Better Me RITs Employee Wellness Program

1
Better MeRITs Employee Wellness Program

• Review of Wellness Coach Pilot Project
• Planned for 2009
• Midge Berfield, RN, MSN
• Manager, Employee Health and Wellness
• Human Resources

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Purpose

• Provide rationale for wellness coaching
• Review the general implementation plan for pilot

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We Have a ProblemFor every 100 employees in
America

• 77 Have Poor
• Nutrition Habits
• 68 Do Not Exercise
• Regularly
• 59 Are Overweight
• or Obese
• 34 Have High
• Cholesterol

25 Smoke 17 Binge Drink 10 Have Depression 9
Have Diabetes 8 Have had a Heart
Attack or Stroke
Source DHHS - Centers for Disease Control and
Prevention
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If we do not increase employee interest and
participation

• Health care costs will continue to rise

Productivity will continue to decline
Profitability will continue to suffer
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About Wellness Coaches USA

• Active versus passive models of health coaching
• Coaches in the workplace
• Based on Prochaskas Stages of Change model
• Work with employees 11 individually
• Private, customized approach
• Develop personal health/wellness plan
• Direct employees to appropriate resources

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About Wellness Coaches USA

• Advantages
• Proactive rather than passive
• Higher participation rates 95
• Individualized to address employees unique
  situations and readiness to change
• Aggregate reports to RIT measures
• Program delivery
• Makes Better Me about peoples health

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This Coaching Process delivers industry leading
employee participation and satisfaction
Fosters Ongoing Success
Monitors and Adjusts
Plans and Sets Goals
Builds Self Confidence
Educates and Motivates
Establishes Trusting Relationships
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They integrate with all available resources to
achieve optimal results
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Pilot Sample

• 4 Buildings (N600)
• Eastman
• Liberal Arts
• Grace Watson
• Student Development Center
• Site locations selected by employee strata
• Faculty 34, Exempt 33, Non-exempt 33
• Sample represents 20 of RIT faculty/staff

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The Roll-Out Process

• Management informational sessions
• Roll-out meetings Jan. 09 (CPD)
• Group Informational Sessions
• Health Risk Appraisals (pre/post)
• Biometric Screenings (BP, body composition
  analysis glucose, total cholesterol) (pre/post)

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Coaching Sessions

• Commence following roll-out
• meetings
• Coach delivers sealed HRA, reviews and discusses
  results
• Coach assists with the personal wellness plan
• Coach sets up regular meeting schedule

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Key Commitments
Non- Disruptive
For Employers
Voluntary
For Employees
Confi- dential
Turn- Key
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Pilot Success

• Participation rates
• Changes in health status, adoption of health
  behaviors
• Workers Compensation, short-term disability and
  work related injury data
• Expand to RIT community

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Project Contact Midge Berfieldv/5-4375mxbpsn_at_r
it.edu

• Thank you!