City of Panama City FY2016 Wellness Program Operating Plan Mission To create a culture of wellness where employees are empowered with the knowledge, support, incentives to take charge of their own health through awareness, assessment, and ongoing education. Vision The Wellness Program will provide a balanced and proactive program that will support and enhance the health and well being of all employees. Eligibility All full time and part time City of Panama City employees are eligible to participate in the Wellness Program and receive incentives. Temporary employees are not eligible. Goals Wellness Steering Committee: establish and define membership structure and process to focus on employee group initiatives. Raise awareness of optimal health by promoting health and wellness. Offer lifestyles management programs, wellness seminars, and a monthly health newsletter based on the City s group health assessment results, employee interests and needs, health trends, and community health resources. Develop tracking systems for programs and campaigns.
Reduce barriers to health care by enhancing employee healthcare consumer stills needed to make appropriate health decisions, focusing on knowledge of national, state, and local resources, health insurance benefits, and ehealth. Design incentive strategy. Implement changes as needed. Objectives Partner with Florida Blue s Better You from Blue health promotions program to promote worksite wellness. Complete Wellness Councils of America (WELCOA) assessment annually for our organizational ranking to define strengths and look for opportunities. Partner with Gulf Coast Regional Hospital to provide education opportunities with our employees on-site. Partner with Bay Medical Sacred Heart Hospital for quarterly blood pressure checks in all departments. Partner with AHEC to provide smoking cessation education and information about upcoming classes. An AHEC representative will accompany our quarterly blood pressure checks. Complete application annually for Healthy Weight Community Champion Recognition Award through Florida State Surgeon General. Continue to identify employees throughout the city that can support and promote wellness activities by effectively disseminating information. Maintain Wellness Committee & Sub-Committees: Marketing & Promotion, Executive Committee, Walking Works, Life Style Management, Quarterly Health Screenings, Education and Training, and Employee Health Screening. Build and maintain a worksite wellness page on the City s new website. Distribute the Better You from Blue newsletter to employees via e-mail, post copies on bulletin boards, and place in all common areas.
Annual Wellness Physical and Dental Exam: 70-75% of employees to provide certification of annual physical with health care provider. 65-70% of employees to provide certification of dental exam. Provide a health screening in February 2016. Partner with Better You from Blue to provide a health screening for employees in 2016 70-75% of employees to participate in the health screening year four. Identify at risk areas (borderline and high risk) through the personal health assessment. Continue to identify employee health and wellness interests through the health screen evaluation survey. Provide wellness programs for employees: Provide Wellness Education Programs based on the four top risk values and employee health and wellness interests. A minimum of two wellness programs will be offered to meet the partnership agreement with Better You from Blue. Program Component: The Wellness Program will consist of three key elements. These elements are based on the assessment of employees needs and interests, health trends, employee health screening summary report, and resources available: 1. Awareness Programs Health information shall be distributed to employees to increase their knowledge of the benefits of a healthy lifestyle, which will facilitate positive behavior change. 2. Workshops & Seminars Educational workshops and seminars on current wellness issues/topics (National Health Observances calendar) shall be offered to employees to increase knowledge and change attitudes regarding health. 3. Lifestyle Management Programs Lifestyle management programs will be provided to actively involve employees in long-term behavior modification with measurable results. Lifestyle management programs may include walking programs, weight management programs, nutrition programs, and smoking cessation programs.
Implementation and Timeline On-Site Annual Employee Health Screening: $150 to full time employees that attend the annual employee health screening to be held in February 2016 at the Marina Civic Center. $50 for part-time employees. Annual Physical Exam: $50 to full time employees that provide certification of annual physical with their personal physician. $25 for part-time employees. Annual Dental Exam: $50 to full time employees that provide certification of an at least one annual dental exam. Walking Program: $50 to full time employees completing our Get Moving, a 6 week physical activity program to occur in March and September of each year for a maximum of $100 annually. $25 for part-time employees and a maximum of $50 annually. Non-tobacco User: $50 to full time employees who are non-tobacco user and/or who have been a non-tobacco user for a period of at least two years. Nontobacco user status only assessed with completion of on-site Annual Employee Health Screening. Ideal Body Mass Index: $50 to full time employees whose body mass is in the ranges of 18.5 24.9. Assessed on-site at Annual Employee Health Screening. Ideal Cholesterol Ratio: $50 to full time employees whose cholesterol ratio is 5.0 or less. Assessed on-site at Annual Employee Health Screening. Actively Treating Cholesterol: $25 to full time employees actively treating cholesterol with prescribed medication. Assessed on-site at Annual Employee Health Screening. Ideal Blood Pressure: $50 to full time employees with blood pressure less than 120/80. Assessed on-site at Annual Employee Health Screening. Blood Pressure Actively Treated: $25 to full time employees actively treating blood pressure with prescribed medication. Assessed on-site at Annual Employee Health Screening. Blood Pressure On-Site Screening: $15 to full time employees attending our quarterly on-site blood pressure screenings for a maximum of $30. Flu Vaccine: $20 to full time employees receiving their annual flu vaccine either on-site or from their personal physician. On-Line Tools: many on-line tools for full time employees to earn incentives by setting goals and achieving goals through Digital Health Assistant.
Join a Gym or Exercise Class: $50 to full time employees who join a gym or exercise class for at least 6 months with a maximum of $100 annually. Coach/Assistant Coach/Team Parent: $50 to full time employees who support any sports team for at least 6 weeks for a maximum of $100 annually. Examples of ports teams are bowling, basketball, football, golf, baseball, soccer, dance, etc. Participate on a Sports Team: $50 to full time employees who participate on any sports team for at least 6 weeks for a maximum of $100 annually. Examples of ports teams are bowling, basketball, football, golf, baseball, soccer, dance, etc. Prenatal Program: $75 to full time employees or covered spouse to enroll in Healthy Addition Prenatal Program through Florida Blue. Coaching/Education Program: $75 to full time employees who enroll to improve health through guidance and support and complete a minimum of 3 phone calls with a Florida Blue registered nurse. Smoking Cessation: communicate to all employees the quit smoking classes offered by the Area Health Education Center, Inc. (AHEC) in Bay County by e- mail, posting flyers in departments and to be posted on bulletin boards. Evaluate the possibility of providing a smoking cessation class sponsored by AHEC at a city worksite. Marketing and Communications Employees will be notified about wellness programs, activities, and health screenings through newsletters, e-mail, the Intranet, staff meetings, posters, flyers, and Fitness Bucks (marketing tool placed in the break rooms and common areas for employees to learn opportunities for cash savings/incentives). Evaluation Plan Well Workplace Checklist Based on The Wellness Councils of America (WELCOA) the Wellness Committee will complete the Well Workplace Checklist which assesses our organizational ranking with respect to Seven Benchmarks of Success. This will be used to summarize our strengths and define areas of improvement and growth. Participation Participation numbers will be tracked and evaluated to assist in planning programs, activities, and a health screening from year-to-year. Actual participation in Wellness Program for 2013-65%, 2014-77%, 2015-81%.
Awareness Employees will be aware of the wellness program and have name/brand recognition. T-shirts with our Wellness Program tag line Healthy Habits Healthy Life will be provided 2 times per year during Get Moving event. Program Satisfaction Employee Satisfaction will be 90% or greater for health and wellness programs and annual employee health screening. Biometric Screening There will be a decrease in the at risk value for blood pressure and value of weight (BMI) by 3-5% with the annual health screening. Wellness Score Overall wellness score for City of Panama City in Annual Employee Health Screening will be tracked with goal of improving score every year. 2013 score 70, 2014 score 72, 2015 score 74 (the higher the score the better). Scores below 80 indicate elevated likelihood individuals will develop certain medical conditions). Top Risk Areas The top four at-risk areas will be evaluated based on number of people ranking either borderline or high risk. 2014 percentages in top risk areas 79% BMI, 76% Blood Pressure, 74% Diabetes, and 70% Nutrition. Risk Profile Comparison Health screening participants will be categorized into Low Risk, Med Risk, or High Risk based on 8 factors during the on-site Annual Employee Health Screening (BMI, BP, Cholesterol, Diabetes, Physical Activity, Stress, Tobacco, and Depression). We will continually move employees from High Risk to Med Risk and Med Risk to Low Risk. 2013 Low Risk 46% Med Risk 35% High Risk 19% 2014 Low Risk 46% Med Risk 35% High Risk 19% 2015 Low Risk 50% Med Risk 35% High Risk 15%