Assessment Criteria for Singapore HEALTH Award 2017 (Main Award)

The Singapore HEALTH (Helping Employees Achieve Life-time Health) Award (or SHA) is a
biennial national award presented by the Health Promotion Board (HPB) to recognise
organisations for their outstanding achievements in promoting workplace health.

The SHA criteria was enhanced in 2016 to reflect the evolving context of workplace health.
Recipients of the SHA demonstrate achievements in all four components of the assessment
criteria outlined in this document. This new set of criteria will take effect from the 2017 cycle,
which assesses organisations Workplace Health Promotion (WHP) programme during the
period of 2014-2016.

Section 1: Positioning of Workplace Health Promotion (WHP) (15%)

Strategic positioning and organisation of Workplace Health Promotion (WHP) in an

organisation sets a solid foundation for a strong and impactful programme for employee
health that leads to business outcomes.

An exemplary organisation positions workplace health as a core business and organisation

need, which aligns with key HR strategies and policies. This is also demonstrated through
investment of manpower and financial resources, as well as the nurturing of an
organisational culture of health.

In this section, applicants are required to demonstrate the following:

a. Cultivation of a health culture within the organisation

o Senior leadership is trained as health leaders
o Health is integrated into management practices (e.g., health is recognised
as a key performance indicator or development area with clear
accountability)
b. Regular policy review and changes to better support employee health
c. Integration with HR strategies
o Health is positioned as a talent attraction and/or retention tool
d. Strong management support exemplified by
o Active participation by all levels of management in workplace health
promotion (WHP) programmes
o Written statements of support for WHP on internal and public platforms
e. Investment of resources
o Financial Resources: A dedicated annual budget for WHP programmes
o Manpower Resources: A committee comprising members from various
departments and levels of management to oversee and implement WHP
programmes
o Training and recognition of staff
Section 2: Programme Planning (20%)

A key factor to the success of a WHP programme is the planning that is involved. This
involves holistic needs assessment, as well as planning specific programmes based on the
results of the needs assessment.

Applicants should have conducted holistic needs assessment in the four categories outlined
in Table 1 below.

Table 1. Holistic Needs Assessment for WHP

Type of assessment Description

a Biometric indicators Body Mass Index (BMI)
Blood pressure
Fasting blood glucose
Fasting blood lipids (cholesterol)

Please refer to HPB online for the national guidelines on

chronic disease screening.
b Health and lifestyle Survey comprising the following topics:
practices Healthy eating/nutrition
Physical activity
Mental wellbeing
Smoking

Please refer to HPB Online for a sample of health and lifestyle

practice survey.
c Demographics and Show consideration for the following factors in planning:
preferences Age, gender, work nature, work arrangements/schedules
Staff preferences for activities and timeslots
d Other related needs Employee engagement survey OR Employee satisfaction
assessment survey OR Organisational climate survey
Regular focus group discussions with staff on workplace
health
Physical fitness assessment OR walk/run test OR
step/treadmill test
Workplace Ergonomic Assessment
Workplace Risk Assessment

Based on the needs identified from the above, the organisation develops a clear plan that:

a. Highlights health topic areas identified by the needs assessment

 b. Lists goals and SMART (specific, measurable, achievable, relevant, time-bound)
objectives for the last two to three years.

Section 3: Programme Comprehensiveness (30%)

An effective WHP programme executes the programme plan with extensive and inclusive
offerings for all levels of staff throughout the year. Apart from addressing the key priorities
identified in the needs assessment, a strong programme will include offerings that cover all
the major health topics.

i) Programme Content Coverage

A holistic WHP programme should cover six components (outlined in Table 2) to support
employees in their adoption and maintenance of healthy living habits, thereby contributing
to productivity.

Table 2. Components of a holistic WHP programme

Component Reference for full details and

supporting documents required
for SHA submission
1 Awareness-raising activities Annex A
2 Skill-building activities
3 Preventive health services
4 Supportive environment/facilities/infrastructure
5 Organisational Policies
6 Targeted Interventions Annex B

In addition to the supporting documents outlined in Annexes A and B, applicants will be

required to provide a copy of their annual WHP programme schedule, which identifies the
health topic addressed in each activity/programme. A comprehensive programme schedule
should have the following characteristics:

a) Frequent health programmes, with at least 1 activity per month

b) Good spread of activities throughout the year, with activities conducted in at least 10
of 12 months

ii) Inclusiveness of Programme

A comprehensive WHP programme should also incorporate strategies to motivate and

reduce barriers to participation for all levels of staff. Applicants should provide examples
and elaboration on the following:
a. Strategies and programmes to encourage employee participation (e.g.,
loyalty/redemption programme, incentives, subsidies for programmes etc.) and
 b. Efforts to engage the following employee groups:
o Employees based outside of headquarters
o Mobile employees who are required to travel, and
o Employees on shift work

Section 4: Evaluation and Results (35%)

Evaluation of the WHP programme is necessary to track the results and effectiveness of the
WHP programme. Applicants will be required to provide documents to demonstrate the
monitoring and achievement of the indicators, corresponding to the activities/programmes
conducted. Table 2 below describes the various types of indicators assessed in SHA.

Table 2. Description of process, output and outcome indicators

Indicator Description
type
Process Ongoing monitoring and evaluation of WHP programmes. These
indicators include:
o Activity/Programme participation rates (e.g., attendance
records)
o Formal feedback (e.g., survey forms, questionnaires etc)
o Informal feedback (e.g., focus group discussions, anecdotal
feedback etc)
Output Monitoring and evaluation of the effectiveness of WHP programme,
measured by comparing the pre- and post-programme
surveys/evaluation. These indicators include:
o Knowledge
o Attitudes
o Beliefs
o Intention to change
o Adoption of health behaviours
Outcome Overall impact of the organisations WHP programme on the
following:
o Employee health indicators (See Annex B)
i. Health risk status (e.g. smoking rates, obesity rate, pre-
diabetes rate, physical activity rates)
ii. Disease prevalence (e.g. diabetes, hypertension, high blood
cholesterol)
o Organisational indicators (See Annex C)
i. Employee engagement (e.g. pre/post employee
engagement, organisational climate survey results)
 ii. Presenteeism rates (e.g. Work Limitations Questionnaire,
other presenteeism measures)
iii. Sick leave rates (e.g. Average no. of sick leave per staff per
year)
iv. Healthcare costs (e.g. Average healthcare cost including
MC claims, hospitalisation leave claims, etc. per staff per
year)
v. Customer satisfaction (e.g. customer satisfaction survey
results/ratings)
vi. Return of Investment (ROI) (e.g. Benefits derived from
implementing a health programme vs costs invested)

Please refer to Annex A for full details of the required supporting documents for each type
of programme/activity and Annex B for targeted interventions conducted by the
organisation.

Bonus Section: Innovation and Creativity (5%)

Applicants are encouraged to elaborate on how their organisation has innovated in their
WHP programme by providing examples involving the use of unconventional
strategies/programmes (e.g. leveraging technology, gamification etc.) and how these have
been successful.
Annex A: Details and supporting documents required for WHP programmes/activities
Note: Please refer to Annex B for details and supporting documents for targeted interventions.

Assessable under programme comprehensiveness (30%) Assessable under evaluation and results (35%)
Component
Examples Supporting documents Process Indicator(s) Output Indicator(s)
a Awareness- Educational messages disseminated Images of initiative(s) Participation rates (e.g., Pre- and post-comparison
raising through posters, flyers, eDMs, notice attendance records) OR with at least 2 time-points
initiatives boards etc. Formal feedback (e.g., measuring at least one of
Events communicating health messages survey/feedback forms) the below:
(e.g., carnivals, bazaars, fairs etc.) o Increased health
knowledge gained
b Skill-building All topics Images of activities, attendance records
activities OR overview of course content o Positive change in
Structured talks, workshops on various
attitudes and beliefs
health topics (including cooking
demonstrations, supermarket tours etc.) o Increase in adoption
of healthy behaviour
Physical Activity Images of events OR publicity materials
(e.g., meet guideline
Organisation-wide physical activity events of 150min of physical
(e.g., mass workout, outdoor family day activity per week)
etc)
Opportunities for regular physical activity
through structured programmes or interest
groups
c Preventive Provision of health screening with follow- Company-level aggregated screening For Health Screening and For Health Coaching
health services up support. results/report follow up/Flu Vaccination Pre- and post-comparison
Follow-up should comprise either: Description/flowchart of screening and exercise with at least 2 time-points
o A phone call to check if participants follow-up programme(s) Participation rates (e.g., measuring at least one of
with abnormal results have sought attendance records) OR the below:
medical help, Formal feedback (e.g., Increased health
o Face-to-face follow-up coaching survey/feedback forms) knowledge gained
with individual participant/small group, Positive change in
OR attitudes and beliefs
o Tele- or video-coaching
 Assessable under programme comprehensiveness (30%) Assessable under evaluation and results (35%)
Component
Examples Supporting documents Process Indicator(s) Output Indicator(s)
Flu vaccination exercise Images of vaccination exercise or details Increase in adoption
of exercise (e.g., dates, co-funding of healthy behaviour
required of staff etc.) (e.g., meet guideline
of 150min of physical
activity per week)
d Environment Physical Activity Images of facilities Increased awareness of Pre- and post-comparison
Support/ In-house exercise facilities (e.g. gym, tennis environment with at least 2 time-points
Facilities/ courts) support/facility/infrastru measuring at least one of
For in-house trained fitness leaders
Infrastructure cture the below:
Engagement and use of outside Duty sheet/images of fitness leaders
Increased utilisation Increased adoption of
facilities/resources conducting classes
rates of health- healthy behaviour
Shower/changing facilities (e.g., meet guideline
promoting
Promote and use the common office space environment/facilities/st of 150min of physical
to increase physical activity levels (e.g. ructures activity per week)
provide clean and well-lit stairwells for use,
use of vacant meeting rooms and open
atriums for physical activity)
Bicycle parking facilities
In-house trained fitness leaders
Healthy Eating Images of healthy eating options (e.g.,
Wholegrain staples are available at the menu boards, decals displayed at stall
workplace eateries fronts etc)
Healthier oil (i.e. HCS oils and other plant
based oils) is used in the preparation of
food at the workplace eateries
Lower-calorie options ((500kcal) main
dish/ set meal and (250kcal) side dish) are
available at workplace eateries
Fresh fruits are available at the workplace
eateries
 Assessable under programme comprehensiveness (30%)
Component
Examples
Mental Wellbeing For peer support strategies:
In-house peer support strategies (e.g.
buddy/mentor system)
Provision of counselling services/employee
coaching (e.g. in-house provision via
Employee Assistance Programme,
promotion of public helplines, counselling
services by non-profit organisations)
Smoking Cessation
Non-smoking workplace (no smoking even
in non-air-conditioned areas)
In-house self-help and support groups (e.g.
buddy system for ex-smokers)
In-house trained smoking cessation
counsellors
Promoting smoking cessation
programme/counselling services/support
groups available at community venues (e.g.
public helplines, counselling services by
healthcare organisations)
Assessable under evaluation and results (35%)
Supporting documents Process Indicator(s) Output Indicator(s)
Training material for peer supporters OR
publicity/communications about the
peer support system (e.g. eDMs) OR
peer support session notes/reports
For counselling services/employee
coaching:
workflow indicating referral pathway OR
annual report on usage/summary of
cases received
Photos of environmental cues and other
smoking cessation related initiatives
Emails and circulars with relevant
information
Certification of smoking cessation
counselling
 Assessable under programme comprehensiveness (30%) Assessable under evaluation and results (35%)
Component
Examples Supporting documents Process Indicator(s) Output Indicator(s)
e Organisational Healthy Eating For catering policies: Increased policy Pre- and post-comparison
Policies Healthier catering policies that are in Images of menu and 3 proof of purchase awareness and/or with at least 2 time-points
accordance with HPB guidelines1. of healthier menu utilisation (eg., survey, measuring at least one of
questionnaire, focus the below:
Healthier beverage policies that are in group discussions, staff Increased adoption of
All others: suggestions etc) healthy behaviour (e.g.,
accordance with HPB guidelines:
Policy document, tenancy/lease Increased utilisation of meet guideline of
i. All drink stalls/cafes/kiosks are required
agreement or contract with F&B partner policy (e.g., use of time- 150min of physical
to serve lower-sugar drinks as default
OR off policy for physical activity per week,
option OR
Images of healthier options (e.g. vending activity, redeeming increased consumption
ii. All drinks stalls in Food court/coffee
machines, menu board identifying lower incentives for health of whole grains/ lower
shops are required to only display
calorie options, HCS drinks at stall front activities, use of sugar beverages etc)
Healthier Choice Symbol (HCS) drinks at
store front, OR etc.) subsidies etc)
iii. All vending machines are required to
provide at least 70% HCS packaged
drinks or zero-calorie products OR
iv. Water dispensers are required to be
placed in office buildings for staff access.

Healthier dining policies where all F&B

outlets are required to:
i. Offer wholegrain staples as an option
(when served in rice, porridge, noodle,
bread and other cereal staple).
ii. Use healthier oil (in accordance with HPB
guidelines).
iii. Serve at least 1 lower-calorie option
((500kcal) main dish/ set meal and
(250kcal) side dish).

1
 Assessable under programme comprehensiveness (30%) Assessable under evaluation and results (35%)
Component
Examples Supporting documents Process Indicator(s) Output Indicator(s)
Smoking Cessation Policy Document OR
Policy(ies) that prohibits the sale of Circulars/mailers documenting
cigarettes on the premises policy(ies) for communicating to staff
Policy(ies) to support a smoke-free
workplace (e.g. no smoking in uniform, no
smoking in areas outside of designated
smoking area)
Communicable Diseases
Policy for managing Tuberculosis (TB) at
the workplace
Policy for managing HIV/AIDS at the
workplace
General Health
Protected time for health promotion
activities for employees
Flexi-benefits scheme that supports
options on healthy lifestyle areas and
programmes
Holistic Workplace Policies Policy Document OR
Policy(ies) to support employee assistance, Circulars/mailers documenting
crisis management (e.g. trauma) and policy(ies) for communicating to staff OR
change management (e.g. retrenchment, Relevant Standard Operating Procedures
re-designation) (SOP)
Work-Life Policies (e.g. flexible work Policy Document OR
arrangements, telecommuting options) Circulars/mailers documenting
policy(ies) for communicating to staff OR
Work Life Award Certificate (awarded by
WDA)
 Assessable under programme comprehensiveness (30%) Assessable under evaluation and results (35%)
Component
Examples Supporting documents Process Indicator(s) Output Indicator(s)
Polic(ies) to support breastfeeding staff Policy Document OR
(e.g. breastfeeding facilities) Circulars/mailers documenting
policy(ies) for communicating to staff
Strong workplace safety and health WSH Award certificate OR
management systems in place to protect bizSAFE STAR Level certification
the wellbeing of employees.
Annex B: Details and supporting documents required for targeted interventions
Programme Details Measurements and monitoring mechanisms
(Assessable under programme comprehensiveness (30%)) (Assessable under evaluation and results (35%))
Topic
Minimum Supporting Process
Target audience Content Output indicators Outcome indicators
duration Documents indicators
Weight 12 weeks Individuals with: Programme should have at Images of Participation Increased Improvement in
management 23 BMI (kg/m2) for Asians least: sessions rates for all knowledge health status (i.e., no.
OR 1 workshop on nutrition & conducted sessions and/or skills of participants with
25 BMI (kg/m2) for non- mental wellbeing Completion Increased BMI reduction across
Asians 12 weeks of 60mins of rate of the adoption of risk bands2) measured
vigorous intensive physical programme health pre and post
activity per week behaviours/ programme
Chronic 6 weeks Individuals who have been Programme should cover lifestyle Improvement in
disease diagnosed with at least one the following: practices (e.g., health status (back to
management of the following chronic meet guideline normal/healthy band)
conditions: Goal setting of 150min of based on clinical data
physical activity (HbA1c, blood
Pathophysiology of per week.
Diabetes (fasting blood condition(s) pressure, full lipid
glucose of 7.0mmol/l) Consumption of profile) measured pre
Lifestyle modification with whole grains and post programme
Pre-Diabetes (fasting blood regard to PA etc.)
glucose of 6.0mmol/l but
Nutrition
<7.0mmol/l)
Stress management
High blood pressure
(>130/80mmHg)
High blood cholesterol
(total cholesterol
>5.2mmol/L OR LDL
>3.4mmol/L OR HDL
>1.5mmol/L OR
triglycerides >2.3mmol/L)

2
BMI of 18.5 to 22.9 belongs to low risk (healthy) band, 23 to 27.4 belongs to moderate risk band and >27.4 to high risk band.
 Programme Details Measurements and monitoring mechanisms
(Assessable under programme comprehensiveness (30%)) (Assessable under evaluation and results (35%))
Topic
Minimum Supporting Process
Target audience Content Output indicators Outcome indicators
duration Documents indicators
Smoking 4 weeks Individuals who are of legal Programme should cover Improvement in
cessation smoking age and are current the following: health status
smokers, as verified by Motivators and barriers to measured pre and
smokerlyzer and/or nicotine quit post programme (e.g.,
test Methods of quitting and quit rate, smoking
cessation aid reduction rate no. of
sticks/day)
Quit plan
Importance of support
Relapse management