Building a Culture of Health at WaMu

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Building a Culture of Health at WaMu

• Washington Wellness
• Coordinators Workshop Tumwater, WA
• June 8, 2007

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Todays Agenda

• WaMu Who are We?
• Health Wellness Mission and Vision
• Our Legacy Health Promotion Model
• A Comprehensive and Strategic Approach to Health
• Questions and discussion

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WaMu Vision and Mission
Vision
Mission
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Our Brand Promise and Core Values

• Simpler banking with more smiles.

Core Values Fair Caring Human Dynamic Driven
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Who are WaMu Employees?
50,000 benefit-eligible employees
Average age 36
39 of our employees are under age 30
63 Female 37 Male
1,000 1,400 new hires/month
1/3 of employees are in top 13 sites
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What Are Their Key Health Issues?
Pregnancy is the highest claims category for
females 18-35
Strains and sprains are among the highest claims
categories for males 18-35
Cancer, heart disease, diabetes, depression, and
anxiety are among the top six by cost
50 of diseases are lifestyle-related major
risks include inactivity, overweight, and poor
diet
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Health Wellness Strategy Vision and Mission

• Vision To deliver innovative high quality
  benefits at the best value
• Mission Engage our consumers through the
  efficient delivery of cost-effective quality
  programs and services which promote their health,
  wealth, productivity, and wellness
• Guiding Principles
• Cost Effectively manage health benefit costs
  and maximize value
• Customer Focus Deliver valued programs and
  resources with superior customer service
• Continuous Improvement Drive efficiencies
  through integration and operational excellence
• Compliance Ensure compliance with all
  applicable regulations
• Competitive Ensure our benefit programs are
  competitive

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Health Promotion in Transition
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Total Population Health Management
Education, end-of-life resources
Condition-based centers of excellence
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Acute Trauma
Procedure-based centers of excellence
Disease management programs
?
Appropriate plan enrollment and utilization
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Strategic Initiatives
Chronic Condition Support High Risk
Consumer-directed health plan options
Health advocate models
? ?
Demand management education, web-based tools
?
EAP, 24-hour nurse line, lifestyle coaching
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Worried Well Functional Impairment Low Risk
Health/lifestyle improvement modules, incentives
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Health Quotient, health screenings, preventive
care
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WaMu Health Navigation
My Current Benefits
WebMD Tools and Resources
WaMu Wellness Programs
WaMu Benefits Info and Forms
Enroll/Change My Benefits

• One stop source for all your health and wellness
  needs
• enroll in benefits or make life event changes
• learn about WaMu benefit programs and resources
• use the WebMD tools to make informed decisions
• confidential and secure

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Health Management Delivery Model
Predictive Modeling
24-Hour Nurse Line
Notification
HQ/HRA WaMu Health
Claims/ CustomerCare
Disability Management
Patient
Physician
WaMu Health Advocate Team
Wellness Programs
Disease Mgmt Programs
Cancer Resource Services
Work/Life Assistance Program
Healthy PregnancyProgram
Transplant Resource Services
Inpatient Care Coordination
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Program Design Key Initiatives

• Enhance health improvement programs with more
  robust behavior change coaching (stress, back
  care, weight management)
• Introduce tobacco cessation and disease
  management treatment programs
• Partner with Ergonomics group to develop an
  ergonomics education module
• Promote the Healthy Pregnancy program
• Enhance workplace lactation support program for
  moms returning to work

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Healthy Workplace - Key Initiatives

• Implement HR and workplace policies that support
  and sustain healthy behaviors (i.e. smoke-free
  workplace, lactation policies)
• Facilitate physical activity in workplace
  environment and facilities (stairway use, bike
  lockers, walking route maps)
• Promote healthy food choices (vending machine
  subsidies, selection of healthy options in
  cafeterias)
• Subsidize or make available lifestyle improvement
  programs at a discount (WeightWatchers, health
  club membership, tobacco cessation programs)

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Incentives Key Initiatives

• Healthy Rewards can encourage employee
  engagement, participation and behavior change
• Tailor incentive program to corporate culture and
  organizational objectives
• Fine tune to incorporate recognition and perks
  (flexible time or time off, or merchandise items)
  for individuals achieving premium levels
• Integrate with plan design rewards, such as
  lower deductibles, extra flexible benefit credits
  vs penalties, such as higher deductibles

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Plan Design Key Initiatives

• Provide full coverage for preventive care
• Provide coverage for nicotine replacement therapy
  (NRT)
• Include coverage for risk intervention programs
  (tobacco cessation, obesity management)
• Consider premium reduction for individuals who
  meet health criteria (smoke-free, HQ score, etc.)
• Introduce CDHP plan option to foster consumer
  engagement

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Integration is the Key

• Seamless and transparent user experience
• Single point of access for both web-enabled and
  phone-based resources
• HRA data (high-risk triggers) to Health Advocate
  team for outreach
• Integrated communications with health plan
  partners (newsletter, postcards, etc.)
• Data interchange between health plan and WebMD to
  populate Personal Health Record, decision support
  tools
• Integration between disability management vendor
  and Health Advocate programs

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Health and Wellness Brand Identity
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Health Wellness Communications
Smart MUves Introductory brochure
Smart MUves Newsletter Open Enrollment edition
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Communications Campaign

• Smart MUves Campaign
• Launch campaign which helped tie it all together
• Materials were eye-catching, informative,
  consistent with our brand
• Incentives
• Smart MUves Sweepstakes
• 13,000 employees completed Health Quotient to be
  entered in the sweepstakes from Oct. 1 Nov. 31
• Scavenger Hunt
• More than 5,000 employees submitted answers for a
  chance to win one of five 100 gift certificates

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Smart MUves Health Check Station

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Health Fair Screening Results
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Measuring the Effectiveness Health Scorecard -
Outcome Measures

• Participation measures HQ completion, health
  improvement program participation, flu shots
• Health improvement health risk change, increased
  self-efficacy, Healthy People 2010
• Satisfaction measures satisfaction with
  benefits, health management programs
• Impact measures current with preventive care
• Utilization measures healthcare trend, ETG
  (episode treatment group) cost reduction
• Workplace productivity reduction in disability,
  absenteeism/presenteeism

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Population Health Improvement
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Employee FeedbackHealth Wellness Survey
n450
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Healthcare Cost Improvement
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Bridging the Gap between Health Promotion and
Disease/Cost Management

• Assume a longer term view gather longitudinal
  data
• Focus on sustained behavioral impact, best
  demonstrated over the long term
• Expand the scorecard to include leading indices
  that precede financial gains (health risk
  reduction, compliance, migration in stage of
  readiness)
• Broaden the spectrum of targeted population to
  get ahead of the disease state (prevention vs
  management)

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Q A

• Questions?