Successful School Employee Wellness Programs

1. Successful School Employee Wellness Programs Aryka Chapman, School Health Program Manager DHPE

2. An Overlooked Component

3. School Employees are 5% of the Nation’s workforce • Employees are susceptible to the same health risks and conditions as other worksites • Like other worksites, school districts bear the cost of absenteeism, health insurance, lost productivity, disability and turnover - The American School Board Journal reported in 2005 that 1/3 of US teachers leave the profession during their first 3 years.

4. Why Implement Employee Wellness Programs? • To promote the health and reduce health risk behaviors of employees. • To identify and correct conditions in the workplace that • compromise the health of school employees, • reduce school employees’ levels of productivity, • impede student success, and • Contribute to escalating health care costs.scalating health care costs.

5. What Research About Wellness Programs Tell Us • Health care cost per person decrease about $153 with every decrease in the number of risk factors, and increase about $350 with every increase in the number of risk factors. • Employees who participate in programs have lower absenteeism. • Worksites benefit financially from Employee Wellness Programs.

6. School Districts See Gains In 2011, Everett Public Schools (WA) saw a 12% decrease in employee absenteeism In 2009, Deforest Area School District (WI) saw a 2.5% decrease in their health insurance premium The Washoe County School District (NV) saved $15.60 for every $1 spent on wellness. Over 2 years, the SEW program has saved the district $2.5 million dollars

7. School Districts See Losses • In 2011, Everett Public Schools also saw • 31% of participants losing 5-10 lbs, 14% losing 10-25 lbs & 6% losing 25-50 lbs • 13 % lowered their blood pressure • 11 % lowered cholesterol • 59 % are more physically active

8. More Specific Benefits • Lower health care and insurance costs • Increased productivity • Increased employee retention and morale • Fewer work-related injuries • Fewer worker compensation and disability claims • Prospective employees more easily attracted • Image in the community more positive • Employees become healthy role models for students

9. 9 Steps for Establishing a SEW Program Step 1: Obtain Administrative Support. Step 2: Identify Resources. Step 3: Identify a Leader. Step 4: Organize a Committee. Step 5: Gather and Analyze Data. Step 6: Develop a Plan. Step 7: Implement the Plan. Step 8: Evaluate and Adapt the Plan. Step 9: Sustain the Program.

10. Step 1 - Obtaining Administrative Support Sustainable programs have support at the district and school level – superintendents, school board etc. Provide data to decision makers – employee absenteeism, substitute costs, worker’s compensation claims

11. Step 2 – Identify Resources School/District Employees – health educators, school nurses, PE teachers, nutrition and food service professionals Community Partners – local health departments, hospitals, local businesses, American Red Cross, YMCA/YWCA Funding – district revenues, registration fees, federal, state or local grants, private sources

12. Step 3 – Identify a Leader May be an existing school employee with a commitment to health. Can also be fulfilled by district health coordinator Should have skills in writing, organizational management, marketing and budgeting Knows district’s mission and goals Stays current with research supporting SEW

13. Step 4 – Organize a Committee Committee may already exist but not focused on SEW – insurance advisory committee, district school health council etc Should have a wide range of stakeholders – administrators, representatives of bargaining units, food service, teachers, facilities managers Member should bring diverse skills and interests

14. Step 5 – Gather & Analyze Data A needs assessment can determine baseline healthcare costs, identify health interests and concerns of employees Work with human resources, risk management and benefit administrators Tools include CDC’s School Health Index (SHI) & ETR’s Step by Step to Coordinated School Health: Program and Planning Guide

15. Step 6 – Develop a Plan Mission Statement – What is our vision for our SEW Program ? How does it relate to the district’s vision Goals – What must be achieved to reach your vision ? SMART Objectives - Specific, Measurable, Attainable, Relevant, Timely Activities to meet objectives Budget Evaluation plan

16. Step 7 - Implementation • Start with simple, low or no cost initiatives • Presentation on nutrition and wellness • 2 week walking program • Offer health related sessions as staff development • Introduce only one or two activities at a time

17. Step 8 – Evaluate and Adapt • Some questions to ask • Is the program tailored to employees’ needs & interests ? • Is the program integrated into school structure? • Have health risks decreased ? • What evidence is there of documented lifestyle changes ?

18. Step 9 – Sustain the Program Invite administrators to attend committee meetings Make recommendations to the school board Keep policymakers informed Revise or update policies

19. Introducing the Guide • Provides information about School Employee Wellness (SEW)Programs • Supplies practical tools and resources to support their implementation • Developed by the Directors of Health Promotion and Education with funding from the Centers for Disease Control and Prevention

20. How to Get the Guide Go to www.schoolempwell.org to download your FREE copy today!

21. SEW Awards Program • 2009 DHPE launched the SEW Awards Program • Winners receive: • Grants ($1000/$500/$250) • A banner • Recognition on schoolempwell.org • A free trip to this conference • Letters to their State Governor, State Superintendent of Education, Local Representatives, District Superintendent, and School Board

22. 2011 SEW Winners GOLD • Downington Area School District, PA • Everett Public Schools, WA • Kimberly Area School District, WI SILVER • Colchester School BRONZE • Willow Dale/Leary Elementary Schools, PA • Colchester School District, VT • Englewood School District, CO

23. Portsmouth Public Schools Background: • 2,500 employees, 15,000 students • 25 buildings • 1 wellness liaison per building • Annual health insurance expenditures, $14,977,701 • Annual cost of substitutes, $100,000 • Average age of employees, 48.16 • 64% of employees have at least 1 risk factor for heart disease

24. Physical Activity Objective • Optima Walkabout • Walking Program • Annual Wellness Day • Internal Walking Maps • Spotlight On Wellness Award

25. Evaluation Results • 71% Anthem members participated in wellness assessment • 118 (34%) of our staff participated in “Staying Alive” (Biggest Loser) Competition • Employee satisfaction (survey) and personal notes of thanks indicate a change in district culture • Return on Investment • Negotiations resulted in a 3.2% decrease in 2012 Health Insurance premiums • Loss Ratio decreased 18.09% • 2009-2010 93.09% • 2010-2011 75.00%

26. DHPE Contact Information For More Information Contact Aryka Chapman Manager, School Health Programs achapman@dhpe.org 202-552-4403