1. Dallas/Fort Worth International Airport
Linda Valdez Thompson, Executive Vice President, Administration and Diversity
Norma Carabajal Essary, Vice President, Risk Management
Dallas Business Journal
“Honoring the Champions of Health”
April 7, 2011

2. Capture Executive Support Create an Employee Champion Council
DFW Wellness Program – LiveWell Success Factors for a Winning Wellness Program
Capture Executive Support
Create an Employee Champion Council
Create a Comprehensive Wellness Model
Choose Health Interventions that Target Your Audience
Communicate and Promote a Health-awareness environment
Collect Data to Drive a Winning Wellness Initiative
Celebrate successes, and evaluate program
Source: Adopted from WELCOA’s Seven Benchmarks of Success

3. Executive Team Support
Strategic Objective:
Ensure that the workforce is engaged, healthy, inclusive and diverse
Capture executive-level sponsorship to help you secure resources, buy-in and support for the program
LiveWell supports key results of DFW’s Strategic Plan Employee Engagement and Cost Competitiveness
Visible participation of the senior leadership team in the program is essential for others to follow
PRIMARY BUSINESS GOAL:
Grow the core business of domestic and
international passenger and cargo airline service.
COST
COMPETITIVE
CUSTOMER
SATISFACTION
OPERATIONAL
EXCELLENCE
EMPLOYEE
ENGAGEMENT 3 3

4. Vision: Embrace a healthy lifestyle. Mission Statement:
Create an Employee Champions Council Establish Program Vision & Mission Statements
Vision: Embrace a healthy lifestyle.
Mission Statement:
To create a supportive work environment that educates and encourages, and empowers employees and their families to make lifestyle choices that optimize their health, well-being, safety, and contribution to the Airport and the community.

5. Create an Employee Champions Council Employee team to promote program involvement
LiveWell Council comprised of 15 cross-functional employees
Executive team approves all appointments on the council
Most serve in a leadership or supervisory role, allowing them time and flexibility to participate
Primary role is to promote, help communicate wellness initiatives at department level, lead in organizing employee programs

6. Prior to launch of LiveWell, DFW conducted online employee survey
Collect Data to Drive a Winning Wellness Initiative Conduct research and benchmark relevant companies
Prior to launch of LiveWell, DFW conducted online employee survey
Close to 800 employees responded and key findings included:
78% prefer an onsite facility that provides exercise equipment, cardio group exercise and nutrition programs
90% indicated they would participate in programs and utilize services offered of a wellness center
60% of employees exercise 3 or more days per week
Benchmarked organizations in North Texas
City of Fort Worth (5,900 employees)
City of Garland (2,100 employees)
City of Fort Worth (5,900 employees) – Education/Prevention Focus
Prior to launch of LiveWell, DFW conducted online employee survey to measure both interest and types of activities of important to employees
Education and prevention focused program that includes employee discounts to fitness centers
City of Garland (2,100 employees): Program focuses on weight management and offers an on-site fitness facility

7. Create a Comprehensive Wellness Model DFW LiveWell Model

8. Create a Comprehensive Wellness Model DFW Integrated Disability Continuum Model
Lost Time/ Productivity Management Programs
Sick Leave
Presenteeism
Absenteeism
WC/STD/LTD
FMLA
Well
No Disease
At Risk
Weight Blood Pressure Stress Management
Acute Illness
Flu/Colds
Stress
Strains/Sprains
Fractures
Chronic Illness
Diabetes Heart Disease Cholesterol Depression Hypertension Asthma
Catastrophic Illness / Injury
Cancer
Medical Care Management Programs
LiveWell
HRA
Screenings
Annual physicals
Vaccinations
EAP
Annual Physicals
Interventions
Flu Clinic
Safety
Prevention
Case mgmt
Return to work
Disease mgmt
Reasonable
accommodations (ADA)
Rehabilitation
LiveWell Program, EAP & Behavioral Health/Pharmacy Management/Gaps in Care
Health/Disability Risk Assessment/Health Information & Tools
*Source: Adapted from Cigna Group Insurance 8 8

9. Choose Health Interventions that Meet Audience Needs Assessments & Interventions Components
On-line Health Risk Assessments (HRA)
Customized by the University of Michigan, a globally recognized data source for health risk assessment
Average DFW employee participation rate, %
Annual physical or dental examination
Absence Management
Integrated disability program
Intervention Programs
Education based
Reported health risk factors
Annual health fair
Seminars, workshops, lunch & learns
Reported health risk factors
Overweight
Blood Pressure
Stress
Smoking
Sedentary Lifestyle (inactivity)

10. Choose Health Interventions that Meet Audience Needs Lifestyle/Behavioral Component
On-site Wellness Center
Monthly group exercise
Pilates/Yoga – 12 classes
Circuit Training – 12 classes
Strength Training/Boot camp – 16 classes
Zumba – 4 classes
Basketball, racquetball, volleyball and tennis tournaments
Weight Management Classes

11. Choose Health Interventions that Meet Audience Needs Incentive Policy
Replaced sick leave incentive to a wellness-based program
Incentives are core elements of wellness programs
Days of pay awarded for enhanced wellness behavior
Incentive Components
Assessments
Interventions
Lifestyle & Behavioral
Health Risk Assessment
Annual Physical/Dental Exam
<7 Days of Lost Time
Four (4) Educational Requirements – seminars, online training, workshops, lunch & learns
LiveWell Center Utilization – 36 visits
6 Week Challenge Participation
Converted sick leave program to wellness incentive program, minimal increase if any
A day of pay per component completed

12. Promote a Health-Awareness Environment Communication Strategy
Dedicated website
In-home newsletter developed in partnership with WELCOA
Know your Numbers campaign
Award-wining LiveWell Guide
Education
Online education modules
Seminars conducted monthly
“Healthier at Home” book resource
Guide
FedEx
Kitty Hawk
Korean Air Cargo
Lufthansa Cargo
Martinaire
Singapore Cargo
UPS
DFW Cargo (Thousands of Metric Tonnes)

13. Most Prevalent Health Conditions
These preventable health conditions were identified in 2010 health care claims data.
Source: Aetna Group Health Claims Data, March 2011 – HMO & PPO Plans Combined

14. Celebrate Successes and Evaluate Program
DFW has experienced a decrease in the utilization of various medical services from 2009 to ER visits and prescription drugs increased.
Services
Year-over-Year Variance
Total Medical Paid (dollars)
-3.3 %
Office Visits (days)
-3.4 %
Hospital Admissions
-2.0 %
Average Hospital Length Stays
-20.0 %
Emergency Room (ER) Visits
+2.7 %
Total Prescription Paid (dollars)
+7.9 %
Number of Prescription Claims
+1.0 %
Source: Aetna Group Health Claims Data, March 2011 – HMO & PPO Plans Combined

15. Celebrate Successes and Evaluate Program
Risk Factor
Program
Employee Participation
Results
Overweight
Nutrition and weight management classes
163
2,063+ lbs lost
Blood pressure
Screenings, BP machines, online education, and classes
1,300
19% increase
in awareness of numbers
Stress management
Online education, and EAP classes
1,600
4% improvement measured for life satisfaction factors
Smoking cessation
BreatheWell program, 12-week class 40
60% quit rate
Sedentary lifestyle
Fitness (group exercise, tournaments, fun runs
890
Increased wellness center membership;
5% increase in physical activity
Blood pressure checks – partner with EMS, machine located at Wellness Center and DPS Stations
On average, an obeses employee costs X
A smoker costs X
People who are more physically fit, cost less.XX

16. Celebrate Successes and Evaluate Program
Through LiveWell, DFW has created a culture of wellness that supports positive health habits
Airport has experienced a positive impact on medical claims costs due to a comprehensive wellness program and benefit plan design changes
Integrated wellness approach allows DFW to focus on prevention, and interventions that increase employee productivity and engagement
New Opportunities Continue to build on success of the program
Create wellness environment in all office buildings and work areas, other than wellness center
Expand programs to include employee family members and retirees
Leverage terminal clinic services and pharmacy
Pursue additional cost-saving opportunities by utilizing the facility for screenings, physicals and employee events to achieve
Promote medical plan offerings (i.e. prenatal classes, disease management) that support LiveWell initiatives
Movement towards becoming a smoke-free organization