This document contains information about several workplace wellness programs. It discusses the elements and basics of wellness programs, including management support, leadership, mission/vision, assessment tools, interventions, tracking systems, outcome measurement, communication, and internal marketing. It provides details about specific wellness programs at companies like NorthWestern Energy, A Plus Health Care, Tricon Timber, and Glacier Bancorp. It discusses challenges faced by these programs and strategies used to develop, implement, and improve the programs over time.
This case study was written for Interactive Health, a national wellness services provider headquartered in Chicago. The study demonstrates the effectiveness of the employers' wellness program on the health and wellbeing of employees and the employer's return on investment and bottom line impact on the employer's bottom line.
This case study was written for Interactive Health, a national wellness services provider headquartered in Chicago. The study demonstrates the effectiveness of the employers' wellness program on the health and wellbeing of employees and the employer's return on investment and bottom line impact on the employer's bottom line.
Workplace Wellness And Why It Is Important For Your Organisation, Chandra DalmiaThe HR Observer
Workplace Wellness is a buzzword in the HR community but little is known about its effectiveness and how it can make a difference to your bottom line. This seminar aims to provide a basic understand of the fundamentals of workplace wellness, who can implement it, and the means to support the proposal and implementation of such a concept in any organization. A business case for workplace wellness will be explored and an example will be provided.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
A case study and how to implement a worksite wellness program. Steps and plans to "improve the health of your employees and the health of your bottom line!"
ROI of wellness programs - Optimity webinar series Dec 2016Jane Wang
ROI on Wellness Programs
OVERVIEW OF HOW WELLNESS PROGRAMS ARE BECOMING MORE OUTCOMES DRIVEN
"Traditional wellness programs, with engagement hovering around 30%, just don't cut it any more. We share 3 tips on how you can drive ROI for your wellness initiatives and dive deep into industry best practices. The benefit of a "one stop shop" platform like Optimity can help easily cross-polinate engagement from different initiatives and bring in targeted coaching support to move the needle on your health outcomes. "
Expert: Jane Wang, CEO
Host: Trista Chan, Advisor - Wellness Strategies, Optimity
Workplace Wellness: Healthy Living for Leaderslarachellesmith
Numerous federal, state, and private agencies promote studies to address the nation’s obesity epidemic. It is well documented that this unhealthy condition can lead to chronic illnesses that increase health care costs and diminish the quality of life. These issues have a profound impact on an organization including executives, managers, and front-line staff. High incidents of employee turnover and significant mortality and morbidity rates impact productivity, revenue, and organizational growth. S
Corporate Wellness Workshops By Wellness AssociatesAnshuSur
Make Wellness a Priority. Wellness Associates offers customized fitness and wellness solutions for corporate, hospitality and commercial real estate. An effective corporate wellness plan result in higher employee performance and production levels.
Workplace Wellness And Why It Is Important For Your Organisation, Chandra DalmiaThe HR Observer
Workplace Wellness is a buzzword in the HR community but little is known about its effectiveness and how it can make a difference to your bottom line. This seminar aims to provide a basic understand of the fundamentals of workplace wellness, who can implement it, and the means to support the proposal and implementation of such a concept in any organization. A business case for workplace wellness will be explored and an example will be provided.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
A case study and how to implement a worksite wellness program. Steps and plans to "improve the health of your employees and the health of your bottom line!"
ROI of wellness programs - Optimity webinar series Dec 2016Jane Wang
ROI on Wellness Programs
OVERVIEW OF HOW WELLNESS PROGRAMS ARE BECOMING MORE OUTCOMES DRIVEN
"Traditional wellness programs, with engagement hovering around 30%, just don't cut it any more. We share 3 tips on how you can drive ROI for your wellness initiatives and dive deep into industry best practices. The benefit of a "one stop shop" platform like Optimity can help easily cross-polinate engagement from different initiatives and bring in targeted coaching support to move the needle on your health outcomes. "
Expert: Jane Wang, CEO
Host: Trista Chan, Advisor - Wellness Strategies, Optimity
Workplace Wellness: Healthy Living for Leaderslarachellesmith
Numerous federal, state, and private agencies promote studies to address the nation’s obesity epidemic. It is well documented that this unhealthy condition can lead to chronic illnesses that increase health care costs and diminish the quality of life. These issues have a profound impact on an organization including executives, managers, and front-line staff. High incidents of employee turnover and significant mortality and morbidity rates impact productivity, revenue, and organizational growth. S
Corporate Wellness Workshops By Wellness AssociatesAnshuSur
Make Wellness a Priority. Wellness Associates offers customized fitness and wellness solutions for corporate, hospitality and commercial real estate. An effective corporate wellness plan result in higher employee performance and production levels.
20 quick and easy cleaning tips that can really help in commercial cleaningPedro Martaan
While there are many commercial cleaning services in Melbourne and Sydney, your current aim must be to partner together with one which delivers impeccable services affordable prices. Here are some guidelines that will help you find commercial cleaning companies in Australia. visit www.infinitycleaning.com.au
The Surprising ROI of Employee WellnessMedgate Inc.
If you see wellness programs as a nice-to-have, but not core to your employee health programs, you could be missing an opportunity to greatly improve your company’s bottom line. If you structure the program properly, show commitment, and promote it well, you could make huge cost savings while improving the overall health of your employees and their families.
In this case study webinar, Johnny White, Benefits, Medical and Wellness Leader at Logan Aluminum, will showcase the striking successes of its wellness program, which has been in place for over 20 years.
At Logan, the wellness data is so rich that their healthcare benefits provider has renewed at less the half the national average increase for thirteen years running. Logan’s employees make no contribution towards this coverage. That Logan is able to make these huge compound savings in a state that consistently ranks in the bottom ten for public health indicators makes it all the more remarkable.
CDC will provide an overview of their WorkLife Wellness Office services and describe how they used the HealthLead accreditation process to provide a framework to assess the comprehensiveness of their new office and existing programs and processes. Also, how the scoring of framework identified strengths and weaknesses and how the assessment plan of action is used for future strategic planning to drive new connections, data sources, and programmatic gaps as they strive to achieve HealthLead Silver. CDC will share specific examples of what was required and shared as part of the HealthLead audit during the presentation.
Find out what's in store for 2015 from MUS Wellness, with information about our Incentive Program, Education Opportunities, Monthly Challenges, and a reminder about some of our most popular programs. Presented by Cristin Stokes & Neal Andrews.
The CMS Innovation Center held a Medicare Diabetes Prevention Program webinar on August 9, 2016 from 12:00 – 1:00p.m. EDT. This webinar provided an overview of the proposal in calendar year 2017 Medicare Physician Fee Schedule.
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Healthy Advantage Rewards is a new wellness product offered to employers through Security Health Plan. Visit www.securityhealth.org/healthyrewards for more information.
Jane Wang, CEO of Optimity, shares 3 strategies on bringing meditation techniques to the workplace.
Research has shown meditation as an effective strategy to boost energy, reduce stress and improve overall well-being.
Similar to MAHCP Employer Conference Panel Presentation (20)
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