Pinellas County Schools
Be Smart Wellness Program
1
The PCS Wellness Team
2
.
.
District Employee Wellness Committee
3

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
Why Staff Wellness?
4
 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
Primary Health Costs
5
 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.
History
6

2002 - Fitness center & weight loss discounts

2008 - Diabetes CARE program

2002 - Initial wellness committee formed

2008 - Employee Wellness Expo

2005 - Wellness champion program began
with 87 Champions (today we have 130)

2009 - Tobacco care

2010- Site-based wellness committees
formed

2010 – Registered Dietitian & Nutritionist
hired

2006 – Funding from Insurance company to
support wellness program

2006 – Full time Wellness Coordinator hired

2007 – Women's Wellness Retreat (287
participants)

2006, __ & 2010 – Health Risk Assessment
Campaigns (2218

2008 – Part time transportation wellness
coordinator hired & program started

2010 - Health fair screenings began

2011 – District fitness programs began

2008 – onsite Employee Assistance program
representative
Resources & Funding
7
 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
ROI
8
 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
The Basis for Wellness
9
 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…
Wellness Champions
10
In 2010-2011, we had 131 Wellness Champions
participating in the Be Smart Worksite Wellness Program,
delivering wellness programs to 96% of our worksites!
Wellness Champion Program Details – 2010-2011
11
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
Transportation Wellness Program
12
 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
Diabetes CARE Program
13
• 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.
Tobacco Cessation Program
14
 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
Humana / Health Coaching
15
o Health Coaching
oTelephonic & online
Includes:
Weight Management / Activity
Nutrition
Stress
Tobacco Cessation
Back Care
o Jan-Dec 2010 = 68 participants enrolled
Humana Health Assessment
16
 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
On-Site Health Fairs
17
 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
Skin Cancer Screening – PE staff
18
 Skin cancer screening for PE
staff beginning of 2010-2011
school year
 104 screened
 53 referred for
precancerous or suspicious
lesions
Special Campaigns
19
 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
Stress Campaign
20
 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)
Eat SMART Campaign
21
•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
SMART Moves Campaign
22
 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 &

Fitness Center Discounts

Measured walking path at
challenges
every worksite
SMART START Newsletters
23
• 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.
Communication
24

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.
Acknowledgements
25
 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
Strategic Planning
26
What are
other
employers
doing?
Strategy #1
(all strategies can be found in the public and private sectors)
27
 Tier plan design
o Participants in the plan pay according to their level of involvement
o Rolled out over 1-3 years (adding one requirement each year to get lower
premiums
o 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…
Strategy #2
28
 Tobacco Surcharge
o 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…
Strategy #3
29
 Hiring Non-Smokers
o
Must be smoke free for a pre-determined period of time before applicants
will be considered.
o
May be on the honor system (signing they are compliant) or must pass a
nicotine test
o
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…
Strategy #4
30
 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…
Ideas / Thoughts
31
 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.
Creating a True Culture of Wellness
32
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
Testimonials
33
 Comments being pulled from surveys, emails for
presentation (from wellness)
Closing Thoughts
34
“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
Be SMART, Be WELL!
35