Health

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Health Wellness to a Global Workforce

• Patti Clavier
• Global Health Well-being
• October 2007

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Agenda

• Intel background
• Integrated process used to build overall health
  strategy
• Influencing C-Suite
• Intels Health for Life program
• Program resources and tools
• Year I results on participation, satisfaction and
  outcomes
• Next Steps

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• Year founded 1968
• Number of Employees
• Approx. 94,100
• Revenues 35.4 Billion (2006)
• Products and services over 450
• Worldwide Offices /Facilities 294

100,000
8.8
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Health Well-being Program Vision
Intel encourages personal and business
excellence through a culture of optimal health
and well-being for our most valuable asset -
People
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History of Wellness Support

• 1999 Intel secures online health resource
• 2001 Intel creates Global Health Wellness
  Coordinator position
• 2002 Annual Online Health Risk Assessments
  implemented
• 2003 Integrated Medical Management Tool
  implemented
• 2004 US Establishes Dedicated team to address
  Health Wellness
• 2005 Enhanced HRA opportunities
• 2006 Health for Life Wellness Program

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The Time Was Right for Intel to Act
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What Influenced C-Suite Support

• Timing
• Employee Retention, Health Care Costs Rising,
  Addressing Aging Population
• Wellness Model integrates with Benefits Strategy
• Compelling Research
• Returns vary from 21 to 151 typically 31
  savings
• JOEM November 2003, The Relationship Between
  Health Promotion Program Participation and
  Medical Costs A Dose Response
• JOEM August 2005 Estimating the
  Return-on-Investment from Changes in Employee
  Health Risks on the Dow Chemical Companys Health
  Care Costs
• The Art of Health Promotion July/Aug 2005
  Meta-evaluation of Worksite Health Promotion
  Economic Return Studies 2005 Update by Larry S.
  Chapman, MPH

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Why is Intel doing this?

• Research documents concrete rewards of workplace
  wellness programs
• Better stress management, elevated mood, enhanced
  productivity, increased strength and stamina,
  improved decision quality and interpersonal
  skills, stronger moral, positive attitude, lower
  health care claim costs
• Gives employees the opportunity to understand the
  current state of their health and an action
  plan/support to improve their quality of life
• Intel values and cares about the health of our
  employees and their families

Its the right thing to do
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Integration Leads to Leaps
Digital Health Platform formation created greater
opportunities for collaboration and partnership
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New in 2006

• Presenteeism Survey within HRA
• Intel received a summary report that links
  aggregate health risk appraisal data with
  aggregate presenteeism data
• HRA Results Upload to Integrated Medical
  Management Tool
• Intel de-identified HRA risk data uploads to IMMT
  for the purpose of improved data analysis
• Lifestyle Coaching
• Lifestyle coaching uses motivational techniques
  and behavior change theory to support healthy
  lifestyle changes
• Bio-metric Coaching Pilot
• 400 employees participated in successful pilot
  which provided bio-metrics pre-HRA with post-HRA
  coaching

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2006 HRA Results

• Cohort Data
• Repeat takers
• Shift Left with repeat taker

• Optimistic self image
• gt90 of employees have an optimistic self-image
  of their health status
• More than 10 think their health is excellent,
  while less than 10 have Low Risk factors

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Pilot and General HRA Data Comparison
Higher Risk in the Pilot Related to Accurate,
Onsite Biometrics
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October 2006 Health for Life Launched!
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Wellness Program Resource Toolbox
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Program Successes- Year I

• Participation
• Over 17,000 employees completed the Health Check
• Satisfaction
• 96 of survey respondents said they were very
  likely or likely to recommend this program to a
  co-worker
• Readiness to Change is showing more employees
  moving toward ACTION
• Employees are receiving accurate risk information
• Coaching is being embraced by employees

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Current Results for Year I

• Over 15,500 HRA completions
• Compare Intel risk results to our HRA supplier
  benchmark

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Current Results for Year I
Participants are moving from moderate to high
risk groups! Prior to Health for Life
employees did not know their accurate blood
pressure, blood sugar, triglycerides

• Cohort group analysis N2163

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Telephonic Coaching6 Month Outcomes (N1,925)
Weight 59 lost weight 61 increased confidence
in ability to manage their weight Exercise 53
increased the amount of time they spent
exercising 36 decreased their weight Nutrition
69 increased their healthy eating choices 54
lost weight as a result of being in the
program Stress 68 increased confidence in
ability to manage stress 63 had fewer stress
related physical problems Tobacco Quitline 17
were quit at 7 month outcome call 25 were quit
at 13 month outcome call
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What Employees are Saying
I just completed the Health for Life program and
think this is the best benefit Intel has EVER
offered. Thanks Intel! Employee participant,
November 2006
My health coach was a very caring person and
asked very candid and probing questions to get me
to take some ownership of my health. So far, I
have made several small life style changes and
have lost 10 pounds. To know that the coaching,
tools and support are all FREE, wow, how could
an Intel employee pass this up? Employee
participant, November 2006
I think this is one of the best Intel
benefits I have seen in a long time. Employee
participant, November 2006 If I had not
participated in this program I would have gone
another year with high risk levels, which could
have had serious impacts on my health.  I am very
glad I took the time to participate in this
program. It may have saved my life. Employee
participant, November 2006
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Health Well Being Evolution
Risk Awareness 2006
Increase Activity 2006-2007
Full Engagement 2007-2008
World Class 2008-2010

• Encourage health wellness program participation
• Shift left
• Stay left
• Behavioral and environmental changes

• Employees families are healthier at Intel
  compared to other employers
• We are industry leaders

• On-site clinics fully-utilized for all employee
  care
• HRA coaching ingrained in culture

• Complete HRA
• On-site Wellness Clinics
• Build culture foundation
• Sr. Mgmt support
• Marketing/ Branding program launched

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Next Steps

• Year II began October 1
• Coaching program enhanced
• Incentives the same to develop employee
  confidence
• Communications focus is on employee
  feedback/advocates
• Annual Enrollment is from the employee
  perspective
• Focus on Metrics
• HRA and presenteeism results to data warehouse
• Bio-metrics data analysis to prove ROI
• Health for Life to expand globally
• Costa Rica, Malaysia and Israel to launch Q1 2008

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Communications
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Five Years from Now Our Vision
Employee / Family Health is the Culture
Employees and their families are actually
Healthier and Better off Because they Work Here
Health Productivity is recognized as a
Competitive Advantage as Common as World Class
Injury Rates
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