HomeMy WebLinkAboutMINUTES - 04261994 - FC.1 . r
TO: BOARD OF SUPERVISORS
Contra
Costa
FROM:
Finance Committee Z
County
DATE: April 26, 1994 rTA�e;K
SUBJECT: PROPOSED RESPONSE TO THE 1993-94 GRAND JURY REPORT
ON THE EMPLOYEE WELLNESS PROGRAM
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATION:
Adopt this report as the Board of SuperGisors' response to the 1993-94 Grand Jury
Report #9401 on the Employee Wellness Program.
BACKGROUND:
On February 2, 1994 the Grand Jury filed report#9401 regarding the Employee Wellness
Program. . The report was reviewed and discussed by the Finance Committee on
February 14, February 28 and April 18. The attached response is the product of those
meetings.. The response accepts four of the Grand Jury recommendations and accepts
the remaining two recommendations with modifications.
CONTINUED ON ATTACHMENT: —YES SIGNATURE:
RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE •
APPROVE OTHER
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SIGNATURE(S): Tom Torlakson Gayle Bishop
ACTION OF BOARD ON APPROVED AS RECOMMENDED OTHER
VOTE OF SUPERVISORS
I HEREBY CERTIFY THAT THIS IS A TRUE
UNANIMOUS(ABSENT ) AND CORRECT COPY OF AN ACTION TAKEN
AYES: NOES: AND ENTERED ON THE MINUTES OF THE BOARD
ABSENT: ABSTAIN: OF SUPERVISORS ON THE DATE SHOWN.
ATTESTED /
Contact: PHIL BATCH LOR,CLERK OF THE BOARD OF
CC: Grand Jury Foreman SUPERVISORS AND COUNTY ADMINISTRATOR
Presiding Judge of .Superior Court
Personnel Director
County Administrator. BY DEPUTY
Dean Lucas
County Auditor
s
RESPONSE TO GRAND JURY REPORT 9401
ON
THE EMPLOYEE WELLNESS PROGRAM AND THE CONTRA COSTA CLUB
RECOMMENDATIONS:
1. The Board of Supervisors direct the Personnel Department to immediately
Institute a Club financial and membership record keeping system which will
result In a true reporting of operational profit/loss.
RESPONSE:
This recommendation is accepted.
The County is governed by law to provide a financial accounting of all
expenditures and revenue each fiscal year. As such, the County currently has
in place a very elaborate record keeping process to account for expenditures
and revenues, as is true with most governmental agencies.
There are over fifteen (15) monthly and quarterly finance reports available for
use in analyzing the Club's financial status. The data contained in these reports
are separated into six (6) major account series including: Salaries and
Employee Benefits; Services and Supplies; Other Charges; Fixed Assets;
Expenditure Transfers; and Financing. Under the major account series, there
are fifty-one (51) accounts in which to further breakdown the allocation of
funds for the Club.
In addition to this sophisticated record keeping system, the Club currently
utilizes both manual and PC-based software systems to track Club membership
and financial data such as: member demographics; attendance and activity
records; types of memberships; method of payment records; membership fees
collected; and number of expired, cancelled and current members.
The Personnel Department has and will continue to work with staff from the
Auditor's Office in developing a simplified internal accounting process for
tracking the Club's operational profits/losses.-
2.
rofits/losses:2. The Board of Supervisors direct the Personnel Department to complete a study,
within 60 days, to measure the cost and/or the savings to the Club that would
be realized by eliminating memberships to local residents, businesses and non-
County government agencies.
Y
(2)
2. (Continued)
RESPONSE:
This recommendation is accepted.
The Personnel Department conducted a study to determine the cost and/or
savings that would be realized by eliminating non-County memberships. A
review of the current Club membership population revealed that there is a total
of the 492 Contra Costa Club members. Of the total membership population,
313 or 64% are County members and 179 or 36% are non-County members.
Since there are a variety of payment options for Club members, the Personnel
Department first determined the number of members in each of the payment
plans available and then calculated the percentage of monthly revenue received
for County and non-County members. Although only 36% of the Club
members are non-County, approximately 40% of Club revenue generated from
membership dues and fees comes from non-County members. This is due to
the higher rate structures established for non-County members.
If 40% of the Club's revenue or $79,000 per year was eliminated, it would be
necessary to increase the membership dues and fee rates significantly in order
to meet the fixed costs of Club operations. This could result in a decline in
membership and closure of the Club facility.
3. The Board of Supervisors direct the Personnel Department to obtain annual
bids, beginning on July 1, 1994, from at least two (2) responsible fitness
facilities in the private sector, for user services similar to those provided by the
Club.
RESPONSE:
This recommendation is accepted with modifications.
The Personnel Department is unaware of any other fitness facility that is
located in the Martinez downtown area from which to obtain bids for user
services similar to those provided by the Club. However, the Personnel
Department is exploring the possibility of obtaining reduced membership rates
from fitness facilities outside the Martinez downtown area for those employees
who work in sections of the County where the downtown facility is
inaccessible.
r
(3)
4. The Board of Supervisors direct the Personnel Department to immediately begin
to maintain an on-going comparison of Club costs with costs for similar
services provided by, or through, facilities in the private sector.
RESPONSE:
This recommendation is accepted.
The Personnel Department recently conducted a survey to compare private
sector fitness facility rate structures and services with those of the Contra
Costa Club (see attached Fitness Facility Survey). The Personnel Department
is committed to surveying private sector fitness facilities on an on-going basis
to compare their rate structures with those of the Club, and to adjust our
membership fee and rate structures to insure compatibility with private sector
rates for non-County Club members. We will continue to explore all
opportunities available to reduce operating expenses through information
received from other agencies.
In addition, the Personnel Department has resolved to provide Club services at
the lowest cost possible to attract County employees to join the Club and
encourage them to participate in physical fitness programs and activities.
5. The Board of Supervisors direct the Personnel Department to immediately audit,
and to audit annually thereafter, all charges made to the Employee Wellness
Program and to certify that all charges are directly related to the Program.
RESPONSE:
This recommendation is accepted.
The Personnel Department currently monitors all financial transactions on a
monthly basis by reviewing finance reports generated by the Auditor's Office.
These reports identify all Wellness Program expenditures and revenue received,
and provide a system by which the Personnel Department can insure that all
transactions are charged to the appropriate accounts.
In addition, the Auditor's Office regularly conducts internal financial audits of
all County departments. The Personnel Department welcomes the opportunity
to continue to cooperate with the Auditor's Office internal audit team by
providing all necessary information and financial records for both the Employee
Wellness Program and the Contra Costa Club.
T
(4)
6. The Board of Supervisors direct the Personnel Department to immediately set
up a tracking system designed to evaluate the effectiveness of the Employee
Wellness Program. This can be accomplished by maintaining trend analyses
associated with such factors as Employee Wellness Program expenditures,
County employee absenteeism, Workers' Compensation claims and County
employee health care costs.
RESPONSE:
This recommendation is accepted with modifications.
As indicated in the attached Employee Wellness Program Status Report, the
findings of many studies reveal that worksite wellness programs generally offer
cost avoidance and tend to lower costs in the long run by keeping employees
healthy. Employee Wellness Program staff will continue to monitor trends and
reports from larger agencies and to work.closely with Risk Management and
other County departments in the prevention and reduction in the number of
accidents and illness among County employees, which ultimately may reduce
workers' compensation costs.
The Personnel Department recognizes the need for obtaining and analyzing
statistical data to evaluate the effectiveness of the Employee Wellness
Program. Unfortunately, due to the County's small sample size and the need
to identify and track Wellness Program participants over a number of years,the
data obtained from a scientific analysis study of the County's Wellness Program
would not prove to be statistically significant.
However, larger agencies such as Dupont, Mesa Petroleum, NASA, Union
Pacific Railroad, Northern Gas Company, Canadian Life Assurance Company,
Coors Brewing Company, Kennecott Copper Company,and Johnson&Johnson
have conducted health statistics and cost-:benefit studies, and the results have
shown that there is a correlation between lifestyle risks and health care costs.
These health risks are not only costly to the employee but also to the employer.
If only one (1) Workers' Compensation heart claim was prevented or an
employee with high risk for a heart attack is treated through intervention by a
worksite wellness program, then the cost savings to the employer prove to be
quite substantial.
FITNESS FACILITY SURVEY
EAST COUNTY. FACILITIES :
♦ DELTA PARK ATHLETIC CLUB
Antioch
Delta Park offers members a variety of features, including
racquet sports, child care services, an indoor and outdoor lap
swimming pool , aerobics program, an indoor running track as well
as cardiovascular and strength training equipment.
MEMBERSHIP TYPE INITIATION FEES MONTHLY MEMBERSHIP FEES
Single $30.0 . 00 $ 45 . 00
_ Family $350. 00 $ 70 . 00
♦ GOLD' S GYM
Antioch
Gold' s Gym offers members a variety of features , including
child care services, aerobics program, cardiovascular and
strength training equipment as well as free equipment
orientations . Other features which are included at an extra
charge are tanning facilities and body composition assessments at
$10 . 00 per testing.
Gold' s Gym has a variety of options to pay monthly membership
fees .
MONTHLY MEMBERSHIP AND
MEMBERSHIP TYPE INITIATION FEES ADVANCED MEMBERSHIP FEES
Single $ 87 . 00 $ 29 . 00 per month
$ 0.. 00 $ 55 . 0.0 per month .
$ 0 . 00 $135 . 00 / 3 Mo. in Advance
$ 0 . 00 . $19.5 . 00 / 6 Mo. in Advance
$ 0 . 00 $275 . 00 Yearly
Dual $ 0 . 00 .$260 . 00 Yearly - No
Monthly Fees Accepted.
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WEST COUNTY FACILITIES :
♦ LAKERIDGE HEALTH CLUB
E1 Sobrante
Lakeridge Health Club offers a variety of racquet sports ,
including tennis , racquetball, and basketball . They also offer a
pool, jacuzzi , saunas, child care, towel service, locker ' and
shower facilities with full amenities, an aerobics program,
cardiovascular and strength training equipment as well as free
equipment orientation and evaluations . Other features which are
included at an extra charge are a hair salon and personal
trainers at $20 . 00 per hour.
Lakeridge Health Club has two different membership fee
structures . They offer the Gold Membership which includes access
to all club facilities and the Silver Membership which does not
include: towel service, child care, and fitness evaluations .
MONTHLY MEMBERSHIP AND
MEMBERSHIP TYPE INITIATION FEES ADVANCED MEMBERSHIP FEES
Gold Membership
Single $350 . 00 $ 65 . 00 per month *
Dual $550 . 00 $ 99 . 00 per month *
Silver Membership
Single $250 . 00 $ 65 . 00 per month *
Dual $400 . 00 $ 99 . 00 per month *
* If membership fees are paid one year in advance, an
additional 10 percent discount will be applied.
♦ YMCA
Richmond
The YMCA 'in Richmond offers members an aerobics program,
racquetball, basketball, volleyball , strength training equipment,
cardiovascular equipment and a pool .
MONTHLY MEMBERSHIP AND
MEMBERSHIP TYPE INITIATION FEES ADVANCED MEMBERSHIP FEES
Single $240 . 00 $ 49 . 00 per month
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CENTRAL COUNTY FACILITIES:
♦ PREMIERE FITNESS WORLD
Concord
Premiere Fitness World is the closest private facility in
proximity to the Contra Costa Club. Premiere Fitness World
offers members a variety of features, including ,free child care
. services, an aerobics program, a 20, 000 square foot area of
cardiovascular and strength training equipment, wet and dry
saunas , and complete shower and locker facilities with amenities .
MONTHLY MEMBERSHIP AND
MEMBERSHIP TYPE INITIATION FEES ADVANCED MEMBERSHIP FEES
Single $ 95 . 00 $ 46 . 00 per month
$ 0 . 00 $ 59 . 00 per month
$ 0 . 00 $ 59 . 00 / 6 Mo. in Advance
Senior $ 0 . 00 $ 49 . 00 per month
♦ CALIFORNIA HEALTH CLUB
Pleasant Hill
California Health Club features over 10,000 square feet of
strength training and cardiovascular equipment. California
Health Club does not offer an aerobics program and their shower
and locker facilities do not include any amenities .
MONTHLY MEMBERSHIP AND
MEMBERSHIP TYPE INITIATION FEES ADVANCED MEMBERSHIP FEES
Single . $ 30 . 00 $ 20 . 00 per month through
Electronic Fund
Transfer only.
$ 30 . 00 $240 . 00 per year paid in
advance by cash or check
only.
♦ BIG C
Concord
The Big C Athletic Club offers members a .variety of free weights
with separate men' s and women' s weight rooms, strength training
equipment, cardiovascular equipment, tennis courts, racquetball,
handball and basketball courts, an aerobics program, locker and
shower facilities with steam rooms, saunas and jacuzzis, -laundry
service and 'a pool .
MONTHLY MEMBERSHIP AND
MEMBERSHIP TYPE INITIATION FEES ADVANCED MEMBERSHIP FEES
Single VARIABLE $ 89 . 00 per month - MEN
$ 79 . 00 per month - WOMEN
♦ SUPREME COURT
Pleasant Hill
Supreme Court offers members a variety of features including
racquetball, Nautilus, weight room, aerobics and swimming.
Supreme Court also has two price structures; a Regular Membership
which includes full use of the facility, and a Fitness Only
Membership which includes everything except racquetball .
MONTHLY MEMBERSHIP AND
MEMBERSHIP TYPE INITIATION FEES ADVANCED MEMBERSHIP FEES
Regular Membership:
Single $135 . 00 $ 50 . 00 per month
Dual $175 . 00 $ 75 . 00 per month
Fitness Only Membership:
Single $100 . 00 $348 . 00 Annually
$135 . 00 $ 36 . 00 per month
Dual $100.. 00 $500. 00 Annually
$175 . 00 $ 56 . 00 per month
* Price based on Electronic Fund Transfer
♦ FITNESS FOR LESS
Concord
Fitness For Less offers members a variety of free weights and.
strength training equipment, cardiovascular equipment, an
aerobics program, separate women' s weight room, locker and shower
facilities and equipment orientations .
MONTHLY MEMBERSHIP AND
MEMBERSHIP TYPE INITIATION FEES ADVANCED MEMBERSHIP FEES
Single $ 59 . 00 $ 15 . 00 per month
Dual $ 98 . 00 $ 30 . 00 per month
* Both require a 12-month commitment.
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SOUTH COUNTY FACILITIES:
♦ CROW CANYON ATHLETIC CLUB
San Ramon
The Crow Canyon Athletic Club is a private club which provides
physical conditioning and recreation for its members .
Facilities include Nautilus, Olympic Free Weights, Universal
Equipment, a variety of cardiovascular equipment and an aerobics
program. Recreation and sports include: racquetball,
handball, basketball and wallyball . Additional facilities
include complete locker rooms with whirlpools, saunas, men' s
steam room, lockers, towels and laundry. Crow Canyon Athletic
Club membership fees are divided into two categories : Full
Membership which includes complete use of all facilities; and an
Associate Membership which includes use of all facilities except
for court sports . '
MONTHLY MEMBERSHIP AND
MEMBERSHIP TYPE INITIATION FEES ADVANCED MEMBERSHIP FEES
Full Membership
Single $250 . 00 $ 62 . 00 per month
Family $350 . 00 $ 92 . 00 per month
Associate Membership
Single $250 . 00 $ 47 .00 per month
Family $350 . 00 $ 72 . 00 per month
♦ CLUB SPORT
Sari Ramon
Club Sport offers members a variety of free weights, strength
training equipment, cardiovascular equipment, racquetball,
basketball, handball, squash and wallyball courts, an extensive
aerobics program with over 100 classes per week, complete locker
and shower facilities with whirlpools, steam rooms and saunas .
Club Sport also has a heated pool and free supervised child care.
Club Sport ' s membership fees also are divided into two
categories : a Full Club Membership which includes complete use
of all facilities; and a Clubfit Membership which includes use of
all facilities except for tennis courts .
MONTHLY MEMBERSHIP AND
MEMBERSHIP TYPE INITIATION FEES ADVANCED MEMBERSHIP FEES
Full Club
Single $500 . 00 $ 80 . 00 per month
Family $750 . 00 $115 . 00 per month
Clubfit Membership
Single $500 . 00 $ 70 . 00 per month
Family $750. 00 $105 . 00 per month
♦ 24 HOUR NAUTILUS
Concord
24 Hour Nautilus offers members a variety of free weights and
strength training equipment, cardiovascular equipment, aerobics
program, locker and shower facilities with a steam room, saunas
and jacuzzi, an indoor running track and a pool .
MONTHLY MEMBERSHIP AND
MEMBERSHIP TYPE INITIATION FEES ADVANCED MEMBERSHIP FEES
Initiation fees vary from zero to $600 . 00 and membership fees
vary according to the services utilized. This facility would not
disclose specific fee structures on the telephone. However,
their monthly fees vary from $19 to $39 a month.
♦ CLAYTON VALLEY ATHLETIC CLUB
Concord
Clayton Valley Athletic Club offers members a variety of free
weights with separate men' s and women' s weight rooms, strength
training equipment, cardiovascular equipment, racquet and
basketball courts, an aerobics program with 50 - 60 classes per
week, locker and shower facilities with a steam room, saunas and
jacuzzi, an a pool . * Exercise physiologists , physical
therapists and a chiropractor are also on staff for additional
fees .
MONTHLY MEMBERSHIP AND
MEMBERSHIP TYPE INITIATION FEES ADVANCED MEMBERSHIP FEES
This facility would not disclose membership fees over the
telephone.
Contra Costa County
Employee , Wellness Program
Status Report
August , 1993
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THE CONTRA COSTA COUNTY
EMPLOYEE WELLNESS PROGRAM
STATUS REPORT
AUGUST, 1993
TABLE OF CONTENTS
I. HISTORY OF THE EMPLOYEE WELLNESS PROGRAM
II. BENEFITS OF EMPLOYEE WELLNESS PROGRAMS
III. ACTIVITIES THE EMPLOYEE WELLNESS PROGRAM HAS IMPLEMENTED
A. Exercise
B. Health Education Seminars, Classes and
Specialized Educational Programs
C. Wellness Newsletters
D. Health Screenings and Testings
E. Special Events
F. Advisory Groups
IV. CURRENT AND UPCOMING PROGRAMS
A. County Employee Health Fair
B. Labor/Management Healthy Lifestyle Committee
C. Great American Smokeout
D. Contra Costa County Food and Nutrition
Policy Consortium
E. New Series of Brown Bag Seminars
V. CONCLUSION
VI. ATTACHMENT A
I. HISTORY OF THE EMPLOYEE WELLNESS PROGRAM
A. Overview
The County Health Services Department began to develop a
wellness program for its 2,000 employees in 1983. However, due
to substantial budget cuts in the Health Services Department, the
implementation of the wellness program was put on hold. Two
years later in early 1985, the Board of Supervisors made several
referrals to the Office of the County Administrator concerning the
establishment of a physical fitness program for County employees
and for intensification of anti-smoking efforts and related health
concerns.
In response to these inquiries, a joint committee representing the
Health Services Department and the Personnel Department
developed a proposal for a comprehensive wellness program for
County employees and presented this proposal to the Board of
Supervisors on May 14, 1985 (See Attachment A) .
Funding for the Employee Wellness Program was approved for
inclusion in the Workers' Compensation budget in as much as the
program was designed to prevent and reduce accidents and illness
among County employees and thus reduce Workers' Compensation
costs. Overall responsibility for the Wellness Program was placed
with the Personnel Department in the Benefits Division where the
Workers' Compensation Program was managed.
Various revisions and specific program planning and goals for the
Employee Wellness Program followed the Board approval. Recruit-
ment of a Wellness Coordinator began in September, 1985 and a
Wellness Coordinator was appointed in January of 1986, the official
beginning of the Contra Costa County Employee Wellness Program.
B. Employee Wellness Program Mission Statement
The purpose of the Employee Wellness Program is to actively
support and promote the health and well-being of County employees
by providing individuals with the information and the educational
tools to help them assess and improve their own wellness and by
promoting an environment supportive of positive health habits.
The Employee Wellness •Program seeks to implement cost-effective
activities, drawing upon the resources within the County and the
community, with the eventual outcome of improved personal health
for employees and cost savings to the County.
1 .
C. Program Rationale
The Employee Wellness Program was developed for the following
reasons:
o A sense of genuine concern for the health and well-being of
all employees as expressed by the Board of Supervisors and
the County Administrator.
♦ A belief that healthier employees are happier and more
fulfilled in both their personal and professional lives and
enjoy increased self-esteem, morale and job satisfaction
resulting in greater productivity and effectiveness on the
job.
♦ The belief that employee wellness programs are cost
effective; eventually resulting in decreased absenteeism,
Workers' Compensation claims and health care costs
D.. Overall Goals of the Employee Wellness Program
♦ To educate employees about the meaning of wellness
(physical, mental, emotional and social health) , the methods
used to achieve high level functioning in these areas
(nutrition, exercise, stress identification and management
and positive health habits) and the place individual choice
plays in increasing one's individual wellness.
♦ To encourage individual behavior ,. change. in health areas,
particularly in the area of -fitness, nutrition, stress
management and smoking.
♦ To work within the organizational structure of the County to
create an atmosphere supportive of positive health habits.
♦ To incorporate a wellness philosophy in management and to
create an attitude which is supportive . of wellness
philosophy.
♦ To increase participants' feelings of self-esteem, self
responsibility, morale and job satisfaction.
♦ To decrease Workers' Compensation, health care costs and
sick leave usage costs over time.
2,.
II. BENEFITS OF EMPLOYEE WELLNESS PROGRAMS
A. Why Wellness at the Workplace?
In 1991, American employers paid a staggering 355 billion dollars in
health care costs and America's health care costs are increasing at
a rate of 21 percent annually. Employers are expected to pay
more and more of America's health care bill. Since employers are
responsible for a higher portion of the costs of health care, it
stands to reason that they want to have a healthier workforce.
Since the majority of one's time is spent at work, establishing a
wellness environment on the job is critical in helping employees
make healthier lifestyle choices. Wellness programs at the
worksite is a sound investment both in terms of improvement and
quality of life of the employee and in, terms of health care cost
containment for the employer.
B. Correlation Between Lifestyle .Factors and High Health Care Costs
In 1979, the Centers- for Disease Control concluded that lifestyle
factors were responsible for about half of all the preventable
morbidity and premature mortality in our society.
AMERICA'S TOP TEN CAUSES OF DEATH
1 . Heart disease
2. Cancer
3. Stroke
4. Accidents
5. Lung Disease
6. Pneumonia and Influenza
7. Diabetes
8. Suicide
9. AIDS
10. Homicide
Source: National Center for Health Statistics
More recently, the U.S. Department of Human Services estimates
that heart disease and cancer account for nearly 70 percent of all
deaths in this country. Further studies suggest that
approximately 53 percent of all the cardiovascular deaths are due
to the effects of lifestyle factors. Most of the health care dollars
are spent on the treatment of preventable disease caused largely
by the American workers' lifestyle - sedentary, . stressful,
nutritionally . poor. The philosophy of wellness programs is to
emphasize the importance of preventing chronic disease before they
happen or to halt its progress by encouraging people to make
healthier lifestyle choices.
3.
Lifestyle behavior change is not easy and cannot be imposed of
people. Several factors must be present in order to effectively
promote desired changes: a raised awareness of what constitutes a
healthy lifestyle, a motivating force for behavior change, tools to
assess one's present lifestyle, information and resources through
which to make these changes, employer support, recognition and
reinforcement of the individual for making these changes.
C. Examples of High Health Care Costs
The average health care costs to a company for the following
lifestyle related illnesses include:
♦ A heart attack $45,000
♦ A stroke $58,000
♦ A premature birth $28,000
e A case of diabetes $14,000
The estimated costs of open Workers' Compensation claims for
Contra Costa County between July 1, 1991 - June 30, 1992 for
heart disease, stress, carpal tunnel and back claims are as follows:
Number of Average Cost
Open Claims Claims Per Claim * Total Cost
9 Heart Disease $113,000 $1,017,000
20 Stress $ 17,689 $ 353,780
47 Carpal Tunnel $ 19,379 $ 910,813
112 Back $ 13,234 $1,482,208
$3,763,801
* (Includes all medical, legal and attorney fees)
According to the County Risk Management Division, the number of
claims filed for FY '91/92 was 1,112 while number of claims filed
for FY '92/93 was 1,028; a decrease of 7.50.
D. U.S. Government Involvement
Efforts to address the preventable causes of premature deaths and
disabilities is a high priority in the Department of Health and
Human Services (HHS) . The Surgeon General's report in 1979
acknowledged the nation's progress in biomedical research and
refocused emphasis on health promotion and disease prevention
during the decade of the 1980's. As a result of this organized
effort by the HHS, many Americans have made behavioral changes
to improve their health and well-being and there has been a
dramatic increase in the number of corporate and government
agencies implementing wellness programs at the worksite.
4.
In the mid 1980's, the HHS initiated efforts to improve the health
of all segments of our population by the year 2000. This resulted
in the publication in 1990 of "Healthy People 2000: National Health
Promotion and Disease Prevention Objectives".. This report details
the specifics (including measurable goals and programs targeted for
the year 2000) of a vision for the health and well-being of the
American people.
The Office of Disease Prevention and Health Promotion (ODPHP) of
the U.S. Public Health Service (PHS) , Department of Health and
Human Services, has also played a principal role in stimulating and
coordinating efforts in both the public and private sector to reduce
the risks of diseases and early death and to promote good health.
The ODPHP funded a national survey in 1985 to assess the level of
integration of health promotion activities in private worksites with
50 or more employees. In 1992, ODPHP commissioned a second
national survey to quantify and characterize evolving trends in the
nature and extent of worksite health promotion programs since the
1985 study.
Overall, the 1992 survey shows an increase in worksite health
promotion activities since 1985 - 81 percent of private worksites
with 50 or more employees offer health promotion activities
compared with 66 percent in 1985. Ninety-nine percent of the
companies surveyed with over 750 employees offered worksite
wellness programs to its employees. The year 2000 target is 85
percent of all workplaces with 50 or more employers offering
worksite health promotion programs.
The 1992 ODPHP study also found that wellness programs were
most frequently initiated at worksites for the following reasons:
♦ To improve employee health (41%)
s To reduce employee health insurance costs (27%)
e To respond to employee requests (13%)
♦ To reduce absenteeism (8%)
To assess the benefits of worksite health promotion, the 1992
survey looked at perceived benefits. Following is a list of the
eight benefits cited most frequently.
♦ Improved employee health (28%)
♦ Improved employee morale (26%)
♦ Reduced health insurance cost (19%)
o Reduced absenteeism (19%)
e Increased output/productivity (16%)
e Reduced accidents on the job (9%)
♦ Improved education on health issues (7%)
♦ Reduced Workers' Compensation claims (4%)
5.
E. Documentation of.Benefits
The benefits of an employee health and fitness program are not
always as obvious as the costs, and some benefits may be difficult
and sometimes impossible to document. However, benefits such as
reduced health care costs, absenteeism, turnover, injury rate, and
disease risk can be documented and analyzed by scientific methods.
Although the process can be quite extensive and time-consuming to
obtain accurate records for scientific analysis, these benefits are
considered tangible and measurable.
It is also widely accepted that other indirect benefits such as
increased productivity, energy level, morale and employer image
are a result of employer sponsored health programs.
♦ Reduced Health Care Costs
The following recent studies demonstrate evidence of lower
health care costs:
DuPont found that in a three year study, it saved $1.6
million in the first year of their healthpromotion program,
$1.5 million in the second year, and $3 million the third
year. "American Journal of Public Health, Robert L.
Bertera, Ph.D. , September, 1990. "
Mesa Petroleum found that as a result of instituting a
corporate health program, health care costs per employee
rose 4.8% to the national , average of 105%; health care costs
per employee were $1,121 in 1988 compared to the national
average of $3,560. "Report on Mesa Corporate Health and
Fitness Program, Mesa, Inc. , 1990".
♦ Increased Productivity
Although individual changes in productivity are hard to
measure, the following companies report improvement in
energy level, work performance, concentration levels - all
critical factors of enhanced productivity.
Improved Efficiency: NASA found that participants in an
exercise control program had improved stamina and work
performance, and enhanced concentration and decision making
powers. When compared to the average office worker whose
efficiency decreases 50 percent for the final two hours of the
working day, the exercise adherents worked at full efficiency
all day. This amounted to a 12.5% increase in productivity.
"Company Sponsored Employee Fitness Program, The
Association for Fitness in Business, 1991."
Improved Concentration: Union Pacific Railroad found that
75 percent of their employees thought that regular exercise
helped them achieve a higher level of concentration and
relaxation at work. Eighty percent believed that their
exercise program helped them be more productive at work.
"Health Values, Joe Leutzinger, M.S. , Daniel Blanke, Ph.D. ,
September/October, 1991 ."
6.
e Reduced Absenteeism
A number of organizations have reported significant
reductions in absenteeism (see Table 1) .
TABLE 1
REDUCTION IN ABSENTEEISM
Dupont
General
Mills
Dallas
Police
Mutual
Benefit Life
General
Electric
Northern
Gas
Northern Gas Company employees who are in a corporate
exercise program have 80 percent fewer sick days than
non-exercising employees "Health Promotion and Education
Program, Riverside Occupation Health Services, 1991."
The Dallas, Texas, Police Department reported a 29 percent
decrease in sick leave for its health program participants,
while non-participants' sick leave increased by 5 percent.
"Company Sponsored Employee Fitness Programs, the
Association for .Fitness in Business, 1991 ."
♦ Reduced Turnover
The Canadian Life Assurance Company found turnover among
health program participants was 32.4 percent lower over a
seven year period compared with non-participants.
"Canadian Journal of Public Health, Peter Leatt, et al. ,
January/February, 1988."
7.
1
e Positive Return on Investment (See Table 2)
TABLE 2
RETURN PER DOLLAR INVESTED
Coors Kennecott Equitable General Motorola PepsiCo.
Life Mills
The Coors Brewing Company found that in 1990, it returned
$6.15 for every dollar spent on its corporate fitness
program. This was the sixth year of its fitness program
with annual returns ranging from $1.24 to $8.33. "This is
Corporate Wellness - and it's Bottom Line Impact, Wellness
Councils of America, 1991 ."
Kennecott Copper Company showed that over four years, for
every dollar invested in its corporate fitness program, the
company returned $5.78. "The Cost/Effectiveness of
Corporate Wellness Programs, American Institute of
Preventive Medicine, 1991."
Johnson & Johnson averaged a 30 percent return on
investment from its Live for Life employee fitness program
over a 12 year period, 1978 - 1990. "Preventive Medicine,
Curtis Wilbur, et al. , January, 1990."
F. Analysis
As can be concluded from the preceding health statistics and cost-
benefit studies, there is a direct and substantial relationship
between lifestyle risks and health care costs. These health risks
are not only costly to the employee but also to the employer. If
only one Workers' Compensation heart claim was prevented or, an
employee with high risk for a heart attack is treated through
intervention by the Employee Wellness Program, then the cost
savings to the County prove to be quite substantial. As many
companies (both public and private) are beginning to realize, good
health is good business. Worksite wellness programs offer cost
avoidance and are proven to lower costs in the long run by
keeping employees healthy.
8.
III. ACTIVITIES THE EMPLOYEE WELLNESS PROGRAM HAS IMPLEMENTED
Over the course of the past seven years, the Contra Costa County
Employee Wellness Program has implemented a variety of health and
wellness activities for the employees of Contra Costa County. These
programs have covered all areas of health and wellness including
exercise, nutrition education and weight management, smoking cessation,
stress reduction, parenting and child care issues, cardiovascular disease
education, cancer awareness, etc.
To ensure the most cost-effective programs, the Employee Wellness
Program has utilized the resources of many of the local non-profit
agencies such as the American Cancer Society, American Heart
Association, Child Care Council, as well as resources available within the
County (i.e. the County Health Services Department, Employee
Assistance Program and the County Health Plans) .
For each wellness activity implemented, we strive to increase employees'
awareness on health issues and educate them on making healthier lifestyle
choices while attempting to make the program fun as well. Each program
is also evaluated for effectiveness and its success according to
participation levels.
A. Exercise
o Exercise Challenges
What started out as organized lunchtime walks in May of
1986, evolved into a series of walking, stair climbing,
bicycling, running and swimming challenges conducted 3 - 4
times per year. These exercise challenges allow County
employees to challenge themselves to reach a fitness goal at
their own pace. These challenges also enable a greater
number of employees to participate since the criteria
encompasses all exercise performed before or after work, at
home, or at lunchtime instead of participating in Wellness
Program sponsored exercise programs. Each participant
who reaches their fitness goal and completes. one of our
challenges is rewarded with an incentive prize and a
certificate of recognition. Examples of exercise challenges
include: Winter Walking Challenge, Climb Mt. Diablo
Contest, Battle of the Winter Blahs, The Great American
Poker Walk and Fitness Jeopardy.
♦ Aerobic Exercise Classes
The Employee Wellness Program initiated the County Aerobic
Exercise Program in 1987. Low-impact aerobic classes were
originally conducted at County worksite locations in Martinez,
Concord, Antioch and Richmond. Due to the shifting of
employees out of Concord to offices off Highway 4 in
Martinez, the Concord class was cancelled and added to the
Martinez class schedule. The Richmond class suffered from
lack of adequate worksite space and was also cancelled.
Currently, the Wellness Program conducts low-impact classes
9.
at the Social Service Building in Antioch and, conducts
low-impact aerobics, STEP aerobics and stretch and tone
classes at the County's health and wellness facility, the
Contra Costa Club in Martinez.
e The County Health and Wellness Facility - The Contra Costa
Club
In July 1990, the Employee Wellness Program opened the
County's own health and wellness facility, the Contra Costa
Club. The 5,300 square foot facility is located in downtown
Martinez and offers a variety of cardiovascular and weight
training equipment, aerobic exercise classes, wellness
activities and health screenings and locker and shower
facilities.
The Contra Costa Club is available for a monthly fee to all
County employees (permanent, temporary, contract) , their
spouses and dependents and County retirees and their
spouses. Limited membership are also available to the local
residents, businesses and government agencies such as the
City of Martinez and the Community College District.
Current membership is at 500.
B . Health Education Seminars, Classes and Specialized Educational
Programs
o Brown Bag Lunch Seminars
The Wellness Program has conducted a variety of Brown Bag
Lunch Seminars presented by health professionals from the
following agencies; American Heart Association, American
Cancer Society, Family Stress Center, Child Care Council,
Kaiser Permanente, Blue Cross, physicians from the County
Hospital and the Contra Costa County Employee Assistance
Program.
Each seminar is presented at convenient worksite locations
(Concord, Antioch, Richmond and two locations in Martinez)
during the lunch hour. Health topics covered in our Brown
Bag Seminars have included: Smoking Cessation, Financial
Wellness, Stress Management, Medical Self-Care, Taking
Control of Cancer, Latch Key Children, Single Parents --
Going it Alone, Oh, My Aching Back! , The Cholesterol
Question, Exercise -- How to Get Started, Healthy Grocery
Shopping, Weight Management, Effective Communication and
Cold Self-Care.
o Weight Watchers At Work Program
r
The Wellness Program has presented numerous Weight
Watchers At Work Programs at several County worksite
locations conducted during the lunch hour. Well over 6,000
accumulative pounds have been lost by employees
participating in the Weight Watchers At Work Programs.
10.
® Cancer Awareness Month Activities
Each year, the American Cancer Society celebrates Cancer
Awareness Month in April. The Wellness Program has
worked closely with the Contra Costa County Chapter of the
American Cancer Society to help them advertise their special
programs and activities. County employees have
participated in the following Cancer Awareness Activities:
The Mammography Project, Colorectal Cancer Project, Mother
Was Right -- Eating Well Campaign.
s United Way's Adolescent, Substance Abuse and Violence - A
Worksite Workshop for Parents
The Wellness Program has conducted this four part series in
conjunction with the United Way on four separate occasions.
Each series was conducted at five worksite locations and was
presented by a variety of experts from local crisis
intervention and substance abuse programs. These
seminars were aimed at providing working parents with the
information and tools to assist them communicate effectively
with their adolescent children and have a better
understanding of the problems they both face.
♦ Distribution of "Raising Parents", a book by Phil Batchelor
The Wellness Program assisted with the advertisement and
distribution of "Raising Parents" to the County employees
through their Department Heads. As set forth in the Board
Order approved by the Board of Supervisors on February
17, 1989, funds from the Wellness Program budget were made
available to assist in the costs of providing County employees
with copies of the book.
s Distribution of Health Education Materials
The Employee Wellness Program also acts as a distribution
center of health and wellness educational materials for
County employees. We have an extensive inventory of
pamphlets`, videos, books, leaflets and posters on all areas of
health. We disperse this information to County employees
on special health observances, i.e. , High Blood Pressure
Month, Heart Month, National Nutrition Month, or by special
requests from County Departments and/or by employees.
C. Wellness Newsletters
In May of 1986, the Employee Wellness Program published the first
issue of of the bi-monthly "Hotline on Health" newsletter. This
newsletter was distributed bi-monthly to all County employees
11.
1
through payroll. The "Hotline on Health" newsletters provided
information on current and upcoming wellness activities, high-
lighted employees who have obtained special health goals, articles
on- health and wellness and results of Wellness Program activities.
In order to cut costs, we opted to discontinue the bi-monthly
newsletter produced outside of the County to an in-house quarterly
newsletter that coincides with the seasons (i.e. , Winter, Spring,
Summer and Fall quarterly newsletters) .
D. Health Screenings and Testings
Providing periodic health screenings and testings for blood
pressure, cholesterol and body composition to County employees
have proven to be an extremely effective way to convince
employees to change their bad habits to healthier ones. Many
employees had no idea what their health status was until being
tested through our screenings. Nothing motivates immediate
lifestyle changes than being screened and finding out your blood
pressure is dangerously high, your cholesterol levels are at a level
which compromises your cardiovascular health or your percentage
of body fat is above normal for your age and sex.
E Special Events
s Great American Smokeout
Every November, the American Cancer Society celebrates the
Great American Smokeout, the one day out of the year when
all smokers are encouraged to quit smoking for the day and
hopefully for life. Since 1986, the Employee Wellness
Program has highlighted this event by sponsoring extensive
programs and activities throughout the County workforce.
We have conducted Adopt-A-Smoker campaigns, honored
employees who have quit smoking, had volunteer Smokeout
Coordinators in each County department assist with the
promotion and distribution of Smokeout materials, conducted
challenges between County departments and awarded
departments with the greatest percentage of smokers who
participated in the Great American Smokeout and conducted
the "Cold Turkey Trot" Fun Runs and Fun Walks.
The first annual "Cold Turkey Trot" Fun Run and Walk was
held at the Martinez Regional Shoreline Park in November
1986 with 100 participants. At last year's "Cold Turkey
Trot" we had over 1,000 participants and have also included
"Cold Turkey Trot" Fun Walks at worksite locations in
Antioch and Richmond since 1988.
12.
o County Blood Drives
In 1986, the Employee Wellness Program took over the
responsibility of conducting the County Blood Drives from
the Employee Benefits Division. County Blood Drives are
held four times per year at the McBrien Administration
Building in downtown Martinez. The Employee Wellness
Program is also responsible . for the County Blood Donor
Group and release credits for units of blood to County
employees who request them for themselves or family members
for medical treatment.
F. Advisory Groups
e Employee Wellness Program Steering Committee
In the critical first three years . of the. Employee Wellness
Program, a Steering Committee, comprised of 20
representatives from various County departments and job
classes, assisted the Wellness Coordinator with program
planning and implementation. In addition, the Steering
Committee members provided input on marketing strategies,
specific needs and interests of the County employees in their
departments, disseminating information and acting as a
communication link between the employees and the Wellness
Program.
o Contra Costa Club Advisory Committee
To ensure the success of the Contra Costa Club, an
Advisory Committee comprised of Club members from various
County departments and job classes was created. The
purpose of this Advisory Committee was to provide a forum
for discussion., brainstorming and input on the development
and implementation of the Club activities.
13.
IV. CURRENT AND UPCOMING PROGRAMS
A. County Employee Health Fair
The Employee Wellness Program is sponsoring a Health Fair for
County employees on Wednesday, September 29, 1993 from 11:00
a.m. - 2:00 p.m. at the Martinez Regional Shoreline Park. This
Health Fair is slated to become an annual event and will act as a
kickoff for a series of Wellness Program activities and events.
Presenters at the Health ' Fair will be comprised of County
departments and specialized programs within the County (such as
the Sheriff's Department, the Fire Department, Employee Assistance
Program, Career Development Program, Prevention Program) ,
County health and dental plans, outside participants from the local
business community and non-profit agencies. Health Fair
providers will present information on such topics as vision care,
nutrition education, weight management, massage therapy, carpal
tunnel care and elder and child care.
B. Labor/Management Healthy Lifestyle Committee
During the Health Care coalition negotiations concluding in January
of 1992, an agreement was reached to establish a joint
Labor/Management Healthy Lifestyle Committee to formulate a
County response to the smoker/non-smoker issue and counter
balance the intent to establish lower health plan contribution rates
for non-smokers. The purpose of this committee was to recommend
a proactive model program which .includes incentives for developing
and maintaining a healthy lifestyle.
A final report summarizing the recommendations of the Healthy
Lifestyle Committee is completed and will be presented to the
Internal Operations Committee and the Board of Supervisors in the
near future. Upon Board approval, the smoking cessation
activities and programs recommended by the Committee will be
implemented by the Employee Wellness Program in November 1993 to
coincide with the Great American Smokeout.
C. Great American Smokeout
The 17th anniversary of the Great American Smokeout will be held
on Thursday, November 18, 1993. The Wellness Program has
tentatively scheduled the 8th annual "Cold Turkey Trot" Fun Run
and Fun Walks for the following days: Tuesday, November 16 at
the Social Service Building in Antioch, Wednesday, November 17 at
the Bay Municipal Court in Richmond and Thursday, November 18
at the Martinez Regional Shoreline Park in Martinez. The
Employee Wellness Program will also host a series of events and
special activities throughout the week of the Great American
Smokeout.
14.
4 '
D. Contra Costa County Food and Nutrition Policy Consortium
The Employee Wellness Program has taken an active role in
assisting the Contra Costa County Food and Nutrition Policy
Consortium advertise and promote the recently Board adopted
Contra Costa County Food Policy. A recent article outlining the
Food Policy Guidelines was included in the Spring Wellness
newsletter and Food Policy posters developed by the Wellness
Program will be distributed to all County departments in the near
future to post in prominent worksite locations.
E. New Series of Brown Bag Seminars
Beginning in January, 1994, the Employee Wellness Program will
implement a new series of Brown Bag Seminars to be conducted at
various worksite locations.
V. CONCLUSION
As indicated in this report, the Contra Costa .County Employee Wellness
Program has been providing a variety of health and wellness activities
for the County employees since 1986.. Although a formal cost-benefit
analysis of the County's Employee Wellness Program have not been
conducted, this report provides substantial evidence from other
companies that worksite wellness programs provide cost savings to the
employer through direct economic benefits - lower health care costs,
decreased sick leave and absenteeism, lower Workers' Compensation
claims, and positive returns on their investment - and more importantly,
through indirect benefits - healthier, more productive employees,
increased morale and self-esteem, and improved employer image.
A wellness programs' main emphasis is on prevention and helping
-employees take control of their own health. By providing the Wellness
Program to the County employees, the County is demonstrating its
commitment to their employees and concern for their health and
well-being. The County's most important asset is its employees.
Ongoing Wellness Program activities also assist the County workforce
reduce stress at a time of downsizing with staff reduction and layoffs.
The best way to sum up the effectiveness of the County's Employee
Wellness Program would be from the following statement recently received
from an employee who participated in the latest exercise challenge.
"Thank you for this fun activity. I really enjoyed it. I
have begun a new lifestyle that includes healthy eating
and lots, of exercise. Since I started this January, I
have lost 108 pounds. Playing "Fitness Jeopardy" really
helped keep me motivated. Thanks again."
15.
s Personnel Department
Contra
Administration Bldg.
Costa 651 Pine Street
County Martioez, California 94553-1292
DATE: April 24, 1985
TO: qtr. Philip J. Batchelor, County Administrator
FROM: Harry D. Cisterman , Director of Personnel
SUBJECT: HEALTH PROMOTION (WELLNESS) PROGRAMS
INTRODUCTION
The Board of Supervisors has made several referrals to the Office of the County
Administrator concerning various aspects of employee fitness programs , exercise
facilities and smoking cessation .program.
In' response to these inquires and from the recognition that health promotion is
the most effective method to contain increasing health care costs., a joint . com-
mittee representing Health Services and the Personnel Department has been
exploring the feasibility of a Wellness Program for County employees .
In reviewing a prior study done by the Health Department in 1983, as well as
current literature and existing programs , the group has concluded that our
approach should differ from standard corporate programs which rely heavily on
outside consultants and vendors . This is because the County has a wealth of
resources , particularly in the Health Department, which could be drawn upon to
provide a variety of the needed services. In addit.ion, there already exists a
number of links with community agencies such as Heart Association, Hypertension
Council , Lung Association, Cancer Society and the Red Cross which would be
extremely valuable in developing a health promotion program.
WHY WELLNESS AT THE WORKPLACE?
Employers are beginning to recognize that sponsoring group insurance plans is no
longer a sufficient response to employee health care needs, not only because of
the spiraling increase in health care costs, but from an understanding of the
role an individual ' s lifestyle plays in overall health.
This understanding results, in a shift from a passive to an active role in health
care delivery and a shift from support of expensive treatment oriented health
care toward promotion of prevention oriented programs_
The worksite is also an ideal setting for screening and promotion activities ,
and can encourage participation from peer support as well as provide oppor-
tunities for positive reinforcement .
BENEFITS OF A WELLNESS PROGRAM
The long term benefit of a health promotion program is to improve the health
status of individuals whose use of health care services makes up the health care
bill and is founded on two basic premises :
-prevention when possible is preferable to curing
-the expense of training people to stay healthy is generally less costly
than treating illness
Traditionally, health improvement programs have seen positive results in a
number of areas :
-reduced absenteeism
'greater productivity
-enhanced morale
- improved recruitment and retention
' impact on health, accident , disabiltiy and workers ' compensation benefit
plan costs
AN APPROACH FOR CONTRA COSTA COUNTY
The foundation of this program will be to identify and develoo cost effective
resources both within county government and the community to assist in health
promotion efforts directed at the county work-force.
The key element to this approach requires a full-time person to coordinate the
efforts of the resources identified to provide needed services .
This program will be designed to help individuals make informed choices , and
facilitate behavior changes while participants retain control over their
lifestyles by making their own choices.
A comprehensive supervised approach is recommended in an effort to reduce the
exposure to liability for injures to employees involved in health promotion
activities .
In a related area the Personnel Director will present a policy for smoking in
the workplace during this year' s labor negotiations .
WELLNESS PROGRAM COMPONENTS
The recommended program will be comprised of four major elements described
below:
Orientation - This explanation phase will outline all the various services
available and also be used to motivate participation .
Screening - This will be designed to both identify potential medical
problems as well as provide a minimal clearance before a
employee begins an exercise program.
Promotion - These comprise the organized activities designed to promote
health habit changes .
Evaluation - This component is on-going throughout the program to measure
results and identify the most effective and needed programs.
The following are examples of activities anticipated to be a part of a developed
health promotion effort:
Screening Activities f Promotion Activities
hypertension physical fitness
blood chemistry nutrition
cancer screening weight reduction
health risk assessment profiles smoking cessation
hearing tests low back care
urinalysis stress management
glaucoma tests substance abuse
self-testing for medical conditions medical self-care
wiser use of health care
accident prevention
COST TO IMPLEMENT
Funding for this program has been included in the budget for the Workers '
Compensation Program as a charge against loss prevention services . The thrust
of the program is clearly designed to. prevent and reduce accidents and illness
to county employees , and programs of this type have been found to be effective
in impacting workers ' compensation costs .
Based on the current employee population in county sponsored health plans (which
averages 5,000 employees ) , a maximum expenditure of SI .50 per month per employee
would generate 590,000.00 which would be an ideal funding level for the first
year of a health promotion program. This amount compares favorably with the
average 565.00 current spent on a single county employee for health care pre-
miums, as a relatively minimal cost for prevention .
The major fundingcommitment is the establishment of a full-time position for a
health promotion specialist and clerical support, which would cost an estimated
555,000.00.
The remainder of the $35,000.00 in the target budget would be used for the
following identified areas :
administrative support
printing - newsletters and brochures
contracts for trainers
lab test fees
promotion incentive items
computer costs
An additional cost factor will involve the use of staff release time and
flexible staffing to permit participation in various aspects of the program at
convenient times and locations .
3 -
PROGRAM ADMINISTRATION
Overall responsibility for the program will reside with the Personnel
Department, in the Benefits Division where the Workers ' Compensation Program is
managed. Essentially this office will contract with the Health Services
Department where the health promotion specialist will be housed. This will per-
mit the specialist access to community resources available from the Prevention
Section within Health. Services while being dedicated to serving the needs of
county employees .
MEASURING SUCCESS
Evaluating the benefits of health promotion is difficult to perform because:
a) it is hard to assign monetary values to health outcomes
b) there is a certain unreliability in attributing specific benefits to
specific programs .
In addition, since the primary goals of a health promotion program are linked to
morale and improving the quality of lifestyles for employees, objective
measurable results will be difficult to quantify.
Generally, this type of effort can be monitored from two perspectives :
Outcome Measures : reflect the success of a program (i .e. number of employees
who quit smoking) but are difficult to quantify in dollar
savings .
Cost Benefit
Measures: measure success in dollars but are difficult to assign to
specific programs (i .e. if health care costs are reduced,
the specific reasons may be hard to identify) .
RECOMMENDATION
Based on the health promotion program outlined in this report, the Personnel
Director should return with a detailed program budget as a part of the proposed
1985-86 fiscal year budget . In the interim staff will continue to develop com-
munity resources and investigate alternative health promotion models.
AKG: sjm
4/22/85
cc: Dr. Wendel Brunner, Health Services
_ q _
_ Attachment A _�
.BOARD OF SUPERVISORS
Phil Batchelor , .Countv_Administrator Contra
pM: Costa
7 May 8 , 1985 Count
E:,
Health Promotion (Wellness ) �Program -'
csJECT: "
ECIFIC REQUEST(S) OR RECOMMENDATION(S) & BACKGROUND AND JUSTIFICATION
_COMMENDATION
uthorize Personnel Directorto prepare a detailed program budget for
stablishment of a wellness Program for consideration as a budget item
or the 1985-1986 fiscal year .
INANCIAL IMPACT
he first year costs for establishment of a Wellness Program are
stimated at $90 , 000 based on a maximum expenditure of $1 . 50 per month
er employee . Funding for the program is proposed for inclusion in the
orkers ' Compensation Budget inasmuch as the program is designed to
•revent and reduce accidents and illness among County employees and thus
educe Workers ' Compensation costs.
ACKGROUND
'he Personnel Director has prepared a report on this subject dated
,pril 24 , .1983 ; a copy of this report is attached. Establishment Of a
'ellness Program appears to be the most orderly way to respond to
-icerns which the Board has expressed about establishment of a _chvsical
fitness program for County employees , and for intensification of
.nu -smoking efforts and related health concerns .
:ONSEOUENCE OF NEGATIVE ACTION
lithu-uL initiation of remedial efforts , ccntinuatic of he lin nroblem.-,
ibout .which the Board has expressed concern may be anticipated, together
jith a continued high rate of sick leave usaae .
r
=ONTINUED ON ATTACHMENT: YES SIGNATURE:
— RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
— APPROVE OTHER
SIGNATURE(S) V
ACTION OF BOARD ON 1`la 14 , '1985 APPROVED AS RECOMMENDED OTHER _
VOTE OF SUPERVISORS
X UNANIMOUS (ABSENT ) I HEREBY CERTIFY THAT THIS IS A TRUE
AYES: NOES: AND CORRECT COPY OF AN ACTION TAKEN
ABSENT: ABSTAIN: AND ENTERED ON THE MINUTES OF THE BOARD
OF SUPERVISORS ON THE DATE SHOWN.
County Administrator ATTESTED
Personnel Director _. Phil Batchelor, Clerk of the Poard of
Superb ors and County Administrator
�OD hEPUTY