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Pinellas County Schools Be Smart Wellness Program

Pinellas County Schools Be Smart Wellness Program. The PCS Wellness Team. District Employee Wellness Committee. Brenda Ball, On-Site EAP Coordinator Dawn Handley, Transportation Wellness Coordinator Peggy Johns, Supervisor, PK-12 Health Education

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Pinellas County Schools Be Smart Wellness Program

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  1. Pinellas County SchoolsBe Smart Wellness Program

  2. The PCS Wellness Team . .

  3. District Employee Wellness Committee • Brenda Ball, On-Site EAP Coordinator • Dawn Handley, Transportation Wellness Coordinator • Peggy Johns, Supervisor, PK-12 Health Education • Christina Kempf, Employee Wellness Coordinator • Michael Kingsley, On-Site Humana Representative • Tom Lechner, Principal Seminole MS • Ted Pafundi, Director of Risk Management & Insurance • April Paul, Supervisor of Employee Benefits • Jeff Ransdell, Pfizer Senior Account Manager • Lisa Ross, School Coordinator, Communities Putting Prevention to Work • Jane Schultz, pTEC St. Pete, Wellness Champion • Maureen Sullivan-Tevault, On-Site Humana Patient Advocate • Leslie Viens, Aon On-Site Representative • Wendy Weaver, Humana, Corporate Wellness

  4. Why Staff Wellness? • Provides an organized program and opportunities to assist employees and their family members in making voluntary behavior changes • Increasesproductivity& job performance • Higher student achievement when regular staff present • Boostsmorale and improves quality of life • Saves money for employer and employee

  5. Primary Health Costs • Health benefit cost • Group medical plan • Dental plan • Vision plan • Drug plan • COBRA payments • Administrative cost • Presenteeism • Workers compensation costs • Sick leave costs • STD costs • LTD costs • Life insurance & ADD costs Wellness can directly and indirectly save on all of the above.

  6. History • 2002 - Fitness center & weight loss discounts • 2002 - Initial wellness committee formed • 2005 - Wellness champion program began with 87 Champions (today we have 130) • 2006 – Funding from Insurance company to support wellness program • 2006 – Full time Wellness Coordinator hired • 2007 – Women's Wellness Retreat (287 participants) • 2008 – Part time transportation wellness coordinator hired & program started • 2008 – onsite Employee Assistance program representative • 2008 - Diabetes CARE program • 2008 - Employee Wellness Expo • 2009 - Tobacco care • 2010- Site-based wellness committees formed • 2010 – Registered Dietitian & Nutritionist hired • 2006, __ & 2010 – Health Risk Assessment Campaigns (2218 • 2010 - Health fair screenings began • 2011 – District fitness programs began

  7. Resources & Funding • Under the terms of our agreement with our health carrier, $500,000 (approximately .04% of total premium) is provided annually to support the district’s Employee Wellness Program. • Cost are minimal when compared to potential ROI. • No district funds are used to fund this program. • Funding pays for • District wellness coordinator • Part time transportation wellness coordinator • Part time nutritionist • Wellness Champion budgets and supplements • Diabetes education and supplies for those enrolled in Diabetes CARE program • Program promotions & incentives

  8. ROI • Higher health risk levels are correlated with higher health care costs. Lower health risk levels are associated with lower health care costs. • Return on investment in wellness programs range from a low of 1:1 to a high of 1:6.5 for every dollar spent on wellness, depending on the wellness program approach (good, better, best) • Good – ROI of ~1:1. Participation 15-35%. Approximate Cost/EE/Yr. <$45 • Better – ROI 1:1.5 to 1:3. Participation 28-58%. Approximate Cost/EE/Yr: $46-$150 • Best – ROI 1:2.5 to 1:6.5. Participation 65-95%. Approximate Cost/EE/Yr: $250-$450 Source: WebMD Health Services

  9. The Basis for Wellness • If we could keep more of our population in the low-risk categories across the range of lifestyle factors, we could avoid or delay a considerable portion of our health care expenditures in this country even as the baby boomers age. ~ Dr. David Anderson / WELCOA Here is how we address the lifestyle factors that ultimately contribute to additional health costs…

  10. Wellness Champions • In 2010-2011, we had 131Wellness Champions • participating in the Be Smart Worksite Wellness Program, • delivering wellness programs to 96%of our worksites!

  11. Wellness Champion Program Details – 2010-2011 Some of the events the Wellness Champions facilitated: • Nutrition Programs • 137 nutrition seminars, over 2620 participants • 1830 participants involved in other healthy eating type programs (separate from nutrition seminars). • Fitness Programs • 2541 participants • Programs: • 88 Walking programs or walk events, 1505 participants • 26 Yoga programs, 205 participants • 21 Zumba programs, 212 participants • 6 Boot Camp programs, 104 participants • Stress / Mental Health Programs • 19 Stress/ Mental Health seminars, 559 participants • 24 Chair Massage programs (many ongoing), 346 participants • CPR/AED programs • 17 programs, 256 participants • 95 Wellness Committees throughout the district

  12. Transportation Wellness Program • 6 compounds, 1 part time Wellness Coordinator, 3 Wellness Champions, approximately 180 active transportation employees in wellness program. • Participants lost a total of 961 pounds this year, making the 3 year total weight-loss  2,800 pounds. • Programming included: • nutrition programs / healthy cooking demonstrations • mini health fair(including BP and vision screenings) • skin cancer screenings • personal and job safety • walking clubs • hula hooping • Zumba / salsa / latin dancing • women’s health issues • sleep apnea presentation in response to new DOT requirements • salad days

  13. Diabetes CARE Program • 519 Diabetics enrolled in Diabetes CARE program since 2008. 229 (44%) compliant and receiving waived co-pays on supplies. • Allows participating PCS Humana members, spouses and dependents to receive prescription diabetic supplies at no charge. • Facilitated by a Certified Diabetes Educator nurse • Diabetic support groups for staff & dependents at WPSC/pTEC Clearwater and beginning January in the Administration Building.

  14. Tobacco Cessation Program • Program includes: • Telephonic coaching (specific for tobacco cessation) • Web based support • Prescription medication benefit • Open to benefits eligible employees, spouses, dependents 18 years old and over, as well as retirees on medical plan • Other options available for non-benefits eligible employees

  15. Humana / Health Coaching • Health Coaching • Telephonic & online • Includes: • Weight Management / Activity • Nutrition • Stress • Tobacco Cessation • Back Care • Jan-Dec 2010 = 68 participants enrolled

  16. Humana Health Assessment • Humana Health Assessment • Assessment provides participant information on their health status and ways to make improvements • 2451 participants completed the assessment and earned a $20 American Express gift card • Wellness Team used aggregate data for strategic plan

  17. On-Site Health Fairs • 2010 - 18 Health & Wellness fairs (High schools) – 817 participants • 2011 - 29 Health & Wellness Fairs • 1330 participants • Middle Schools = 770 • pTECS = 70 • Exceptional Centers = 242 • Administration Building = 139 • Food Service = 109 • 916+ referrals • Screenings included: • Skin cancer • Blood Pressure & BMI • Glucose & Cholesterol • Vision & Hearing • Also present: Humana, EAP, Wellness • 2012- ½ of elementary schools targeted • 2013 – ½ of elementary schools

  18. Skin Cancer Screening – PE staff • Skin cancer screening for PE staff beginning of 2010-2011 school year • 104 screened • 53 referred for precancerous or suspicious lesions

  19. Special Campaigns • In addition to all the programs previously mentioned, we made a special effort to focus on the top preventable health risk behaviors using a three year campaign. • Stress • Nutrition • Movement/Exercise 2011 – ongoing: MOVEMENT 2010 – ongoing: NUTRITION 2009 – ongoing: STRESS

  20. Stress Campaign • 2009-2010 Campaign • Our EAP provided an onsite Licensed Mental Health Counselor to provide programming re: stress, positive energy, work/life balance, humor, etc. • Wellness Champions required to have a program which provided general stress info and info about the EAP. • ___ participants during ___ programs (from CCW)

  21. Eat SMART Campaign • 2010-2011 Nutrition campaign • Registered Dietitian & nutritionist on-site for programs and healthy cooking demos • District salt challenge during the school year • Champions & Wellness Committees provided info on promotion of healthier vending options & healthier meeting guidelines • 137 programs (lecture, cooking demo) with 2620 participants

  22. SMART Moves Campaign • 2011-2012 Movement Campaign • Includes: • More Movement at Work (software & training – in pilot phase at this time) • District wide fitness programs (yoga, Zumba, boot camp, train for a 5K) • TRY-IT classes (planning tai chi, paddleboarding, etc. per staff interest) • Traveling Bandanas activity recognition program • Health Coaching promotion • Onsite fitness programs & challenges • Fitness Center Discounts • Measured walking path at every worksite

  23. SMART START Newsletters • SMART START Newsletter emailed to staff every other week. • Along with our Wellness Champions, this is our most important way to communicate to the majority of our staff. • Includes current promotions and programs, challenges, surveys, community events, testimonials, recipes, tips on navigating MyHumana website, EAP info, wellness websites & apps, and more.

  24. Communication • SMART START Newsletters • New posters at beginning of school year for diabetes, smoking cessation, health coaching, onsite wellness programs. New EAP poster quarterly. • QR code t-shirts for Champions – directing staff to the wellness website • “Chalkboard” Magnets with phone numbers for Humana’s Nurse Advice line, Health Coaching, Diabetes CARE program, Humana Claims Advisor & Nurse Advocate, EAP, benefits/retirement/workers compensation/disability • Promoted wellness program at Food Service Manager meeting in August 2010 • Promoted wellness program at HPO’s meeting on June 2010 and June 2011 • Reviewed wellness program at SHAC meeting in May 2010 & August 2011.

  25. Acknowledgements • Chosen by the Tampa Bay Business Journal as one of the Healthiest Employers for 2010 (ranked #9 in the Tampa Bay area) • Step Up, Florida walking challenge in Pinellas County (public & private sector) – 2nd place Overall Average Steps per Participant

  26. Strategic Planning What are other employers doing?

  27. Strategy #1 (all strategies can be found in the public and private sectors) • Tier plan design • Participants in the plan pay according to their level of involvement • Rolled out over 1-3 years (adding one requirement each year to get lower premiums • Example: 1st year- smoking surcharge, 2nd year- annual exam required and/or biometric screening, 3rd year- HRA with completion during open enrollment for discount • Companies such as: • Palm Beach School District ($50 discount per month on 2012 medical premium for participating in the wellness rewards program consisting of biometric health screening, online health assessment, online tobacco user status form) • Manatee County Government • Collier County Schools • Florida Hospital Healthcare System • Other worksites to be added…

  28. Strategy #2 • Tobacco Surcharge • Tobacco users pay an additional surcharge. Those who quit using tobacco for a specified period of time or those that are actively engaged in a tobacco cessation program are not charged. Tobacco cessation programs available and promoted before this is instituted. • Companies such as: • Palm Beach School District ($600 surcharge added to health insurance premium in 2012) • Humana • Clarion Health (midwestern hospital operator) • Other employers to be added…

  29. Strategy #3 • Hiring Non-Smokers • Must be smoke free for a pre-determined period of time before applicants will be considered. • May be on the honor system (signing they are compliant) or must pass a nicotine test • Benefits of hiring non-smokers: lower health care cost, use fewer financial resources to help smokers quit, lower utilization of sick days • Companies such as: • Pinellas County Sheriffs Department (6 months) • Union Pacific, Omaha Nebraska • Westgate Resorts (largest private employer in Central Florida) • Other employers to be added…

  30. Strategy #4 • Drug Testing • Drug free workplace policy communicated & implemented • Pre-employment drug testing • Drug testing with accidents • Companies such as: • Publix • Other employers to be added…

  31. Ideas / Thoughts • Moving from a passive program (voluntary) to a more active program (pay if don’t play). • Beginning to move staff from entitlement to wise health care consumers. • Providing staff with a healthy and supportive environment becomes the foundation of decision making and fosters a culture of wellness. • Several employee health behaviors are counterproductive to living a long, healthy, and productive life. Some wellness programs are finding it more effective to use a combined carrot and stick approach.

  32. Creating a True Culture of Wellness Must Haves: • Senior Level Support • Cohesive Wellness Teams • Data to Drive Health Efforts • Operating Plan • Appropriate Interventions • Supportive Environment • Evaluating Outcomes • Belief That Small Changes Matter

  33. Testimonials • Comments being pulled from surveys, emails for presentation (from wellness)

  34. Closing Thoughts “If we do nothing, if we just follow the same pattern and treat one disease after another, we’ll continue to pay and pay and pay. So instead of focusing on pulling people out of the water, lets go up and see why they are falling in the water in the first place and see if we can fix those bridges across the stream, so they don’t fall in.” ~ Dr. Dee Edington, Director Health Management Research Center, University of Michigan

  35. Be SMART, Be WELL!

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