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Final HSTD394.21 Emily Kenney

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Final HSTD394.21 Emily Kenney

  1. 1. Total Rewards Program Caring For The Whole Being Emily Kenney HSTD 394-21 December 7th 2014
  2. 2. Table of Contents Topic Page 3 Needs Analysis Page 4 Executive Summary Page 5 Rational Page 6 Operational Plan Page 8 Market Analysis Page 9 Accountability Page 11 Resource Requirements Page 13 Training Policy Page 14 Training Standards Page 15 Proposed Budget Summary Page 16 Detailed Budget Building Worksheet Page 17 Detailed Proposed Budget Summary Page 19 Budget Tracking Form Page 22 Audit Record Keeping Checklist Page 23 Project Management Guidelines Page 24 Employee Development Tools Page 25 Knowledgeable, Skills and Values Page 26 Employee Career Path Profile Page 27 Employee Skills Evaluation Page 28 Employee Development Plan Page 29 Leadership Checklist for Team Member Development Page 30 Internal Aon Hewitt Memo Page 31 Total Rewards Promotional Poster Page 32 Email Summary and Invitation Page 33 Catalog Template Page 36 Newsletter Page 37 Blog Page 39 Diversity Page 41 Evaluation Page 43 Sample Quarterly Survey Page 44 Sample Mini Survey Page 45
  3. 3. Topic For this training package I am going to use Aon Hewitt as my company and feature there Total Rewards Program. This program will offer a wide range of benefits to its employees in variety of measures like compensation, coverage and discounts. As a primary focus of this training package we will focus most extensively on the discount and coverage portions of the plan. Most notable in these categories are the programs we have designed to care for the employees whole being; mind, body and soul. As an employee of Aon Hewitt, colleagues have access to discount counseling, both traditional and holistic healing is covered as well as any extension of that treatment such as diet, exercise and prescription drug coverage. Upon hire all new employees will be directed through a seminar in the discussion of these benefits and all current employees will attend during a launch week. Thereafter assistance is available at request and accessible online through the intranet site. The services included are below: • Competitive earnings • Matching 401k at market premium rates • Variety of health insurance packages to include all needs and budgets • Gym discounts • Holistic healing coverage (ie:massage, acupuncture and other related care) • Counseling (ie: family, individual, financial, etc.) • Healthy Eating Program • Childcare/sick care discounts and options • Individual and group wellness coaching • Legal services and representation • Sick time, disability and paid time off
  4. 4. Needs Analysis The need for comprehensive benefits is great. It is proven that employees who feel well taken care of and have a good work/life balance tend to be more productive and more easily retained. With the implementation of the Total Rewards Program, Aon Hewitt, stands to gain more market leverage. As a benefit provider Aon Hewitt should be held as a role model for corporate America. By caring for the whole individual Aon Hewitt stands to have healthier employees, who are more capable and higher performing. This in turn can increase profits and customer satisfaction. Employees who feel well cared for are better able to care for others well. Offering these services comes with a cost, however, revenue would likely be driven up with less employee sick time, higher levels of productivity and greater sense of mental wellness among colleagues. Business is a large cycle of getting back what you put out. Presenting top notch employees who are primed and eager to work for the company and sell its mission and its values is the most reliable way to drive business.
  5. 5. Executive Summary It is Aon Hewitt's goal to be the industry leader in Benefit Administration, as such it is pivotal that we offer those same benefits we market to others to our own employees. In doing so we have the opportunity to show our clients results in action. It is our mission in offering the Total Rewards Program that we can better market these coverage options to both our current and potential clients growing our profit margin. The Total Rewards program objective is the care for our employees to the utmost degree. It will include salary, benefit and discount options on a variety of levels to all employees. The program is set to go live on October 4, 2014 and it will mandatory that all employees attend a seminar on the new rewards program. In order for the program to live it's full potential it will be critical it is made visible and accessible. Being able to retain happy, healthy and well cared for employees is critical to Aon Hewitt's bottom line. Employees who feel better, perform better, use less sick time and are more optimistic when confronted with challenges. Further by increasing the wellness and prevention initiatives employees use of disability and healthcare related expenses will lessen. It is a small expense to pay for a huge reward
  6. 6. Rational As an industry leader for benefits administration Aon Hewitt provides a full scope of benefits to other multimillion dollar corporations, as one ourselves it is only prudent we manage our workforce in the same manner. In caring for our employees whole being and providing top notch benefit and salaries we are able to further propel the business to great heights and drive revenues. Compensating an employee shouldn't end with wages for hours worked, retirement and health insurance coverage. In polling employees most often they reported a lack of engagement due to outside issues or not feeling like they were well cared for while at work. People are whole beings and life disruptions will happen to everyone. Increasing preventative health measures, wellness coaching and counseling programs will aid in reducing employee sick time, disability and mental health days. Discounts on healthy eating, gym memberships and paid time off allow employees incentive to maintain good health and time away to further manage their work/life balance. Regular coaching and health eating incentives will be implementation throughout the year. Including free annual exams, flu shots and other preventive health measures. Further employees will continue to receive $20 off a gym membership when they attend fifteen times per month. On October 4th, 2014 all employees will receive a Healthy Eating Rewards card that they can set up to receive weekly coupons that are viewable online and accepted nearly every where. By encouraging employees to purchase healthy foods and exercise regularly their health will improve and thus drive down insurance premiums and claims. In addition to counseling coverage offered in the insurance plans, employees will also have regular access to self help workshops and seminars throughout the year. This will begin with a kick off session that all employees will be required to attend at the event launch the first week of October. There will be emails sent closer to the launch with details on times and locations. The sessions will offer employees a comprehensive overview of the new Total Rewards Program, mini breakout session will
  7. 7. also occur during the launch to further drive visibility and awareness so that the Total Rewards Program is able to live its full potential. Further polling revealed that other reasons for employees lack of performance, attendance and engagement stemmed from family concerns and work/life balance. In addressing this we have expanded our childcare discount options to include more centers. Employees will now also have the option to use a sick care/ back up services for both adults and childcare up to five times a year for only a $20/day co payment. This program enables employees to come to work and have peace of mind that their loved ones are being cared for. Lastly by offering the widest possible net of benefit options to our own employees we further drive our ability to market them to our clients. People like real results and in enacting this comprehensive program in our own business model we can truly lead by example and sell real proven results to our clients. It is our branding to offer 360 degrees of benefit coverage and it should be our greatest mission to offer them to our own workforce so that we may continue to be a visionary in the benefit administration industry.
  8. 8. Operational Plan Proposal for training program 08/01/14 Approval for training program 08/05/14 Interview Total Rewards Program Representatives 08/15/14 Advertise Total Rewards Program at work sites 09/01/14 Launch Total Rewards Program 10/01/14 Managers attend Total Rewards Program Seminar 10/01/14 Non-management Employees attend Total Rewards Program Seminar 10/02/14-10/05/14 Distribute Healthy Rewards Cards 10/02/14 Mini break out sessions within departments 10/08/14-10/12/14 Begin wellness seminars 10/15/14 Review participation in Health Eating Rewards sign up and seminar participation 11/01/14 Evaluation of employee unplanned time off usage and engagement 01/15/14 Review of business profit/loss for the quarter 01/30/14
  9. 9. Market Analysis Present Competitors Sedgewick Towers Watson Hartford ING Future Competitors ADP G&A Partners IBM Oasis Outsourcing Internal sectors competing for funding: Recruiting Employee Training and Development Marketing Track record of training organization; Aon Hewitt prides themselves on the extensive on boarding processed offered and the continued career development of employees. Continued training is offered through seminars, the Aon University and mandatory one to one session with management. Capability of Training: All Aon campuses are amply equipped for presentations and through the course of multiple sessions all employees will have the opportunity to view. Community partners are available for the duration of the launch week and ample notice should allow for adequate relief measures to be allotted for attendance. Growth Phase: Implementation will occur in the final quarter of the year and during a time of peak employee absence. The holidays are notoriously stressful and work/life balance often becomes complicated during this period. We are launching the program shortly before this very busy time so that employees are able to get acquainted with it, but where it will still be fresh in mind when the services could be of greatest use. Projected Profits: Profits are expected in several different sectors as are reduced expenses. Insurance premiums should lessen as should unplanned absences, sick time, mental health days. Engagement should increase, thus increasing productivity and driving profit. Another profit will comes from clients in the form of contracts for a greater amount of benefits.
  10. 10. Approaches: Wellness coaching seminars with be offered on both a group and individual basis to ensure comfort for all employees. Further by taking both a diet and exercise approach to the rewards program we are able to attack the issue of obesity and related health conditions from both sides in hopes of greater inclusion. Rewards and incentive will be given regularly as to provide competition and purpose outside the larger mission. Further sick/unplanned care services are provided by a contractor agency thus careful oversight goes into selection of eligible service providers in a given area. In allowing more freedom of choice we are better able to encompass the various needs of individuals and have higher user-ship.
  11. 11. Accountability Action Party Responsible Completion date or Measurable Proposal for training program Training and Employee Development Team 08/01/14- proposal leads to approval and funding Approval for training program Training and Employee Development Committee Supervisor and CFO 08/05/14- Analysis and executive summary are reviewed/approved and leads to scheduling Interview Total Rewards Program Representatives Training and Employee Development Team 08/15/14- gives time frame when launch will occur Advertise Total Rewards Program at work sites Training and Employee Development Team 09/01/14- excitement and interest builds for launch Launch Total Rewards Program Training and Employee Development Team 10/01/14- Cards are handed out and benefits become accessible Managers attend Total Rewards Program Presentation Training and Employee Development Team 10/01/14- Managers are introduced first so they are better able to resource questions Non-management Employees attend Total Rewards Program Presentation Training and Employee Development Team and individual Managers and all colleagues 10/02/14-10/05/14- Multiple per day sessions are held so that all introduced and walked through Total Benefit Rewards Distribute Healthy Eating Rewards Cards Training and Employee Development Team and all colleagues 10/02/14- Access available upon activation, also allows for measurement of use Mini break out sessions within departments Managers and all colleagues 10/08/14-10/12/14- Provides opportunity for management to source questions and concerns Begin wellness seminars Training and Employee Development Team and Community Partner Organizations 10/15/14- Group Wellness and healthy living contest launched Review participation in Health Eating Rewards sign up and seminar participation Training and Employee Development Team 11/01/14- Review registration data from Healthy Eating Rewards and seminar participation Evaluation of employee unplanned time off usage and engagement Training and Employee Development Team 1/15/14- Measure the level of success workshop, work/life and wellness initiatives have impacted productivity Review of business profit/loss for the quarter CFO and Training and Employee Development Team 01/30/14- Review impact of model on profits from client
  12. 12. revenue and overall earning
  13. 13. Resource Requirements Resource Type Cost Facilities Workshops will be held in a variety of locations including both Aon Hewitt owned and other community partner organizations and there would be no excess cost due to there use. Fitness Reimbursement and Healthy Eating Program cost These fees are minimal if not waived in lieu of services to organizational partners Equipment and Supplies Cost would not exceed $20k/yr and would be inclusive of the prizes and incentives given for Healthy Living contests Staff Staff would be needed for launch and ongoing wellness seminars. This would add two positions at a cost of $50k/yr each Childcare and Illness care Expenses would be dependent on usage. But would not exceed $30k/yr TOTAL $150k
  14. 14. Training Policy Value Statement: It is our mission to care for the whole being of our employees and provide comprehensive benefits that include all facets of their life. Belief Statement: We believe in empowering results by being a business model for those we serve. By enacting the Total Rewards Program we are living the practices of industry leading benefit administration Action Statement: For our goals to be attained we will need to; (a)Hire two new people to share the role of wellness seminar instructors. (b)Provide visibility for various seminars and Healthy Living challenges to garner attendance. (c)Create contracts for sick care, Healthy Eating Rewards and Fitness Reimbursement programs and pay dues. (d) continually survey and monitor employee interest, so that appropriate seminars are offered. Challenges: Aon Hewitt challenges each employee to gain a greater sense of empowerment over life’s obstacles and to be more engaged in their work. Responsibilities: It is Aon Hewitt's responsibility to provide a safe and comfortable atmosphere for all employees, all service while encouraged are at will. Those who choose not to participant in the wellness initiative will not be penalized in anyway. Normal attendance policies will still apply for sick time and disability.
  15. 15. Training Standards Training Work Processes Business Results Individual Productivity Customer Services Providing customer service and career advancement. Satisfied Clients and consumer. Happier workforce Increased attendance, more capable of taking on challenges. Greater confidence and sense of accountability. Administrator Time management and prioritizing work load. More timely decision and happier consumers. Less stressed around deadlines. Greater sense of control and higher work/life satisfaction Sales Empowering results by leading Role model for benefit administration and revenue growth. More leverage to close new contracts and increase current ones. Management Providing support to teams and spurring engagement Less time off,more productivity, less turn over and greater work/life satisfaction Higher team performance and better deadline management. Analysts Research trends and take an initiative to stay ahead of them More relevant business propels, greater ability to out bid competition. Greater sense of knowledge and confidence to base recommendations. Ability to confront things before hand instead of putting out fires.
  16. 16. Proposed Budget Summary Effective date of proposed budget: August 1, 2014 Name of Department: On boarding and Team Member Development Manager’s Name: Bob The’builder Code Account Title Current Budget Proposed Budget Approved Budget 001 Salaries $0 $100k 002 Benefits $0 $40k 003 Contract Services $0 $60k 004 Supplies $0 $50k 005 Evaluation $0 $15k Total 1st year $265k Total 2nd year $245k Total 3rd year $210k Total Cost $720k
  17. 17. Detailed Budget Building Worksheet Priority Key 1-Essential A-Addition 2-Highly Desirable T-Target Owned 3-Moderately Desirable Code Account Title Current Budget Proposed Budget Approved Budget 001 Salaries $0 $100k Priority A/T Description Quantity Unit Cost Cost Total 1 A Wellness Coach 2 $50K $100K Total $100k 001 Salaries 011 Wellness Coach 021 Marketing and Development Department Code Account Title Current Budget Proposed Budget Approved Budget 002 Benefits $0 $40k Priority A/T Description Quantity Unit Cost Cost Total 1 A Employee Benefits 5002 $7.99 $40k Total $40k 002 Benefits 022 Total Rewards Code Account Title Current Budget Proposed Budget Approved Budget 003 Contract Services $0 $60k Priority A/T Description Quantity Unit Cost Cost Total 1 A Childcare Program 365 $30k 1 A Healthy Eating Savings Plan 5,000 $2.50 $12.5K 1 A Clinical Wellness Coaches 104 $168.27 $17.5k Total $60k 003 Contract Services 013Childcare Program 023 Healthy Eating 033 Clinical Wellness Coach
  18. 18. Code Account Title Current Budget Proposed Budget Approved Budget 4 Supplies $0 $50k Priority A/T Description Quantity Unit Cost Cost Total 1 A Key tags for Healthy Eating 5000 $1.00 $5,000.00 1 A Launch Promotional Posters 10 $20.00 $200.00 1 A Wellness Meeting Posters 104 $20.00 $2,080.00 1 A Snacks and beverages for launch 5000 $5.00 $25,000.00 1 T Audio and Video Equipment for Launch 1 $0.00 $0.00 1 A Prizes for Wellness Competitions 12 $100.00 $1,200.00 `1 T Conference rooms for Launch Presentation and Wellness Meetings 1 $0.00 $0.00 1 A Launch Handouts 5000 $0.10 $500.00 1 A Decorations and Misc $500.00 1 A On Site Fitness Activities 5 $3,104.00 $15,520.00 Total $50k 004 Supplies 014 Key tags for Healthy Eating 024 Launch Promotional Posters 034 Wellness Program Posters 044 Snacks and Beverages for Launch 054 Audio and Video Equipment 064Prizes for Wellness Competitions 074 Conference Rooms 084 Launch Handouts 094 On Site Fitness Activities
  19. 19. Detailed Proposed Budget Summary Effective date of Proposed Budget: August 1, 2014 Department Name: On boarding and Team Member Development Managers Name: Bob The'Builder Functional Program Area A: Analysis Code Account Title Current Budget Proposed Budget Approved Budget 011 Wellness Coaches $0.00 100% $24/hr x 5hrs $120.19 002 Benefits $0.00 $0.00 003 Contract Services $0.00 $0.00 004 Supplies $0.00 $0.00 Total $120.19 Functional Program Area A: Design Code Account Title Current Budget Proposed Budget Approved Budget 001 Salaries $0.00 $0.00 021 Marketing and Development Dept $0.00 100% $20/hr x 40hrs $800 022 Benefits $0.00 50% 5000 Team Members $2.50/yr 003 Contract Services $0.00 $0.00 004 Supplies $0.00 50% $20/hr x 3hrs $60 Total $860 Functional Program Area C: Development and Production Code Account Title Current Budget Proposed Budget Approved Budget 011 Salaries $0.00 50% $24/hr x 20hrs/wk $25,000 002 Benefits $0.00 $0.00 003 Contract Services $0.00 $0.00
  20. 20. 033 Clinical Wellness Coach $0.00 80% $25/hr 2hrs once a month $600 013 Childcare Center Contractors $0.00 50% $82/day 365 days per year $30k 023 Healthy Eating Program $0.00 50% 5000x $2.50 $17.5 004 Supplies $0.00 $0.00 Total $230,600 Functional Program Area C: Instruction Code Account Title Current Budget Proposed Budget Approved Budget 011 Salaries $0.00 100% $24/hr 2hrs/wk x 2ppl $96 002 Benefits $0.00 $0.00 022 Total Rewards $100k 5002 ppl x $7.99 $40k 003 Contract Services $0.00 $0.00 033 Clinical Wellness Coach $0.00 80% $25/hr 2hrs once a month $600 013 Childcare Services $0.00 75% Flat rate cost $30k 023 Healthy Eating Rewards $0.00 5% $625 004 Supplies $0.00 $0.00 014 Key tags $0.00 100% $5,000.00 024 Launch Posters $0.00 100% $200.00 034 Wellness Posters $0.00 100% $2,080.00
  21. 21. 044 Snacks and Beverages $0.00 100% $25,000.00 054 Audio/Video Equipment $0.00 064 Prizes $0.00 100% $1,200.00 074 Conference Rooms $0.00 084 Launch Handouts $0.00 100% $500.00 094 On Site Fitness $0.00 100% $500.00 Total $105,801 Functional Program Area E: Evaluation Code Account Title Current Budget Proposed Budget Approved Budget 001 Salaries $0.00 $100k 011 Wellness Coaches $0.00 20% $24 x 10hrs $240 002 Benefits $0.00 $0.00 003 Contract Services $0.00 $700 004 Supplies $0.00 $200 Total $1,140 Total First year cost is $338,401 assuming that all employees take part in the program would be equal to first year cost. Second year cost would drop due to key tag, fitness center and launch cost. Second year projected cost would be estimated at $290,994. Third year cost would continue to be at or around the second year cost as would years going forward. This figure is variable depending on new hires, fitness center up keep costs and partnership renewal costs.
  22. 22. Period: 2 months, 1Q, 2Q, 3Q, 4Q 2014, 2Q Budget Tracking Form Account Actual Current This Period Actual Year-to- date Excess Budget for Current Period Year-to-date Shortage 001 $100k $100k 002 $40k $40k 003 $60k $60k 004 $50k $50k 005 $15k $15k
  23. 23. Audit Record Keeping Checklist Records Needed • Periodic Budget Performance Reports • Participating Daycare Providers, tally of employees using services • Courses being offered by both on-sire wellness coaches and clinical wellness coaches • Annual Proposed and Actual Budgets • Promotion material • On going employee feedback on areas of interest • Clinical Wellness Coach Feedback • Sales and Audit Reports • On site Fitness Center Usage • Healthy Eating Rewards Usage • Employee Program Engagement Surveys • Time line and Execution Plans
  24. 24. Project Management Guidelines Aon Hewitt's Total Rewards Program aims to care for all team members whole being. In doing so the company is taking steps to enact the total rewards program, which consists of various benefits including traditional health and insurance programs, as well as, on site fitness centers and discounts at participating fitness centers. Also included is sick childcare and healthy eating rewards discounts. 1. Project Deliverable • Email updates on healthy saving opportunities • Total Rewards Program plan outline • Wellness Workshops for all Team Members 2. Project Phases • Recruitment of Wellness Coaches - Training and On Boarding • Recruitment of community Partners and Clinical Staff • Development of Seminar Material and Launch • Development of Material • Mentor Leadership on Total Rewards 3. Time Table and Phases Cost • Recruitment Efforts for Wellness Coaches, Clinical Staff and Community Partners- May 1st , 2014 – June 30th, 2014 Cost: $180k • Design- May 1st , 2014- June 30th , 2014 Cost: $850 • Evaluation- January 31st , 2015 Cost: $1,500 4. Communication Expectations • July 1st -Begin training and On Boarding of New Wellness Coach Recruits • July 5th – Meeting with Community Partners (Childcare, Healthy Eating Rewards Program Staff) • July 10th – Meeting with Clinical Wellness Coaches • August 1st- Comprehensive Overview of Planned Launch Presentation Due • September 1st- Begin Work-site Advertisement of Total Rewards Program and Distribute Mailers • October 1st- Launch Total Rewards Program-Distribute Key tags and Provide Overview to Management • October 2-5th - Provide Overview of Total Rewards to all Team Membership • October 8- 12th – Break Out Mini Session to Resolve Team Member Questions and Concerns • November 1st- Review Employee Participation • January 15th- Evaluate and Report Team Member Overall Engagement
  25. 25. Employee Development Tools Aon Hewitt strives to be a world class leader of benefit administration, in doing so it is integral we have outstanding Team Members. To truly have engaged Team Members it is important to consider what is of interest to the individual Team Member and what they find the most contentment doing. It is out training and development of their skills that will lead them to be successful in whatever roles they choose. It is important that even the most knowledgeable Team Members receive on going support in performance and execution. At Aon Hewitt we pride ourselves on promoting from within and in an effort to do so the below list has been devised to help Team Members better asses their needs in developing themselves. Self Assessment Check list Comments 1. What are your current skills? 2. What are your areas of interests? 3. What do you feel is the most effective method of feedback back for you to receive? 3. What are areas you feel you are lacking in that you would like to further develop? 4. What is your learning style? 5. In your perfect world what would your ideal career be? 6. How do you balance work/life stress? 7. What are factors that contribute to your overall engagement and satisfaction on the job? 8. What are things the company could implement to keep you more engaged while at work? 9. Where would you like to be professionally in the next year? 10. Where would you like to be professionally in the next five years? 11. Where would you like to be professionally in the next ten years?
  26. 26. Knowledgeable, Skills and Values Knowledgeable Why is it so important to care for the employee as a whole being How can we achieve we be an industry leader. Understanding and providing world class customer service. Skills • Customer service • Knowledge of what corporations are looking for in terms of benefits. • How to implement changes with the least amount of confusion/stress for Team Members. Values • Giving back to the local Community. • Treating every contact with a fresh attitude as if it were your first contact of the day. • Be an industry leader in benefit administration.
  27. 27. Employee Career Path Profile The below Career Path Profile will help you and your manager better decide on what career development areas you are best suited for. Please completed and return it to your manager no later then September 15, 2015 Biographical Information Name: Date: Current Job Title: Aon Hewitt ID: Highest Degree or Education: Number of years in current role: Number of years with Aon Hewitt: Desire role: Job Satisfaction Survey Please answer the questions below by placing a X in the corresponding box. Very Dissatisfied Dissatisfied Equal Satisfied Very Satisfied Pay Benefits Role/Duties Relationship with management Engagement Work/Life Balance Feeling of inclusion Support Pooled Responsibility Working
  28. 28. Environment Employee Skill Evaluation Name: Date: Supervisor Name: Current Role: Skills Required Current Rating 5- Consistently Above 1-Consistently Below Comments
  29. 29. Employee Development Plan Name: Date: Supervisor Name: Current Role: Competencies Based on Current Skills Evaluation 1. 2. 3. Below please choose three skills you would like to utilize more and S.M.A.R.T goals on how these can be developed. Specific Measurable Action Plan Date of Anticipated Completion Comments
  30. 30. Leadership Checklist for Team Member Development Please use the below checklist to encourage and empower Team Members and help them engage and find fulfillment in their work. • Recognize Team Members Strengths and help build areas of weakness. • Acknowledge Team Members for a job well done. • Teach Team Members through your own actions. • Live Aon Hewitt's mission and core values. • Provide Outstanding customer service. • Treat every contact as if it was the first contact of the day. • Seek out way to team build. • Be a cheerleader • Empower others to be leaders. • Support Team Members whole being • Engage in small talk (treat everyone as a whole being, not just an employee). • Seek out projects and learn to delegate responsibilities
  31. 31. Internal Aon Memo To: All Direct Hire Aon Colleagues From: Health and Wellness Team Subject: Wellness Program Launch in October Date: 9/10/2014 CC: Human Resources Exciting changes will be taking place in October for Aon Hewitt Colleagues. The benefits team will be introducing a new Total Rewards Program. This program is intended to care for our employees whole being by offering comprehensive health and insurance benefits. We will be extending the current program and introducing new Healthy Eating Rewards, Sick Childcare Assistance, On-site fitness options and both onside and partnership based counseling service that will cater to the mental, emotional and physical being. Our goal is to provide you maximum return for the investment you make to us daily in spending the countless hours making us a leader in the benefit administration field. There will be launch activities the first week in October and all colleagues will have the opportunity to attend two different session on the attributes of the Total Rewards Program. This is to allow feedback on what tweaks we may want to look into. We have been listening and we hear you, this program is for you and we want to make it all you need. Thank you for your continued excellence in servicing our clients. Thank you in advance for your time and feedback!
  32. 32. Total Rewards Program Total Rewards Program Launch Week of October 1-5th . Mini Break out feedback session the week of October 8-12th Outlook invitation will be sent in September Total Rewards Program Cares for the Whole Being 2. Sick child care 3. Healthy Eating Rewards 4. On Site Fitness Centers 5. Discounts at Off Site Fitness Centers 6. On Site Wellness Coaching 7. Healthy Living Contests and Prizes!!! 8. Coaching and Counseling with Community Partners Contact: Health and Wellness Team via Outlook or Lync for more info To: (Individually addressed to colleagues with calendar invite attached)
  33. 33. From: Health and Wellness Team Subject: Wellness Program Launch in October Date: 9/15/2014 CC: (Employee Supervisor) Total Rewards Program What is the Total Rewards Program Compensating an employee shouldn't end with wages for hours worked, retirement and health insurance coverage. In polling employees most often they reported a lack of engagement due to outside issues or not feeling like they were well cared for while at work. People are whole beings and life disruptions will happen to everyone. Increasing preventative health measures, wellness coaching and counseling programs will aid in reducing employee sick time, disability and mental health days. Discounts on healthy eating, gym memberships and paid time off provide incentives to maintain good health and coping mechanisms to aid work/life balance. Regular coaching and health eating incentives will be implemented throughout the year. Including free annual exams, flu shots and other preventive health measures. Further employees will continue to receive $20 off a gym membership when they attend fifteen times per month. On October 1th , 2014 all employees will receive a Healthy Eating Rewards card that they can set up to receive weekly coupons that are viewable online and accepted nearly every where. By encouraging employees to purchase healthy foods and exercise
  34. 34. regularly their health will improve and thus drive down insurance premiums and claims. In addition to counseling coverage offered in the insurance plans, employees will also have regular access to self help workshops and seminars throughout the year. This will begin with a kick off session that all employees will be required to attend at the event launch the first week of October. How Do I Get Started? Please confirm Your Launch Registration On The Invite Attached Above The sessions will offer employees a comprehensive overview of the new Total Rewards Program. Mini breakout session will also occur during the launch to further drive visibility and awareness so that the Total Rewards Program is able to live its full potential. Mini break out sessions will be conducted by department Supervisors, please see them for additional scheduling information. By offering the widest possible net of benefit options to our own employees we further drive our ability to market them to our clients. People like real results and in enacting this comprehensive program in our own business model we can truly lead by example and sell real proven results to our clients. It is our branding to offer 360 degrees of benefit coverage and it is our greatest mission to offer them to our own colleagues so that we may continue to be a visionary in the benefit administration industry.
  35. 35. Best Regards, Bob The' Builder Aon |Hewitt Senior Executive Health and Wellness Team Manager Bob.TheBuilder@AonHewitt.com | HealthandWellnessTeam@AonHewitt.com (999)567-9090
  36. 36. Catalog Template Course Number: 1000 Title: Total Rewards Program Launch Name of Curriculum: Total Rewards Overview Course Description: This seminar will enable all employees to receive comprehensive instruction and information on the Total Rewards Program. Also available will be wellness coaches and a preliminary wellness class schedules so you can sign up and ask questions to figure out how the Total Rewards Program can best serve you. Program Launch Objectives and Topics: • Total Rewards • Healthy Eating Rewards • On/Off Site Fitness • Wellness Contests • Wellness Coaching • Counseling • Sick Childcare • Insurance Coverage Options • Importance of Work/Life Balance Target Audience: Mandatory for all Direct Hire Aon Hewitt Colleagues Instructional Delivery: Live presentation by Bob The'Builder Executive Health and Wellness Manager min break out session held second week of October inter-department lead by Department Supervisors Course Length: 1hour Launch Presentation and 1 hour mini break out session.
  37. 37. Totally Rewarding Rewards Aon Hewitt Colleagues have spoken and we heard you! In order for our company to grow and continue to be an industry leader in the Benefit Administration field it is critical we put you first. We intend on caring for our colleagues whole being and in doing so we have brought forth the Total Rewards Program and your response has been phenomenal. Below are some of the stories colleagues have shared about their launch week experiences. Team Building Elizabeth Davis (second on the left) from the Marketing and Development Team sent in this photo of her department having their weekly lunch and meet. She said after attending the launch they have decided to turn it into a time to support one another in their healthy eating goals. They have also set up other office wide initiatives to promote wellness such as walking one to one weekly statuses and hour lunches. “It just made sense to add the time to the day since the on site fitness center was added, I stop by for a quick 30 minute workout at lunch and I'm re energized to deal with whatever comes at me in the afternoon” Said Jonathan Welch (first on the right), also of the Marketing Team. “We also moved the weekly one to one status to the quad and are encouraging managers to walk with colleagues during statuses. Its a small step that has a big impact on our overall health. We are really fortunate to have a great team who are eager to support one another”, said Elizabeth Davis. Dealing with Life Changes and Stress Reduction Back at work for only one week post maternity leave, Brittany Herd of the Finance and Supply Chain Team said the Total Rewards Launch could not have come at a better time. “I was pretty stressed out my first week back at work. It is my first child and it was a huge transition going back to work after the baby. Knowing we have a sick childcare program helped put my mind at ease.” She also said that she is really excited to participant in the wellness events and hopes it will help motivate her to get back to her post baby body. “I'm still a little tired with the baby waking up at night still and exercising has really helped me to get my energy back” said Herd.
  38. 38. Ready to Launch At the North Campus Colleagues were all ears during the Total Rewards Launch Program. Wellness Coaches were on hand to answer additional questions after the presentation lead by Bob The' Builder who is the Executive Manager of the Health and Wellness Team. Bob has been with Aon Hewitt since 2000 and says he was eager to be at the front line of the Total Rewards Launch. “It was really important to me to bring about a program that would care for the colleagues whole being. Over the years we have collected data on the feedback colleagues have left for the Benefit Administration Department and we sat down and created a program based on your responses.” Bob said he had a great time visiting with the various sites and listening to colleagues questions and concerns regarding the program. “It's important even now to hear the feedback from colleagues on the program. We have a meeting coming up to go over the feedback from the mini break out sessions and I'm excited to hear it, all of it! I want to know the good and the bad. We tallied the data, but with doing that we know that needs are consistently changing. Life is always changing and we are committed to serving our colleagues and their ever changing lives”. Check out our Blog for upcoming classes Please send us your Total Rewarding Rewards stories so we can feature them in one of our monthly issues. We look forward to hearing about successes of all shapes and kinds! TotallyRewardingrewardsnewsletter@aonhewitt.com
  39. 39. Totally Rewarding Rewards Use the Weekend to Make a Great Week By: Jeanne Kunell Health and Wellness Coach You wake up Monday morning and you tiredly stumble to the shower to get ready for the day. You stand staring blankly at the shower wall for several minutes until you realize you haven't made the kids or your lunch and you have that big meeting today and still need to go over your notes. You hurriedly shove a Lunchable into your sons bag and grab and cup of coffee on your way out the door. You miss lunch and come home starving only to realize you forgot to take out dinner. You call in take out and gobble down half cold pizza while you sit and stare at your computer screen working after the kids are in bed. If this sounds too familiar to you read the steps below to help kill your case of the Monday's. Rule of Three's Often Monday comes to us after a long weekend of over indulgence with our loved ones. It is important to have a cheat day, but don't get carried away over the weekend and wake up Monday morning with the calorie hangover. It is important that you have healthy relationships not only at work but also at home. You should aim to add no more then 300 calories to your cheat day. For every 300 calories over the initial look to add about another 30 minutes to your regular workout post cheat day or better yet don't take the cheat day from working out. Use the down time to do something active with your family outside your “regular” exercising program. Another big obstacle during the week is eating healthy throughout the weekend. Take time over the weekend to prepare meals and stock the fridge with healthy things. Make breakfast and lunches at night before bed so that you are not caught off guard in the morning. There is a lot of low calorie breakfast options on Pintrest that you can make ahead, freeze and then just pop in the microwave in the morning. This allows you to take tine in the mornings to meditate instead of rushing out the door. Plus studies show that breakfast in the morning has numerous benefits and can help power you through the day.
  40. 40. Am mentioned before get your loved ones in the healthy living loop with you. Make it a family effort and get your friends on board too. Don't think of eating healthy as dieting, think of it as eating healthy. Food is fuel and we need to use it as such. It should not be used as a crutch or a time filler. We should lean on our families for support and find at least three close people we can confide in and get positive support from. Emotional support is huge. Upcoming Wellness Class and Events November 7th : Holiday Budgeting and financial stress management November 12th : Healthy Eating for the Mental Well Being If you would like to see a topic featured on the weekly Totally Rewarding Rewards Blog site please email us at: Totalrewardingrewardsblog@aonhewitt.com
  41. 41. Diversity When implementing a wellness program there are many different things to take into account. Every person is an individual and their needs come in different shapes and their wellness is based on various factors. Everyone’s lifestyle is different and what is right for one person is not right for the next. By offering a large range of courses on everything for nutrition, exercising, finances, family life, grief and coping, stress reduction, anger management, meditation and work/life balance. This is was done to take into account all the different things that cause stress in ones life. We will be conducting quarterly surveys via survey monkey to get additional feedback anonymously from colleagues on what other programs may be of interest. We offer coaching both in group and individual settings and also have news letters and blogs that are filled with other healthy living ideas. This variation in formatting makes it more accessible to all colleagues. Further consideration to diversity was given when setting up both on and off site fitness facilities. This was done so to help provide a free place to exercise and also to offer more time possibly in ones day to do so. Off site membership discounts still apply to allow colleagues to exercise in the environment that is most comfortable to them. Ethic inclusion is important and is at the fore front of Aon Hewitt's thought when developing the Healthy Eating Program. Discounts are given on a wide range of foods and promote fresh and organic ingredients of all types over other products. This way ingredients can be used to cook foods that will please all ethnic palettes. The program is extensive in its diversity and implementation methodology as to be inclusive for all who choose to partake. The Total Rewards Launch is mandatory, but their after employees participation level in the is merely encouraged and wells support. Continued tuning and updating will occur based on employee feedback allowing for maximum inclusion.
  42. 42. Please use the following tool to answer the survey questions below 1-Dislike 2-Impartial 3-Like 1 2 3 I feel more confident in my abilities to make healthy decision after attending wellness coaching. I feel my colleagues are supportive of my healthy living choices. I feel more engaged in my work due the Total Rewards Program. I feel my whole being is cared for. I feel my supervisor has my total wellness in mind. My trainer was informational. I will use the resources available to me to seek a healthy lifestyle. Healthy eating and exercise is important to me. I have taken up regular exercise. I have changed my habits at the grocery store. I have started to eat out less and cook more. Please use the space below to provide more feedback on the Total Rewards Program. 1. The best part of the Total Rewards Program for me has been? 2. What are areas that could be improved in the Total Rewards Program? 3. What are some things colleagues are doing to support your lifestyle efforts? 4. What are some areas that are still holding you back from total wellness?
  43. 43. Evaluation Aon Hewitt is a global leader in constructing and executing world class risk management and benefit administration solutions. It is because of our employees keen insight and willingness to collaborate that we are able to stay at the forefront of this ever changing and diverse field. The Total Rewards Program is our way of giving back the services you so richly provide to others. It was your voice and great ideas that have made this company and we need to continue to hear your thoughts. Employees will be asked to participate in various surveys to garner feedback on the Total Rewards Program. This will be done quarterly via survey monkey. Employees feedback will remain anonymous but will be collected and disseminated to help bring positive change to the program. Also mini survey will be handed out at the end of wellness events to help gauge interest and feedback. This is a program built was employees and will need your continued input to run it's full potential. To make access to surveys user friendly and anonymous email invitation will be sent out to collect data from participants. This will enable all colleagues the privacy needed to participant and give honest feedback without fear of anonymity. Please complete all survey on the encrypted browser following the link provided. Additionally, feedback is able to be given online anytime by directing emails to the health and wellness team via Totalrewardingrewardsblog@aonhewitt.com
  44. 44. Sample Quarterly Survey Please use the following tool to answer the survey questions below 1-Dislike 2-Impartial 3-Like 1 2 3 I feel more confident in my abilities to make healthy decision after attending wellness coaching. I feel my colleagues are supportive of my healthy living choices. I feel more engaged in my work due the Total Rewards Program. I feel my whole being is cared for. I feel my supervisor has my total wellness in mind. My trainer was informational. I will use the resources available to me to seek a healthy lifestyle. Healthy eating and exercise is important to me. I have taken up regular exercise. I have changed my habits at the grocery store. I have started to eat out less and cook more. Please use the space below to provide more feedback on the Total Rewards Program. 1. The best part of the Total Rewards Program for me has been? 2. What are areas that could be improved in the Total Rewards Program? 3. What are some things colleagues are doing to support your lifestyle efforts? 4. What are some areas that are still holding you back from total wellness?
  45. 45. Sample Mini Survey (post wellness event) 1. Do you feel the topic and the way that it was covered was helpful? 2. Do you think more seminars of this nature would be helpful? 3. What are the top two Health and Wellness related things you would be interested in learning more about in the future?

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