The Valley's Healthiest Employers 2012

March 16, 2012 PHOENIX BUSINESS JOURNAL HEALTHIEST EMPLOYERS 19phoenix.bizjournals.comj

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Honoring companies for their commitment

to creating healthy workplaces

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20 HEALTHIEST EMPLOYERS PHOENIX BUSINESS JOURNAL March 16, 2012phoenix.bizjournals.com

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March 16, 2012 PHOENIX BUSINESS JOURNAL HEALTHIEST EMPLOYERS 21phoenix.bizjournals.com

Don SmithPresident & CEO,SCF Arizona

Congratulations on being named one of the Healthiest Places to Work!

It’s widely recognized that healthy employees report greater job satisfaction, have lower incidence of absenteeism, achieve higher levels of productivity and make for enthusiastic ambassadors of their companies.

Today’s employers face escalating healthcare costs associated with the signifi cant increase in health risk factors, such as obesity, chronic disease and an aging work force. The impact these conditions have on a company’s insurance benefi ts and on workers’ compensation costs are generally left out of the equation.

But studies show workplace wellness programs can reduce signifi cantly the frequency and severity of claims, as well as cut absenteeism and the cost of healthcare benefi ts.

SCF Arizona implemented a wellness program for our employees, and we encourage our customers to promote health and wellness with their workforces.

SCF Arizona is proud to sponsor this event because we’re committed to helping Arizona businesses, large and small, maintain healthy and injury free workplaces.

Congratulations again to you and your employees for your well deserved recognition.

Sincerely,,

The Phoenix Business Journal’s

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paper each week.

It’s pretty nice

knowing Valley

business leaders take

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see our advertiser’s,

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UC: Mike Mall P: (602) 308-6525 E: [email protected]

Hello! As the President and General Manager for Cigna HealthCare of Arizona, I am

delighted to support the Healthiest Employers event.

This is a perfect occasion to re-inforce Cigna’s commitment to im-proving the health, well-being and security of the individuals we serve. We are proud of our strong presence in Arizona and the 3,000 Cigna em-ployees who work in our great state.

Cigna is taking bold steps to deliv-er a dramatically improved customer experience that is simple, easy and helpful – for everyone, every time. Through our work and focus, we’re shattering industry stereotypes, changing customers’ perceptions of who we are and delivering greater value – to them and the companies where they work.

The team and I look forward to talking with you about our focus on individuality, wellness, or other health care issues. Please contact your Cigna sales representative or your broker if you would like to learn more about Cigna and our proven re-sults. Go you!

Stephanie GormanPresident & General Manager,Cigna HealthCare of Arizona

EDITOR’S NOTEDear readers,

This marks the second year of the Phoenix Business Journal’s Valley’s Healthiest Employers awards program. With these awards, we recognize companies that are committed to creating healthy workplace environments through a variety of wellness program options. Benefi ts range from gym discounts, on-site fi tness classes and Weight Watchers programs to biometric screenings, smoking cessation programs and on-site nurse practitioners. The winning companies, which are profi led in this special section, had to apply for consideration. They had to fi ll out an extensive 75-question assessment, conducted by Indianapolis-based Healthiest Employers LLC, covering six key categories:• Culture and leadership commitment• Foundational components• Strategic planning• Communications and marketing• Programming and interventions• Reporting and analysis These categories and proprietary scoring and benchmarking were formed with the help of the academic, medical, wellness and business communities. Companies’ responses were given a point value ranging from 0.25 to 3 per answer. The employer index, or ranking, is generated through a proprietary formula.

Randi WeinsteinProject Editor

Employees who smoke or are overweight may face higher insurance premiums as compa-nies look for ways to cut costs

Arizona State Credit Union’s wellness plan helped it save $348,000 last year

Q&A with leaders of the fi ve healthiest employers in the small-business category

SmartPractice’s workplace wellness program offers workers a variety of resources to stay on track

Q&A with leaders of the fi ve healthiest employers in the midsize-business category

UnitedHealthcare offers workers customized wellness scorecards to track their improvement.

Q&A with leaders of the fi ve healthiest employers in the large-business category

Experts share strategies for establishing and maintaining a workplace wellness plan

Local businesspeople share their tips for staying healthy on the go

THE LISTS Healthiest Employers:

Small companies

Healthiest Employers: Midsize companies

Healthiest Employers: Large companies

CREDITSProject Editor: Randi WeinsteinCopy Editor: Kat BryantGraphic Designer: Perri CollinsPhoto Editor: Jim PoulinReporters: Angela Gonzales, Mary Shinn and David Sydiongco

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TABLE OF CONTENTS

35


BY ANGELA GONZALESPhoenix Business Journal

Some employers are stepping into the realm of charging higher premiums for smokers in an effort to get a handle on rising health

insurance premiums.Last summer, Louisville, Ky.-based

Humana Inc. took an even stronger mea-sure: It no longer hires smokers in Ari-zona, and existing employees are offered smoking cessation resources at no cost, said Dr. Charles Cox, market medical offi -cer and vice president of Humana’s West region, which includes Arizona.

“As a health benefi t enterprise, we believe personal responsibility lifestyles are critical components of solving our country’s health care cost crisis and improving workplace productivity,” he said. “We decided to start with ourselves, meaning Humana associates employed effective July 1, 2011.”

A similar pilot pro-gram that Humana implemented in Ohio in 2009 has shown positive results: 78 percent of Humana employees there who were using tobacco products are now tobacco-free, Cox said.

Arizona and Ohio are the only two states where Humana has implemented this policy to date.

“We are looking at doing it in other states,” he said, adding each state has different laws and rules that need to be taken into consideration when imple-menting such a measure.

People hired under this policy agree to abstain from tobacco use while employed at Humana, Cox said. However, the policy doesn’t have much bite.

“Noncompliance with this policy is identifi ed by self-disclosure,” he said. “If they are noncompliant, Humana em-ployees are required to actively partici-pate in tobacco programs to maintain employment.”

Humana also offers a discount to tobacco-free employees on their portion of health insurance premiums: They pay $25 less per pay period. Employees qualify for the discount by not using to-bacco for 12 months prior to enrollment, or by participating in Humana’s tobacco cessation program.

It is too soon to discern any fi nancial impact from these new policies, Cox said.

PICKING UP MOMENTUM This approach is picking up momen-

tum in business, said John Balitis, director of the Phoenix law offi ce of Fen-nemore Craig PC.

“By making their workforce healthier, employers have experienced a drop in claims and a lower experience with claims in that area,” he said. “These types of programs are becoming more popular.”

Employers in many states will fi nd these types of programs diffi cult to implement because 30 states have laws

that protect smokers, he said. Arizona is not one of them.

“Some states defi ne smokers as a pro-tected class,” Balitis said, adding he does not know whether insurance premiums are higher in those states.

“I would imagine the employers’ health-related claims are probably higher because there is a prohibition against employers discriminating against smokers in the workplace,” he said. “The claims experiences in these states would be worse than in states where you can prohibit employees from smoking.”

But this new stance is not coming with-out its share of lawsuits, he said.

An employee in Massachusetts, for example, sued his employer after he was fi red for testing positive for nicotine. The lawsuit eventually was dismissed.

It’s been a slow road toward a healthier employed population, Balitis said.

It was only 24 years ago that U.S. airlines started prohibiting smoking on long fl ights. More recently, many busi-nesses, especially hospitals, banned smoking on their campuses.

WHAT ABOUT OVERWEIGHT EMPLOYEES?

While more employers are start-ing to dabble in the area of penalizing smokers, they are not so quick to do the same to obese employees because of the Americans With Disabilities Act.

If an employee says he or she cannot lose weight because of a mental impair-ment or psychological condition, an employer might be accused of violating ADA, Balitis said.

“Hypothetically, this could cause a problem for an employer,” he said. “If all the planets align, that would be a valid discrimination charge.”

Instead, employers are looking at ways to encourage employees to adopt health-ier habits.

“If employers can make the work-force healthier, it’s proven it can increase productivity,” Balitis said.

David Lusk, a principal of Deloitte Consulting LP, said more organiza-tions are getting tougher and putting more onus on employees for health care costs.

It’s all in how an employer markets the changes, he said. An employer

can either have smokers pay a surcharge, or offer a fi nancial incentive to nonsmok-ers. Either way, smokers will pay more than nonsmokers, he said.

“The math is identical, but it’s how you’re describing it,” said Lusk, a co-author of an employee wellness strate-gies study.

“There’s really no wrong way to start,” he said. “It’s really about aligning it to your broader talent and benefi t strategy. Start slowly and build it up or evolve it. And then measure success every chance you get, because a lot of this is around getting employees engaged and thinking about the programs and owning their own health.”

Humana recently launched a wellness program offered by Discovery Holdings Ltd., an incentive-based health enhancement program designed to

change employee behavior and decrease the cost of chronic illness.

The HumanaVitality program integrates rewards with health, said Mark El-Tawil, CEO of Humana’s West region commercial market operations, which includes Arizona.

For example, employees can earn reward points for losing weight, coaching a child’s sporting team and other things that “demonstrate you’re leading a balanced life,” El-Tawil said. “Prizes can be a motivator to anybody, regardless of where they are in their life and what’s important to them.”

Mary Kyle, deputy human resources director for the city of Phoenix, said her staff had conversations about the possibility of penalizing unhealthy employees with higher premiums.

“I don’t think that’s the direction we want to take,” she said. “We want to encourage our employees to be healthier.

‘If all the planets align, that would be a valid

discrimination charge.’

John BalitisFennemore Craig PC

CONTINUED ON PAGE 23

Companies encouraging personal responsibilityEmployers grappling with charging higher premiums for smokers, overweight workers

El-Tawil

Lusk


We don’t charge a higher premium if you’re a smoker. But what we do is offer an incentive for our employees that en-gage in wellness activities.”

For example, employees who participate in a biometric screening with a health risk assessment get a $20 reduction in health insurance premiums each month. Those who don’t participate in that screening pay $20 more in health

‘We believe personal responsibility lifestyles are critical components

of solving our country’s health care cost crisis.’

Dr. Charles CoxHumana

FROM PAGE 22

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insurance premiums each month.Last year, 81 percent of the city’s em-

ployees participated in that screening, she said. The goal is to reduce the risk burden of an unhealthy population.

“That means we pay less for health insurance as an employer,” she said.

Connect with Angela Gonzales at [email protected] or on Twitter at @AngelaMGonzales.


BY DAVID SYDIONGCOPhoenix Business Journal

Promoting long-term behavioral change through individualized incentives is the focus of Arizona State Credit Union’s Wellness for Life initiative.

“We’re providing the tools to our associates to really help change their behavior for the long haul,” said Yvonne Ross, the organization’s vice president of human resources.

The program began in 2007 with a budget of $10,000 and a goal of improving the health and lifestyle of the credit union’s employees, known as “associates.”

The initiative has experienced steady growth and retention. Today, 244 employees participate in the program and the annual budget is $140,000.

“We try to focus on mind, spirit and body, not just fi tness and nutrition,” said Thea Ammon, the credit union’s senior human resources generalist.

The company offers a wide variety of health-promoting programs and activities, including on-site treadmill workstations, relaxation centers, yoga classes and occasional massages. It also

incorporates screenings for common long-term health issues, such as bone density and cholesterol.

“We have examples where we have literally saved employees’ lives from debilitating conditions in their future, which will affect their claims,” said Ammon.

However, the crux of the Wellness for Life initiative lies in the incentives pro-vided to participating employees.

Arizona State Credit Union offers a Weight Watchers program, featuring a representative who conducts weekly on-site meetings with participants. Employ-ees are incentivized to meet certain weight-loss goals within the program.

“If our associates lose a certain amount of weight and participate, they’ll be reimbursed 80 percent of their program cost,” said Kim Skornik, a human resources generalist.

This emphasis on personalized incentives also is found in the credit union’s ap-proach to employee fi tness.

“Worksite fi tness centers and workout equipment are, at times, ideas of the past,” said Ross. “We’ve been told several times by our associates, although they like to work out, they don’t like to do it in their workplace.”

Instead of robust on-site fi tness facilities, the organization encourages employ-ees to seek out gyms of their own choosing. Those who show documentation of their membership costs, as well as proof that they worked out three times a week during a 30-day period, are reimbursed 80 percent of the costs.This allows for a number of worker advantages, such as selecting a facility with

day care for employees with children, and greater fl exibility in when associates can schedule their workouts.

“That is something that allows more individuality than a corp-orate gym, in our opinion,” said Ross.

The benefi ts of Arizona State Credit Union’s individualized approach are apparent in the numbers.

In a return-on-investment analysis of the credit union’s 2010 health insurance claims, “our broker

was able to validate that we saved just over $348,000 in claims due to behavioral changes, preventive

measures and reduction in chronic conditions,” Ammon said.

The emphasis on the formation of long-lasting, health-conscious habits continues

to be a successful route for the company. “As long as our focus is to help change behavior, it’s eventually

going to change their lifestyle and lead to a healthier way

of living — not just for our company, but for their

families,” said Ross.

Wellness plan helped Ariz. State CU save $348K

Arizona State Credit Union

RANK: 1, small companiesDESCRIPTION: Financial institutionTOP LOCAL EXECUTIVE: Dave Doss,

president and CEOFOUNDED: 1951LOCAL OFFICE: PhoenixLOCAL EMPLOYEES: 244WELLNESS PLAN IMPLEMENTED: 2007WEB: www.azstcu.org

When did you decide to implement a workplace wellness plan, and how did you decide what program was best for your business? Arizona State Credit Union began the development and implementation of a workplace wellness program in 2006. This idea came from Yvonne Ross, vice presi-dent of human resources, who envisioned improving the lives, health and morale of our associates. An initial budget of $10,000 was approved by the board of directors and execu-tive team, allowing the wellness program to offi cially launch in 2007.

In order to become wellness experts, the HR team researched a variety of material. The end in mind was to build an innovative, successful program in which the results and success of associates would truly be lasting and effective. More important, the human resources team wanted to offer effective tools to help support associates in living a healthy lifestyle. Being an associate-focused organization, it was necessary to assess as-sociates’ needs. To assist with this, a survey was designed for associates utilizing the ideas and data accumulated from research. The feedback was extraordinary, and the information obtained from the survey helped to kick-start the program. With 98 percent participation in the fi rst year, the program quickly proved to be a great success.

How much has it cost you to run that well-ness program on an annual basis, and what kind of return on investment have you seen? The Wellness for Life budget has grown

exponentially over the years. With more than $100,000 set aside annually

for this program, there are even more opportunities for associates to make lasting

changes to their behavior and well-being. There has been a signifi cant return

on investment. A claims analysis of the credit union’s 2010 data determined more than $348,598 was saved in claim dollars due to the changing behaviors of associates. Claims related to poor lifestyle choices and behav-iors, such as physical inactivity, poor nutri-tion, tobacco use, and alcohol and drug abuse decreased from 13 percent to 7 percent. The cost associated with many conditions can

‘We try to focus on mind, spirit and

body, not just fi tness and nutrition.’

Thea Ammon Arizona State Credit UnionArizona State Credit Union

employee Holly Skilton practices yoga.JIM POULIN | PHOENIX BUSINESS JOURNAL

1


2012 HEALTHIEST EMPLOYERS:

Small Companies


enrolled in one of the bank’s medical plans. In conjunction with our health care consultant, as well as a team of employees, we determined plan objectives and de-sired outcomes of our wellness program, then interviewed ven-dors that we believe could help us with meeting our objec-tives. Our objective was to create a happy, healthier workforce that would have an

abundance of life tools at their disposal.

How much has it cost you to run that well-ness program on an annual basis, and what kind of return on investment have you seen? Annually the program costs between $98 and $192 per employee, depending on whether a participant elects to engage in coaching with a nurse advocate. If an employee were to buy in to the program on the open mar-ket, it would be well over $300. In 2011, we experienced fewer claim expenses than we anticipated; while it is diffi cult to draw a di-rect correlation between fewer claims and our wellness program, we continue to believe that over time, we are helping the not-as-healthy-as-they-should-be to become healthier — and those who are healthy to stay healthy.

What are some of the best employee success stories as a direct result of your workplace wellness plan? We have heard a lot of sustained weight-loss success stories. So while we are always excited to hear about weight loss, it is really exciting when we hear a story about an employee who lost weight in 2010 and has continued to keep the weight off. The other very exciting stories come from employees who learned during the biometric screenings that they had high blood pressure or high blood sugar and are now working with their primary care physician to actively man-

age their conditions.We have also seen employees

utilize the smoking cessation programs and health coaches to

make a lasting change. We always encourage our em-

ployees to complete their

McCarthy Holdings Inc.

RANK: 2, small companiesDESCRIPTION: General contracting, construc-

tion management, program management and design-build

TOP LOCAL EXECUTIVE: Bo Calbert, president, Southwest region

FOUNDED: 1864LOCAL OFFICE: TempeLOCAL EMPLOYEES: 194WELLNESS PLAN IMPLEMENTED: 2010WEB: www.mccarthy.com

When did you decide to implement a workplace wellness plan, and how did you decide what program was best for your business? In an industry where safety is always the No. 1 priority, the health and wellness of our employee-owners has always been a top priority. However, in recent years, we knew we needed to expand our formal safety program to include a total approach to health and wellness. With strong support from our company’s top executives, the McCarthy Build for Life program was launched. While the basic framework for the program was developed by the company, the key to our program is its grassroots approach. As a community-based builder, getting true buy-in from our people on the ground made the difference.

How much has it cost you to run that well-ness program on an annual basis, and what kind of return on investment have you seen? We are still in the early stages of our wellness program. The fi rst year was about introducing Build for Life to our organization, and during our second year we focused on encouraging

behavioral changes. During the fi rst two years, we had ap-proximately $100 per employee to spend on communication, biometric screenings, company-sponsored activities, etc. This is in addition to the $400/$800 per em-ployee/spouse that an employee could earn in medical plan premium reductions by participating in our incentive program. We don’t expect to see a true ROI until this year — although our hopes are that we’ve invested adequate time, resources and dollars in best-practice strate-gies that will directly impact health manage-ment for our employees.

What are some of the best employee success stories as a direct result of your workplace wellness plan? We have had early detection of cancer based on our biometric screenings and prevented a heart attack for someone who had a stent put in after a blood pressure reading. In addition, we have had one division conduct a weight-loss challenge that has been very successful. However, I think the best story is just that employees are talking about wellness. This awareness will lead to future behavioral changes, so we be-lieve we have had a great start to our program and hope to see the changes continue.

What advice do you have for other busi-nesses that are weighing the cost benefi ts of implementing a wellness program? First, I think it is critical to have realistic expecta-tions of the program. You have to understand the culture of your organization and make sure you design the program around that. Second, engage employees of all levels of fi tness and socioeconomic backgrounds to champion the program. Employees try to relate to the champion; if they are unable to relate, they may not buy into the program. Third, provide fl exibility; employees have to fi nd something that works for them. Given the diversity in the workforce, wellness cannot be a one-size-fi ts-all type of program. The design has to allow for fl exibility.

Bank of ArizonaRANK: 3, small companiesDESCRIPTION: BankTOP LOCAL EXECUTIVE: Dave Ralston, chairmanFOUNDED: 2005LOCAL OFFICE: ScottsdaleLOCAL EMPLOYEES: 91 WELLNESS PLAN IMPLEMENTED: 2010WEB: www.bankofarizona.com

When did you decide to implement a workplace wellness plan, and how did you decide what program was best for your business? It was an initiative that was discussed beginning in 2008 and was rolled out in 2010 to employees and spouses who are

screenings as recommended by medical guidelines and to share the results of their biometrics screenings with their primary care physician. We know that early interven-tion saves lives.

What advice do you have for other busi-nesses that are weighing the cost benefi ts of implementing a wellness program? We think our investment in wellness sends a strong message that we want our employees to enjoy good health now and during their retirement.

Meritage Homes Corp.RANK: 4, small companiesDESCRIPTION: National home builderTOP LOCAL EXECUTIVE: Steven Hilton, CEOFOUNDED: 1985LOCAL OFFICE: ScottsdaleLOCAL EMPLOYEES: 175WELLNESS PLAN IMPLEMENTED: 2008WEB: www.meritagehomes.com

When did you decide to implement a workplace wellness plan, and how did you decide what program was best for your business? The decision was a corporate initiative reached by the company’s senior leaders in 2007 based on the belief that it was not only the right thing to do for our em-ployees, but a long-range tool to control and reduce the escalating costs of medical care.

How much has it cost you to run that wellness program on an annual basis, and what kind of return on investment have you seen? Annual costs average $100,000. A study completed for the 2010 plan year showed ROI of 7.6-to-1.

What are some of the best employee success stories as a direct result of your workplace wellness plan? Several employ-ees have reported that, as a direct result of our encouragement to receive preventive care exams, several breast cancers were reported in the early and treatable stages; a routine colonoscopy detected a precancer-ous condition that was successfully treated; and many spouses have called to thank me for getting their husbands to the doctor for the fi rst time in years.

BO CALBERT

‘I think it is critical to

have realistic expectations.’

be improved with early detection, preventive measures and disease management. In 2009, 21 percent of claims could have been better managed; this fi gure reduced to 10 percent in 2010.

What are some of the best employee success stories as a direct result of your workplace wellness plan? There are many wellness champions as a result of this program. Numerous associates at Arizona State Credit Union have achieved weight loss exceeding 40 pounds and have sustained that loss for one year or longer. Through annual biometric screenings, unsuspected disease has been detected and associates have been diagnosed with high blood pressure, high cho-lesterol and low bone density, among other conditions. Many of these associates never knew they had a medical condition before the screening and might never have sought medical attention. As a result, a signifi cant number of associates credit the Wellness for Life program for saving their lives.

2

3

4


STEVEN HILTON

‘Start slowly with a fi rm

commitment.’

Wellness programs can return as much as

66times their cost to companies

that sponsor them.Source: “What’s the hard return on

employee wellness programs?” published in the Harvard Business Review, December 2010.

fast factFROM PAGE 24

‘Our objective was to create

a happy, healthier

workforce.’

DAVE RALSTON


I’m a three-time national rodeo

a seizure. Tests showed I had a rare

I’m back in the saddle.My answer was Mayo Clinic.

Raley Mae Radomske

mayoclinic.org/arizona or call 1-800-446-2279.

What advice do you have for other businesses that are weighing the cost benefi ts of implementing a wellness program? Start slowly with a fi rm commitment to long-term objectives. Engage employees to participate in planning and goal-setting, leverage your medical plan to produce results, re-engage senior leaders continuously, measure everything, and look at creative methods to fi nance the program.

Naumann/Hobbs Material Handling Corp. II Inc.

RANK: 5, small companiesDESCRIPTION: Material handling equipment

sales, rentals, service and supportTOP LOCAL EXECUTIVE: Bryan Armstrong,

president and CEOLOCAL OFFICE: PhoenixFOUNDED: 1949LOCAL EMPLOYEES: 250WELLNESS PLAN IMPLEMENTED: July 2010WEB: www.performancepeople.com

When did you decide to implement a workplace wellness plan, and how did you decide which program was best for your business? We implemented our new program in July 2010. We began looking at a new strategy for our health plan in fall 2009. Our traditional health insurance benefi t program included four carriers and seven types of plans, and we were facing a 24 percent premium increase in 2010. As

the second-biggest expense item on our income statement, health care costs were impacting our business on many levels. It became apparent that we needed to approach health care for our associates just like we do any other part of our business: with a long-term strategy, goals and benchmarks.

How much has it cost you to run that wellness program on an annual basis, and what kind of return on investment have you seen? Talking about the cost of running a wellness program is a little misleading, because if it is really part of an integrated and comprehensive health program, you are seeing gains, not costs: gains in productivity and lowered absentee-ism, as well as bottom-line savings on health costs. To be effective, we believe it is vital that health improvement and wellness programs be integrated into the company’s total employee benefi t program.

However, we could calculate the cost of biometric screening as $41 per employee per year, bringing our costs to about $50,000 a year. That com-pares to an annual return of $720,000 in savings, or $2,724 per employee.

Part of our return on

investment is re-vealed for our 2012 plan year. After no change in associ-ate contributions and no reduction in benefi ts for the past two years, this year we are improving benefi ts, increas-ing the health care account deposits for non-tobacco users, and not changing as-sociate contributions for a third year.

What are some of the best employee success stories as

a direct result of your workplace wellness plan? We asked how many of our associates planned to make certain changes within the next six months. The changes from the fi rst year to the second year of our program were signifi cant. We found a 23 percent increase in associates planning to take action to improve health, an 11 percent increase in those planning to lose weight, a

71 percent increase in those with a goal to lower cholesterol and a 45 percent

increase in those with a goal to lower blood pressure.

Comparing the percentage of our associates with specifi c health risks from the fi rst year to the

second year of our program also had signifi cant results, including a 46 percent reduction in associates with

high cholesterol.Our associates also have

5

become more open to talking about both their risks and their actions.

“John” had a high blood-sugar reading during our biometric screening. He didn’t believe the number, so he went to his doctor. To his surprise, his doctor confi rmed the reading and told him that if he didn’t take action, he was at risk to lose one or both legs within two years. “John” immediately began taking diabetic medication. He has lost 60 pounds so far and is determined to improve his health to the point where he will no longer need diabetic medication.

What advice do you have for other businesses that are weighing the cost benefi ts of implementing a wellness program? Wellness works when it is part of an entire long-term strategy to improve health and control health care costs. Wellness is much bigger than just eating right, stopping smoking and getting enough sleep. Employers need to run their health and wellness plans the same as they do other functions of their business.

42%42%of people

who received a massage in 2011

said they did so for relaxation

and stress reduction.Source: American Massage Therapy Association

fast fact

‘The changes from the fi rst year to the second

year of our program were

signifi cant.’

BRYAN ARMSTRONG

FROM PAGE 25

THELIST HEALTHIEST EMPLOYERS – SMALL FIRMS1

Ranking: Calculated value27

MARCH 16, 2012PHOENIX BUSINESS JOURNAL

Compiled by

DALE [email protected] | 602-308-6511

Another look...

About this list

Health challenges: Obesity

SOURCE: Healthiest Employers LLCNOTES: DND – did not disclose NA – not available1 2 to 250 employees© 2012 Phoenix Business Journal. All rights reservedREPRINTS: Scoop ReprintSource at 800-767-3263 or

www.scoopreprintsource.com.

Rank2012

Company name TelephoneAddress Web

Employment:LocalTotal

Type of business Unique aspects of program

Top local executiveYear established locally

1Arizona State Credit Union 2355 W. Pinnacle Peak Road 800-671-1098Phoenix 85027 www.azstcu.org

244348

credit union

Wellness for Life, implemented in 2007, offers quarterly campaigns, onsite services, team challenges, annual health risk assessments and biometric screenings; athletic club promotes sports

David Doss,president, CEO

1952

2McCarthy Building Cos. Inc. 80 E. Rio Salado Pkwy., Ste. 310 480-449-4700Tempe 85281 www.mccarthy.com

2001,383

commercial construction

Launched in 2010, McCarthy Build for Life focuses on four key areas: awareness, prevention, activity and lifestyle/stress; program includes rewards, webinars, health screenings, activity challenge

Robert “Bo” Calbert, president,

Southwest Region 1979

3Bank of Arizona 602-808-535716767 N. Perimeter Drive, Ste. 200 Scottsdale 85260 www.bankofarizona.com

984,500

bank

wellness program provided for all employees and healthy lifestyles are rewarded with lower medical premiums; health coaching, online tools, prevention scores are combined with group activities

Dave Ralston, CEO

2005

4Meritage Homes Corp. 17851 N. 85th St., Ste. 300 480-515-8100Scottsdale 85255 www.meritagehomes.com

175700

residential development and

construction

Wellness Program rewards employees with reduction in medical insurance premium for completion of four wellness activities, such as annual physical or educational program, per year

Steven Hilton,chairman, CEO

1985

5Naumann Hobbs Material Handling 4335 E. Wood St. 602-296-2050Phoenix 85040 www.performancepeople.com

250350

material handling products, services

company funds employee HRAs only upon completion of biometric screening/health assessment, with additional contributions for non-smokers or those who quit

Bryan Armstrong,CEO1949

6Phoenix Art Museum 1625 N. Central Ave. 602-257-1222Phoenix 85004 www.phxart.org

7474

art museum

started in 2009 with a health fair and two wellness challenges, the program now allows employees to bank “wellness days” as time off earned by participation

James Ballinger,CEO1959

7Ewing Irrigation Products Inc. 3441 E. Harbour Drive 602-437-9530Phoenix 85034 www.ewing1.com

230823

irrigation, golf and industrial

products wholesaler

wellness is promoted through internal communica-tions, online wellness center and activities offered by health provider partners; employees entries/costs for marathon are paid by employer

Doug York, CEO1994

8The Mahoney Group 1835 S. Extension Road 480-730-4920Mesa 85210 www.mahoneygroup.com

165200

independent insurance

agency

goal is to raise health awareness among employees through health education, prevention activities, self-responsibility/self-care; company offers bottled water, fruit, vegetables, and free supplements

Glendon Nelson,CEO 1915

9Stinson Morrison Hecker LLP 1850 N. Central Ave., Ste. 2100 602-279-1600Phoenix 85004 www.stinson.com

67660

law fi rm

full-time wellness coordinator, incentive options to motivate employees to make healthy choices, onsite massage therapy and allowing work time to be used for wellness activities

Michael Manning,Phoenix managing partner

1989

10Ryan LLC 602-955-179216220 N. Scottsdale Road, Ste. 650 Scottsdale 85254 www.ryan.com

34915

tax services fi rm

“myHealth” program features educational programs, team and individual challenges, wellness activities and online tools and research; free annual biometric screening for health risks

G. Brint Ryan, CEO, managing partner

DND

11Lovitt & Touché Inc. 602-956-22501050 W. Washington St., Ste. 233 Tempe 85281 www.lovitt-touche.com

95215

independent insurance agency

employee committee creates program, which emphasizes walking as ideal exercise, with the company partnering with the American Heart Association and offering the Rockin’ Wellness Tour

Charlie Touché,CEO1998

12CoBiz Financial 602-240-27752600 N. Central Ave., Ste. 2000 Phoenix 85004 www.bizbash.org/az

106520

fi nancial services provider

the company’s revamped plan offered plenty of incentives to enroll and 94% of employees did; interest free loans available for home fi tness equipment

Toby Day,market president

2001

13Goodmans Interior Structures 1400 E. Indian School Road 602-263-1110Phoenix 85014 www.goodmans.info

80145

offi ce furniture retailer NA

Adam Goodman,president

1954

14Lewis and Roca LLP 40 N. Central Ave., Ste. 1900 602-262-5311Phoenix 85004 www.lrlaw.com

233409

law fi rm

last year Phoenix offi ce employees participated in Weight Watchers programs and lost 858 pounds; the programs normally cost $120, but employees only paid $24

Ken Van Winkle Jr., managing partner

1950

15Integrate 7150 E. Camelback Road 866-478-0326Scottsdale 85251 www.integrate.com

75110

new technology advertising

wellness program is integrated within the health plan; online portal gives access to health assessment tools, healthy living programs, motivational exercise tips and articles

Hart Cunningham, co-founder

2010

16Atkins North America 480-538-152620860 N. Tatum Blvd., Ste. 300 Phoenix 85050 www.atkinsglobal.com

152,395

engineering and design

consultancy

Atkins provides incentives - employees who get fl u shots receive a $10 Starbucks gift card; the Phoenix offi ce’s participation rate has tripled since the fi rst initiative

Ed Bruner,offi ce leader

1995

17WorldatWork 14040 N. Northsight Blvd. 877-951-9191Scottsdale 85260 www.worldatwork.org

128134

nonprofi t focused on

human resources issues

programs and events are provided by benefi t providers and include annual onsite biometric health screening, onsite mammography, workshops and webinars, and Spring Fling in local park

Anne Ruddypresident

1988

18CrossFit Scottsdale 14885 N. 83rd Place, Ste. 102 480-922-3253Scottsdale 85260 crossfi tscottsdale.com

77

strength and conditioning

facility

staff and family members receive unlimited CrossFit gym membership and coaches work with them on setting and attaining goals; Bodymetrix body fat scanning system is offered

Luke Kayyem,Najia Kayyem,

owners2008

19Achen-Gardner Construction LLC 550 S. 79th St. 480-940-1300Chandler 85226 www.achen.com

150150

heavy civil general

contractor

employees and dependents are eligible for discounts at several fi tness clubs; employees are encouraged to participate in annual wellness exams and to use onsite workout facility

Dennis Troggio,president, co-owner

1989

20Mortenson Construction 3100 W. Ray Road, Ste. 101 480-839-5944Chandler 85226 www.mortenson.com

451,400

commercial construction fi rm

started in 2009, wellness program has achieved an 85% participation rate in wellness initiatives and a rewards program is being established for completion of wellness initiatives

Bob Hansen,v.p., general manager

2000

21Owens Harkey Advertising 3550 N. Central Ave., Ste. 1710 602-254-5159Phoenix 85012 www.owensharkey.com

1818

marketing, advertising,

public relations agency

company participates in charitable fi tness activities such as Step Out for Diabetes Walk and March of Dimes events, ongoing conversations about personal health initiatives are encouraged

Scott Harkey,Matthew Owens,

partners1960

22Devenney Group Ltd., Architects 201 W. Indian School Road 602-943-8950Phoenix 85013 www.devenneygroup.com

5555

architectural fi rm, specializing

in health care facilities

health and wellness program began in 2011 with 95 percent participation; program includes training and education, events, guest speakers, overall health awareness and healthy food options

Julie Barkenbush,CEO 1962

2010 state obesity ratesState Pct. obeseAlabama 32.2%Alaska 24.5%Arizona 24.3%Arkansas 30.1%California 24.0%Colorado 21.0%Connecticut 22.5%Delaware 28.0%District of Columbia 22.2%Florida 26.6%Georgia 29.6%Hawaii 22.7%Idaho 26.5%Illinois 28.2%Indiana 29.6%Iowa 28.4%Kansas 29.4%Kentucky 31.3%Louisiana 31.0%Maine 26.8%Maryland 27.1%Massachusetts 23.0%Michigan 30.9%Minnesota 24.8%Mississippi 34.0%Missouri 30.5%Montana 23.0%Nebraska 26.9%Nevada 22.4%New Hampshire 25.0%New Jersey 23.8%New Mexico 25.1%New York 23.9%North Carolina 27.8%North Dakota 27.2%Ohio 29.2%Oklahoma 30.4%Oregon 26.8%Pennsylvania 28.6%Rhode Island 25.5%South Carolina 31.5%South Dakota 27.3%Tennessee 30.8%Texas 31.0%Utah 22.5%Vermont 23.2%Virginia 26.0%Washington 25.5%West Virginia 32.5%Wisconsin 26.3%Wyoming 25.1%

Source: U.S. Centers for Disease Control and Prevention


BY DAVID SYDIONGCOPhoenix Business Journal

Addressing poor health habits before they lead to problems is the focus of Phoenix-based Smart-Practice’s approach to workplace

wellness. “We’re big on prevention,” said

Meg Mosher, vice president of human resources at the organization, which provides medical supplies and services to Valley businesses.

The improvement of employee well-being is a long-established priority at SmartPractice, which implemented its fi rst workplace wellness

program in 1992. President and CEO Dr. Curtis Hamann was looking to address inadequacies in the external health care being provided to his employees.

“I needed to create a preventive culture about getting and staying well within the context of the company,” he said.

Hamann was dissatisfi ed with the level of care being provided, seeing the general approach more as “crisis intervention” than prevention.

“It is a minority of physicians that help people stay and be well,” said Hamann.

Back then, the company’s wellness plan was relatively simple, consisting of a

biometrics test and fi tness exam fol-lowed by an optional six-month

health coaching program. However, through the

years, SmartPractice has made major

additions and improvements

to this initial approach, with the benefi ts clearly dis-played in its health care cost fi gures.

“We are way below the national aver-

ages of what we have to spend

per employee each

year. I think that’s a very powerful indica-tor of progress,” said Hamann.

Mosher said premium health care costs for each SmartPractice employee is “about $2,000 less than the national aver-age,” which is expected to surpass the $10,000 mark in 2012.

Currently, the organization budgets $60,000 a year for its workplace well-ness program. It includes a variety of amenities, including an on-site gym and wellness coach; weekly Zumba, P90X and Pilates courses; and numerous employee contests and incentives.

In September, SmartPractice added a family nurse practitioner, who is able to see employees on-site who normally would have had to take signifi cant time off from work to visit a doctor.

Another unique feature of the com-pany’s workplace wellness initiative is the on-campus vegetable garden main-tained by employees. Hamann describes this feature as “inspiring,” as it helps workers appreciate easily accessible, fresh vegetables.

Given the nature of SmartPractice’s business, Hamann sees the efforts to pro-mote employee wellness as a no-brainer.

“As a company that is focused on customers in the health industry, if we cannot practice what we model and preach internally, we are hypocrites,” he said. “We have got to be able to model the behavior we are asking our customers to accomplish. “

SmartPracticeRANK: 1, midsize companiesDESCRIPTION: Provider of health care offi ce

suppliesTOP LOCAL EXECUTIVE: Dr. Curtis Hamann,

owner and presidentFOUNDED: 1969LOCAL OPERATION: PhoenixLOCAL EMPLOYEES: 330WELLNESS PLAN IMPLEMENTED: 1992WEB: www.smartpractice.com

When did you decide to implement a workplace wellness plan, and how did you decide what program was best for your business? We started our wellness program, Shape (SmartPractice Health and Aware-ness Program for Employees), in 1992 with an annual on-site physical and a six-month coaching follow-up. With an emphasis on preventive health, we felt it was important for employees to “know their numbers.” We part-nered with the employees, our health care providers, wellness partner and community resources to support employees’ health goals.

How much has it cost you to run that wellness program on an annual basis, and what kind of return on investment have you seen? We allocate $60,000 annually to our wellness program, services and incen-tives. For 2011, the national average annual premium cost of health care per employee was $9,792. That fi gure is expected to grow to $10,475 in 2012. SmartPractice ended 2011 with a cost of $7,750 — that’s $2,000 less per employee. We feel this is a direct link to our wellness program.

What are some of the best employee success stories as a direct result of your workplace wellness plan? Dave Castaneda, an 11-year employee, credits our wellness plan for his improved health. Once he under-stood his biometric numbers, Dave chal-lenged himself to beat his previous numbers each year at our annual on-site physicals. He participated in a six-week “Eating Right” class and “Biggest Loser” contest that helped him lose over 15 pounds. He completed a six-week smoking cessation online class through Cigna and continues as a nonsmoker today. For the last three years, he has met each morning with a peer to work out in our on-site gym. Dave says he was always intimidated by gyms, but today he would feel comfortable to go to an off-site gym.

Harriet Marshall, a 20-year employee, says she has learned the importance of exer-cise and an active lifestyle through our

SmartPractice offers variety of benefi ts

1


Midsize Companies

JIM POULIN | PHOENIX BUSINESS JOURNAL

SmartPractice employee Harriet Marshall, right, leads a Zumba class for co-workers twice a week.

‘If we cannot practice what we

model and preach internally, we are

hypocrites.’Dr. Curtis Hamann

SmartPractice



Healthways Inc.RANK: 2, midsize companiesDESCRIPTION: Corporate wellness servicesTOP LOCAL EXECUTIVE: Debbie James, vice

presidentFOUNDED: 1981LOCAL OFFICE: ChandlerLOCAL EMPLOYEES: About 300WELLNESS PLAN IMPLEMENTED: 1981WEB: www.healthways.com

When did you decide to implement a workplace wellness plan, and how did you decide what program was best for your business? We have always offered various wellness benefi ts to our employees. We cre-ate tailored programs, communications and health strategies that target our employees’ specifi c needs, which we measure by offering biometric screening and health risk assess-ment surveys each year.

How much has it cost you to run that wellness program on an annual basis, and what kind of return on investment have you seen? The total cost for our “Move to Health” program is approximately $3.5 million (programs plus incentives), which works out to be approximately $1,500 per employee per year. The ROI for our programs is typically about 3-to-1.

What are some of the best employee success stories as a direct result of your workplace wellness plan? Bill R. began working with our company back in 2009. He is also an avid runner. He com-pleted his fi rst half-marathon in 2003 and has been hooked ever since. Today he stays in shape by running 18 to 20 miles each week.

Running hasn’t always been a regular part of Bill’s life, though. He used to struggle to fi nd time for exercise, just like everyone else. While visiting Healthways locations, he decided to make a commitment to run a half-marathon or better in each of the six cities he supports. He’s run in Nashville and Phoenix so far, and St. Louis is on his radar for Oct. 23.

What advice do you have for other businesses that are weighing the cost benefi ts of implementing a wellness program? With an ROI of 3-to-1, on average, how can you afford not to have a wellness program?

SCF ArizonaRANK: 3, midsize companiesDESCRIPTION: Workers’ compensation

insurance providerTOP LOCAL EXECUTIVE: Don Smith, president

and CEOFOUNDED: 1925LOCAL OFFICE: PhoenixLOCAL EMPLOYEES: 380WELLNESS PLAN IMPLEMENTED: 2004WEB: www.scfaz.com

When did you decide to implement a workplace wellness plan, and how did you decide what program was best for your business? We worked with the Wellness Council of Arizona to implement the program. The program was introduced to emphasize our employees’ health and wellness — but also because, like many companies, SCF was seeing the cost of providing employees’ health insurance skyrocket. Many of our employees were diagnosed with health issues such as diabetes, high blood pressure, hyper-tension and poor cholesterol. Of course, the medications to address these conditions also were costing SCF more annually in employee benefi ts.

How much has it cost you to run that wellness program on an annual basis, and what kind of return on investment have you seen? The cost of the program is running about $522 per employee, which includes employee wellness programs and two on-site clinics. We believe programs that focus on employees’ overall health and well-being are consistent with good corporate values; they offer signifi cant benefi ts to the business and a return on investment. Our partnership with our employees is an essential part of helping them maximize their health, wellness and productivity, which also leads to a healthier bottom line.

wellness program. Harriet attributes the annual health screenings and coaching for inspiring her to work toward improving her biometric testing numbers.

As a result of our program and her efforts, today Harriet has an excellent cholesterol count, and her blood pressure has improved dramatically. Harriet has seen many changes in our wellness program over the years, including the addition of optional fi tness testing. She believes this testing has been a signifi cant benefi t as it shows not only how well she is doing, but many of the tests compare her performance to others her age. Her goal is to have a good quality of “older life.” She leads a Zumba class twice a week at SmartPractice, and her enthusiasm has made the class very popular. .

What advice do you have for other businesses that are weighing the cost ben-efi ts of implementing a wellness program? Many companies feel the need to implement a wellness program to drive down health care costs in the short term. We feel it’s a long journey. Once you focus on the employee and their health goals, decreased health care costs will be rewarding result for all.

What are some of the best employee success stories as a direct result of your workplace wellness plan? In 2010, an SCF employee was diag-nosed with diabetes and high cholesterol. She wanted to al-leviate these issues through behavioral change and sought assistance from SCF’s on-site health coach. The employee initially was on four diabetes medications, many of them in large doses. With the health

coach’s assistance, she created a nutrition plan to change her eating habits.

Since they have been meeting, the em-ployee has lost more than 40 pounds, has removed two medications from her regimen and has cut the dosage of the other two by half. She has lowered her cholesterol level enough to keep her off medication for that condition. She is feeling much better and is extremely motivated to lose the last 10 pounds to meet her goal.

What advice do you have for other businesses that are weighing the cost benefi ts of implementing a wellness program? Don’t be afraid to start small. You don’t have to jump into wellness with a huge budget. Start with a survey and tailor your programs to your employees’ interests, then build from there. A wellness culture grows with time, with employees supporting and en-couraging each other to participate and make healthy choices. A program designed to get the highest return on investment has to have health and productivity metrics, mandated activities and be highly personalized; this is where the greatest ROI can be found.

Blue Cross Blue Shield of ArizonaRANK: 4, midsize companiesDESCRIPTION: Health insurance providerTOP LOCAL EXECUTIVE: Rich Boals, president

and CEOFOUNDED: 1939LOCAL OFFICE: PhoenixLOCAL EMPLOYEES: 1,369WELLNESS PLAN IMPLEMENTED: 2001WEB: azblue.com

When did you decide to implement a workplace wellness plan, and how did you decide what program was best for your business? The company formalized the em-ployee wellness program in 2001 to encour-age employees to live healthier lifestyles. Our

decision to invest in our employees was for both health improvement and for productivity changes. Our mission is to engage, educate and empower individual responsibility for optimal health and well-being. The program’s development was based on the foundation of helping employees lead healthier lives through awareness and behavior change. The goal is to help employees achieve the lowest health risk status possible, increase produc-tivity and provide a positive impact to health care costs.

How much has it cost you to run that wellness program on an annual basis, and what kind of return on investment have you seen? BCBS has made a signifi cant invest-ment in employee wellness over the past 10 years and continues to support work-site health efforts. Our employee wellness program is modeled after the health and productivity framework. Research has shown using this model yields a 3-to-1 return on investment. We have seen a positive shift in clinical and lifestyle indicators for employees participating in the program. There was a 34 percent positive shift in risk factor distri-bution. The programs we offer employees to incorporate healthy behaviors shows that 45 percent increased their physical activity, and the same number saw a decrease in body mass index through these programs.

What are some of the best employee success stories as a direct result of your workplace wellness plan? Nicole Buckman, an administrative coordinator for employee development, is a great example of an employee who took responsibility for her own health.

“The At Work Weight Watchers program was the fi rst program that stood out to me, because it was offered on-site and I could eat regular food on the program,” Buckman said. “And if I joined and attended all 10 sessions, I would be reimbursed by BCBSAZ. What did I have to lose?

“After three 10-week sessions on the At Work Weight Watchers program, I learned proper portions, had healthier eating habits, and knew how to lose weight; and now I can maintain my weight on my own,” she said. “I’m now closing in on 77 pounds in weight loss.”

What advice do you have for other businesses that are weighing the cost benefi ts of implementing a wellness program? It is important to design a program your employees would be eager to use. Research shows people are most likely to participate in activities such as sports programs and discounted access to gyms. Weight-loss programs, health screenings and chronic disease drug discounts are also popular, but those might not be quite right for every organization.

It’s important to note that younger

2

3

4

‘We create tailored programs...

that target our

employees’ specifi c

needs.’

DEBBIE JAMES

‘Don’t be afraid to start small.

A wellness culture

grows with time.’

DON SMITH

‘Design a program your

employees would be eager to use.’

RICH BOALS

Menbetween the agesof 18 and 44 are

70%70%less likely

to seek medical attention than their female counterparts.

Source: U.S. Department of Health & Human Services

fast fact


FROM PAGE 28


©2012 United HealthCare Services, Inc. Insurance coverage provided by or through UnitedHealthcare Insurance Company or its affi liates. Administrative services provided by United HealthCare Services, Inc. or their affi liates. Health plan coverage provided by or through a UnitedHealthcare company. UHCAZ569900-000

HAVE A CONVERSATION. GET ANSWERS. REQUEST A QUOTE. GROWHEALTHY.COM

UnitedHealthcare uses data and information to help individuals make more informed decisions that may lead to better health.

Learn how UnitedHealthcare can meet the needs of your employees and your bottom line.

Call 1.866.470.8293 or contact your broker. UnitedHealthcare is proud to support

Phoenix Business Weekly’s “Healthiest Employer Awards”.

Is now online.New Features | Searchable | Online Submissions

Enjoy the digital version of our People on the Movesponsored by Greenberg Traurig.

Visit http://www.bizjournals.com/phoenix/potm, today!

employees are more likely to take advantage of a wellness offering. Additionally, there is an income gap among people who engage in wellness programs, with participation skewing toward more affl uent individuals. To really gauge what will resonate with your employees, you can poll them.

Fennemore Craig PCRANK: 5, midsize companiesDESCRIPTION: Law fi rm TOP LOCAL EXECUTIVE: Timothy Berg,

managing partner FOUNDED: 1885 LOCAL OFFICE: PhoenixLOCAL EMPLOYEES: About 350 WELLNESS PLAN IMPLEMENTED: 2005WEB: www.fclaw.com

When did you decide to implement a workplace wellness plan, and how did you decide what program was best for your business? Beginning in 2005, we saw the need to step up efforts to educate our em-ployees about the benefi ts of healthy living and create a culture that encouraged them to improve their own well-being and qual-ity of life. The program has evolved over the past six years, with enhancements along the way. It is now a robust and integral part of our benefi ts package.

Employee feedback and health plan analytics have been key to determining the focus of our efforts. These are now centered on four main areas: exercise/fi tness, healthy eating/nutrition, stress management, and fi nancial well-being.

How much has it cost you to run that wellness program on an annual basis, and what kind of return on investment have you seen? As the program has expanded, costs have increased. A partnership with our medical plan provider has helped subsidize a portion of the expenses. The total cost of the program in 2011 was a little over $12,000.

The return on investment is evolving and

refl ected primarily in increased employee morale, adherence to recommended screenings, and medication compli-ance for chronic con-ditions. We expect that additional quan-tifi able measures also will increase in coming years.

What are some of the best employee success stories as a direct result of your

workplace wellness plan? We’ve seen em-ployees becoming more active through our walking contests and eating more healthy with fresh fruit delivery and on-site cooking classes. The recent “Biggest Loser” competi-tion resulted in nearly 50 employees losing a total of 340 pounds. Employees are placing greater emphasis on their own well-being and self-care.

One particularly touching moment was learning that one of our female employees who took advantage of our on-site mam-mography services last fall found out that she had a cancerous tumor. She directly attributes the detection of the cancer — and her optimism for successful treatment — to the fi rm’s wellness program.

What advice do you have for other busi-nesses that are weighing the cost benefi ts of implementing a wellness program? First, it’s important to recognize that wellness is not only a fi scal issue, although that is clearly important. It is also the right thing to do in terms of overall social responsibility. As in many other areas, employers should be willing to take initiative and lead by example. Second, it is necessary to understand your particular group and learn what works with them. Surveys, health plan analytics and participation statistics are helpful. Nearly as useful is studying your demographics and considering what makes them tick.

34%34%of Americans

age 20 and older are overweight.

Source: National Health and Nutrition Examination Survey,

U.S. Centers for Disease Control

fast fact

5

‘Wellness is not only a

fi scal issue. It is also the right

thing to do.’ TIMOTHY BERG

FROM PAGE 29

THELIST HEALTHIEST EMPLOYERS – MIDSIZE FIRMS1



Compiled by


Another look...

About this list

Health challenges: Diabetes

SOURCE: Healthiest Employers LLCNOTES: DND – did not disclose NA – not available1 251 to 1,499 employees© 2012 Phoenix Business Journal. All rights reservedREPRINTS: Scoop ReprintSource at 800-767-3263 or

www.scoopreprintsource.com.

Rank2012





1SmartPractice 3400 E. McDowell Road 602-225-0595Phoenix 85009 www.smartpractice.com

330525

provider of products and services for health care practices

company sponsors a series of challenges for individuals and teams, has partnered with corporate wellness company Kronos to conduct annual health screenings and provide coaching

Curtis Hamann M.D.,CEO1969

2Healthways Inc. 800-295-49931445. S. Spectrum Blvd., Ste. 100 Chandler 85286 www.healthways.com

4002,600

wellness, health care consulting

company focuses on “well-being improvement,” and when it can’t directly provide a service, it partners with other organizations such as a gym or nutritionist

Debbie James,v.p., general mgr.

1999

3SCF Arizona 3030 N. Third St. 602-631-2300Phoenix 85012 www.scfaz.com

450480

workman’s comp insuranceprovider

in consultation with the Arizona Wellness Council, program began in 2005 with healthier food in the cafeteria and employee exercise classes that are now often full

Don Smith,CEO1925

4Blue Cross Blue Shield of Arizona 8220 N. 23rd Ave. 602-864-4400Phoenix 85021 www.azblue.com

1,3831,383

health insurance company

programs feature rewards and goals: health-orient-ed activities generate rewards points, Performance Plus Wellness goal links an annual health assessment, behavioral changes to March payday boost

Richard Boals,president, CEO

1939

5Fennemore Craig PC 602-916-50003003 N. Central Ave., Ste. 2600 Phoenix 85012 www.fennemorecraig.com

340400

law fi rm

program builds wellness into daily activities with at least three wellness-related activities each week, with team and individual competitions focusing on fi tness and healthy living

Timothy Berg,managing partner

1885

6Rio Salado College 2323 W. 14th St. 480-517-8000Tempe 85281 www.riosalado.edu

510510

community college

program’s purpose is to provide programming, activities, classes, resources and growth opportunities for employees, especially as the district moves towards smoke-free, tobacco-free policy

Chris Bustamante, president

1978

7TriWest Healthcare Alliance 16010 N. 28th Ave. 888-874-9378Phoenix 85053 www.triwest.com

9351,725

health care provider for

military families in western U.S.

subsidized healthy lunch options, reimbursed fi tness fees, offers tobacco cessation education and coaching, interactive fi tness and nutrition programs, onsite Weight Watchers and onsite organic produce delivery

David McIntyre Jr., president, CEO

1996

8Midwestern University 19555 N. 59th Ave. 623-572-3200Glendale 85308 www.midwestern.edu

5701,040

graduate-level health care

sciences university

on-campus workout facility free for faculty, staff and dependents; online pedometer allows employees to earn “health miles” which turn into extra dollars for being active

Kathleen Goeppinger, president, CEO

1996

9American Traffi c Solutions 7681 E. Gray Road 480-443-7000Scottsdale 85260 www.atsol.com

500700

equipment provider for traffi c speed

enforcement, toll collection

beginning in 2011, company offered onsite screenings, health coaching, promotional materials, free mammograms, onsite fi tness classes, discounted fresh fruit sales on Thursdays, free fl u shots

James Tuton,CEO1992

10Kitchell Corp. 1707 E. Highland Ave. 602-264-4411Phoenix 85016 www.kitchell.com

404580

construction, real estate

management fi rm

launched in 2009, program now includes annual risk assessments, biometric screenings, health fair, fresh fruit basket deliveries to all offi ce locations and job sites every week

James Swanson,CEO1950

11Scottsdale Insurance Co. 8877 N. Gainey Center Drive 480-365-4000Scottsdale 85258 www.scottsdaleins.com

1,4001,400

insuranceprovider

a yearly health assessment that associates complete has shown the company areas of health to be targeted, and the aggregate information is shared with employees

Mike Miller,president

1982

12Redfl ex Traffi c Systems Inc. 23751 N. 23rd Ave. 623-207-2000Phoenix 85085 www.redfl ex.com

386386

road safety/speed

enforcement camera

equipment provider

walking path at Redfl ex headquarters snakes between departments, up a fl ight of stairs, and then around the building; walking is the corner-stone of new wellness program

Karen Finley,CEO 1999

13Medicis Pharmaceutical Corp. 7720 N. Dobson Road 602-808-8800Scottsdale 85256 www.medicis.com

425643

independent specialty

pharmaceutical company

employee feedback regarding the fi tness center expansion, fi nancial seminar and philanthropic events, and company-sponsored yoga and pilates classes — four times weekly — has been positive

Jonah Shacknai,chairman, CEO

1995

14Take Charge America 20620 N. 19th Ave. 623-266-6371Phoenix 85027 www.takechargeamerica.com

317337

nonprofi t fi nancial

education, credit and housing counseling

$20 monthly discount on healthcare premium for employees who complete a health risk assessment by a medical provider and an 8-week health module of their choice

John Fisher,CEO1987

15Southwest Human Development 2850 N. 24th St., 602-266-5976Phoenix 85008 www.swhd.org

693724

nonprofi t provider of early

childhood education and

support services

rewards program offers points for participating in health education, exercising, eating healthier, completing wellness screenings, etc.; points may be exchanged for movie tickets and other prizes

Ginger Ward,CEO 1981



BY MARY SHINN Phoenix Business Journal

UnitedHealthcare of Arizona re-invented its workplace wellness program through insurance dis-counts and achieved a 76 percent

participation rate in three years. The comprehensive program gives

employees fi nancial rewards based on customized wellness scorecards to track each person’s improvement, said spokes-man Will Shanley.

For the fi rst two years, employees received points for participating in well-ness assessments and taking preventive health measures, said Cheyenne Au-tumn, director of health and wellness strategies at UnitedHealthcare.

For the fi rst year, participation was worth up to $450 in the form of a health insurance premium discount or a deposit into a personal health sav-ings account.

As the program grew in popular-ity, the company decided to offer up to $600 in discounts for employees and their spouses, for a possible total of $1,200 in savings per household.

The dollar

amount of the discount received de-pends on the steps the employee takes to reduce health risks.

The scorecards track indicators of wellness, including body mass index, blood pressure and cholesterol. The program is voluntary, and accommodations were made for people unable to complete certain tasks.

As a result of the program, the company saw many more employees across the nation taking steps to protect spe-cifi c aspects of their health.

For example, the number of diabetic employees who got a test that measures how their treatment plan is working increased from 53 percent in 2009 to 80 percent in 2011.

Also during that period, the number of employees

receiving annual physicals jumped from 39 percent to 73 percent.

To foster change, United-Healthcare offers outlets of support for employees with spe-cifi c needs. It offers smoking cessation and stress manage-ment programs and is partner-ing with Weight Watchers for a weight-loss program.

To raise awareness about stress, the company uses

Biodots, tiny skin thermometers that stick to a person’s hand and function like mood rings. If an employee’s dot turns black, it alerts that person to assess and reduce his or her stress level.

For other companies interested in implementing comprehen-sive wellness programs, Au-tumn said the best strategy is to have senior leadership support and develop a long-term plan.

She works with other employers to implement such plans, and she noted that if financial incentives are less than $125, the company is un-likely to achieve more than 50 percent participation.

Regardless of the incentive level, Autumn said reach-ing full participation can be difficult because some people simply

don’t want to change. “I’ve had people tell me: ‘I

don’t want to know how un-healthy I am,’” she said.

Autumn said some people don’t participate because they worry their privacy will be invaded by the track-ing program information, although the data in such wellness programs is kept confidential.

UnitedHealthcare of Arizona

RANK: 1, large companiesDESCRIPTION: Provider of health benefi t

programs TOP LOCAL EXECUTIVE: Jeri Jones, president and

CEOFOUNDED: 1972LOCAL OFFICE: PhoenixLOCAL EMPLOYEES: 2,650WELLNESS PLAN IMPLEMENTED: 2000WEB: www.uhc.com

When did you decide to implement a workplace wellness plan, and how did you decide what program was best for your business? UnitedHealthcare has been of-fering worksite wellness programs to its own workforce, as well as employers in Arizona and nationwide, for nearly a decade. We have helped pioneer some of the key advances in worksite wellness, including the use of on-site and at-home biometric screenings, fi nancial incentives to encourage participation, and innovative coaching programs that help our employees live healthier lives.

Our programs have evolved over time, becoming more customized and effective. UnitedHealthcare’s current program, called Personal Rewards, provides employees with scorecards featuring customized informa-tion, fi nancial incentives, and ongoing sup-port to drive behavior change and encourage specifi c health actions.

How much has it cost you to run that wellness program on an annual basis, and what kind of return on investment have you seen? It is diffi cult to estimate the exact cost of UnitedHealthcare’s wellness program, as the costs are spread over the entire organiza-tion. In regard to return on investment, we have demonstrated a positive return as early as the second year of the program.

What are some of the best employee success stories as a direct result of your workplace wellness plan? When United-

Healthcare conducted our wellness program, one

employee decided “why not,” since he would be

saving money on his premiums.

His primary care physician ran tests and was still getting ambiguous results, so the physician suggested the employee see a cardiologist. The

UnitedHealthcare rewards worker participation

JIM POULIN | PHOENIX BUSINESS JOURNAL

UnitedHealthcare employees Jared Moen, left, and Michael Saavedra enjoy working out at the Gold’s Gym in the CityScape complex in downtown Phoenix. They are among the many participants in the company’s Personal Rewards wellness program.


Large Companies

‘Encourage workers to participate in wellness programs by offering incentives.’

Jeri Jones UnitedHealthcare

1



Cigna HealthCare of ArizonaRANK: 2, large companiesDESCRIPTION: Health insurance providerTOP LOCAL EXECUTIVE: Stephanie Gorman,

president and general managerFOUNDED: 1972LOCAL OFFICE: Phoenix LOCAL EMPLOYEES: 2,760WELLNESS PLAN IMPLEMENTED: 2006WEB: www.cigna.com

When did you decide to implement a workplace wellness plan, and how did you decide what program was best for your business? Cigna has had health and well-ness programs available for more than 30 years, but created a more robust enterprise health and wellness strategy in 2006. Our initial goals were to raise awareness about risk factors, the importance of preventive care, completing a health risk assessment, and taking steps to live a healthy life through physical activity, healthy eating, work-life balance and other areas. Our strategy has evolved over time to target top drivers of poor health, offering incentives for healthy behaviors, reaching beyond our employees to include their children and family. We have also expanded programs on-site, telephoni-cally and virtually.

What are some of the best employee success stories as a direct result of your workplace wellness plan? We’ve had great local success through the annual enter-prisewide Shape Up Cigna Healthy Life Team

Challenge, which launched in 2010. Through the pro-gram, Cigna encour-ages its employees and their families around the globe to develop healthy habits. Employees take the challenge by teaming up with their families and co-workers to run, walk, bike and hike togeth-er. Teams track their total weight loss and the total number of minutes they engage in healthy physi-cal activity. In 2011, more than 75 teams of Arizona employees and their families rose to the challenge, with a total of 714 pounds of weight loss and 901,357 minutes of activity.

What advice do you have for other busi-nesses that are weighing the cost benefi ts of implementing a wellness program? The effects of poor lifestyle choices can be a burden for everyone, including employers. For example, we know obesity and diabetes are skyrocketing, and the price tag is in the bil-lions for our nation. An investment in a well-ness program will ultimately help to boost productivity, employee health and morale, and potentially lower health care costs.

American Express Co.RANK: 3, large companiesDESCRIPTION: Financial servicesTOP LOCAL EXECUTIVE: Tammy Weinbaum,

senior vice president and general managerFOUNDED: 1850LOCAL OFFICE: PhoenixLOCAL EMPLOYEES: 7,600WELLNESS PLAN IMPLEMENTED: 2001WEB: americanexpress.com

When did you decide to implement a workplace wellness plan, and how did you decide what program was best for your business? American Express has had wellness programs in place for several years, but expanded them in 2009 to a comprehensive and integrated program following the development of a fi ve-year health and productivity strategic plan. Our strategy focused on member engagement and comprehensive health management coupled with ongoing measurement and monitoring.

The foundation of our wellness program was developed following a review of American Express health and disability claims data, completion of the Health

Enhancement Research Organization Best Practice Scorecard and a review of previous health risk assessment data.

How much has it cost you to run that wellness program on an annual basis, and what kind of return on investment have you seen? American Express does not disclose the fi nancials related to the cost to run the program and return on investment

of our corporate wellness programs. However, since introducing the program, we have seen tremendous engagement among employees and improvements in a variety of health risk factors, including physical inactivity, obesity, tobacco use and stress, but we believe the investment pays signifi cant dividends in many ways, including employee satisfaction.

What are some of the best employee success stories as a direct result of your workplace wellness plan? One employee wrote: “I began my journey in October 2010 by meeting with the health counselor, and participating in Zumba and strength and stability training on our Phoenix service center campus. On days that I don’t work out at our activity center, I walk with a target of 15,000 steps daily. I’ve lost a total of 63 pounds and gained a healthier lifestyle. I no longer believe in diets — it’s called a lifestyle change. Not only do I get compliments daily from those I work with on how much better I look, but I fall asleep each night feeling so much healthier than I have in years.”

Another wrote: “I just wanted to tell you how much I appreciate all the healthy living activities that American Express sponsors. It’s really making a difference in what I eat, how I live and my overall health. I can tell already that my energy levels are improv-ing and my stress levels are coming down. I enjoy the organic veggies and the many opportunities American Express is providing to make our lives better. I have also gotten my spouse involved in the changes, and it has improved our lives.”

What advice do you have for other businesses weighing the cost benefi ts of implementing a wellness program? Success takes time. Businesses should be prepared for a three- to fi ve-year time frame to begin to see quantifi able results. Set goals and mea-sure progress regularly. Be prepared to make programmatic shifts if necessary to remain on course. Wellness should be viewed as a holis-tic culture shift, not simply a program. Use ex-ternal awards and industry benchmarking as

a method of continuous quality improvement. Be aggressive and creative in the ways you communicate your program. It helps drive engagement and, ultimately, success.

Dignity Health ArizonaRANK: 4, large companiesDESCRIPTION: Hospital systemTOP LOCAL EXECUTIVE: Linda Hunt,

senior vice president of operations FOUNDED: 1895LOCAL OFFICES: Chandler, Gilbert and PhoenixLOCAL EMPLOYEES: More than 8,000WELLNESS PLAN IMPLEMENTED: 1995WEB: dignityhealth.org

When did you decide to implement a workplace wellness plan, and how did you decide what program was best for your business? Since the mid-1990s, Dignity Health Arizona’s leadership has been working to implement and grow employee wellness programs. The vision has been to establish a work environment that promotes and supports healthy lifestyles for all staff members. We want to give our employees a greater understanding of healthy living, an opportunity to engage in healthy activities, and support in making lasting improvements to their well-being.

Because our business is good health, we decided that our programs would focus on the total person — mind, body and spirit (physical, mental and spiritual well-being). Formal wellness programs were established at Chandler Regional Medical Center in 1995, at Mercy Gilbert Medical Center when it opened in 2006, and at St. Joseph’s Hospi-tal and Medical Center in 2010.

How much has it cost you to run that wellness program on an annual basis, and what kind of return on investment have you seen? Wellness programs for our organiza-tion are well worth the cost. The return on in-vestment is priceless given the positive health changes some of our employees have made as a result of our offerings. Because of our programs, several employees have developed regular exercise routines and healthier eating habits. Some have formed challenge groups, which help them set fi tness goals and provide them with support and encouragement.

Chandler Regional employee Charles Hutchison is a great example of the power of participating in these programs. From a starting weight of 590 pounds, he has lost 380 pounds through diet, exercise and employee wellness encouragement. He was Dignity Health’s motivator for the P.F. Chang’s Rock ’n’ Roll Arizona Marathon. His story has served as a model for others in our organization to get moving.

‘An investment in a wellness program will

ultimately help to boost productivity.’

STEPHANIE GORMAN

‘An in pro

uhepro

‘Wellness should be viewed

as a holistic culture shift, not simply a program.’

TAMMY WEINBAUM

employee and the cardiologist thought it would be a quick visit, but the extra tests showed the employee had three blocked arteries; one was 100 percent blocked and the other two were 80 to 90 percent blocked.

Two days later, the employee underwent a life-saving triple-bypass operation. Twelve weeks later, the employee was snorkeling in the Caribbean.

In a letter to UnitedHealth Group CEO Steve Hemsley, the employee’s wife wrote: “The programs you offer employees at UnitedHealthcare saved my husband’s life. The convenience of the program on-site, and the opportunities to earn points and reduce health care premiums were instrumental in his participation. The fact that United-Healthcare invests in these programs is an invaluable benefi t and a model for other companies.”

What advice do you have for other busi-nesses that are weighing the cost benefi ts of implementing a wellness program? Here are some “best practice” tips that employers can follow to ensure their programs have the greatest impact. Start by developing a de-tailed plan that includes short- and long-term objectives and outlines important factors, such as budget restraints. Set up a wellness committee and identify “wellness champi-ons” who will help drive the program’s scope and implementation.

Encourage workers to participate in well-ness programs by offering incentives such as gift cards, lower health insurance premiums, cash bonuses, discounts and contributions to health savings accounts. Participation rates in wellness programs more than double when employers offer incentives.

2

3

4

‘Don’t hesitate.

Start now.’

LINDA HUNT


FROM PAGE 32

47%47%of employers

provide voluntarycost-effective health carebenefi ts in the workplace

to ensure employee satisfaction.Source: Prudential’s Sixth Annual Study

of Employee Benefi ts:Today & Beyond

fast fact


Patients Come FirstThe next time you are seekinga family practitioner, internist,

pediatrician, OB/GYN, cardiologist or any other type of physician, use

the free Physician Search tool at www.mcmsonline.com

or call 602-252-2844for a free referral.

Maricopa County Medical Society physician

members: Keeping Arizona families healthy

for 120 years, and counting.

What advice do you have for other businesses that are weighing the cost benefi ts of implementing a wellness program? Don’t hesitate. Start now. This is a great investment in your employees and in your company. A successful employee wellness program improves your employees’ health, increases employee satisfaction, helps draw and retain talent, and can indirectly impact your health care costs.

Freescale Semiconductor Inc.RANK: 5, large companiesDESCRIPTION: Semiconductor design and

manufacturingTOP LOCAL EXECUTIVE: Jim Baillie,

vice president of global qualityFOUNDED: 2004 LOCAL OFFICES: Chandler and TempeLOCAL EMPLOYEES: 2,115WELLNESS PLAN IMPLEMENTED: 2004WEB: www.freescale.com

When did you decide to implement a workplace wellness plan, and how did you decide what program was best for your business? Our wellness program began prior to our 2004 spinoff from Motorola; it has been a part of our culture for more than 25 years. It was important from the begin-ning that our approach to wellness be com-prehensive and supportive of all employees, no matter where they were in their wellness journey.

We have an on-site activity center that is central to our wellness program, and we were very purposeful in choosing to call it an activity center instead of a gym, because it is a place where employees can come to gain benefi t about all aspects of wellness, not just fi tness.

Our activity centers have degreed and certifi ed fi tness specialists who work one-on-one with employees. All employees are encouraged to attend a fi tness consultation to assist in developing an exercise program

specifi c to their personal goals. Freescale also offers a variety of free group exercise classes, including Zumba, yoga, group cycle and relaxation classes. Employees also are invited to attend various seminars and workshops on topics from gardening to fi nancial planning to healthy cooking classes to nutrition. In addition, each site is equipped with personal trainers, mas-sage therapists and refl exologists to offer a convenience and variety of services for all employees.

How much has it cost you to run that wellness program on an annual basis, and what kind of return on investment have you seen? The cost is a fraction of what is paid for in medical claims and is a good investment in our employees’ health and well-being. Al-though we have not formalized any ROI stud-ies, we rely on data from research institutes such as the University of Michigan, and we know that the return on investment can vary from 3-to-1 to 5-to-1 based on the comprehen-siveness and results of the wellness.

What are some of the best employee success stories as a direct result of your workplace wellness plan? One of our most successful programs is our “Biggest Loser” program. In 2011, we had 130 participants, and they lost a total of 516 pounds — an average of 4.8 pounds per person. The most weight lost by one person during the eight-week program was 32 pounds, by a male employee in Tempe. Also, among our “Biggest Loser” participants, 53.7 percent lowered their blood pressure.

What advice do you have for other businesses that are weighing the cost benefi ts of imple-menting a wellness program? What is most important about a wellness program is that it is comprehen-sive, well-supported by senior leadership and strongly commu-nicated. With consis-tent communication and programming, it becomes the drum-beat and the culture of the organization. Employees feel supported when they walk in the doors and can sustain

JIM BAILLIE

‘The cost is a fraction of what is paid

for in medical claims.’

5

FROM PAGE 33 healthy behavior changes that improve their total well-being.

There are many programs you can implement that are low- or no-cost. An example of this is our FitWalk program. We have walking paths on our campus that are both indoors and outdoors, and they provide employees with mileage markers so they can track their distance. This makes getting up and moving

convenient and motivating. What’s important is that you can start slow and build gradually.

Workers who report they are stressed

incur health care costs that are

46%46%higher than for nonstressed

employees.Source: National Institute

for Occupational Safety and Health

fast fact

THELIST HEALTHIEST EMPLOYERS – LARGE FIRMS1



Compiled by


Another look...

About this list

Health challenges: Activity

SOURCE: Healthiest Employers LLC.NOTES: DND – did not disclose, NA – not available1 1,500 or more employees© 2012 Phoenix Business Journal. All rights reserved.REPRINTS: Scoop ReprintSource at 800-767-3263 or

www.scoopreprintsource.com

Rank2012





1UnitedHealthcare of Arizona Inc. 1 E. Washington St. 602-954-3302Phoenix 85004 www.uhc.com

2,64880,000

health insurance provider

the Your Rewards for Health program uses personalized scorecards to encourage healthy behaviors; those who enroll can earn reductions in their medical premiums by meeting goals

Jeri Jones,president, CEO

1972

2Cigna Healthcare of Arizona 25500 N. Norterra Drive 623-277-1000Phoenix 85085 www.cigna.com

2,86530,000

health insurance provider

Healthy Life strategy focuses on increasing use of preventative care, increase engagement into maternity programs and health coaching, and uses incentives to help meet health goals

Stephanie Gorman, president, general mgr.,

Cigna Healthcare of Arizona

1970

3American Express Co. 20022 N. 31st Ave. 623-492-7474Phoenix 85027 www.americanexpress.com

7,60062,000

global traveland fi nancial

services company

wellness program features onsite medical and dental care, onsite health coaches and dieticians, subsidized or free onsite exercise classes, chair massage, employee/family centered health challenges

Tammy Weinbaum,general manager

1961

4Dignity Health 602-406-6939222. W. Thomas Road, Ste. 212 Phoenix 85013 www.dignityhealth.org

8,38045,000

health care provider

wellness team makes sure the company’s mission is applied and the program goals are being achieved; departments have come together to grow a community garden

Linda Hunt,senior vice president

of operations1895

5Freescale Semiconductor Inc. 1300 N. Alma School Road 800-521-6274Chandler 85224 www.freescale.com

2,20018,000

semiconductor manufacturer

onsite activity centers offer employees a no-cost, personalized fi tness assessment and a customized exercise program designed to support wellness goals; activity centers have exercise equipment

Rich Beyer,CEO, president

2004

6Shamrock Foods Co. 2926 W. Encanto Road 602-272-6721Phoenix 85009 www.shamrockfoods.com

1,9502,700

producer and distributor of

food and dairy products

program helps employees identify personal health risks and provides motivation and support to help employees make healthy choices, controlling health care costs and improving company morale

Norman McClelland, chairman, CEO

1922

7Scottsdale Healthcare 7400 E. Osborn Road 480-882-4000Scottsdale 85251 www.shc.org

5,4005,400

health care provider

Healthy Outcomes Program empowers staff members to develop a lifestyle that includes health promoting behaviors and regular preventative care; associates have online access to aggregate information

Tom Sadvary,president, CEO

1962

8City of Scottsdale 7575 E. Main St. 480-312-7906Scottsdale 85251 www.scottsdaleaz.gov

2,1792,179

municipal government

employees have access to city fi tness facilities and employee-only exercise classes; wellness classes also cover fi nancial wellness, safety, nutrition, stress management and medical self care

David Richert,city manager

1951

9Maricopa County 301 W. Jefferson St. 602-506-3011Phoenix 85003 www.maricopa.gov

12,36112,361

county government

new onsite group fi tness studio program offered 12-week training course for volunteers who are now group exercise class instructors in body condition-ing and other classes

David Smith,county manager

1871

10Salt River Pima-MaricopaIndian Community 10005 E. Osborn Road Scottsdale 85256 480-362-7838

1,6711,671

tribalgovernment

WellPath offers an incentive program with participants earning time off, income or contribu-tions to their health savings plan; incentives cover physical activity and preventive medicine practices

Diane Enos,president

2010

11GoDaddy.com 14455 N. Hayden Road 480-505-8800Scottsdale 85260 www.godaddy.com

2,8023,363

Internet domain name registrar, website hosting service provider

onsite fl u shots, biometric screening, health coaching; subsidized, nutritious meals available for $2 at all offi ce locations; company-sponsored running clubs, softball teams and bowling leagues

Warren Adelman,CEO1997

12Hospice of the Valley 1510 E. Flower St. 602-530-6900Phoenix 85014 www.hov.org

1,5531,553

nonprofi thospice care

provider

premiums reduced for employees participating in biometric screening and health risk assessment, and/or do not smoke; employees have lost 3,174 pounds in offi ce challenge

Susan Levine,executive director

1977

13City of Phoenix 135 N. Second Ave. 602-262-6608Phoenix 85003 www.phoenix.gov

14,00014,000

municipal government

the city expanded its health program by offering biometric screening and offered incentives to employees who completed a confi dential health risk assessment with biometric data included

David Cavazos,city manager

1881

14Apollo Group Inc. 4025 S. Riverpoint Pkwy. 602-254-0086Phoenix 85040 www.apollogrp.edu

10,00016,000

provider of higher education

for working adults

the Healthy Living Revolution has 250-plus trained wellness volunteer leaders called the Revelers, and they help promote new initiatives and host challenges, healthy potlucks, etc.

Joseph D’Amico,president

1973

15Kyrene School District 8700 S. Kyrene Road 480-541-1000Tempe 85204 www.kyrene.org

2,0002,000

elementary school district

WOW (Win on Wellness) had 28 teams in its 2011 Biggest Loser challenge, with 654 employees combining to lose 5, 888 pounds; 2012 version now forming

David Schauer,superintendent

1888

On the move

Calories used per hour in

common physical activities

Moderate exertion

Hiking 370

Light gardening/yard work 330

Dancing 330

Golf (walking and carrying clubs) 330

Bicycling (less than 10 mph) 290

Walking (3.5 mph) 280

Weight lifting (general light workout) 220

Stretching 180

Vigorous exertion

Running/jogging (5 mph) 590

Bicycling (more than 10 mph) 590

Swimming (slow freestyle laps) 510

Aerobics 480

Walking (4.5 mph) 460

Heavy yard work (chopping wood) 440

Weight lifting (vigorous effort) 440

Basketball (vigorous) 440

Leisure-time inactivity

2008 county-level estimates of adult

(20 years and older) physical inactivity

Apache County 28.9%

Cochise County 23.1%

Coconino County 17.1%

Gila County 24.1%

Graham County 27.0%

Greenlee County 26.9%

La Paz County 29.4%

Maricopa County 19.0%

Mohave County 26.7%

Navajo County 24.0%

Pima County 19.7%

Pinal County 23.0%

Santa Cruz County 17.0%

Yavapai County 20.2%

Yuma County 22.7%

Note: Figures based on a person weighing 154 pounds. Calories burned per hour will be higher for persons who weigh more and lower for persons who weigh less.



BY MELISSA KOSSLER DUTTONContributing Writer

Creating a suc-cessful well-ness program takes more

than inviting folks from the local

hospital into the conference room to per-

form health

screenings.Companies looking to run a worth-

while program need to have a well-thought-out plan, said William Baun, president of the National Wellness Institute in Houston.

Successful wellness programs require engaged leadership at all levels, employee input and good communication, he said. When it comes to meeting goals, a good plan is more important than a lot of capi-tal, he said.

“It takes an organized effort,” he said.

“You want to start where it’s going to work.”

Wellness programs — which run the gamut from walking clubs to company-operated fi tness cen-

ters to offering healthy food choices in the cafeteria — can

help businesses reduce their health care costs and improve

productivity by creat-ing a healthier, happier

workforce.Health care costs at

companies that consis-tently offer wellness programs increase at annual rates 15 percent lower than others, ac-cording to a 2011 study by insurer Highmark Inc. The study also found the annual savings per

participant was $332.Encouraging more busi-

nesses to offer comprehensive workplace health programs is one of the objectives of Healthy

People 2020, a federal initia-tive designed to create a healthier population.

Baylor University Pro-fessor Ann Mirabito has identifi ed six factors that contribute to quality work-place wellness programs.

She published a study with Baun and another expert on the topic in 2010. The suc-cessful companies the group researched did not necessar-ily incorporate all six factors, but all took a comprehensive

approach to their programs, she said.

Like Baun, Mirabito sees company leadership as critical to success.

“The CEO must not be just a supporter, but a cheerleader for the wellness program,” she said.

The CEO also must choose wisely when selecting an employee to administer the program. That person must be passionate about the job and “full of integrity,” she said. That’s because health issues

are sensitive, and employ-ees will not participate if they don’t trust the person in charge, Mira-bito said.

It also is useful to fi nd members of the workforce to help promote the program’s value, Baun said.

“You have to have people out there who are enthusiastic about the program,” he said.

When wellness aligns with the company’s mission or busi-

ness plan, those programs have a greater chance of success, Mira-

bito said. Companies that empha-size worker safety or are in health

care-related industries, for example, often have effective programs.

Employees must view the programs as high-quality and relevant to their lives, Mirabito said.

“Wellness is dealing with a very personal part of employees’ lives,” she said. “If they don’t feel the program is high-quality, they are not going to get engaged.”

The best way to engage employees is to get their input while planning the pro-gram, Baun said. Find out what health, diet or exercise issues are most impor-tant to them and develop programs that address those concerns, he said.

Employees need to be able to access the program easily. If the company operates around the clock, the programs, classes and exercise facilities need to be available during every work shift, he said.

Companies can make wellness more convenient by providing on-site classes, discussions and coaching opportuni-ties, Mirabito said. Even small changes such as offering healthier foods at the cafeteria or in the vending machines helps employees, she said. The programs should include employees at every level, from the cleaning crew to top managers, Baun said.

Identifying community partners that can help employees often contributes to the success of a wellness program, Mirabito said. Partnerships with other organizations can help companies give their employees access to health services the company cannot provide, she said.

Partnerships with the YMCA, for example, can provide a way for employees to exer-cise. Some companies work with hospitals or medical centers to provide a health clinic at the offi ce.

One challenge companies may face is maintaining communication with employees. Often, the job involves sharing “complex information that employees are not interested in hearing,” she said.

Companies should look at all the tools they have available to convey the information. Posters, email, internal websites and

newsletters all should be considered.“The communications need to be

ongoing, and they need to be novel and interesting to employees,” Mirabito said.

Once a wellness program is established, company leaders need to do more than nurture it, Mirabito said. She recommends they set goals and measure progress. Employers can track progress by watching health care costs, employee morale and productivity.

“This is not a feel-good, nice-to-do initiative,” she said. “It’s one of the most powerful initiatives a CEO can do.”

Melissa Kossler Dutton is a freelance reporter for Columbus Business First, a sister publication in Ohio.

Experts share strategies for implementing wellness plans

Potential benefi ts of workplace

wellness programs to employers

• Lower health care and disability costs

• Enhanced employee productivity

• Reduced employee absenteeism

• Decreased rates of illness and injury

• Enhanced corporate image

• Improved employee morale

• Improved employee recruitment and retention

• Increased organizational commitment and creation of a culture of health

Source: Centers for Disease Control

and Prevention

‘The CEO must not be just a

supporter, but a

cheerleader for the

wellness program.’

Ann Mirabito Baylor University

WEB RESOURCESwww.nationalwellness.orgwww.healthypeople.gov


John was recognized as the physician category, Health Care Hero in 2005. He was awarded

this great honor for his good work in founding Las Fuentes Health Clinic in his hometown of Guadalupe. Because

of John’s efforts, free and low-cost health care is provided to the

area’s predominately poor and uninsured population.

Dr. John Molina

The Phoenix Business Journal’s Health Care Heroes is a special awards program to recognize the outstanding achievements of individuals and organizations in the health care fi eld. Below are

the categories in which nominations will be accepted:

Community Outreach ■ Dental ■ Health Care Education

First Responder ■ Lifetime Achievement ■ Non-Physician

Nursing ■ Physician ■ Researcher/Innovator

Service Philanthropy ■ Health Care Volunteer

For a description of each category or to submit a nomination, please visit

http://bizjournals.com/phoenix/nomination For questions regarding the nomination process or the awards breakfast,

please contact Events Manager, Jo Pullen at 602-308-6531 or [email protected].

Finalists will be selected from each category. Winners will be announced at an awards breakfast in August and will also appear

in a special section of the Phoenix Business Journal.

2 0 1 2

NOMINATIONS NOW OPEN!

Premier Sponsors:Presenting Sponsor: Associate Sponsor:

The Phoenix Business Journal talked to some local businesspeople who set the bar for their company’s healthy workplace environment. Here are just a few local business leaders and their tips on staying well — both at the offi ce and at home.

Pete BoltonExecutive vice president and managing directorGrubb & Ellis

How do you stay fi t? Men-tal fi tness is as important as physical fi tness, so every day I wake up with the attitude

that it’s going to be another good day. On the physical front, I work out four days a week at the gym and lift weights aggressively with a trainer. People ask me all the time why I have a trainer. Even in the days when I couldn’t afford a trainer, I had a trainer because if I didn’t, I knew I wouldn’t show up. On the weekends, I either climb Camelback Moun-tain or I ride my mountain bike along the ca-nal. Plus, I work around the house constantly. I’m always in motion.

How do you manage stress? The way I manage stress is attitude, No. 1. If you have that good, positive attitude, it almost doesn’t matter what happens in your life; you know it will get better. It may take awhile, but it will get better. The other part is, I blow out stress at the gym. That’s one reason I use a trainer. He pushes me harder than I push myself.

What is your healthy workplace strategy? I don’t think you can mandate health. There are billions of dollars spent on workplace wellness by big companies, but if manage-ment isn’t leading by example, it all goes by the wayside. That being said, my healthy workplace strategy is to lead by example. Employees will notice. If one of the bosses is in the gym, it’s pretty smart, from a career standpoint, to be down there lifting with him or working out on the Stairmaster.

Dr. Coral QuietPartnerArizona Breast Cancer Specialists

How do you stay fi t? It’s a struggle — I try to hike two to three times a week.

How do you manage stress? Yoga is an ac-tivity that I fi nd to be very helpful, I also enjoy meditating for fi ve to 10 minutes, right after I get home. I hide in my bedroom as I change clothes and just try to clear my mind. It helps me transition from doctor to mom.

What is your healthy workplace strategy? Try to keep my schedule realistic. When it is overscheduled my stress levels soar. I like to keep the noon hour unscheduled to allow for phone calls or unexpected problems. I also changed my desk chair to a ball chair. It has helped my core strength and reduced back and shoulder pains.

How do you spend your lunch hour? It’s our catch-up time or time for an emergency patient to get seen. On those rare days that it’s not busy, I love to listen to a relaxation tape.

Tips for healthy lifestylesWhat is one healthy eating tip? The small

bags of nuts — almonds or cashews — that Trader Joe’s sells is a great snack, portion controlled, easy to keep in my desk or purse for those days when I am starving and the cookies or donuts are in the break room.

Greg LehmannManaging directorBiltmore Bank of Arizona

How do you stay fi t? Try to run about 12-15 miles a week and chase after my two young boys.

How do you manage stress? Exercise is a great stress reliever, and talking through is-sues and challenges with friends and family.

What is your healthy workplace strategy? Avoid the candy bowls. They pop up around the offi ce during the holiday, but I try to stay away.

How do you spend your lunch hour? Hope-fully, I’m out with clients or new prospects.

Share one healthy eating tip with read-ers? My wife is a nutritionist, and her two main points are don’t skip breakfast and use portion control.

Paul MittmanPresident and CEOSouthwest College of Naturopathic Medicine

How do you stay fi t? I ride my bicycle about 120-150 miles per week. Usually I ride early in the mornings.

I love the experience; it’s like a three-hour meditation that helps me stay focused and in the present. I also compete in bike races. Recently, I did the Tour de Scottsdale in two hours and 53 minutes, which was a huge ac-complishment for me.

How do you manage stress? My No. 1 technique is to not keep things bottled up inside. I am very open with the people I work with, and I am married to someone who is an excellent listener. I also make sure to follow a regimented diet, exercise and avoid infl am-matory foods.

What is your healthy workplace strategy? It is very important that all employees treat each other respectfully. We also support a health-promoting environment that offers employee discounts at our clinics and dispensaries. Our employees can also take up to two classes at the school per year, tuition free.

How do you spend your lunch hour? I live close to the school, so I go home for lunch a lot. It is a great stress reducer because it’s quiet at home. I can also eat home-cooked food, which is heathier than eating out at restaurants.

What is one healthy eating tip you can share with readers? When eating, try to eat with as few distractions as possible such as the TV, radio or even reading. Strive to enjoy your food and the company around you to get full nourishment.

Bolton Lehmann

Mittman

Quiet


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The Valley's Healthiest Employers 2012