Human Resources: Employee Benefits and Wellness (1720P)

Program Outcome Statement

Optimize employee and organizational health and productivity through effective benefit/wellness/human information management services.

Program Services

  • Benefits administration ( medical, dental, vision)
  • Short-term Disability/COBRA
  • Deferred Compensation
  • Flexible Spending Accounts
  • Employee Assistance Program
  • Voluntary Time Off (VTO) Program
  • Wellness and Work/Life Programs
  • Human Resources Information Management (HRIM)

Overview

Employee Benefits and Wellness provides comprehensive and accessible benefits, services and programs to eligible employees, retirees, and their dependents to enhance quality of life and to help recruit and retain top employees. The program also offers wellness and work-life programs that improve employee health and well-being and promote a healthy work environment. The program also includes Human Resources Information Management, which oversees and ensures optimal leveraging of human resource information and systems in human capital planning, reporting and analytics, compensation and classification.

Percent of participants utilizing skills or reporting change in behavior after attending Health Promotion classes

Percent completion rate of employees who participated in high-risk Wellness Coaching services

Percent of customer survey respondents rating overall satisfaction with services good or better

Active Employees, Retirees, and Wellness

Story Behind Performance

Over 40% of employees participate in wellness screenings, which are anticipated to improve employee health and result in long-term cost savings. Of those referred to high risk Wellness Coaching services, over 65% completed the program. An effort to increase completion rates, through more outreach, is underway. Ninety-five (95%) of employees attending health promotion classes are reporting that they utilize skills/report change in behavior after attending courses. Customer surveys were conducted for active employees and retirees this fiscal year. Feedback will be used to implement service enhancements, including rolling out a new phone system.

Recent program accomplishments include: receiving the 2017 NAGDA Leadership Award for negotiating deferred compensation auto enrollment for all new employees; processing open enrollment in-house, utilizing Workday; increasing wellness dividends from $250 to $500 for employees that participate in wellness screenings and health assessments; implementing recommendations from the labor-management Benefits Committee including offering a new dental provider; continuing to implement/comply with ACA requirements; completing a Countywide IT classification study; and implementing Workday upgrades and enhancements.

Priorities

Key priorities for the Wellness Benefits Program include:
  • Focusing on enhancing customer service by expanding health care plan options and technology, including implementation and reporting of ACA, business process re-engineering and expansion of benefit education/communications to employees;
  • Offering Wellness Dividends to employees participating in wellness screenings; and
  • Implementing recommendations from the Benefits labor-management labor committee;
  • Fully leveraging Workday functionality/capabilities; and
  • Conducting a Countywide Personnel/Payroll personnel/payroll operations and classification study.

Author: Rocio Kiryczun, Deputy Director     Contact Email:rkiryczun@smcgov.org     Date Updated: 1/29/18