2017 liveWELL Annual Report

2017 REPORT | Employee Well-Being Experience Healthy Employees | Healthy Culture | Organizational Success VALUE TO THE UI Health Care Cost Management

INCREASED PERFORMANCE Better Attendance and Effort at Work

POSITIVE CULTURE Improved Morale and Attitude

EMPLOYEE RETENTION

Higher Satisfaction with Working at the University of Iowa

liveWELL is a part of University Human Resources

The UI’s investment in health and well-being pays off in a number of ways. Health care cost containment is the most obvious. Focusing on our healthy faculty and staff is a good long-term strategy for us to avoid health care costs downstream; being self-funded for our health insurance, this strategy has served us well over the years. Providing faculty and staff with well-being opportunities to thrive and do their best work every day is good stewardship of our talent, and an investment in our people who make the UI a great university.

JOAN M. TROESTER, MBA, CEBS, SPHR Assistant Vice President Total Rewards, University Human Resources

UI Well-Being Culture

BY THE NUMBERS

85%

83%

agree with “My

agree with “My physical

supervisor supports

work environment

health and wellness

provides opportunities to

within my unit.”

make healthy choices.”

68%

of UI Faculty and Staff are in the “Thriving” category

LOCAL LEADERS SET THE TONE “We work around the clock to ensure optimal wellness for our patients and their families.

When our nurses set personal goals, as well as adopt healthier practices in the workplace, it helps all of us (patients and staff) reinforce the value of healthy lifestyles. To solve today’s

Per Gallup, Indicative of fewer health problems and

greatest health care challenges, we need to be

sick days, less worry and stress, more happiness

reminded that we’re all in this together.”

and interest than counterparts. Managers who are “thriving” are twice as likely to be engaged at work

Laura Corbett, Nurse Manager

and feel they have the opportunity to do what they

Neonatal Intensive Care Unit

do best every day.

Stead Family Children’s Hospital

13

Wellness Grants provided to UI departments

reaching over

600

160

faculty/staff

14

Wellness Ambassador*

Wellness Heroes*

volunteers

nominated

83

presentations to UI departments

reaching

2,900

faculty/staff

*Low cost/high impact programs make a big difference in the local culture showing 1) leadership and peer-to-peer support for health and well-being and 2) ownership for well-being programs locally increasing their relevance.

Examples of Healthy Local Culture and Activities • Well-being resources embedded into trainings and meetings • Wellness Ambassador gets messages out to team • Promote small ways to fit in good nutrition and physical activity during demanding work day such as: • Healthy snacks and meals

• Water bottle filler stations

• Refrigerators and

• Promote Building

microwaves in

Resilience @ Iowa

break rooms

resources (videos and one-on-one support)

HEALTH IMPROVEMENT • Higher Engagement at Work • Improved Performance

What Group Health Coaching participants have to say…

“Each session had a clear focus about some aspect of balancing work and home, usually with a slant of how to streamline responsibilities to better care for ourselves. It was nice to see that there were other moms—particularly other single moms—who had some of the same challenges as I do.”

Kathy Schuh, Associate Professor, UI College of Education and participant in

Juggling it All: Health Coaching for Busy Families

Well-being is a state of optimal health, happiness and purpose. Employees who

“Concentrating on one thing at a time and putting energy into not multitasking has

report high well-being in their lives are

been my most impactful action item from my participation. With a family history

more engaged at work.

of dementia, this program spoke to me and research was presented on why proper nutrition, exercise, rest, and mindfulness help preserve a healthy brain.”

Edie Pierce-Thomas, Division of Sponsored Programs, ITS and participant in

Train Your Brain

Health Improvement Programs

BY THE NUMBERS

665 Health Coach participants in 2017

PERFORMANCE 94%

agreed their ability to perform optimally increased

“My Health Coach helped me realize my potential to become the person I want to be and handle conflicts in a more civil way.”

HEALTH 92%

agreed their personal well-being has improved

”My Health Coach worked with me to identify high-protein, healthy snacks which are perfect for my on-the-go lifestyle.”

“When our nurses set personal goals, as well as adopt healthier practices in the workplace, it helps all of us.”

ENGAGEMENT 96%

agreed their satisfaction with working at UI has increased

”I will continue to use information received in my daily life to manage stress and increase personal resilience.“

2017 liveWELL Outcomes liveWELL Participants and Health Care System Usage

Healthy Employees | Healthy Culture Organizational Success

LOWER 9% Adjusted medical and drug claims cost 18% Medication/drug use

13,801

4,048

faculty/staff participating in Personal Health Assessment (PHA)

faculty/staff with Recreational Services memberships

24% Use of emergency room

HIGHER

Snapshot of UI Health Behaviors – 2017

98% 84% 75%

18% Use of office visits* Study Period 2013-2016.

Personal Health Assessment users all three years (N=2990) or none (N=1229) with continuous enrollment in UIChoice. *Suggests a focus on preventive health services

Keeping Healthy People Healthy = Supporting Talent and Productivity

1.6

Average number of behavior risks (smoking, lack of exercise, unmanaged stress, unhealthy eating, low fruit & vegetable intake, depression, risky drinking, unhealthy sleep) per person

of faculty/staff have good sleep habits

faculty/staff 70% ofexercise regularly faculty/staff have 69% ofgood nutritional habits faculty/staff get adequate 60% offruit/vegetable intake

40%

more sick leave

33 HOURS 34% higher

Median sick leave

$1,419/PERSON Cost impact of sick leave

cost

55 HOURS Median sick leave

$2,138/PERSON Cost impact of sick leave Study period 2014-2016.

N=6,229 PHA participants all three years.

Data source: University of Iowa Human Resources Low Risk exhibit 0-2 risk factors.

High Risk exhibit 4+ risk factors.

2017 Healthy Campus Awards Health Champion Designation American Diabetes Association

HIGH RISK UNHEALTHY INDIVIDUALS

ACKNOWLEDGEMENTS | Partnerships are vital to a healthy campus culture. liveWELL would like to thank the following partners who contribute to our campus success and recognition: University Human Resources,

Workplace Health Solutions Award (Bronze) American Heart Association

Recreational Services, UI Health Care, our Integrated Health

Cancer CEO Gold Standard University of Iowa Hospitals & Clinics

hr.uiowa.edu/livewell

Management Advisory Group and Wellness Ambassadors.

Photos courtesy of UI Office of Strategic Communication

75%

of faculty/staff use stress management strategies

LOW RISK HEALTHY INDIVIDUALS

The UI’s investment to keep our healthy faculty/staff healthy as they age provides value to the organization in terms of dollars saved and performance at work.

Percentage of UI faculty/ staff who fall into a healthy/ low risk profile based upon PHA responses

of faculty/staff are smoke-free