The document provides information about innovative worksite wellness programs. It discusses elements that should be included in wellness programs such as management support, leadership, assessment tools, interventions, and tracking outcomes. Specific examples of interventions from NorthWestern Energy's program are presented, showing increases in adherence over time. Challenges to worksite wellness programs and ways to overcome barriers are also examined. Finally, components of an effective wellness program and developing one centered around employee needs are outlined.
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.
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.
Employers want a healthy workforce, but achieving that goal has eluded many, if not most, organizations. Typically this is because wellness initiatives are launched with a burst of enthusiasm and high hopes, only to be subsequently neglected. An extensive study by one university looks at "wellness that works" and offers practical ideas on how to implement a program that actually achieves results.
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.
Wellsource designs a revamped and improved Medicaid health assessment that streamlines the process and increases end user communication by up to 50%. For more information visit: http://www.wellsource.com/company-news/Wellsource-Designs-Medicaid-Health-Risk-Assessment.html
Changing Behaviours for a Healthier Workforce in Singapore AIA Singapore
Mr. Sim Beng Khoon, Director, Workplace Health and Outreach Division, Health Promotion Board (HPB), talked about how changing behaviours can lead to a healthier workforce at the recent AIA Vitality Summit 2017.
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
Physical Health Action at Last! by Karen Conlon, SMI Project Lead, Mike Leonard, clinical Pharmacist and Pauline Smith, Physical Healthcare Project Nurse
Presentation for Yingo Yango, a startup company that provides a mobile/web engagement platform to connect health and wellness resources and programming provided by employers or providers to individuals.
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!"
Employers want a healthy workforce, but achieving that goal has eluded many, if not most, organizations. Typically this is because wellness initiatives are launched with a burst of enthusiasm and high hopes, only to be subsequently neglected. An extensive study by one university looks at "wellness that works" and offers practical ideas on how to implement a program that actually achieves results.
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.
Wellsource designs a revamped and improved Medicaid health assessment that streamlines the process and increases end user communication by up to 50%. For more information visit: http://www.wellsource.com/company-news/Wellsource-Designs-Medicaid-Health-Risk-Assessment.html
Changing Behaviours for a Healthier Workforce in Singapore AIA Singapore
Mr. Sim Beng Khoon, Director, Workplace Health and Outreach Division, Health Promotion Board (HPB), talked about how changing behaviours can lead to a healthier workforce at the recent AIA Vitality Summit 2017.
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
Physical Health Action at Last! by Karen Conlon, SMI Project Lead, Mike Leonard, clinical Pharmacist and Pauline Smith, Physical Healthcare Project Nurse
Presentation for Yingo Yango, a startup company that provides a mobile/web engagement platform to connect health and wellness resources and programming provided by employers or providers to individuals.
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!"
Case Studies on Professional Football Players treated with INDIBA activDimitris Papanikolaou
Case studies on football-related musculoskeletal injuries on FC Pas Giannina (SuperLeague, Greece) players treated with INDIBA by the team’s medical team
Sample trial brief for California civil caseLegalDocsPro
This sample trial brief for a California civil case is used by a party in a California litigation case. The sample can be modified and used in most California litigation cases, it also includes a memorandum of points and authorities with citiations to case law and statutory authority and a proof of service by mail. This is a preview of the sample sold by LegalDocsPro.
INFOGRAFÍA: Grado en Derecho + Bachelor in Global GovernanceESADE
GRADO EN DERECHO + BACHELOR IN GLOBAL GOVERNANCE
Derecho + Geopolítica + Economía Internacional
ESADE ofrece una doble titulación bilingüe que nace con el objetivo de preparar
a expertos en cuestiones internacionales, capaces de dar respuesta a los problemas legales, políticos y económicos con los que se encuentran las organizaciones que actúan en un ámbito global.
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.
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.
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.
Listening to employers how health systems-masterCentralPAHEF
On March 3, 2016 at Highmark Blue Shield there were healthcare executives gathered for the Healthcare Executive Forum of Central PA's quarterly event. The three speakers shared their experiences, which opened doors for discussion and furthering healthcare in our transition of providing quality care. These speakers included: The speakers were: Moderator: Terry Madonna, Director of the Center for Politics and Public Affairs, Franklin and Marshall College; Speakers: John Holmes, VP, Finance-Population Health and Payor Contracting, Wellspan Health; David Vasillaros, Esq., The Benecon Group; Diane Hess, CLU CEBS, Interim Executive Director, Lancaster County Business Group on Health. This American College of Healthcare Executive's event was worth 1.5 face to face credits. Visit our website for full biographies and more at www.centralpa.ache.org.
Unless your health plan has "grandfathered" status, you are already subject to the Affordable Care Act (ACA) requirement that preventive services (as defined on this government website) be included in your plan, and come without any employee deductible, co-pay or co-insurance provisions.
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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The National Diabetes Prevention Program (National DPP) encourages collaboration among federal agencies, community-based organizations, employers, insurers, health care professionals, academia, and other stakeholders to prevent or delay the onset of type 2 diabetes among people with prediabetes in the United States.
This is a presentation from the 2013 American Academy of Pediatrics National Conference and Exhibition that discusses Maintenance of Certification, Quality Improvement and Electronic Health Records
6. 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!
7. 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
8. Management Support
Strong Partnerships and leadership
• HealthFitness and NorthWestern Energy
• Multi-departmental connections
• Organizational structure
• Benefit plan
11. Challenges & Barriers to Overcome
• Union/non-union and other
workforce demographics
• Organizational culture
• Communications and society
• Incentive design and
unintended artifacts
12. 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
13. 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
14. 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
15. 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
16. 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
17. 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
18. 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.
19. 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.
20. 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
21. 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.
22. 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
23.
24.
25. 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.