1. Total Rewards Program
Caring For The Whole Being
Emily Kenney
HSTD 394-21
December 7th
2014

2. Table of Contents
Topic Page 3
Needs Analysis Page 4
Executive Summary Page 5
Rational Page 6
Operational Plan Page 8
Market Analysis Page 9
Accountability Page 11
Resource Requirements Page 13
Training Policy Page 14
Training Standards Page 15
Proposed Budget Summary Page 16
Detailed Budget Building Worksheet Page 17
Detailed Proposed Budget Summary Page 19
Budget Tracking Form Page 22
Audit Record Keeping Checklist Page 23
Project Management Guidelines Page 24
Employee Development Tools Page 25
Knowledgeable, Skills and Values Page 26
Employee Career Path Profile Page 27
Employee Skills Evaluation Page 28
Employee Development Plan Page 29
Leadership Checklist for Team Member Development Page 30
Internal Aon Hewitt Memo Page 31
Total Rewards Promotional Poster Page 32
Email Summary and Invitation Page 33
Catalog Template Page 36
Newsletter Page 37
Blog Page 39
Diversity Page 41
Evaluation Page 43
Sample Quarterly Survey Page 44
Sample Mini Survey Page 45

3. Topic
For this training package I am going to use Aon Hewitt as my company and feature there Total
Rewards Program. This program will offer a wide range of benefits to its employees in variety of
measures like compensation, coverage and discounts. As a primary focus of this training package we
will focus most extensively on the discount and coverage portions of the plan. Most notable in these
categories are the programs we have designed to care for the employees whole being; mind, body and
soul. As an employee of Aon Hewitt, colleagues have access to discount counseling, both traditional
and holistic healing is covered as well as any extension of that treatment such as diet, exercise and
prescription drug coverage. Upon hire all new employees will be directed through a seminar in the
discussion of these benefits and all current employees will attend during a launch week. Thereafter
assistance is available at request and accessible online through the intranet site.
The services included are below:
• Competitive earnings
• Matching 401k at market premium rates
• Variety of health insurance packages to include all needs and budgets
• Gym discounts
• Holistic healing coverage (ie:massage, acupuncture and other related care)
• Counseling (ie: family, individual, financial, etc.)
• Healthy Eating Program
• Childcare/sick care discounts and options
• Individual and group wellness coaching
• Legal services and representation
• Sick time, disability and paid time off

4. Needs Analysis
The need for comprehensive benefits is great. It is proven that employees who feel well taken
care of and have a good work/life balance tend to be more productive and more easily retained. With
the implementation of the Total Rewards Program, Aon Hewitt, stands to gain more market leverage.
As a benefit provider Aon Hewitt should be held as a role model for corporate America. By caring for
the whole individual Aon Hewitt stands to have healthier employees, who are more capable and higher
performing. This in turn can increase profits and customer satisfaction. Employees who feel well cared
for are better able to care for others well.
Offering these services comes with a cost, however, revenue would likely be driven up with less
employee sick time, higher levels of productivity and greater sense of mental wellness among
colleagues. Business is a large cycle of getting back what you put out. Presenting top notch employees
who are primed and eager to work for the company and sell its mission and its values is the most
reliable way to drive business.

5. Executive Summary
It is Aon Hewitt's goal to be the industry leader in Benefit Administration, as such it is pivotal
that we offer those same benefits we market to others to our own employees. In doing so we have the
opportunity to show our clients results in action. It is our mission in offering the Total Rewards
Program that we can better market these coverage options to both our current and potential clients
growing our profit margin.
The Total Rewards program objective is the care for our employees to the utmost degree. It will
include salary, benefit and discount options on a variety of levels to all employees. The program is set
to go live on October 4, 2014 and it will mandatory that all employees attend a seminar on the new
rewards program. In order for the program to live it's full potential it will be critical it is made visible
and accessible.
Being able to retain happy, healthy and well cared for employees is critical to Aon Hewitt's
bottom line. Employees who feel better, perform better, use less sick time and are more optimistic when
confronted with challenges. Further by increasing the wellness and prevention initiatives employees
use of disability and healthcare related expenses will lessen. It is a small expense to pay for a huge
reward

6. Rational
As an industry leader for benefits administration Aon Hewitt provides a full scope of benefits to
other multimillion dollar corporations, as one ourselves it is only prudent we manage our workforce in
the same manner. In caring for our employees whole being and providing top notch benefit and salaries
we are able to further propel the business to great heights and drive revenues.
Compensating an employee shouldn't end with wages for hours worked, retirement and health
insurance coverage. In polling employees most often they reported a lack of engagement due to outside
issues or not feeling like they were well cared for while at work. People are whole beings and life
disruptions will happen to everyone. Increasing preventative health measures, wellness coaching and
counseling programs will aid in reducing employee sick time, disability and mental health days.
Discounts on healthy eating, gym memberships and paid time off allow employees incentive to
maintain good health and time away to further manage their work/life balance. Regular coaching and
health eating incentives will be implementation throughout the year. Including free annual exams, flu
shots and other preventive health measures. Further employees will continue to receive $20 off a gym
membership when they attend fifteen times per month. On October 4th, 2014 all employees will
receive a Healthy Eating Rewards card that they can set up to receive weekly coupons that are viewable
online and accepted nearly every where. By encouraging employees to purchase healthy foods and
exercise regularly their health will improve and thus drive down insurance premiums and claims.
In addition to counseling coverage offered in the insurance plans, employees will also have
regular access to self help workshops and seminars throughout the year. This will begin with a kick off
session that all employees will be required to attend at the event launch the first week of October. There
will be emails sent closer to the launch with details on times and locations. The sessions will offer
employees a comprehensive overview of the new Total Rewards Program, mini breakout session will

7. also occur during the launch to further drive visibility and awareness so that the Total Rewards
Program is able to live its full potential.
Further polling revealed that other reasons for employees lack of performance, attendance and
engagement stemmed from family concerns and work/life balance. In addressing this we have
expanded our childcare discount options to include more centers. Employees will now also have the
option to use a sick care/ back up services for both adults and childcare up to five times a year for only
a $20/day co payment. This program enables employees to come to work and have peace of mind that
their loved ones are being cared for.
Lastly by offering the widest possible net of benefit options to our own employees we further
drive our ability to market them to our clients. People like real results and in enacting this
comprehensive program in our own business model we can truly lead by example and sell real proven
results to our clients. It is our branding to offer 360 degrees of benefit coverage and it should be our
greatest mission to offer them to our own workforce so that we may continue to be a visionary in the
benefit administration industry.

8. Operational Plan
Proposal for training program 08/01/14
Approval for training program 08/05/14
Interview Total Rewards Program Representatives 08/15/14
Advertise Total Rewards Program at work sites 09/01/14
Launch Total Rewards Program 10/01/14
Managers attend Total Rewards Program Seminar 10/01/14
Non-management Employees attend Total
Rewards Program Seminar
10/02/14-10/05/14
Distribute Healthy Rewards Cards 10/02/14
Mini break out sessions within departments 10/08/14-10/12/14
Begin wellness seminars 10/15/14
Review participation in Health Eating Rewards
sign up and seminar participation
11/01/14
Evaluation of employee unplanned time off usage
and engagement
01/15/14
Review of business profit/loss for the quarter 01/30/14

9. Market Analysis
Present Competitors
Sedgewick
Towers Watson
Hartford
ING
Future Competitors
ADP
G&A Partners
IBM
Oasis Outsourcing
Internal sectors competing for funding:
Recruiting
Employee Training and Development
Marketing
Track record of training organization;
Aon Hewitt prides themselves on the extensive on boarding processed offered and the continued career
development of employees. Continued training is offered through seminars, the Aon University and
mandatory one to one session with management.
Capability of Training:
All Aon campuses are amply equipped for presentations and through the course of multiple sessions all
employees will have the opportunity to view. Community partners are available for the duration of the
launch week and ample notice should allow for adequate relief measures to be allotted for attendance.
Growth Phase:
Implementation will occur in the final quarter of the year and during a time of peak employee absence.
The holidays are notoriously stressful and work/life balance often becomes complicated during this
period. We are launching the program shortly before this very busy time so that employees are able to
get acquainted with it, but where it will still be fresh in mind when the services could be of greatest use.
Projected Profits:
Profits are expected in several different sectors as are reduced expenses. Insurance premiums should
lessen as should unplanned absences, sick time, mental health days. Engagement should increase, thus
increasing productivity and driving profit. Another profit will comes from clients in the form of
contracts for a greater amount of benefits.

10. Approaches:
Wellness coaching seminars with be offered on both a group and individual basis to ensure comfort for
all employees. Further by taking both a diet and exercise approach to the rewards program we are able
to attack the issue of obesity and related health conditions from both sides in hopes of greater inclusion.
Rewards and incentive will be given regularly as to provide competition and purpose outside the larger
mission. Further sick/unplanned care services are provided by a contractor agency thus careful
oversight goes into selection of eligible service providers in a given area. In allowing more freedom of
choice we are better able to encompass the various needs of individuals and have higher user-ship.

11. Accountability
Action Party Responsible Completion date or
Measurable
Proposal for training program Training and Employee
Development Team
08/01/14- proposal leads to
approval and funding
Approval for training program Training and Employee
Development Committee
Supervisor and CFO
08/05/14- Analysis and executive
summary are reviewed/approved
and leads to scheduling
Interview Total Rewards
Program Representatives
Training and Employee
Development Team
08/15/14- gives time frame when
launch will occur
Advertise Total Rewards
Program at work sites
Training and Employee
Development Team
09/01/14- excitement and
interest builds for launch
Launch Total Rewards Program Training and Employee
Development Team
10/01/14- Cards are handed out
and benefits become accessible
Managers attend Total Rewards
Program Presentation
Training and Employee
Development Team
10/01/14- Managers are
introduced first so they are better
able to resource questions
Non-management Employees
attend Total Rewards Program
Presentation
Training and Employee
Development Team and
individual Managers and all
colleagues
10/02/14-10/05/14- Multiple per
day sessions are held so that all
introduced and walked through
Total Benefit Rewards
Distribute Healthy Eating
Rewards Cards
Training and Employee
Development Team and all
colleagues
10/02/14- Access available upon
activation, also allows for
measurement of use
Mini break out sessions within
departments
Managers and all colleagues 10/08/14-10/12/14- Provides
opportunity for management to
source questions and concerns
Begin wellness seminars Training and Employee
Development Team and
Community Partner
Organizations
10/15/14- Group Wellness and
healthy living contest launched
Review participation in Health
Eating Rewards sign up and
seminar participation
Training and Employee
Development Team
11/01/14- Review registration
data from Healthy Eating
Rewards and seminar
participation
Evaluation of employee
unplanned time off usage and
engagement
Training and Employee
Development Team
1/15/14- Measure the level of
success workshop, work/life and
wellness initiatives have
impacted productivity
Review of business profit/loss
for the quarter
CFO and Training and Employee
Development Team
01/30/14- Review impact of
model on profits from client

12. revenue and overall earning

13. Resource Requirements
Resource Type Cost
Facilities Workshops will be held in a variety of locations
including both Aon Hewitt owned and other
community partner organizations and there would
be no excess cost due to there use.
Fitness Reimbursement and Healthy Eating
Program cost
These fees are minimal if not waived in lieu of
services to organizational partners
Equipment and Supplies Cost would not exceed $20k/yr and would be
inclusive of the prizes and incentives given for
Healthy Living contests
Staff Staff would be needed for launch and ongoing
wellness seminars. This would add two positions
at a cost of $50k/yr each
Childcare and Illness care Expenses would be dependent on usage. But
would not exceed $30k/yr
TOTAL $150k

14. Training Policy
Value Statement:
It is our mission to care for the whole being of our employees and provide comprehensive benefits that
include all facets of their life.
Belief Statement:
We believe in empowering results by being a business model for those we serve. By enacting the Total
Rewards Program we are living the practices of industry leading benefit administration
Action Statement:
For our goals to be attained we will need to; (a)Hire two new people to share the role of wellness
seminar instructors. (b)Provide visibility for various seminars and Healthy Living challenges to garner
attendance. (c)Create contracts for sick care, Healthy Eating Rewards and Fitness Reimbursement
programs and pay dues. (d) continually survey and monitor employee interest, so that appropriate
seminars are offered.
Challenges:
Aon Hewitt challenges each employee to gain a greater sense of empowerment over life’s obstacles and
to be more engaged in their work.
Responsibilities:
It is Aon Hewitt's responsibility to provide a safe and comfortable atmosphere for all employees, all
service while encouraged are at will. Those who choose not to participant in the wellness initiative will
not be penalized in anyway. Normal attendance policies will still apply for sick time and disability.

15. Training Standards
Training Work Processes Business Results Individual
Productivity
Customer Services Providing customer
service and career
advancement.
Satisfied Clients and
consumer. Happier
workforce
Increased attendance,
more capable of taking
on challenges. Greater
confidence and sense of
accountability.
Administrator Time management and
prioritizing work load.
More timely decision
and happier consumers.
Less stressed around
deadlines. Greater sense
of control and higher
work/life satisfaction
Sales Empowering results by
leading
Role model for benefit
administration and
revenue growth.
More leverage to close
new contracts and
increase current ones.
Management Providing support to
teams and spurring
engagement
Less time off,more
productivity, less turn
over and greater
work/life satisfaction
Higher team
performance and better
deadline management.
Analysts Research trends and
take an initiative to stay
ahead of them
More relevant business
propels, greater ability
to out bid competition.
Greater sense of
knowledge and
confidence to base
recommendations.
Ability to confront
things before hand
instead of putting out
fires.

16. Proposed Budget Summary
Effective date of proposed budget: August 1, 2014
Name of Department: On boarding and Team Member Development
Manager’s Name: Bob The’builder
Code Account
Title
Current
Budget
Proposed
Budget
Approved
Budget
001 Salaries $0 $100k
002 Benefits $0 $40k
003 Contract
Services
$0 $60k
004 Supplies $0 $50k
005 Evaluation $0 $15k
Total 1st
year $265k
Total 2nd
year $245k
Total 3rd
year $210k
Total Cost $720k

17. Detailed Budget Building Worksheet
Priority Key
1-Essential A-Addition
2-Highly Desirable T-Target Owned
3-Moderately Desirable
Code Account Title Current
Budget
Proposed
Budget
Approved
Budget
001 Salaries $0 $100k
Priority A/T Description Quantity Unit Cost Cost Total
1 A Wellness
Coach
2 $50K $100K
Total $100k
001 Salaries
011 Wellness Coach
021 Marketing and Development Department
Code Account Title Current
Budget
Proposed
Budget
Approved
Budget
002 Benefits $0 $40k
Priority A/T Description Quantity Unit Cost Cost Total
1 A Employee
Benefits
5002 $7.99 $40k
Total $40k
002 Benefits
022 Total Rewards
Code Account Title Current
Budget
Proposed
Budget
Approved
Budget
003 Contract
Services
$0 $60k
Priority A/T Description Quantity Unit Cost Cost Total
1 A Childcare
Program
365 $30k
1 A Healthy
Eating
Savings Plan
5,000 $2.50 $12.5K
1 A Clinical
Wellness
Coaches
104 $168.27 $17.5k
Total $60k
003 Contract Services
013Childcare Program
023 Healthy Eating
033 Clinical Wellness Coach

18. Code Account Title Current
Budget
Proposed
Budget
Approved
Budget
4 Supplies $0 $50k
Priority A/T Description Quantity Unit Cost Cost Total
1 A Key tags for
Healthy
Eating
5000 $1.00 $5,000.00
1 A Launch
Promotional
Posters
10 $20.00 $200.00
1 A Wellness
Meeting
Posters
104 $20.00 $2,080.00
1 A Snacks and
beverages for
launch
5000 $5.00 $25,000.00
1 T Audio and
Video
Equipment
for Launch
1 $0.00 $0.00
1 A Prizes for
Wellness
Competitions
12 $100.00 $1,200.00
`1 T Conference
rooms for
Launch
Presentation
and Wellness
Meetings
1 $0.00 $0.00
1 A Launch
Handouts
5000 $0.10 $500.00
1 A Decorations
and Misc
$500.00
1 A On Site
Fitness
Activities
5 $3,104.00 $15,520.00
Total $50k
004 Supplies
014 Key tags for Healthy Eating
024 Launch Promotional Posters
034 Wellness Program Posters
044 Snacks and Beverages for Launch
054 Audio and Video Equipment
064Prizes for Wellness Competitions
074 Conference Rooms
084 Launch Handouts
094 On Site Fitness Activities

19. Detailed Proposed Budget Summary
Effective date of Proposed Budget: August 1, 2014
Department Name: On boarding and Team Member Development
Managers Name: Bob The'Builder
Functional Program Area A: Analysis
Code Account Title Current Budget Proposed Budget Approved Budget
011 Wellness Coaches $0.00 100%
$24/hr x 5hrs
$120.19
002 Benefits $0.00 $0.00
003 Contract Services $0.00 $0.00
004 Supplies $0.00 $0.00
Total $120.19
Functional Program Area A: Design
Code Account Title Current Budget Proposed Budget Approved Budget
001 Salaries $0.00 $0.00
021 Marketing and
Development
Dept
$0.00 100%
$20/hr x 40hrs
$800
022 Benefits $0.00 50%
5000 Team
Members
$2.50/yr
003 Contract Services $0.00 $0.00
004 Supplies $0.00 50%
$20/hr x 3hrs
$60
Total $860
Functional Program Area C: Development and Production
Code Account Title Current Budget Proposed Budget Approved Budget
011 Salaries $0.00 50%
$24/hr x 20hrs/wk
$25,000
002 Benefits $0.00 $0.00
003 Contract Services $0.00 $0.00

20. 033 Clinical Wellness
Coach
$0.00 80%
$25/hr 2hrs once
a month
$600
013 Childcare Center
Contractors
$0.00 50%
$82/day 365 days
per year
$30k
023 Healthy Eating
Program
$0.00 50%
5000x $2.50
$17.5
004 Supplies $0.00 $0.00
Total $230,600
Functional Program Area C: Instruction
Code Account Title Current Budget Proposed Budget Approved Budget
011 Salaries $0.00 100%
$24/hr 2hrs/wk x
2ppl
$96
002 Benefits $0.00 $0.00
022 Total Rewards $100k 5002 ppl x $7.99
$40k
003 Contract Services $0.00 $0.00
033 Clinical Wellness
Coach
$0.00 80%
$25/hr 2hrs once
a month
$600
013 Childcare
Services
$0.00 75%
Flat rate cost
$30k
023 Healthy Eating
Rewards
$0.00 5%
$625
004 Supplies $0.00 $0.00
014 Key tags $0.00 100%
$5,000.00
024 Launch Posters $0.00 100%
$200.00
034 Wellness Posters $0.00 100%
$2,080.00

21. 044 Snacks and
Beverages
$0.00 100%
$25,000.00
054 Audio/Video
Equipment
$0.00
064 Prizes $0.00 100%
$1,200.00
074 Conference
Rooms
$0.00
084 Launch Handouts $0.00 100%
$500.00
094 On Site Fitness $0.00 100%
$500.00
Total $105,801
Functional Program Area E: Evaluation
Code Account Title Current Budget Proposed Budget Approved Budget
001 Salaries $0.00 $100k
011 Wellness Coaches $0.00 20%
$24 x 10hrs
$240
002 Benefits $0.00 $0.00
003 Contract Services $0.00 $700
004 Supplies $0.00 $200
Total $1,140
Total First year cost is $338,401 assuming that all employees take part in the program would be equal
to first year cost. Second year cost would drop due to key tag, fitness center and launch cost. Second
year projected cost would be estimated at $290,994. Third year cost would continue to be at or around
the second year cost as would years going forward. This figure is variable depending on new hires,
fitness center up keep costs and partnership renewal costs.

22. Period: 2 months, 1Q, 2Q, 3Q, 4Q 2014, 2Q
Budget Tracking Form
Account Actual Current
This Period
Actual Year-to-
date
Excess Budget for
Current Period
Year-to-date
Shortage
001 $100k $100k
002 $40k $40k
003 $60k $60k
004 $50k $50k
005 $15k $15k

23. Audit Record Keeping Checklist
Records Needed
• Periodic Budget Performance Reports
• Participating Daycare Providers, tally of employees using services
• Courses being offered by both on-sire wellness coaches and clinical wellness coaches
• Annual Proposed and Actual Budgets
• Promotion material
• On going employee feedback on areas of interest
• Clinical Wellness Coach Feedback
• Sales and Audit Reports
• On site Fitness Center Usage
• Healthy Eating Rewards Usage
• Employee Program Engagement Surveys
• Time line and Execution Plans

24. Project Management Guidelines
Aon Hewitt's Total Rewards Program aims to care for all team members whole being. In doing
so the company is taking steps to enact the total rewards program, which consists of various benefits
including traditional health and insurance programs, as well as, on site fitness centers and discounts at
participating fitness centers. Also included is sick childcare and healthy eating rewards discounts.
1. Project Deliverable
• Email updates on healthy saving opportunities
• Total Rewards Program plan outline
• Wellness Workshops for all Team Members
2. Project Phases
• Recruitment of Wellness Coaches - Training and On Boarding
• Recruitment of community Partners and Clinical Staff
• Development of Seminar Material and Launch
• Development of Material
• Mentor Leadership on Total Rewards
3. Time Table and Phases Cost
• Recruitment Efforts for Wellness Coaches, Clinical Staff and Community Partners- May 1st
,
2014 – June 30th,
2014 Cost: $180k
• Design- May 1st
, 2014- June 30th
, 2014 Cost: $850
• Evaluation- January 31st
, 2015 Cost: $1,500
4. Communication Expectations
• July 1st
-Begin training and On Boarding of New Wellness Coach Recruits
• July 5th
– Meeting with Community Partners (Childcare, Healthy Eating Rewards Program
Staff)
• July 10th
– Meeting with Clinical Wellness Coaches
• August 1st- Comprehensive Overview of Planned Launch Presentation Due
• September 1st- Begin Work-site Advertisement of Total Rewards Program and Distribute
Mailers
• October 1st- Launch Total Rewards Program-Distribute Key tags and Provide Overview to
Management
• October 2-5th - Provide Overview of Total Rewards to all Team Membership
• October 8- 12th – Break Out Mini Session to Resolve Team Member Questions and Concerns
• November 1st- Review Employee Participation
• January 15th- Evaluate and Report Team Member Overall Engagement

25. Employee Development Tools
Aon Hewitt strives to be a world class leader of benefit administration, in doing so it is integral we
have outstanding Team Members. To truly have engaged Team Members it is important to consider
what is of interest to the individual Team Member and what they find the most contentment doing. It is
out training and development of their skills that will lead them to be successful in whatever roles they
choose. It is important that even the most knowledgeable Team Members receive on going support in
performance and execution. At Aon Hewitt we pride ourselves on promoting from within and in an
effort to do so the below list has been devised to help Team Members better asses their needs in
developing themselves.
Self Assessment Check list Comments
1. What are your current skills?
2. What are your areas of interests?
3. What do you feel is the most effective method
of feedback back for you to receive?
3. What are areas you feel you are lacking in that
you would like to further develop?
4. What is your learning style?
5. In your perfect world what would your ideal
career be?
6. How do you balance work/life stress?
7. What are factors that contribute to your overall
engagement and satisfaction on the job?
8. What are things the company could implement
to keep you more engaged while at work?
9. Where would you like to be professionally in
the next year?
10. Where would you like to be professionally in
the next five years?
11. Where would you like to be professionally in
the next ten years?

26. Knowledgeable, Skills and Values
Knowledgeable Why is it so important to care for the employee as
a whole being
How can we achieve we be an industry leader.
Understanding and providing world class
customer service.
Skills • Customer service
• Knowledge of what corporations are
looking for in terms of benefits.
• How to implement changes with the least
amount of confusion/stress for Team
Members.
Values • Giving back to the local Community.
• Treating every contact with a fresh attitude
as if it were your first contact of the day.
• Be an industry leader in benefit
administration.

27. Employee Career Path Profile
The below Career Path Profile will help you and your manager better decide on what career
development areas you are best suited for. Please completed and return it to your manager no later then
September 15, 2015
Biographical Information
Name: Date:
Current Job Title: Aon Hewitt ID:
Highest Degree or Education:
Number of years in current role: Number of years with Aon Hewitt:
Desire role:
Job Satisfaction Survey
Please answer the questions below by placing a X in the corresponding box.
Very
Dissatisfied
Dissatisfied Equal Satisfied Very Satisfied
Pay
Benefits
Role/Duties
Relationship
with
management
Engagement
Work/Life
Balance
Feeling of
inclusion
Support
Pooled
Responsibility
Working

28. Environment
Employee Skill Evaluation
Name: Date:
Supervisor Name:
Current Role:
Skills Required Current Rating
5- Consistently Above
1-Consistently Below
Comments

29. Employee Development Plan
Name: Date:
Supervisor Name:
Current Role:
Competencies Based on Current Skills Evaluation
1.
2.
3.
Below please choose three skills you would like to utilize more and S.M.A.R.T goals on how these
can be developed.
Specific Measurable Action Plan Date of
Anticipated
Completion
Comments

30. Leadership Checklist for Team Member Development
Please use the below checklist to encourage and empower Team Members and help them engage and
find fulfillment in their work.
• Recognize Team Members Strengths and help build areas of weakness.
• Acknowledge Team Members for a job well done.
• Teach Team Members through your own actions.
• Live Aon Hewitt's mission and core values.
• Provide Outstanding customer service.
• Treat every contact as if it was the first contact of the day.
• Seek out way to team build.
• Be a cheerleader
• Empower others to be leaders.
• Support Team Members whole being
• Engage in small talk (treat everyone as a whole being, not just an employee).
• Seek out projects and learn to delegate responsibilities

31. Internal Aon Memo
To: All Direct Hire Aon Colleagues
From: Health and Wellness Team
Subject: Wellness Program Launch in October
Date: 9/10/2014
CC: Human Resources
Exciting changes will be taking place in October for Aon Hewitt Colleagues. The benefits team will be
introducing a new Total Rewards Program. This program is intended to care for our employees whole
being by offering comprehensive health and insurance benefits. We will be extending the current
program and introducing new Healthy Eating Rewards, Sick Childcare Assistance, On-site fitness
options and both onside and partnership based counseling service that will cater to the mental,
emotional and physical being. Our goal is to provide you maximum return for the investment you make
to us daily in spending the countless hours making us a leader in the benefit administration field.
There will be launch activities the first week in October and all colleagues will have the opportunity to
attend two different session on the attributes of the Total Rewards Program. This is to allow feedback
on what tweaks we may want to look into. We have been listening and we hear you, this program is for
you and we want to make it all you need. Thank you for your continued excellence in servicing our
clients.
Thank you in advance for your time and feedback!

32. Total Rewards Program
Total Rewards Program Launch Week of October 1-5th
.
Mini Break out feedback session the week of October 8-12th
Outlook invitation will be sent in September
Total Rewards Program Cares for the Whole Being
2. Sick child care
3. Healthy Eating Rewards
4. On Site Fitness Centers
5. Discounts at Off Site Fitness Centers
6. On Site Wellness Coaching
7. Healthy Living Contests and Prizes!!!
8. Coaching and Counseling with Community Partners
Contact: Health and Wellness Team via Outlook or Lync for more info
To: (Individually addressed to colleagues with calendar invite attached)

33. From: Health and Wellness Team
Subject: Wellness Program Launch in October
Date: 9/15/2014
CC: (Employee Supervisor)
Total Rewards Program
What is the Total Rewards Program
Compensating an employee shouldn't end with wages for hours worked, retirement and health
insurance coverage. In polling employees most often they reported a lack of engagement due to outside
issues or not feeling like they were well cared for while at work. People are whole beings and life
disruptions will happen to everyone. Increasing preventative health measures, wellness coaching and
counseling programs will aid in reducing employee sick time, disability and mental health days.
Discounts on healthy eating, gym memberships and paid time off provide incentives to maintain
good health and coping mechanisms to aid work/life balance. Regular coaching and health eating
incentives will be implemented throughout the year. Including free annual exams, flu shots and other
preventive health measures. Further employees will continue to receive $20 off a gym membership
when they attend fifteen times per month. On October 1th
, 2014 all employees will receive a Healthy
Eating Rewards card that they can set up to receive weekly coupons that are viewable online and
accepted nearly every where. By encouraging employees to purchase healthy foods and exercise

34. regularly their health will improve and thus drive down insurance premiums and claims.
In addition to counseling coverage offered in the insurance plans, employees will also have
regular access to self help workshops and seminars throughout the year. This will begin with a kick off
session that all employees will be required to attend at the event launch the first week of October.
How Do I Get Started?
Please confirm Your Launch Registration On The Invite Attached Above
The sessions will offer employees a comprehensive overview of the new Total Rewards Program.
Mini breakout session will also occur during the launch to further drive visibility and awareness so that
the Total Rewards Program is able to live its full potential. Mini break out sessions will be conducted
by department Supervisors, please see them for additional scheduling information.
By offering the widest possible net of benefit options to our own employees we further drive
our ability to market them to our clients. People like real results and in enacting this comprehensive
program in our own business model we can truly lead by example and sell real proven results to our
clients. It is our branding to offer 360 degrees of benefit coverage and it is our greatest mission to offer
them to our own colleagues so that we may continue to be a visionary in the benefit administration
industry.

35. Best Regards,
Bob The' Builder
Aon |Hewitt
Senior Executive Health and Wellness Team Manager
Bob.TheBuilder@AonHewitt.com | HealthandWellnessTeam@AonHewitt.com
(999)567-9090

36. Catalog Template
Course Number: 1000 Title: Total Rewards Program Launch
Name of Curriculum: Total Rewards Overview
Course Description: This seminar will enable all employees to receive comprehensive instruction and
information on the Total Rewards Program. Also available will be wellness coaches and a preliminary
wellness class schedules so you can sign up and ask questions to figure out how the Total Rewards
Program can best serve you.
Program Launch Objectives and Topics:
• Total Rewards
• Healthy Eating Rewards
• On/Off Site Fitness
• Wellness Contests
• Wellness Coaching
• Counseling
• Sick Childcare
• Insurance Coverage Options
• Importance of Work/Life Balance
Target Audience: Mandatory for all Direct Hire Aon Hewitt Colleagues
Instructional Delivery: Live presentation by Bob The'Builder Executive Health and Wellness
Manager min break out session held second week of October inter-department lead by Department
Supervisors
Course Length: 1hour Launch Presentation and 1 hour mini break out session.

37. Totally Rewarding Rewards
Aon Hewitt Colleagues have spoken and we heard you! In order for our company to grow and
continue to be an industry leader in the Benefit Administration field it is critical we put you first.
We intend on caring for our colleagues whole being and in doing so we have brought forth the
Total Rewards Program and your response has been phenomenal. Below are some of the stories
colleagues have shared about their launch week experiences.
Team Building
Elizabeth Davis (second on the left) from the Marketing
and Development Team sent in this photo of her department
having their weekly lunch and meet. She said after
attending the launch they have decided to turn it into a time
to support one another in their healthy eating goals. They have
also set up other office wide initiatives to promote wellness
such as walking one to one weekly statuses and hour
lunches. “It just made sense to add the time to the day since
the on site fitness center was added, I stop by for a quick 30
minute workout at lunch and I'm re energized to deal with
whatever comes at me in the afternoon” Said Jonathan
Welch (first on the right), also of the Marketing Team. “We also moved the weekly one to one status to
the quad and are encouraging managers to walk with colleagues during statuses. Its a small step that
has a big impact on our overall health. We are really fortunate to have a great team who are eager to
support one another”, said Elizabeth Davis.
Dealing with Life Changes and Stress Reduction
Back at work for only one week post maternity leave, Brittany Herd of
the Finance and Supply Chain Team said the Total Rewards Launch
could not have come at a better time. “I was pretty stressed out my first
week back at work. It is my first child and it was a huge transition
going back to work after the baby. Knowing we have a sick childcare
program helped put my mind at ease.” She also said that she is really
excited to participant in the wellness events and hopes it will help motivate
her to get back to her post baby body. “I'm still a little tired with the baby waking up at night still and
exercising has really helped me to get my energy back” said Herd.

38. Ready to Launch
At the North Campus Colleagues were all ears
during the Total Rewards Launch Program. Wellness
Coaches were on hand to answer additional questions
after the presentation lead by Bob The' Builder who is the
Executive Manager of the Health and Wellness Team.
Bob has been with Aon Hewitt since 2000 and says
he was eager to be at the front line of the Total
Rewards Launch. “It was really important to me to
bring about a program that would care for the
colleagues whole being. Over the years we have collected data on the feedback colleagues have left for
the Benefit Administration Department and we sat down and created a program based on your
responses.” Bob said he had a great time visiting with the various sites and listening to colleagues
questions and concerns regarding the program. “It's important even now to hear the feedback from
colleagues on the program. We have a meeting coming up to go over the feedback from the mini break
out sessions and I'm excited to hear it, all of it! I want to know the good and the bad. We tallied the
data, but with doing that we know that needs are consistently changing. Life is always changing and we
are committed to serving our colleagues and their ever changing lives”.
Check out our Blog for upcoming classes
Please send us your Total Rewarding Rewards stories so we can feature them in one of our
monthly issues. We look forward to hearing about successes of all shapes and kinds!
TotallyRewardingrewardsnewsletter@aonhewitt.com

39. Totally Rewarding Rewards
Use the Weekend to Make a Great Week
By: Jeanne Kunell
Health and Wellness Coach
You wake up Monday morning and you tiredly stumble to the shower to get ready for the day.
You stand staring blankly at the shower wall for several minutes until you realize you haven't made the
kids or your lunch and you have that big meeting today and still need to go over your notes. You
hurriedly shove a Lunchable into your sons bag and grab and cup of coffee on your way out the door.
You miss lunch and come home starving only to realize you forgot to take out dinner. You call in take
out and gobble down half cold pizza while you sit and stare at your computer screen working after the
kids are in bed. If this sounds too familiar to you read the steps below to help kill your case of the
Monday's.
Rule of Three's
Often Monday comes to us after a long weekend of over indulgence with our loved ones. It is
important to have a cheat day, but don't get carried away over the weekend and wake up Monday
morning with the calorie hangover. It is important that you have healthy relationships not only at work
but also at home. You should aim to add no more then 300 calories to your cheat day. For every 300
calories over the initial look to add about another 30 minutes to your regular workout post cheat day or
better yet don't take the cheat day from working out. Use the down time to do something active with
your family outside your “regular” exercising program.
Another big obstacle during the week is eating healthy throughout the weekend. Take time over
the weekend to prepare meals and stock the fridge with healthy things. Make breakfast and lunches at
night before bed so that you are not caught off guard in the morning. There is a lot of low calorie
breakfast options on Pintrest that you can make ahead, freeze and then just pop in the microwave in the
morning. This allows you to take tine in the mornings to meditate instead of rushing out the door. Plus
studies show that breakfast in the morning has numerous benefits and can help power you through the
day.

40. Am mentioned before get your loved ones in the healthy living loop with you. Make it a family
effort and get your friends on board too. Don't think of eating healthy as dieting, think of it as eating
healthy. Food is fuel and we need to use it as such. It should not be used as a crutch or a time filler. We
should lean on our families for support and find at least three close people we can confide in and get
positive support from. Emotional support is huge.
Upcoming Wellness Class and Events
November 7th
: Holiday Budgeting and financial stress management
November 12th
: Healthy Eating for the Mental Well Being
If you would like to see a topic featured on the weekly Totally Rewarding Rewards Blog site
please email us at:
Totalrewardingrewardsblog@aonhewitt.com

41. Diversity
When implementing a wellness program there are many different things to take into account.
Every person is an individual and their needs come in different shapes and their wellness is based on
various factors. Everyone’s lifestyle is different and what is right for one person is not right for the
next. By offering a large range of courses on everything for nutrition, exercising, finances, family life,
grief and coping, stress reduction, anger management, meditation and work/life balance.
This is was done to take into account all the different things that cause stress in ones life. We
will be conducting quarterly surveys via survey monkey to get additional feedback anonymously from
colleagues on what other programs may be of interest. We offer coaching both in group and individual
settings and also have news letters and blogs that are filled with other healthy living ideas. This
variation in formatting makes it more accessible to all colleagues.
Further consideration to diversity was given when setting up both on and off site fitness
facilities. This was done so to help provide a free place to exercise and also to offer more time possibly
in ones day to do so. Off site membership discounts still apply to allow colleagues to exercise in the
environment that is most comfortable to them.
Ethic inclusion is important and is at the fore front of Aon Hewitt's thought when developing
the Healthy Eating Program. Discounts are given on a wide range of foods and promote fresh and
organic ingredients of all types over other products. This way ingredients can be used to cook foods
that will please all ethnic palettes.
The program is extensive in its diversity and implementation methodology as to be inclusive for
all who choose to partake. The Total Rewards Launch is mandatory, but their after employees
participation level in the is merely encouraged and wells support. Continued tuning and updating will
occur based on employee feedback allowing for maximum inclusion.

42. Please use the following tool to answer the survey
questions below
1-Dislike 2-Impartial 3-Like
1 2 3
I feel more confident in my abilities to make healthy
decision after attending wellness coaching.
I feel my colleagues are supportive of my healthy living
choices.
I feel more engaged in my work due the Total Rewards
Program.
I feel my whole being is cared for.
I feel my supervisor has my total wellness in mind.
My trainer was informational.
I will use the resources available to me to seek a healthy
lifestyle.
Healthy eating and exercise is important to me.
I have taken up regular exercise.
I have changed my habits at the grocery store.
I have started to eat out less and cook more.
Please use the space below to provide more feedback on the Total Rewards Program.
1. The best part of the Total Rewards Program for me has been?
2. What are areas that could be improved in the Total Rewards Program?
3. What are some things colleagues are doing to support your lifestyle efforts?
4. What are some areas that are still holding you back from total wellness?

43. Evaluation
Aon Hewitt is a global leader in constructing and executing world class risk management and
benefit administration solutions. It is because of our employees keen insight and willingness to
collaborate that we are able to stay at the forefront of this ever changing and diverse field. The Total
Rewards Program is our way of giving back the services you so richly provide to others. It was your
voice and great ideas that have made this company and we need to continue to hear your thoughts.
Employees will be asked to participate in various surveys to garner feedback on the Total
Rewards Program. This will be done quarterly via survey monkey. Employees feedback will remain
anonymous but will be collected and disseminated to help bring positive change to the program. Also
mini survey will be handed out at the end of wellness events to help gauge interest and feedback. This
is a program built was employees and will need your continued input to run it's full potential.
To make access to surveys user friendly and anonymous email invitation will be sent out to
collect data from participants. This will enable all colleagues the privacy needed to participant and give
honest feedback without fear of anonymity. Please complete all survey on the encrypted browser
following the link provided. Additionally, feedback is able to be given online anytime by directing
emails to the health and wellness team via Totalrewardingrewardsblog@aonhewitt.com

44. Sample Quarterly Survey
Please use the following tool to answer the survey
questions below
1-Dislike 2-Impartial 3-Like
1 2 3
I feel more confident in my abilities to make healthy
decision after attending wellness coaching.
I feel my colleagues are supportive of my healthy living
choices.
I feel more engaged in my work due the Total Rewards
Program.
I feel my whole being is cared for.
I feel my supervisor has my total wellness in mind.
My trainer was informational.
I will use the resources available to me to seek a healthy
lifestyle.
Healthy eating and exercise is important to me.
I have taken up regular exercise.
I have changed my habits at the grocery store.
I have started to eat out less and cook more.
Please use the space below to provide more feedback on the Total Rewards Program.
1. The best part of the Total Rewards Program for me has been?
2. What are areas that could be improved in the Total Rewards Program?
3. What are some things colleagues are doing to support your lifestyle efforts?
4. What are some areas that are still holding you back from total wellness?

45. Sample Mini Survey
(post wellness event)
1. Do you feel the topic and the way that it was covered was helpful?
2. Do you think more seminars of this nature would be helpful?
3. What are the top two Health and Wellness related things you would be interested in learning
more about in the future?