College Overview
Founded in 1966 and opened in the fall of 1967, College of DuPage is
the nation's largest comprehensive single-campus community college.
Located
in District 502, the college serves 47 communities each year and approximately
34,000 students each year. The college offers a wide variety of occupational
programs as well as transfer programs to the nation's four-year institutions.
The College is headed by an administration under its president as of
July 2003, Dr. Sunil Chand. Total staff numbers 2,581, including 43 administrators,
318 full-time faculty, 1,284 part-time faculty and 936 classified staff.
There are also 406 student employees at C.O.D.
More
Information
Wellness Program: Historical Overview
In the early 1980s, people across the United States were beginning to
see the significance of healthy living, otherwise termed as wellness.
During this time, the employees from College of DuPage realized the importance
of bringing this awareness to its fellow members as a coordinated effort.
This coordinated effort began in 1982, and the College of DuPage Wellness
Committee was formed. Members included administration, faculty, classified
staff and students. James Frank, a counselor at C.O.D., served as the
first chairman. The Wellness Model from the University of Wisconsin at
Stevens Point guided this new committee to move toward wellness.
In 1982, the first Wellness event was held during the spring quarter,
when a staff development day was dedicated to wellness activities. Some
of the activities included walks through local forest preserves, massages
and lectures on nutrition.
In 1989, the first Wellness Fair was planned. It was combined with a day
dedicated to preserving the environment. Out of these efforts, College
of DuPage began its recycling program that, even today, continues to be
a model to other institutions. Since then, the Wellness Fair has become
an annual event.
Each year, the college offers other events and programs to its employees
such as the Employee Benefits Fair in October, a health risk screening
during its annual Wellness Fair in February, a week's festivities during
Employee Health and Fitness Week in May, and a variety of wellness programs
and social events to promote wellness within the College community.
Responding to the needs of the College community and the community-at-large,
the Wellness Committee has partnered with different public community organizations
that promote healthy living. They, along with the college, have been involved
with the American Heart Association for its annual Walk-A-Thon held in
DuPage County as well as Run for Life, a cancer research funding organization,
and the Susan Komer Breast Cancer Foundation. The college will continue
to partner with other community organizations to benefit the well-being
of its community.
In 1996, the College first applied and was presented with the "Gold
Award" from WELCOA
(Wellness Councils of America), a national organization that evaluates
worksite wellness programming and holds its members responsible to offer
the best quality programming possible within their organization. Although
the "Gold Award" was once the highest award given to an organization
by the council for its wellness programming efforts, the college is working
its way toward achieving the new coveted WELCOA Platinum Award in the
coming years.
In 1998, the college began a one-year review that involved re-examining
its mission, its strategic plan, its current standing in regards to wellness
programming, and what plans could be made for the future. The college
understood the importance of combining these efforts to work together
for the benefit of its employees and the college community. This one-year
review also included the completion of a Modified Claims Audit through
an outside organization to help steer the efforts of a future multi-level
employee wellness program. Results of this audit brought this proposal
into reality, funding via a three-year grant, and required the hiring
of a wellness coordinator to help create and implement a comprehensive
Employee Wellness program.
In 1999, this program got off the ground. Entitled Balanced Lifestyles,
it was created with a basic belief that people have a natural desire and
ability to seek out healthy behaviors. In support of this belief, Balanced
Lifestyles has and continues to collaborate with many areas of the college
to provide effective lifestyle tools and resources for the employees.
Over the next two years, Balanced Lifestyles offered employee health risk
screenings, delivered a self-care manual to all employees, and created
a new employee Internet website. Due to these efforts, the college is
now beginning to see the positive outcomes of investing in their employees'
health and well-being. By implementing this wellness program, the college
has reduced its employees' modified health care claims as well as produced
a remarkable increase in awareness in the benefits of living a healthy
lifestyle.
With the inception of Balanced Lifestyles, the College also promoted the
evolvement of its long-standing Wellness Committee from one of delivering
"feel-good" programming to one of delivering quality, measurable
programs that have become of strategic importance. Since 1998, the Wellness
Committee is now comprised of a variety of staff, administrators and faculty
who dedicate themselves to the health and well-being of their fellow colleagues.
In 2000, the college began undergoing a change in its accreditation efforts
by moving from a 10-year accountability system to a Continuous Improvement
system (which is no small task) entitled AQIP.
In implementing the AQIP effort, the college has partnered with its Employee
Wellness coordinator, Magy Rehayem, and other dedicated staff to look
at the institutional climate of the college in a "Valuing People"
effort. This effort will be in process over the next two years and plans
to look at increasing the resiliency levels of all employees at the college.
In 2002, Balanced Lifestyles began a transition of its own. Having proved
its ability to help create a healthier organization, the college is now
working with senior management to increase its staff so that more in-house
programming can be offered, to coordinate directly with the TLC,
and to continue partnering with other areas toward an effective healthy
environment for its employees.
|
|
