Success Stories

2009 Champions in Health Winner – Large Organization

Vought Aircraft

LiveWell@Vought has been in existence for a little over 2 years. Our vision is employee centric with Health and Safety being a top priority.  Vought is addressing soaring health care costs and creating a productive and happy environment for all employees. Families are incorporated in our initiatives as well. The needs of our employees are assessed via biometric screenings, risk assessment surveys, and OSHA ergonomic surveys. Risk areas are prioritized and wellness teams lead programs designed to meet the diverse needs of each Vought location. Our programs have flexibility built-in with an “at home” component, an online element, programs that cover multiple shifts and have minimal impact on the manufacturing production schedule. We communicate to employees through home mailings, posters, wellness boards, staff and shift meetings as well as email. Participants earn wellness credits in the form of cash, prizes and recognition.

Outcomes: The majority of LiveWell programs involve nutrition and physical activity because these tow healthy behaviors assist in the reduction of multiple risk factors. 59% of participants have improved their BMI, 44% have increased their level of physical activity and 43% have increased their intake of fruits and vegetables. The program has shown a 5% reduction in the employee population with multiple risk factors, translating to $500,000 in cost savings. We are proud to be a leader for employee wellness within the aerospace field.

2009 Champions in Health Winner – Government Category

The City of Hurst

The City of Hurst Employee Wellness program was begun in 2005.  They strive to promote health and wellness of mind, body and spirit for all the City of Hurst staff, volunteers, retirees and their families through education and a hands-on approach to achieving optimal health. The program includes all needs, shifts, genders, cultures and personalities by having quantifiable categories and incentives that reach across employee segments.  The program has an education and activity focus for each month that includes weight loss, heart health, nutrition, cancer control, blood pressure, tobacco use, and stress management.  By participating in the programs and documenting progress, employees are eligible to earn incentives in the form of health plan cost control, flex spending accounts, Weight Watchers reimbursement, paid time off, and gym memberships. Employees are notified and updated on the wellness program through e-mail, paycheck notices, newsletter and on an internal web-site.

Outcomes: Hurst employees are requesting healthier food at on-site events as measured by catering requests, more employees are engaged in on-site exercise classes, gym membership has increased and employees are reporting daily acitivity using pedometers.

Year to date, 521 pounds have been lost by employees this year, success has been measured by those who have quit or reduced their tobacco use by 50%,  insurance premiums were maintained instead of increasing in 2007 & 2008 and time off for illness and injury has been steadily decreased.

2009 Champions in Health Winner – Small Organization

Hill & Wilkinson

Hill & Wilkinson started the wellness program in order to help improve employee morale, quality of life, overall health and productivity while decreasing medical costs. The “Wellness at Work” program focuses on nutrition, and fitness behaviors while encouraging personal growth and self improvement.  This program enables employees to be their best by helping to effectively manage stress and anxiety, lead an active lifestyle, achieve short-and long-term health goals, and save money on future health care expenses.

Needs are assessed based on risk factor evaluations, measuring the results of health screenings, member health assessments and feedback from employees. We focus on the areas that pique the most interest and participation from our employees. We offer Spanish speaking coaches and Boot camp sessions on job sites. Flyers and monthly emails are used to promote the wellness program, meetings, competitions and events.  Incentive points are earned by participating in program activities and completing screenings/assessments. Points are received in the form of a premium rebate on insurance costs.

Outcomes:  Risk factor reduction within the first year has gone from a rating of 2.6 down to 2.0 in 2009. A 10-week tobacco cessation course resulted in a 7.3% decrease in the number of employees using tobacco products. And the average claim cost of a wellness program participant is $722 less than a non-participant claim.

2009 Champions in Health Winner – Non-Profit Category

Baylor Health Care System

While Baylor Health Care System employees are well known for providing excellent care to others, they sometimes don’t take enough care of themselves. As our health care costs were steadily rising, our leaders wanted employees to begin focusing on taking responsibility for their health. Thrive was created to not only address living healthier lifestyles but to help manage health care costs.  We have been able to prioritize our wellness focus on five areas: stress management, high blood pressure, physical inactivity, obesity and diet. Thrive is structured so all employees and their spouses can take part. The Thrive web site and print materials are available in both English and Spanish and activities are offsite at 19 locations. Because we have a 24/7 workforce, activities take place at various times to accommodate employees on all shifts.  Communication takes the form of e-mails to employee, mailed brochures to employees’ homes, newsletters, printed posters and an intranet site. Participation in Thrive really pays off with incentives that include credits on insurance premiums and cash rewards.
Outcomes: 11,000 employees and spouses have completed health risk questionnaires providing Baylor with an accurate snapshot of their employee population’s overall health and allowing them to focus on priority needs. The team-based 100-Day Fitness Challenge has seen over 5,000 lbs. lost with a 30% increase in participation from Year 1 to Year 2. Online education program was completed by 54% more employees this year, enrollment at the onsite fitness center increased by 77% and 24-Hour enrollment (off-site) increased by 2,012%. Smart-Choice designated nutrition items in on-site cafeterias are up by 367% for salads and 212% for sandwiches.

2009 Champions in Health Winner – New Program

The Reynolds Company

The Reynolds Company (TRC) formally implemented our “Relay to Wellness” Wellness Program in Summer 2008. Maintaining good health and improving lifestyle choices is a worthwhile goal that we strongly support and encourage.

We provide employees with wellness literature like our “Healthy Holiday Cookbook”, year-long initiatives and fun events like our “Battle of the Branches” Walk-off for Juvenille Diabetes. We administer an annual health risk assessment (HRA) and conduct biometric screening.  In 6 of TRC’s locations we provide on-site screenings while the other 11 locations receive Physician Packets. Employees take these Packets to their Primary Care Physician and have the screenings completed by their doctor. Results and compiled and each employee is given a summary report.  If their “Wellness Score” is below a 70 they are set up with a personal “Take Charge” Wellness Coach, who will contact them a minimum of 4 times per year to help them improve their lifestyle and overall health.

We often offer programs and screenings at a time when both the first and second shift can participate. We also have designated Wellness Champions that help communicate about all wellness activities.  We give our employees reduced membership rates to 24-Hour Fitness, funding a Health Reimbursement account, and partner with several occupational health facilities to encourage safety and handle work injuries.

Outcomes: We have seen a 10% increase from 2008 to 2009, in employees who are being more physically active, a 25% increase in those who have stopped smoking and have seen significant positive results in Blood Pressure, LDL, and Flexibility measurements. The American Heart Assoc. recognized TRC as a 2009 Start! Fit-Friendly Company and employee satisfaction has gone up.

2009 Champions in Health Winner – New Program

North Richland Hills

The initial goal of North Richland Hills’ Wellness at Work Program was to improve the health and wellness of the workforce and to slow increasing health insurance costs. The program was started in 2007.  To ensure that wellness related resources were channeled into the areas of greatest need, City Management decided to take a laser-like approach and not a shot-gun approach to the City’s Wellness Program. The program is designed to reach all City employees and their families and is focused on early detection and prevention of major health problems. Wellness at Work also includes promoting safety education and awareness. Having fitness facilities in City buildings and promoting safety awareness complements the overall goal.  The City also offers employees an annual health check event. Participants are allowed to complete an online health risk assessment and to participate in an onsite biometric screening focused on the risk factors associated with Metabolic Syndrome. Participants received a $50 rebate on their health insurance premium, and were allowed to apply to participate in our Naturally Slim Program.

Outcomes: A Naturally Slim Pilot program (10-weeks) resulted in 581 lbs. lost by 33 participates with one participant losing over 60 lbs. At the beginning of the program, 57% had Metabolic Syndrome, by the end, only 25% showed signs.