University of Michigan Human Resources
Human Resources' Strategic Plan
Home Executive Summary Call to Action The HR Strategic Response Strategic Goals and UM Alignment Achievements for 2010
   

The HR Commitment: Projected Achievements for 2010

Goal 4. Support and promote the health and well-being of the University of Michigan community so individuals and the organization thrive.

Michigan Healthy Community

  • A five-year leading practices strategic plan for health and well-being programs has been approved, funded and is being implemented.
  • An effective risk identification and reduction program, supported by a healthy behavior incentive program, is in place and has achieved a participation rate of at least 50% of faculty and staff.
  • Employees are educated about the true cost of health care and the value of personal health through a comprehensive education and communications plan which educates, motivates and empowers them to make good health care decisions.
  • 50% or more of U-M faculty and staff participate in at least one Michigan Healthy Community program per year.
  • Managers and supervisors are educated about the importance of employee health and well-being and how to effectively address such issues in the workplace.
  • U-M has an improved, best practice integrated disability management program, which is reducing short-term disability and absenteeism, improving our return to work results and realizing high supervisor and employee satisfaction.
  • A robust integrated data warehouse is established and being used on a regular basis for planning and evaluation related to Michigan Healthy Community goals and administration of the University of Michigan health plans.
  • A cost-neutral improved dental plan is in place that meets the expecta- tions of members and providers as determined by a customer survey.
  • U-M offers effective, well-utilized disease management programs in partnership with its health plans and other health providers targeted to individuals with health conditions with high cost and productivity
    implications.
  • An effective self-insured benefit program has been implemented that
    follows key benefit principles, supports prevention, risk reduction, disease management and consumer accountability and controls costs.