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23 Case Examples of Airport Employee Well-Being Programs After completing the survey, which was designed to gather data regarding well-being programs from a wide variety of airports, the next step in this project was to conduct case story interviews to gather more in-depth information about the well-being programs at a few select airports. The employee well-being programs of five airports are presented in this chapter. Specifically, airports representing four different National Plan of Integrated Airport Systems size designations were selected to participate. There are case examples of employee well-being programs at a GA airport, as well as a small-hub, medium-hub, and two separate large-hub airports. During the case example interviews, airport representatives were asked to discuss the following: ⢠Greatest stressors that their employees experience, ⢠Components of their well-being program, ⢠Keys that have facilitated success, ⢠Challenges overcome, and ⢠Impact of the well-being program on both employees and the airport overall. The data gathered during the case example interviews were then used to populate a template for each airport to share well-being program information in a consistent manner. Beyond these five case examples, additional resources related to employee well-being programs are provided in Appendix E. This appendix incorporates templates, photographs, examples, and other elements of existing well-being programs that could help other airports understand how to begin implementing similar efforts. Some of the resources provided in Appendix E are from the literature review portion of this project, while other resources were provided by the airports that participated in case example interviews or airports that had resources they were willing to share. C H A P T E R 4
24 Airport Workforce Programs Supporting Employee Well-Being Case Example #1: General Aviation (GA) Airport Airport Background Information Related to Employee Well-Being Programs This general aviation (GA) airport participates in the wellness program offered through the county. In addition to the county programming, the Airport Director also coordinates efforts internally to support employeesâ mental well-being and boost morale. Some of the airport authorityâs greatest stressors for employees are The demands of a 24/7 operation, including extended shifts and varying day-to-day challenges. Because it is a small airport, employees are often responsible for filling multiple roles, which can be extra demanding when shifts may be long and there are many issues to address on any given day. Winter hours cause added stress, as employees are subject to being on call 24 hours a day. In addition, Operations and Maintenance personnel cannot take leave from November to April as a result of winter operations. Because GA employees are county employees, the director of the airport is unable to give raises or incentivize employees with bonuses or other forms of financial rewards. Greatest Employee Stressors 24/7 Operations & Shift Work Winter Operations & Emergency Snow Call for Many Employees Lack of Resources to Incentivize & Reward Employees Airport Demographics Overview of Well-Being Programs Offered Midwest, U.S. Strategies Utilized (offered through the county) ü Biometric health screenings, free flu shots on-site ü Seminars and webinars of health-related topics such as smoking cessation, nutrition, etc. ü Financial Health Program completion incentives, offering employees as much as $750 for completing a 6-month course ü One community online portal that hosts and incentivizes various health challenges, such as 1 billion steps per year ü Municipality offers various education series with incentives to participate ü Wellness reimbursement up to $50/month for external programs such as health clubs, weight management courses, etc. ü Fitness classes and walking trail information 22 Employees Value to Employees ü No-cost gym facilities incentivizes employees to exercise since they do not have to pay for it ü Lower insurance premiums ü Health awareness and education General Aviation Airport Value to Airport Operations ü Increased employee health and morale ü Added employment benefit when bonuses and raises are not feasible
Case Examples of Airport Employee Well-Being Programs 25 Keys to Success Key Players County Wellness Coordinator Airport Leadership Participating Employees Wellness Counsel The online portal makes it easier and more accessible for employees across the county to participate in program offerings, especially in online challenges and webinars. Offering events at various locations across the county increases participation and provides county employees the opportunity to meet people from other departments and learn what others do. Some events that occur at the airport, such as the 6k runs, are open to the public, increasing participation and providing an opportunity for community members to learn about the airport. A Wellness Counsel is used to help determine which programs will be implemented the following year based on participation rates and employee feedback. This ensures programming is geared toward what county employees enjoy and use most. In addition to the programs offered through the county, airport leadership emphasizes the importance of mental health and high employee morale. Luncheons and holiday gatherings are hosted at the airport to enhance employee morale and provide an opportunity for employees to connect outside of airport operations. Annual 6k runs that occur on the airport grounds and are open to the public. These encourage fitness, as well as community involvement. Installed walking trails and updates are provided regarding trail additions. Greatest Challenges & Lessons Learned Reaching county personnel who work irregular schedules, outside of the usual business hours. This remains an issue, but the county does offer certain events at various locations to reach a broader range of employees. Immunizations are offered on-site to airport personnel at the beginning or end of certain shifts to accommodate those with demanding shift-work schedules. There are no formal metrics for this wellness program. Impact to Organization As a result of the county wellness program, employees have seen a positive impact on their insurance premiums. Employees are also rewarded for their participation in various challenges, which encourages further participation in the wellness program. Metrics Well-Being Programs In Place
26 Airport Workforce Programs Supporting Employee Well-Being Case Example #2: Small-Hub Airport Airport Background Information Related to Employee Well-Being Programs The Director of Human Resources and Diversity oversees the wellness program at this small airport. The program was first implemented in 2010 by the Benefits Department but has undergone a ârestructuringâ beginning in 2019. Under this new structure, the program is supported by a committee of employees, each representing a separate department so that all departments within the airport are represented. Much of this program focuses on the whole employee, improving oneâs physical and emotional self, and recognizing employees as a key component of workforce well-being. Greatest Employee Stressors 24/7 Operations Constant Connectivity âEven During âOffâ Hours Working Multiple Roles This airportâs greatest stressors for employees are Work-life balance is a challenge, especially with a 24/7 operation. Too many forms of connectivity prevent people from fully disconnecting from work after hours. Many employees have more than one job, especially in maintenance and operations. The airport previously right-sized/downsized; as a result, those duties were absorbed by other roles. Competition with coworkers for promotions and greater opportunities within the airport increase stress levels as well. Airport Demographics Overview of Well-Being Programs Offered Southeast, U.S. Strategies Utilized Health fair with health screenings Health challenges between employee teams such as a walking challenge Fitness classes, Weight Watchers, smoking cessation program Community service events like picking up trash around the airport grounds Reimbursements for fitness watches, up to $100 Family-fun days Employee appreciation events 70 Employees Value to Employees In addition to physical health programs, the emphasis on emotional health improves working relationships Employees feel valued and part of a larger community Relieves stress associated with the job Metropolitan Airport Value to Airport Operations Improved working environment when employees build relationships and trust, and practice transparency Happier employees translate into smoother operations
Case Examples of Airport Employee Well-Being Programs 27 Keys to Success Key Players Employee committee members Program coordinator Airport leadership Participating employees Representation from each department in the wellness program planning committee is important to ensure employeesâ interests are considered. At this airport, suggestions from each department will be ranked and voted on by employees, then the Executive Director will make the final decision regarding what well-being initiatives will be implemented in the upcoming year. Using various incentives to participate in the wellness program such as reimbursements, additional âpersonal timeâ hours for completion of certain programs, or awards increases employee involvement. Fostering trust and transparency between leadership and airport employees is an important piece of âwellnessâ at this airport. This is achieved through leadership participation in employee-wide events such as the Fall Festival. This gives employees a chance to communicate directly with leadership and build personal relationships. An annual health fair with health screenings. Different activities such as challenges and classes, based on the belief that physical health affects mental health. Activities include: Steps challenge (winning team gets a fitted pair of customized tennis shoes for each participant); Weight Watchers; smoking cessation program; fitness classes. Employees who purchased a fitness-tracking watch received a $100 reimbursement. âGivebackâ program that fosters a sense of community and increases emotional health through charitable actions. This includes organized trash pickup events, food collection for senior citizens, annual rescue program participation, Alzheimerâs walk, and other events that encourage employees to get out into the community and help others. If employees volunteer up to 8 hours of their time in this program, they receive 8 hours of personal time the following year. Family-fun days promote a sense of community and help build relationships among employees. Employee Appreciation Fall Festival lets employees know they are valued. Employees elect and vote for one another to receive awards that are distributed during this event. Greatest Challenges & Lessons Learned Scheduling events at a time and location where most employees can attend There is no perfect resolution to this issue, but the HR Director tries to accommodate employees based on when most can attend. Securing the money for these programs is difficult When executives participate in the events, leadership can see the result of these programs firsthand and witness the improved moods of their employees. This increases their likelihood of supporting the programs and approving funding. Well-Being Programs in Place This airport does not track any metrics related to the well-being program, but they do monitor how many people are getting discounts on their health insurance based on the incentives programs to determine the success of their well-being programs. Impact to Organization In addition to the health screenings and fitness offerings, the âgivebackâ program and employee appreciation initiatives foster a sense of community, build trust among employees, and invigorate the workforce. The overall impact to the organization is a safer, happier, and healthier workforce that is able to provide better customer care and contribute to the greater community. Metrics
28 Airport Workforce Programs Supporting Employee Well-Being Case Example #3: Medium-Hub Airport Airport Background Information Relevant to Employee Well-Being Programs The Human Resources Manager of this medium-sized municipal airport oversees the wellness program that is provided both through the municipality and through internal efforts at the airport. Greatest Employee Stressors Employee Shortage Leading to Excessive Overtime Job Insecurity and Low Compensation Winter Operations & Emergency Snow Call for Many Employees The greatest stressors for employees in this airport include the following: This airport recently faced some local organizational changes. This caused job insecurity and many employees left as a result, which leads to additional employee shortages that increase difficulty in covering shifts. This shortage puts additional stress on the remaining employees to work excessive overtime. The job insecurity and associated stress makes it difficult to recruit new hires. The airport is also struggling to fill critical and high-demand positions, including all trades, IT, and engineering roles, as there is competition from the private sector offering higher pay for employees. The stress of a 24/7 operation is always present. In addition, snow season and winter operations require that a large portion of employees is always on emergency snow call; this challenge is present from the late fall and well into the spring season. This affects employee morale and stress levels as employees are unable to take time off and must be ready to report to work if called. Airport Demographics Overview of Well-Being Programs Offered Midwest, U.S. Strategies Utilized Health fair Health vendors and challenges Fitness classes, health screenings with incentives to participate Monthly newsletter to communicate program Over 500 Employees Value to Employees Free health education and awareness Increased accessibility to health and wellness tools and opportunities Municipal Airport Value to Airport Operations Increased employee productivity Reduced tardiness Improved fitness = improved job performance Keys to Success Key Players Department of Personnel of municipality Participating employees Health vendors Airport leadership HR Manager Health challenges and associated prizes have proved to be a successful way to engage employees in the wellness program offerings. Using various forms of communication such as a monthly newsletter, e-mail blasts, hard-copy flyers, website posts, and word- of-mouth to inform employees of upcoming events ensures the message is reaching various audiences. The health fair is held at the airport in an on-site event space, which increases the likelihood of attendance. In addition, many of the necessary logistics and event setup duties are staffed by airport personnel, increasing employee ownership of the event. For participating in the annual biometric health screening, employees are rewarded with a $50 gift card to a local grocery store, which has proved to be a successful incentive. offerings and educational materials
Case Examples of Airport Employee Well-Being Programs 29 Municipality-run wellness program that offers free opportunities for employees to access wellness tools and fitness classes. Classes include: Cooking, nutrition, smoking cessation, diabetes information Challenges include: Walking/steps, water intake, weight loss Monthly newsletter that highlights fitness class schedules and other health-related information. Health fair with over 40 vendors that offer free screenings and health information. An on-site gym that makes exercise more accessible to employees. Greatest Challenges & Steps to Overcome Them The employee well-being program that offers the fitness classes is administered through the city (Department of Personnel) and therefore many of the classes are scheduled during the traditional workday (9 AM â 5 PM). The HR Manager has informed the Department of Personnel that many airport staff work irregular hours and requests that they offer classes at various times. A yoga class offered at 4 PM has resulted in higher attendance rates. Location and logistics to accommodate all the shifts, to include people who work on weekends. This challenge still persists and is largely dependent on the municipality that schedules the classes. Well-Being Programs in Place Metrics In general, metrics for these programs are currently not being tracked. However, attendance at program events has been used to help determine if there is enough interest to continue offering classes or specific program elements. Impact to Organization Though there are no formal metrics to measure the impact of these programs, it is believed that the well-being programs demonstrate to employees that their employer cares about their health. It has been expressed that employees who are healthier and participate in fitness classes perform better on the job and are less likely to call out of work due to illness. In addition, new employees have been providing positive feedback regarding the well-being program in place.
30 Airport Workforce Programs Supporting Employee Well-Being Case Example #4: Large-Hub Airport Airport Background Information Related to Employee Well-Being Programs A large airport with over 2,000 employees and a wide-spanning campus demands a Health and Wellness team. This large airport employs a Health and Wellness Senior Manager who oversees a team of four internal employees and additional contractors to support the employee well-being program. The team consists of Health and Wellness Coordinators who oversee vendor-partner relationships as well as Operations Coordinators who oversee the day-to-day operations of the fitness program and facilities. This airport has had a wellness program for more than 10 years, which has expanded from an exercise facility to include much more during the span of its existence. This airport takes a three-tiered approach to incentivize healthy behaviors through the employee well-being program. The components of this approach are prevention, education and awareness, and lifestyle. Greatest Employee Stressors 24/7 Operations Physically Demanding Work & Associated Discomfort This airportâs greatest stressors affecting employee well-being are Being a 24/7 operation with significant amounts of shift workers. Many employees are on their feet a lot, walking or standing for many hours per day, which can create physical and mental discomfort. Airport Demographics Overview of Well-Being Programs Offered South, U.S. Strategies Utilized On-site medical clinic and dietitian On-site fitness facilities: main facility and remote locations throughout campus Educational classes related to total well-being Incentives for completing well-being activities 2,000+ employees Value to Employees There is a medical insurance surcharge that can be waived through participation in wellness activities Access to health tools and resources on-site makes it convenient to participate in health activities Relieves stress associated with the job Large Municipal Airport Value to Airport Operations Safe and secure environment that reduces the risk of accidents Encourages employee engagement and a sense of ownership of overall well-being Healthier and happier employees translate to better customer service Saves the airport money in health care costs Keys to Success Key Players Health and Wellness coordinator, and associated team Airport leadership Vendors and external coaches/ educators Participating employees Providing employees with options to take care of their health on-site as well as off-site is critical to a successful program. Ensuring leadership buy-in by tracking metrics and savings and aligning wellness programming efforts with the greater airport mission and strategic goals has proved successful. Involving family in health initiatives by providing them access to fitness facilities and by allowing them to participate in health coaching resources is another way to guarantee employees are receiving the support they need to reach their health goals. Using online tools (such as a risk assessment survey) to track employee engagement in health initiatives and inform the direction of future programming is an incredibly useful tool that helps the program stay grounded in data and feedback. Ensuring messaging to employees emphasizes the benefit to their health and overall well-being versus the savings in medical benefits increases employee participation. Providing various methods to consume health-related information (such as education classes and workshops) increases likelihood of participation.
Case Examples of Airport Employee Well-Being Programs 31 Three-tiered approach to incentivize healthy behaviors. If an employee completes all associated responsibilities within one of the three components, they receive one additional day of pay for up to three additional days of pay during the year. Components and associated responsibilities are Prevention: Annual physical, one dental or vision exam, completion of the online health risk assessment. Education and Awareness: Completion of at least six educational lessons, which can be completed using the online learning management system or attending a course. Three of the six must fall into the âemotional well-beingâ category. Other categories include financial and mental health, among many others. Lifestyle: Employees must demonstrate they have completed at least 60 workouts over the course of a year. They can use their QR code to scan their workouts at the on-site gym, use a fitness tracker to count steps, or use other tracking methods to demonstrate at least 30 minutes of exercise. On-site medical clinic is accessible to employees, as well as a dietitian who offers both direct and one-on-one coaching to employees, as well as âlunch and learnâ classes. Fully functional wellness center with gym, various courts, fitness classes, and additional remote gyms across the large campus ensure employees have somewhere that they can exercise. Sponsorship of sports leagues, such as golf and basketball. Employeesâ family members can access the gym and the classes and health coaching that the employee receives with the belief that through supporting family members, the employee is more likely to reach their health goals. Well-Being Programs in Place Greatest Challenges & Lessons Learned Delivering communication to all employees regarding program updates and offerings Methods that have been successful in reaching the broad employee base: collaborating with the airportâs communication team, leveraging digital monitors throughout buildings, biweekly newsletters to departments, posters, fliers. Gaining leadership buy-in and support for various well-being initiatives This airport prides itself on being an industry leader in many ways, so the Health and Wellness Senior Manager tries to align new programs with this vision. In addition, the Health and Wellness department tracks health and financial metrics to make the case for health programs. This organization uses an online employee health risk assessment, completed by its employees, for data points and to glean information about their health programming. This helps inform the Health and Wellness department of what health areas their employees need the most assistance with and perhaps which programs are no longer useful. Over 95% of the airportâs employees participated in at least one of the three health component areas last year (the three components are Prevention, Education and Awareness, and Lifestyle): 87% of employees completed two components 59% completed all three components of the well-being approach. Impact to Organization This airport saved over $6 million in health care costs in the previous year based on the wellness activities completed by employees. Not only is the airport saving money, but the Health and Wellness program is helping to ensure the safety and security of the airport by providing employees with the tools and resources to be healthy, alert, attentive, and high-energy. In addition, the airport is also creating an environment where employees can make health and well-being a priority, ultimately improving their performance on the job and ensuring customer satisfaction as a result. Metrics
32 Airport Workforce Programs Supporting Employee Well-Being Case Example #5: Large-Hub Airport, Part of Multi-Airport System Airport Background Information Related to Employee Well-Being Programs The wellness program at this multi-airport system is managed by the Wellness Director. The airport authority began its employee well-being program 17 years ago. The Wellness Director works in conjunction with the municipality, which administers their own wellness programming, and has been doing so since approximately 12 years ago. In addition to the programming offered by the city, the Wellness Director offers a number of internal, airport-specific programs. Greatest Employee Stressors 24/7 Operations & Irregular Work Hours/Shift Work Competing Deadlines & Tight Schedules Airport Environment â Threat of Incidents Some of the airport authorityâs greatest stressors for employees are Work schedules and the demand of a 24/7 operation, including the associated irregular working hours. Some employees are rotated through varying shift times, increasing the stress associated with adjusting to new and irregular hours as well as interfering with their family and/or home life. Tight schedules and competing deadlines due to cross-functional projects. Collaborating with various departments and personnel to meet deadlines adds another layer of complexity and associated stress. Changing leadership at both the airport and the municipality often results in changes to processes and procedures and the need to learn and adapt to those new procedures. The airport environment itself, with threats of potential incidents with aircrafts, passengers, or other events, is a constant stressor for employees. Airport Demographics Overview of Well-Being Programs Offered South, U.S. Strategies Utilized Recognizing all dimensions of well-being with current emphasis on emotional, social, financial, intellectual, occupational and physical wellness Culinary lectures and luncheon events Science-based education with food service professionals Committees provide input on themes and topics Walking trails, exercise classes, gyms at each airport On-site blood pressure kiosks, immunization program, ergonomics education CPR and automatic external defibrillator or AED first-aid classes Municipality offers various education series with incentives to participate Wellness reimbursement up to $50/month for external programs such as health clubs, weight management courses, or similar activities Approximately 1,200 Employees Value to Employees Early detection programs likely prevent larger health issues Increases energy and emotional health Health awareness and education Fitness centers offer group clinics and individual personal training Certified Wellness Coach offers Life Well-Being coaching Walk/Run/Cycle Event Teams encourage fitness participation Municipal Airport; Airport Authority with multiple airports, including General Aviation Value to Airport Operations Increased employee engagement More positive social interactions among employees and improved service to customers
Case Examples of Airport Employee Well-Being Programs 33 Keys to Success Key Players Municipality Designated well-being program position Airport leadership Participating employees Employee committee members Assembling committees with ambassadors from each airport and division to provide recommendations and input can increase participation since the suggestions are then employee-driven. Offering âsalesâ presentations to various levels of management informing them of the benefit of the program can help gain buy-in. Establishing relationships with key decision makers and health promoters has helped increase the likelihood that leadership will support new initiatives. Using employee surveys to capture explicit feedback will enable organizations to communicate the value of the program based on the feedback. Using pilot programs to gauge the success of a program before rolling it out for the entire organization is valuable, especially when the organization is large and/or includes multiple airports. Municipality offers various health-education seminars for which people are awarded points for participating. Example seminars and other activities for gaining points include an educational series about chronic disease, stress, depression, lower-back pain, diabetes, and blood pressure, as well as 30-minute exercise classes at various locations across the city and at the airport. These points are used to offset the surcharge fee on the employeesâ health care. Culinary lecture and luncheon takes place on-site at airport; these include a meal plan and recipe demonstrations, presentations, and lectures. Installed walking trails, blood pressure kiosks, and gyms at each location. Well-Being Programs In Place Greatest Challenges & Lessons Learned Persuading leadership to allow for the implementation of certain programs The Wellness Director establishes good relationships with decision makers to facilitate meaningful conversations about the benefit of the programs. The Wellness Director also ensures that new programs and well-being initiatives have adequate research and credentialing associated with them to increase likelihood of adoption. Yoga classes well-attended, with other classes not as well attended Yoga addresses many areas of well-being, increasing productivity and reducing stress in the areas of social and emotional well-being. It is important to know the demographics of the airport and preferences of participants; the Wellness Director learned that factors like increased time away from work due to showering after more intense classes affected participation and interest in other class offerings. Participation in classes and other well-being initiatives is tracked to gauge program success and use these metrics to influence decision makers. Surveys are also conducted to gain employee feedback to determine if program updates are necessary. Over 90% of employees are participating in one or more of the programming offerings at this organization. Impact to Organization There has been a measurable benefit to employeesâ health through the early detection and education programs as well as discounts in health care. Additionally, it has been expressed by the Wellness Director that employees are happier after fitness classes and have more energy. This translates to better relationships among employees and better service to customers. Metrics
