This presentation honors the 2015 Edington CBIZ Award Winners. The Edington award recognizes, "organizations that are actively engaged in the pursuit of a healthy, high-performing workplace and workforce."

1. Next Practices in Workplace Wellbeing:
How to Successfully Engage Your Organization
Honoring the 2015 Edington CBIZ Award Winners
A CBIZ Benefits & Insurance Services Program

2. Today’s Agenda
• About the Award
• 2015 Honorees
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3. About the Award
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4. About the “Next Practice”
Award
• Recognizes organizations that are actively engaged in
the pursuit of a healthy, high-performing workplace and
workforce.
• Recognizes excellence in innovation, unique initiatives
and out-of-the box approaches to improving employee
health.
• Considers nominees in each of the five pillars outlined in
Dr. Edington’s book, “Zero Trends: Health as a Serious
Economic Strategy”
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5. About the “Great Beginnings”
Award
An extension of the Next Practice Award, Great Beginnings
recognizes organizations that have begun the journey to
workplace wellbeing, have had early successes, and are
focused on becoming innovators in each pillar in the future.
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6. The Pillars of a Win‐Win Organizational Philosophy
Zero Trends
(Structural)
Win‐Win Philosophy
(Functional)
Pillar 1 – Senior Leadership Pillar 1 – Engaged and Committed
Leadership
Pillar 2 – Operations Leadership Pillar 2 – Positive Organizational
Environment, Culture and Climate
Pillar 3 – Self‐Leadership Pillar 3 – Self‐Leadership and Positive
Individual Health
Pillar 4 – Rewards and Recognition Pillar 4 – Positive Personal Motivation
Pillar 5 – Quality Assurance Pillar 5 – Measure and Communicate
What Matters
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7. We imagine…flourishing organizations and individuals
whose criteria for success is more than wealth creation ...
 …a world where thriving organizations position wellness and well‐
being as a part of their Organizational Win‐Win Philosophy.
 …a world where thriving individuals are engaged in meaningful work
in a high‐quality inspiring environment built on trust and respect.
 …a world where organizations and individuals find support for their
shared values and are challenged to realize their full potential to get
to shared results.
 …a world where organizations understand everything that happens
in the organization impacts the wellness and well‐being of the
organization and the individuals.
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8. Our Honorees
NEXT PRACTICE AWARD WINNERS -
2015
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9. Next Practice Winners
• Pillar I – Senior Leadership
 Aduro, Inc.
 Anne Arundel Medical Center
• Pillar II – Operational Leadership
 Blue Valley Unified School District
 Emory University & Emory Healthcare
 ESC Lab Sciences
• Pillar III – Self-Leadership
 Aduro, Inc.
 American Specialty Health, Inc.
 Blue Valley Unified School District
 Institute of Nuclear Power Operations (INPO)
 Kaiser Permanente and the Coalition of
Kaiser Permanente Unions
 Raytown Quality School District
 Viverae
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10. Great Beginnings
• Pillar I – Senior Leadership:
 Blue Valley Unified School District
 Kansas City Area Transportation Authority (KCATA)
 Raytown Quality School District
• Pillar II – Operational Leadership:
 Aduro, Inc.
 Alhambra Elementary School District
 Kansas City Area Transportation Authority (KCATA)
 Park Hill School District
 Raytown Quality School District
 Sonic Boom Wellness
• Pillar III – Self-Leadership:
 CentraState Healthcare System
 Kansas Department of Health and Environment/HealthQuest
 POAH Communities
 Salt River Pima-Maricopa Indian Community
• Pillar IV – Recognition & Rewards:
 Blue Valley Unified School District
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11. Anne Arundel Medical
Center
Annapolis, MD
JULIE MCGOVERN, CHIEF HUMAN
RESOURCES OFFICER
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12. Julie McGovern
August 2nd, 2016
Julie McGovern
August 2nd, 2016
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13. Purpose Wellbeing: how you
occupy your time and liking what
you do each day
Social Wellbeing: having strong
relationships and love in your life
Financial Wellbeing: effectively
managing your economic life to
reduce stress and increase security
Physical Wellbeing: having good
health and enough energy to get
things done on a daily basis
Community Wellbeing: the sense
of engagement and involvement
you have with the area where you
live
Wellbeing Elements
WELLBEING
The Five Essential Elements
Tom Rath & Jim Harter
2010
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14. Wellbeing Structure
•Leadership
•Action Plans
•Department
Champions
•Individual
engagement
•Executive Champions
•Co-leads
•Members
•VP HR
•Wellbeing Specialist
•Goal Setting
•Communication
•5 Committees
•Dept. action plans
Organization
Steering
Committee
DepartmentsWorkforce
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15. 15

16. ESC Lab Sciences
Mt. Juliet, TN
NICOLE OTT, HR GENERALIST
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17. . . .Green Technology through
Innovation
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18. . . .Green Technology through
Innovation
Pillar II: Operational Leadership
Mission Statement
To be the Lab of Choice for our Clients and Staff Owners
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19. . . .Green Technology through
Innovation
Wellness
Vendor
Fitbit
Integration
Wellness
Challenges
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20. . . .Green Technology through
Innovation
Vegetable
Garden
Community
Supported
Agriculture
Beehive
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21. . . .Green Technology through
Innovation
Onsite Gym
Walking Trail
Ping Pong
Yoga
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22. . . .Green Technology through
Innovation
Soccer
5K & Running Club
Bike Shop
Dragon Boat
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23. . . .Green Technology through
Innovation
Financial Wellbeing
Lunch and Learns
401K &
Investing
Orientations
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24. Emory University & Emory
Healthcare
Atlanta, GA
MICHAEL STAUFACKER, MA,
MCHES,
DIRECTOR OF HEALTH
MANAGEMENT
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25. About Emory
• Top 20 private research university, and Georgia’s 2nd
largest integrated health system, employing 29,000.
• Nine schools and colleges with 15,000 students.
• Five hospitals and clinics with 2,000+ providers.
• Notable faculty include President Jimmy Carter,
Salman Rushdie, Sanjay Gupta and the Dalai Lama.
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26. Healthy Emory: Strategic Placemat
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27. Healthy Emory: Strategic Placemat
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28. Move More Challenge: Employee
Success Story
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29. Raytown Quality School
District
Raytown, MO
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DR. STEVE SHELTON, ASSOCIATE
SUPERINTENDENT OF
OPERATIONS

30. SELF-LEADERSHIP
A L L S T R E A M S L E A D T O T H E S A M E R I V E R
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31. WHY IS SELF LEADERSHIP IMPORTANT TO THE HEALTH OF
EMPLOYEES,DISTRICT, AND COMMUNITY
Recruit and Retain Staff to Ensure a High Quality Educational Environment
Ensure the School Community is Welcomed and Valued
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32. LEVELS OF SELF-LEADERSHIP
Board of Education and Superintendent
• Vision
• Resources
• Accountability
Wellness Champions
• Direction and Feedback
• Communication
• Data Review
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33. LEVELS OF SELF-LEADERSHIP
Staff Members
• HRA - Data
• Goals
• Plan
Community - Data, Goals, Outcomes
• Buildings and Departments
• Teams within Buildings and Departments
• Friendships
• Community Members
• Family
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34. SELF-LEADERSHIP AND SELF-MOTIVATION
What motivates a person or a group of People
• Long Lasting Motivation is Driven by Meaning and Purpose
• Giving Staff and Groups of Staff Members the Autonomy and Authority to
Succeed and Fail
• Providing Resources
• Celebrating
A staff member’s story...
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35. Blue Valley Unified School
District #229
Overland Park, KS
LISA UNDERWOOD, HEALTH &
WELLBEING COORDINATOR
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36. Blue Valley Unified School District #229
MyHealth ‐ Blue Valley Schools Employee
Wellbeing Program
Lisa Underwood, MS – Employee Health & Wellbeing Coordinator
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37. Blue Valley Unified School District
Operational & Self‐Leadership
 District Overview
 Located in Overland Park, KS
 Established in 1965
 42 schools/buildings
 3200 employees (81% F; 19% M; average age 45)
 22,000 students
 Mission Statement: Unprecedented academic success and
unparalleled personal growth
 Focus is on individualized, personalized learning
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38. Transition from Wellness to Wellbeing
Wellbeing mission statement & goals
 Support employees to be healthy in body, mind and spirit
 Help employees balance work and personal life
 Control rising costs of medical expenses for both employee
and district
 Educate employees on how best to utilize benefits and
resources. Knowledge is power!
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39. Create A Positive Culture of Wellbeing
Operational Leadership
 Starts with top senior leaders
 Partnerships created with best‐in‐class resources
 Committees: Employee Benefits; Building Wellness
Coordinators; Principals, Retirement Subcommittee
 Middle management supports and promotes programs and
services to all employees and spouses
 Positive cultures created in each building – wide support
and promotion
 Maximize communication methods
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40. Creating Winners
Programs and incentives available to all risk
levels, employees and spouses
 Equal opportunity to earn incentives and create positive
wellbeing
 Biometric achievements awarded
 Social networking platform
 Tom Rath & Jim Harter’s Five Elements of Wellbeing are
supported through individualized, personalized learning.
This mirrors the District’s strategic plan for students.
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41. Rewards & Recognition
Positive Reinforcement of behavior change:
 Incentives offered throughout the year
 Variety of incentives provided
 Public recognition
 Social capital credits
 Recognize, promote and achieve intrinsic value
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42. Questions?
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43. About CBIZ, Inc.
Named one of America’s 2015 Best Employers and ranked as
the #1 employer in the consulting and accounting industry by
Forbes magazine, CBIZ, Inc. provides professional business
services that help clients better manage their finances and
employees. CBIZ provides its clients with financial services
including accounting, tax, financial advisory, government health
care consulting, risk advisory, real estate consulting, and
valuation services. Employee services include employee benefits
consulting, property and casualty insurance, retirement plan
consulting, payroll, life insurance, HR consulting, and executive
recruitment. As one of the nation’s largest brokers of employee
benefits and property and casualty insurance, and one of the
largest accounting and valuation companies in the United States,
the Company’s services are provided through more than 100
Company offices in 33 states.
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44. About Edington Associates, LLC
Edington Associates partners with organizations to develop
healthy and high performing workplaces and people for the
21st century. The Edington integrated approach helps
organizations become champion companies through
customized research, experiences and solutions to build
supportive leadership and healthy and high-performing
work environments; design and leverage effective systems
and design thinking processes; and, create timely and
actionable strategic, systematic, systemic and sustainable
plans to build champion workplaces and workforces that we
would even like our children to work in.
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