1

CDC Worksite Health ScoreCard Manual

CS 300641-A

CDC Worksite Health 

ScoreCard Manual

An Assessment Tool to Promote Employee Health and Well-Being

Updated January 2019 
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CDC Worksite Health ScoreCard Manual

The CDC Worksite Health ScoreCard contains information that needs to be filled out manually: 

an OPTIONAL Background and Community Engagement Information form (pages 12–14), and 

numerous tables on the following pages used in scoring worksites.

Web site addresses of nonfederal organizations are provided solely as a service to readers. Provision of an address does 

not constitute an endorsement of this organization by CDC or the federal government and none should be inferred. 

CDC is not responsible for the content of other organizations’ Web pages.

Suggested Citation

Centers for Disease Control and Prevention. CDC Worksite Health ScoreCard: An Assessment Tool to Promote Employee 

Health and Well-Being. Atlanta: U.S. Department of Health and Human Services; 2019.

CDC Worksite Health ScoreCard Manual

An Assessment Tool to Promote Employee Health and Well-Being 

Updated January 2019

U.S. Department of Health and Human Services

Centers for Disease Control and Prevention

National Center for Chronic Disease Prevention and Health Promotion

Division of Population Health
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CDC Worksite Health ScoreCard Manual

Foreword 

The purpose of this manual is to help employers use the Centers for Disease Control and Prevention (CDC) 

Worksite Health ScoreCard (CDC ScoreCard) to assess their health promotion programs, identify gaps, and prioritize 

high-impact strategies to promote employee health and well-being. CDC believes worksite health promotion and 

wellness programs are essential to maintaining a healthy workforce.

This manual contains CDC guidance only. It does not establish or affect legal or administrative rights or 

obligations. References within this manual to any specific commercial products, processes, services by trade 

names, trademarks, or manufacturers do not constitute an endorsement or recommendation by CDC.

Both the CDC ScoreCard manual and tool, in their current forms, may be updated and revised at any time.

Jason E. Lang, MPH, MS

Team Lead

Workplace Health Programs

National Center for Chronic Disease Prevention and Health Promotion

Centers for Disease Control and Prevention

Dyann M. Matson-Koffman, DrPH, MPH, CHES

Health Scientist (Policy)

Guidelines and Recommendations Activity, Office of Science Quality

Office of the Associate Director for Science

Centers for Disease Control and Prevention

If you have any questions concerning the CDC ScoreCard, contact: 

1-800-CDC-INFO (1-800-232-4636)

TTY: 1-888-232-6348 

cdcinfo@cdc.gov
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CDC Worksite Health ScoreCard Manual

Acknowledgments

Development of the CDC Worksite Health ScoreCard (CDC ScoreCard) was made possible through the time and 

expertise provided by the work group members listed below.

Centers for Disease Control 

and Prevention

Dyann M. Matson-Koffman, DrPH, 

MPH, CHES

Jason E. Lang, MPH, MS

Johns Hopkins University

Enid Chung Roemer, PhD, 

Co-Principal Investigator 

Karen Kent, MPH

Kate McCleary, MS

Nicole Thornton, MSPH

Hang Lu, MPP

Jeff Berko, MPH 

IBM Watson Health

Ron Goetzel, PhD, 

Co-Principal Investigator

Amanda Mummert, PhD

Katie Lane

Katie Whitley, MPH

Ame Ogiefo, MPH

Jacquelyn Palmer, MA 

CDC Subject Matter Experts

Pam Allweiss

Carma Ayala

Stephen Babb

Brook Belay

Jemika Blackman

Terry Brady

Claire Caruso

Chia - Chia Chang

Casey Chosewood

Daurice Grossniklaus

Tamera Haegrich

Ahmed Jamal

David Kim

Joel Kimmons

Tina Lankford

Andy Lanza

Carol MacGowan

Jessica Mesnick

Greta Messett

Qaiser Mukhtar

Stephen Onufrak

Steven Sauter

Anita Schill

Sharada Shantharam

Sheri Stuart

Anne Wheaton

Mary White

Subject Matter Experts

Laurie Whitsel— American Heart Association

Chris Calitz—American Heart Association

Charles Yarborough—CY Health Associates

Thomas Bender—Dow

Cathy Baase—Dow

Ann Rogers—Emory University

Allen Frommelt—Envolve Health

Eric Goplerud—George Washington University

Walter Willett—Harvard University

Laura Barger—Harvard University

Glorian Sorenson—Harvard University

Angie Blair—Healthiest Maryland Businesses Capital 

Region Coordinator

Tara Snyder—Healthiest Maryland Businesses, 

Previously with DHMH

Paul Terry—Health Enhancement Research Organization

Joanna Cohen—Johns Hopkins University

David Jernigan—Johns Hopkins University

Larry Cheskin—Johns Hopkins University

Susan Gross—Johns Hopkins University

Jeanne Clark—Johns Hopkins University

Jennifer Flynn—Johnson & Johnson

Steven Noeldner—Mercer

Ron Manderscheid—National Association of County 

Behavioral Health & Developmental Disability Directors

LuAnn Heinen— National Business Group on Health

Seth Serxner—Optum

Joel Bennett—Organizational Wellness

Andrew Creighton—Prudential

Deborah Galvin—Substance Abuse and Mental Health 

Services Administration

Michael Dansinger—Tufts Medical Center

Debra Lerner—Tufts University

Larry Webber—Tulane University

Ron Loeppke—U.S. Preventive Medicine

Steve Schroeder—University of California San Francisco

Vineet Arora—University of Chicago

Dave DeJoy—University of Georgia

LaVaughn Palma-Davis—University of Michigan

Daniel Patterson—University of Pittsburgh Medical 

Center

Diana Fernandez—University of Rochester

Jeff Harris—University of Washington

Tamara Osgood—U.S. Army 

David Katz—Yale University
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CDC Worksite Health ScoreCard Manual

Contents

Introduction .................................................................................................... 6

Completing the CDC Worksite Health ScoreCard ................................................................ 9

Scoring Your Survey ........................................................................................... 11

2019 CDC Worksite Health ScoreCard .......................................................................... 12

2019 CDC ScoreCard Topic Areas............................................................................... 15

Summary of Scores ............................................................................................ 39

Using the CDC Worksite Health ScoreCard to Improve Your Worksite’s Programs ................................ 40

Tracking Your Scores Over Time ................................................................................ 41

Comparing Your Score with Other Employers .................................................................. 42

Appendix A. Frequently Asked Questions ...................................................................... 45

Appendix B. Resources for Action .............................................................................. 49

Appendix C. Glossary .......................................................................................... 59

Appendix D. Scoring Methodology: Evidence and Impact Ratings .............................................. 65

Appendix E. Sample Materials.................................................................................. 67
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CDC Worksite Health ScoreCard Manual

Introduction

What is the CDC Worksite Health ScoreCard?

The CDC Worksite Health ScoreCard (CDC ScoreCard) is a tool designed to help employers assess whether they have 

implemented evidence-based health promotion strategies to improve the health and well-being of their employees. The 

CDC ScoreCard includes 154 questions about specific programs, policies, environmental supports, and health plan benefits 

that are effective in improving health and well-being. These questions are organized across 18 modules (topic areas) and 

are scored to help employers identify gaps and track improvements over time. Below are the modules in the order they 

appear in the CDC ScoreCard and the number of questions contained within each module.

■ Organizational Supports (25)

■ Tobacco Use (8)

■ High Blood Pressure (6)

■ High Cholesterol (5)

■ Physical Activity (10)

■ Weight Management (4)

■ Nutrition (14)

■ Heart Attack and Stroke (12)

■ Prediabetes and Diabetes (6)

■ Depression (7) 

■ Stress Management (7)

■ Alcohol and Other Substance Use (6)

■ Sleep and Fatigue (6)

■ Musculoskeletal Disorders (7)

■ Occupational Health and Safety (9)

■ Vaccine-Preventable Diseases (7)

■ Maternal Health and Lactation Support (7)

■ Cancer (8)

The development and 

validation of the CDC 

ScoreCard are described 

separately in The CDC 

Worksite Health ScoreCard

Scoring Methodology: 

Evidence and Impact 

Ratings and Supporting 

Citations report. 
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CDC Worksite Health ScoreCard Manual

What is NEW in the 2019 version of the CDC Worksite Health ScoreCard?

Many employers may already be familiar with the CDC Worksite Health ScoreCard (CDC ScoreCard), which was first released in 

2012. As part of the current update to the tool, all existing questions—wording, citations, and scoring—were re-evaluated 

to ensure that they reflect the best available evidence. 

This process resulted in several changes to the CDC ScoreCard, including the addition of 20 questions into existing modules, 

the removal of 13 questions, and movement of three questions between modules. Other changes included the renaming 

of both the Maternal Health and Lactation Support and Prediabetes and Diabetes modules to reflect a broadened 

focus, and the combining of two modules from the 2014 version, Signs and Symptoms of Health Attack and Stroke and 

Emergency Response to Heart Attack and Stroke, into one comprehensive module titled Heart Attack and Stroke. 

Finally, the updated CDC ScoreCard includes four new modules featuring evidence-based strategies on emerging worksite 

health topics: 

Sleep and Fatigue. One-third of U.S. adults report that they usually get less than the 

recommended seven or more hours of sleep per night.1 Chronic sleep deprivation is linked to 

many chronic diseases and conditions, including diabetes, heart disease, obesity, and 

depression.2 Not getting enough sleep can also lead to motor vehicle crashes and mistakes 

at work, which may result in injury or disability.3,4 As such, the public health community 

believes that sleep is a foundational pillar for good health and should be addressed in any 

comprehensive health promotion program. 

Alcohol and Other Substance Use. Excessive alcohol consumption is the third leading 

cause of preventable death in the U.S.5 and is associated with many negative health 

outcomes, including cardiovascular disease, stroke, cancer, sexually transmitted diseases, 

depression, and accidental injury.6 With the growing recognition that most illicit drug users 

and heavy drinkers are members of the workforce,7 the worksite can be an important 

venue for the delivery of alcohol and substance abuse prevention services in the form of 

lifestyle campaigns, education programs, and insurance coverage that includes screening, 

counseling, and treatment options.8,9

Musculoskeletal Disorders. Awkward posture or repetitive tasks can cause damage to 

muscles, nerves, tendons, joints, cartilage, and spinal discs and can contribute to the 

development of musculoskeletal disorders.10 There is strong evidence suggesting that highly 

prevalent and costly musculoskeletal disorders, such as back pain, arthritis, and carpal tunnel 

syndrome, can be mitigated through worksite policy and design.11

Cancer. Cancer is the second most common cause of death in the U.S., accounting for nearly 

one-quarter of all deaths annually.12 American men have slightly less than a 1 in 2 lifetime 

risk of developing cancer; for women, the risk is a little more than 1 in 3.13 Previous editions 

of the CDC ScoreCard addressed some cancer risk reduction interventions (e.g., in the Tobacco 

Use and Weight Management modules); however, the module in the current version of the 

CDC ScoreCard includes questions to assess the use of educational materials/programming 

and insurance coverage to promote evidence-based cancer screenings, as well as access to 

vaccinations and environmental supports that may reduce the incidence of cancer. 
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CDC Worksite Health ScoreCard Manual

Why use the CDC Worksite Health ScoreCard?

While employers have a responsibility to provide a safe and hazard-free worksite, they also have abundant opportunities 

and a clear incentive to promote individual health and foster a health-promoting work environment.14,15 CDC encourages 

employers to provide their employees with preventive services, training and tools, and an environment that supports 

healthy behaviors. By following this advice, employers can expect to reduce health care expenditures, increase productivity 

and engagement, and improve the general health and well-being of their employees.16–19

Designing an effective workplace health promotion program can be tricky. There is no one-size-fits-all approach; a 

successful program needs to be tailored to employee health needs and the organization’s culture and environment. 

To be effective, a wellness program also must be comprehensive, weaving together a coherent set of evidence-based 

interventions that support a culture of health and safety within the organization.20,21

Comprehensive worksite wellness programs may include content (i.e., specific interventions, strategies, and behavioral 

interventions) that address a range of health conditions and risk factors, such as:

Programs. Opportunities available to employees at the worksite or through outside organizations to begin, change, or 

maintain health behaviors. 

Policies. Formal or informal written statements that are designed to protect or promote employee health. They affect 

large groups of employees simultaneously. They can also create and foster a culture of health.

Benefits. Part of an overall compensation package including health insurance coverage and other services or discounts 

regarding health.

Environmental supports. Physical factors at and nearby the worksite that help protect and enhance 

employee health.22,23

Well-designed programs incorporate interventions at three levels:

Primary prevention. Helping employees stay healthy and reduce their risk of disease (e.g., making most of the food and 

beverage choices that are available be healthy food items that have visible nutritional information labels). 

Secondary prevention. Providing services aimed at early detection and prevention of disease (e.g., offering free or 

subsidized cholesterol and blood pressure screenings).

Tertiary prevention. Reducing the amount of disability caused by existing disease (e.g., providing health insurance 

that includes access to therapies and treatment for musculoskeletal disorders). 

The CDC ScoreCard is designed to help employers assess their health promotion efforts and identify evidence-based 

strategies to improve the health and well-being of their employees over time.

Who can use the CDC Worksite Health ScoreCard?

Employers. Human resource managers, health benefit managers, health education staff, occupational nurses, medical 

directors, wellness directors, or others responsible for worksite health promotion in an organization may use the CDC 

ScoreCard to establish benchmarks, track improvements, identify areas for improving a culture of health, evaluate 

program successes over time, and collaborate on initiatives within their own programs or at local, state, or national levels. 

State or local health departments. State or local health departments may assist employers and business 

coalitions in using the tool and sponsor initiatives to establish healthier worksites throughout the state. State or 

local health departments also can use the CDC ScoreCard to monitor and track improvements in workplace health 

promotion programs over time, establish best practice benchmarks, and guide decision-making about resources to 

support employers.
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CDC Worksite Health ScoreCard Manual

Completing the CDC Worksite 

Health ScoreCard

Getting Started

If you are a large organization with multiple worksites, consider completing this tool for each worksite separately, or 

select the particular worksite of interest. A worksite is a building, unique location, or business unit within the organization 

where work occurs. A worksite can include a campus of multiple buildings if all the buildings are in close proximity (e.g., 

walking distance) and are defined as part of the organization. For example, a shipping company should consider single 

retail stores, distribution centers, or a corporate office park as individual worksites unless they are geographically adjacent 

to one another. By completing the tool separately for each worksite, you can identify different areas of strengths and 

opportunities for improvement to impact the health and well-being of all employees across your organization.

Form a small team representing different organizational units to complete this survey together. A collaborative 

approach will allow for more accurate responses, increase ownership and involvement among the team, and decrease 

effort for any single team member. For example, we recommend enlisting individuals among the following roles:

■ Worksite health promotion committee members

■ Human resource managers

■ Health benefit managers

■ Health education staff

■ Occupational nurses

■ Medical directors

■ Health promotion coordinators

■ Building facilities managers 

Note: If completing the CDC ScoreCard as a group or team, find consensus on the responses to questions before 

finalizing responses.

Some questions ask you to describe your health insurance plan. If your organization offers more than one health 

insurance option, base your responses on the health insurance plan with the highest enrollment at your worksite.
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CDC Worksite Health ScoreCard Manual

Using the CDC Worksite Health ScoreCard

There are 18 modules in the CDC ScoreCard; each module covers a separate topic related to worksite health. You may 

complete these in separate sittings and in any order. Scores for each module can be tallied for each module and combined 

for a total score once all modules are completed. 

Scan each section before attempting to respond. Answers to most questions are readily available following a review 

of organizational health policies (e.g., a policy handbook), benefit plan designs, interviews with key stakeholders, and 

direct observation. In some cases, answers may not be immediately obvious to the person assigned to complete the 

section. If you do not know the answer to the question, leave the box empty, and engage others at the worksite to help 

you answer it.

Consult the Glossary (Appendix C) to clarify terms used in the questions.

Each question asks about a unique facet of your workplace health program. Consider only worksite practices and 

programs that are currently in place (e.g., ongoing access to health insurance, educational materials that are provided on the 

company intranet) or have occurred at least once within the past 12 calendar months (e.g., a five week walking challenge that 

took place in the previous quarter).

■ Answer “yes” if the activity or service described in the question was made available to employees at your 

worksite at least once within the past 12 calendar months. 

■ Answer “no” if the activity or service described in the question was not offered at any time within the past 

12 calendar months. Answer “no” for activities or services that have been planned but not yet made available 

to employees.

Note that the root question may contain and or or when presenting multiple elements. 

■ And: Worksites must have all elements currently in place or all elements must have occurred at least once within the 

past 12 calendar months.

■ Or: Worksites must have at least one element currently in place or at least one element must have occurred at least 

once within the past 12 calendar months.

Most questions include green italicized subtext that elaborates upon the root question, including definitions or 

examples of program elements. Examples provided in the subtext are not exhaustive, and worksites are not required to 

have all examples in place to receive credit for the question.

After completing the CDC ScoreCard, score your answers using the instructions on page 41. We recommend that 

you convert the raw scores for each module to percentages of total possible points. If you choose to complete the CDC 

ScoreCard using the online system, these metrics will be automatically included in your summary benchmarking report.

You may compare your scores to other employers who participated in the validation of the updated CDC ScoreCard. 

Do not interpret this benchmark as a recommended score. It is intended to provide a reference about where your worksite 

stands compared to a small sample of other worksites. 
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CDC Worksite Health ScoreCard Manual

Scoring Your Survey

The CDC Worksite Health ScoreCard scoring system was developed to reflect the relative impact of proven health promotion 

strategies. Strategies are assigned a point value indicating their level of impact on health outcomes and the amount of 

evidence of the strategy’s effectiveness, ranging from “Good” (1 point) to “Best” (3 points). 

For example, awareness-building materials such as flyers or brochures (1 point) have less of an impact on employee 

health than lifestyle counseling or self-management programs (3 points). For more information about the evidence and 

impact rating systems, please see Appendix D. For the citations used as evidence to assign scores for each of the items 

in the CDC ScoreCard, please see The CDC Worksite Health ScoreCard Scoring Methodology: Evidence and Impact Ratings 

and Supporting Citations.

The CDC ScoreCard shows the point value that is assigned to each strategy (question). When scoring your completed CDC 

ScoreCard, you will be able to determine two scores—a total score and a score for each of the individual 18 modules.

■ To calculate your total score, add the point values of all the questions to which you responded “yes.”

■ To calculate scores by module, add the point values of all questions to which you responded “yes” within that 

module (e.g., Organizational Supports).

■ Some questions may not have been applicable to your worksite (i.e., During the past 12 months, did your worksite 

encourage stair use by posting signs and making stairwells more inviting to use?). Answer “no” or skip these questions; 

you will receive 0 points for “no” or skipped questions. 
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CDC Worksite Health ScoreCard Manual

2019 CDC Worksite Health ScoreCard

OPTIONAL Background and Community Engagement Information

This section of the tool captures background information about your worksite’s population. If you are a large organization 

with multiple worksites, consider completing this tool for each worksite separately, or select the particular worksite of 

interest. A worksite is a building, unique location, or business unit within the organization where work occurs. A worksite 

can include a campus of multiple buildings as long as all the buildings are in close proximity (walking distance) and 

defined as part of the organization. If you want to skip this section, please proceed to page 16 to begin completing the 

CDC ScoreCard.

CONTACT INFORMATION

1. Name: 

2. Job title: 

3. Address: 

4. Telephone number: 

5. E-mail address: 

EMPLOYEE CHARACTERISTICS—If exact figures are not available, please provide your best estimates.

6. Number of employees in your organization (across all U.S. locations)

❑ 1-49 

❑ 50-99 

❑ 100–249 

❑ 250–749 

❑ ≥750

7. Do you have multiple worksites/locations?

❑ Yes               ❑ No

8. How many employees are at the location for which you are completing the survey?

❑ 1-49 

❑ 50-99 

❑ 100–249 

❑ 250–749 

❑ ≥750

9. Sex

% Male: % Female: 

10. Age groups

% <18 years of age:

% 18–34 years of age:

% 35–44 years of age:

% 45–64 years of age:

% ≥65 years of age:

11. Average age: 

Continued
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CDC Worksite Health ScoreCard Manual

12. Racial/ethnic group

% Non-Hispanic White:

% Non-Hispanic Black/African American: 

% Hispanic/Latino:

% Asian/Asian American: 

% American Indian/Alaska Native: 

% Native Hawaiian/Pacific Islander: 

% Other: 

13. Work status

% Full-time: 

% Part-time: 

% Temporary: 

14. Job type

% Salaried: % Hourly:

15. Education level

% Less than high school diploma: 

% High school graduate/GED: 

% Some college/technical school: 

% College graduate: 

% Post-graduate/advanced degree: 

ORGANIZATION AND PROGRAM BACKGROUND

16. Your Organization’s Business Type

❑ For-profit ❑ Nonprofit/government ❑ Nonprofit/other

17. Your Organization’s Industry Type:

❑ Agriculture, Forestry, Fishing, 

 and Hunting

❑ Mining, Quarrying, and Oil/Gas Extraction

❑ Wholesale Trade

❑ Retail Trade

❑ Accommodation & Food Services

❑ Professional, Scientific, and 

 Technical Services

❑ Transportation and Warehousing

❑ Utilities

❑ Health Care and Social Assistance

❑ Real Estate Rental & Leasing 

❑ Finance and Insurance

❑ Management of Companies & Enterprises

❑ Information

❑ Construction 

❑ Educational Services 

❑ Manufacturing

❑ Administrative and Support and Waste 

 Management and Remediation Services

❑ Arts, Entertainment and Recreation

❑ Other Services (except Public Administration): 

❑ Public Administration

18. Health insurance coverage provided to employees?

❑ Yes ❑ No

Continued
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CDC Worksite Health ScoreCard Manual

19. Elements of worksite health promotion programs offered at your organization: (Check all that apply)

❑ Health education (e.g., skills development and behavior change classes; awareness building 

 brochures, posters)

❑ Links to related employee services (e.g., referral to employee assistance programs [EAPs])

❑ Supportive physical and social environment for health improvement (e.g., tobacco-free policies, 

 subsidized gym memberships)

❑ Integration of health promotion into your organization’s culture (e.g., health promotion being part of 

 business’ mission statement)

❑ Employee screenings with adequate treatment and follow-up (e.g., Health Risk Assessments [HRAs] 

 and biometric screenings)

COMMUNITY ENGAGEMENT

20. Does your worksite provide employees with health-related information, programs, or resources from any of the 

following organizations: (Check all that apply)

❑ Federal, state, or local public health agencies (e.g., Centers for Disease Control and Prevention)

❑ Health insurance plan, broker, or workers’ compensation provider

❑ Health management program and/or wellness program provider/vendor

❑ Health-related organizations (e.g., American Heart Association, American Cancer Society)

❑ Health care professionals (e.g., hospitals, providers, pharmacists, nutritionists)

❑ Faith-based and/or religious-affiliated organizations (e.g., YMCA)

❑ Business groups or councils (e.g., Wellness Council, Chamber of Commerce) 

❑ Other: 

Respond “yes” if, for example, you work with an organization not listed above such as an employee assistance 

program, food services vendor, foundation, etc. to provide health information, programs, or resources to employees.

21. Does your worksite receive consultation, guidance, advice, training, and/or direction from any of the following 

organizations related to the design and delivery of a worksite wellness program? (Check all that apply)

❑ Federal, state, or local public health agencies (e.g., Centers for Disease Control and Prevention)

❑ Health insurance plan, broker, or workers’ compensation provider

❑ Health management program and/or wellness program provider/vendor

❑ Health-related organizations (e.g., American Heart Association, American Cancer Society)

❑ Health care professionals (e.g., hospitals, providers, pharmacists, nutritionists)

❑ Faith-based and/or religious-affiliated organizations (e.g., YMCA)

❑ Business groups or councils (e.g., Wellness Council, Chamber of Commerce) 

❑ Other: 

Respond “yes” if, for example, you work with an organization not listed above such as an employee assistance 

program, food services vendor, foundation, etc. to provide health information, programs, or resources to employees.

22. Does your worksite participate in any community coalitions focused on or targeting health, including through 

business and community partnerships?

❑ Yes ❑ No
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CDC Worksite Health ScoreCard Manual

2019 CDC ScoreCard Topic Areas
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CDC Worksite Health ScoreCard Manual

Organizational 

Supports

Leadership Commitment and Support

During the past 12 months, did your worksite: Yes No Score

1. Demonstrate organizational commitment and support of worksite health promotion at 

all levels of management? 

Answer “yes” if, for example, all levels of management participate in activities, 

send communications to employees, or have performance objectives related to a 

healthy workforce.

❑

(2 pts.)

❑

(0 pts.)

2. Include references to improving or maintaining employee health and safety in the 

business objectives, core values, or organizational mission statement?

❑

(1 pt.)

❑

(0 pts.)

3. Have a strategic plan that includes goals and measurable organizational objectives for 

the health promotion program?

Answer “yes” if, for example, your organization identifies SMART (i.e., specific, 

measurable, achievable, realistic, time-bound) goals and objectives. 

❑

(2 pts.)

❑

(0 pts.)

4. Have an annual budget or receive dedicated funding for health 

promotion programs?

❑

(2 pts.)

❑

(0 pts.)

5. Have an active and diverse health promotion committee?

Answer “yes” if, for example, your health promotion committee is routinely engaged 

in planning and implementing programs, and includes workers from all levels of the 

organization, various departments, as well as representatives from special groups 

(e.g., remote workers, organized labor).

❑

(2 pts.)

❑

(0 pts.)

6. Have a paid health promotion coordinator whose job (either part-time or full-time) is to 

manage the worksite health promotion program?

Answer “yes” if the staff member is located on or off site and has responsibility for 

health promotion as part of his or her job description or performance expectations. 

❑

(2 pts.)

❑

(0 pts.)

Measurement and Evaluation

During the past 12 months, did your worksite: Yes No Score

7. Conduct an employee needs and interest survey for planning health promotion 

activities?

Answer “yes” if, for example, your organization administers surveys or conducts focus 

groups to assess your employees’ readiness, motivation, or preferences for health 

promotion programs.

❑

(1 pt.)

❑

(0 pts.)

8. Conduct employee health risk appraisals (HRAs) or health assessments (HAs) and provide 

individual feedback plus health education resources for follow-up action?

Answer “yes” if, for example, your organization conducts HRAs through vendors, on 

site staff, or health plans and provides individual feedback through written reports, 

letters, or one-on-one counseling. 

❑

(3 pts.)

❑

(0 pts.)

Continued
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CDC Worksite Health ScoreCard Manual

During the past 12 months, did your worksite: Yes No Score

9. Conduct ongoing evaluations of health promotion programming that use multiple data 

sources to inform decision-making? 

Answer “yes” if, for example, your organization routinely measures the quality 

and impact of health promotion programs. This may be measured using data on 

employee health risks, medical claims, employee satisfaction, or organizational 

climate surveys.

❑

(2 pts.)

❑

(0 pts.)

Strategic Communications

During the past 12 months, did your worksite: Yes No Score

10. Promote and market health promotion programs to employees? 

Answer “yes” if, for example, your worksite’s health promotion program has a brand 

name or logo or uses multiple channels of communication to inspire and connect 

employees to health promotion resources. These may include sharing employees’ 

health-related “success stories.” 

❑

(2 pts.)

❑

(0 pts.)

11. Use tailored health promotion communications to ensure that they are accessible and 

appealing to employees of different ages, genders, education levels, job categories, 

cultures, languages, or literacy levels?

❑

(3 pts.)

❑

(0 pts.)

Participation and Engagement

During the past 12 months, did your worksite: Yes No Score

12. Have an employee champion or network of champions who actively publicize health 

promotion programs?

❑

(2 pts.)

❑

(0 pts.)

13. Use and combine incentives with other strategies to increase participation in health 

promotion programs? 

Answer “yes” if, for example, your organization offers incentives such as gift 

certificates, cash, paid time off, product or service discounts, reduced health 

insurance premiums, employee recognition, or prizes. 

❑

(2 pts.)

❑

(0 pts.)

14. Use individual or team competitions or challenges in combination with additional 

interventions to support employees making behavior changes? 

Answer “yes” if, for example, your organization offers physical activity competitions. 

❑

(2 pts.)

❑

(0 pts.)

15. Promote and support employee volunteerism? 

Answer “yes “if, for example, your organization encourages participation in volunteer 

activities, and allows employees the flexibility to participate during typical work 

hours. This may include time organizing food drives or participating in corporate 

walks or community clean-up days.

❑

(1 pt.)

❑

(0 pts.)

16. Provide a working environment that features healthy building design principles? 

Answer “yes” if, for example, your workspaces have access to natural light, 

exposure to plants and nature, communal spaces, good ventilation and air quality, 

comfortable temperature, or no excessive noise.

❑

(1 pt.)

❑

(0 pts.)

17. Extend access to key components of the program to all workers, including hard to reach 

workers (e.g., telecommuters, contract workers, night shift workers, part-time workers)?

Answer “yes” if, for example, your organization offers alternative options for 

participating in programs or services, such as 24-hour gym access or virtual access 

to lectures. 

❑

(1 pt.)

❑

(0 pts.)

Continued
18

CDC Worksite Health ScoreCard Manual

Programs, Policies, and Environmental Supports

During the past 12 months, did your worksite: Yes No Score

18. Provide an employee assistance program (EAP)?

Answer “yes” if, for example, employees have access to an EAP that offers services 

addressing financial health, depression, stress management, grief counseling, 

substance use, and other mental and emotional health issues. 

❑

(2 pts.)

❑

(0 pts.)

19. Implement educational programming to improve health care consumerism?

Answer “yes” if, for example, your organization provides employees with written or 

interactive guidance on improving doctor-patient relationships, promoting patientcentered care, and appropriate use of medical resources.

❑

(1 pt.)

❑

(0 pts.)

20. Educate employees about preventive services and benefits covered by their health 

insurance plan on an ongoing basis, above and beyond what occurs during annual 

health insurance enrollment?

Answer “yes” if, for example, your worksite communicates information about benefits 

such as smoking cessation medication and counseling, weight management tools, 

or flu vaccinations through emails or newsletters that are distributed across the 

calendar year.

❑

(1 pt.)

❑

(0 pts.)

21. Provide and support flexible work scheduling policies?

Answer “yes” if, for example, policies allow for flextime schedules, the option to 

work at home, or allowing time during the day for employees to engage in health 

promotion activities.

❑

(2 pts.)

❑

(0 pts.)

22. Provide work-life balance programming and resources?

Answer “yes” if, for example, your worksite provides resources related to elder care, 

child care, tuition reimbursement or financial counseling. 

❑

(3 pts.)

❑

(0 pts.)

23. Make some or all company-specific health promotion programs available to family 

members?

Answer “yes” if your organization allows employees’ family members to access health 

promotion resources and programming, above and beyond what is provided by the 

health insurance plan. These resources may include fitness facilities, on site medical 

clinics, health fairs, or wellness competitions.

❑

(1 pt.)

❑

(0 pts.)

24. Offer all benefits-eligible employees paid time off for days or hours absent due to illness, 

vacation, or other personal reasons (including family illness or bereavement)?

Answer “yes” if, for example, paid time off, not including paid parental leave, is 

provided to all benefits-eligible employees.

❑

(1 pt.)

❑

(0 pts.)

25. Coordinate programs for occupational health and safety with programs for health 

promotion and wellness?

Answer “yes” if, for example, these departments have common strategies, 

routine data sharing, regular meetings across functions, 

or warm handoff referrals. 

❑

(2 pts.)

❑

(0 pts.)

Your Worksite’s Organizational Supports Score

Maximum Organizational Supports Score 44
19

CDC Worksite Health ScoreCard Manual

Tobacco 

Use

During the past 12 months, did your worksite: Yes No Score

1. Have and promote a written policy banning tobacco use at your worksite?

Answer “yes” if, for example, your policy bans cigarettes and/or other tobacco 

products and is communicated to employees regularly through emails, newsletters, 

or signage in public places.

❑

(3 pts.)

❑

(0 pts.)

2. Provide educational materials that address tobacco cessation?

Answer “yes” if, for example, your worksite offers brochures, videos, posters, web-based 

programs, or newsletters on tobacco cessation, including referral to 1-800-QUIT-NOW 

or smokefree.gov, either as a single health topic or along with other health topics.

❑

(1 pt.)

❑

(0 pts.)

3. Provide and promote interactive educational programming on tobacco cessation?

Answer “yes” if, for example, your worksite offers “lunch and learns,” seminars, 

workshops, or classes on tobacco cessation. These programs may be provided in 

group or individual settings; in-person or virtually (online, telephonically, mobile 

app); on or off site; through vendors, on site staff, health insurance plans/programs, 

community groups, or other practitioners.

❑

(2 pts.)

❑

(0 pts.)

4. Provide and promote free or subsidized lifestyle coaching/counseling or self-management 

programs that equip employees with skills and motivation to quit using tobacco? 

Answer “yes” if these programs are provided in group or individual settings; inperson or virtually (online, telephonically, mobile app); on or off site; through 

vendors, on site staff, health insurance plans/programs, community groups, or other 

practitioners. This may include referral to 1-800-QUIT-NOW or smokefree.gov.

❑

(3 pts.)

❑

(0 pts.)

5. Prohibit the sale of tobacco products on worksite premises? ❑

(1 pt.)

❑

(0 pts.)

6. Provide financial incentives for being a current nonsmoker and for current smokers who 

are actively trying to quit tobacco by participating in a free or subsidized, evidence-based 

cessation program? 

Answer “yes” if, for example, your organization provides discounts on health 

insurance, additional life insurance for nonsmokers, or other benefits for nonsmokers 

and smokers who are actively trying to quit.

❑

(3 pts.)

❑

(0 pts.)

7. Provide health insurance coverage with free or subsidized out-of-pocket costs for FDAapproved prescription tobacco cessation medications?

Answer “yes” if, for example, your organization provides coverage for inhalers, nasal 

sprays, bupropion (e.g., Zyban) or varenicline (e.g., Chantix). 

❑

(3 pts.)

❑

(0 pts.)

8. Provide health insurance coverage with free or subsidized out-of-pocket costs for FDAapproved over-the-counter nicotine replacement products? 

Answer “yes” if, for example, your organization provides coverage for nicotine 

replacement gum, patches, or lozenges. 

❑

(2 pts.)

❑

(0 pts.)

Your Worksite’s Tobacco Use Score

Maximum Tobacco Use Score 18
20

CDC Worksite Health ScoreCard Manual

High Blood 

Pressure

During the past 12 months, did your worksite: Yes No Score

1. Provide free or subsidized blood pressure screening (beyond self-report) followed by

directed feedback and clinical referral when appropriate?

❑

(3 pts.)

❑

(0 pts.)

2. Provide educational materials on preventing and controlling high

blood pressure?

Answer “yes” if, for example, your worksite offers brochures, videos, posters, or

newsletters that address high blood pressure/pre-hypertension, either as a single

health topic or along with other health topics.

❑

(1 pt.)

❑

(0 pts.)

3. Provide and promote interactive educational programming on preventing and

controlling high blood pressure?

Answer “yes” if, for example, your worksite offers “lunch and learns,” seminars,

workshops, or classes that address high blood pressure/pre-hypertension. These

programs may be provided in group or individual settings; in-person or virtually

(online, telephonically, mobile app); on or off site; through vendors, on site staff,

health insurance plans/programs, community groups, or other practitioners.

❑

(3 pts.)

❑

(0 pts.)

4. Provide and promote free or subsidized lifestyle coaching/counseling or selfmanagement programs that equip employees with skills and motivation to set and meet

their personal blood pressure management goals?

Answer “yes” if these programs are provided in group or individual settings; inperson or virtually (online, telephonically, mobile app); on or off site; through

vendors, on site staff, health insurance plans/programs, community groups, or

other practitioners.

❑

(3 pts.)

❑

(0 pts.)

5. Make blood pressure monitoring devices available with instructions for employees to

conduct their own self assessments?

❑

(3 pts.)

❑

(0 pts.)

6. Provide health insurance coverage with free or subsidized out-of-pocket costs for blood

pressure control medications?

❑

(3 pts.)

❑

(0 pts.)

Your Worksite’s High Blood Pressure Score

Maximum High Blood Pressure Score 16
21

CDC Worksite Health ScoreCard Manual

High 

Cholesterol

During the past 12 months, did your worksite: Yes No Score

1. Provide free or subsidized cholesterol screening (beyond self-report) followed by directed 

feedback and clinical referral when appropriate?

❑

(3 pts.)

❑

(0 pts.)

2. Provide educational materials on preventing and controlling high cholesterol?

Answer “yes” if, for example, your worksite offers brochures, videos, posters, or 

newsletters that address high cholesterol, either as a single health topic or along 

with other health topics.

❑

(1 pt.)

❑

(0 pts.)

3. Provide and promote interactive educational programming on preventing and 

controlling high cholesterol?

Answer “yes” if, for example, your worksite offers “lunch and learns,” seminars, 

workshops, or classes that address high cholesterol. These programs may be 

provided in group or individual settings; in-person or virtually (online, telephonically, 

mobile app); on or off site; through vendors, on site staff, health insurance plans/

programs, community groups, or other practitioners. 

❑

(3 pts.)

❑

(0 pts.)

4. Provide and promote free or subsidized lifestyle coaching/counseling or selfmanagement programs that equip employees with skills and motivation to set and meet 

their personal cholesterol management goals?

Answer “yes” if these programs are provided in group or individual settings; inperson or virtually (online, telephonically, mobile app); on or off site; through 

vendors, on site staff, health insurance plans/programs, community groups, or 

other practitioners. 

❑

(3 pts.)

❑

(0 pts.)

5. Provide health insurance coverage with free or subsidized out-of-pocket costs for 

cholesterol or lipid control medications?

❑

(3 pts.)

❑

(0 pts.)

Your Worksite’s High Cholesterol Score

Maximum High Cholesterol Score 13
22

CDC Worksite Health ScoreCard Manual

Physical 

Activity

During the past 12 months, did your worksite: Yes No Score

1. Provide educational materials that address the benefits of physical activity?

Answer “yes” if, for example, your worksite offers brochures, videos, posters, or 

newsletters that address the benefits of physical activity, either as a single health 

topic or along with other health topics.

❑

(1 pt.)

❑

(0 pts.)

2. Provide and promote interactive educational programming on physical activity? 

Answer “yes” if, for example, your worksite offers timely reminders/prompts to move, 

or “lunch and learns,” seminars, workshops, or classes that teach and promote physical 

activity. These programs may be provided in group or individual settings; in-person or 

virtually (online, telephonically, mobile app); on or off site; through vendors, on site 

staff, health insurance plans/programs, community groups, or other practitioners.

❑

(2 pts.)

❑

(0 pts.)

3. Provide and promote free or subsidized lifestyle coaching/counseling or selfmanagement programs that equip employees with skills and motivation to set and meet 

their personal physical activity goals?

Answer “yes” if these programs are provided in group or individual settings; in-person 

or virtually (online, telephonically, mobile app); on or off site; through vendors, on site 

staff, health insurance plans/programs, community groups, or other practitioners.

❑

(3 pts.)

❑

(0 pts.)

4. Provide an exercise facility on site? ❑

(1 pt.)

❑

(0 pts.)

5. Subsidize or discount the cost of on or off site exercise facilities? ❑

(1 pt.)

❑

(0 pts.)

6. Provide or promote other environmental supports for recreation or physical activity? 

Answer “yes” if, for example, your worksite provides trails or a track for walking/

jogging, maps of suitable walking routes, a basketball court, treadmill workstations, 

sit-stand workstations, lockers, a shower, or changing facility.

❑

(3 pts.)

❑

(0 pts.)

7. Encourage stair use by posting signs and making stairwells more inviting to use?

Answer “yes” if, for example, signs encouraging stair use are posted at elevators, 

stairwells, and other key locations; enhancements such as artwork or music are 

available; and stairwells are kept clean and well-lit. 

❑

(3 pts.)

❑

(0 pts.)

8. Provide and promote organized physical activity programs for employees (other than the 

use of an exercise facility)? 

Answer “yes” if, for example, your worksite organizes walking groups, stretching 

programs, group exercise classes, recreational leagues, or buddy systems to create 

supportive social networks for physical activity.

❑

(3 pts.)

❑

(0 pts.)

Continued
23

CDC Worksite Health ScoreCard Manual

During the past 12 months, did your worksite: Yes No Score

9. Promote the use of activity trackers to support physical activity?

Answer “yes” if, for example, your worksite provides or subsidizes the cost of 

pedometers, wearable trackers, online tools, or mobile apps.

❑

(2 pts.)

❑

(0 pts.)

10. Encourage active transportation to and from work?

Answer “yes” if, for example, your worksite subsidizes public transportation; 

subsidizes a bike share program; provides secure bicycle storage, lockers and 

shower facilities for employees; allows for a flexible dress code; and/or organizes 

workplace challenges, employee recognition programs, or community events to 

increase active transportation.

❑

(3 pts.)

❑

(0 pts.)

Your Worksite’s Physical Activity Score

Maximum Physical Activity Score 22
24

CDC Worksite Health ScoreCard Manual

Weight 

Management

During the past 12 months, did your worksite: Yes No Score

1. Provide free or subsidized body composition measurement (beyond self-report) followed 

by directed feedback and clinical referral when appropriate?

Answer “yes” if, for example, your worksite offers periodic height and weight 

measurement, body mass index (BMI) scores, or other body fat assessments (beyond 

HRAs), plus follow-up recommendations. This may be offered as part of an occasional 

health fair or routine care at an on site clinic.

❑

(1 pt.)

❑

(0 pts.)

2. Provide educational materials that address the health risks of overweight or obesity?

Answer “yes” if, for example, your worksite offers brochures, videos, posters, or 

newsletters that address the risks of overweight or obesity, either as a single health 

topic or along with other health topics.

❑

(1 pt.)

❑

(0 pts.)

3. Provide and promote interactive educational programming on weight management?

Answer “yes” if, for example, your worksite offers “lunch and learns,” seminars, 

workshops, or classes that teach and promote weight management. These programs 

may be provided in group or individual settings; in-person or virtually (online, 

telephonically, mobile app); on or off site; through vendors, on site staff, health 

insurance plans/programs, community groups, or other practitioners.

❑

(3 pts.)

❑

(0 pts.)

4. Provide and promote free or subsidized lifestyle coaching/counseling or selfmanagement programs that equip employees with skills and motivation to set and meet 

their personal weight management goals?

Answer “yes” if these programs are provided in group or individual settings; inperson or virtually (online, telephonically, mobile app); on or off site; through 

vendors, on site staff, health insurance plans/programs, community groups, or 

other practitioners. 

❑

(3 pts.)

❑

(0 pts.)

Your Worksite’s Weight Management Score

Maximum Weight Management Score 8
25

CDC Worksite Health ScoreCard Manual

Nutrition

During the past 12 months, did your worksite: Yes No Score

1. Provide places to purchase food and beverages?

Answer “yes” if, for example, your worksite provides vending machines, cafeterias, 

snack bars, or other purchase points. 

IF NO, PLEASE SKIP TO QUESTION 8

❑

(0 pts.)

❑

(0 pts.)

2. Have and promote a written policy that makes healthier food and beverage choices 

available in cafeterias or snack bars?

Answer “yes” if, for example, your worksite has a policy or contract that makes 

vegetables, fruit, fish, whole grain items, nuts, and legumes available in cafeterias 

and limits sugary beverages, unhealthy fats (saturated or trans fats), and highlyprocessed or high-sodium foods. This policy can be promoted to employees 

regularly through emails, newsletters, or signage in public places. 

❑

(2 pts.)

❑

(0 pts.)

3. Have and promote a written policy that makes healthier food and beverage choices 

available in vending machines or other vending outlets?

Answer “yes” if, for example, your worksite has a policy or contract that makes 

nuts, whole grain items, trans fat-free/low-sodium snacks, vegetables, fruit, or 

unsweetened beverages available in vending machines. This policy can be promoted 

to employees regularly through emails, newsletters, or signage in public places.

❑

(1 pt.)

❑

(0 pts.)

4. Make most (more than 50%) of the food and beverage choices available at the worksite (in 

vending machines, cafeterias, snack bars, or other purchase points) healthy food items?

Answer “yes” if the healthy foods and beverages are items such as vegetables, fruit, 

unsweetened beverages, or low-sodium snacks. 

❑

(3 pts.)

❑

(0 pts.)

5. Provide visible nutritional information (beyond standard food labels) on sodium, calories, 

trans fats, or saturated fats for the food and beverages available at the worksite (in 

vending machines, cafeterias, snack bars, or other purchase points)?

❑

(3 pts.)

❑

(0 pts.)

6. Identify healthier (or less healthy) food and beverage choices with signs 

or symbols?

Answer “yes” if, for example, your worksite puts a heart (❤) next to a healthy item or 

uses red-yellow-green color-coding to indicate the healthfulness of items in vending 

machines, cafeterias, snack bars, or other purchase points.

❑

(3 pts.)

❑

(0 pts.)

7. Subsidize or provide discounts on healthy food and beverage choices available at the 

worksite (in vending machines, cafeterias, snack bars, or other purchase points)?

❑

(3 pts.)

❑

(0 pts.)

8. Have and promote a written policy making healthy food and beverage choices available 

in break rooms, during meetings, conferences, or company sponsored events when food 

is served?

Answer “yes” if, for example, the policy makes vegetables, fruits, unsweetened 

beverages, whole grain items, or trans fat-free/low-sodium snacks available during 

meetings. This policy can be promoted to employees regularly through emails, 

newsletters, or signage in public places.

❑

(1 pt.)

❑

(0 pts.)

Continued
26

CDC Worksite Health ScoreCard Manual

During the past 12 months, did your worksite: Yes No Score

9. Offer or promote an on site or nearby farmers market or other arrangement where fresh 

fruits and vegetables are sold?

This may include coordinating Community Supported Agriculture (CSA) or vendors/

venues that are or are not operated by farmers. 

❑

(1 pt.)

❑

(0 pts.)

10. Provide educational materials that address healthy eating?

Answer “yes” if, for example, your worksite offers brochures, videos, posters, or 

newsletters that teach and promote healthy eating, either as a single health topic or 

along with other health topics.

❑

(1 pt.)

❑

(0 pts.)

11. Provide and promote interactive educational programming on nutrition?

Answer “yes” if, for example, your worksite offers “lunch and learns,” seminars, 

workshops, or classes that teach and promote healthy eating. These sessions can be 

provided in-person or virtually (online, telephonically, mobile app); on or off site; in 

group or individual settings; through vendors, on site staff, health insurance plans/

programs, community groups, or other practitioners.

❑

(2 pts.)

❑

(0 pts.)

12. Provide and promote free or subsidized lifestyle coaching/counseling or selfmanagement programs that equip employees with skills and motivation to set and meet 

their personal nutrition goals?

Answer “yes” if these programs are provided in group or individual settings; inperson or virtually (online, telephonically, mobile app); on or off site; in group or 

individual settings; through vendors, on site staff, health insurance plans/programs, 

community groups, or other practitioners. 

❑

(2 pts.)

❑

(0 pts.)

13. Provide employees with food preparation/storage facilities and a place to eat?

Answer “yes” if, for example, your worksite provides a microwave oven, sink, 

refrigerator, and a place for employees to eat other than at their workstations.

❑

(1 pt.)

❑

(0 pts.)

14. Promote and provide access for increased water consumption? 

Answer “yes” if, for example, your worksite uses promotional materials and provides 

easy access through water bottle filling stations, water fountains, break rooms, or 

vending machines. 

❑

(1 pt.)

❑

(0 pts.)

Your Worksite’s Nutrition Score

Maximum Nutrition Score 24
27

CDC Worksite Health ScoreCard Manual

Heart Attack 

and Stroke

During the past 12 months, did your worksite: Yes No Score

1. Provide educational materials that address signs, symptoms, and emergency response to 

heart attack?

Answer “yes” if, for example, your worksite offers employees brochures, videos, or 

newsletters, or posts flyers in the common areas of your worksite that teach the 

signs and symptoms and appropriate response to heart attack. 

❑

(2 pts.)

❑

(0 pts.)

2. Provide educational materials that address signs, symptoms, and emergency response 

to stroke?

Answer “yes” if, for example, your worksite offers employees brochures, videos, or 

newsletters, or posts flyers in the common areas of your worksite that teach the 

signs and symptoms and appropriate response to stroke. 

❑

(2 pts.)

❑

(0 pts.)

3. Provide and promote interactive educational programming that addresses signs, 

symptoms, and emergency response to heart attack?

Answer “yes” if, for example, your worksite offers “lunch and learns,” seminars, 

workshops, or classes that teach the signs and symptoms and appropriate 

response to heart attack. These programs may be provided in group or individual 

settings; in-person or virtually (online, telephonically, mobile app); on or off site; 

through vendors, on site staff, health insurance plans/programs, community 

groups, or other practitioners.

❑

(2 pts.)

❑

(0 pts.)

4. Provide and promote interactive educational programming that addresses signs, 

symptoms, and emergency response to stroke?

Answer “yes” if, for example, your worksite offers “lunch and learns,” seminars, 

workshops, or classes that teach the signs and symptoms and appropriate response 

to stroke. These programs may be provided in group or individual settings; in-person 

or virtually (online, telephonically, mobile app); on or off site; through vendors, on site 

staff, health insurance plans/programs, community groups, or other practitioners.

❑

(1 pt.)

❑

(0 pts.)

5. Have an emergency response plan to address acute heart attack and stroke events? ❑

(1 pt.)

❑

(0 pts.)

6. Have an emergency response team trained to respond to acute heart attack and 

stroke events?

Answer “yes” if, for example, a formal or informal team is trained to respond.

❑

(2 pts.)

❑

(0 pts.)

7. Offer access to a nationally-recognized training course on Cardiopulmonary Resuscitation 

(CPR) that includes training on Automated External Defibrillator (AED) usage?

❑

(2 pts.)

❑

(0 pts.)

8. Have and promote a written policy that requires an adequate number of employees 

per floor, work unit, or shift, in accordance with pertinent state and federal laws, to be 

certified in CPR/AED?

This policy can be promoted to employees regularly through emails, newsletters, or 

signage in public places.

❑

(2 pts.)

❑

(0 pts.)

Continued
28

CDC Worksite Health ScoreCard Manual

During the past 12 months, did your worksite: Yes No Score

9. Have one or more functioning AEDs in place?

IF NO, PLEASE SKIP TO END OF MODULE

❑

(1 pt.)

❑

(0 pts.)

10. Have an adequate number of AED units so that a person can be reached within 3-5 

minutes of collapse?

❑

(2 pts.)

❑

(0 pts.)

11. Identify the location of AEDs with posters, signs, markers, or other forms of 

communication other than on the AED itself?

❑

(1 pt.)

❑

(0 pts.)

12. Perform maintenance or testing on all AEDs in alignment with manufacturer 

recommendations?

❑

(1 pt.)

❑

(0 pts.)

Your Worksite’s Heart Attack and Stroke Score

Maximum Heart Attack and Stroke Score 19
29

CDC Worksite Health ScoreCard Manual

Prediabetes 

and Diabetes

During the past 12 months, did your worksite: Yes No Score

1. Provide free or subsidized prediabetes and diabetes health risk assessment (beyond selfreport) and feedback, followed by blood screening (fasting glucose or A1c) and clinical 

referral when appropriate?

❑

(3 pts.)

❑

(0 pts.)

2. Provide educational materials on prediabetes and diabetes? 

Answer “yes” if, for example, your worksite offers brochures, videos, posters, or 

newsletters that address prediabetes and diabetes, including topics such as diet 

modification, physical activity, foot exams, and eye exams, either as a single health 

topic or along with other health topics.

❑

(1 pt.)

❑

(0 pts.)

3. Provide and promote interactive educational programming on preventing and 

controlling diabetes?

Answer “yes” if, for example, your worksite offers “lunch and learns,” seminars, 

workshops, or classes that address prediabetes and diabetes control and prevention. 

These programs may be provided in group or individual settings; in-person or 

virtually (online, telephonically, mobile app); on or off site; through vendors, on site 

staff, health insurance plans/programs, community groups, or other practitioners.

❑

(3 pts.)

❑

(0 pts.)

4. Provide and promote free or subsidized intensive lifestyle coaching/counseling and 

follow-up monitoring for employees with prediabetes or diabetes?

Answer “yes” if these programs are provided in group or individual settings; inperson or virtually (online, telephonically, mobile app); on or off site; through 

vendors, on site staff, health insurance plans/programs, community groups, or 

other practitioners.

❑

(3 pts.)

❑

(0 pts.)

5. Provide and promote self-management programs for diabetes control?

Answer “yes” if these programs are provided in group or individual settings; inperson or virtually (online, telephonically, mobile app); on or off site; through 

vendors, on site staff, health insurance plans/programs, community groups, or 

other practitioners. 

❑

(3 pts.)

❑

(0 pts.)

6. Provide health coverage with free or subsidized out-of-pocket costs for diabetes 

medications as well as supplies for diabetes management (e.g., glucose test strips, 

needles, monitoring kits)?

❑

(2 pts.)

❑

(0 pts.)

Your Worksite’s Prediabetes and Diabetes Score

Maximum Prediabetes and Diabetes Score 15
30

CDC Worksite Health ScoreCard Manual

Depression

During the past 12 months, did your worksite: Yes No Score

1. Provide free or subsidized clinical assessment for depression by a provider followed by 

directed feedback and clinical referral when appropriate? 

Answer “yes” if these services are provided directly through your organization or 

indirectly through a health insurance plan.

❑

(3 pts.)

❑

(0 pts.)

2. Provide access to a self-administered depression screening tool that provides a feedback 

report with recommendations for clinical action as needed?

Answer “yes” if, for example, these services are provided through a health risk 

assessment (HRA), health insurance plan, or employee assistance program (EAP).

❑

(2 pts.)

❑

(0 pts.)

3. Provide educational materials on preventing, detecting, and treating depression? 

Answer “yes” if, for example, your worksite offers brochures, videos, posters, or 

newsletters that address depression or depressive symptoms, either as a single 

health topic or along with other health topics.

❑

(1 pt.)

❑

(0 pts.)

4. Provide and promote interactive educational programming on preventing, detecting, 

and treating depression?

Answer “yes” if, for example, your worksite offers “lunch and learns,” seminars, 

workshops, or classes focused on reducing the risk factors for depression and 

reducing the stigma surrounding depression. These programs may be provided in 

group or individual settings; in-person or virtually (online, telephonically, mobile 

app); on or off site; through vendors, on site staff, health insurance plans/programs, 

community groups, or other practitioners.

❑

(2 pts.)

❑

(0 pts.)

5. Provide and promote free or subsidized lifestyle coaching/counseling or selfmanagement programs that equip employees with skills and motivation to set and meet 

their personal goals for managing depression? 

Answer “yes” if these programs are provided in group or individual settings; inperson or virtually (online, telephonically, mobile app); on or off site; through 

vendors, on site staff, health insurance plans/programs, community groups, or 

other practitioners.

❑

(3 pts.)

❑

(0 pts.)

6. Provide training for managers that improves their ability to recognize depression and

refer employees to company/community resources for managing depression? 

Note: Managers are not in a position to diagnosis depression, only to recognize 

depressive symptoms and encourage employee to seek professional assistance.

❑

(2 pts.)

❑

(0 pts.)

7. Provide health insurance coverage with free or subsidized out-of-pocket costs for 

depression medications?

❑

(3 pts.)

❑

(0 pts.)

Your Worksite’s Depression Score

Maximum Depression Score 16
31

CDC Worksite Health ScoreCard Manual

Stress 

Management

During the past 12 months, did your worksite: Yes No Score

1. Provide educational materials on stress management? 

Answer “yes” if, for example, your worksite offers brochures, videos, posters, or 

newsletters that address aspects of stress management, including coping skills and 

relaxation techniques, either as a single health topic or along with other health topics.

❑

(1 pt.)

❑

(0 pts.)

2. Provide and promote interactive educational programming on stress management? 

Answer “yes” if, for example, your worksite offers “lunch and learns,” seminars, 

workshops, or classes on topics such as assertiveness, coping, and relaxation 

techniques. Answer “yes” if these programs are provided in group or individual 

settings; in-person or virtually (online, telephonically, mobile app); on or off site; 

through vendors, on site staff, health insurance plans/programs, community groups, 

or other practitioners. 

❑

(2 pts.)

❑

(0 pts.)

3. Provide and promote free or subsidized lifestyle coaching/counseling or selfmanagement programs that equip employees with skills and motivation to set and meet 

their personal stress management goals?

Answer “yes” if these programs are provided in group or individual settings; inperson or virtually (online, telephonically, mobile app); on or off site; through 

vendors, on site staff, health insurance plans/programs, community groups, or 

other practitioners.

❑

(3 pts.)

❑

(0 pts.)

4. Provide dedicated space that is quiet where employees can engage in relaxation 

activities, such as deep breathing exercises?

❑

(1 pt.)

❑

(0 pts.)

5. Sponsor or organize social activities designed to improve engagement with others, and 

provide opportunities for interaction and social support?

Answer “yes” if, for example, your worksite sponsors or organizes team building 

events, company picnics, holiday parties, or employee sports teams.

❑

(1 pt.)

❑

(0 pts.)

6. Provide training for managers that improves their ability to recognize and reduce 

workplace stress-related issues?

Answer “yes” if, for example, your worksite provides training on performance reviews, 

communication, personnel management, assertiveness, time management, or 

conflict resolution.

❑

(3 pts.)

❑

(0 pts.)

7. Provide opportunities for employee participation in organizational decisions regarding 

workplace issues that affect job stress?

Answer “yes” if, for example, your worksite provides opportunities for employees to 

participate in decisions about work processes and environment, work schedules, 

participative problem-solving, and management of work demands.

❑

(3 pts.)

❑

(0 pts.)

Your Worksite’s Stress Management Score

Maximum Stress Management Score 14
32

CDC Worksite Health ScoreCard Manual

Alcohol 

and Other 

Substance Use

During the past 12 months, did your worksite: Yes No Score

1. Have and promote a written policy banning alcohol and other substance use at 

the worksite? 

Answer “yes” if, for example, your worksite has a written policy that bans alcohol and 

other substance use (including opioids) at the worksite or while operating a motor 

vehicle, requires universal drug testing (in appropriate safety-sensitive industries), 

or indicates options offered for assistance and referral to behavioral health 

services. This policy can be communicated to employees regularly through emails, 

newsletters, or signage in public places. 

❑

(1 pt.)

❑

(0 pts.)

2. Provide access to alcohol and other substance use screening followed by brief 

intervention and referral for treatment when appropriate? 

Answer “yes” if, for example, these services are provided through a health risk 

assessment (HRA), health insurance plan, and/or employee assistance program (EAP).

❑

(3 pts.)

❑

(0 pts.)

3. Provide educational materials that help workers understand the risks of alcohol and other 

substance use and guide them to receive help?

Answer “yes” if, for example, your worksite offers brochures, videos, posters, or 

newsletters that address alcohol and other substance use such as prescription or illicit 

opioids, either as a single health topic or along with other health topics.

❑

(1 pt.)

❑

(0 pts.)

4. Provide and promote interactive educational programming that integrates health 

promotion with substance use prevention? 

Answer “yes” if, for example, your worksite offers health promotion “lunch 

and learns”, seminars, workshops, or classes. These may address alcohol and 

other substance use either directly or indirectly through topics such as stress 

management, conflict resolution, managing multiple priorities, personal finance 

planning, and team-building.

❑

(2 pts.)

❑

(0 pts.)

5. Discourage or limit access to alcohol or use of company funds for alcohol at worksponsored events?

Answer “yes” if, for example, your worksite limits (e.g., through tickets) the 

consumption of alcohol at on and off site meetings and events.

❑

(1 pt.)

❑

(0 pts.)

6. Provide a health plan with insurance benefits that include substance use disorder 

prevention and treatment? 

Answer “yes” if, for example, your worksite health plan offers coverage for medicationassisted treatment without prior authorization and lifetime limits, while preventing 

overuse of addictive substances such as use of prescription opioids, use of illicit 

opioids, and use of illicitly-manufactured fentanyl (e.g., reimbursement for non-drug 

treatments for pain relief as a results of an injury such as exercise, physical therapy, and 

psychological therapies, use of drug utilization review, and pharmacy lock-in). 

❑

(1 pt.)

❑

(0 pts.)

Your Worksite’s Alcohol and Other Substance Use Score

Maximum Alcohol and Other Substance Use Score 9
33

CDC Worksite Health ScoreCard Manual

Sleep 

and Fatigue

During the past 12 months, did your worksite: Yes No Score

1. Have and promote a written policy related to the design of work schedules that aims to 

reduce employee fatigue?

Answer “yes” if, for example, your worksite has a policy related to self-scheduling, 

limiting the number of consecutive days or hours allowed to be worked, or 

specifying a minimum time interval between shifts. 

❑

(2 pts.)

❑

(0 pts.)

2. Provide access to a self-administered sleep screening tool that provides a feedback report 

with recommendations for clinical action, as needed?

Answer “yes” if, for example, these services are provided through a health risk 

assessment (HRA), health insurance plan, or employee assistance program (EAP).

❑

(2 pts.)

❑

(0 pts.)

3. Provide educational materials that address sleep habits and treatment of common sleep 

disorders? 

Answer “yes” if, for example, your worksite offers brochures, videos, posters, 

or newsletters that address topics such as recommended sleep schedules, 

recognizing the signs and symptoms of fatigue or daytime sleepiness, and 

appropriate use of caffeine.

❑

(1 pt.)

❑

(0 pts.)

4. Provide and promote interactive educational programming that addresses sleep habits 

and treatment of common sleep disorders?

Answer “yes” if, for example, your worksite offers seminars, workshops, or classes that 

teach and promote appropriate sleep habits. These sessions can be provided in-person 

or online; on or off site; in group or individual settings; through vendors, on site staff, 

health insurance plans or programs, community groups, or other practitioners.

❑

(2 pts.)

❑

(0 pts.)

5. Provide training for managers to improve their understanding of the safety and health 

risks associated with poor sleep and their skills for organizing work to reduce the risk of 

employee fatigue?

❑

(1 pt.)

❑

(0 pts.)

6. Offer solutions to discourage distracted or drowsy driving?

Answer “yes” if, for example, employees are given realistic expectations for mileage, 

adequate rest breaks, overnight stays after long trips, and limited distractions and 

work demands (e.g., phone calls/email) while driving.

❑

(1 pt.)

❑

(0 pts.)

Your Worksite’s Sleep and Fatigue Score

Maximum Sleep and Fatigue Score 9
34

CDC Worksite Health ScoreCard Manual

Musculoskeletal 

Disorders

During the past 12 months, did your worksite: Yes No Score

1. Have and promote a written policy that requires regular evaluation of the design of work 

spaces and job requirements? 

Answer “yes” if, for example, the policy includes assessments of workstations, 

workloads, or repetitive tasks. This may be promoted to employees regularly through 

emails, newsletters, or signage in public places.

❑

(1 pt.)

❑

(0 pts.)

2. Conduct ergonomic assessments of work space design and equipment when problems 

are identified, or anticipated, to reduce the risk of musculoskeletal disorders?

Answer “yes” if, for example, the policy includes assessments of workstations, 

equipment, tools, manually-handled loads, or repetitive tasks conducted either on a 

schedule or when requested on an as-needed basis.

❑

(1 pt.)

❑

(0 pts.)

3. Make organizational changes to job design, when appropriate, to reduce the risk of 

musculoskeletal disorders?

Answer “yes” if, for example, your worksite has adjusted work routines and 

workloads, implemented job rotation, or automated previously manual tasks that 

pose increased risk.

❑

(2 pts.)

❑

(0 pts.)

4. Provide educational materials on musculoskeletal disorders?

Answer “yes” if, for example, your worksite offers brochures, videos, posters, or 

newsletters that teach and promote strategies that minimize the incidence of 

musculoskeletal disorders such as ergonomic design, stretching, regular breaks, and 

weight management, either as a single health topic or along with other health topics.

❑

(1 pt.)

❑

(0 pts.)

5. Provide and promote interactive educational programming on musculoskeletal disorders?

Answer “yes” if, for example, your worksite offers “lunch and learns,” seminars, 

workshops, or classes that teach strategies that minimize the risk of musculoskeletal 

disorders such as ergonomic design, stretching, regular breaks, and weight 

management. These programs may be provided in group or individual settings; 

in-person or virtually (online, telephonically, mobile app); on or off site; through 

vendors, on site staff, health insurance plans/programs, community groups, or other 

practitioners.

❑

(1 pt.)

❑

(0 pts.)

6. Provide training for managers that improves their ability to recognize potential risks for 

musculoskeletal disorders and refer employees to company/community resources?

❑

(1 pt.)

❑

(0 pts.)

7. Provide health insurance that includes appropriate access to therapies and treatment for 

musculoskeletal disorders?

Answer “yes” if, for example, coverage options are aligned with best practices 

recommended by the Occupational Safety & Health Administration (OSHA), 

American College of Occupational & Environmental Medicine (ACOEM), or American 

College of Rheumatology.

❑

(2 pts.)

❑

(0 pts.)

Your Worksite’s Musculoskeletal Disorders Score

Maximum Musculoskeletal Disorders Score 9
35

CDC Worksite Health ScoreCard Manual

Occupational 

Health 

and Safety

During the past 12 months, did your worksite: Yes No Score

1. Have and promote a written policy on injury prevention and occupational health and safety? 

This policy could be promoted to employees regularly through emails, newsletters, 

or signage in public places.

❑

(2 pts.)

❑

(0 pts.)

2. Provide opportunities for employee input on hazards and solutions, and implement these 

solutions when appropriate? 

Answer “yes” if, for example, there were all-hands meetings, surveys, or focus groups 

for discovering and solving job health and/or safety issues.

❑

(3 pts.)

❑

(0 pts.)

3. Encourage employees to report uncomfortable, unsafe, or hazardous working conditions to a 

supervisor, occupational health and safety professional or through another reporting channel? 

Answer “yes” if, for example, employees are directed to report workplace injuries, 

bullying, or sexual harassment using a designated hotline. 

❑

(2 pts.)

❑

(0 pts.)

4. Carefully investigate the primary cause of any reported work-related illnesses or injuries 

and take specific actions to prevent similar events in the future?

❑

(3 pts.)

❑

(0 pts.)

5. Provide educational materials about health and safety at work? 

Answer “yes” if, for example, your worksite provides brochures, videos, posters, 

newsletters, or timely reminders for issues such as hand washing, taking breaks to 

reduce eye strain, or wearing personal protective equipment. 

❑

(1 pt.)

❑

(0 pts.)

6. Provide and promote interactive educational programming on how to avoid accidents or 

injury on the job? 

Answer “yes” if, for example, your worksite offers “lunch and learns,” seminars, 

workshops, or classes that address injury prevention. These sessions can be provided 

in-person or virtually (online, telephonically, mobile app); on or off site; through 

vendors, on site staff, or other practitioners.

❑

(2 pts.)

❑

(0 pts.)

7. Have a process in place for measuring and, if necessary, improving worksite air quality? 

Answer “yes” if, for example, your worksite routinely tests heating, ventilation, and 

air conditioning (HVAC) systems, vacuums carpets, and controls moisture levels to 

prevent mold growth.

❑

(2 pts.)

❑

(0 pts.)

8. Make adjustments or provide resources where necessary to reduce the risk of eye injury 

or vision impairment? 

Answer “yes” if, for example, your worksite provides proper lighting to work areas, 

protective eyewear in hazardous environments (e.g., factories, construction sites) or 

ergonomic setup at work stations.

❑

(2 pts.)

❑

(0 pts.)

9. Proactively support employees returning to work after illness or injury?

Answer “yes” if, for example, your organization provides temporary job modifications 

or phased return-to-work options. 

❑

(1 pt.)

❑

(0 pts.)

Your Worksite’s Occupational Health and Safety Score

Maximum Occupational Health and Safety Score 18
36

CDC Worksite Health ScoreCard Manual

VaccinePreventable 

Diseases

During the past 12 months, did your worksite: Yes No Score

1. Provide health insurance coverage with free or subsidized influenza (flu) vaccinations? ❑

(3 pts.)

❑

(0 pts.)

2. Provide free or subsidized influenza vaccinations at your worksite? 

Answer “yes” if this is offered to employees on site, through a temporary 

vaccine clinic run by an outside organization, internal occupational health staff, 

or other arrangement. 

❑

(3 pts.)

❑

(0 pts.)

3. Conduct a seasonal influenza vaccination campaign that includes educational materials 

or programming? 

Answer “yes” if, for example, your worksite offers brochures, videos, posters, 

newsletters, timely reminders, or sessions that address the benefits of flu 

vaccinations, either as a single health topic or along with other health topics.

❑

(1 pt.)

❑

(0 pts.)

4. Provide health insurance coverage with free or subsidized vaccinations for illnesses other 

than influenza? 

Answer “yes” if, for example, your worksite provides coverage for pneumococcal; 

tetanus, diphtheria, and pertussis (Tdap); or Zoster (shingles) vaccines.

❑

(3 pts.)

❑

(0 pts.)

5. Provide free or subsidized vaccinations at your worksite for illnesses other than influenza? 

Answer “yes” if, for example, your worksite offers employees pneumococcal; tetanus, 

diphtheria, and pertussis (Tdap); or Zoster (shingles) vaccines through a temporary 

vaccine clinic run by an outside organization, internal occupational health staff, or 

other arrangement. 

❑

(2 pts.)

❑

(0 pts.)

6. Promote vaccinations other than influenza with educational materials or educational 

programming?

Answer “yes” if, for example, your worksite offers brochures, videos, posters, 

newsletters, timely reminders, or sessions that provide information on adult 

vaccine requirements and benefits, either as a single health topic or along with 

other health topics. 

❑

(1 pt.)

❑

(0 pts.)

7. Promote good hand hygiene in the worksite?

Answer “yes” if, for example, your worksite provides soap, water, hand sanitizer, 

and educational materials in strategic workplace locations such as bathrooms, 

breakrooms, doors, elevators, or other strategic workplace locations.

❑

(1 pt.)

❑

(0 pts.)

Your Worksite’s Vaccine-Preventable Diseases Score

Maximum Vaccine-Preventable Diseases Score 14
37

CDC Worksite Health ScoreCard Manual

Maternal 

Health and 

Lactation 

Support

During the past 12 months, did your worksite: Yes No Score

1. Have and promote a written policy on breastfeeding for employees? 

Answer “yes” if, for example, this policy is communicated at the time of hiring and/or 

at the time of maternity leave planning.

❑

(1 pt.)

❑

(0 pts.)

2. Provide a private space (other than a restroom) that may be used by employees to 

express breast milk? 

Answer “yes” if, for example, your worksite has a private space with an electrical 

outlet, comfortable chair, and sink. 

❑

(2 pts.)

❑

(0 pts.)

3. Provide flexible break times to allow employees to pump breast milk? ❑

(1 pt.)

❑

(0 pts.)

4. Provide access to a breast pump at the worksite?

Answer “yes” if, for example, your worksite provides on site access to a breast pump 

or offers insurance coverage that subsidizes the purchase of a pump for personal use. 

❑

(2 pts.)

❑

(0 pts.)

5. Provide and promote maternal health and breastfeeding support groups, educational 

classes, or consultations? 

Answer “yes” if these programs are provided in-person or virtually (online, 

telephonically, mobile app); on or off site; through vendors, peer and/or professional 

consultants, on site staff, or health insurance plans/programs. 

❑

(3 pts.)

❑

(0 pts.)

6. Offer paid parental leave, separate from any accrued sick leave, annual leave, or 

vacation time?

❑

(3 pts.)

❑

(0 pts.)

7. Offer health insurance coverage with no or subsidized out-of-pocket costs for pre- and 

postnatal care?

❑

(3 pts.)

❑

(0 pts.)

Your Worksite’s Maternal Health and Lactation Support Score

Maximum Maternal Health and Lactation Support Score 15
38

CDC Worksite Health ScoreCard Manual

Cancer

During the past 12 months, did your worksite: Yes No Score

1. Offer free or subsidized cancer screenings on site?

Answer “yes” if, for example, your worksite offered cancer screenings (e.g., stool 

test kits, mobile mammography vans, or skin cancer screenings) as part of a health 

campaign or as part of routine care at an on site clinic.

❑

(2 pts.)

❑

(0 pts.)

2. Provide educational materials that address skin, breast, cervical, or colorectal 

cancer prevention?

Answer “yes” if, for example, your worksite offers brochures, videos, posters, 

reminders, or newsletters that promote sun protection, evidence-based vaccinations, 

or evidence-based cancer screenings, either as a single health topic or along with 

other health topics.

❑

(2 pts.)

❑

(0 pts.)

3. Provide and promote interactive educational programming on cancer prevention?

Answer “yes” if, for example, your worksite offers “lunch and learns,” seminars, 

workshops, or classes that address prevention, early identification, and survivorship. 

These programs may be provided in group or individual settings; in-person or 

virtually (online, telephonically, mobile app); on or off site; through vendors, on site 

staff, health insurance plans/programs, community groups, or other practitioners.

❑

(2 pts.)

❑

(0 pts.)

4. Monitor and take action to reduce employee exposure to known carcinogens within 

the workplace?

Answer “yes” if, for example, your worksite takes action to limit exposures to radon, 

asbestos, and other carcinogens that may exist at the worksite, and uses alternative 

materials (i.e., “green chemistry”) wherever possible.

❑

(1 pt.)

❑

(0 pts.)

5. Provide health insurance coverage with free or subsidized evidence-based cancer 

screenings and vaccinations?

Answer “yes” if, for example, your insurance covers the cost of breast, cervical, and 

colorectal cancer screening, and HPV and Hepatitis B vaccines.

❑

(2 pts.)

❑

(0 pts.)

6. Do you have outdoor workers?

IF NO, PLEASE SKIP TO THE END OF THE MODULE. 

❑

(0 pts.)

❑

(0 pts.)

7. Have and promote a written policy that includes measures to reduce sun exposure for 

outdoor workers?

Answer “yes” if, for example, the policy encourages rotation of workers in ultraviolet 

(UV) intense positions, scheduling of tasks to avoid high-exposure periods, and the 

use of sun protective clothing, hats, and sunscreen. This policy can be promoted to 

employees regularly through emails, newsletters, or signage in public places.

❑

(1 pt.)

❑

(0 pts.)

8. Provide employees working outdoors with supports for sun protection, such as shade, 

hats, or sunscreen?

❑

(1 pt.)

❑

(0 pts.)

Your Worksite’s Cancer Score

Maximum Cancer Score 11
39

CDC Worksite Health ScoreCard Manual

Summary of Scores

Use the following table to summarize your scores for each module of the CDC ScoreCard.

Module

Total 

Points 

Possible

Your Worksite’s 

Score

Percentage of 

Total

Organizational Supports 44

Tobacco Use 18

High Blood Pressure 16

High Cholesterol 13

Physical Activity 22

Weight Management 8

Nutrition 24

Heart Attack and Stroke 19

Prediabetes and Diabetes 15

Depression 16

Stress Management 14

Alcohol and Other Substance Use 9

Sleep and Fatigue 9

Musculoskeletal Disorders 9

Occupational Health and Safety 18

Vaccine-Preventable Diseases 14

Maternal Health and Lactation Support 15

Cancer 11

Total 294
40

CDC Worksite Health ScoreCard Manual

Using the CDC Worksite Health ScoreCard 

to Improve Your Worksite’s Programs

The CDC ScoreCard is intended to assist you in prioritizing strategies as you set both short- and long-term goals for your 

worksite’s comprehensive health promotion program. The following steps may assist you in evaluating your scores and 

taking action.

1. Use your worksite’s scores as a planning tool. 

■ Your scores are intended to assist you in prioritizing strategies as you set short- and long-term goals for developing 

your worksite’s comprehensive health promotion program. 

■ Review your scores to identify potential gaps in your worksite’s health promotion program (that is, topic areas 

where your organization currently has a low score, which may indicate fewer strategies are in place).

2. Take the time to assess your employees’ needs and interests to further determine what strategies to prioritize. 

Assessment can take many forms. 

■ Learn informally through conversations with team members.

■ Send an email asking for input, opinions, and ideas.

■ Elicit information more formally by using data available from your health plan, administering surveys, or conducting 

audits. For example, aggregated health risk scores identify key issues facing your employee population, structured 

surveys can identify activities that employees would be most likely to participate in, and an audit of key work areas 

can identify potential health and safety risks. 

3. Determine and prioritize which strategies your worksite will implement based on the needs and wants of your 

employees.

■ Identify the highest impact strategies not currently in place at your worksite.

■ Use this information and your scores to prioritize future strategies that are relevant, feasible, and consistent with 

your organization and employee needs, health issues, and health promotion budget.

■ Identify which of your priority strategies are feasible for short- or long-term accomplishments. The “Action Planning” 

module of the CDC ScoreCard online system has tools to help employers prioritize and create a plan for success.

■ Create a budget and timeline to guide implementation activities to keep your worksite on track.

4. Seek resources and technical assistance that can help you implement chosen strategies. 

■ Appendix B contains a list of recommended resources organized by health topic.

■ The CDC Workplace Health Resource Center is a one-stop shop for workplace health promotion that contains 

credible tools and step-by-step resources employers can use to tailor a health promotion program to their unique 

worksite needs. 

■ The CDC Workplace Health Promotion Web site has several informational resources that can help you build 

and maintain a comprehensive health promotion program, including a list of organizations available to 

provide guidance. 

■ Your State Health Department may be able to provide assistance with your worksite health promotion program, 

including technical guidance around program design, monitoring, and evaluation. Their contact information is 

available in the National Association of Chronic Disease Directors’ Membership Directory. 

5. Create a baseline report to track progress in adopting these strategies over time. 

6. Inform and educate employees and management about your organization’s health promotion program by presenting 

and disseminating your worksite’s CDC ScoreCard scores.

7. Complete the survey again in a year to document and report progress. You also may evaluate how your CDC 

ScoreCard scores correlate with improvements in aggregated health risk scores among employees who were 

exposed to the new strategies.
41

CDC Worksite Health ScoreCard Manual

Tracking Your Scores Over Time

As part of recent updates to the CDC ScoreCard, the total number and type of questions, and total number of possible 

points for some modules have changed. If you would like to compare your scores against your worksite’s past scores, we 

recommend that you convert the raw scores to percentages of total possible points. The following table may assist you in 

this exercise.

Module

Current 

Total 

Points 

Possible

Your 

Worksite’s 

Score

Percentage 

of 

Points 

Earned

Past 

Total Points 

Possible

Your 

Worksite’s 

Score

Percentage 

of 

Points 

Earned

Organizational Supports 44 33

Tobacco Use 18 19

High Blood Pressure 16 17

High Cholesterol 13 15

Physical Activity 22 24

Weight Management 8 12

Nutrition 24 21

Heart Attack and Stroke 19 21*

Prediabetes and Diabetes 15 15

Depression 16 18

Stress Management 14 14

Alcohol and Other Substance Use 9 N/A

Sleep and Fatigue 9 N/A

Musculoskeletal Disorders 9 N/A

Occupational Health and Safety 18 22

Vaccine-Preventable Diseases 14 18

Maternal Health and Lactation Support 15 15

Cancer 11 N/A

Total 294 264

* Two sections of the tool (“Signs and Symptoms of Heart Attack and Stroke” and “Emergency Response to Heart Attack and Stroke”) were combined to 

form the current Heart Attack and Stroke section.
42

CDC Worksite Health ScoreCard Manual

Comparing Your Score with Other Employers

The size of a worksite often presents distinct differences—for example, small employers typically do not have the same 

resources as large employers to devote to health promotion efforts. Therefore, we present average scores according to 

worksite size for your reference. Your worksite should strive to achieve or exceed these scores, but also consider that our 

study sample may not be representative of all employers and not every strategy may be relevant or feasible for your 

worksite. Use the results from the CDC ScoreCard to identify and prioritize relevant strategies to meet the unique health and 

safety needs of your employee population. Refer to the Resources for Action section in Appendix B for resources to help 

guide the implementation of a comprehensive program.

About the Validation Study

Two knowledgeable employees (e.g., worksite wellness practitioners, human resources specialists or benefits managers) 

from 93 worksites across the U.S. independently completed a draft version of the updated CDC ScoreCard. The level of 

concordance (i.e., index of percentage agreement) between two survey responses from each worksite was then examined. 

Telephone interviews and site visits were also conducted with a random sample of 14 employers that ranged in size and 

industry type. Following the analysis, modifications were made to the survey items to improve comprehension and ease of 

use while maintaining the content validity of the original questions. More details are available in The CDC Worksite Health 

ScoreCard Scoring Methodology: Evidence and Impact Ratings and Supporting Citations. 

The table below shows the average scores from the validation study by module and worksite size. 

Module

Total 

Points 

Possible

Average 

Score All 

Worksites

Average 

Score Very 

Small 

Worksites 

(≤99 

employees)

Average 

Score Small 

Worksites 

(100-249 

employees)

Average 

Score 

Medium 

Worksites 

(250-749 

employees)

Average 

Score Large 

Worksites 

(750+ 

employees)

Organizational Supports 44 32.4 30.3 30.0 32.2 34.7

Tobacco Use 18 12.8 9.8 11.8 14.6 14.1

High Blood Pressure 16 11.0 10.0 9.7 11.1 12.1

High Cholesterol 13 8.7 8.3 7.6 9.3 9.0

Physical Activity 22 14.5 12.5 11.9 14.6 16.7

Weight Management 8 5.9 5.0 5.1 6.4 6.5

Nutrition 24 11.1 7.5 9.4 12.2 13.4

Heart Attack and Stroke 19 12.5 10.6 10.6 13.5 13.9

Prediabetes and Diabetes 15 11.1 10.4 10.1 11.4 11.7

Depression 16 9.6 8.0 7.6 10.6 10.9

Stress Management 14 8.7 7.9 7.2 9.7 9.3

Alcohol and Other Substance Use 9 6.1 5.4 5.3 7.4 6.2

Sleep and Fatigue 9 3.4 3.3 2.2 3.7 3.1

Continued
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CDC Worksite Health ScoreCard Manual

Module

Total 

Points 

Possible

Average 

Score All 

Worksites

Average 

Score Very 

Small 

Worksites 

(≤99 

employees)

Average 

Score Small 

Worksites 

(100-249 

employees)

Average 

Score 

Medium 

Worksites 

(250-749 

employees)

Average 

Score Large 

Worksites 

(750+ 

employees)

Musculoskeletal Disorders 9 5.0 3.4 4.2 5.7 5.9

Occupational Health and Safety 18 14.3 12.4 13.7 15.3 15.3

Vaccine-Preventable Diseases 14 11.4 9.5 11.2 12.5 12.0

Maternal Health and Lactation Support 15 9.6 6.8 9.0 10.6 11.1

Cancer 11 5.7 4.5 4.7 6.5 6.3

Total* 294 194 166 172 208 212

* Note: Scores rounded to nearest whole number
44

CDC Worksite Health ScoreCard Manual

References

1. Watson NF, Badr MS, Belenky G, et al. Recommended amount of sleep for a healthy adult: a joint consensus statement 

of the American Academy of Sleep Medicine and Sleep Research Society. Sleep. 2015;38(6):843–844.

2. Centers for Disease Control and Prevention (CDC). Sleep and Chronic Disease. 2013. https://www.cdc.gov/sleep/

about_sleep/chronic_disease.html Accessed October 25, 2017.

3. de Mello MT, Narciso FV, Tufik S, et al. Sleep disorders as a cause of motor vehicle collisions. Int J Prev Med. 2013;4(3), 

246-257.

4. Uehli K, Mehta AJ, Miedinger D, et al. Sleep problems and work injuries: a systematic review and meta-analysis. Sleep 

Med Rev. 2014;18(1), 61-73.

5. Centers for Disease Control and Prevention (CDC). Alcohol and public health: alcohol-related disease impact (ARDI). 

Average for United States 2006–2010 Alcohol-Attributable Deaths Due to Excessive Alcohol Use. 2013. 

6. https://nccd.cdc.gov/DPH_ARDI/Default/Report.aspx?T=AAM&P=f6d7eda7-036e-4553-9968-

9b17ffad620e&R=d7a9b303-48e9-4440-bf47-070a4827e1fd&M=8E1C5233-5640-4EE8-9247-1ECA7DA325B9&F=&D=

Accessed October 25, 2017.

7. World Health Organization (WHO). Global status report on alcohol and health 2018. CC BY-NC-SA 3.0 IGO. http://www.

who.int/substance_abuse/publications/global_alcohol_report/gsr_2018/en/. Accessed November 12, 2018.

8. Center for Behavioral Health Statistics and Quality. Key substance use and mental health indicators in the United States: 

results from the 2015 National Survey on Drug Use and Health. HHS Publication No. SMA 16-4984, NSDUH Series H-51. 

http://www.samhsa.gov/data/. 2016.

9. Ames GM & Bennett JB. Prevention interventions of alcohol problems in the workplace: A review and guiding 

framework. Alc Res Health. 2011;34(2):175–187.

10. Webb G, Shakeshaft A, Sanson-Fisher R, & Havard A. A systematic review of workplace interventions for alcohol-related 

problems. Addiction. 2009;104(3):365-377.

11. National Institute for Occupational Safety and Health (NIOSH). “Musculoskeletal Disorders.” 2015. https://www.cdc.gov/

niosh/programs/msd/ Accessed June 2016.

12. Yazdani A, Neumann WP, Imbeau D, et al. How compatible are participatory ergonomics programs with occupational 

health and safety management systems? Scand J Work Environ Health. 2015;41(2):111-123.

13. Centers for Disease Control and Prevention (CDC). Deaths and Mortality. https://www.cdc.gov/nchs/fastats/deaths.

htm. Accessed November 12, 2018.

14. American Cancer Society. Cancer Facts & Figures 2013. Atlanta: American Cancer Society; 2013.

15. Baicker K, Cutler D, Song Z. Workplace wellness programs can generate savings. Health Aff (Millwood). 

2010;29(2):304-11.

16. Goetzel RZ, Ozminkowski RJ. The health and cost benefits of work site health-promotion programs. Ann Rev Pub Health. 

2008;29:303–323.

17. Soler RE, et al. A systematic review of selected interventions for worksite health promotion: the assessment of health 

risks with feedback. Am J Prev Med. 2010;38(2):S237-S262.

18. Chapman LS. Meta-evaluation of worksite health promotion economic return studies: 2012 update. Am J Health 

Promot. 2012;26(4):1-12.

19. Cancelliere C, et al. Are workplace health promotion programs effective at improving presenteeism in workers? A 

systematic review and best evidence synthesis of the literature. BMC Pub Health. 2011;11(1):395.

20. Osilla KC, et al. Systematic review of the impact of worksite wellness programs. Am J Managed Care. 2012;18(2):e68-81.

21. Linnan L, Bowling M, Childress J, et al. Results of the 2004 National Worksite Health Promotion Survey. Am J Pub Health. 

2008;98:1503–1509.

22. Goetzel RZ, Shechter D, Ozminkowski RJ, et al. Promising practices in employer health and productivity management 

efforts: findings from a benchmarking study. J Occup Environ Med. 2007:49(2);111–130.

23. Centers for Disease Control and Prevention (CDC). Workplace health program definition and description. https://

www.cdc.gov/workplacehealthpromotion/pdf/workplace-health-program-definition-and-description.pdf. Accessed 

November 1, 2018.
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Appendix A. Frequently Asked Questions

History and Development of the CDC ScoreCard

What is the history of the CDC ScoreCard, and how was it originally developed?

The CDC ScoreCard was originally developed and released by CDC’s Division for Heart Disease and Stroke Prevention in 

2012, in collaboration with the Emory University Institute for Health and Productivity Studies (IHPS); the Research Triangle 

Institute; the CDC National Center for Chronic Disease Prevention and Health Promotion (NCCDPHP) Workplace Workgroup; 

and an expert panel of federal, state, academic, and private sector representatives. In developing the original tool, the 

following activities were conducted:

■ Examined existing worksite inventories and resources that address heart disease and stroke prevention.1–12

■ Identified reliable and valid questions from the Heart Check6,13 and Heart Check Lite assessment tools for use in 

the CDC ScoreCard.

■ Identified new topics and questions to add to the tool that were derived from the worksite literature and from 

surveys that state heart disease and stroke prevention programs had previously used in worksites.

■ Pretested the tool with nine employers in 2008, nine employers in 2010, and more than 70 worksite health 

promotion practitioners throughout the country to help ensure that the tool was clear, easy to understand, and 

simple to complete (these employers were not the same as those included in the main study).

■ Revised the tool on the basis of feedback from these groups.

■ Weighted each question on the basis of expert ratings of the level of scientific evidence and health impact of 

items on health behavior.

■ Field tested the tool with a new sample of 93 worksites of various sizes for validity and reliability and for the 

feasibility of adopting the strategies highlighted in the tool.

■ Revised the tool again on the basis of feedback from the 93 employers.

■ Edited and submitted the final tool and a CDC ScoreCard manual for public release.

Has the CDC ScoreCard been updated since its release in 2012?

Yes, the CDC ScoreCard was updated in 2014 using procedures similar to those used during the creation of the original 

scorecard. The 2014 update to the CDC ScoreCard included four new modules (Vaccine-Preventable Diseases, Lactation 

Support, Occupational Health and Safety, and Community Resources). The management and organizational home of the CDC 

ScoreCard was also moved to the Division of Population Health in CDC’s National Center for Chronic Disease Prevention and 

Health Promotion.

How was the CDC ScoreCard updated to the current 2019 version?

An approach similar to the original method was followed to update the CDC ScoreCard. For the current version, the CDC 

Workplace Health Program in the Division of Population Health, National Center for Chronic Disease Prevention and Health 

Promotion collaborated with IBM Watson Health; the Johns Hopkins University Institute for Health and Productivity Studies 

(IHPS); and an expert panel of federal, state, academic, and private sector representatives. To update the tool, the team 

conducted the following activities:

■ Examined the literature base underlying all questions in the 2014 CDC ScoreCard; documented recommendations 

for modifying the text, evidence rating, and impact rating of existing questions and for adding new questions 

within the original modules.

■ Held interviews with industry experts and surveyed the literature to identify new modules and questions on 

topics that were not included in previous versions of the CDC ScoreCard. This step was conducted to ensure that 

the tool remains timely and addresses the current and emerging needs of the American workforce.
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CDC Worksite Health ScoreCard Manual

■ Reviewed the questions for each module with a module-specific subject matter expert (SME) panel composed of 

federal, state, academic, and private sector representatives, and pretested the tool with nine employers.

■ Revised the tool on the basis of feedback from these groups.

■ Weighted each question on the basis of expert ratings of the level of scientific evidence and health impact of 

items on intended health behavior.

■ Field tested the tool with a new sample of 93 worksites of various sizes for validity and reliability and determined 

the feasibility of adopting the strategies highlighted in the tool.

■ Revised the tool again on the basis of feedback from the 14 worksites that participated in cognitive interviews and 

site visits to provide in-depth information following field testing.

■ Edited and submitted the final tool and this CDC ScoreCard manual for public release.

Survey Completion

We target some but not all of the modules (health topics) that are listed in the CDC ScoreCard. Do I 

need to complete the whole thing?

It is not necessary to complete the entire survey. You can complete the sections that are of most interest to you at this 

time. However, if you are completing the CDC ScoreCard in the online system, you must complete all modules if you wish 

to receive your company’s personal benchmark report. The data from your CDC ScoreCard and from other users in the 

system are used to generate the benchmarking averages. Thus, fully completed ScoreCards are needed to create accurate 

comparisons between employers of different sizes. Although your organization may not be addressing some of the health 

topics in the CDC ScoreCard now, you may want to in the future. The annual benchmark reports will help you track your 

program’s growth over time.

We’ve taken the initial survey and our scores indicate that we’re doing better in some areas than 

others. Where do we start?

Your CDC ScoreCard can help you decide which steps to take next. First, determine the areas where your worksite scores 

could improve the most. Once you’ve identified one or more areas on which to focus (e.g., tobacco use), review the point 

values assigned to each of the strategies. The higher point values indicate that a strategy is both effective and strongly 

supported by scientific evidence. These are the strategies that are likely to yield the best results. Of course, you also must 

consider whether a particular strategy is feasible for your organization and will address your employees’ health needs 

and interests. Consider costs, ease of implementation, and your organization’s needs. After evaluating the potential 

effectiveness and feasibility of each of the strategies, you will be in a better position to prioritize your next steps. The 

CDC ScoreCard Action Planning module in the online system has categorized each CDC ScoreCard strategy with these 

considerations in mind.

See the section below titled More Information and Resources About Worksite Health Promotion for additional suggestions.

How often should we complete the survey?

The survey is intended to help you establish a baseline for your current health promotion programs and to identify areas 

where it would be beneficial to add programs, policies, or practices. The survey also is intended to help you measure your 

progress over time, so you may want to retake it at least annually.

We had a program three years ago, but we have since discontinued it. Does that still count?

No. The CDC ScoreCard is designed to measure health promotion information currently in place (e.g., on a Web site) or 

activities that have occurred within the last 12 months (e.g., walking challenges).

I don’t understand some of the terminology in the questions. Where can I go for more information?

Appendix C contains a glossary that defines the key words and phrases used in the CDC ScoreCard. 
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CDC Worksite Health ScoreCard Manual

Comparing Results from the 2012, 2014, and 2019 Versions of the 

CDC ScoreCard

Some questions that were in the previous versions of the survey no longer are included, whereas 

others have been newly added. How do I compare my scores across versions to determine whether 

my worksite health program has improved?

We recommend that you convert the raw scores for each module to percentages of total possible points. The table on page 

41 may assist you in this exercise. If you choose to complete the CDC ScoreCard using the online system, these metrics will 

be provided in your summary benchmarking report.

More Information and Resources About Worksite Health Promotion

Are there organizations that can help me develop and improve my worksite health program?

Yes. You can contact your state health department for technical assistance with your worksite health promotion program. 

State health departments can be valuable resources for offering additional tools and resources as well as for providing 

technical guidance about program design, implementation, and evaluation. You also can check with your local health 

departments for more information. Contact information for your state program is found on the following Web sites:

■ Public Health Resources: State or Territorial Health Departments 

https://healthfinder.gov/FindServices/SearchContext.aspx?show=1&topic=820

■ Occupational Safety and Health Contacts at State and Territorial Health Departments 

www.cdc.gov/niosh/statosh.html

■ National Association of Chronic Disease Directors Member Directory 

www.chronicdisease.org/search/

Where else can I go for information about worksite health? 

Appendix B includes links and brief descriptions of resources that can help you through the four phases of developing a 

workplace health program: (1) assessment, (2) planning and management, (3) implementation, and (4) evaluation.14

Additionally, the CDC Workplace Health Resource Center (WHRC) provides resources to support and advance workplace 

health promotion in organizations working to improve employee well-being. The WHRC addresses relevant and emerging 

topics that affect organizations’ workplace health promotion programs such as leadership commitment, employee 

engagement, emotional health, and smoking cessation. Employers, state public health departments, business health 

associations, and academic communities provided input for this comprehensive online hub. The Web site offers assessment 

tools, step-by-step guides, visual aids, case studies, engagement strategies, and other information.
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Frequently Asked Questions Supporting Citations

1. Pronk N, Allen C. A culture of health: Creating and sustaining supportive organizational environments for health. In 

Pronk N, ed. ACSM’s Worksite Health Handbook. 2nd ed. Champaign, IL: Human Kinetics, Inc.; 2009:224-30.

2. Goetzel R, Kahr T, Aldana S, Kenny G. An evaluation of Duke University’s Live for Life health promotion program and its 

impact on employee health. Amer J Pub Health. 1996;10(5):340-2.

3. Nyberg A, Alfredsson L, Theorell T, Westerlund H, Vahtera J, Kivimäki M. Managerial leadership and ischaemic heart 

disease among employees: the Swedish WOLF study. Occup Environ Med. 2009;66(1):51-5.

4. National Institute of Occupational Safety and Health (NIOSH). Essential Elements of Effective Workplace Programs and 

Policies for Improving Worker Health and Wellbeing. 2008. http://www.cdc.gov/niosh/docs/2010-140/pdfs/2010-140.

pdf. Accessed August 15, 2017.

5. Westerlund H, Nyberg A, Bernin P, et al. Managerial leadership is associated with employee stress, health, and sickness 

absence independently of the demand-control-support model. Work. 2010;37(1):71-9.

6. Volpp KG, John LK, Troxel AB, Norton L, Fassbender J, Loewenstein G. Financial incentive-based approaches for weight 

loss. JAMA. 2008;300(22):2631-7.

7. Matson-Koffman D, Lee JW, Hopp JW. The impact of incentives and competitions on participation and quit rates in 

worksite smoking cessation programs. Am J Health Promot. 1993;7(4):270-80, 295.

8. VanWormer J, Pronk N. Rewarding change: Principles for implementing worksite incentive programs. In Pronk N, ed. 

ACSM’s Worksite Health Handbook. 2nd ed. Champaign, IL: Human Kinetics, Inc.; 2009:239-247.

9. Tsai AG, Wadden TA. Systematic review: an evaluation of major commercial weight loss programs in the United States. 

Ann Intern Med. 2005;142(1):56-66.

10. Poole K, Kumpfer K, Pett M. The impact of an incentive-based worksite health promotion program on modifiable health 

risk factors. Am J Health Promot. 2001;16(1):21-26.

11. Blake S, Caspersen C, Finnegan J, Crow R, Mittlemark M, Ringhofer K. The shape up challenge: a community-based 

worksite exercise competition. Am J Health Promot. 1996;11(1):23.

12. Cahill K, Perera R. Competitions and incentives for smoking cessation. Cochrane Database Syst Rev. 2008;4:CD004307.

13. Westerlund H, Nyberg A, Bernin P, et al. Managerial leadership is associated with employee stress, health, and sickness 

absence independently of the demand-control-support model. Work. 2010;37(1):71-9.

14. U.S. Centers for Disease Control and Prevention. Workplace Health Model. Available at https://www.cdc.gov/

workplacehealthpromotion/model/index.html. Accessed August 8, 2017. 
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Appendix B. Resources for Action

Finding Help as You Develop and Promote Your Workplace Health Program

The CDC ScoreCard is designed to be used in conjunction with other CDC guidance documents, such as CDC’s Successful 

Business Strategies to Prevent Heart Disease and Stroke Toolkit. This toolkit provides information, materials, tools, and 

resources that employers can use in developing comprehensive heart disease and stroke worksite programs and preventive 

services. 

The National Center for Chronic Disease Prevention and Health Promotion (NCCDPHP) Workplace Health Promotion

Web site contains information, tools, guidelines, and resources to guide employers on ways to establish or improve their 

worksite programs for most of the health topics covered in the CDC ScoreCard. This includes the CDC Workplace Health 

Resource Center (WHRC), a one-stop shop that gives employers resources to create a healthy work environment. It has 

credible tools and step-by-step resources employers can use to tailor a health promotion program to their unique worksite 

needs.

Module-specific resources are recommended below. Click on the title to link to the resource itself.

Organizational Supports

Workplace Health Promotion: Planning/Workplace Governance

Developed by: Centers for Disease Control and Prevention

Resource description: This webpage describes organizational strategies that provide the infrastructure to ensure 

program objectives are achieved, employee health risks are appropriately managed, and the company’s resources 

are used responsibly. It includes information on leadership support, wellness councils, and committees that can offer 

assistance, health improvement action plans, dedicated resources, communications, and data on existing programs.

Making Health Communication Programs Work

Developed by: National Cancer Institute

Resource description: This planning guide provides information on every phase of creating health communications 

programs, from initial planning steps to program evaluation and assessment.

From Evidence to Practice: Workplace Wellness that Works

Developed by: Johns Hopkins Bloomberg School of Public Health

Resource description: This report is a comprehensive, evidence-based guide to help employers design and implement 

a new workplace wellness program or evaluate an existing program. The guide includes real-world recommendations 

on the design, implementation, and evaluation of workplace health promotion programs with specific examples for 

common health conditions.

Building Evidence for Health: The 9 Foundations of a Healthy Building

Developed by: Harvard T.H. Chan School of Public Health

Resource description: This report describes the nine elements of healthy building design, which include ventilation, 

lighting, noise, and other critical design features that promote increased performance among the building’s occupants.
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CDC Worksite Health ScoreCard Manual

Tobacco Use

Tips from Former Smokers

Developed by: Centers for Disease Control and Prevention

Resource description: This Web site is focused on providing tools and educational resources to help promote tobacco 

cessation. Links to videos, posters, and buttons are included, as well as information about the effect of smoking on other 

health conditions and impacts of the Tips program.

Guidance on Establishing Programs Designed to Help Employees Stop Using Tobacco

Developed by: Office of Personnel Management

Resource description: This webpage provides a comprehensive, three-part guide for employers who are interested 

in creating and maintaining a tobacco cessation program. The guide includes information on program funding and 

development, as well as a checklist for program assessment.

Tobacco Cessation

Developed by: Kaiser Permanente

Resource description: This webpage provides tips on conducting a needs assessment for tobacco cessation 

programming, in addition to a program implementation toolkit and links to external resources.

CEO Roundtable Playbook: Tobacco Cessation

Developed by: American Heart Association

Resource description: This informational brief provides case studies and lessons learned from organizations that have 

implemented various types of tobacco cessation programs.

High Blood Pressure

Blood Pressure Interventions

Developed by: Centers for Disease Control and Prevention

Resource description: This webpage provides information on high blood pressure, including trends and statistics, 

economic consequences, summaries of state-based programs, recommended treatment and management strategies, 

and links to external resources for general audiences and health professionals.

Cardiovascular Health: Action Steps for Employers

Developed by: Centers for Disease Control and Prevention

Resource description: This guide provides examples of action steps employers can take to implement programs to 

promote improved employee cardiovascular health.

How Addressing Hypertension Creates a Healthier, More Productive Workplace

Developed by: Benefits Magazine

Resource description: This magazine article provides information on hypertension, the impacts of hypertension on 

employee well-being and productivity, and potential interventions to be implemented in the workplace.

High Cholesterol

Workplace Health Resources: Cholesterol

Developed by: Centers for Disease Control and Prevention

Resource description: This webpage provides links to external resources related to employee programs that address 

high cholesterol such as an implementation guide, toolkits, fact sheets, and trends and statistics.
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High Cholesterol

Developed by: American Heart Association

Resource description: This webpage provides information about cholesterol, including why cholesterol matters, high 

cholesterol risk factors, prevention and treatment of high cholesterol, and cholesterol management tools and resources.

How to Educate Your Employees About Their Cholesterol Levels

Developed by: Smart Business

Resource description: This article provides information to employers on the impact of high cholesterol on employee 

wellness, potential impacts of high cholesterol on productivity, and steps employers can take to encourage healthy 

habits among employees.

Physical Activity

Worksite Physical Activity

Developed by: Centers for Disease Control and Prevention

Resource description: This webpage provides information about integrating physical activity programming into 

a workplace health program, including physical activity guidelines and recommendations, data and statistics, 

recommended strategies, and links to other resources.

Guidelines on Improving the Physical Fitness of Employees

Developed by: World Health Organization

Resource description: This article provides information on implementing, planning, and designing a physical fitness 

program for employees, including examples of activities to increase employee engagement and participation in the 

program.

Workplace Walking Program Kit

Developed by: American Heart Association

Resource description: This webpage for the Workplace Walking Program Kit provides all of the tools and materials 

needed to implement a walking program at the worksite, including promotional materials and brief one-page flyers to 

encourage participation.

Weight Management

Maintain, Don’t Gain Toolkit

Developed by: Kaiser Permanente

Resource description: This toolkit provides tips on creating and sustaining a worksite health program focused on 

helping employees to maintain a healthy weight through diet and exercise. The toolkit walks an employer through 

program development in four steps: needs assessment, planning, engaging, and measuring impact.

Weight Control and Employees: One Size Doesn’t Fit All

Developed by: Northeast Business Group

Resource description: This article discusses the need for workplace weight management programs and provides 

examples of interventions to implement. Program evaluation and return on investment (ROI) are also discussed.

Tipping the Scales on Weight Control: New Strategies for Employers

Developed by: Northeast Business Group on Health

Resource description: This toolkit provides information on the importance of employee weight management, case 

studies on weight management program interventions, expert recommendations, and a framework for integrating 

weight management programs in the workplace.
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Nutrition

Nutrition: Strategies and Resources

Developed by: Centers for Disease Control and Prevention

Resource description: This webpage provides tips on how to encourage healthy eating habits at work, including best 

practices from employer nutrition programs, information on guidelines and nutritional standards, and external resources 

that provide information on program implementation.

Healthy Workplace: Food and Beverage Toolkit

Developed by: American Heart Association

Resource description: This webpage provides free access to the Healthy Workplace Food and Beverage Toolkit, which 

includes guidance for organizational decisions related to procuring, providing, or planning food and beverages in the 

workplace. It addresses topics such as healthy eating, creating a culture of health, and how to incorporate healthier 

options in vending machines and corporate-sponsored events.

Heart Attack and Stroke

Moving into Action: Promoting Heart-Healthy and Stroke-Free Communities

Developed by: Centers for Disease Control and Prevention

Resource description: This report describes the Moving into Action campaign, which offers suggestions and ideas for 

employers on promoting employer heart health by implementing work policies that promote healthy behaviors.

Successful Business Strategies to Prevent Heart Disease and Stroke

Developed by: Centers for Disease Control and Prevention

Resource description: This toolkit provides information on the importance of heart health and stroke awareness. The 

page includes links to a downloadable toolkit, a toolkit guide, a six-step employer guide, and a presentation. 

Massachusetts Heart Disease and Stroke Prevention and Control Program

Developed by: Massachusetts Department of Public Health

Resource description: This webpage facilitates free downloads of educational materials, such as posters, handouts, and 

DVD tutorials, that address heart disease and stroke prevention.

Prediabetes and Diabetes

Diabetes at Work: Living and Coping with Diabetes

Developed by: Centers for Disease Control and Prevention

Resource description: This webpage describes the Diabetes at Work program and offers background information on 

diabetes, guidelines to implementing a diabetes prevention worksite program, and a webinar on creating a diabetes 

prevention programs, among other resources.

Transforming Diabetes Management: New Directions for Employers

Developed by: Northeast Business Group on Health

Resource description: This report provides information on diabetes management program options, as well as the 

strengths and weaknesses of each approach. Information on fostering a company culture that promotes employee 

engagement is also discussed.
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Stop Diabetes at Work: Resources

Developed by: American Diabetes Association

Resource description: This webpage provides links to examples of activities, lists of healthy foods to battle diabetes, 

and external resources to promote diabetes control and management. Resources include information on increasing 

employee engagement and best practices for CEOs.

Depression

Right Direction for Me

Developed by: Partnership for Workplace Mental Health

Resource description: This webpage is dedicated to spreading awareness about depression in the workplace. This 

webpage provides access to a depression screening tool, frequently asked questions on workplace depression, and 

materials to help build a workplace depression awareness and prevention program, such as a manager’s toolkit, posters, 

logos, presentation slides, and an implementation field guide.

ICU

Developed by: Partnership for Workplace Mental Health

Resource description: This webpage provides information on ICU, a program created to reduce the stigma of mental 

health and depression in the workplace. Links to resources are provided, which include implementation guides, flyers, 

presentations, email templates, video tutorials, logos, and sample program evaluations.

Working Well: Leading a Mentally Healthy Business

Developed by: The Center for Workplace Mental Health

Resource Description: This toolkit provides human resource professionals and business leaders with practical 

information and strategies, assessment tools, mental health programs, and case studies to educate employers about 

current best practices to create supportive workplace environments. 

Developing an Employee Assistance Program

Developed by: University of Michigan Depression Center

Resource description: This webpage describes why and how an employer could develop an Employee Assistance 

Program to improve employee well-being generally, and specifically to reduce and mitigate depression.

Stress Management

Stress At Work

Developed by: National Institute for Occupational Safety and Health

Resource description: This webpage provides information to employers on reducing stress at the worksite. Resources 

included on this webpage include articles on preventing stress, measurement tools, and video tutorials.

Setting up a Stress Management Program: A Checklist for Success

Developed by: Health Advocate

Resource description: This brief report provides information on creating an employee stress management program, 

including a checklist and tips to help an employer during each step of program implementation.
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Alcohol and Other Substance Use

Making Your Workplace Drug-Free: A Kit for Employers

Developed by: Substance Abuse and Mental Health Services Administration

Resource description: This webpage provides a link to a free employer toolkit for promoting a drug-free workplace. 

The toolkit includes examples of written worksite policies, employee education materials, manager training tools, and 

brochures and fact sheets to help employers establish a substance use prevention program in the workplace.

Drug-Free Workplace Programs

Developed by: Substance Abuse and Mental Health Services Administration

Resource description: This webpage provides a Drug-Free Workplace Toolkit that provides step-by-step guidance for 

starting and maintaining drug-free workplace policies and programs. This includes links to sample policy documents, 

guidelines, and fact sheets, in addition to information about state and federal laws and regulations on drugs in the 

workplace. Topical areas addressed include prescription drugs, alcohol, and other substances.

SBIRT: Screening, Brief Intervention, and Referral to Treatment

Developed by: Substance Abuse and Mental Health Services Administration

Resource description: This webpage provides an overview of Screening, Brief Intervention, and Referral to Treatment 

(SBIRT), an evidence-based approach to identify and prevent alcohol and substance use. This includes links to other 

resources, such as examples of SBIRT programs and training modules. 

An Employer’s Guide to Workplace Substance Abuse: Strategies and Treatment Recommendations

Developed by: National Business Group on Health

Resource description: This article discusses the impact of employee substance abuse on work performance, substance 

abuse treatment options for employees, lists of commonly abused substances, and tips on how to spot employee 

substance abuse.

Sleep and Fatigue

Work Schedules: Shift Work and Long Hours

Developed by: National Institute for Occupational Safety and Health

Resource description: This webpage provides links to educational resources for promoting healthy sleep habits and 

educating employers about fatigue at work across many industries, including aviation, health care, and transportation, 

among others.

Thrive at Work: Sleep Management

Developed by: Kaiser Permanente

Resource description: This webpage provides an overview of the impact of worker fatigue and poor sleep habits on 

employee health and productivity. An interactive toolkit that takes an employer from program assessment to evaluation 

is featured on the webpage, complete with tips for implementing a sleep management program.

Musculoskeletal Disorders

Ergonomics

Developed by: Occupational Safety and Health Administration

Resource description: This webpage discusses techniques to assess ergonomics in the workplace and offers tips on 

implementing ergonomics programs. Employer responsibilities and workers’ rights are also discussed.
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Ergonomics and Musculoskeletal Disorders

Developed by: National Institute for Occupational Safety and Health

Resource description: This webpage is a centralized informational hub of resources supporting the need for 

interventions to address workplace-related musculoskeletal disorders. Informational resources are organized by industry 

and risk factor and include direct links to programs and guidelines.

The Success of an Employer on site Physical Therapy Program

Developed by: Broadway Ergonomics, LLC

Resource description: This presentation relays the importance of on site physical therapy and other ergonomics-related 

interventions, as well as guidance to promote worker safety and design tips to facilitate improved employee posture.

Occupational Health and Safety 

Total Worker Health®

Developed by: National Institute for Occupational Safety and Health

Resource description: This webpage is dedicated to circulating tools, publications, and research programs focused on 

integrating protection from work-related safety and health hazards with the promotion of injury and illness prevention 

efforts to advance worker well-being.

Workplace Safety and Health Topics

Developed by: National Institute for Occupational Safety and Health

Resource description: This webpage provides job safety and health programming, including training resources, data 

and statistics, research programs, publications and products, and grants and funding.

Recommended Practices for Safety and Health Programs

Developed by: Occupational Safety and Health Administration

Resource description: This webpage provides recommendations for promoting a safe work environment. The 

recommended practices encompass all areas of creating a workplace health and safety program. Resources featured on 

the webpage include case studies describing best practices, tools, and educational information.

Nonprofit Risk Management Resource Library

Developed by: Nonprofit Risk Management Center

Resource description: This webpage provides information about workplace safety climates and cultures. It includes a 

checklist to guide leadership and supervisors to strengthen safety culture and climate, and access to industry-specific 

toolkits for creating and improving workplace safety programs.

Vaccine-Preventable Diseases

Influenza (Flu) Information for Businesses and Employers

Developed by: Centers for Disease Control and Prevention

Resource description: This webpage provides a ready-to-use toolkit for employers to promote annual flu vaccinations, 

which includes promotional resources including web tools, fact sheets, and e-cards, in addition to information about 

organizing on and off site vaccination clinics.

Immunization Schedules

Developed by: Centers for Disease Control and Prevention

Resource description: This webpage offers access to electronic resources to spread awareness about vaccination 

schedules, including code for webpage banners, links to quizzes, and information on the importance of adult vaccines.
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Immunization Resources for the Workplace

Developed by: National Foundation for Infectious Diseases

Resource descriptions: This webpage provides links to immunization resources for the workplace, including checklists, 

posters, policy statements, and a toolkit.

Maternal Health and Lactation Support

The CDC Guide to Strategies to Support Breastfeeding Mothers and Babies

Developed by: Centers for Disease Control and Prevention

Resource description: This guide provides information to employers to support breastfeeding in the workplace. This 

includes strategies to follow to implement a breastfeeding program in the worksite, including program examples, 

resources, key considerations, and action steps. 

Supporting Nursing Moms at Work

Developed by: Office of Women’s Health

Resource description: This webpage provides a broad range of information to assist employers in implementing 

strategies that enable and encourage mothers to breastfeed through the Breastfeeding at Work Project. This includes a 

tool to help employers locate industry-specific case studies and solutions, in addition to videos and reports describing 

how solutions can be tailored to meet organizational needs.

Investing in Workplace Breastfeeding Programs and Policies

Developed by: National Business Group on Health

Resource description: This toolkit covers the essential information employers need to understand the components of 

breastfeeding programs, including how to get started and measure success. Valuable resources include breastfeeding 

program options, employer case studies, and program implementation materials.

Cancer

Cancer Prevention and Worksite Health Promotion: Time to Join Forces

Developed by: Centers for Disease Control and Prevention

Resource description: This article outlines cancer risk factors, recommendations for employee and community 

engagement, and proposed activities to promote cancer awareness and healthy living.

Occupational Cancer

Developed by: National Institute for Occupational Safety and Health

Resource description: This webpage provides information on cancer clusters, lists of carcinogens, workplace policies, 

and data and statistics by industry sector.

US Preventive Services Task Force Recommendations

Developed by: United States Preventive Services Task Force

Resource description: This webpage offers information on screening tools for various types of cancers and 

recommended preventive services. This information could be used by health benefits administrators to make decisions 

about program offerings.

Workplace Solutions

Developed by: American Cancer Society

Resource description: This webpage presents information for employers to address cancer awareness, preventive 

measures, recommended activities to increase engagement, and promotion tools.
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Community Resources

Community Health in Action

Developed by: Centers for Disease Control and Prevention

Resource description: The webpage is hosted by the Division of Community Health and contains resources such as an 

assessment tools manual, evidence-based guides, and a sustainability guide.

The Value of Community Partnerships

Developed by: Centers for Disease Control and Prevention

Resource description: This issue brief details the importance of community partnerships and provides tips and 

considerations for starting an employer-community partnership.

Building the Business Case for Community Partnership

Developed by: Population Health Advisory Board

Resource description: This report provides information on the importance of business-community partnerships and 

discusses steps to establish partnerships to improve employee health within their communities.

General Resources

Employer Health Incentives

Developed by: Harvard T.H. Chan School of Public Health

Resource description: This article discusses trends in employee wellness programs, the impact of federal regulations on 

wellness programs, and different approaches to implementing interventions in the workplace.

Guide to Clinical Preventative Services, 2014

Developed by: The Agency for Healthcare Quality Research

Resource description: This webpage provides links to chapters within the Guide to Clinical Preventive Services. The 

guide discusses screening, counseling, and preventive measures to address a range of conditions.

Resources: Know What You Need to Know

Developed by: Wellness Council of America

Resource description: This webpage provides links to resources to help employers implement wellness interventions 

in the workplace. The resources provided on the webpage are arranged by topic; such as nutrition, ergonomics, and 

cholesterol; and type, such as posters, handouts, and health bulletins. This page also includes a link to benchmarks.

Thrive at Work

Developed by: Kaiser Permanente

Resource description: This webpage provides information on the importance of implementing successful employee 

wellness programs, costs of poor employee health, and a four-step process to program implementation. This webpage 

also provides links to specific topic areas for wellness programs, including tobacco cessation, sleep management, healthy 

eating, exercise, and stress management.

Work-Life: Health and Wellness

Developed by: Office of Personnel Management

Resource description: This webpage provides resources to help develop an employee wellness program. This 

webpage includes links to information on federal laws and regulations, program administration, program evaluation, 

and reference materials. 
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Workplace Health Playbook

Developed by: American Heart Association

Resource description: This webpage provides information to aid in the creation of an employee wellness program. 

Information is provided on every phase of implementation, and includes background information, tips on completing 

each step, and best practices from case studies.

Workplace Health: Continuous Quality Improvement for Employee Health

Developed by: American Heart Association

Resource description: This webpage provides comprehensive information to assist employers address employee health 

concerns in the workplace, including tools such as the Life’s Simple 7 self-assessment tool that can be used to raise 

awareness. The webpage also features the Workplace Health Achievement Index, an evidence-based assessment tool 

that measures workplace program performance across several topic areas. Other resources provided on this webpage 

include instructional video tutorials and links to employer resources.

Worksite Wellness—Building a Healthy Missouri Workforce Toolkit

Developed by: Missouri Department of Health and Senior Services

Resource description: This comprehensive, evidence-based toolkit describes the steps an employer would take to 

implement and improve their worksite health program by updating and altering already existing policies and practices, 

environmental supports, and cultural norms. 
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Appendix C. Glossary

This glossary contains terms that are used across the CDC ScoreCard, grouped into two categories. The first set of terms is to 

help you use the hard copy and online versions of the CDC ScoreCard and get the most information possible out of the tool. 

The second set of terms clarifies technical terminology used in the CDC ScoreCard, providing brief definitions and links to 

more information when appropriate.

CDC Worksite Health ScoreCard Online Tool Terminology

Term Definition

CDC Worksite Health 

ScoreCard (CDC 

ScoreCard)

A tool designed to help employers assess whether they have implemented evidence-based 

health promotion interventions or strategies at their worksites to improve employee health and 

well-being. It provides guidance on key evidence-based strategies that employers can implement 

to promote a healthy workforce, increase productivity, and reduce the risk and associated costs 

of poor employee health. The CDC ScoreCard is available as an online tool at http://nccd.cdc.gov/

DPH_WHSC/.

Benchmark report Employers who register and complete the CDC ScoreCard in its entirety online at http://nccd.cdc.

gov/DPH_WHSC/ have access to a worksite-specific report that shows how each worksite’s score 

compares, by topic, with the worksite’s score from the previous year (if available). It also compares 

each worksite’s score with average scores from the previous year for (1) all worksites of the same 

size, (2) all worksites for the same employer, and (3) all worksites combined. These benchmarks 

comprise the individual worksite scores that were recorded during the previous year, among 

those who completed the CDC ScoreCard online in its entirety. 

Employer 

administrator

In the online CDC Worksite Health ScoreCard, a contact at the employer level or any user who logs 

in with an employer administrator log-in code. A user logged in as an employer administrator has 

full access to all profiles and ScoreCards for worksites associated with the employer account. 

An employer administrator typically has a leadership or management role for employee health 

across an entire organization. This person coordinates employee health and safety programs 

and services across multiple worksites and may be responsible for reporting program results to 

the organization’s senior leadership. An employer administrator may be a program champion 

or member of a wellness committee. This person has extensive knowledge of the organization’s 

structure and health policies and benefits.

An employer administrator may review and submit ScoreCards on behalf of the worksites in 

its organization. The employer administrator also may complete one or more sections of the 

ScoreCard on behalf of the organization’s worksites, particularly if a strategy or activity is managed 

or executed above the worksite level and consistently applied across all worksites.

Employer ID A unique identifier assigned to an employer who registers with CDC to gain access to the online 

CDC Worksite Health ScoreCard. An employer ID is used during worksite registration to associate 

the worksite to the correct employer.

Employer profile Information for each employer CDC Worksite Health ScoreCard account that describes the 

employer in terms of workforce demographics, health program offerings, and related topics. The 

purpose of this information is to help employers as they tailor their worksite health strategies and 

interventions to support the needs of their organizations.

Resources for Action Information in the CDC ScoreCard that is designed to be used with other CDC guidance 

documents. The ScoreCard provides information, materials, and tools that employers can use to 

establish or improve their comprehensive worksite health promotion programs. These Resources 

for Action are organized by health topic and by intervention type.

Return CDC ScoreCard

for edits 

After a worksite has submitted a ScoreCard to its employer, the employer administrator resets 

the ScoreCard status to “in progress” so that worksite team members can make additional edits or 

changes.
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Term Definition

Submit CDC ScoreCard

to CDC

In the online CDC ScoreCard, the act of finalizing a ScoreCard and turning it in to CDC to produce a 

benchmarking report and for inclusion in the CDC ScoreCard database.

Submit CDC ScoreCard

to employer

The act of submitting a ScoreCard to the worksite’s employer administrator for review. The 

employer may require this review before a worksite can submit its ScoreCard to CDC.

Topics on the CDC 

ScoreCard

A category of questions in the ScoreCard. Eighteen topics are used to group questions that ask 

about related public health strategies and interventions (e.g., Nutrition, Physical Activity, and 

Tobacco Cessation).

Worksite profile In the CDC Worksite Health ScoreCard, basic information for each worksite, including name, 

address, and contacts (worksite team members).

Worksite team 

member

In the CDC Worksite Health ScoreCard, a contact at the worksite level or any user who logs in with 

a worksite login code. A user logged in as a worksite team member can create, complete, and 

submit ScoreCards for the worksite associated with the worksite login code. 

A worksite team member typically is responsible for creating, directing, and managing employee 

health and safety programs and services at one or more worksites. A worksite team member 

may be a program champion or member of a wellness committee. This person has extensive 

knowledge of the organization’s worksite health activities.

A worksite team member will be directly involved in answering the questions in one or more 

sections of the CDC ScoreCard. 

Other Terminology

Term Definition

Active transportation Forms of transportation that require a heightened level of physical activity, such as walking or 

biking, or partial amounts of heightened levels of activity, such as parking at a greater distance 

from the destination or walking or biking to public transportation. 

Activity tracker A tool used to track physical activity; it can vary in type from online forms that require manual 

updating to wearable devices that automatically track activity level throughout the day. 

Automated external 

defibrillator (AED)

A portable electronic device that delivers a brief electric shock to the heart, designed to be used 

by individuals without substantial medical training who are responding to a cardiac emergency.

Body mass index (BMI) A number calculated from a person's weight and height. BMI provides a reliable indicator of excess 

body weight for most people. It is used to screen for weight categories that may lead to health 

problems. For more information, visit: www.cdc.gov/healthyweight/assessing/bmi/index.html.

Carcinogens A substance that promotes carcinogenesis, the formation of cancer.

Clinical assessment An evaluation of a patient’s condition that results in a prognosis.

Clinical referral A recommendation from a self-assessment tool or actual medical evaluation that encourages an 

employee to consult with a medical professional for additional follow-up care.

Community-supported 

agriculture (CSA)

A mutually beneficial relationship between farmers and the community in which a particular 

network, or association of individuals, pays one or more local farms at the onset of the growing 

season for a share of the anticipated harvest; once harvesting begins, they periodically receive 

shares of produce that may be picked up at the farm or distributed at convenient drop-off sites 

such as offices, farmers’ markets, and community centers or churches. For more information, visit 

www.nal.usda.gov/afsic/community-supported-agriculture. 
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Term Definition

Comprehensive 

worksite health 

promotion programs

A coordinated and comprehensive set of strategies designed to meet the health and safety needs 

of all employees. These strategies include programs, policies, benefits, environmental supports, 

and links to the surrounding community. The five elements of comprehensive worksite health 

promotion programs, as defined by Healthy People, are (1) health education, (2) supportive social 

and physical environments, (3) integration of worksite wellness programs into organizational 

structure, (4) links to related programs (e.g., Employee Assistance Programs), and (5) screening 

programs.1 The Partnership for Prevention added two additional components: (1) some process 

for supporting individual behavior change with follow-up interventions and (2) an evaluation and 

improvement process to help enhance the program’s effectiveness and efficiency.2

For more information about Healthy People, visit: https://www.healthypeople.gov/. 

Directed feedback Feedback specific to your responses that enables you to take evidence-based action to make a 

behavioral or other change. 

Educational materials Print and other media sources of information that can be given to people to read or view at a 

later time. These may be brochures, videos, posters, or newsletters that address either single or 

multiple health topics.

Employee assistance 

program (EAP)

A voluntary, work-based program that offers free and confidential assessments, short-term 

counseling, referrals, and follow-up services to employees who have personal and/or work-related 

problems. EAPs address a broad and complex body of issues affecting mental and emotional wellbeing, such as alcohol and other substance use, stress, grief, family problems, and psychological 

disorders. EAP counselors also work in a consultative role with managers and supervisors to 

address employee and organizational challenges and needs.3

Employee needs and 

interests survey

A method of assessing interest among employees prior to implementing health promotion 

activities. The information learned from this assessment should inform health promotion planning 

and assess employee readiness, motivation, and preferences for targeted activities or programs. 

Ways of assessing employee needs and interest may range from electronic questionnaires to inperson focus groups. 

Environmental support Refers to the physical factors at and nearby the workplace that help protect and enhance 

employee health.

Ergonomic assessment Reviewing worksites’ systems, processes, and equipment to ensure they fit with the human body 

and its cognitive abilities to prevent repetitive strain injuries and other musculoskeletal disorders.

Evidence-based 

intervention or 

strategy

An intervention or strategy that has the potential to affect employee behavior; the effects have 

been substantiated by evaluation and results have been published in a peer-reviewed journal.

Farmers’ market A recurring gathering of farmers selling their food products, including fruits and vegetables, 

directly to consumers. Farmers’ markets can be held on public or private land, in temporary or 

permanent structures, and can be set up in community locations, health clinics, places of worship, 

schools, and worksites.4

Fatigue Tiredness or exhaustion.

Hazard Anything that presents a potential threat to employee health and safety, whether physical or 

psychological.

Health benefits Part of an overall compensation package including health insurance coverage and other services 

or discounts related to health.

Health care 

consumerism

A movement to personalize care to facilitate health outcomes by offering individuals choices 

of services and increased information and purchasing power to make decisions This can be 

facilitated through health plan design.
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Term Definition

Health coaching (or 

counseling)

A communication process between a trained health professional and an individual or group. 

A patient education approach offers information and technical skills that are tailored to suit a 

participant’s needs. The stages of counseling include (1) building a relationship, (2) making an 

informed assessment, (3) establishing agreed-upon goals and objectives, and (4) developing 

an implementation plan. This interaction can be provided in person or virtually (via a Web site, 

telephone, or mobile app) on or off site. Providers may be vendors, on site staff, health insurance 

plans or programs, community groups, or other practitioners.

Health promotion A service, program, or environmental support designed to help employees improve their health 

and maintain healthy lifestyles. Also known as worksite wellness or wellness program.

Health risk assessment 

(HRA) or health 

appraisal (HA)

A health questionnaire used to provide individuals with an evaluation of their health risks and 

well-being.

Healthy building 

design

Design decisions in the worksite that are meant to promote increased performance among its 

occupants. Elements of healthy design may include ventilation systems, access to natural light, 

nature-inspired indoor designs, and designs that promote activity, such as stairwells.

Incentives A tangible commodity or service that is given to an employee for completing a predetermined 

action or that is based on achievement of a goal or desired outcome.5

Influenza (flu) A contagious respiratory illness caused by influenza viruses. For more information, visit: www.cdc.

gov/flu/index.htm.

Interactive 

educational 

programming

A one-time or limited set of educational offerings, typically provided in a group setting. This form 

of education may include seminars, workshops, or classes focused on a particular health topic(s). 

The sessions can be provided in person or virtually (via a Web site, telephone, or mobile app) on 

or off site, where there is an element of dialogue or tailored feedback. Providers may be vendors, 

on site staff, health insurance plans or programs, community groups, or other practitioners.

Intervention A generic term used in public health to describe a program or policy that is designed to have an 

effect on a health problem.6

Job design Arrangements offered to employees with the intention of increasing job satisfaction. 

Arrangements may include job rotation, recognition, increased job responsibility, as well as other 

techniques to promote well-being.

Nicotine replacement 

therapy (NRT)

A method to deliver nicotine to the bloodstream that replaces nicotine from tobacco use. Several 

products are available, including nicotine gum, inhalers, nasal sprays, lozenges, and patches.

Occupational health 

and safety (OHS)

The promotion and maintenance of the highest degree of physical, mental, and social wellbeing of workers in all occupations by preventing departures from health, controlling risks, and 

facilitating the adaptation of work to people and people to their jobs. A multidisciplinary field 

concerned with the safety, health, and welfare of people at work with a strong focus on primary 

prevention of hazards. Also referred to as Occupational Safety and Health (OSH). For more 

information, visit: www.cdc.gov/niosh/index.htm. 

Pneumonia 

(pneumococcal 

disease)

An infection of the lungs that usually is caused by bacteria or viruses. For more information, visit: 

www.cdc.gov/pneumococcal/index.html.

Postnatal care Continuation of care of the woman and baby by medical professionals, families, and other 

support systems for a period of weeks or months immediately following birth.

Prediabetes Diagnosed when an individual’s fasting blood sugar level (HbA1c) is higher than normal 

(5.6–6.9 mmol/L) but not yet high enough to be classified as type 2 diabetes.7 Individuals with 

prediabetes are at increased risk for developing type 2 diabetes, as well as for heart disease and 

stroke. Doctors also may refer to prediabetes as impaired glucose tolerance (IGT) or impaired 

fasting glucose (IFG). For more information, visit: www.cdc.gov/diabetes/basics/prediabetes.html.
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Term Definition

Quit lines Telephone-based tobacco cessation services that usually are accessed through a toll-free 

telephone number. They provide callers with several services, such as educational materials, 

referral to local programs, and individualized telephone counseling (including a personalized plan 

for quitting).

Self-management 

programs

A collaborative, interactive, and ongoing process that involves educators and people with health 

problems. The educator provides program participants with the information, problem-solving 

skills, and tools they need to successfully manage their health problems, avoid complications, 

make informed decisions, and engage in healthy behaviors on their own.

Sleep disorders Clinically diagnosed issues with sleeping patterns, such as narcolepsy, insomnia, and obstructive 

sleep apnea, among others.

Sleep habits The recommended behavioral and environmental practices that are intended to promote better 

quality sleep.8 May also be referred to as sleep hygiene.

Strategy See the definition for evidence-based intervention.

Tdap A vaccine that protects against tetanus, diphtheria, and pertussis (whooping cough). For more 

information, visit: www.cdc.gov/vaccines/hcp/vis/vis-statements/tdap.html.

Total Worker Health® Policies, programs, and practices that integrate protection from work-related safety and health 

hazards with promotion of injury and illness prevention efforts to advance worker well-being. For 

more information, visit: www.cdc.gov/niosh/twh/. 

Unconventional 

work situations or 

nontraditional work 

arrangements

Work arrangements with temporal or spatial characteristics that may require alternative 

methods to extend health promotion efforts, ensuring that all employees receive equal access to 

benefits and services. Examples may include telecommuters (or remote workers), shift-workers, 

independent contractors, factory workers, or on-call workers.

Volunteerism The act of donating one’s time to benefit the community.

Work/life balance The challenges employees face in developing a healthy balance of work productivity, personal 

and family responsibilities such as caregiving, and other activities such as exercise or hobbies.

Workplace health 

policies

Formal or informal written statements that are designed to protect or promote employee health. 

Supportive workplace health policies affect large groups of workers simultaneously and make 

adopting healthy behaviors much easier. They can also create and foster a company culture of 

health.

Workplace health 

programs

Opportunities available to employees at the workplace or through outside organizations to begin, 

change, or maintain health behaviors. Programs and services can be:

■ Informational approaches—directed at changing knowledge or attitudes about the benefits 

of and opportunities for healthy lifestyles

■ Behavior or social approaches—designed to teach employees the behavioral management 

skills necessary for successful adoption and maintenance of behavior change

Workplace stress Stress related to issues stemming from work or job requirements. This could be attributed to 

many different origins, such as dissatisfaction with one’s role, pressures and responsibilities, 

uncertainty in job security, work-life balance, and relationships with coworkers among others.

Worksite A building, unique location, or business unit within an organization where work occurs. A 

worksite can include a campus of multiple buildings that are in close proximity (walking 

distance) and defined as part of the organization. For small organizations, a worksite may be 

one and the same as the entire company. For larger companies, a worksite may represent one 

of many locations.
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Glossary Supporting Citations

1. U.S. Department of Health and Human Services. Healthy People 2010: With Understanding and Improving Health and 

Objectives for Improving Health. 2nd ed. Washington, DC: U.S. Department of Health and Human Services; 2000.

2. Partnership for Prevention. Healthy People 2010: An Essential Health Promotional Sourcebook for Employers, Large and 

Small. Washington, DC: Partnerships for Prevention; 2001. http://www.acsworkplacesolutions.com/documents/

Healthy_Workforce_2010.pdf Accessed October 18, 2016.

3. U.S. Office of Personnel Management. Frequently Asked Questions: What is an Employee Assistance Program (EAP)? 

https://www.opm.gov/FAQs/QA.aspx?fid=4313c618-a96e-4c8e-b078-1f76912a10d9&pid=2c2b1e5b-6ff1-4940-b478-

34039a1e1174. Accessed September 20, 2017. 

4. U.S. Centers for Disease Control and Prevention. Strategies to Prevent Obesity and Other Chronic Diseases: The CDC Guide 

to Strategies to Increase the Consumption of Fruits and Vegetables. 2011. https://www.cdc.gov/obesity/downloads/

fandv_2011_web_tag508.pdf. Accessed September 20, 2017.

5. VanWormer JJ, Pronk NP. Rewarding change: principles for implementing worksite incentive programs. In: Pronk NP, ed. 

ACSM’s Worksite Health Handbook. 2nd ed. Champaign, IL: Human Kinetics; 2009:239-247.

6. Turnock BJ. Public Health: What It Is and How It Works. Gaithersburg, MD: Aspen Publishers; 1997.

7. Warren B, Pankow JS, Matsushita K, Punjabi NM, Daya NR, Grams M, Woodward M, Selvin E. Comparative prognostic 

performance of definitions of prediabetes: A prospective cohort analysis of the Atherosclerosis Risk in Communities 

(ARIC) study. Lancet Diabetes Endocrinol. 2017;5(1):34-42.

8. Irish LA, Kline CE, Gunn HE, Buysse DJ, Hall MH. The role of sleep hygiene in promoting public health: A review of 

empirical evidence. Sleep Med Rev. 2015;22:23-36.
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Appendix D. Scoring Methodology: 

Evidence and Impact Ratings

As part of the development of the CDC ScoreCard, each of the strategies in the CDC ScoreCard was assigned a weighted 

score based on an expert panel’s assessment of each item’s evidence base and impact level. Weighting of the items on the 

CDC ScoreCard was conducted using the following three consecutive steps.

Step 1: Rating the Evidence Base for Each Survey Item

To establish the evidence base for each of the strategies, researchers from IBM Watson Health and Johns Hopkins 

University’s Institute for Health and Productivity Studies (IHPS) conducted extensive literature searches to find the most 

up-to-date evidence. Information related to each item on the CDC ScoreCard came from review articles, Cochrane reports, 

Community Guide summaries, and U.S. Preventive Services Task Force recommendations. During this phase, the team also 

developed new questions for existing modules, as well as entirely new modules, based on the recommendations from 

industry experts and the findings from the literature searches for existing questions.

Module-specific panels of subject matter experts (SMEs) were convened in 2016 to review the scientific evidence 

and rate the evidence for each item using a 4-point scale (from 1=Weak to 4=Strong). More information about the 

evidence and impact rating system is presented in the table below. For the actual citations for each of the items on 

the CDC ScoreCard, please see the CDC Worksite Health ScoreCard Scoring Methodology: Evidence and Impact Ratings and 

Supporting Citations document.

Evidence Rating Definition of the Rating Categories

Weak (1) Research evidence supporting the relationship is fragmentary, nonexperimental, or poorly 

operationalized. There is debate among experts in the field as to whether a causal impact is 

plausible or exists.

Suggestive (2) Two or more studies (e.g., pre-post evaluations) support the relationship, but no studies reported 

using control groups (e.g., randomized control groups, quasi-experimental studies). Most experts 

believe that causal impact is plausible and consistent with knowledge in related areas, but some 

experts see the support as limited or acknowledge plausible alternative explanations.

Sufficient (3) The relationship is supported by at least two well-designed, quasi-experimental studies 

containing comparison groups, but no randomized control groups. Experts believe that the 

relationship is likely causal, and studies have eliminated most alternative confounding variables or 

alternative explanations.

Strong (4) A cause-effect relationship is supported by at least one well-designed study with randomized 

control groups or three or more well-designed, quasi-experimental studies. There is little or no 

debate among experts regarding a causal relationship.
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Step 2: Rating the Impact Level for each Survey Item

Using the evidence base gathered during Step 1, the SMEs rated each item for the modules in which they had expertise in 

terms of its estimated impact on health behaviors or outcomes (i.e., effect size) using a 3-point scale, as defined in the table 

below.

Impact Rating Definition of the Rating Categories

Small (1) 0 to 1 percentage point improvement in 1 year

Sufficient (2) >1 to 2 percentage point improvement in 1 year

Large (3) >2 or more percentage point improvement in 1 year

For example, promotion of stair use may get a Strong (4) rating on strength of evidence and a Large (3) impact rating for 

its potential impact on physical activity (i.e., it is expected to increase physical activity of the employees by more than 3 

percentage points).

Step 3: Assigning a Weighted Score to each Survey Item

The weighted score for each item was calculated by adding the item’s Evidence-Base Score to the item’s Impact Score and 

adjusting the value on the basis of the criteria below.

Evidence Base PLUS Item Impact EQUALS Weighted Score Weighted Score 

Value EQUALS

Final Health 

Impact Point 

Value

1=Weak Plus 1=Small Equals Total Pts.=2 or 3 Value=1 Equals 1=Good

2=Suggestive Plus 2=Sufficient Equals Total Pts.=4 or 5 Value=2 Equals 2=Better

3=Sufficient Plus 3=Large Equals Total Pts.=6 or 7 Value=3 Equals 3=Best

4=Strong

Each item on the CDC ScoreCard has an associated health impact point value between 1 and 3, where 1=Good, 2=Better, 

and 3=Best. This point value reflects the impact (i.e., observable change elicited in a 1-year period) that the strategy has on 

health outcomes and the strength of scientific evidence supporting this impact, as determined by SMEs.
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Appendix E. Sample Materials

This appendix contains the following sample materials (blank cells to be filled out manually):

■ Annual Worksite Health Improvement Plan Template

■ Sample Annual Worksite Health Improvement Plan

■ Worksite Health Budget Template

■ Sample Worksite Health Budget

Annual Worksite Health Improvement Plan Template

Objective: 

Intervention 

Strategies 

(What)

Process 

Evaluation Measures 

(How, When, Who)

Communications (Frequency, 

Methods, Modalities)

Outcome 

Evaluation Measures 

(Success Metrics)
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CDC Worksite Health ScoreCard Manual

Sample Annual Worksite Health Improvement Plan 

Developing a Worksite Health Improvement Plan is one of the most critical steps in building a comprehensive worksite 

health program. The plan, which is guided by the assessment and data-collection process, ensures that the right intervention 

strategies are chosen for priority health issues. Further, it serves as a road map for acting on those interventions. 

The following are key components in the worksite health improvement plan:

1. Develop specific, measurable goals and objectives to address key health needs or priorities.

2. Determine the core set of intervention strategies designed to change the work environment and individual behavior 

to improve health. This should include a mixture of programs, policies, and environmental supports targeting priority 

health issues (e.g., stress, nutrition, and physical activity).

3. Identify the detailed action steps and timeline for implementation, including dates and responsible staff.

4. Determine what communications strategies will be used for each intervention strategy.

5. Determine the evaluation plan for each intervention strategy, objective, and the overall program.

6. Develop an itemized budget for the work plan.

The following is a sample worksite health plan that incorporates these components.
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Goal 1: Support ABC Company Employees in the Prevention and Control of High Blood Pressure

Objective 1: By 12/31/2020, 80% of ABC Company employees will know their blood pressure number.

Evaluation Measure: Conduct baseline and end-of-year surveys to determine whether objective was met.

Intervention 

Strategies 

(What)

Process 

Evaluation Measures 

(How, When, Who)

Communications 

(Frequency, Methods, 

Modalities)

Outcome 

Evaluation Measures 

(Success Metrics)

Make blood pressure monitoring 

devices and instructions available 

to all employees to conduct selfassessments.

Sharon will identify space to store 

units, research types and prices, and 

purchase electronic and manual 

blood pressure monitoring devices.

CEO letter and email announcing 

goal that every employee will know 

their blood pressure numbers by 

12/1/19.

Was strategy fully implemented?

Status: Yes. Electronic devices 

purchased. Manual devices with 

multiple-sized cuffs purchased. 

Blood pressure information provided. 

Space dedicated.

Ed will set up training for wellness 

team members on proper blood 

pressure measurement.

Regular (monthly) communication 

on this topic via email, newsletters, 

and company meetings.

Track the type, number, and reach of 

promotional communications.

Status: CEO letter to all employees. 

Email announcement reached 50% 

of employees. Displayed on digital 

ticker and with posters.

Ashley will work with county health 

department to compile information 

for employees, including guidelines.

End-of-year assessment to 

determine whether goal was met.

Status: 86% of employees reported 

they know their number. Late start 

held us back.

Announce by 7/1/20.

Offer free, on site blood pressure 

screening with directed feedback 

and clinical referral when 

appropriate.

Kendra will reach out to local health 

care practitioners and find qualified 

nurse/clinician to conduct clinics. 

(8/1/20)

Announce and continue to promote 

on a weekly basis checking blood 

pressure using email, newsletter, and 

company meeting.

Was strategy fully implemented?

Janelle to coordinate logistics, 

including space, sign-ups, and 

announcements.

Track the type, number, and reach of 

communications.

Conduct first screening 

in September.

Track participation and tie in with 

80% goal.

Provide a series of educational 

workshops on preventing and 

controlling high blood pressure.

Develop action steps accordingly. Identify communication strategy. Determine how intervention strategy 

will be measured.
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CDC Worksite Health ScoreCard Manual

Goal 1: Support ABC Company Employees in the Prevention and Control of High Blood 

Pressure (continued)

Objective 2: By 12/31/2020, 25% of ABC Company employees with existing high blood pressure will control their blood 

pressure. 

Evaluation Measure: Conduct baseline and end-of-year surveys to determine whether objective was met.

Intervention 

Strategies 

(What)

Process 

Evaluation Measures 

(How, When, Who)

Communications 

(Frequency, Methods, 

Modalities)

Outcome 

Evaluation Measures 

(Success Metrics)

Provide access to group lifestyle 

counseling and follow-up.

Monitor employees with high blood 

pressure or prehypertension.

Develop action steps accordingly. Identify communication strategy. Determine how intervention strategy 

will be measured.

Modify health insurance coverage 

to have no or low employee outof-pocket costs for blood pressure 

control medications.

Develop action steps accordingly. Identify communication strategy. Determine how intervention strategy 

will be measured.
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CDC Worksite Health ScoreCard Manual

Goal 2: Increase the Number of ABC Company Employees Who Get at Least 30 Minutes of 

Physical Activity Every Day

Objective 1: By 12/31/20, increase the percentage of employees who meet the Surgeon General’s Guidelines for Physical 

Activity (at least 30 minutes every day) from 22% to 26%.

Evaluation Measure: Conduct baseline and end-of-year surveys to determine if objective was met.

Intervention 

Strategies 

(What)

Process 

Evaluation Measures 

(How, When, Who)

Communications 

(Frequency, Methods, 

Modalities)

Outcome 

Evaluation Measures 

(Success Metrics)

Post signs at elevators, stairwell 

entrances and exits, and other key 

locations that encourage employees 

to use the stairs.

Lisa to review plans with Joe from 

maintenance to improve lighting and 

paint stairwells by 4/30.

Announce using email, newsletter, 

and company meeting.

Was strategy fully implemented? 

Status: Yes, on 6/10/20.

Anthony will obtain “point of 

decision prompt” signs from CDC 

or elsewhere and post them in key 

places by 5/15/20.

Hold stairwell walk kickoff. Track the type, number, and reach of 

promotional communications.

Status: Five communications 

received via email by 100% of 

employees. Promoted during 

company meetings. Kickoff walk 

held.

Complete work by 6/15/20. Post signs in other key spots, (e.g., 

bathroom stalls, break rooms) 

encouraging stair use.

Baseline and end-of-year 

assessment to determine whether 

stair use increased.

Status: Both assessments completed; 

10% increase in stair use.

Provide environmental supports for 

recreation or physical activity.

Sheila to work with Joe to determine 

location for covered bike parking. 

(3/1/20)

Announce using email, newsletter, 

and company meeting.

Was strategy fully implemented?

Dean to purchase bike rack. 

(3/15/20)

Track the type, number, and reach of 

communications.

Danielle to purchase bikes, helmets, 

and pedometers, and set up 

check-out process for pedometers. 

(4/15/20)

Promote availability, sign- out 

process, and location to employees 

to ride at breaks and lunch.

Baseline and end-of-year 

assessment to measure use.

Marissa to station bikes at parking 

rack and create sign-out procedure. 

(5/1/20)

Mary Cay to organize a lunchtime 

ride on National Employee Health 

and Fitness Day.

Co-promote the lunchtime ride, bike 

check-out, and bike rack.

Create walking path and mileage 

markers on property. (5/15/20)

Develop and promote flexible 

work scheduling policy to support 

increased physical activity.

Offer extended lunch breaks for 

physical activity.

Identify communication strategy. Determine how intervention strategy 

will be measured.
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CDC Worksite Health ScoreCard Manual

Goal 3: Decrease the Number of Lower Back Injuries Among ABC Employees

Objective 1: By 12/31/20, decrease the number of annual employee low back claims from 20 to fewer than 10. 

Evaluation Measure: Conduct baseline and end-of-year surveys to determine if objective was met.

Intervention 

Strategies 

(What)

Process 

Evaluation Measures 

(How, When, Who)

Communications 

(Frequency, Methods, 

Modalities)

Outcome 

Evaluation Measures 

(Success Metrics)

Implement mandatory pre-shift 

employee stretching program.

Nick will work with Human 

Resources to develop a written 

policy. (6/10/19)

Reference safety or injury 

prevention in Worksite Health Team 

communications.

Was program fully developed?

Suzanne will research and obtain 

job-specific stretching routines. 

(6/1/19)

Employee survey to determine 

participation and satisfaction.

Tim will work with managers to 

identify space, train stretching 

leaders, post stretching routines, and 

so forth by 7/12/19.

Conduct job design analysis and 

develop stretching programs to fit 

job design.

Lisa will interview and hire an 

ergonomist or physical therapist 

to conduct job design analysis and 

design stretching program to fit job 

design. (2/25/19)

Worksite Health Team, Safety 

Coordinator, Human Resources 

announcements about strategies to 

make the work environment safer.

Number of job design analyses 

performed.

Number of employee-specific 

stretching programs developed.

Kevin to train employees on proper 

job-specific stretching techniques, 

(3/12/91)

Display posters with proper lifting 

technique in key places in the 

worksite. (3/12/19)

Modify the work environment to 

support safe work practices.

Jermaine to conduct NIOSH lifting 

equation evaluation for high-strain 

jobs.

Document number and type 

of changes made to the work 

environment.

Eliminate any regular lifting of over 

50 pounds; conduct NIOSH lifting 

equation evaluation for any jobs that 

do not meet that goal.

Human Resources to coordinate 

with Operations to cross-train staff 

and rotate job functions to limit 

repetitive motion injuries.

Worksite Health Team, Safety 

Coordinator, Human Resources 

announcement about making the 

work environment safer.

Track the type, number, and reach of 

communications.

Eliminate all lifts from the floor over 

shoulder height

Display posters with proper lifting 

technique in key places in the 

worksite.

Review workers’ compensation 

claims to determine changes in 

annual low back claims.

Abbreviation: NIOSH, National Institute for Occupational Safety and Health.

Total Worksite Health Program Budget

A detailed line item budget should be developed with the final worksite health plan. See the Sample Worksite Health 

Budget for an example. $44,395
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CDC Worksite Health ScoreCard Manual

Worksite Health Budget Template (blank cells to be filled out manually)

ABC Company—Worksite Health Budget, 2020

Category Item Subtotal 

(in dollars)

Total Cost 

(in dollars)

Wages/Benefits

Materials and Supplies

Memberships/Affiliations

Subscriptions and Publications

Health Education Materials

Health Assessment & Screenings

Health Coaching

Health Plan Changes

Health Education Programs

Equipment

Incentives

Miscellaneous

Total
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CDC Worksite Health ScoreCard Manual

Sample Worksite Health Budget

The following is a sample budget justification form for a company of 300 employees, allowing for worksite health 

intervention strategies to be categorized and budgeted. This form should accompany the worksite health plan in seeking 

financial support for the worksite health program.

ABC Company—Worksite Health Budget, 2020

Category Item Subtotal 

(in dollars)

Total Cost 

(in dollars)

Wages/Benefits Part-time Wellness Director $20,000 $20,000

Materials and Supplies

Lighting and paint for stairwell project

Printing for posters, flyers, etc.

Supplies for Healthy Pot-Luck lunch series

$300

$500

$150

$950

Memberships/Affiliations Wellness Council of Greater Cornville

National Network of Wellness Councils

$500

$50 $550

Subscriptions and Publications Electronic newsletter service

Various health publications

$175

 $150 $325

Health Education Materials Blood pressure log-books

Blood pressure literature and DVD

$500

$300 $800

Health Assessment & Screenings Currently planned for Year 2 $0 $0

Health Coaching Currently planned for Year 2 $0 $0

Health Plan Changes Currently planned for Year 2 $0 $0

Health Education Programs Blood pressure educational workshops

Blood pressure literature and DVD

$250

$250 $500

Equipment

Blood pressure monitoring equipment 

Bike rack

Pedometers

Bike parking structure

Bicycles/helmets for sign-out program (2)

$800

$450

$2,200

$1,500

$500

$5,450

Incentives Gift cards and prizes for contests, raffles, and similar items.

Gym reimbursement

$1,000

$6,000 $7,000

Miscellaneous Contract with landscaper to create walking paths on property

Gym reimbursement

$8,000

$820 $8,820

Total $44,395
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