Program Overview. One of the very few well-researched, state-of-the-art, approaches to wellness incentives.

Transcription

1 Program Overview Solving the Dilemma of Rising Healthcare Costs and Productivity Loss with Technology and a Proven Population Health Management Strategy One of the very few well-researched, state-of-the-art, approaches to wellness incentives. Larry S Chapman, MPH President and CEO Chapman Institute W O R K P L A C E H E A L T H S O L U T I O N S

2 National Recognition Over the past 20 years, the Challenge has been highlighted in a number of major business publications, including: There s a Smarter Way to Invest in Employees 2

3 Award-Winning Program We re proud to be recognized for the success of the Challenge. Awards we ve received include: Gold Well Workplace Award from the Councils of America (WELCOA), Junction s Return on Investment Award, and Golden Apple Award from the Washington State Governor s Council on Physical Fitness, Health and Sports. American Heart Association Platinum Fit-Friendly Award However, we re more proud of our clients success. Many of our clients have been recognized for their outstanding leadership in the field of health promotion and their Challenge program. Golden Apple Award There s a Smarter Way to Invest in Employees 3

4 Customer Feedback HEALTHCARE COST SAVINGS AND CULTURE The Challenge has been an excellent vehicle for our organization, spread out over 14 locations, to unite in creating a culture of wellness. With over 50% of our 1800 employees enrolling in the program, we have been able to see a positive impact in controlling our healthcare costs over the past 3 years. Greater than 80% of participants consistently rate the program as being helpful year after year. Jody Byrne, RD Program Coordinator The Everett Clinic Golden Apple Award Winner, Healthy Worksite Summit SUSTAINABILITY AND RESULTS Over the past five years, we have experienced tremendous success with the Challenge. The level of employee engagement and program satisfaction has been outstanding. Moreover, we have evaluated its impact on employees health status, medical claims, and job performance and productivity-related metrics, and the results are very positive. Roy Hunter, EdD Director Blue Cross Blue Shield of Nebraska WELCOA Platinum Award Winner INTEGRATION AND RETENTION Health Force Partners has been an integral part of our Program here at BP Cherry Point Refinery for 6 years. The Challenge has taken our Program to entirely new level. Our employees and their families have become much more involved and have stayed in the Program year after year. I attribute this to the help, encouragement, and new programming Health Force Partners and I have developed every year. The custom service I have received from HealthForce has been impeccable. They have not only helped me develop and manage the Program but have become a mentor in my own personal growth as a Coordinator. Michelle Zimberoff Coordinator BP Cherry Point Golden Apple Award Winner, Healthy Worksite Summit There s a Smarter Way to Invest in Employees 4

5 Strategy Each organization that implements the Challenge has a unique set of goals and expectations, thus each program is designed and customized based on that organization s initiatives. Health Improvement Support Culture of Improve Work Area Stabilize Healthcare Costs Health Awareness In addition, HealthForce Partners experts will gather important health data and information to strategically design the program to measure key objectives. Maximize Productivity Employee Satisfaction Injury Prevention Employee Morale Employee Participation Recruitment and Retention There s a Smarter Way to Invest in Employees 5

6 Key Elements for Success Design for Responsibility. Health benefits and programs should make employees responsible for improving their own health status and making good health care purchasing decisions Promote Good Behavior. A culture of wellness will encourage employees to modify unhealthy behaviors that drive most health risks and reinforce positive behavior Provide Objective Measures. Measurement and evaluation of key indicators provides the clearest picture of current risks and quantification of the benefits of changed behavior over time Support and Reward Smart Decisions. Health decisions are complex. Employees need professional guidance and support that is personal, confidential and easy to access and use There s a Smarter Way to Invest in Employees 6

7 The Challenge The Challenge, developed two decades ago by health and wellness experts, is one of the most time-tested and effective programs. The criteria-based health incentive program provides a financial reward for eligible participants who engage in and meet selected wellness milestones over an extended period of time. There s a Smarter Way to Invest in Employees 7

8 Features Some unique features that separate the Challenge from other health incentive programs include: Customized Assessment Integration Criteria Focused Tailored tailored, goal-orientated design and criteria-based structure built on employer data built-in customized assessment and evaluation tools to measure against pre-established success indicators easy integration with other existing company-sponsored worksite health and wellness activities and programs, such as biometric screening, health coaching, wellness classes, etc. creative and flexible financial incentive designs tailored to wellness criteria flexible program implementation Easy Access web-based for access from work or home 24/7 Culture Evaluation team challenges to promote organizational synergy custom reports and metric tracking There s a Smarter Way to Invest in Employees 8

9 Criterion Designing a criteria-based program that generates high participation, engagement and success over an extended period of time has been a key element of the Challenge for almost 20 years. Once a preliminary assessment and discussion has occurred with the company and key data and information has been collected, the process of identifying wellness criteria can take place. Working with HealthForce Partners experts, customers may select from a variety of customized wellness criteria to fit the needs of their organization and their established goals and objectives. It is recommended that no more than 6-8 wellness criteria be selected for each program cycle. Below is a comprehensive list of criteria typical of customers program design 1 : Blood Pressure Body Mass Index (BMI) Community Health Events Eat Smart Ergonomics Family Fitness Fatigue Management Five-A-Day Flex and Stretch Health Coaching Health Risk Assessment Healthy Plate Healthy Weight Injury Free Know Your Numbers Personal Goal Physical Activity Prevention Awareness Preventive Exams Safety Self Care Self Learning Sick Time Use Stress Management Tobacco Use Waist-to-Hip Ration Work Life Balance Custom Criteria 1 The Challenge Healthy Start package, for employers with less than 500 employees, is limited to a maximum of seven pre-determined criteria. There s a Smarter Way to Invest in Employees 9

10 Scorecard The Challenge Scorecard, is a unique, proprietary tool that provides a simple but elegant format for entering and tracking critical data and information for program success. Scorecard features include: a list of your organization s unique and customized wellness criteria, the ability to enter data quickly and easily, real-time participant tracking and reporting of each criteria, specific criterion resources and information to ensure engagement and success, and assessment tools for measuring program progress, health improvement and employee satisfaction. There s a Smarter Way to Invest in Employees 10

11 Scorecard (continued) The Challenge Scorecard also enables employees to enter and track their individual health-related activities over time. Each criteria-specific area of the Scorecard allows participants to: enter their daily, weekly or monthly activities as they complete them, check their progress toward criteria and incentive achievement, review program rules for each criterion and receive data entry tips, and review data entries and modify, as needed. There s a Smarter Way to Invest in Employees 11

12 Online HRA Many clients use our online Health Risk Assessment (HRA) as the first step in the Challenge enrollment process. While it is not a required component of the Challenge, the online HRA can be a valuable tool for collecting vital health risk data from your employees. HealthForce has teamed-up with the Councils of America (the premier, national wellness association) to offer this unique HRA tool. Our confidential HRA questionnaire: takes just minutes to complete and immediately gives the employee a comprehensive, confidential, downloadable Personal Health Report, helps employees monitor their own health status over time, provides a critical tool for gathering and tracking aggregate health risk data for your population, and provides an important element of the program evaluation process. There s a Smarter Way to Invest in Employees 12

13 Team Challenge... a Component of the Challenge Organizations may elect to provide a special Team Challenge as a component of the Challenge. Team Challenges may be focused on physical activity, nutrition or any number of different health or wellness criteria, and can be designed and launched simultaneously with the Challenge. Team Challenges can be a fun and motivating way to engage employees as a group to meet a common health goal. This team-orientated program also achieves other goals, including: promote teamwork and build cohesive wellness culture, mentor and support each others efforts, inspire employees to collaborate and work towards achievement of a common goal as a group, and improve or maintain key health habits. There s a Smarter Way to Invest in Employees 13

14 Online Calendar The Challenge facilitates ongoing communication and promotion of health and wellness activities, seminars and other events offered at the worksite. Your organization s programming and wellness activities can be integrated into this monthly online calendar, which helps participants: stay aware of each month s health and wellness activities, provide motive force to attend worksite offerings, get details on upcoming group activities and events, stay engaged in the various wellness offerings, plan their day, week and month, and participate in activities to help them succeed in the program. There s a Smarter Way to Invest in Employees 14

15 Administrative Reports The Challenge Administrative Reports section provides customized reports and valuable data to help the wellness program administrator evaluate the success of your program in real time. For example: built-in feedback tools to monitor criteria progress and success, Pre- vs Post-Program Survey Cohort Report 2010 HealthForce Partners Question: How often do you currently get 30 or more minutes of accumulated exercise (i.e. walking, biking, simming, etc.)? detailed reports on (individual and group) engagement, participation and behavior change, detailed reports on custom survey data and employee feedback to enhance the program, reports are designed around your organization s goals, criteria and incentive achievement, and 70% 60% 50% 40% 30% 20% 10% 0% 12% 26% 41% 22% 3% 15% 48% 34% 0 times per week 1-2 times per week 3-4 times per week 5 or more times per week ability to customize reports for program evaluations. Pre-Program Post-Program There s a Smarter Way to Invest in Employees 15

16 Program Communication and Promotion HealthForce believes that one of the most critical aspects to achieving high participation and long-term success is development and implementation of a customized, well thought out communication plan. To assist our clients with this important component, we provide an array of promotional documents that can be customized to communicate and educate the target population about the program. The communication plan may include: CEO Letter Communication Plan Time Line Activation Tutorial Presentation Program Brochure Pre-Program Flyers On-Going Promotional Flyers Monthly Tips Flyers There s a Smarter Way to Invest in Employees 16

17 Program Design and Customization HealthForce uses the following approach to ensure that your Challenge program is custom-tailored to fit your organization s goals and objectives, along with continuously improving to ensure long-term stainability. Listen Modify & Revise Assess Our Approach Client Goals Evaluate Develop & Tailor Deliver Service There s a Smarter Way to Invest in Employees 17

18 Program Evaluation Conducting a formal Challenge program evaluation is critical for long-term success. Assessing the program not only measures the goals and objectives, but it provides valuable information about the successes and shortfalls of the program. This valuable insight is especially important when demonstrating the cost-effectiveness of the program, Return-on-Investment, and its various benefits to key organization leaders. Although not a component of the Challenge program, HealthForce can assist clients with expert analysis of the program. There s a Smarter Way to Invest in Employees 18

19 Implementation The Challenge follows a proven, five-phase process for success: Phase 1: Phase 2: Phase 3: Phase 4: Phase 5: Customer Assessment, Consultation and Program Design Portal Set-up, Customization and Testing Portal Access, Administration and Support Program Review and Modifications Program Evaluation There s a Smarter Way to Invest in Employees 19

20 More Information For more information about the Challenge,or to schedule a web demo, please contact us: W O R K P L A C E H E A L T H S O L U T I O N S Phone: (425) rburt@healthforcepartners.com There s a Smarter Way to Invest in Employees 20

21 Evidence-Based Program Outcomes for the Challenge W O R K P L A C E H E A L T H S O L U T I O N S HealthForce Partners, LLC 2012

22 Table of Contents Introduction 3 Healthcare and Productivity Savings 4 Engagement and Medical Costs 8 Health Improvement Physical Activity 9 Five-a-Day 9 Stretch and Flex 10 Weight Loss 10 High Fiber 11 BMI Reduction 11 Health Risks 12 Biometric Improvements 13 Prevention Healthcare Findings 14 Keeping People Healthy 15 Program Success and Engagement 16 Employee Satisfaction 17 There s a Smarter Way to Invest in Employees 2 HealthForce Partners, LLC 2012

23 Introduction HealthForce Partners HealthForce Partners offers extensive expertise designing and delivering highly effective population health management programs. HealthForce is deeply committed to helping our customers and their employees achieve measurable health and productivity improvement in the following areas: a Healthcare and Productivity Savings a Engagement and Medical Costs a Participation, Job Performance and Unscheduled Leave a Health Improvement a Program Success and Engagement a Employee Satisfaction The Challenge The Challenge Program Outcomes report is an assorted collection of program evaluation results from Challenge customers. The primary objective of this report is to: a Justify why investing in this population health management program makes good business sense. a Demonstrate the long-term engagement and sustainability of the Challenge program in multiple customer settings. a Provide a brief overview of the impact of the Challenge related to key organization initiatives. a Support the business and investment case for implementing an outcomes-based, health incentive program as part of an organization s long-term employee health and productivity strategy. Results will vary depending on the customized wellness program structure, incentive designs, marketing efforts, data collection limitations and leadership support. If you would like to learn more about the Challenge or schedule a live web demo, please visit us at: There s a Smarter Way to Invest in Employees Return to Table of Contents 3 HealthForce Partners, LLC 2012

24 Healthcare and Productivity Savings The Challenge helped this customer produce an impressive 1:6 cost-to-benefit ratio over a 10-year period. $300 Average Monthly Healthcare Cost Per Employee Control Customer $250 $200 $150 $100 $50 $ * *Merger: 1996 reflects the first full year of combined benefits after company in The Challenge generated a 1:2.7 cost-to-benefit ratio over a one-year period for this customer. $600,000 $500,000 $487,134 $400,000 $300,000 $200,000 $178,200 $100,000 1:2.7 $0 Direct Cost Healthcare Cost to Benefit Ratio and Productivity Savings* *Associated with reductions in healthcare costs and unscheduled leave of absences. There s a Smarter Way to Invest in Employees Return to Table of Contents 4 HealthForce Partners, LLC 2012

25 Three customers located in rural settings enrolled in the Challenge program. Third party administration data for the three customers demonstrated the following gross savings associated with health and productivity measures. 1 Worker Comp. Reduction 7% Healthcare Cost Reduction 28% Absenteeism 37% 0% 5% 10% 15% 20% 25% 30% 35% 40% Total net savings for the three-year period was $1.6 million, which translated to $762 per Challenge participant. 1 Medicine and Science in Sports and Exercise, May Volume 33; Issue 5, p 5255 This Challenge customer also experienced consistently lower sick leave usage for participants versus non-participants during an eight-year program cycle. Sick Time Usage Non-Participants Participants Average Sick Hours Per Year Year 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year 7 Year 8 There s a Smarter Way to Invest in Employees Return to Table of Contents 5

26 The Challenge helped this customer experience the following healthcare differences between participants and non-participants during a four-year program cycle.* $4,500 Cost Per Employee Per Year Non-Participants Participants Per Employee Per Month $4,000 $3,500 $3,000 $2,500 $2,000 $1,500 $1,000 $2,009 $1,039 $3,394 $1,064 $3,667 $861 $3,982 $1,854 $500 $ *Pre-program data was not available. The Challenge helped this customer experience the following healthcare change between the pre-program and current program period. $800 PEPM Healthcare Costs $750 $700 $650 $600 $550 $500 $450 $ % $ % +11% $476 $ % -3% $ % $547 $ % +12% $610 +7% $531 $ % +12% $683 * +12% $587 Pre-Program Period (without Challenge) Program Years (with Challenge) Projected Healthcare Trend (without Challenge) $400 $ % $429 Regional Healthcare Trend $ Pre-Program Period Program Year 1 Program Year 2 Program Year 3 Year 1 Program Length: June 1, May 31, 2008 Year 2 Program Length: June 1, May 31, 2009 Year 3 Program Length: June 1, May 31, 2010 Year 4 Program Length: January 1, December 31, 2011 There s a Smarter Way to Invest in Employees Return to Table of The Challenge is a registered trademark or HealthForce Contents Partners, LLC 6

27 Absenteeism and Healthcare Consumerism According to a year-end program participation survey for a long-standing Challenge customer, the following survey findings were reported by employees engaged in the program. I have taken less sick days since participating in the Challenge Participant Responses (%) % 34% 10 0 Yes No I have used my health insurance less since participating in the Challenge Participant Responses (%) % 39% 10 0 Yes No There s a Smarter Way to Invest in Employees Return to Table of Contents 7

28 Engagement and Medical Costs This Challenge customer found that employees who participated in the program and achieved any incentive level averaged $1,779 less in medical costs than those who did not achieve an incentive level. In addition, the analysis showed that a significant and inverse relationship existed between wellness participation points and medical costs. Migration of Modifiable Health Risks This Challenge customer experienced migration of health risks when comparing HRA data over a three-year period. 90% 80% 70% Migration of Modifiable Health Risks 0 to 5 Low Risk 6 to 10 Moderate Risk 11+ High Risk 60% 50% 40% 30% 20% 10% 0% Year 1 Year 2 Year 3 Participation, Job Performance and Unscheduled Leave Highly engaged employees (those who participated and achieved an incentive level) in this customer s Challenge program received better job performance ratings and took fewer hours of unscheduled paid-time-off when compared to other employees. There s a Smarter Way to Invest in Employees Return to Table of Contents 8 HealthForce Partners, LLC 2012

29 Health Improvement Physical Activity and Five-a-Day Employees of this Challenge customer saw significant improvements in two key health-risk areas upon completing the program: a Physical Activity: 33% increase in the number of employees exercising at least three days per week a Five-a-Day: 41% increase in the number of participants consuming a minimum of five fruits and vegetables per day at least five days per week Physical Activity 33% Five a Day 41% 0% 10% 20% 30% 40% 50% There s a Smarter Way to Invest in Employees Return to Table of Contents 9 HealthForce Partners, LLC 2012

30 This Challenge customer showed significant success with the My Goal criteria. Success was based on the number of employees who selected one of the four specific wellness goals during the program year. Stretch and Flex During this My Goal criteria, employees could achieve success by performing five minutes of stretch and flex 3-4 times a week during the program period % 79% 86% 81% Program Period 1 Program Period 2 Program Period 3 % of Criteria Success Average Weight Loss During this My Goal criteria, employees could achieve success by loosing.5-2lbs per week or 7-12lbs during the program period Program Period 1 Program Period 2 80 Program Period 3 70 Average % of Criteria Success % 56% 52% 51% There s a Smarter Way to Invest in Employees Return to Table of Contents 10

31 High Fiber During this My Goal criteria, employees could achieve success by increasing their fiber intake by one or more servings in their daily diet % 89% 86% 85% Program Period 1 Program Period 2 Program Period 3 70 Average % of Criteria Success BMI Reduction During this My Goal criteria, employees could achieve success by reducing their BMI of one or more points during the program period Program Period 1 Program Period 2 80 Program Period 3 % of Criteria Success % 65% 61% 61% Average There s a Smarter Way to Invest in Employees Return to Table of Contents 11

32 Health Risks Employees of this Challenge customer felt they had noticed health improvement in one or more health risks since participating in the program % 80 Participant Responses (%) % 0 Yes No There s a Smarter Way to Invest in Employees Return to Table of Contents 12

33 Biometric Improvements HealthForce Partners employees who participated in their internal Challenge program experienced significant reductions in their individual biometric measurements. 90% Healthy Heart Assessment Cohort Results Percentage of cohort group reducing their biometric measures 80% 70% 60% 50% 40% 30% 20% 10% 0% 60% Average decrease of 20 mg/dl Total Cholesterol 50% Average decrease of 17 mg/dl LDL Cholesterol 33% Average decrease of 14 mg/dl 78% Average decrease of 13 mm/hg 57% Average decrease of 10 mm/hg Blood Glucose Systolic BP Diastolic BP Biometric Measures There s a Smarter Way to Invest in Employees Return to Table of Contents 13 HealthForce Partners, LLC

34 Prevention Healthcare Findings One of the key tactics of the Challenge program design is to increase the awareness, importance and benefit of utilizing the preventive health benefits offered. By encouraging and rewarding employee s participation with preventive services, the Challenge program is assisting in mitigating chronic disease and promoting the value and cost effectiveness of early detection. Based on data gathered and reported from a Challenge customer, there was a 45% increase in Preventive Exams since the beginning of the program. Number of Subscribers Using Preventive Exam Benefit Year 3 1,062 Year Year Year Number of Subscribers There s a Smarter Way to Invest in Employees Return to Table of Contents 14 HealthForce Partners, LLC 2012

35 Keeping People Healthy Research indicates that healthy employees spend less on healthcare and are typically more productive. Aggregate year-end participant satisfaction survey data from multiple Challenge customers indicate that participating in the program keeps participants healthy. I believe I am healthier when I participate in the Challenge % 91% Customer 1 Customer 2 Participant Responses (%) Customer 1 Customer 2 There s a Smarter Way to Invest in Employees Return to Table of Contents 15 HealthForce Partners, LLC

36 Program Success and Engagement Four Challenge customers experienced significant success rates over a one-year program period. Success and engagement was measured by the total eligible population participating in the program that received a financial incentive. Customer Average % Success Rate 50 50% 44% 48% 49% 25 0 Customer 1 Customer 2 Customer 3 Customer 4 Overall Average This Challenge customer experienced the following levels of engagement over a four-year program period. 100 Engagement Levels % 42% 45% 58% 44% 25 0 Year 1 Average* Year 2 Average Year 3 Average Year 4 Average There s a Smarter Way to Invest in Employees 4-Year Average *Average= average achievement each year (includes 3 program periods) based on the total number of participants in the program. Return to Table of Contents 16 HealthForce Partners, LLC 2012

37 Employee Satisfaction Year-End Participant Satisfaction Survey data from multiple Challenge customers demonstrates that in several different program categories employees were satisfied with the Challenge. Program valued in reaching health goals 76% Participate because I value my health 90% Very satisfied with incentive method 84% Value web-based approach and program 85% Considered major employee health benefit 78% Organization cares about my health 86% I m consistent with exercise & nutrition goals 71% Helps with morale & employer relations 69% Highly satisfied with Challenge 78% 0% 20% 40% 60% 80% 100% There s a Smarter Way to Invest in Employees Return to Table of Contents 17 HealthForce Partners, LLC 2012

38 About HealthForce HealthForce is a single-source provider of workplace health solutions, serving thousands of local, regional and national employers. We are an innovator in employee health, offering superior care to injured and ill employees, and designing and delivering workplace health services to improve employee health and productivity. HealthForce Partners North Creek Parkway S., Suite 113, Bothell, WA There s a Smarter Way to Invest in Employees Return to Table of Contents 18 HealthForce Partners, LLC