1. City of Rowlett Wellness Accountability Program Amanda Mullaney, Wellness Program Coordinator John Murray, Director of HR & Risk Management

2. Overview Rowlett considers its Wellness Accountability Program (WAP) mission essential All employees enrolled in the City’s medical program must meet WAP requirements We employ a Full-Time Wellness Program Coordinator We’re organized to ensure maximum participation from Departments

3. Our Organization Our WAP falls under HR Synchronizes with medical benefits program Aligns with program and policy administration HR Staffing ProgramsRecordsWellness Safety Benefits Training Employee Relations Policy

4. Getting Here October 2013 – We were pretty much selling the “Unwanted” to the “Non-Buying” Employee Buy-In Leadership Buy-In Any program can be made “mandatory”…but a Wellness Program relies on individual commitment

5. Gaining employee buy-in was difficult Any program can be directed through policy—but it doesn’t make it easy to implement Building a program that can be implemented across a City is difficult Keys to Success Different employee fitness levels Different shifts Physical requirements of jobs

6. The program had to evolve…and continue to evolve…to satisfy personal interests and schedules Keys to Success Maximum program election options Ability to change elections mid-year Balance fitness events with wellness events Scheduled WAP events became City-wide morale & team-building events

7. While we designed our program to be very employee-friendly…we had to put teeth in it City Program Management 20 point annual requirement Impact on medical premium rates No punitive actions Employees required to meet election requirements

10. Annual Employee Health Fair Flu Shot Clinic Step into Summer Picnic in the Park Annual Biometric Screening Wellness Events

11. We keep program events actively publicized This is a “City” Program We tailor event dates / start times based on work schedules We encourage team events We keep our City Council actively informed on what we’re doing

12. 12 “Live Healthy Challenge” In 2011-2012, this was our “100-Day Challenge” YearTeamsEmployeesPounds LostPounds Lost Per Employee 2011221426924.8 2012322171,1755.4 In 2013-2014, we affiliated with Live Healthy America for a 70-day challenge YearTeamsEmployeesPounds LostPounds Lost Per Employee 2013362171,0865.0 2014311284123.2 Not all participants selected the “Weight Loss” option Many participants only tracked “Fitness/Activity” time Employees have lost 3,365 pounds in only 4 years under this WAP option!

13. 13 9% this year We Link WAP to Our Medical Plan

14. $266,179 / ~10.5% under projected claims Results of Our WAP Journey Employee education & buy-in Strong Wellness Program Solid budget practices Effective medical provider contracts Enhanced Safety Culture Stats like this make City Councils happy!

15. Questions?