D&E Proprietary & Confidential

D&E’s Wellness JourneyD&E’s Wellness Journey

The Lancaster Chamber

Spring Into Wellness“Overcoming Barriers & Boredom”

March 19, 2009

D&E Proprietary & Confidential

Where We WereWhere We Were

Spiraling Costs, Employee Fear of

Change, Low Participation, Lack of

Management Commitment

EAP, Employee Wellness Committee

Annual Spring Into Fitness, Community Walks & Runs

Fitness Discounts, Health Fairs, Blood Drives

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Clouded By ChallengesClouded By Challenges

D&E Proprietary & Confidential

Growth by Acquisition Growth by Acquisition

Three Different Health Care Plans

Three Different Health Care Plans

Health Care Insurance Premiums Increased 20% in 2004, 12% in

2005 and 20% in 2006.

Health Care Insurance Premiums Increased 20% in 2004, 12% in

2005 and 20% in 2006.

How to ProveROI

Success?

How to ProveROI

Success?No Continuity of Health

Care Plans or Claims Data to Analyze

No Continuity of Health Care Plans or Claims Data

to Analyze

Overwhelming Wellness Resources

Overwhelming Wellness Resources

No Consistency in Wellness Programs No Consistency in

Wellness Programs

BudgetBudget

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““Make It Happen”Make It Happen”

Linked Wellness Directly to Medical Insurance Program

Partnered with Insurance Carrier Offering Wellness Program

Lifestyle Returns

Negotiated a first year premium reduction to implement a wellness program of $100,000. Potential for a second year

reduction based on employee participation.

Make Wellness a Priority

D&E Proprietary & Confidential

♥

Five Steps

1. Pledge

2. Personal Wellness Profile

3. Preventative Exams

4. Lifestyle Improvement Programs

5. Self-Care, On-line Resource/Tools

Lifestyle ReturnsLifestyle Returns

D&E Proprietary & Confidential

D&E Proprietary & Confidential

Avoidance Fear

DistrustReadiness

Realistic

Avoidance

Employee ChallengesEmployee Challenges

Fear

DistrustReadiness

Realistic

“I am healthy, I haven’t been to a Dr. in 15 years.”

Five Steps were too much to accept in one year.

“Leave me alone, it’s nobody’s business.”

Changing personal behaviors won’t happen suddenly.

Confidentiality

Job Security

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First Year TargetsFirst Year Targets

♥

Primary Focus on 2 Steps – Pledge & Wellness Profile ♥

Goal – Group Target, 100% Participation

♥

Struggled for 9 Months – Employees Drug Their Feet♥

CEO Announced $200 Reward

♥

Move From Entitlement to Engagement

2006 – 96%D&E - $100,000 reduction in premiumEmployees - $200 reward paid in 2007

Results

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Second Year TargetsSecond Year Targets

♥

Primary Focus on Pledge & Personal Wellness Profile−

99% Completed by February 28, 2007

♥

Goal Changes from Group to Individual Accountability−

Avoid $500 Premium Surcharge

♥

Increase Focus on Step 3 – Preventative Exams−

Day Off With Pay

♥

Laser Focus on Results−

Personal Wellness Profile & Claims Data

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Success

Third Year Lifestyle Returns Third Year Lifestyle Returns

99% Completed by February 29, 2008What’s Next?

Laser Focus - Top Health Concerns1. Nutrition2. Physical Activity3. Weight Management4. Stress Management5. Male Population – Preventative Exams

Increased Participation in all 5 Steps of LSR from

15% in 2007 to 25% in 2008!

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Continue EmphasisContinue Emphasis

♥

Communication, Education and Awareness−

Promote On-Site Lifestyle Returns & Education Tools−

Wellness Wednesday Messages−

Programs, Posters, Emails, Staff Meetings

♥

Blend D&E Programs into Lifestyle Returns−

Spring Into Fitness

♥

Impact Health Risk−

Keep Low Risk at Low Risk−

Reduce Risk on Moderate Risk and High Risk

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Worksite Wellness ProgramsWorksite Wellness Programs

♥

Custom DesignSpring Into Fitness (Activity & Exercise/Team Challenge)Flu Shots (on-site, share the cost)Dermascan (skin scan for sun damage)Safety Tail-gate talksDriver Safety Training and CPR TrainingBody Composition TestingSmoking Policy – limited designated areasEmployee Assistance Program (EAP)Indoor Walking Routes

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Worksite Wellness ProgramsWorksite Wellness Programs

♥

Lifestyle Returns Program through Highmark10,000 Step Challenge (walking)Bands On The Run (strength training & stretching)Eat Well For Life (nutrition, exercise & stress classes)Personal Nutrition Coaching (one on one)Color Your Plate (nutrition self-guided education)Discover Relaxation Within (stress management classes)Maintain Don’t Gain (eating behaviors over holidays)Drop 10 in 10 (nutrition, weight management, exercise)

D&E Proprietary & Confidential

Employee ParticipationEmployee Participation

♥

Past 3 years-over 96%, 98% & 99% employees participated in Health Risk Assessment.Why – financial incentive linked to premium.

♥

Favorable amount of employees participate in multiple worksite programs offered.Why – employees tell us they…….- like the variety,- need a push to get started,- need continued encouragement to keep momentum- like incentives and promotions- like team competition to add fun- personal accountability- improve health issues (weight, stress, cholesterol, etc.)- promote and participate in company wide wellness- didn’t want to leave my team mates down

D&E Proprietary & Confidential

Lessons LearnedLessons Learned

♥

Need Support From All Levels of Management♥

Incentives Should Influence Wellness Behavior−

What’s In It For Me?−

Individual Accountability♥

Offer Variety & Be Creative−

Types of Communication−

Types of Programs♥

Realistic Expectations−

Change Occurs Slowly−

Long-Term Process♥

Repeat & Reassure Confidentiality

Overcoming Wellness Barriers & Boredom

A. Barriers- WELCOA’s Seven Benchmarks of Success (Assist with identifying perceived vs.

real barriers)- Follow these 12 steps…

1. Secure senior leadership2. Understand baseline data. 3. Identify the extent of employee interests. 4. Audit the workplace culture. 5. Identify the deficiencies and problems. 6. Customize a comprehensive worksite wellness website for employee education and routine functions (testing, quizzes) 7. Set up, train and empower teams for wellness. 8. Establish skilled coaching and mentoring for everyone. 9. Begin with educational sessions 10. Create trusting relationships11.Create incentives for employees to craft personal wellness plans and make advances toward the realization of quality of life goals. 12. Track results, participation and evaluate

- Communicate…communicate….communicate.- Schedule a retreat or boot camp for interested parties to evaluate current state.- Create wellness culture

B. Boredom- Regular Team meetings (have pulse of other employees)- Refresh programming (new rules, team element..etc)- Introduce new piece each year (program, incentive, etc.). Evolve..- Be creative, yet keep programs current- Mission statement, theme and mascot- Offer inclusive programming (Something for everyone)- Involve employee’s family- Use incentives- Plan for seasonal changes and interests- Tell stories and/or successes- Invite feedback- Evaluate regularly- If one approach doesn’t work learn for it and try something else. Don’t give up!- One size, doesn’t fit all

Through a commitment to wellness, continuous encouragement and the allocation of financial and staff resources, you can embark on a results-oriented wellness program.