Implementing an Employee Worksite Wellness Program

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Proven Strategies for Implementing a Worksite
Wellness Program
Rod R. Hart RN, COHN Healthy Acitive Oregon
Bend, OR 4-28-06
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Agenda

• Literature review, research and best practices
• Relationship between health and productivity
• Health risks and readiness for change
• Ensuring results, incentives and ROI

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How many people here today feel their leadership
appreciates and believes in their work?

• Please Stand Up

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How many people standing feel their leadership
live it to lead it?
Priceless - Congratulations!
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• Wellness Gap Analysis

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Understanding the Costs
Adverse Bottom Line Impact
DIRECT - 26
Medical Costs Workers Comp
Health Care Costs
Medical Care Hospitalization Pharmacy Diagnostic
Testing Behavioral Health Physical Therapy
Medical Care Salary Continuation STD/LTD
Lost Productivity
Absenteeism
Presenteeism
INDIRECT 74
Employee and Customer Dissatisfaction
Poor Quality
Turnover
Temporary Staffing
Replacement Workers Training Interim Employee
Administrative re-work
Medical 22 Disability 4 / Productivity Loss
74 Source Integrated Benefits Institute, 2002
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The Reality for Employers and Employees

• Health insurance premiums rose by 11.2 percent in
  2004, the fourth consecutive year of double-digit
  increases. - Henry J. Kaiser Family Foundation
• Health insurance premiums will rise to an average
  of more than 14,500 for family coverage in 2006.
  - National Coalition on Health Care
• Premiums for employee-sponsored health insurance
  have been rising five times faster on average
  than workers' earnings since 2000. - Health
  Research and Educational Trust
• Employee spending for health insurance coverage
  has increased 126 percent between 2000 and 2004.
  - Hewitt Associates LLC
• Since 2001, the employees' share of health
  insurance costs has soared 63 percent for single
  coverage and 58 percent for family coverage. -
  Hewitt Associates LLC

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The New Dialogue
SHIFTING CULTURAL NORMS
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Fundamental Success Factors
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Program Participation A critical ingredient and
key success metric

• Engage the entire population - Champions,
  Supporters, Detractors
• Conduct regular status checks and quarterly
  reviews
• Promote and nurture a culture that values health
  well-being
• Position the program powerfully employee
  testimonies brand identity
• Target communications - reach out and touch them
• Menu of options programming mix that supports
  multiple levels of behavior change
• Use incentives wisely
• Establish specific participation goals /
  objectives and manage them
• Have a solid participation metrics story

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Managing Wellness Traffic Patterns

• Red Risk Group
• Multiple risk factors, high healthcare expenses,
  moderate absenteeism rate and moderate
  performance
• Yellow Risk Group
• No overt risk factors, low healthcare expenses,
  but high absenteeism rate, and reduced
  performance
• Green Risk Group
• A chronic health condition, moderate healthcare
  costs, low absenteeism rate and superior
  performance

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Such a Maze - Where to Begin

• Galvanize argument that investing in employee
  health wellbeing is a core requirement
• Analyze data to determine/clarify priorities
  develop a strategic plan
• Establish an executive business case
• Program Selection/Development
• Program Implementation/Integration
• Identify other business unit stakeholders

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Health and Productivity Hot-Buttons

• Behaviors (Lifestyle and Habits)
• Smoking, Substance Abuse, Obesity, Physical
  Inactivity
• Health Conditions
• Acute and Chronic Conditions
• Work Environment
• Safety, Ergonomics, Stress
• Employer Philosophy
• Organizational Culture, Health Benefits
  Strategies
• Employer Programs and Services
• Disability Management, Health Promotion
• Benefits Options, Program Integration

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Wellness StrategyConventional View vs. Strategic
Approach
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Creating Menu - Programs, Services
Incentives

• Health Improvement Programs
• Smoking Cessation
• Weight Management
• Food Services -
• Discount Healthy Choices
• Vending Overall
• Seasonal Wellness Campaigns
• Pedometer Programs
• Physical Activity Challenges
• Employee Tools Resources
• Health Care Consumerism
• Health Care Information

• Safety Programming
• Injury Prevention
• Ergonomics
• Fitness Options
• Onsite Fitness Centers
• Fitness Partners
• Self-Directed Programs

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Where to Look for Results?

• What to Review?
• Claims Data Workers Comp, Health Status
• Condition Prevalence and Cost
• Condition Management Services
• Emergency Urgent Care Utilization
• Pharmaceutical Costs and Utilization
• Health-Related Benefits Offerings, Plan Design
  and Utilization
• Worksite Health Promotion Programs
• Work/Life Balance Programs
• Workers Comp Safety Data

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Define Your Value Proposition

• Cost Savings and Increased Profitability
• Decreased Health Care Costs
• Reduced Lost Work Time
• Enhanced Organizational Productivity
• Competitive Cost Advantage in the Marketplace
• Improved Employee Satisfaction
• Improved Health and Wellness
• Improved Morale
• Enhanced Engagement
• Improved Recruitment and Retention

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• Analyzing and identifying the organizations risk
  exposure...
• Ensures an innovative and cost-effective wellness
  programming strategy
• Promotes an efficient, effective and affordable
  array of collateral services and support aligned
  across the organization
• The Bottom Line
• Fostering a healthier, more fit lifestyle for
  employees, extended family members and retirees
  results in
• Positively influencing your clients, customers
  community

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Handout 1Wellness Best Practice, ROI Resources

• R. Goetzel S. Serxner L. Chapman S.
  Sullivan
• Integrated Benefits Institute - IBI
• Institute for Health and Productivity Management
• C. Everett Koop National Health Project
• Health Enhancement Research Organization
• WELCOA - Wellness Councils of America
• Robert Wood Johnson Foundation
• National Business Coalition on Health
• Washington Business Group on Health

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Handout 2More Wellness Intervention
Considerations

• Employee Assistance Programs
• Work/Life Balance
• Financial Planning
• Elder Care
• Dependent Care
• Stress Management
• Health-Related Incentive Programs
• Nurse Line
• Integrated Disability Management
• Work-Related
• Non-Occupational
• Case Management
• Absence Management
• Return-to-Work Programs

• Health Risk Profile
• HRA
• Wellness
• Ergonomics
• Condition Management
• Worksite Healthcare
• On-Site Rx
• Health Coaching
• Quality Healthcare Initiatives
• Provider Profiling
• Provider Incentives
• Claims Review
• Medical Claims Data Analysis
• Pharmacy Claims Analysis

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Health Status Functional Capacity
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Health Status Functional Capacity

• Reducing one health risk can
• Reduce absenteeism by 2
• Improve productivity by 9

Reference Pelletier B, Boles M, Lynch W. (2004).
Change in health risks and work productivity
over time. J Occup Environ Med.
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Something to Consider
The total Functional Capacity of your company is
the sum of all the capacities of your individual
employees
Lift the functional capacity of your people and
you lift the competitive advantage of your entire
company