Developing Wellness Programs in the Public Sector

Transcription

1 Developing Wellness Programs in the Public Sector CCAO Second Wednesday s Program May 9, 2012 Presented By: Pamela Boyer, Human Resources and Benefits Manager

2 Developing a Wellness Program: Wood County s Story Started in 1993 with Cardiovascular Risk Reduction screening offered by Health Department via grant Expanded to offer programming to engage employee management of their health through diet & exercise, later stress reduction Stress Confidentiality Offer options for employees and family members Focus on building programs that reward for positive behavior Design with employee financial skin in the game Build accountability into program design for free programs Require Recreational Waiver or release of liability statement Information and referral with follow up to encourage treatment Manage in-house: communications and tracking of points system Apply Taxable Fringe benefits Provide immediate employee recognition Like us on Facebook

3 Developing a Wellness Program: Wood County s Story Communicate during Job Interviews and Manager Performance Reviews 2007 Health Ohio Silver Award Winner, OHPELRA Pacesetter Award Above 60% participation for last three years (64%, 66%, 62% based on life insurance counts approx. 800) Workers Compensation Rates: Individual Retro Rating 67% credit rated for 2011 payroll period Improved Union Negotiations Lower Rates: 2011 SERB report (medical & prescription) medical deductible $150/$250 max co-insurance $11,701 pepy vs. $9, pepy Annual Savings $1,884,172

4 Developing a Wellness Program: Identify Your Objectives Lower Medical & Prescription Utilization Increase Productivity & Presenteeism Reduce Absenteeism & OT costs Reduce Workers Compensation Claims Less Severe Claims with Quicker Recovery Time Recruiting Tool to Retain Quality Employees Inspire Change or Improve Moral Reward Positive Behavior vs. Punish Negative Create Goals to Match Objectives

5 Why Create a Wellness Program: Understand Objectives & Data Pay Now or Pay Later Employee Costs are Largest Expenditure Employee Retention in Public Sector Aging Workforce Know your average age Early Intervention & Reducing Risk Factors = Less $ Investing in Prevention Dental vs. Wellness Understand Data & Educate on Topic Healthy Workforce Experience Lower Medical & Pharmacy Costs Lower Rate of Absenteeism & OT Costs Increased Presenteeism Lower Rate of Workers Compensation Claims Less Severe Claims with Quicker Recovery Time Improved Moral and Productivity

6 Why Create a Wellness Program: Data Target Group Full or Part-time Employees Health Insurance Enrollees vs. All Staff New Hire vs. Tenure Staff Strategies It is easier and more cost effective to keep a healthy active workforce than to motivate those that are not active to become healthy and fit Due Nothing, Stay the Same or Improve Walk 10K Per Day vs. Walk 500 Steps Lower Blood Pressure vs. No Increase Lower BMI vs. No Weight Gain

7 Why Create a Wellness Program: Data - Increased Life Span Health Age - 6,900 people followed for 15 years, researchers found seven habits/practices linked to long life. Follow all 7 live years longer than those who follow 3 or less. Not smoking Regular aerobic exercise Eat breakfast daily Limit high fat snacking Maintain a healthy weight Get adequate sleep, 7-8 hours Don t drink or limit to 1-2 per day 5 Leading Causes of Death in Ohio - linked to unhealthy lifestyles Heart Disease, Cancer, Stroke, Diabetes & Chronic Obstructive Pulmonary Disease

8 Why Create a Wellness Program: Data Individual Utilization Health & Prescription Coverage Review Utilization Data Self Insured you already own it Know top disease categories & high dollar claims Know drugs by volume & disease categories Understand Plan Design if meets objections Workers Compensation Types of Injuries e.g. sprains/strains Average lost time claims Sick Leave Utilization Total number of lost days

9 Why Create a Wellness Program: Data - Economic Reasons Risk Factors Smoking * Inactivity ** Weight problems *** Depression High stress Hypertension Age Diabetes Alcohol/Drug Use Additional Cost per High Risk Employee $ 1,429 per year * $ 865 per year ** $ 271 per year $ 889 per year $ 586 per year $ 148 per year 2 3 = $1,500 per year 6 7 = $4,500 per year 4 th highest in nation ** 9 th highest in nation *** 57% adults overweight & 72% poor nutrition * American Cancer Society ** Center for Disease Control

10 How to Create a Wellness Program: Create Initial Plan Create a Plan with Realistic Goals Identify Basic Needs Identify High Utilization Identify Budget Develop Internally or External Vendor Identify Programming Identify Basic Timeline Identify Personnel Identify Community Resources Identify Communications

11 How to Create a Wellness Program: Appointing Authority Support Sell Idea to Appointing Authority Communicate need & objectives, e.g. lower workers comp, less overtime Share plan design On or off clock? Determine funding stream Authorize budget Approve staffing resources (committee) Get personal commitment to participate

12 How to Create a Wellness Program: Management Support Communicate Ideas to Management Meetings, , Newsletter Drip Method Say it 3 times per day Sell Why They Need It Leadership Issue As Managers - e.g. retain staff, less call-offs As Employees what motivates them? Encourage Feedback and Input

13 How to Create a Wellness Program: Outsource Approach Identify Scope of Services needed compliment in-house staff s skill set Timeframe Create RFP Contract Cost PEPY or fee for service Require Reference Checks Review Reporting & Measurement Tools Measure Ability to Adapt to Your Needs Initial Development or Ongoing Management

14 How to Create a Wellness Program: Committee Approach Create a Committee to Develop Buy In Selection of Members one by one Human Resources Marketing Management Labor Medical Community Communicate Plan and Encourage Input Define Employer s Limitations Define Roles Educate

15 How to Create a Wellness Program: Employee Survey Develop an Employee Interest Survey Easy to answer quickly check boxes SurveyMonkey Brief explanation of purpose Reward for participation Topics to Include Types of Programming Measure Buy In: Financial, Time on or off clock, Willingness to participate, Willingness to help What Motives Staff: Gift card, Recognition Newsletter, Prizes, Peer Pressure Other Feedback Signature Optional

16 How to Create a Wellness Program: Start Up/Develop Programs Target Needs High Utilization Know Resources: Internal vs. External Price Shop Employee Liability Waiver: BWC Recreational Waiver Doctor s Release Start Small - Grow Program Slowly Consistent Look/Color Stress Confidentiality Create Employee Accountability Track Utilization Offer Incentives Incorporate Diverse Options Over Time Open to Family Members

17 Why Create a Wellness Program: Personalize Message Identify wants develop commercial to sell the Wants How many of you are in the best shape of your life? How healthy will you be in 3 5 years? Time is working against each of us! What are you willing to do? What can we do to help you? Tailor programs to motive change Create small successes & build

18 How to Create a Wellness Program: Identify Risks Health Risk Appraisal Conduct a Health Risk Appraisal Coronary Risk Cancer Risk Nutrition Status Fitness Status Stress Status Substance Use Safety Status Provide Risk Summary Report Individual Group Annual Follow Up HIPAA Considerations Business Associate Agreements Aggregate Information vs. Individual Outcomes

19 How to Create a Wellness Program: Identify Lifestyle Risks Tobacco Use Sedentary Lifestyle Poor Nutrition 3 or more Stress Signs >20% Overweight High Blood Pressure High Cholesterol High Blood Sugar Low Life Satisfaction Poor Health Perception No Job Satisfaction No Seat Belt Use Poor Lifting Technique >5 Sick Days per year >21 Alcohol per week >5 years since last exam

20 How to Create a Wellness Program: Types of Programming Wellness Screenings Schedule Appointments Online Provide Confidential Area Information and Referral Health Risk Appraisal Screenings Interactive models of types of cancer, body fat Support Other Wellness Programs Continuum to Measure Results

21 How to Create a Wellness Program: Types of Programming Wellness Screenings Alcohol Intake women 1, men 2 per day Blood Pressure - desired is less than 120/80 test 1 to 2 years damages heart, brain, kidney and eyes Blood Sugar under 120 mg/dl fasting blood glucose level 6.2 million undiagnosed of 20.8M total diabetes damages arteries increased risk of heart disease, stroke, blindness Body Mass Index 19 to 25 recommended Bone Density early indicator for osteoporosis Cholesterol overall best below 160, high HDL protects best over 45 test one to 3 years damages arteries and heart Dental Screening Drug Interactions OTC and herbal remedies

22 How to Create a Wellness Program: Types of Programming Wellness Screenings Family History - heart history before 55 in men and 65 in women Gastro Intestinal - occult screening Hearing Screening Lung Capacity - asthma Mammograms every 1 to 2 years after age 40 Pap Tests every 1-3 years Prostate Screening Skin Cancer derma scan, sun screen Vision Screening

23 How to Create a Wellness Program: Types of Programming Disease Management Educational Topics Lunch Fitness Challenges/Testing Fitness Facility controls excess weight, high blood pressure, high cholesterol, high blood sugar and stress levels Nutrition - prevents heart disease, high blood pressure, certain cancers, diabetes and obesity, high fat diet promotes cancer Open Swim offers dependent activity Other Risk Factors - seat belts, smoke detectors, drinking & driving, helmets, lifting, warm up Stress Management massages, guest speakers Tobacco Cessation risk is nearly the same within 2 years for a non-smoker, reduces lung, mouth, throat, bladder and breast cancer Walking Program Weight Control Wellness Screenings

24 Rewards for Wellness Program Ideas for Incentives Small Rewards: lunch boxes, water bottles Public Recognition: newsletter or awards ceremony Parking Space Dress Down Peer Pressure Gift Cards Cash Drawings Deductible Credit Pay for Memberships: meet utilization Employee Status to Receive Payments Taxable Fringe Benefits

25 Managing Wellness Benefits Follow Up Measure Effectiveness of Programs Communicate to Insurance Carriers including Stop Loss Carrier Provide Ongoing Employee & Manager Communications Continue to Seek Feedback Offer Program Design Changes

26 Wellness Contacts Websites American Heart Association: American Cancer Society: Workers Compensation Grant: Wood County: Professional Sources Local Health Department or Hospital Seasoned Veterans Healthy Ohio: Janese Diem: Pam Boyer: