 74% women). Sixty (1%) individuals met the AHA's definition of ideal CV health. Women were more likely than men to meet the ideal criteria for more than 5 CV health metrics. The proportion of participants meeting the ideal criteria for more than 5 CV health metrics decreased with age. CONCLUSIONS: A combination of HRAs and wellness examinations can provide useful insights into the cardiovascular health status of an employee population. Future tracking of the CV health metrics will provide critical feedback on the impact of system wide wellness efforts as well as identifying proactive programs to assist in making substantial progress toward the AHA 2020 Impact Goal.
Authors: Lena Mathews; Oluseye Ogunmoroti; Khurram Nasir; Roger S Blumenthal; Ovie A Utuama; Maribeth Rouseff; Sankalp Das; Emir Veledar; Theodore Feldman; Arthur Agatston; Di Zhao; Erin D Michos Journal: J Womens Health (Larchmt) Date: 2018-01-29 Impact factor: 2.681
Authors: Erica S Spatz; Xianyan Jiang; Jiapeng Lu; Frederick A Masoudi; John A Spertus; Yongfei Wang; Xi Li; Nicholas S Downing; Khurram Nasir; Xue Du; Jing Li; Harlan M Krumholz; Xiancheng Liu; Lixin Jiang Journal: BMJ Open Date: 2015-12-09 Impact factor: 2.692
Authors: Yaling Zhao; Hong Yan; Ruihai Yang; Qiang Li; Shaonong Dang; Ruru Liu; Leilei Pei; Lei Cao; Roger J Marshall; Duolao Wang Journal: Medicine (Baltimore) Date: 2016-07 Impact factor: 1.889
Authors: Grzegorz Józef Nowicki; Barbara Ślusarska; Honorata Piasecka; Agnieszka Bartoszek; Katarzyna Kocka; Alina Deluga Journal: Int J Environ Res Public Health Date: 2018-10-28 Impact factor: 3.390