The Certified Worksite Wellness Program Consultant (CWWPC), or WellCert Level 4 builds on skills laid down in Levels 1-3 to extend and enhance your impact. Level 4 covers key topics that larger, more complex organizations face every day. Key topics include disability management, health plan claims analysis, understanding health risks/health costs, consultation skills and optimization strategies. Our approach is highly-practical, focusing most instructional time preparing you to deliver results. You can take CWWPC Level 4 Online at your own pace, or live via Webinar.
Wellness leaders who complete level 4, Certified Worksite Wellness Program Consultant (CWWPC) will have a comprehensive understanding of all important workplace wellness topics. Level 4 is intended for individuals who serve a diverse set of organizations of different sizes, customizing wellness program best practices to a range of unique needs. Building on the previous three levels, Level 4 shifts the focus to the vision and strategic issues in wellness, as well as deeper coverage of executive influence and the skills to operate across organizations.
Watch the free excerpt video below:
Level 4 (CWWPC) is designed to provide wellness thought leaders with the knowledge and skills they need to lead their wellness teams into Results-Driven Wellness. The Level 4 (CWWPC) certification course covers the following skills:
37: Building an integrated disability management program in your organization: This skill covers how to examine the various types of leave and how they inform an integrated approach to disability management. We also cover wellness-oriented leave policies, and how to evaluate integrated disability management.
38: Conducting a health plan claims analysis: This skill prepares the participant to know what to request of claims payers, the implications of the data, the normative expectations, analytic pitfalls, presentation tips and progressive ways of using the claims data to improve the wellness program.
39: Creating a wellness-oriented work culture: We take a long-term perspective on cultural norms and the best strategies for modifying them over time in this skill. We cover the organizational requirements for deeply changing cultural norms for wellness decision-making and behavior by employees.
40: Using positive psychology in wellness programming: This skill provides grounding in the conceptual and scientific basis for positive psychology and how to integrate these concepts into your employee wellness program and organization.
41: Understanding the relationship between health risks and health costs: This skill familiarizes participants with the historical evidence, methodological options, and consensus positions in the scientific literature. We also focus on how to use this data to influence key stakeholders.
42: Facilitating a wellness planning process for large organizations: This skill provides to participants a step-by-step approach to facilitating wellness program design teams and how to develop consensus on how to move forward in large employer organizations.
43: Building “C-suite” relationships for wellness: This skill covers more techniques to develop solid relationships with executive leaders in your organization. We cover strategies for providing education on wellness topics to senior leaders to build credibility and influence.
44: Building a long-term vision for wellness: This skill covers how to envision and analyze likely program outcomes and scenarios, and use forecasting techniques to help predict outcomes. We also make recommendations on how to using staff and volunteer retreats to develop a future vision for wellness.
45: Integrating work-life balance into wellness programming: In this skill, we cover work-life balance programming, and how to integrate work-life balance interventions into existing wellness programming and strengthen the organization’s work life balance values.
46: Estimating budget requirements for complex employee wellness programs: This skill provides participants with practical methods for budgeting and for estimating the financial needs of large and complex employer wellness programs. We also cover strategies for presenting the financial needs for wellness in the most favorable organizational light.
47: Protecting your work force from the next pandemic: This skill is based on what we collectively learned from the COVID-19 pandemic. It deals with what you can do before the next pandemic, during the next pandemic and after the next pandemic. The skill covers both respiratory infection avoidance as well as immune system strengthening strategies.
48: Improving your personal effectiveness as a wellness consultant: This skill provides participants with a philosophy for consulting, a look at helpful personal attributes, practical preparatory steps, tips for effectiveness, and helpful business principles. We also cover ways to market wellness consulting services and build a robust consulting practice.