Connection to us. A very closeknit circle. Is there a Public Comment . Den nit krueger, active retired firefighters and spouses. Part of this is an outside person myself trying to investigate inside the insurance industry. Very baffling. Second of all, experience. What i would like to ask this board to do is try and get a level one level for cataract surgery. Having just gone through it, ive had a number of things told to me. One Insurance Company tells me we only pay for surgery with a knife. Another Insurance Company tells me you have a choice of later surgery or a surgeon with a knife. Third Insurance Company, all they do as i believe ive been told, is laser surgery. So we have three of our providers with three different types of surgery. What i would like to see is the bottom line be laser surgery for everybody. If you want to choose a surgeon with a knife, go ahead. But when you read the data and you look at everything, the precision of laser surgery is a benefit to all members. One of our providers, thats all they give. Another one, ive been told, no. We will give you a surgeon with a knife. I would like to see the bottom floor be everybody has a choice of laser surgery. And then if you want to choose a surgeon with a knife you can. On top of that, they offer you an array of enhancements above basic cataract surgery. You have your eyes cut open. You are laying on a table and they could fix your eyes. So you never have to wear glasses again. But it cost you extra money. If you haves astigmatism we can fix that but it will cost you extra money. Or if you want 20 20, it will cost you money. What i would like to ask if any of these members choose to do enhancements thats a cost sharing measure is in our benefits that the Insurance Company offset some of these costs. They can range as much as 2,500 an eye. I think our members are entitled to the best that we can provide them. And when one of our providers is giving lasik surgery and another one of our providers say you get a surgeon with a knife. Theres a huge discrepancy that i would like this board to take into consideration to stabilize that, if they could. Thank you. President scott thank you. The topic is the rfp for actual actuarial services. Getting back to the topic at hand, i happen to notice that. I have two comments, one, in the past, commissioner, you have commented on the actuary and i was surprised you didnt bring it up under the rps an independent actuary thats what im talking about a feduciary to our members. I would then expand on that, that you really look at that beyond just the feduciary measure, that is true but that you commit to the members for the other departments, especially working for other departments that serve management. And the last thing is at the retirement board, the last couple of meetings the City Attorney that sits as eric does here, has been doing a feduciary program. He had a number of exhibits and was reviewing feduciary responsibility with that board. I think its worth get ahold of that. I dont know that we need that City Attorney to come in and do the preparation i think that eric is capable of doing it. But its already written up but it may be something you can have. And what it does, it not only remind all of you of feduciary responsibilities but it helps education everyone here as to what that means and the extent of how that impacts all the decisions that you all make and all the considerations we have regard to your feduciary responsibility. President scott thank you for those comments and i think i can remind everyone that this board did go through precisely that presentation in a november forum about two years ago and we may rich to have a refresher so thank you for your comment. Are there any other comments on this topic . Wye just like to say as to the members suggestion about laser, maybe that could be brought at the end here as far as adding it to the next agenda. President scott thank you for that suggestion. We will proceed accordingly. Are there any other Public Comments on this topic, item 4, the actuarial rfp . Hearing and seeing none we will move on. Turm 11. Directors report. Executive director griggs. President scott by my likes, director griggs, this is you are i dont final acting executor directioner report. Is that correct . I believe that is correct it. President scott i would like to take the opportunity again to commend you on your leadership and work on behalf of the system during this transition. So thank you. Thank you. Appreciate that. So on this directors report i wanted to focus on a few thing we started talking about on the budget and other issues we are starting for 2018 but just to start with our personnel. We currently have a 1209 position and three 1210 positions that we are looking at or starting reviews and these are benefits analyst so these work on the Member Services. The 5320. We let the Communications Department stay in the Department Today instead of coming to the meeting because theyve been work really hard on the next item which is the annual report and the demographics report but abbey, the new director had an opportunity to meet the new staff at the february 1st all staff meeting. And our 1823 which is Senior Analyst position. The position was posted and closed with 67 appear cants and they are currently being reviewed for minimum qualifications and the assistant Health Education which is a project laced position has been filled. Briefly in operation we are seeing our Service Levels being excellent at this time of year, which is big to say as open rollment was and i think that has a lot to do whereabouts and conner concurs this has a lot to do with the communications and the processing of the applications that were accurate and correct so that always is decrease in calls and therefore we are able to keep the Service Levels in check. Pamela, the cfo mentioned talk that we are expanding the Services Lobby area. That is specifically for self service. So we can put kiosk in there. People who typically dont work on computers and may not have computers at home can come into our office and access their benefits online. And administer their benefits online. When we get that going. We are take advantage of the fact that our paper file room which held about 100,000 files. Which is about 2 million pieces of paper. Now that we scanned all of that and put it into our Management System we have a little additional real estate. So we will expand that area and have a, laker area for members to interaction either face to face or electronically in our self service. So that in the report it says midmarch. We have changed that since i wrote this report and moved it up to february 26th so construction will begin in the lobby on february 26th so for the 6 to 8 weeks it will take to complete that construct our Member Services face to face interaction will be on the first floor. And the wellness conference room. This is exactly the protocol we take for open rollment when we have 5,000 and 6,000 people come into our office. So we will set up open rollment and of course people come in and sign in at the security desk and they will direction them to there instead of up to the third floor. So that will be for about 6 to 6 8 weeks. Independent systems and analytics area. We continue to make modifications on the 2018 plan year. It does take a long time to configure people and test and get it going. Theres lots of little programs and reports that provide us with all kind of wonderful information but when we make one change we have to modify each one of those. So it does take a long time. This is tax season. Getting ready for tax season. We have produced cs. This is the third year. Which is the employer requirement under the Affordable Care act. Once we get through our Customer Service calls, because people do call. I do need my t95 or want a copy. We are going to put together some spends and how much it cost us operationally to produce these and we have done this pretty much every year since the first year we implemented it. And of course Enterprise Service an lit i objects was very involved in producing the demographics report for this month which was also a big task. Finance and accounting youve heard lately what they have been up to during the budget talk and they are also continuing fsp conversion and data cleanup. That can be the way it is when you are dealing with peoplesoft and as far as communications is concerned, we of course spent time on boarding a new graphic designer. We have to do that. In communications and do a lot of training. How people are our membership need to read and be able to understand our benefits and of course extremely Diverse Membership it is with active employees and retirees and many different types of jobs and living in many different areas of the city. We are also already beginning to prepare for open rollment in 2018. We are taking up we are meeting and taking a lot of suggestions and thing that. Had in 2017 and we will perfect a few processes and communications for open rollment in october 2018. There are a couple thing i want to mention that i will ask stephanie fish to give us a very brief overview of her annual report which will work with my annual report which is the next agenda item but one thing i do want to mention that i was able to attend the 2017 wellbeing work award yesterday d that was yesterday. And it was a very great event where many, many departments who participate were able to receive certain award for their participation. And the reason i wanted to mention it, its one of the few times i had the opportunity to go to one of our wellbeing events. So im one of those that will start crossing over to the other side and be very supportive of wellbeing. I saw the engainment of the departments and the other departments and it was very inspirational. With that being said i would like stephanie to give us a very short overview of her annual report which is included in the management report if you are looking at your ipad, its page 180. If you are looking at a hard copy its page 20 once you get into the wellbeing second. The first page looks like our team and theres a great picture of the wellbeing team on that slide. There is. Stanley fisher being manager. Im actually taller than somebody. I guess to raise the mic. That doesnt happen often. Im going to ask you to head to slide 4. So our slide are numbered a little bit different. At the top. What is it . You will be fine, i promise. Its slide 181 if that helps you. Go right ahead, please. So to piggyback on what mitchell was saying about yesterdays eachs we launched a new framework last year to help departments. So theres 60 departments in the city. They all have different need. They all have different assets. They all have ditch size populations, different leadership structure. So we wanted to create a framework that allowed them all to work on wellbeing for their employees but to do it in their own way so that it would be appropriate for their locations. So we created this framework. Some of the features we asked for a department lead for wellbeing so in addition to the champions having a leadership level person to work with, we received 23 department lead which was fantastic. We also instituted award. We wanted to recognize departments for taking on this extra challenge of focusing on employee wellbeing. Obviously city departments do a lot. So asking them to do something along these lines, although very important and beneficial to them, it is an extra ask, so we created an awards structure which is what the ceremony yesterday was for and we were able to distribute 19 award to 19 different departments. In addition to that we asked them for their stories and this was the part of yesterday that iing for to see coming. I should have seen coming but it was neat to see everybody share their story and the that is what got everybody else excited. They were like, i want to do that. And i want to do that. It was very, very inspirational. So there were 86 ditc 86 different stories that were spotlighted. We did all 6 of them for 35 different departments so a lot of engagement across the city. We also instituted the grant this year which was an opportunity for departments to request funding for usually terms and environmental changeses that support wellbeing. We were able to support ongoing programs in the past but never able to give them environmental changes if we needed it. So 49 different grants were awarded over two grants this year to 16 different departments. Skipping ahead, there is a lot in this report. Iie lead to the onsite activities so this gives us an opportunity to talk about our partners we partner a lot with the rec and parks and we were able to deliver 285 onsite activities either through our eap services, through the hss wellbeing team or through kaiser. In addition to that we had ten Healthy Weight Program cohorts this year which is a 13week program to help people focus on healthy weight. And we extendedded our Group Exercise classes so we have always offered them at city hall. And then the wellness centre. We have been adding departments over time and this year we were able to offer d we funded over 1,000 classes across the city which doesnt include the wellness centre. That is in other places. So that was really exciting as well. This is the year we finally got a tag line. We got something to bring all of our programsing to because we do so much. We have this wellbeing at work framework. We have onsite activities and campaigns and targeted programs. And communications in general. And they all look a little bit different and they are all talking about something different. So we needed something to unify all of that. So in 2017 we launched the better every day tag line, look and feel. It has its own color palate and all of that. And it really has helped tie together everything so people are starting to see that the physical Activity Program is attached to this Healthy Weight Program. Its attached to grant program. It all goes tolling and is one comprehensive initiative to work on employee wellbeing. We have always offered campaigns. This year we about five of them. The campaigns offer education in general. There are often opportunity for people to register to either receive targeted emails or to track their behavior. We had over 5,000 almost 5,000 register strands this year for the five campaigns. But dont think that they are lymphed to those people because the materials from those campaigns are seen by a lot of people. Those are the people who took some extra steps to tell us something about themselves. The eap, in 2015, we had a career councillor retire and hired two new councillors ring. So he with went from 1 to 1 councillors in late 2015. In 16 we spent a lot of time developing a new Training Program and in 17, they in the past, they had touched about 1,000 people a year per councillor. And in 2017 it was over 1500 different employee contact. So they took a year to regroup. And get their programs and it worked. They did more trainings this year than ever which allows a very small team to impact a very, very large group. The other reason for the increase in eap services is not so positive. We had a lot of Critical Incidents this year and disruptive events and its hard to know if there are actually more disruptive events or if the eap is just better known for being able to help with them. Its hard to track that. But we had over nine times as many disruptive eachs responses. And sorry. Four times the eachs and we served over nine times the amount of people. So take that for what you will. The other things eap did this year was create a campaign to let people know about all of its services and that its not just about sitting in a Counseling Office with a counselor. They do a lot of that and we saw that in 1300 per counselor opposed to 1,000. So thats a somewhat brief summary of the report in front of you. President scott and the Diabetes PreventionResearch Study is one area of continued interest also. You can just give of a brief comment about that. Yes, so the slide you have in front of you is just a summary of what i presented l. A. Month but the researchers wrappedde wrapped up. We are meeting later this month to look at the data a few different ways and we are working with caser to be able to develop that onsite program. We are hoping we be will table to continue that for our members starting this summer. President scott thats what i wanted to hear. Thank you. Are there questions for the board . Stephanie, regarding the Wellness Program . Thank you very much, stephanie. You and your team for everything that are you doing on behalf of us. Thank you very much. Thank you, stephanie. So just to go over a couple of the meetings on the directors meetings and that happened over january, as pamela mentioned also in the budget discussion, is that the citywide voice over protocol, the voip system that the city is moving forward with this. Is our telephone system. These are our Members Services and phone lines and the capabilities that they can do as well as our own phones on the desk but the city is moving to finally updated technology and we are considered in critical need for it. So we are. Anding to get our new phone system hopefully by the end of the calendar year in 2018 or at least some progress. This is going to give us much more Customer Service. Ease. We would be able to record phone calls for equal control. Which is very important. And we will also be able to use certain technologies. For instance, when a phone call we can pick up a caller id or someone can put an employee id and all the record come up in front of us so a lot less prepettive motions for Member Services and we can get the call started and answered more quickly