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Safety Council of Greater Columbus

January 7, 2015

Angelee Richards – McGohan Brabender

Account Manager

Bob McCollins – Pulse Health Solutions

Director of Sales & Marketing

Workplace wellness defined:

“Is any workplace health promotion, activity or organizational policy designed to support

healthy behavior in the workplace and to improve health outcomes. Workplace wellness

includes organizational policies designed to facilitate employee health and may include

programs of Personal Health Risk Assessments (HRA), and Biometric Health Testing

(Fasting or Non-Fasting). Healthy Vending Options, Walk & Talk Meetings, Take the Stairs

Program, Health Fairs, Health Education Lunch & Learns, Discounted Gym Memberships,

Flu Shots, Personal Health Coaching, Self-Directed Health Education Videos, Company

Sponsored Health Walks/Charitable Events, Health Campaigns, Employee Assistance

Programs (EAP) and Financial Wellness are just a few of the examples of worksite wellness

programs.”

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Workplace Wellness Program Types:

• Voluntary – employer pays/offers a wellness program that provides no real incentives or rewards for participation. These programs will average 15% - 25% employee engagement.

• Incentive – employer pays/offers a wellness program and drives participation through a health insurance premium incentive (monthly discount on employee health insurance costs for participation) or health plan design (i.e. credits into an HSA account, FSA account, gift cards, financial rewards, etc.). These programs will average 65% - 75% employee engagement.

• Outcomes Based – employer pays/offers a wellness program that drives rewards for participants reaching or progressing effectively towards a specific behavior modification target (stop smoking, weight loss, cholesterol, blood glucose, etc.). Provided the participant reaches or makes satisfactory progress towards stated behavior targets they are eligible for stated company/program rewards. Outcomes based programs are usually implemented 2-4 years after an incentive program has been started. These will average 70% - 85% employee engagement.

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Workplace wellness defined for today’s program is centered on the qualifying factors for the BWC Wellness Grant. Each

participant and qualifying program must offer and complete:

• A health-risk appraisal (HRA) and a biometric assessment – both* of which measure health-risk factors;

*If an employer only has one of these tools, then it does not have an existing wellness program and is eligible to apply for the workplace wellness grant.

If the employer has both tools listed above, we consider that an existing wellness program and the employer is not eligible to receive a workplace wellness grant.

• Programs designed to address those health-risk factors.

• These must be completed for each year employer is approved to participate in the wellness grant.

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10 Best Practices of a Successful Worksite Wellness Program1. Rallying senior management support around the wellness initiative.2. Using an incentive-based approach.3. Identify and cultivate a network of champions throughout the organization. 4. Engaging and applicable to a broad section of employees.5. Maintaining a year round program that is exciting.6. Employing strategies to keep the wellness initiative top-of-mind (vending machine, charitable event support, meetings, etc.).7. Benefits multiple sponsors.8. Linking wellness program initiative to health care costs. 9. Integrating the wellness initiative with other health-oriented programs (safety programs).10. Make it personal, measurable and easy on the participant.

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THE 2015 CONSTRUCTION ONE WELLNESS PROGRAM

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• First meeting to discuss wellness program interest took place in May 2014.

•We had a CHAMPION! (#3)

• Rallying Senior Management to support the worksite wellness program: (#1)• Create a culture of caring within your organization. • Attract and retain talented employees. • Possible reduction in health insurance costs. • Possible reduction of claims and costs related to workers

compensation. • Can be designed to be delivered at “no cost” to the company.• “It’s just the right thing to do.”

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• Design of the Construction One Wellness Program:• All Full-Time Employees would be eligible to participate. (#4)• Use an incentive-based approach. (#2)• Link the wellness program to the health insurance costs. (#8)• Wellness program would be launched as part of the annual

meeting allowing for a singular message, convenient on-site screenings and maximum participation. (#10)

• Apply for and utilize the BWC wellness grant. (#9)

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How to Apply for the Wellness Grant•Complete the online application (https://www.bwc.ohio.gov/Employer/Forms/Wellness-GrantApp/default.aspx)

1. Take the online Safety Self-Assessment2. Download and mail in the program contract3. Receive approval letter4. Contract with approved wellness vendor

Grant recipients must annually report specific data elements pertaining to health-risk appraisals and biometric data for all participating employees in the form of a group aggregate report. In addition, a year-end case study that explains what has been done to create and implement the workplace wellness program.

• Selecting a Wellness Vendor• Wellness grant approved vendors

https://www.bwc.ohio.gov/employer/programs/safety/WellnessGrants.asp• Online portal and other means of collecting protected health data and providing

guidance. (Secured data systems)• HRA and biometric analysis software. • Knowledge of legal and regulatory compliance. • Access to licensed health professionals, health coaches and counselors.• Personnel with strong business backgrounds and analytical skills. • Wellness vendors could possess the following certifications:

•NCQA = National Committee Quality Assurance; •URAQ = Utilization Review Accreditation Commission.

• Make site visits if possible.• References. • You know your employees best!

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•Cost, Budget and the BWC Wellness Grant:

• Average worksite wellness program budgets range between $150 - $250 per participant per year.

• Employers participating in the grant fund may receive $300 per participating employee, up to 50 employees, over a four-year period which equates to a maximum amount of $15,000 per policy.

• Is it worth my time and how long does it really take to complete the grant paperwork?

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MAKE YOUR PROGRAM FUN!• Year round program planning: (#5)

• Consider activities that will promote team building and minimize individual accomplishment.

• Evaluate your office surroundings for “low hanging fruit.”• 1 or 2 major campaigns will create excitement.• Off campaign events just as important.

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• Implementing your worksite wellness program: (#6)• Day 1 – 45:

Announcement to staff introducing the wellness program and time for completing biometric tests and health risk assessment.

• Day 60 – 90: File report and required paperwork to BWC. Review your employer group aggregate report. Make plan for balance of year. Announce year round program to all associates. Quarterly Healthy Newsletter

• Day 90 – 180: First company wide campaign. CELEBRATE! Quarterly Healthy Newsletter. Healthy lunch and learn, massage day, not for profit fund raiser.

• Day 180 – 270: Second company wide campaign CELEBRATE!! Quarterly Healthy Newsletter. Healthy lunch and learn, massage day, not for profit fund raiser. Employee survey

• Day 270 – 365: Review employee survey and begin Year Two planning. Complete application for Year Two with BWC wellness grant and complete Year One report of activities. Kick off year Two program for health risk assessment and biometric testing.

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• Why invest in your employees and worksite wellness? (#7)

“A healthy employee is a happy employee – A happy employee provides a higher level of customer service, higher quality work product, are more productive, are more flexible and tend to be able to adapt to business demands easier while maintaining healthy relationships with co-workers for a cohesive work environment.”

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• Evaluate and measure the results:See you NEXT year…Construction One…Part 2!

Thank you and “to your health!”

Angelee RichardsEmail: arichards@mcgohanbradender.com

Bob McCollinsEmail: bmccollins@pulsehealthsolutions.com

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