Certified Corporate Wellness Specialist® Program Standards
We are pleased you are interested in the Standards and Guidelines developed by the Corporate Health & Wellness Association (CHWA). This CHWA member-association DP1 has permission to post a link to this standard on their website. The CHWA established standards via a general agreement with member-associations and other industry professionals. You are invited to use the attached CHWA statement in the design and assessment of your programs, as well as for the development of new wellness initiatives and to assist in the training of your wellness staff.
CHWA MISSION STATEMENT FOR THE CERTIFIED CORPORATE WELLNESS SPECIALIST® PROGRAM
The mission of the CCWS designation is to be a professional program to educate wellness and well-being professionals and to establish and foster the use of standards for the development, assessment, and enhance the quality of learning, programs, and services for everyone involved in the development of these initiatives. DP2
CHWA STANDARDS AND GUIDELINES
Each CHWA standard contains ten criteria categories – referred to as “general standards” – that are applicable to each functional area of well-being, regardless of its primary focus. In addition to the general standards, all functional area standardsDP3 are composed of focused measures and guidelines. These standards and guidelines are meant to identify criteria and principles so that corporations that choose to address the wellness and well-being of their employees have a framework for identifying the processes and outcomes and ultimately create better systems to improve the overall well-being of their employees.
Part 1. MISSION
Wellness and well-being programs and services must advance, distribute, realize, and regularly review their missions to ensure they remain consistent with the object of the institution with applicable professional standards. The mission must be appropriate for the institution’s participants and other constituents.
Part 2. PROGRAM
To achieve a mission of health and well-being, all CHWA programs and services must contribute to:
• Participants’ overall education and well-being
• Participant progression and timely completion of educational and health goals
• Preparation for not only participant’s career, but their health and wellbeing DP4 as well
In order to contribute to learning and development, programs and services must:
• Analyze applicable participant learning and development goals
• Express how learning and development outcomes align with the CHWA learning and development standards
• Evaluate participant development
• Deliver evidence on the impact of results
• Communicate offerings for, or support of, participant learning and development
• Use evidence gathered to create strategies for improvement of programs and services in the future
PARTICIPANT LEARNING AND DEVELOPMENT DOMAINS AND DIMENSIONS DP5
• Dimensions: Understanding knowledge from a range of disciplines; connecting knowledge to other knowledge, ideas, and experiences; constructing knowledge; and relating knowledge to daily life
o Domain: cognitive complexity
• Dimensions: Critical thinking, reflective thinking, effective reasoning, and ingenuity
o Domain: intrapersonal development
• Dimensions: Realistic self-appraisal, self-understanding, and self-respect; identity development; commitment to ethics and integrity; and spiritual awareness
o Domain: interpersonal competence
• Dimensions: Consequential relationships, interconnection, teamwork, and effective leadership
o Domain: humanitarianism and civic engagement
• Dimensions: Understanding and appreciation of cultural and human differences, social responsibility, global perspective, and sense of civic responsibility
o Domain: practical competence DP6
• Dimensions: Following goals, communicating effectively, technical proficiency, managing personal affairs, managing career advancement, demonstrating professionalism, maintaining health and wellness, and living a purposeful and satisfying life LD Outcomes: See The Council for the Advancement of Standards Learning and Development Outcomes statement for examples of outcomes related to these domains and dimensions. DP7
Programs and services must be:
• Purposefully planned
• Directed facts and data
• Integrated into the culture of the employer or institution
• Guided by the demographic profiles of the employee population
• Responsive to needs of individuals, populations, and relevant constituencies of the population
• Communicated using multiple formats, strategies, contexts and approaches
• Designed to provide universal access based on the needs of all participants
Programs and services must collaborate with colleagues and departments across the institution to in order to promote development, persistence, and success.
Part 3. ORGANIZATION AND LEADERSHIP
To achieve desired educational and developmental outcomes, programs and services need to be designed for effectiveness based on the unique needs of your population. Programs and services must have clearly specified and updated:
• Objectives and results
• Rules, processes and expectations for all employees before they begin
• Organizational charts detailing the organization’s chain of command
• Strategic planning goals, including:
o An articulated vision and mission that drives both short and long-term planning
o Goals and objectives based on the needs of the populations served, intended learning and development outcomes, and program objectives
o Continuous development, assessment, and implementation of program effectiveness and goal attainment congruent with institutional mission and strategic plans
o Promoting environments that provide opportunities for participant learning, development, and engagement
o Programs and services that respond to the changing needs of populations served and evolving institutional priorities
o Include diverse perspectives to inform decision making
• Management and company leadership
o Plan, allocate, and monitor the use of fiscal, physical, human, intellectual, and technological resources
o Manage human resource processes including recruitment, selection, professional development, supervision, performance planning, succession planning, evaluation, recognition, and rewards
o Influence others to contribute to the effectiveness and success of the unit
o Empower professional, support, and participant employees to become effective leaders
o Encourage and support collaboration with colleagues and departments across the institution
o Encourage and support scholarly contributions to the field
o Identify and address individual, organizational, and environmental conditions that foster or inhibit mission achievement
o Use current and valid evidence to inform decisions
o Incorporate sustainability, wellness, and well-being practices in the management and design of programs, services, and facilities
o Understand appropriate technologies and integrate them into programs and services
o Be informed about codes and laws relevant to programs and services; and ensure that programs and services meet those requirements
o Assess and take action to mitigate potential risks
• Program advancement
o Advocate for, and actively promote, the mission and goals of the programs and services
o Inform stakeholders about issues affecting practice
o Facilitate processes to reach consensus where wide support is needed
o Advocate for representation in strategic planning initiatives at the divisional and institutional levels
Part 4. HUMAN RESOURCES
Individuals suitably qualified to accomplish the mission and goals of the organization staff the appropriate programs and services. These individuals must have access to technical and support employees adequate to accomplish this mission.
Within institutional guidelines, programs and services must:
• Establish procedures for employees recruitment and selection, training, performance planning, and evaluation
• Set expectations for supervision and performance
• Provide employees access to continuing and advanced education and appropriate professional development opportunities to improve their competence, skills, and leadership capacity
• Consider work/life options available to employees (e.g., compressed work schedules, flextime, job sharing, remote work, or telework) to promote recruitment and retention of employees
Administrators of programs and services must
• Ensure that all employees have updated position descriptions
• Implement recruitment and selection/hiring strategies that produce a workforce inclusive of
• Under-represented populations
• Develop promotion wellness and well-being practices that are fair, inclusive, proactive, and non-discriminatory
Employees responsible for the delivery of programs and services must have written performance goals, objectives, and outcomes for each year’s performance cycle in order to plan, review, and evaluate work and efficiency. This performance plan needs to be updated regularly in order to reflect the changes that need to be addressed and to ensure the program continually strives to meet the needs of the population it is serving.
Results of an individual’s evaluations should be used to recognize their performance, address performance issues, implement individual and/or collective development and training programs, and serve as a source of data to continually meet the needs of the population the wellness program is serving.
It is essential for program participants to be provided appropriate training prior to beginning their employment, and regularly throughout their tenure. This training should include and provide access to:
• Official policies pertaining to functions or activities
• Information regarding relevant laws and regulations
• Policies and procedures for dealing with, storing, and transferring sensitive and confidential information
• How and when to refer individuals in need of further assistance to qualified employees, as well as have access to a supervisor for assistance in making these judgments
• Systems and technologies necessary to perform their assigned responsibilities
ETHICAL AND LEGAL USES OF TECHNOLOGY
Employees must participate in ongoing development activities to keep abreast of the latest research, regulations, laws, developments and trends that influence their programs and services.
Administrators of programs and services must ensure that employees are knowledgeable of and trained in safety, emergency procedures, and crisis prevention and response should the need arise.
It is essential for employees to train, and remain informed of safety and emergency procedures for securing and evacuating facilities.
Professional employees must hold an applicable degree in a field relevant to their position, or should possess an appropriate combination of educational credentials and related work experience to the field they wish to enter.
INTERNS OR GRADUATE ASSISTANTS
Interns or graduate assistants must be qualified by enrollment in an appropriate field of study and relevant experience. Employees who possess applicable educational credentials, work experience or supervisory experience must oversee these participants. Supervisors must be cognizant of the dual roles interns and graduate assistants have as both students and employees.
• Follow to parameters of participants’ job descriptions
• Communicate the intended learning objectives and goals of a participant’s job description
• Obey agreed-upon work hours and schedules
• Provide flexible scheduling when circumstances necessitate
Supervisors and participants must both agree on proper compensation should situations require additional hours.
PARTICIPANT EMPLOYEES AND VOLUNTEERS
Participant employees and volunteers must be carefully selected, trained, supervised, and evaluated and must have access to a supervisor. Participant employees and volunteers must be provided clear job descriptions, pre-service training based on assessed needs, and continuing development.
Part 5. ETHICS
Programs and services must:
• Review related professional ethical standards and must adopt, develop and enact appropriate declarations of ethical practice
• Distribute statements of ethical practice and guarantee their regular reevaluation
• Familiarize new employees to relevant ethical standards and statements
Statements of ethical standards must:
• Specify in programs and services that employees respect privacy and maintain confidentiality in communications and records as delineated by privacy laws
• Specify limits on disclosure of information contained in participants’ records, as well as requirements to disclose to appropriate authorities
• Address conflicts of interest, or appearance thereof, by employees in the performance of their work
• Reflect the responsibility of employees to be fair, objective, and impartial in their interactions with others
• Reference the management of institutional funds
• Reference appropriate behavior regarding research and assessment with human participants, confidentiality of research and assessment data, and participants’ rights and responsibilities
• Include the expectation that employees confront and hold accountable other employees who exhibit unethical behavior.
• Address breaches of academic or journalistic integrity
Programs and services employees must
• Utilize principled decision-making during the performance of duties
• Notify users of programs and services of the ethical responsibilities and restrictions stemming from codes and laws or from licensure requirements
• Identify and avoid conflicts of interest that could unfavorably influence judgment or objectivity and, recuse themselves from the situation as swiftly as possible if needed
• Accomplish their duties within the scope of their position, training, knowledge, and ability
Part 6. LAW, POLICY, AND GOVERNANCE
Programs and services must comply with laws, regulations, and policies that relate to their respective responsibilities and that pose legal obligations, limitations, risks, and liabilities for the institution as a whole.
· Programs and services must have access to qualified legal advice in order for employees to carry out their assigned responsibilities responsibly and within a legal framework.
· Programs and services must inform employees, managers, executives, and other users about any legal obligations, risks and liabilities, and limitations; and should provide updates should these concerns change.
· Programs and services must inform employees about professional liability insurance options and refer them to external sources if the institution does not provide coverage.
· Programs and services must have written policies and procedures on operations, dealings, or tasks that have legal implications.
· Programs and services must regularly review policies, best practices, available evidence, and policy issues in higher education must inform the revision and creation of policies.
· Programs and services must have procedures and guidelines consistent with the institutional policy for responding to threats, emergencies, and crises. Processes must be in place to distribute information to participants, other members of the institutional community, and appropriate external organizations during emergencies efficiently.
· Employees may neither engage in nor condone any form of harassment or activity that demeans persons or creates an offensive or hostile environment.
· Programs and services must obtain permission to use copyrighted materials, and references to copyrighted materials and instruments must include appropriate citations.
Part 7. DIVERSITY, EQUITY, AND ACCESS
Within the context of each institution’s mission and in accordance with any institutional policies and laws, programs and services must create and maintain an environment that is welcoming, accessible, inclusive, equitable, and free of harassment.
Programs and services cannot discriminate based on disability, age, race, cultural identity, ethnicity, nationality, family educational history, political affiliation, religious affiliation, sex, sexual orientation, gender identity and expression, marital status, social status, economic status, or veteran status, or any other basis included in institutional policies and codes and laws.
Programs and services must:
• Advocate for understanding of multicultural and social justice concerns by the institution and its employees
• Guarantee access to all areas of the program for all constituents
• Adapt or remove, wellness and well-being practices, systems, tools, and facilities which produce barriers or biases
• Ensure that, if facilities and structures cannot be modified, they do not impede access to programs, services, and resources for those who are affected
• Establish goals for diversity, equity, and access
• Foster intercommunication practices that develop the understanding of identity, culture, self-expression, and heritage
• Champion respect for commonalities and differences among people within their historical and cultural contexts
• Address the characteristics and needs of a diverse team when establishing and implementing culturally relevant and inclusive programs, services, policies, procedures, and wellness and well-being practices
• Provide employees with diversity, equity, and access training and hold them responsible for integrating those skills to their work
• Respond to the needs of all when establishing hours of operation and developing methods of delivering programs, services, and resources
• Recognize the needs of remote and telecommunicating employees by directly providing or assisting them to gain access to comparable services and resources
Part 8. INTERNAL AND EXTERNAL RELATIONS
Programs and services must reach out to individuals, groups, communities, and organizations both internal and external in order to:
• Encourage understanding and effective relations with those who have an interest in, or potential effect on, the participants or other constituents served by the programs and services
• Gather backing and assets for programs and services in order to carry out the mission
• Work together in offering or improving programs and services to meet the needs of participants in order to achieve program and participant outcomes
• Engage individuals, groups, communities, and other organizations to supplement the environment and experiences of participants
• Promote the programs and services in a manner that is accurate and free of deception and misrepresentation
Programs and services must have procedures and guidelines consistent with institutional policy for
• Communicating with the media
• Distributing information through print, broad and online sources
• Contracting with external organizations for delivery of programs and services
• Cultivating, soliciting, and managing gifts
• Applying to and managing funds from grants
Part 9. FINANCIAL RESOURCES
Wellness and well-being programs and services must have funding to accomplish its mission and goals.
When creating and organizing funding, programs and services must conduct through analyses to determine:
• Any unmet needs of the employees the program is not providing, if any
• Relevant expenditures that will be part of normal operation
• External and internal resources that could impact the program
• Any effects, positive or negative, on participants and the institution
Programs and services should use the budget as a planning tool to reflect a commitment to the mission and goals of the programs and services, as well as that of the institution as a whole.
Programs and services must administer funds in accordance with established institutional accounting procedures.
Programs and services must exhibit responsible oversight of fiscal resources consistent with institutional protocols.
Financial reports must provide an accurate financial overview of the organization and provide clear, data upon with which the employer can plan and make informed decisions.
Procurement processes must:
• Remain in accordance with institutional policies
• Certify purchases comply with any applicable laws and codes for usability and access
• Ensure that the institution receives value for the funds spent
• Consider information available for comparing the ethical and environmental impact of products and services purchased
Part 10. TECHNOLOGY
Programs and services must have the technology to support the achievement of their mission and goals. The technology and its use must comply with institutional policies and procedures and with relevant codes and laws.
Programs and services must use technologies to:
• Supply current information concerning mission, location, staffing wellness programs and services, and official contacts to participants in accessible formats
• Offer an participants and other constituents the ability to communicate sensitive information securely
• Improve programs and services for all participants
Programs and services must:
• Regularly back up their data
• Establish and follow institutional policies concerning the ethical and legal use of technology
• Articulate policies and procedures that safeguard the privacy and security of information
• Implement a plan and cycle for replacing technological devices with attention to sustainability
• Integrate accessibility features into technology-based programs and services
When providing participant access to technology, programs and services must:
• Establish policies regarding the use of technology that are clear, concise, and readily available to all participants
• Provide information or referral to support services for individuals who require assistance in accessing or utilizing technology
• Provide instruction or training on the proper use of technology
• Inform participants of implications and risks about the misuse of technologies