The Certified Wellness Program Director (CWPD), or WellCert Level 3 builds on skills laid down in Levels 1-2 to scale your impact. Level 3 covers key topics that larger, more complex organizations face every day. Key topics include a deeper application of the AMSO construct for effectiveness, more than 20 programming strategies to maximize your program’s Health and Productivity Management (HPM) results, a deep dive on presenteeism and integration strategies and much more. Level 2 provides the operational skills needed to secure the results management expects from your program. You can take CWPD Level 3 Online at your own pace, or live via Webinar or in-person training.
This course builds on the foundations of Levels 1 and 2, putting the focus on further scaling your impact to complex organizations. It also focuses on Health and Productivity Management (HPM) methodologies to scale your impact by developing these skills:
25: Implementing wellness in large employer organizations: This skill provides a useful operational perspective for the major differences that characterize large employer organizations, integration points, implementation tips and personal characteristics associated with success.
26: Raising awareness for non-employees: This skill emphasizes a deeper understanding of the AMSO framework and how to use it to help assure a results-driven perspective. Also covered are key differences in awareness strategies, most effective awareness interventions and strategies and how to enhance novelty effects.
27: Building motivation for wellness in large organizations: This skill begins with a detailed look at the major programming strategies that large employers can use to augment the innate intrinsic motivation that exists in virtually all work populations. We present strategies for converting extrinsic motivation into intrinsic motivation along with relevant positioning strategies.
28: Building programs that enhance wellness skills: This skill helps participants become adept with the various methods to programmatically building for wellness behavior skills. We also cover retention strategies and behavioral economic adaptations.
29: Building opportunities to practice new wellness skills: This skill helps the participant use strategies that will provide participants opportunities to practicing new wellness behaviors. We make connections to other program interventions and cover how to convey the importance of practicing skills to populations.
30: Using educational interventions to maximize HPM results: This skill teaches participants which educational interventions produce the most health and productivity management results. We cover relevant metrics and measurement as well.
31: Designing health plan benefits to maximize HPM results: This skill gives participants the ability to make targeted health plan design modifications to drive health and productivity management results. We cover strategies for activating health consumers, utilization choices, point-of-use cost sharing, and preventive medical benefit optimization.
32: Using individual interventions to maximize HPM results: This skill connects the dots between HRA and selected claims data, and effective individual intervention strategies. We cover each of the major categories of individual intervention and their corresponding metrics and likely impact.
33: Using employee incentives to maximize HPM results: This skill covers the design and configuration of long term criteria-based wellness incentive programs. Strategies for use of sentinel features, criteria options, verification choices and evaluation measures.
34: Addressing presenteeism in wellness programs: This skill covers definitional issues, measurement options, intervention strategies, linkage points and positioning methods for organization wide presenteeism efforts.
35: Integrating wellness deeply into an organization: This skill covers how to integrate wellness activities at three different levels. First, we cover how to link various wellness interventions together. Second, we cover links between the wellness programs and other internal organizational functions and services. Third, we discuss linkage with external resources and services.
36: Evaluating an employee wellness program in a large organization: This skill provides the ability to identify evaluation objectives, develop an evaluation plan, plan data collection, analyze data, formulate interpretation, develop recommended program modifications, and plan for utilization of evaluation findings. Nine modules that provide a best practices approach to program evaluation are examined along with a variety of useful strategies.