How to Create a Successful Wellness Program in Your District

Transcription

1 How to Create a Successful Wellness Program in Your District SYLVIA HARPER, DIRECTOR OF HUMAN RESOURCES MOUNTAIN BROOK SCHOOL DISTRICT MOUNTAIN BROOK, ALABAMA

2 Why do we need a good Wellness Program in our School Districts? When you have healthy employees, your company reaps the benefits. A correctly designed wellness program can increase productivity, boost moral and reduce stress. Wellness programs help employees make smart and healthy choices that can reduce health care costs, increase vitality and diminish absenteeism. In general, the costs of implementing a wellness program are minimal compared to the benefits, reports Gaebler Resources for Entrepreneurs.

3 What is the Definition of a Good Wellness Program? Definition of Wellness Wellness is "an active process of becoming aware of and learning to make choices (healthy choices)," says Wellness Proposals, an independent wellness consultant. Wellness means more than simply not being ill; it focuses on keeping your body in good condition so it runs more efficiently and you stay well longer. True wellness is proactive; recognizes that you have mental, physical and social needs in order to operate at top functionality. Definition of Wellness Program A wellness program is any program implemented by an employer to improve the health of its labor force. A good wellness program also helps "individual employees overcome specific healthrelated issues," reports Gaebler. You can provide mandatory staff training, employee seminars or even operate through a third-party provider with a range of programs. Often, employers are willing to foot the bill because health and wellness directly affect productivity and profits.

4 What is the Top Consideration in Establishing a Wellness Program? Considerations - A 2005 Centers for Disease Control and Prevention survey revealed that among Texas adults, roughly 28 percent reported not engaging in any physical activities during the preceding month, reports the Texas Department of State Health Service. According to other DSHS numbers, "more than 61 percent of adults and 35 percent of school-age children in Texas are overweight or obese." Important health indicators, such as body mass index, cholesterol and blood sugar levels "have spiraled to unhealthy levels in many workers," says Chris Henry in an article in the "Kitsap Sun": Employee Wellness Programs: The Work Perk That Really Works? Modern employees are suffering from long days in front of a computer screen or in a job with with lots of stress and little physical activity. Employers are starting to notice the effect on their bottom line and this leads to an increased focus on wellness programs.

5 What are the Benefits of a Wellness Program? Benefits - Employers benefit from having healthy employees. Employees benefit from being healthy and having the assistance they need to address and maintain personal wellness. Many employees show weight reduction and improved physical fitness and stamina through company wellness programs. Reports also show an increase in well-being, self-image and self-esteem, while at the same time resulting in a decrease in stress.

6 What is the Incentive for a Wellness Program? Incentives - Beyond concern for the health of your employees, wellness programs make sense for purely practical reasons. Soon after inception of a wellness program, Gaebler points out, you should see a drop in absenteeism and sick days. Wellness programs also reduce the number of work-related injuries and repetitive strain injuries. That means fewer worker compensation claims, which saves both you and your insurer money. According to Gaebler, "a more reliable workforce will inevitably translate into a smoother work cycle and a more robust bottom line." Henry cites a study by the Washington State Health Care Authority documenting a nationwide three-to-one return on each dollar invested in an employee wellness program.

7 What are some of the Features of a Good Wellness Program? Features Wellness programs can cover a wide range of health-related issues. It is entirely up to you to tailor your company s program to meet the needs of your employees. Most programs offer at least some of the following options: nutrition, physical fitness, a quitsmoking program, physiological testing such as cholesterol and blood pressure screening, and stress management.

8 Where We Were in Mountain Brook Schools did not employ any school nurses. Office personnel or teachers/administrators distributed medication to students. Medicine was locked in a cabinet in the school office. There was no wellness program offered to teachers.

9 Where We Were in Mountain Brook Schools employed one district nurse who was assigned to the largest elementary school. Mountain Brook Schools contracted with one other nurse who worked part time at another elementary school. The four remaining schools did not have nurses and medication was distributed as in the past.

10 Why Did We See a Need for Change? STUDENTS: More students were taking medication. Teachers and Office Personnel and Administrators were feeling stressed.. More time was needed to administer medication. There was a concern about liability. More special needs students were being mainstreamed in the schools. More students were coming to school with severe allergies, asthma, diabetes and other medical concerns. There was more pressure from parents for quality monitoring of their children s medical needs. State Laws were being implemented to require nursing care for certain medical needs.

11 What About the Adults? More teachers and staff were expressing a need for wellness programs at work. There was an increase in absenteeism at work. When teachers and staff had difficulties at work or home, there were no resources provided. Teachers and staff questioned about whether classes could be offered at the work sites to include: Weight Management Exercise Classes Nutrition Smoking Cessation

12 Step One: Presentation of Needs to the Superintendent 1. We scheduled a meeting with the Superintendent to discuss needs. 2. We presented data to confirm the need for a nurse at each school. 3. We looked at the cost effectiveness of hiring a nurse for each school versus the liability costs. 4. We looked at the trends across the nation and the state moving toward skilled nursing care in schools. 5. We asked for the opportunity to look into an Employee Assistance Program.

13 Was the Superintendent Happy? Did he Approve the Hiring of RN s and the EAP Program?????

14 Actually.he gave permission for both!

15 Step Two: Hiring RN s at Each School in 2007! 1. We began by contracting nurses at every school. ( ) 2. In 2007, we posted the five positions that were available in our district. 3. We developed a job description for school nurse and a set of questions that would pertain to school nursing responsibilities. 4. We interviewed RN s with a committee made up of administrators, teachers and parents. 5. The committee selected the RN s to be recommended to the Superintendent and Board. 6. The Board of Education hired six new RN s for our five schools. 7. At one school, we found two RN s who wanted to job share.

16 Step Three: Training for School Nurses We provided training for all of our school nurses. State Department Training was available. Collaborative Training was available with other school districts. Training was available through the Alabama Department of Health

17 Step Four: Local Training for Nurses We provided several days of training on the local level during the summer. Health Plans were discussed and uniform System Health Plans were developed. Health Room Procedures were discussed. Equipment Needed Health Room Logs Parent Forms Mountain Brook Guidelines were developed to meet School Nursing State Requirements.

18 Step Five: Partnership with the Alabama Department of Health The School System partnered with the Jefferson County Health Department to provide flu shots in our school system. We scheduled Health Department Nurses to come to our school sites to administer the flu shots. These shots were given during a two hour window during the school day. Nurses provided flu shot information that was distributed to faculty members. School nurses and administrators scheduled the space and made arrangements for classes to be covered. Flu Shots were available to staff and their spouses and dependents.

19 Step Six: Weight Watchers Program The School System partnered with Weight Watchers to hold classes at school sites. Classes were scheduled for early morning: 7:00 A.M. Classes were scheduled for after school at 3:15 P.M. Classes were held in the fall and spring for 12 week sessions.

20 Step Seven: Alabama WeighDown Mountain Brook and other Alabama School Districts participated in the Alabama WeighDown Program. This program created teams of four people to weigh in initially and then each week for 12 weeks. School nurses logged in the weight for each person on a spreadsheet. The nurses submitted the total weight lost for the teams to the State Department at the end of the 12 weeks. The teams with the most weight lost at the end of 12 weeks won cash prizes: 1 st place - $500 each, 2 nd place - $300 each, and 3 rd place - $200 each!!

21 Step Eight: Partnership with Blue Cross Blue Shield PEEHIP Insurance The School System partnered with the Alabama Department of Health and Blue Cross Blue Shield to offer Wellness Programs. Wellness Clinics were offered each spring at every school site. Wellness Clinics were staffed by Jefferson County Health Department Nurses. Wellness Clinics were offered on different days, so if someone was not able to attend the one at their school site, they could schedule an appointment at another site. After hours Wellness Clinics were offered at the Board of Education twice a year for spouses and other staff.

22 Wellness Clinics were Advertised and Touted as a Benefit! Wellness Clinic Screenings included: Cholesterol Screening Blood Sugar Screening BMI Screening Bone Density Screening Colon Screening Kits

23 Step Nine: Follow-up to Wellness Clinics Blue Cross Blue Shield partnered with Active Health to provide Wellness Coaching for all members to follow up after participation in the Wellness Clinics. REQUIRED TO ATTEND A WELLNESS SCREENING OR INCUR A $50.00 WAIVER ON YOUR INSURANCE. 1. Attend a Wellness Clinic or Visit your Primary Care Physician. 2. Submit the Wellness Results to PEEHIP and My Active Health. 3. Participate in the Wellness Survey. 4. Participate in the Wellness Coaching, if required. Mountain Brook held Informational Sessions for all Employees to go over the Insurance Requirements and to prevent anyone s insurance from increasing by $50.00 per month.

24 Step 10: Employee Assistance Program Mountain Brook partnered with a company entitled American Behavioral Services. American Behavior Services provide the following to our employees: 1. Employee Grief Counseling 2. Family Divorce Counseling 3. Family Member Counseling 4. Employee Drug Addiction Counseling 5. Employee Financial Counseling

25 Step 11: Partnership with Local Doctors We partnered with a local Physician to provide the H1N1 Shot in We partnered with a local Pediatrician in 2010 to provide the Hepatitis Vaccine A & B. We also partnered with a local Pediatrician s Office to provide the T-Dap (Tetanus, Diphtheria and Pertussis) Shot to all Staff.

26 Step 12: Wellness for Students We encourage Wellness and Fitness for students through Fitness Units in our Physical Education Classes. We participate in Boosterthon Fitness Runs during school hours. We participate and support Fun Runs and Color Runs after school and on weekends. We encourage staff and student to participate in the Mercedes Benz Run each year.

27 Where are we now in 2015? 1. We have an RN in every school. 2. All children who are on medication or have potential medical needs have a Health Plan. 3. Students participate in a wellness/fitness program during school and in after school opportunities. 4. Absenteeism has decreased among students and staff. 5. We offer flu shots at each of our school sites each fall.

28 Where are we now in 2015? (continued) 6. We have a comprehensive Wellness Screening Program for employees in place. 7. Wellness Screenings are conducted at each school site and after hours at the Board of Education. 8. Additional Wellness Classes are offered based on interest and need. 9. Additional Classes include: Weight Watchers, Smoking Cessation, Zumba, Yoga, Walking Clubs, etc. 10. We have an Employee Assistance Program available for free to all employees.

29 How did We Get from There to Now? 1. The Administration was willing to invest in the students and staff by funding the nurses. 2. The nurses were willing to partner with the Jefferson County Department of Health! 3. The nurses met as a group three times per year and in the summer to collaborate and discuss needs in the district. 4. The District partnered with the State Department to provide quality nursing care and a quality wellness program to staff. 5. The District partnered with Blue Cross Blue Shield to meet required insurance guidelines. 6. The District continues to monetarily support the school nursing program and the system Wellness Program endeavors for staff and students.

30 Questions?? Contact Information: Sylvia Harper Director of Human Resources Mountain Brook Schools 32 Vine Street Mountain Brook, Alabama