Baseline
Health fundamentals from the Health Risk Assessment: BMI, blood pressure, chronic conditions, and lifestyle factors.
When weak: drive HRA completion and pair with annual check-up programs.
Solutions · Workforce health insights · Data out
Workforce health insights your board can read.
One Org Wellness Score (0-100), four explainable components, and AI observations that turn participation, activity, and challenge data into program decisions. Built for HR leadership reporting, not clinical surveillance.
Org Wellness Score
AI streamed insights
Drill-down + CSV export
Workforce Health
Figures as of yesterday · illustrative
Org view
72
Org score
Illustrative UI · Org Wellness Score, four components, streamed insights
Workforce health & rewards
1 · Data in
Health Risk Assessment
Baseline screening that feeds 20% of the Org Score
2 · Data out
Workforce health insights
Score, AI insights, and program analytics leadership can read
3 · Action
Wellness rewards
Points and redemptions tied to real effort
Org Wellness Score
One number. Four levers you can pull.
The Org Wellness Score is a weighted blend of health baseline and daily behavior. Diagnose which component moved, then design the next challenge or communication.
Participation
Daily engagement. Are employees opening the app, logging activities, and joining challenges?
When weak: reminders, simpler entry challenges, broader audience rules.
Activity
Physical effort and improvement over time: steps, workouts, calories, and personal trends.
When weak: Race or movement challenges that raise effort without excluding beginners.
Adherence
Challenge compliance. Are people completing assigned tasks and maintaining habits they committed to?
When weak: Streaks, habit tasks, and clearer multi-week commitments.
A balanced profile is healthier than a high score driven by one pillar. Review monthly. Daily noise is not a strategy.
Streamed insights
Spot the pattern before the quarter ends.
AI-generated observations stream from your wellness data so program managers act without building a manual analysis deck.
Insights cue action. You still launch challenges, communications, and rewards based on what you see.
Participation dropped versus last week in two departments. Consider a mid-program nudge.
Engineering shows the highest Activity score and the lowest Adherence. Habit tasks may fit better than pure volume goals.
Monday is your strongest engagement day. Friday softens. Time communications for early week.
Three departments have no active challenge participants this month.
One analytics story
Participation, challenges, and activity in one place.
Stop hopping across three reports to answer one leadership question. Workforce Health unifies the lenses that drive the Org Score.
Participation
Who is showing up daily, who joined, and who has gone dormant. The engagement spine leadership asks for first.
Activity
Effort trends over time: steps, workouts, calories, and improvement versus personal baselines.
Challenge health
Adherence to tasks and habits in live programs. See whether people finish what they started.
Baseline signal
Aggregate HRA fundamentals that feed the score. Complements, not replaces, clinical partners.
From board pack to program detail
Drill down without losing the plot.
Start with the Org Score, then open the segment that needs attention. Export when stakeholders want the underlying table.
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1
Department, team, location
Compare scores across structure. Target weak areas with challenges or communications.
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2
Employee wellness list
Individual scores with the four component breakdowns for program design, not performance cases.
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3
Weekly and monthly trends
Tell the quarterly story: is the program working, and which lever moved?
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4
CSV export
Download scores and standard admin reports for leadership packs and audits.
Use policy: Employee-level scores support aggregate analysis and better program design. They are not for performance evaluation or HR discipline.
Department comparison
Export CSV
| Department | Score | Particip. | Activity |
|---|---|---|---|
| Operations | 81 | 84 | 79 |
| Sales | 64 | 58 | 70 |
| Engineering | 69 | 62 | 86 |
| Finance | 54 | 49 | 57 |
| Customer Success | 76 | 78 | 74 |
Illustrative data for layout only. Not a customer metric.
Trust and access
Insights for program design. Not performance management.
Workforce Health is built so leadership can measure program health without turning personal wellbeing into open surveillance.
01
Program design use
Individual wellness scores exist for aggregate analysis and targeted interventions. Use them to improve programs, not to evaluate people.
02
Aggregate lab insights
When lab reports are enabled, HR sees anonymized prevalence patterns. Employees keep private access to their own biomarkers.
03
Account manager activation
Workforce Health is enabled by your Vantage Fit account manager. Plan two to four weeks of data for a stable baseline score.
How HR runs it
From activation to board pack.
A simple monthly rhythm keeps the Org Score useful without turning analytics into busywork.
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1
Activate
Ask your account manager to enable Workforce Health. Pair HRA for meaningful Baseline.
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2
Review monthly
Read the Org Score and component bars. Ignore day-to-day noise.
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3
Diagnose
Use streamed insights and segment views to find the weak lever.
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4
Act
Launch or retarget challenges and rewards against Participation, Activity, or Adherence.
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5
Export
CSV for leadership packs, quarterly wellness reports, and program ROI conversations.
Questions HR asks first
Straight answers before the demo.
Is Workforce Health available on every plan out of the box?
Not as a silent self-serve toggle for every company. Your Vantage Fit account manager activates Workforce Health / Org Wellness Score for your organization. Once enabled, data begins accumulating immediately.
Can we use wellness scores for performance or promotion decisions?
No. Individual wellness scores are intended for aggregate program analysis and targeted interventions. Use the data to improve program design, not for HR decisions about specific employees.
Do we need the Health Risk Assessment for the score to work?
The score can run without HRA, but Baseline (20%) is less meaningful without it. Product defaults Baseline to a neutral value when HRA is missing. Enable HRA alongside Workforce Health for a fuller picture.
Is this three separate products for participation, challenges, and activity?
No. This Solutions page is one unified data-out story. Workforce Health combines those lenses into Org Score components, insights, and drill-downs. Standard Reports (enrollment, leaderboards, transactions) remain available for operational audits.
Can HR see individual lab values from health check-ups?
No. When lab upload is enabled, admins see aggregate, anonymized insights. Employees retain private access to their own reports and biomarker breakdowns.
Enterprise security
Leadership visibility with clear privacy boundaries.
Measure program health without turning personal logs into open surveillance. Compliance documentation available during evaluation.
HIPAA
SOC 2
GDPR
ISO 27001
ISO 27701
Ready to show leadership a workforce health score they can act on?
See Org Wellness Score, component breakdowns, AI insights, and export workflows in a 30-minute walkthrough with your account team.
Org Wellness Score
AI insights
Drill-down + CSV
Privacy-aware design
Data out for program design. Not performance management.