Chapman Institute is pleased to partner with Worksite Wellness Council of Massachusetts to offer WellCert Level 2 training in Boston, MA, Oct 11-12, 2017.
To support this great non-profit, and given this is a busy time of year, we are pleased to offer a SPECIAL Q4 offer:
$799 for each level of WellCert, down from our standard price of $1,249–the lowest price we have ever offered for WellCert onsite training!
Note: Each participant needs their own ChapmanInstitute.com account for registration and to take exams at the end of the course. If you are signing up on behalf of someone else, please sign-up with their name and email and share the account information with them after you complete the order.
Sorry, given our special low Q4 price for all attendees, this training is not eligible for additional discounts. Participants who apply for CE credit can receive 14 HRCI or 14 SHRM units for this course.
About the Level 2, Certified Wellness Program Manager course:
Note: This course requires prior completion of WellCert Level 1 Certified Wellness Program Coordinator training.
This course builds on skills laid down in Level 1 to scale your impact. Level 2 covers key topics more senior wellness program staff face every day. Key topics include producing results, increasing participation, using technology wisely and measuring ROI. Our approach is highly-practical. All instructional time prepares you to deliver results by developing these skills.
Key practical skills to be covered in Level 2 – Certified Wellness Program Manager training:
13: Enhancing program results through AMSO: This skill provides a working model of how to apply the ground breaking insights of AMSO into the basic requirements of results-driven wellness programs. Beginning with O’Donnell’s seminal work we examine the four major requirements of effective behavior change programs. We dig into the ramifications of Awareness, Motivation, Skill acquisition, and Opportunity to practice (AMSO) and how to build each into your programming.
14: Overcoming stakeholder objections: This skill helps you identify the various internal and external stakeholder groups, their needs, biases, and top objections. Along with these important insights we will cover how to develop your own stakeholder relations management (SRM) approach.
15: Managing vendors: This skill helps assure that you select the best vendors and manage their relationships effectively. We also cover strategies for preventing unauthorized disclosures of IIHI and PHI, how to keep and maintain confidentiality. We also cover strategies for establishing and maintaining healthy vendor relationships and building your annual Vendor Report Card.
16: Maximizing participation: This skill provides a step-by-step approach to maximizing program participation. We cover twelve key strategies for maximizing participation along with a discussion of the four major recruitment strategies and what you can expect from each.
17: Using wellness incentives: This skill covers an understanding of how to use short-term and long-term incentive features within a wellness program and best practices for how to structure incentives that can help assure 90%+ levels of participation. We also cover how to get the highest level of motive force from your incentives.
18: Using self-service technology for wellness: This skill provides participants with an understanding of the strategic and operational uses of key self-service technology in worksite wellness programs. This technology includes wearables, commitment aids, online behavior change programs, online trackers and e-Health platforms. Learn how these tools can help you reach deep into your population.
19: Using biometric screening and coaching: This skill covers the key issues in the effective use of biometric screening and coaching. Limitations and future strategies for getting the most out of screening and coaching interventions are also covered. Participants will also learn about important synergies between these core wellness technologies.
20: Budgeting for wellness: This skill provides participants with a set of budgeting principles and guidelines and demonstrates a method for estimating budgets for key components of wellness programs. We also consider funding strategies and selected industry benchmarks along with key budgeting tactics.
21. Analyzing wellness program results and return: This skill covers how to use key sets of metrics from program operations, productivity measurement and cost measurement to meet the accountability needs of your wellness program. Leading and lagging indicators are used in each of the three major areas to provide both a Value on Investment (VOI) style evaluation of your wellness program along with a Return-on-Investment (ROI) economic analysis. We go deep on two key methods for determining your program’s economic return: a non-claims based approach and a claims-based approach. The combination of these methods and metrics gives you the ability to deliver a “balanced scorecard” report on your wellness program efforts to senior managers.
22. Optimizing wellness program results and return: This skill examines 10 major programming strategies that can significantly increase the results of your wellness program efforts. These strategies when appropriately implemented will quickly lift your operational, productivity and cost metrics. These program strategies and accompanying modifications are then described in much more depth in a helpful tool in the back of the Course Workbook.
23. Addressing well-being: This skill distills a definitional framework, historical perspective, content analysis, intervention options and possible points where well-being can be used to enhance the position of the wellness program effort with the population involved. We ground this topic in the findings of important national surveys and studies and suggest how to layer well-being into your wellness approach.
24. Building employee trust: This skill helps practitioners increase employee trust in wellness efforts by dealing effectively with organizational realities, essential caveats about trust, addressing “the elephant in the room”, being a “safe” organization, and using trust-building messages. We then cover how to utilize FAQs as a low cost way to help build employee trust in wellness efforts.