3. Tabatha Elsberry
HealthFitness Program Manager for NorthWestern Energy
Montana Worksite Health Promotion Coalition, Award Workgroup Chair
tabatha.elsberry@northwestern.com | (406) 497-2155
Roughly 80% male population, and about 2/3 cover spouses on insurance
3 states, 2 time zones and 85 locations with as few as one employee!
4. Program Basics
Elements to include in wellness programs:
1. Management Support
2. Leadership
3. Mission, Vision
4. Assessment Tools
5. Interventions
6. Tracking System
7. Measure Outcomes
8. Communicate Results
9. Internal Marketing
5. Management Support
Strong Partnerships and leadership
• HealthFitness and NorthWestern Energy
• Multi-departmental connections
• Organizational structure
• Benefit plan
8. Challenges & Barriers to Overcome
• Union/non-union and other
workforce demographics
• Organizational culture
• Communications and society
• Incentive design and
unintended artifacts
9. Cheryl Keller, SPHR
Human Resources Director
ckeller@aplushc.com |(406) 752-3697, ext. 2006 | www.aplushc.com
Approximately 450 employees provide home care services to 700 clients daily
7 office locations throughout Montana with 91% of employees working from home
10. Worksite Wellness Program
2013: Formalized Worksite Wellness Program
Wellness Strategic Plan
Wellness Committee
2014: Adopted four new wellness policies
Physical Activity
Nutrition
Tobacco-Free Workplace
Breastfeeding
11. Worksite Wellness Program
Wellness policies introduced to staff by
Management Team
– In person at all 7 locations
– 45% of field staff attended the meetings
– Provided healthy snacks
– Nutritional handouts
– Physical activity - “Instant Recess”
– Management team expressed support
and participated during at the sessions
– Mailed copy of new policies to all
employees
12. Worksite Wellness Program
Physical Activity
– Physical activity included in meeting
agenda
– Shape Up Montana
• 6 teams; 50 employees; grand total
6,805 miles
– Branch specific activities – walks,
community events
– Lunch time walking trails
– Health Insurance – online wellness
tool “Well on Target”
– Management participation
13. Worksite Wellness Program
Nutrition
– Healthy snack or menu item choices
offered at meetings/conferences
– Specific nutritional values outlined in
policy
– Wellness needs survey – education
on nutrition
– Recipe contest
14. Worksite Wellness Program
• Tobacco-Free Workplace
– Montana Quit Line
– Tobacco-free signs posted at all locations
– Tobacco-free campaign
• Educational material distributed
• Wellness team member available
• Breastfeeding
– 89.6% of 450 employees female; 135 childbearing age (20-35 years old)
– Designated lactation area in all branches
– Flexible work schedules
– Infant-at-Work program
15. Worksite Wellness Program
Challenges
• 91% employees work from home
– Communicate
– Elicit feedback
– Engage in activities
• Coordinating wellness activities
between committee member and
branch manager
• Capturing all of the time spent and
participation with wellness
activities throughout the company.
16. Stacey Neill
Safety Director, Tricon Timber LLC
staceyneill@tricontimber.com | (406) 649-2485, ext. 229
Tricon is the largest producing sawmill in the state of Montana.
The average age of male employees is 39-41, female employees is 42-44.
17. Elements in a Quality Wellness Program
• Upper management buy-in
• Employee buy-in/wellness
committee
• A clear plan
• Program organization for
ease of implementation
• Launch date
18. Developing the Program
When developing your wellness program the needs of the
employees MUST be the number one priority. If the program is
developed for upper management or the wellness coordinator your
program will not be well received by the people it was intended for.
19. Some pitfallsTriconTimber experienced
• Only developing one aspect of the program
If you are tobacco free you will receive a 15% discount on your monthly insurance premium
• Every employee must be able to gain something from the program
From physical fitness to being enrolled in a tobacco cessation course
• Not making the items available
at the work place
Such as a tobacco cessation course
• Overthinking the program (it’s
not brain surgery)
Make the program as easy as possible for
success
20.
21.
22. Our program…Easy
To receive a 15% discount on your monthly insurance premium you must:
Either be tobacco free or enrolled in a tobacco cessation course. This will require a voluntary
blood draw to confirm that you are tobacco free.
The employee who is looking to achieve a healthy weight:
The employee will receive 50% of all out of pocket expenses reimbursed to them after
completing a doctor approved weight loss program and maintaining the healthy weight for
six months.
Employees who are enrolled in a gym can receive 100% of their gym membership reimbursed
by completing two 30 minute workouts a week (honor system) or the employee can receive a
15% monthly insurance premium discount by completing three weekly 45 minute workouts
(honor system).
At the end of the year if the employee has been actively participating in the program for the full
year they will receive a premium holiday for the month of December for the employee
portion of the insurance premium.
23. Paula S. Miller, PHR, WHP
GCBIWellness and Safety Coordinator
pmiller@glacierbancorp.com | (406) 371-8324 | www.glacierbancorp.com
24. GBCI Stats
2015
2000+ employees
80% female and 20% male
6 states
MT, WY, UT, WA, CO and ID
14 Bank Divisions
1STBK, BSJ, BSW, CCB, FBMT, FBWY, FSB, FSBWY,
GB, GBCI, MWB, NCB, VB, WSB
120+ locations
80+ cities
26. In the Beginning…
2004 and prior- CEO recognized that wellness
was needed to help contain health care
costs
2005- Active for Life- 10 week program
2005- Hired Wellness and Safety Coordinator
2007- Streamlined our wellness program to
match award criteria
2009- Silver award recipient
2014- Maintain silver award status
2015- Working to be a Gold Award recipient
in 2016!
27. Over the past 10 years…
GBCI has went from a 10 week program
(2005) to a year-round, highly personalized
wellness/benefit initiative (2015).
We have had a few different vendor
assisting us along the way
- Health plan, TPA, HRA vendor, health
screenings, local medical facilities
In 2015, partnered with Preventure, Inc.
28. We Keep Getting Better
CEO, COO and CFO are all bought in that
wellness works and is needed
Wellness Ambassadors and Committee
All Branches and Bank Divisions
GBCI Wellness has received 3 separate
grant offerings to strengthen wellness
• Million Hearts, CTG- Physical Activity and
MDHHS Cardiovascular- Nutrition at Work
29. Where We Are Today
Web and smartphone based
No more paper tracking
Online workshops
Wellness Classes – 4 a year
Wellness Challenges – 4 a year
Health Coaching – tied to WA Results
And self referred
Onsite Health Screenings in most locations
Physician Screening Forms available as well
30. How We Got Here
Commitment to employee health and
wellness
Continue to evolve wellness at work
Surveys and feedback from the employees
Use of claims data
Bi-monthly calls with Ambassadors
GBCI Wellness Committee
Preventure Partnership
31. Policies We Promote
Move More for Better Health
Activity and Exercise focus
GBCI Nutritional Policy
Healthy Meetings in the
workplace
Healthful Vending
Resource toolkit
Breastfeeding
Injury and Illness Prevention
Look for
this logo!
32.
33. How have we done?
0
200
400
600
800
1000
1200
1400
2006 2008 2011 2014
HS
WA
Walktober
WA- We changed incentive requirements dramatically 2014
Our overall employee population has increased due to acquisitions
