Situation

• An education institution faced:
  • $4M (15%) annual health care budget shortfall
  • Significant institutional short- and long-term budget constraints
  • Resistance to any benefit reduction or contribution increases

Approach

• Listen to committee
• Facilitate a shared vision with buy-in from diverse stakeholders, including skeptical faculty
• Develop a strategy and plan to minimize future cost increases

Results Include

• Minimal university budget increase
• Benefits better aligned with organizational vision and mission
• Faculty and staff were given the opportunity to maintain current contribution levels
• Achieved 80% to 90% participation in wellness programs for 4 years
• Actual cost, including incentives, came in under budget
• Significant energy and enthusiasm for the initiative across the workforce
• Peer recognition for its healthy culture