Pinellas County Schools Be Smart Wellness Program

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Pinellas County Schools Be Smart Wellness Program
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The PCS Wellness Team
. .
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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

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Why Staff Wellness?

• Provides an organized program and opportunities
  to assist employees and their family members in
  making voluntary behavior changes
• Increases productivity job performance
• Higher student achievement when regular staff
  present
• Boosts morale and improves quality of life
• Saves money for employer and employee

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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.

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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

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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
  districts 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

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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 11 to a high of 16.5 for every
  dollar spent on wellness, depending on the
  wellness program approach (good, better, best)
• Good ROI of 11. Participation 15-35.
  Approximate Cost/EE/Yr. lt45
• Better ROI 11.5 to 13. Participation 28-58.
  Approximate Cost/EE/Yr 46-150
• Best ROI 12.5 to 16.5. Participation 65-95.
  Approximate Cost/EE/Yr 250-450

Source WebMD Health Services
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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

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Wellness Champions

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

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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

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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
• womens health issues
• sleep apnea presentation in response to new DOT
  requirements
• salad days

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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.

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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

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Humana / Health Coaching

• Health Coaching
• Telephonic online
• Includes
• Weight Management / Activity
• Nutrition
• Stress
• Tobacco Cessation
• Back Care
• Jan-Dec 2010 68 participants enrolled

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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

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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

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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

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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
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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)

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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

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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

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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.

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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
  Humanas 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 HPOs meeting on
  June 2010 and June 2011
• Reviewed wellness program at SHAC meeting in May
  2010 August 2011.

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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

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Strategic Planning
What are other employers doing?
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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

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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

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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

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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

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Ideas / Thoughts

• Moving from a passive program (voluntary) to a
  more active program (pay if dont 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.

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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

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Testimonials

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

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Closing Thoughts

• If we do nothing, if we just follow the same
  pattern and treat one disease after another,
  well 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
  dont fall in.
• Dr. Dee Edington, Director Health Management
  Research Center, University of Michigan

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Be SMART, Be WELL!