D-51 highlights staff wellness gains and GLP-1 health benefit as premiums hold steady for 2027

District 51’s strategic-plan team told the board it is prioritizing staff belonging and well-being as multi-year goals and cited early survey gains and a suite of wellness activities designed to support employees.

“By the year 2030, all schools and departments will demonstrate an increased and favorable responses within the belonging domain,” Chief Academic Officer Jennifer Marsh said as she introduced the staff wellness update, which focused on Panorama survey results and long-term targets for belonging and well-being.

The presentation laid out two targets for 2030: for belonging, departments from 74% to 79% and schools from 72% to 77%; for well-being, departments from 62% to 67% and schools from 60% to 65%. The district framed those numbers as multi-year goals to be supported by wellness champions, leadership practices and a staff-recognition program.

Connie Mack, the district’s benefits manager, described a GLP-1 weight-loss benefit launched in January 2025. She said about 160 health-plan members have participated and that participants collectively reported more than 4,200 pounds lost over the first year. Mack connected those outcomes to broader financial effects and to the health plan’s performance.

“Due in part to the various wellness programs… I’m happy to announce that we will see a 0% increase in our premiums for 2027,” Mack told the board.

Presenters also reviewed Panorama survey results: district response rate was 88% (above national averages cited), department belonging improved from 74% to 75% and school belonging from 72% to 74%; department well-being moved from 62% to 63% and school well-being from 60% to 62%.

Board members asked for school-level breakdowns of the survey results; presenters said aggregated results are what is typically shared publicly but that school-by-school data can be provided privately to board members to guide local planning. Members also discussed how recent budget reductions could affect wellness supports; district leaders said they are prioritizing core systems and routines to sustain outcomes.

District staff said the wellness work includes monthly newsletters, staff wellness challenges, virtual providers through the employee assistance program and family-facing materials intended to align school and home practice. Implementation and monitoring of the longer-term goals will be paired with the district’s wellness policy and the strategic-plan timeline.