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)
Describes the common process for conducting statistical analysis.
Level 2 Behaviors
(Light Experience)
Applies mathematical analysis to determine the validity and reliability of statistical data.
Level 3 Behaviors
(Moderate Experience)
Consults on the application of statistical measurements, tools and techniques.
Level 4 Behaviors
(Extensive Experience)
Expands the analysis of statistical and graphical data to offer suitable solutions.
Level 5 Behaviors
(Mastery)
Adopts advanced statistical analysis software to perform complex calculations, identify trends and patterns.
Skill definition-Designing, managing, assessing and implementing compensation plan to attract and retain talent.
Level 1 Behaviors
(General Familiarity)
Compares the pros and cons of two benefits vendors.
Level 2 Behaviors
(Light Experience)
Collects required information to support the analysis of benefits program objective.
Level 3 Behaviors
(Moderate Experience)
Communicates benefits clearly to employees based on company policies.
Level 4 Behaviors
(Extensive Experience)
Analyzes industry trends to help improve overall benefits strategy and program offerings.
Level 5 Behaviors
(Mastery)
Analyzes current benefits costs and creates a budget spreadsheet outlining annual benefits costs.
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)
Cites key topics and areas in diversity and inclusion to identify impacts on our workplace.
Level 2 Behaviors
(Light Experience)
Applies diversity and inclusion principles to promote an inclusive working environment.
Level 3 Behaviors
(Moderate Experience)
Contributes to the development of a healthy work environment that values diversity and inclusion.
Level 4 Behaviors
(Extensive Experience)
Develops collaborative leadership approaches to promote the values of diversity and inclusion.
Level 5 Behaviors
(Mastery)
Adapts current programs and trends in diversity and inclusion to improve organizational performance.
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 definition of prioritization in the workplace.
Level 2 Behaviors
(Light Experience)
Applies productivity tools to prioritize and stay on track.
Level 3 Behaviors
(Moderate Experience)
Administers workload prioritization daily to help staff identify the most urgent tasks.
Level 4 Behaviors
(Extensive Experience)
Consults on the selection and application of prioritization methods.
Level 5 Behaviors
(Mastery)
Champions the adoption of advanced prioritization methods and techniques.
Skill definition-Ability to plan, execute, and adjust job duties to achieve business goals.
Level 1 Behaviors
(General Familiarity)
Describes the traits and characteristics of a skilled coordinator.
Level 2 Behaviors
(Light Experience)
Applies time management skills to minimize scheduling conflicts.
Level 3 Behaviors
(Moderate Experience)
Adjusts priorities and job duties of others according to the changing environment.
Level 4 Behaviors
(Extensive Experience)
Consults on the obstacles, conflicts, and challenges in achieving a business goal.
Level 5 Behaviors
(Mastery)
Adapts strategic plans with agility rather than waiting for problems to arise.
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.
