University of New Mexico Wellness Process Improvement Initiative

1
University of New MexicoWellness Process
Improvement Initiative

• Presentation to Executive Sponsors and Core
  Leadership Team
• Monday, February 26, 2007

2
The Objective of This Initiative
Wellness Process Improvement Initiative 2007

• To design and implement a comprehensive system of
  benefits, services, and programs to support the
  highest level of employee health and wellness at
  UNM. The resulting system will
• provide services that are most likely to have
  the greatest positive impact on the health,
  wellness, and productivity of the UNM employee
  community,
• maximize available resources,
• eliminate inefficiencies and unnecessary
  programmatic redundancies,
• identify key measures of success, and
• build in methodologies for ongoing monitoring
  and evaluation of the efficacy of all programs

3
Design Team Members

• Leah Boetger, Employee and Organizational
  Development
• Jim De Zetter, Safety and Risk Services
• Joey Evans, UNM HR Benefits
• Bev Kloeppel, Student Health Center
• Lori Lindseth, HR Consultant
• Dawn McGinn, Safety and Risk Services
• Jessica McKenna, Human Resources Communications
• Paul Nathanson, Provosts Office/Institutional
  Research
• Cindy Paulsen, UNM Hospital Benefits
• Steve Rugala, Counseling, Assistance and Referral
  Services (CARS)
• Jim Todd, Recreational Services
• Magdalena Vigil, HR Employee Relations

4
Our Process

• Identified the current wellness offerings
• Identified Blue Sky
• Identified gaps and leverage points
• Created a wellness constellation
• Created an org structure to support a wellness
  culture
• Identified key attributes of culture of wellness
• Identified 18 BHAGs
• Ate well ?

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Major Objective and Deliverables

• Create a culture of wellness at UNM.
• Identify and map the desired system,
  accountabilities and infrastructure of employee
  health and wellness benefits and services.
• Create an organizational chart that supports the
  objectives and sustains implementation.
• Produce a high-level implementation plan,
  identifying implementation leaders and teams,
  goals, major milestones, measures of success,
  initial tasks, and timelines.

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Employee Reinforcement
 
 
 
 
Senior Leadership
Reward/ Incentive
Managerial
Physical Health
Emotional Health
Environmental
Programmatic
DATA
OUTCOMES
EMPLOYEE
Family Health
Spiritual Health
Performance Evaluation
Vision/ Mission
Intellectual Health
Social Health
Policy
Health Provider
Peer
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Service Providers Cars COEHP Lobocare Recreationa
l Services Safety and Risk Services Student
Health Center Workers Comp
Medical Director Advisement
                 
     
Primary Customers Main Campus Employees HSC
employees UNMH employees Branch campus
employees Employee families
Secondary Customers Community members Retirees St
udents
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Key Attributes

• Family Support
• Pathways to Personal and Organizational Wellness
• Wellness Incentives
• Leadership Direction and Modeling
• Service Delivery Infrastructure
• Data Repository and Analysis
• Leave Management
• Marketing and Communications
• Workplace Physical Environmental Supports
• Preventive Medicine Programs

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Key Attributes and Related BHAGs

• Leadership Direction Modeling
• Service Delivery Infrastructure
• Establish a Wellness Cabinet to facilitate
  information sharing, accountability and
  coordination of health and wellness activities.
• Integrate employee health and wellness into the
  overall Human Resources services infrastructure.
• Establish one coordinated schedule of health and
  wellness related program offerings for employees.

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Key Attributes and Related BHAGs

• Data Repository and Analysis
• Create a centralized and comprehensive data
  collection, analysis and reporting system that
  integrates vendor data.
• Create a logical, cohesive ownership system for
  understanding and managing resources spent on
  health and wellness.

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Key Attributes and Related BHAGs

• Leave Management
• Develop a coordinated leave management program
  that rewards wellness.
• Restructure the Catastrophic Leave program.
• Develop a return to work program that facilitates
  employees returning to work in a limited duty
  work environment.

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Key Attributes and Related BHAGs

• Marketing and Communications
• Develop a communication plan that is driven by
  one virtual and one physical point of entry for
  employees
• Develop a referral and locator service for child,
  elder and pet care services.

13
Key Attributes and Related BHAGs

• Workplace and Physical Environmental Supports
• Create and implement a healthy food options
  program campus-wide.
• Create a process to identify and address facility
  and other barriers to employee participation in
  health and wellness programs.
• Create a mini-grant program to support innovative
  department based wellness initiatives.
• Build a wellness component into New Employee
  Orientation

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Key Attributes and Related BHAGs

• Preventive Medicine Programs
• Ensure access to healthcare for all employees.
• Establish an on-site employee and family Health
  Clinic for primary care that is easily accessible
  and part of the UNMH system.
• Move to a smoke free campus
• Establish a plan to implement Health Risk
  Assessments for all UNM/HSC/UNMH employees, to
  include follow-up referrals and intervention.

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Foundational Activities

• Wellness Cabinet established by March 23
• Launch Return to Work pilot program
• Convene BHAG implementation teams 1st meeting
  of each team within two weeks
• Survey participants at HSC and Main Campus Health
  Fairs
• Implement integrated organizational structure
• Gather demographic and enrollment data on current
  health plan participants
• Prepare report for UNM Leadership

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Projected Results

• A culture of wellness understood and
  demonstrated across UNM.
• Improved data collection, reporting, tracking,
  analysis and outcomes.
• Increased productivity, retention and employee
  satisfaction.
• Improved coordination and efficiency in the
  wellness offerings ONE schedule and
  registration process.
• Shift from disease care to preventive care.
• Controlled health insurance premiums.
• Healthier employees

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Insights from Team Members
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Comments and Questions from Sponsors and
Leadership Team