Wellness works: Piqua City Schools

“Going to Your Doctor Is Like Managing Your Very Own Check Engine Light”

Heading into 2020, the team at Piqua City Schools was facing a massive 57 percent increase in health care costs on a fixed budget. The district, which employs 354 staff across two primary schools, one intermediate, one junior high, and one high school, has not dealt with an operations levy since 2007. A cost increase of that magnitude would have been devastating, with ripple effects that would impact every single staff member.

“We needed an out-of-the-box, innovative solution to support our teachers and staff, and prevent a catastrophic financial situation,” said Piqua City Schools Treasurer Jeremie Hittle.

Piqua City Schools is a Kindergarten through 12th grade rural community located approximately 30 minutes north of Dayton, just off Interstate 75. The community of Piqua includes

21,000 residents, many of whom regularly move in and out of town thanks to the low cost of living and easy access to Dayton. The district is the heart of the community, and residents depend on school support to help educate great students.

“At the end of the day, we must have the staff here, we must have them healthy to educate the kids. That’s what it all goes back to, and what’s most important,” said Hittle. “There is a reason and rationale for the changes we made, and it’s all about our students.”

To battle such a hefty increase and improve the overall health and wellbeing of their district staff, leaders at Piqua City Schools worked alongside HORAN Benefit Consultants and company leaders like Martha Dils, Cheryl Mueller, and others to develop a multi-faceted program that accomplished their goals and kept teachers in the classroom. The solutions included a new Health Savings Account (HSA) plan, nicotine surcharge, pharmacy solution, Enrollment Management Solution (EMS), regular Biometric Screenings, Employee Assistance Program (EAP), and wellness incentive options for all staff members.

“When managing our benefits, it’s important to us to insure we are educating our staff on why wellness should be a priority, how it impacts their health insurance, and the ultimate result for salary increases,” Hittle said.

“By implementing all these changes and educating staff through the process, they begin to recognize we are all in this together. By taking care of their own health, they are also taking care of their colleagues.”

Implementing the changes to the district health plan and adding wellness programs and incentives has resulted in dramatic cost savings and a happier, healthier set of teachers. There is proof that it works. When the team moved to an HSA plan, 97% of the district staff made the switch. Adding in the nicotine surcharge encouraged 16 smokers in the district to quit and make healthier choices. The Biometric Screening process has resulted in a 100% participation rate, offering credits in health insurance and guarantees every single person on the plan sees their general physician at least once per year. The EMS allowed nearly 50% of staff to move to a spousal plan and save money, which in turn saved the district approximately $1.8 million, not including potential claims. The EAP provides staff with mental health support and guidance for family stressors like childcare or aging relatives.

So, what does the administrative team do to celebrate and re-invest in the health of its team? They offer even better incentives for healthy living, with prizes ranging from a kayak to a Peloton Bike.

Wellness Works

The Solutions

100% Participation rate in the Regular Biometric Screenings

“There’s no doubt that by implementing these programs with HORAN’s help, we have saved people’s lives,” shared Hittle. “I know one principal who was shocked to learn his blood pressure was so high, and we were able to prevent so much serious illness for him. People in our district have truly stopped and thanked me because they found out something they otherwise wouldn’t have through our Biometric Screening program.”

Looking back on it, Hittle recognizes that the changes were scary, but it was trust and the strength of relationships, the support from the HORAN team, along with education and transparency, that helped them find success. “Our staff realized that going to the doctor is like managing your very own check engine light.”

Provided mental health support and guidance for staff

$1.8 million in district savings

50% of staff moved to a spousal plan to save money in the Enrollment Management Solution

HSA plan: 97% of the district staff switched to an HSA plan

Nicotine Surcharge

encouraged 16 smokers to quit

Wellness Incentives For

all staff

Members