Presented By Foo Wah Teng Eastman Chemical Singapore Pte Ltd 28th October 2004 - PowerPoint PPT Presentation

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Overcoming Obstacles

In Starting A WHP Programme

Presented By

Foo Wah Teng

Eastman Chemical Singapore Pte Ltd

28th October 2004

Restricted Information

Introduction To Eastman

Manufacturer of OXO chemicals - N-butanol, 2 Ethyl Hexanol, Neo Pentyl Glycol (NPG), Texanol and TXIB plasticizer.
Our products goes primarily to resins, coatings, and vinyl compounding markets.
Located in Jurong Island (since 1997).
Headcount – 94 employees.
Headquartered in Kingsport, Tennessee, USA.

Eastman's Experience......

Initial Obstacles

In Starting A WHP Programme

Initial Obstacles

Management Support
Programme Organization
Programme Planning & Implementation
Marketing the Programme
Programme Comprehensiveness
Programme Evaluation

Obstacles – Management Support

Management is not aware of WHP activities.
Management does not know enough to provide leadership.
Management is not active in participation and in promoting participation.
Management did not allocate a dedicated budget for WHP.
Allocation of manpower resources and time for meetings, organizing and implementing activities.

Obstacles – Program Organization

No specific structure for WHP programme

Social & Recreation Committee organizes ad hoc activities for employees.

No committee for WHP programme
No experience in running WHP Programme

Obstacles – Planning & Implementation

No formal data collection.
Programme has no goals and objectives.
Develop and implement a WHP programme.
Different Work Schedule (Shift, Non-Shift).

Obstacles – Marketing the Program

Not enough coverage on marketing of the program.
Not enough resources.

Obstacles – Programme Comprehensiveness

Focuses on social activities

(eg: Family Day and Dinner & Dance).

No Fitness Center / Canteen.

Obstacles – Evaluation

No evaluation process in place to measure the change in attitude, knowledge health status and health practices.
No documentation and analysis of data, such as participation rate, etc.

Eastman's Experience......

Overcoming

Initial Obstacles

Overcoming Obstacles

Management Support

Overcoming Obstacles ...

Management Support

Management has been educated on WHP, and now sees WHP programme as a part of business strategy, competitiveness, sustainable growth and a healthy workforce.
Management takes a keen interest in WHP programme outcome.
Management actively participates and promotes participation.
Adequate manpower and finances are allocated to WHP programme.
Employee Well-Being is part of company's core values. We strive to have a safe, healthy, and desirable workplace.

Eastman's WHP Programme - Guiding Principles

Programme Mission
Programme Vision
Programme Goals

Program Mission

Eastman considers employees' health, wellness and safety to be top priorities.
We aim to achieve :

H.E.A.L.T.H

Helping Eastman Achieve Lifelong Total Health

Program Vision

A cost effective health and wellness program for employees that promotes optimum healthylifestyle results and reduced health care costs for Eastman.

Program Goals

To assess and raise the Eastman Employees’ awareness of their health, improve ability to modify lifestyle behavior, decrease their susceptibility to injury, and assist in controlling health care costs for Eastman.
Improve Eastman’s employees’productivity and functionality through preventive interventions and health programs.
Increase employees’ participation in all health programs.

Approach

The Health & Wellness program is managed by the Health & Wellness Committee.
The H & W Committee also work closely with the Social & Recreation Committee and the Health, Safety & Environment (HSE) Committee to integrate and roll out the activities and intervention plans.
The H & W activities and intervention plans are determined and implemented through analysis of information from surveys, health screening results, needs assessment, and feedback from employees.

Eastman's WHP Committees

General Manager

HR Manager / Advisor

Health, Safety &

Environment

Manager

Social

&

Recreation

Committee

Health

&

Wellness

Committee

Health,
Safety
&
Environment
Committee

Recognition

Contributions of committee members are formally recognized by management and are rewarded for participation.

Needs Assessment

Social & Recreation Survey
Lifestyle Survey
Employee Health Screening

Design & Develop Programme
Implement Programme

Managed By the Committees
Interest Groups

Social & Recreation Survey

This survey was conducted in Oct 2002.
The purpose is to seek employees' feedback on the activities that they would like the company to organize, which will help to promote healthy lifestyle and build social and community interactions.
It is through this survey data that the health & wellness programs were identified for Year 2003.

Lifestyle Survey

A Lifestyle Survey was conducted in Apr / May 2003 to find out :

how often employees exercise
duration of exercise
the types of sports activities employees are involved in
number of smokers

The purpose of this survey is :

to understand the lifestyle of employees
gather data for needs assessments
identify intervention programs
benchmark to measure lifestyle / behavior changes

Marketing The Programme

Notice Boards
Emails
Eastman In-House Newsletter
Site Leadership Team Meetings
Employee Quarterly Communication Sessions
Health Promoters
Interest Groups
PC Assessable Folders

Covers for key areas

Physical Health
Occupational Health & Safety
Healthy Eating
Social Health
Smoking
Mental Health

Employee health is strongly advocated in company's culture.

Eastman's Health & Wellness Program

The Health & Wellness Program is classified into the following

categories :

Physical Health
Occupational Health & Safety
Social Health
Mental / Emotional Health
Health Talks
Health & Wellness Resources
Health Equipments
Flexi-Benefits Program
Good Attendance Incentive

Field Health Screening
Executive Health Screening
SATA Chest X-Ray
On-Site Audiometry Test
NKF Health Screening

Basic Employee Health Screening

Conducted by NKF
Participated by 104 employees/contractors on

7 & 8 Aug 2003

The tests conducted include :

Blood Cholesterol Test
Urinalysis
Blood Pressure Measurement
Waist Hip Ratio
Body Fat Analysis
Body Mass Index and
Health Counseling for employees.

Physical Health

Health & Wellness Programs - Year 2003

New Paper Big Walk

Badminton

Jog/Walk Session

ACTIVE DAY

Bowling

Soccer

Occupational Health

&

Safety

Ergonomics Talk

Organized on 16 Sep 03.
Conducted by Sigi Hetzler, Senior Health Educator /Occupational Therapistfrom Hua Mei Training Centre of the TSAO Foundation.
Participated by over 30 employees.

Healthy Eating

Fruits Day

This program was started in Aug 2002.
Every Friday, besides subsidizing the employees' lunch, every employee is given a slice of fruit to promote eating fruits.

Social Health

Orange Eating Contest

Pictionary Contest

Teambuilding

To enhance teamwork spirit and employees' well being, the following events were organized:

Bi-monthly teambuilding dinner/ lunch gathering for Operations staff
Year-end departmental teambuilding dinner/ lunch gathering amongst respective departments to enhance teamwork and employees' well being.

Family Day

Annual Dinner & Dance

Mental / Emotional

Health

Open Communication

Quarterly Employee Communication
Personnel Interface Enhancement program(PIEP)
Open Door Policy

Health Talks

HEALTH TALKS

Talk on Exercise, Balanced Diet, Mental Health & Smoking

Health & Wellness

Resources

Health & Wellness Resources

We publish health and wellness activities and information on notice boards.
We share and promote Health & Wellness activities and information through email,

in-house newsletters and PC assessable folders.

We have a corporate Health & Wellness website that provides comprehensive health and wellness information, and it is accessible by all employees.

Health Equipments

A blood pressure / pulse rate reader, and a body weight and fat weighing machine were purchased in June 2003 for employees to use.

Provides all permanent employees with the flexibility to select and choose the benefits that meet their individual needs.
It was implemented on 1st Jan 2003.
In consists of 3 main components, which are :

Core Benefit
Medical Plan
Flexi Plan

Good Attendance

Incentive

Good Attendance Incentive

This program has been in place since Y2000 to encourage and reward employees for good attendance.
It covers all ECSPL full-time permanent and direct contract employees.
Monetary incentive / Off days are given for good medical record, depending on the category of employees.

Workforce Participation

We have an average of 90% of the workforce who have participated in at least one WHP programme in Year 2003.

Programme Evaluation – NKF Health Screening Results

Employee Lifestyle Survey - April 20041. Has the Health & Wellness programs/activities organized in Year 2003* given you a better awareness & understanding of active & healthy lifestyle ?

* Referring to Health & Wellness activities organized between 1st Jan – 31st Dec 2003