presenting a system of visual navigation on a single computer screen for an individual (i.e., the user) using the computer along with a monitor and mouse, that represents categories and subcategories (and sub-subcategories, etc.) of material with functionally labeled circles or other images in a hierarchical organization;

organizing that order with a central circle branching off into several smaller circles connected by stems, and from each of those smaller circles several more even smaller circles so connected, with more detailed subsets of the material as the circles descend;

displaying thumbnails of the dashboards and reports available under a circle when the user hovers the computer mouse's cursor over it;

accessing those dashboards and reports when the user clicks the mouse's cursor over the circle, or alternatively opening a particular dashboard or report directly when the user clicks on its thumbnail;

linking the color of each circle for a wellness program to the navigation engine's determination of the program's ROI, which may include shading such color darker or lighter based on where the ROI falls within the color's range;

organizing employer human resources (HR) data (e.g., time & attendance, payroll, turnover, etc.) and wellness program data (e.g., enrollment and cost) in databases arranged in tables with schemas that permit the engine to extract the data and perform the engine's algorithms on it;

determining the number of sick or PTO (Paid Time Off) days (i.e., absence days) for each employee participating in the program during that employee's base year (i.e., the year immediately before the employee joined the program);

constructing a synthetic base year of the number of absence days for each employee that joined the program in the first year that the employee became an employee based on the average base year absence days of similarly situated employees as determined using the HR data set (e.g., age, gender, job description, location, and other job demographics);

comparing the base year absence days to the current year absence days (or other period under evaluation) for each employee participating in the program;

valuing the excess of the base year absence days over the current year absence days at the employee's current year compensation rate or a normalized rate for all employees (which will be a positive number if the base year days exceed the current year days, and a negative number if the current year days exceed the base year days);

aggregating these values for all the employees participating in the program to determine the program's occupational outcome for the current year or other period under evaluation;

determining the program's occupational outcome ROI for the current year (or other period under evaluation) by taking (1) the overall value of the change in absence days (may be positive or negative), less (2) the overall cost of the program (if the overall value of the change in absence days is positive, this will decrease that positive value, while if the overall change is negative it will increase it), and then dividing that difference by (3) the overall cost of the program;

determining the program's occupational outcome ROI since the inception of the program by taking (1) the aggregate of the overall value of the change in absence days for each year of the program, increased for inflation (or decreased for deflation) from such year to the current year, less (2) the aggregate of the overall cost of the program during each year, increased for inflation (or decreased for deflation) from such year to the current year, and then dividing that difference by (3) the aggregate of the overall cost of the program during each year, increased for inflation (or decreased for deflation) from such year to the current year; and

filtering the results by various metrics and/or combinations thereof, including programs, periods, business units and/or departments, job descriptions and/or functions, and employer locations and/or geographies.