Responsible for the administration of wellness and work-life programs that enhance employee engagement, facilitate recruiting, and support productivity improvements.
Records and tracks employee participation information, satisfaction surveys, and feedback sessions to assess the value of programs and resources. Analyzes the effectiveness and utilization of wellness programs and recommends changes and additions that reflect the changing needs of employees. Creates employee communications that educate employees and encourage participation in wellness activities.
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each Wellness Program Administrator II skill and competencie below to view definitions.
Skill definition-Collecting, analyzing, and interpreting data to convert them into meaningful information.
Level 1 Behaviors
(General Familiarity)
Documents statistical data for reports and analysis.
Level 2 Behaviors
(Light Experience)
Collects and classifies data to be analyzed from various channels.
Level 3 Behaviors
(Moderate Experience)
Demonstrates proficiency in several areas of analysis, data visualization and statistical modeling.
Level 4 Behaviors
(Extensive Experience)
Formulates statistical data models that can be used to form action plans in the company's development.
Level 5 Behaviors
(Mastery)
Builds statistical and predictive modeling methods to analyze high-dimensional data from clinical trials.
Skill definition-Designing, managing, assessing and implementing compensation plan to attract and retain talent.
Level 1 Behaviors
(General Familiarity)
Describes the process of designing employee benefits program.
Level 2 Behaviors
(Light Experience)
Conducts appropriate audits of benefit programs in accordance with compliance standards.
Level 3 Behaviors
(Moderate Experience)
Creates communication materials relating to updated compensation and benefit programs.
Level 4 Behaviors
(Extensive Experience)
Facilitates employee benefit seminars and trainings for employees to ensure mutual understanding.
Level 5 Behaviors
(Mastery)
Champions the adoption of creative benefits package to ensure market competitiveness.
Skill definition-Developing and promoting acquaintance, empowerment, and integration of each unique individual to create a productive and safe working environment.
Level 1 Behaviors
(General Familiarity)
Describes the best practices in diversity and inclusion to dismantle institutional and personal bias.
Level 2 Behaviors
(Light Experience)
Assists in promoting diversity and inclusion to create healthy workplace environments.
Level 3 Behaviors
(Moderate Experience)
Executes cultural programs and processes to maximize organizational diversity and inclusion goals.
Level 4 Behaviors
(Extensive Experience)
Expands initiatives to reinforce a commitment to diversity and inclusion across our organization.
Level 5 Behaviors
(Mastery)
Creates innovative approaches to promote diversity and inclusion and establish a respectful workplace.
Skill definition-Evaluating and establishing activities according to urgency and importance to arrange the order of task assignments more effectively.
Level 1 Behaviors
(General Familiarity)
Describes the importance of prioritization in maintaining an efficient operation.
Level 2 Behaviors
(Light Experience)
Assists in analyzing the relative importance of activities and assignments and adjusting priorities.
Level 3 Behaviors
(Moderate Experience)
Breaks large goals into smaller steps with specific tasks to make them more attainable.
Level 4 Behaviors
(Extensive Experience)
Creates a prioritization framework to help in assigning tasks based on importance.
Level 5 Behaviors
(Mastery)
Designs prioritization strategies to manage possible issues and mitigate risk.
Skill definition-Ability to plan, execute, and adjust job duties to achieve business goals.
Level 1 Behaviors
(General Familiarity)
Explains the importance of coordination in a large project.
Level 2 Behaviors
(Light Experience)
Communicates with various parties to clarify project scope.
Level 3 Behaviors
(Moderate Experience)
Breaks down business goals into an actionable plan.
Level 4 Behaviors
(Extensive Experience)
Develops work plans for the team's objectives, responsibilities, accountabilities, timelines, and resources.
Level 5 Behaviors
(Mastery)
Delivers training to others on resource coordination, including issue resolution.
There are 1 hard skills for Wellness Program Administrator II, Statistical Analysis.
6 general skills for Wellness Program Administrator II, Benefit Programs, Diversity and Inclusion, Employee Assistance Programs, etc.
6 soft skills for Wellness Program Administrator II, Prioritization, Coordination, Confidentiality, etc.
While the list totals 13 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a Wellness Program Administrator II, he or she needs to be proficient in Prioritization, be skilled in Coordination, and be skilled in Confidentiality.
