Join us for this unique opportunity to get WellCert Level 2 and Level 3 in just three days! You get both the Certified Wellness Program Manager AND Certified Wellness Program Director in the same training program. Learn more about Level 2 and Level 3 below. Save $198 compared to purchasing Level 2 and 3 separately. The cost is $1,600.
Chapman Institute is pleased to partner with CareFirst to offer WellCert Level 2 and Level 3 training in Baltimore, MD, Sept 10-12, 2018.
WellCert Level 2: Certified Wellness Program Manager
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.
WellCert Level 3: Certified Wellness Program Director
This course builds on the foundations of Levels 1 and 2, putting the focus on further scaling your impact to complex organizations. Watch a video on WellCert and Level 3:
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 each employee: 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.
As this is a CareFirst training, other health plan or brokerage/advisor employees may not be eligible for this training. Email us at [email protected] for details.