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“LIVE WELL” COLUMBUS CONSOLIDATED GOVERNMENT WELLNESS PROGRAM

“LIVE WELL” COLUMBUS CONSOLIDATED GOVERNMENT WELLNESS PROGRAM. Wellness Proposal With Focus on YMCA Membership December, 2006. Why do we need a Wellness Program?. Lower Health Care Costs Reduced Absenteeism Higher Productivity Reduced Use of Health Care Benefits

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“LIVE WELL” COLUMBUS CONSOLIDATED GOVERNMENT WELLNESS PROGRAM

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  1. “LIVE WELL”COLUMBUS CONSOLIDATED GOVERNMENTWELLNESS PROGRAM Wellness Proposal With Focus on YMCA Membership December, 2006

  2. Why do we need a Wellness Program? • Lower Health Care Costs • Reduced Absenteeism • Higher Productivity • Reduced Use of Health Care Benefits • Reduced Worker’s Comp/Disability • Reduced Injuries • Increased Morale and Loyalty • Wellness Programs Work!

  3. Why a Wellness Program? FY07-$5400 FY06-$4950 FY04-$4700 FY05-$4700 Rising Healthcare Costs

  4. Wellness Program • VISION STATEMENT: To support a healthy lifestyle for all employees through participation in the Columbus Consolidated Government’s Wellness Program. • MISSION STATEMENT: To encourage City employees to actively participate in activities to improve their health and wellness. • GOALS: To increase employee awareness of the value of staying healthy, and to control rising health care costs incurred by employee injuries and illnesses. • OBJECTIVES: To provide education and guidance in the areas of nutrition, stress management, fitness, injury prevention, and disease management. To improve employee morale, job satisfaction, productivity, and employee health risk profiles. To provide a variety of activities in the area of wellness and increase voluntary utilization of wellness program offerings.

  5. Wellness Program Offerings • The Do’s and Don’ts of Diet and Nutrition • Physical Exercise Program • Health Risk Assessment • Smoking Cessation • Employee Assistance Program • Blood Pressure Monitors and Weight Scales • Web MD Internet Health and Wellness Resource

  6. Physiological Improvements Behavior Changes Benefits to the Organization Weight and body fat loss Less absenteeism Lower medical claims and insurance premiums Greater strength and endurance Fewer fatigue-related accidents Fewer disability claims Better nutritional habits Higher productivity Fewer losses due to accidents Less smoking Enhanced mental alertness Lower medical claims and insurance premiums Improved blood pressure and cardiovascular function Higher employee morale Increased productivity Stress reduction Less absenteeism Lower overtime and temporary worker salaries Summary of Wellness Program www.health.state.ga.us, www.health.state.ga.us/programs/cvhi/index.asp, www.webmd.com ,www.shrm.org

  7. Wellness Statistics • 28% reduction in sick leave absenteeism • 26% reduction in use of the health care benefit • 30% reduced worker’s comp claims and disability management • Reduced presenteeism losses Source: Larry Chapman, “Meta-evaluation of Worksite Health Promotion Economic Studies”, The American Journal of Health Promotion, 2003

  8. Research Results • In 2005 the Columbus Consolidated Government conducted an electronic workout/exercise survey of employees. One hundred and forty-three (143) employees responded to the survey. Of those employees responding, 111 (78%) employees stated they were interested in participating in an exercise program. Thirty-two (22%) employees indicated they were not interested in participating in an exercise program. • While there appear to be steady participation at the Columbus Consolidated Government’s Public Safety Complex workout facility, no reliable data is available to provide an accurate analysis of the program participation. • A random sampling of 30 local companies revealed that only a very small number (less than 1%) of companies pay for their employees’ membership to an off-site local fitness club facility.

  9. YMCA ProposalMemberships available to full time employees of the Columbus Consolidated Government Option A YMCA Annual Memberships 835 annual memberships available 835 full time employees eligible to attend the YMCA for one year Program may extend beyond one year depending on participation

  10. YMCA Proposal Option B YMCA Semi-Annual Memberships 1,670 memberships available to employees for six (6) months 835 Xs 2 = 1,670 200 full time employees offered membership in six-month intervals 200 memberships Xs 2 = 400 employees serviced annually 400 semi-annual memberships would extend the life of the program to 4.18 years This equates to 200 annual memberships Employee membership would be recurring provided the employee satisfies established criteria to continue membership for next six months. Employee eligibility will be reexamined semiannually. The program should be flexible enough to add additional employees should 200 employees maintain the criteria necessary to continue their membership into the next and ensuing six months. Should this occur, we recommend adding up to 25 additional semi-annual memberships. Quarterly options may be considered.

  11. Initial Membership CriteriaEmployees will be selected on the following criteria: • Number of memberships available to each department • Employee submission to a base line health risk assessment (Risk assessment must have been done within six months of starting the program. Proof required. • Employees with higher health risk assessment scores may receive priority for membership. • Completed Employee Interest Form.

  12. Criteria For Recurring Membership In The YMCA Program • Employee must attend the YMCA an average of twice a week over membership period. • Employee must sign-in and sign-out at the YMCA each time in order for attendance to count. Sessions will be tracked for verification of attendance and workout time according to CCG Work-Out Roster. • Employee must abide by all YMCA rules set forth. • Employee must inform CCG Program Administrator when a significant event takes place and the employee is not able to meet attendance requirements (significant events include: serious illness of employee or immediate family member, hospitalization, working out-of-town, or vacationing out-of-town).

  13. Participation Incentives •  Health fitness gifts with CCG logo at the end of initial membership. • Gift certificates to local stores for recurring memberships.

  14. Program Administrator(Wellness Coordinator or Fitness Coordinator) Program Administrator is responsible for the design and overall administration of the Wellness Program. The Program Administrator promotes a healthy life style among employees, encourages disease prevention, conducts presentations, and maintains statistical analysis of current programs.

  15. Local YMCA Membership Benefits See “Attachment A”

  16. Disclaimer The Columbus Consolidated Government offers a limited number of employee memberships at the YMCA as a benefit. There is no guarantee of membership or continued membership. This benefit may end at any time at the election of the Columbus Consolidated Government. Employees may not use their work time to participate in the YMCA program but should attend either before work, during lunch or after work. Participation in the YMCA and the Wellness Program is voluntary. The Columbus Consolidated Government nor any department or division will be held responsible or liable for any injuries incurred while using the facility. It is recommended and encouraged that anyone using the YMCA facility or starting an exercise program consult with his/her physician first.

  17. Recommendations • It is recommended that the Columbus Consolidated Government adopt the “Live Well” Wellness Program for its employees. • It is recommended that the CCG adopt Option B of the YMCA membership proposals. Option B is administratively the most manageable. It provides for employees short and long-term benefits. •  It is recommended that a Program Administrator be selected to administer and coordinate the program in order for employees and the CCG to reap the desired benefits from this Wellness Program.

  18. Questions and Answers ?

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