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Current Landscape of College Faculty & Staff Health and Wellness Programs

This article explores the current landscape of college faculty and staff health and wellness programs, including program components, funding, and management. It also highlights specific wellness initiatives at John Jay College of Criminal Justice and Borough of Manhattan Community College.

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Current Landscape of College Faculty & Staff Health and Wellness Programs

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  1. Current Landscape of College Faculty & Staff Health and Wellness Programs American College Health Association,Boston, May 31, 2013 Nikki BrauerFaith Yingling Illinois State University Bowling Green State University Katie DunkerMindy Menn University of Denver University of Florida Dana Umscheid AutryDebra Weiss Ball State University City University of New York

  2. Good Morning Activity! Debra WEISS

  3. What Faculty & Staff Wellness looks like on today’s campuses: • Institutional types • Program components • Funding • Who manages it Introduction

  4. Faculty & Staff Objectives: • Nutrition and Weight Status (10 objectives) • Physical Activity/Fitness (3 objectives) • Stress Management (2 objectives) • Tobacco Use (3 objectives) • Miscellaneous (3 objectives) Healthy Campus 2020

  5. BRAVO! Summer Employee Institute

  6. College Profile John Jay College of Criminal Justice, located on 59th Street and Tenth Ave. in Manhattan, is one of 11 senior colleges in the City University of New York (CUNY) system. Founded in 1964, the college has 14,788 students; 12,887 are under-graduates, and 77% are full-time. It is a commuter school, and most students work while attending school.

  7. History of BRAVO Begun in 2008, BRAVO Summer Employee Institute is part of the college’s efforts to improve employee engagement at the college.

  8. Aim of BRAVO BRAVO’s stated aim is to “foster a culture which recognizes that a successful and motivated employee can and will contribute more toward an organization’s success.” Robert Pignatello, Senior Vice President and CEO

  9. What Does BRAVO Offer? BRAVO Summer Employee Institute offers employees personal and professional development workshops, recreational and social networking opportunities, lunchtime entertainment, and special prize drawings.

  10. What Does BRAVO Offer? Workshops range from money management to moving meditation. At the end of the day, employees are offered recreational classes such as volleyball, yoga and drum café.

  11. Employee of the Year Each year BRAVO Summer Employee Institute honors an Employee of the Year for outstanding service to the College.

  12. Theme Each year BRAVO’s workshops are organized around a theme. The first year the theme was “Building the Future Together.” Last year the theme was “Emerging Technologies and You.”

  13. Funding of BRAVO BRAVO Summer Employee Institute is co-sponsored by John Jay College’s Department of Human Resources and the Office of Finance and Administration. Additional funding is provided by corporate sponsors.

  14. Future of BRAVO It is hoped that BRAVO Summer Employee Institute can be expanded into school year, as the College recognizes that employee wellness is a year-round concern!

  15. Borough of Manhattan Community College

  16. College Profile • The Borough of Manhattan Community College, located in Lower Manhattan, is one of 7 community colleges in the City University of New York (CUNY) system. Founded in 1963, the college has 24,462 students. It is a commuter school, and most students work while attending school.

  17. Wellness Programs There is no formal Faculty and Staff Wellness program run by the college. Several years ago, faculty began offering classes to other faculty and staff on a volunteer basis. These classes are run through the BMCC Athletics Department, which makes space available in the gymnasium and pool.

  18. What Does BMCC Offer? Classes are offered 12-1pmand 1-2pm on weekdays. In Spring 2013 the classes are: ZUMBA YOGA AQUA ZUMBA

  19. What Does BMCC Offer? In Fall an additional class is offered: MEDITATION

  20. Funding and Our Future Currently all classes are free. We would like to expand the numbers and types of classes.

  21. Getting Started Faculty & Staff Wellness Program Katie Dunker Wellness Program Manager well du @ du.edu/wellness

  22. University of Denver • Located south of downtown Denver • 12,000 students • 75% of students participate in IM sports • 2,400 benefited employees • Overall health of employees is better than average (claims/health record data, peer comparison) • 2012 began Employee Wellness Program, FT Wellness Program Manager, housed in HR well du @ du.edu/wellness

  23. 2012 • Offered onsite Biometrics • Over 600 employees and 100 spouses/partners participated • Offered Insurance Premium Incentive • Tied to completion of a Health Risk Assessment • $150 (employee only coverage), $300 (employee + spouse/partner coverage) • All or nothing – if you cover a partner they MUST complete the HRA or you receive no incentive. • Over 1700 took the HRA. (66% of eligible) well du @ du.edu/wellness

  24. First Year Programming • Focused on three areas: • Move More (Physical Activity) • Eat Well (Nutrition/Food) • Save & Spend Wisely (Financial Wellness) • Determined by HRA data – areas of need, interest and readiness to change indicators well du @ du.edu/wellness

  25. Move more. • Weigh & Win Kiosk – kiosk on campus • www.weighandwin.com • Local program that will pay you to lose weight if you have a BMI greater than 24. • Thrive Across America • 8-week physical activity competition – online software • Almost 600 employees participated on 65 teams representing 90% of all divisions. • Maintain Don’t Gain • 8-week holiday program – paper/pencil • Over 300 employees, 35% were facilities staff well du @ du.edu/wellness

  26. Eat well. • Healthy Connections • KP program like Weight Watchers • Mix it Up • 8-week fruit and veggie competition • www.du.gomixitup.com • CSA (Community Supported Ag) drop on campus • Local, organic produce from Colorado farms • www.du.edu/wellness/eat/csa • Get Growing! • Gardening Series utilizing on campus community garden – partnering with Center for Sustainability well du @ du.edu/wellness

  27. $ave (& $pend) wisely. • HelloWallet • Online financial software • www.HelloWallet.com • Wellness Incentive Program • Tied to insurance premiums • www.du.edu/wellness/wellness_incentive well du @ du.edu/wellness

  28. 2013 – Incentive Program • Wellness Incentive Program, called Wellness Counts • Managed by sole insurance provider (Kaiser Permanente) • Up-to-date on preventive screenings & THA • $250/$500 incentive (depending on coverage) • Over 2000 enrolled (ends May 15) well du @ du.edu/wellness

  29. Questions?Katie.Dunker@du.edu

  30. Bowling Green State University Northwest Ohio More than 20,000 students; including 2,000 at BGSU Firelands More than 800 full-time faculty 20:1 student to faculty ratio

  31. Formation Process • Around for many years as a university committee – WellAware ; mainly HR driven • In 2007, received a grant from insurance company to focus on employee wellness -$200,000 over 4 years – Wellness area took lead • Get right people on committee • Start with small successes

  32. 6 Years Later….. • Collaboration with Center of Excellence for Health and Wellness Across the Lifespan – Continuation of Funding • Increased Programming • More Participation • Support from Upper Administration • Collaboration with Campus Departments and Community Organizations

  33. Challenges • Initially – the transition from HR –focused to more Wellness-focused (website, resources, etc.) • Marketing • Appealing to a Diverse Staff • Support from Supervisors • Increased Job Demands

  34. Words of Wisdom • Quality vs. Quantity of Programming • Buy-In from Employees (Wellness Champions) • Utilizing Resources Available on Campus and within the Community • Committee Representation • Practicum and Internships • Celebrate Small Successes

  35. Looking Ahead…… • HRA • Tying Wellness Initiatives to Benefits • Annual Health Screening (Biometric Data) • Time Allowance for Wellness Programming • Expand Wellness Champion Program • Expand Representation of WellAware Committee • Explore collaborative options with Wood County Hospital

  36. Illinois State University, est. 1857TheFirst Public Institution in Illinois • Faculty and Staff – 3,500 • Graduate Students – 2,500 • Undergraduate – 19,000 • Undergraduate Institution with an Emphasis on Teaching

  37. In The Beginning • Illinois State University Began Faculty Staff (FS) Wellness Program in 1984 – Presidential Appointment • Reported to the President of the University for 2 years • Reported to Human Resources for 23 years • 2009 Faculty Staff Wellness Program merged with Student Health Promotion to create a Director led, stand alone department • Health Promotion and Wellness Currently reports to Student Affairs and serves faculty, staff and students

  38. Funding • State of Illinois Appropriations - $8,100.00 operating budget and $60,000.00 in a full-time position. • No Fees Assessed: Ergonomics, Nutrition education and consults, departmental consultations for wellness initiatives, T’ai Chi, stress reduction classes, incentive programs, family centered programming. • Fees Assessed:for lifestyle enhancement classes (yoga, core fitness/healthy backs classes ), two cholesterol screenings per year, and on campus massage therapy

  39. Points of Pride • Faculty and Staff Health Status Survey – 2011 and fall 2013 • Live Healthy Illinois – 8 departmental teams and participation has increased by 10% since 2012 • Smoking and Tobacco Policy - Smoke Free Quad – 1/2013 • Nursing Mothers in the Workplace Policy 2/2013 - Working to Identify Lactation Spaces on campus (IDPH Grant) • Wellness Ambassador Program –Expanded Role

  40. Points of Pride • Focused effort on departments health and well-being • Practice of Positive Living – 8 Week Stress class with an emphasis on meditation • Ergonomics – 1:1 reviews, group sessions, and consult on capital projects • Lifestyle Enhancement – T’ai Chi, Yoga and Core classes • Campaigns – Sleep, Restroom Messaging

  41. Challenges • Keeping the focus on Faculty and Staff wellness in a division that really only sees the students. • Financial Support – The funding is extremely low compared to that dedicated to the student population. • Healthy Campus 2020 – struggling with engaged stakeholders on campus. • Faculty Staff and Campus – Viewing our department as more than a programming unit. Don’t necessarily see our role in policy.

  42. Wisdom • Assessment, Assessment, Assessment • Wellness Ambassadors – Identify them and develop them. • Leadership Changes are inevitable – prepare and champion • Faculty and Staff Wellness will look different on every campus –What unique needs does your campus have?

  43. Future directions • ACHA Resource Center • NCHA-like Survey • Conference Call discussions • Community of Professionals • Questions? • Gallery of projects Faculty & Staff Wellness Summary

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