Foo Wah Teng

1
Overcoming Obstacles
In Starting A WHP Programme
Presented By Foo Wah Teng Eastman Chemical
Singapore Pte Ltd 28th October 2004
2
Introduction To Eastman

• Manufacturer of OXO chemicals - N-butanol, 2
  Ethyl Hexanol, Neo Pentyl Glycol (NPG), Texanol
  and TXIB plasticizer.
• Our products goes primarily to resins, coatings,
  and vinyl compounding markets.
• Located in Jurong Island (since 1997).
• Headcount 94 employees.
• Headquartered in Kingsport, Tennessee, USA.

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Eastman's Experience......
Initial Obstacles
In Starting A WHP Programme
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Initial Obstacles

• Management Support
• Programme Organization
• Programme Planning Implementation
• Marketing the Programme
• Programme Comprehensiveness
• Programme Evaluation

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Obstacles Management Support

• Management is not aware of WHP activities.
• Management does not know enough to provide
  leadership.
• Management is not active in participation and in
  promoting participation.
• Management did not allocate a dedicated budget
  for WHP.
• Allocation of manpower resources and time for
  meetings, organizing and implementing activities.

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Obstacles Program Organization

• No specific structure for WHP programme
• Social Recreation Committee organizes ad hoc
  activities for employees.
• No committee for WHP programme
• No experience in running WHP Programme

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Obstacles Planning Implementation

• No formal data collection.
• Programme has no goals and objectives.
• Develop and implement a WHP programme.
• Different Work Schedule (Shift, Non-Shift).

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Obstacles Marketing the Program

• Not enough coverage on marketing of the program.
• Not enough resources.

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Obstacles Programme Comprehensiveness

• Focuses on social activities
• (eg Family Day and Dinner Dance).
• No Fitness Center / Canteen.

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Obstacles Evaluation

• No evaluation process in place to measure the
  change in attitude, knowledge health status and
  health practices.
• No documentation and analysis of data, such as
  participation rate, etc.

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Eastman's Experience......
Overcoming Initial Obstacles
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Overcoming Obstacles

• Management Support
• Programme Organization
• Programme Planning Implementation
• Marketing the Programme
• Programme Comprehensiveness
• Programme Evaluation

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Overcoming Obstacles ...
Management Support
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Management Support

• Management has been educated on WHP, and now sees
  WHP programme as a part of business strategy,
  competitiveness, sustainable growth and a healthy
  workforce.
• Management takes a keen interest in WHP programme
  outcome.
• Management actively participates and promotes
  participation.
• Adequate manpower and finances are allocated to
  WHP programme.
• Employee Well-Being is part of company's core
  values. We strive to have a safe, healthy, and
  desirable workplace.

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Overcoming Obstacles ...
Programme Organization
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Eastman's WHP Programme - Guiding Principles

• Programme Mission
• Programme Vision
• Programme Goals

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Program Mission

• Eastman considers employees' health, wellness and
  safety to be top priorities.
• We aim to achieve
• H.E.A.L.T.H
• Helping Eastman Achieve Lifelong Total Health

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Program Vision

• A cost effective health and wellness program for
  employees that promotes optimum healthy lifestyle
  results and reduced health care costs for Eastman.

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Program Goals

• To assess and raise the Eastman Employees
  awareness of their health, improve ability to
  modify lifestyle behavior, decrease their
  susceptibility to injury, and assist in
  controlling health care costs for Eastman.
• Improve Eastmans employees productivity and
  functionality through preventive interventions
  and health programs.
• Increase employees participation in all health
  programs.

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Approach

• The Health Wellness program is managed by the
  Health Wellness Committee.
• The H W Committee also work closely with the
  Social Recreation Committee and the Health,
  Safety Environment (HSE) Committee to integrate
  and roll out the activities and intervention
  plans.
• The H W activities and intervention plans are
  determined and implemented through analysis of
  information from surveys, health screening
  results, needs assessment, and feedback from
  employees.

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Eastman's WHP Committees
General Manager
HR Manager / Advisor
Health, Safety Environment Manager
Social Recreation Committee
Health Wellness Committee

• Health,
• Safety
• Environment
• Committee

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Recognition

• Contributions of committee members are formally
  recognized by management and are rewarded for
  participation.

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Overcoming Obstacles ...
Programme Planning Implementation
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Programme Planning Implementation

• Needs Assessment
• Social Recreation Survey
• Lifestyle Survey
• Employee Health Screening
• Design Develop Programme
• Implement Programme
• Managed By the Committees
• Interest Groups

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Social Recreation Survey

• This survey was conducted in Oct 2002.
• The purpose is to seek employees' feedback on the
  activities that they would like the company to
  organize, which will help to promote healthy
  lifestyle and build social and community
  interactions.
• It is through this survey data that the health
  wellness programs were identified for Year 2003.

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Lifestyle Survey

• A Lifestyle Survey was conducted in Apr / May
  2003 to find out
• how often employees exercise
• duration of exercise
• the types of sports activities employees are
  involved in
• number of smokers
• The purpose of this survey is
• to understand the lifestyle of employees
• gather data for needs assessments
• identify intervention programs
• benchmark to measure lifestyle / behavior changes
  

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Overcoming Obstacles ...
Marketing the Programme
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Marketing The Programme

• Notice Boards
• Emails
• Eastman In-House Newsletter
• Site Leadership Team Meetings
• Employee Quarterly Communication Sessions
• Health Promoters
• Interest Groups
• PC Assessable Folders

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Overcoming Obstacles ...
Programme Comprehensiveness
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Programme Comprehensiveness

• Covers for key areas
• Physical Health
• Occupational Health Safety
• Healthy Eating
• Social Health
• Smoking
• Mental Health
• Employee health is strongly advocated in
  company's culture.

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Eastman's Health Wellness Program

• The Health Wellness Program is classified into
  the following
• categories
• Employee Health Screening
• Physical Health
• Occupational Health Safety
• Social Health
• Mental / Emotional Health
• Health Talks
• Health Wellness Resources
• Health Equipments
• Flexi-Benefits Program
• Good Attendance Incentive

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Employee Health Screening

• Field Health Screening
• Executive Health Screening
• SATA Chest X-Ray
• On-Site Audiometry Test
• NKF Health Screening

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Basic Employee Health Screening

• Conducted by NKF
• Participated by 104 employees/contractors on
• 7 8 Aug 2003
• The tests conducted include
• Blood Cholesterol Test
• Urinalysis
• Blood Pressure Measurement
• Waist Hip Ratio
• Body Fat Analysis
• Body Mass Index and
• Health Counseling for employees.

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Physical Health
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Health Wellness Programs - Year 2003
New Paper Big Walk
Badminton
Jog/Walk Session
ACTIVE DAY
Soccer
Bowling
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Occupational Health

Safety
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Ergonomics Talk

• Organized on 16 Sep 03.
• Conducted by Sigi Hetzler, Senior Health Educator
  /Occupational Therapistfrom Hua Mei Training
  Centre of the TSAO Foundation.
• Participated by over 30 employees.

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Healthy Eating
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Fruits Day

• This program was started in Aug 2002.
• Every Friday, besides subsidizing the employees'
  lunch, every employee is given a slice of fruit
  to promote eating fruits.

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Social Health
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Orange Eating Contest
Pictionary Contest
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Teambuilding

• To enhance teamwork spirit and employees' well
  being, the following events were organized
• Bi-monthly teambuilding dinner/ lunch gathering
  for Operations staff
• Year-end departmental teambuilding dinner/ lunch
  gathering amongst respective departments to
  enhance teamwork and employees' well being.

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Family Day
Annual Dinner Dance
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Mental / Emotional
Health
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Open Communication

• Quarterly Employee Communication
• Personnel Interface Enhancement program(PIEP)
• Open Door Policy

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Health Talks
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HEALTH TALKS
Talk on Exercise, Balanced Diet, Mental Health
Smoking
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Health Wellness
Resources
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Health Wellness Resources

• We publish health and wellness activities and
  information on notice boards.
• We share and promote Health Wellness activities
  and information through email,
• in-house newsletters and PC assessable folders.
• We have a corporate Health Wellness website
  that provides comprehensive health and wellness
  information, and it is accessible by all
  employees.

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Health Equipments
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Health Equipments

• A blood pressure / pulse rate reader, and a body
  weight and fat weighing machine were purchased in
  June 2003 for employees to use.

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Flexi-Benefits Program
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Flexi-Benefits Program

• Provides all permanent employees with the
  flexibility to select and choose the benefits
  that meet their individual needs.
• It was implemented on 1st Jan 2003.
• In consists of 3 main components, which are
• Core Benefit
• Medical Plan
• Flexi Plan

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Good Attendance
Incentive
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Good Attendance Incentive

• This program has been in place since Y2000 to
  encourage and reward employees for good
  attendance.
• It covers all ECSPL full-time permanent and
  direct contract employees.
• Monetary incentive / Off days are given for good
  medical record, depending on the category of
  employees.

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Overcoming Obstacles ...
Programme Evaluation
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Workforce Participation

• We have an average of 90 of the workforce who
  have participated in at least one WHP programme
  in Year 2003.

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Programme Evaluation NKF Health Screening
Results
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Programme Evaluation NKF Health Screening
Results
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Employee Lifestyle Survey - April 2004 1. Has
the Health Wellness programs/activities
organized in Year 2003 given you a better
awareness understanding of active healthy
lifestyle ?
Referring to Health Wellness activities
organized between 1st Jan 31st Dec 2003
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Employee Lifestyle Survey - April 2004 2. Are
the Health Wellness programs/activities
organized in Y2003 useful to you ?
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Employee Lifestyle Survey - April 2004 3. What
are the changes to your lifestyle now ?
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Employee Lifestyle Survey - April 2004 4. How
often do you exercise ?
Those who exercise 2 to more than 3 times a
week
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Employee Lifestyle Survey - April 2004 5. In
terms of your eating habits, are you eating more
healthy food now or no change as before ?
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Employee Medical Cost(Outpatient GP
Specialist)
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Medical Leave Year 2000 to 2004
No. of Days
Year
(Sept)
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No Medical Claims - 3 Years Trend
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Turnover Rate

• Our Turnover Rate (Voluntary Separation) has been
  reduced from 15 in Year 2000 to about 5 now.
• The industry turnover rate is about 5-6.

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Awards

• MOM Safety Performance Award - Silver
  (2000 2003)
• SCIC Responsible Care - Gold Silver Award
  (2001 2003)
• Singapore Family Friendly Employer Award -
  Certificate of Merit (2004)
• Singapore HEALTH Award - Bronze (2004)
• Singapore HEALTH Leader Award (2004)

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Path Forward

• Continue to promote an active and healthy
  lifestyle.
• Organize programmes to penetrate to all levels
  and as wide as possible.
• Walk The Talk.

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Thank You