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Clemson University

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on 9 July 2014

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Transcript of Clemson University

Why a Wellness
Program

Clemson University
How To Promote
Other Campuses and Facts
What Clemson Currently Offers
Maxwell SImons
About Clemson
Clemson University Long-Term Goals
Clemson University Vision
Public University
4,500 administrative staff
21,000 students
17,000 undergraduate students
4,000 graduate students
Currently ranked 21st among all national public universities
Top ranked jock school based on intramural and interscholastic sport participation
Facts and what other
campuses have done...
Work-related injury and illness care
Workers compensation
Why
University of Louisville
Occupational Health Services
Employee Wellness Program Proposal
According to U.S. News & World Report
According to 2014 Princeton Review
Oklahoma State University
Become one of the nation's top-20
public universities
To provide talent for the new economy by recruiting and retaining outstanding students and
faculty
and providing an exceptional educational experience grounded in engagement;
One way to recruit and retain outstanding staff is to offer an employee wellness program that not many other universities have.
To serve the public good by focusing on emphasis areas that address some of the great challenges of the 21st century — national priorities such as
health
, energy, transportation and sustainable environment.
One of the top national priorities of the 21st century is improve the health of our nation. Through an employee wellness program Clemson University will be paving an example for other universities to follow.
Reference
http://www.clemson.edu/administration/student-affairs/mission.html

Spring 2014 UPIC Intern
Affordable Care Act
The final regulations of the Affordable Care Act under a health-contingent wellness program offered with a group health plan allows a 20-30% reward of the cost of coverage and further increases the maximum allowed reward to 50% if the wellness program includes prevention and reduction of tobacco use
What is a Health Contingent Wellness Program?
A program that imposes a premium surcharge based on tobacco use
A program that uses a biometric screening or a health risk assessment to identify employees with specified medical conditions or risk factors
The program then provides a reward to employees identified at low risk for certain medical conditions
And requires employees who are identified as at risk to take additional steps (such as meeting with a health coach, taking a health or fitness course, etc.)
Rules to follow to avoid violating discrimination rules
Employees who are eligible must have the opportunity to qualify for the reward at least once a year.
The reward may not exceed 30% of the total cost (whether paid by the employee or the employer) of employee-only coverage under the employer’s health-care plan. For smoking cessation programs, the reward may not exceed 50% of the total cost. (Wellness programs that allow dependents to participate may offer a reward based on the cost of family coverage.)
The program must be reasonably designed to promote health or prevent disease, meaning it has a reasonable chance of achieving those results in people who participate
The full reward offered under the program must be available to all similarly situated employees.
Includes both activity-based wellness programs and outcome-based wellness programs
Reference
Federal Register/ Vol. 78, No. 106 / Monday, June 3, 2013 / Rules and Regulations
Healthy Campus 2020
Fits in with the Be Well Campus Movement
Clemson University is currently doing a lot to become a healthy university
Opening the wellness zone to promote overall wellness at Fike Recreation center
Offering "Xtra-Fit" classes to add on to the the fitness classes that are already offered
Thinking about rolling out a student wellness program to help improve the overall wellness of all students
Three campuses
6,500+ employees
Health care costs were outpacing national average
Campus Overview
Initial Program Overview
The "Get Healthy Now" program was launched in 2005 as a voluntary incentive-based program
Employees were able to opt into health management program every year during open enrollment period
Used an ecological health model to help reduce health care costs
Partnered with a 3rd party vendor to help launch program
Helped provide HRA, bio-metric screening, an eHealth platform, health coaching, and incentives for participation ($20/month reduction in premium cost)
To obtain incentive, low-risk employees must complete HRA and go to health advising while high-risk employees must do both those and meet with a health coach twice a month
Had 50% rate in first year due to a strong leadership support
Online health information, tools and resources
PEBA (Public Employee Benefit Authority)
offer educational resources on different health program
Provided by HR and Student Affairs Leadership CIrcle
"Get Healthy Now" Today
The program currently has about 70% participation
Right now 3,500 employees are registered for the 2014 year with another 500 expected
Increased $40/month in premium reduction
Results
2008 ROI: Health Management
Saved around $1 million in health care-related expenditures
For every $1 invested the university was seeing almost $3 ROI
Employees who participated in the program were seeing a increase in health care cost of only 2.5% while those who didn't participate saw an increase of 19.5%
2012 ROI: Health Management
For every $1 invested the university was seeing above a $7 ROI
Physical Activity
Fike Recreation Center ($90 for 6 months)
Offers exercise classes, weight machines, cardio machines, etc.
Employee Assistance Program
Provided through Deer Oaks EAP
Provides 5 counseling sessions for employees
CU Well
Provides employees with a Health Risk Assessment for only $15
Includes blood work, BMI screening and blood pressure screening
Allows you access to an online portal for personalized programs
Gives you access to programs for diabetes control, smoking cessation, nutrition counseling and more
Acute Care Services
Diagnose, treat and write prescriptions for acute illnesses
Health Education and Promotion Sessions
Reference
University of Louisville Webinar
https://carmenconnect.osu.edu/p2bnkxzwruu/?launcher=false&fcsContent=true&pbMode=normal
Healthy Campus 2020 is a sister document of Healthy People 2020, which is a program of nationwide health-promotion and disease-prevention goals set by the United States Department of Health and Human Services
It provides a framework for improving overall health on college campuses
Following the goals and objectives of Healthy Campus 2020 could provide federal funding
Healthy Campus objectives for faculty and staff members is to help reduce the global epidemic of chronic disease. This means focusing on nutrition/weight status, physical activity/fitness, stress management and a few other things that relate to campus work environments
To do this we need to concentrate on the objectives set by Healthy Campus 2020, which have many subcategories mentioned above
Reference
http://www.acha.org/HealthyCampus/index.cfm
Campus Overview
Public University
Students- 23,459
Administrative Staff- 1,857
Flagship institution for Oklahoma State University System
Initial Program Overview
14 Week program for employees to help reduce metabolic syndrome
Metabolic syndrome is a combination of factors that lead to type 2 diabetes and cardiovascular disease
Address five different issues
Increased fasting blood glucose, hypertension, high triglycerides, reduced HDL and elevated waist circumference
Methods Used
Participants
44.7% of those applied were accepted (68 people)
Instruments
Weeks 1 and 14 are for pre- and post- assessments and other 12 weeks are for training and intervention
Procedure
Recruit 2 months before start and charge $200 if they don't comply with program design
12 weeks of intervention
Include small group activities, 150 min of physical activity a week, turn in exercise logs, attend nutrition meetings and attend 5 special events
Have to attend post program meetings
Results
9 out of the 11 variable measure had significant improvements in both males and females
This includes BMI, weight loss, cholesterol and other factors
Risk factor for those in the program reduced from 4.08 to 3.34
References
https://carmenconnect.osu.edu/p3hu4sya9zd/?launcher=false&fcsContent=true&pbMode=normal
Guide to a Clemson Wellness Program
Now
Plan
Based on results of assessments plan a wellness program that fits our employees and university
Figure out the budget of a future program
Third party vendor? Wellness Coordinator?
How do we plan on implementing the program?
How are we going to get people to participate?
Have buy-in from senior leadership in the program and have them help market and support it
Implement
Begin to implement the program that you have planned
Be ready for speed bumps and problems that may come up
Know that you might need to change the program based on participation and reactions to it
Track
Look back at how the program went and adapt from there
Look at the employees health and see if improvements were made
Look also at the business aspect
What was your ROI?
Have healthcare costs decreased?
Mobilize
Promote why a employee wellness program should be put into place
Show how it would benefit the university
Look at what other universities have done and what has been effective
Identify roles that certain partners should take to make this happen
Assess
Survey employees
Do they know what is already available to them?
Would they participate in a wellness program?
What would they look for in a wellness program?
Look at health statistics now
How healthy are our employees?
How many sick days do they already take?
What type of health premiums are we currently paying?
Summer 2014
Fall 2014
Spring 2015
Summer 2015
Facts from CDC
One study shows that obesity alone costs employers around $2,500 per employee per year
In 2008, a study of 192 companies showed that after a year of implementing a wellness program, 7 out of 10 risk factors had improved causing medical savings of 59% and productivity gains of 41%
A 2010 study showed that the ROI for businesses can be $3.27 for every $1 invested
In the same study costs from absenteeism fell by about $2.73 for every $1 invested
Reference: CDC: Steps to a Wellness Program
MAP-IT Framework
Reference: http://www.clemson.edu/centers-institutes/sullivan/
Full transcript