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Protected Time for Self-Care for Veterans Health Administration Employees.

Tamara M Schult1, John S Finnell, Charles Gray

  • 1From the Veterans Health Administration, Office of Patient Centered Care and Cultural Transformation, Washington, DC (T.M.S., C.G., K.P.R.); Veterans Health Administration, Central Texas Veterans Health Care System, Temple, TX (J.S.F.); and Washington University School of Medicine, St. Louis, MO (K.P.R.).

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Providing protected time for self-care improved employee well-being and wellness culture. Despite feasibility, high workloads remain a barrier to consistent participation in Employee Whole Health (EWH) programs.

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Area of Science:

  • Occupational Health
  • Health Services Research
  • Psychology

Background:

  • Employee Whole Health (EWH) aims to integrate self-care into the workday for VA employees.
  • A key challenge identified is the lack of dedicated time for employees to participate in well-being initiatives.

Purpose of the Study:

  • To assess the feasibility of providing protected time for employee self-care.
  • To evaluate the impact of protected self-care time on employee well-being outcomes.

Main Methods:

  • A 12-month feasibility cohort study involving 312 employees across three VA medical centers.
  • Protected 60 minutes per week for self-care activities, including education and complementary/integrative health modalities.
  • Collected questionnaire data at three time points and qualitative data at two time points.

Main Results:

  • Significant improvements observed in wellness culture, resiliency, self-efficacy, perceived stress, and flourishing at 12 months.
  • Quantitative findings were largely supported by qualitative data.
  • Improvements in self-efficacy were not consistently confirmed across all analyses.

Conclusions:

  • Protecting time for self-care is a feasible strategy to enhance employee well-being.
  • High workload emerged as a significant and persistent barrier to sustained participation in EWH initiatives.
  • The study highlights the need to address workload issues to maximize the benefits of well-being programs.