The GSIS implemented the Parameters on Health and Wellness Participation as a Measure in the Scorecard to address lifestyle-related health issues, improve the overall wellness of employees, and increase employee engagement and productivity. The Medical and Wellness Services Department, Human Resources Office (MWSD-HRO) developed programs focused on promoting healthy lifestyle, which consist of parameters or sports, fitness, and wellness activities that sum up to two percent (2%) of the scorecard per office.

Background and Problem

The launching of the Parameters at the Central Office in July 2018 coincided with CSC MC No. 21-2009 on “Civil Servants’ Health and Wellness Month.” This extended to 42 Branch Offices in 2019. The MWSD-HRO is tasked to submit an annual report (Health Profile) to the Management regarding the state of health of GSIS employees. This serves as the basis for developing and enhancing health care and wellness activities for the employees. Based on the CY 2017 results of the Annual Medical and Physical Examination, Annual Executive Check-up, HMO Utilization Report, and records of patient consultation at the GSIS Infirmary, the top illnesses of GSIS employees include the following: hypertension, impaired fasting glucose/diabetes mellitus, dyslipidemia, hypercholesterolemia, and hyperuricemia. In order to address the lifestyle-related health issues and improve the health condition and overall wellness of the GSIS employees, MWSD-HRO developed health and wellness programs for CY 2018 that are focused on promoting a healthy lifestyle. Thus, the active participation of the employees in the said health and wellness programs shall be considered in the calculation of their respective office’s scorecards.

Solution and Impact

Each office is required to submit monthly and quarterly reports on the participation of their employees to the MWSD-HRO for monitoring purposes. Since its launching last year, employees have an increased awareness on the benefits of various activities or a heightened consciousness about health and fitness. There is an appreciation of individual contribution to the scorecard as well as a sense of camaraderie and teamwork in attaining the two percent (2%) target per office. The gradual change in perspective and shift in culture from sedentary to mobility are evident based on the participation of the employees.


The MWSD-HRO will come up with measures in the programs scorecard that will complement the continuous active parameters in support of the health and wellness of GSIS employees.