Well-Being Is the New Wellness

Transcription

1 Well-Being Is the New Wellness Kathleen D'Appolonia of PNC and Jason Pagels of ComPsych 1 Agenda About the Speakers Why Well-Being Why Integrate Programs PNC Living Well Strategy Management Involvement Employee Engagement Results Integration Tips Q&A 2 1

2 About the Speakers Kathleen D Appolonia, PhD Senior Vice President, Workplace Solutions, The PNC Financial Services Group Responsible for wellness and work-life effectiveness During her tenure, PNC named to Working Mother 100 Best Companies list 13 times Named Work Life Legacy Award winner by the Families and Work Institute Board of trustees for Corporate Voices for Working Families, M.A. and Ph.D. in psychology at the University of North Carolina and B.A. in psychology from Skidmore College 3 3 About the Speakers Jason Pagels Director of Business Development at ComPsych Advises employers on behavioral health, EAP, FMLA/absence management and wellness/well-being programs Prior to ComPsych, was VP of Sales at wellness engagement company focused on population health management, patient education and health communications MBA from Loyola University, bachelor s from DePauw University 4 4 2

3 Why Well-Being Productivity Obesity and chronic health conditions cost the U.S. $153 billion per year in lost workplace productivity Employees who aren't engaged in their jobs cost U.S. employers $550 billion per year Child care worries cost employers $300 billion per year 5 5 Why Well-Being Absenteeism Absences related to chronic health conditions cost employers $84 billion per year Unscheduled absences cost $3,600/year for hourly workers and $2,650 for salaried Health Costs Premiums have increased 26% in last 5 years Prescription drug spending increased 13.1% in 2014 alone 6 6 3

4 Why Well-Being ComPsych Wellness Report: 40 percent say an emotional or physical health problem has interfered with normal activities with family, friends, neighbors or groups 36 percent say they are tense or anxious much of the time 32 percent are unable to stop thinking about problems 43 percent did not receive good support from friends and family in the past six months 21 percent have felt down, depressed or hopeless in the past month 7 7 Why Integrate Programs Losing weight, eating right, exercising and quitting smoking difficult when stressed, depressed or have poor social support Comorbidity between conditions such as heart disease/stress, obesity/depression, etc. Wellness programs must combat the underlying problems of unhealthy lifestyle choices to effect lasting change Stress comes in many forms financial, legal, caregiving and must be addressed Counseling/coaching component is key 8 8 4

5 Why Integrate Programs Boosts utilization Builds trust Produces better results 9 9 About PNC $345 billion in assets One of largest U.S. banks in deposits and branches 53,000 employees; 2,700 branches in 19 states + D.C. PNC initiated a wellness program following a major acquisition to bring cohesiveness to the new, larger organization Wellness served as a way to integrate the cultures of PNC and former National City Bank One of PNC's corporate values is Quality of Life, defined as: We advocate for the physical, financial and personal well-being of our employees, customers and communities, and we support the pursuit of work-life balance

6 PNC Objectives Reduce health care cost for employees and for the company Provide a supportive culture, with robust tools to help employees reduce their risk factors Integrate tools and messaging to address the contributory factors of work/life stress and financial stress Engage employees as well as all levels of leadership make managers accountable

7 PNC Living Well Tools, resources, opportunities and solutions to support employees wellness efforts Programs are designed and integrated to fit all aspects of employee life inside and outside of PNC Messaging: Being a healthy and engaged employee can help you perform maximally at your job and enhance your success, and reduce your health care costs PNC Living Well Program Integration Health Reduce health risks Money Make good financial decisions Work/Life Effectively manage responsibilities

8 PNC Living Well: Health GuidanceResources Online Health Assessment Health Coaching Biometric Screenings Tobacco Cessation Support & Reimbursement Customizable Health Tools and Trackers Fitness and Wellness Challenges Fitness Discount Program Flu Shot Clinics Expert Medical Opinion PNC Living Well: Money GuidanceResources Financial Consulting - Telephonic or Online Legal Consulting Webinars Financial Planning for Life The Five Pillars of Personal Finance The Importance of Participating in Your Employer s Retirement Plan Employee Discount Program PNC Exclusives, Local Offers, National Offers Discounts on PNC Products and Services

9 PNC Living Well: Work/Life PNC Just In Case Care Back-Up Child Care GuidanceResources Employee Assistance Program Help with everyday issues Elder and Adult Care Management Services New Mothers Rooms Flexible Work Arrangements Grow Up Great and Volunteerism PNC Living Well 5-Year Strategy Our Vision: To enable employees to make smart, healthy choices every day as a means to reduce PNC s health care cost and increase the productivity of the business. May 2010 Jan 2012 Jan 2013 Jan 2014 Jan 2015 Introduce programs Drive awareness Introduce new vendor: GuidanceResources Increase participation Evaluate PNC s risk profile Target risks with programs and outreach Measure YoY change Expand employee accountability for health Emphasize making small healthy decisions every day Celebrate 5-year Anniversary Create healthy work environment Incent increasing activity Leadership engagement

10 Alignment of Wellness & Health Care In 2014, PNC introduced full replacement High Deductible Health Plan with Health Savings Account With transition to HDHP, we have focused messaging on health care consumerism and health management PNC Living Well messages reinforced these ideas: Education on use of Health Savings Account or a financial wellness tool Manage your health to prevent illness and avoid cost Earn incentives deposited into your HSA to offset health care costs Take healthy steps to avoid tobacco surcharge Wellness Credits for all Employees

11 Management Involvement Leaders help to increase active participation in wellness Engage leaders to set the tone Starts with encouraging all employees to complete a health assessment Encourage employees to know their numbers by getting a biometric screening either onsite or as part of their annual physical Encourage employees to participate in activities to reduce risk (e.g., health coaching, workplace challenges, tracking their diet and exercise, etc.) Create a work environment that makes the healthy choice the easy choice many times a day Signage to take the stairs instead of the elevator Availability of standing desks Healthy vending and cafes Standing meetings; walking meetings Stand-up breaks Tobacco-free campus PNC s Health Risk Profile The PNC employee health risk profile: 40% 35% 30% 25% 20% 15% 10% 5% 0% High Risk Moderate Risk Low Risk Risk is assessed based on number of risk factors such as high Blood pressure, cholesterol, glucose, triglycerides, BMI, and behavioral factors such as tobacco use, low exercise, poor nutrition, lack of sleep, etc. High risk: Moderate risk: Low risk: 5+ risk factors 3-4 risk factors 2 or fewer risk factors Note: Profile based on 15,000 employees who completed a PNC Living Well Health Assessment

12 % Employees with Mod-High Risk Leading Risk: Lack of Exercise PNC Risk Stratification 80% 70% 63% 69% 65% 74% 60% 50% 40% 30% 20% 10% 29% 21% 0% Wellness Score Risk BMI Cholesterol Glucose Blood Pressure Exercise Impact of Risk on Health Cost, Absenteeism $8,000 $7,000 Health cost by risk level 4.5 Absenteeism (avg days) by risk level $6,000 4 $5, $4, $3,000 2 $2,000 $1, $0 Low risk Moderate risk High risk 0 Low risk Moderate risk High risk

13 Results PNC Health Care Expense Growth Per Employee ( ) (data normalized for type of health plan and demographic data) $0 $288 The average PNC health care cost avoidance among the 17,000 wellness participants in 2013 was $288. $704 $704 Total cost avoidance: $4,895,712 PARTICIPANTS NON-PARTICIPANTS Baseline Excess Results: Employee Engagement Annual PNC Employee Engagement Survey in Gallup s standard employee engagement questions, plus PNC wellness question: PNC provides tools that help me manage my health, financial wellness and personal life. Employees who answered with a 5 to the Wellness item are 14.3 times more likely to be classified as engaged. PNC provides tools that help me manage my health, financial wellness, and personal life (Odds Ratio) Engaged Employees

14 Additional Tips Structure for holistic support Employee initiates participation in wellness program or receives proactive call from coach due to health assessment results Health Coach assesses employee barriers to healthy behavior change and identifies behavioral health issue Health Coach informs employee of benefits and works in tandem with EAP to ensure appropriate referrals and resources are provided Additional Tips Process Health assessment identifies moderate and high-risk employees Triggers outreach from coach Coach works with employee on plan for reaching health goals Coaches trained to listen for additional issues that can be resolved with EAP/work-life and makes referral Program gets employees to think of EAP for stress issues, not just depression and marital problems

15 Additional Tips Examples of cross-referrals Spouse was engaged in health coaching; was also referred for child care help. An employee was actively engaged in health coaching, also beginning divorce proceedings. Health coach referred for legal and financial resources. An employee was facing challenges with an elderly parent; coach referred her for elder care support for her father. This additional help strengthens relationship between employee and coach and helps build trust and accountability; employee is more invested when he/she knows person on the line cares Q&A Jason Pagels Director of Business Development ComPsych Kathleen D Appolonia Senior Vice President, Workplace Solutions The PNC Financial Services Group kathleen.dappolonia@pnc.com