Audrey Thompson, MS TxDOT Statewide Wellness Administrator Biometric Screenings Audrey Thompson, MS TxDOT Statewide Wellness Administrator

TxDOT workforce 12,000 employees Average age -47 years 70% of agency’s workforce between ages 40 and 60 60% work in the field 79% male; 21% female A diverse population — different climates and cultures Source: Human Resources, Workforce Analysis Workforce Plan 2015–2019

TxDOT Wellness Program Authorized by HB 1297 passed in 2007 (80th Leg. Session): Employee allowance of 30 minutes for exercise 3 times each week. Eight hours of leave per year for annual physical exam/health risk assessment. Wellness Policy includes wellness education during the workday (2015)

Building a statewide culture of wellness Partnered with HR Wellness duties integrated into coordinators’ performance plans Wellness Program presentation part of New Employee Orientation Statewide initiatives Flu shots Wellness fairs Stretch and Flex

Low-cost or free program offerings Lunch-and-Learn series Healthy Eating Every Day Healthy cafeteria Wellness coaching Education Vaccinations Freedom from Smoking Onsite diabetes education Annual wellness and safety fairs Prevention Chair massage Stress management class Employee Assistance Program (EAP) Gardening Mindful meditation Caregivers group Stress Management Running and conditioning classes Bike rides (Bike Texas) Yoga, taught by certified instructor Water sports Zumba (YMCA) Boot camp Cooking class Nutritional series Farm to Work Mini-workout facilities Exercise and Nutrition Mission: To promote a culture of wellness by providing an all-inclusive program that results in a healthier, happier and more productive workforce.

Top three health risks Hypertension Diabetes Intervertebral disc disorder 43% of TxDOT employees are affected by one or more of these risks

Biometric screenings initiative Justification: Only 10% of TxDOT employees take advantage of annual physical incentive (eight hours of paid leave) Awareness of the highest risks: diabetes, hypertension Discussions with field workers Sought support from senior leadership to provide funding (guerrilla marketing)

Strategic partners-building culture of wellness Occupational Safety Division (OCC) Integrated wellness activities: Get a Physical campaign Tailgates, monthly safety meetings Stretch and Flex Wellness fairs Biometric screenings Employee Assistance Program (EAP) Wellness coaching and classes United Health Care Lose and Win Get an annual physical and earn 8 hours of miscellaneous leave!

Wellness and Safety Better health means better safety: Reduce the risk of vehicle/equipment incidents and injuries caused by employees’ personal health. Encouraging employees to stay healthy with programs like Stretch and Flex and biometric screenings helps them be ready to work, and reduces the risk of injury or unexpected illnesses.  TxDOT is self-insured for workers comp, so reducing injuries reduces costs.

After funding approval RFP process Contractor chosen Promotion

Promotional materials

Program goals Provide onsite testing to help motivate employees to take appropriate actions to improve their health Increase routine annual physicals Identify health risks across employee population Establish a baseline from which improvements can be measured Target wellness programming geographically Set goal of 40% participation

Screenings performed Blood pressure Cholesterol Glucose Body fat (BMI and waist circumference) Prostate screening (PSA) Fasting optional Results in 10 minutes Cost: $39.50 per employee PSA: $25

Implementation Wellness coordinators training Vendor webinar training for site coordinators: Worked closely with group of informal leaders known as MOMS. Promotional events: Wellness fairs. Traffic and Maintenance Conference. Weekly calls with vendor to troubleshoot issues Monitored participation: Partnered with Maintenance director to increase engagement and participation. Regular check-ins with site coordinators. “Good job” email acknowledgements.

Results 4,272 screenings , 125 sites Screenings performed over 4-month period 69% of testing population received PSA Total participation increased month by month: January: 29% participation February: 36% participation March: 48% participation April: 49% participation Total participation: 37% /Maintenance offices 52% Total cost -242k

Best results Over 100 potential lives saved-critically high blood pressure and glucose and high PSA scores

Biometric program components Senior-Level Support Align with Agency’s Strategic Plan Employee Engagement Supportive Environment Creates Wellness Culture Funding Deputy executive director Support Maintenance director Occupational Safety director HR director Aligning wellness goals with safety initiatives Wellness presence at Safety Banquets and Wellness fairs Providing wellness articles and presentations for newsletters, magazines, tailgate meetings and safety training Statewide wellness coordinators provide leadership for local engagement Educational programs: lunch and learns, wellness fairs Behavior modification: physical fitness activities, challenges, healthy eating class, smoking cessation Vaccinations Attractive promotional materials and video Wellness policy: flexible work schedule to work out Wellness education during work hours Screenings on location

New agency values Approved by the Texas Transportation Commission in February 2016. Value our Employees Respect and care for the well-being and development of our employees. Emphasize internal communications. Support and facilitate the development of a successful and skilled workforce through recruitment, training and mentoring programs, succession planning, trust, and empowerment. Encourage a healthy work environment through wellness programs and work-life balance.