Henry Ford Health System Employee Wellness. Bethany Thayer, MS, RD Director, Wellness Programs & Strategies
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1 Henry Ford Health System Employee Wellness Bethany Thayer, MS, RD Director, Wellness Programs & Strategies
2 System Overview Henry Ford established a unique integrated model Positioned to be sustainable during the latest economic downturn Positioned to be uniquely competitive in the regional market 23,000 employees Fourth largest employer in Metro Detroit Henry Ford Medical Group 1,200 physicians and researchers The nation s third largest group practice 10,000 clinic visits/procedures per business day Henry Ford Hospital 802-bed academic medical center 16 th largest teaching hospital in the U.S. 3 rd largest hospital in Metro Detroit
3 System Overview 4 Community Hospitals Macomb-Clinton Township Macomb-Warren Wyandotte West Bloomfield 3 Behavioral Health facilities 64 Medical Centers for ambulatory care, outpatient surgery, emergency services and eye care Extensive health-related services 2 nursing homes, 10 health products sites, 4 home care branch offices, 14 owned or managed dialysis facilities, 7 hospice sites, including 2 residences, 22 retail pharmacies & 18 eye care centers Health Alliance Plan & subsidiaries 474,742 enrollees HMO, PPO, CDHP products Henry Ford Physician Network
4 HFHS Wellness Initiatives 1987 Heart Smart Program (community nutrition program) 1995 Center for Health Promotion and Disease Prevention 1996 Smoking Intervention Program 1996 Fitness Works (full fitness facility) 2003 Employee Wellness cost center with FTEs 2005 HAP / HealthMedia 2006 HFHS offers 1 st wellness incentive to employees 2007 Henry Ford campuses become tobacco-free 2009 HFHS opens West Bloomfield Hospital - Henry Ford food service becomes trans-fat free 2010 HFHS offers Health Engagement 2011 Launch of new vision statement
5 Traditional Thinking Silos HR Benefits HAP delivering market competitive plans and services Henry Ford Medical Group as medical provider Health and wellness programs Disease management Autonomous Wellness programs Employee Health clinic Focus on regulatory compliance and infection control Health is a personal choice Employees free to participate or not - in healthy programs Company-sponsored health & wellness programs for fun
6 Wellness Services for HFHS Employees 2003 Employee Wellness cost center initiated with budgeted $ and FTEs 2005 Health Plan (HAP) offered incentive of $25 to complete HRA Health fairs with health screening Walking/Nutrition programs Women s Health Program pilot Walking Paths, Aerobics at HFH Weight Watchers at Work 12,000 employee participants in above programs 2006 HFHS offered wellness incentives to employees
7 Wellness Services for HFHS Employees 2007 Working together with HR, Communications and Marketing 2008 CHPDP worked with HR and consultants to develop healthcare strategy to promote wellness Henry Ford Health System offers health benefits to positively impact the health and productive lives of its employees and their families.
8 Building the Foundation: 2009 Program Design & Benefits PCP as gatekeeper of care Co-pay redesign - ER, Urgent Care, Specialty Care, Pharmacy Integrated wellness incentive strategy Medical Advisory Team Employee Experience Employee Focus Group unaware of employee wellness program Move to Improve, is that an exercise program? confidential and convenient Move to Improve campaign Include employees AND their families Wellness Ambassador Network Measurement & Process Integration Obtain aggregate analysis of employee health status, and participation Initiate data warehouse for predictive modeling Culture of Health Food - Holistic inclusion (Pain-free living) Education - Fitness (walking paths, etc)
9 C O M M U N I C A T I O N Culture of Wellness Benefits and Design National Thought Leader VALUES Employee Engagement DOMAINS Wellness Program EMPLOYEE WELLNESS KEY DRIVERS Leverage Unique Strengths Data Driven Environmental Health Engagement Employee Safety Employee Health CHPDP EAP
10 Benefits: Health Engagement Overview Lifestyle Behavior Wellness Target Tobacco Use (20 points) Healthy Weight (15 points) Blood Pressure (15 points) Cholesterol Control (15 points) Alcohol Use (5 points) Blood Sugar (10 points) Preventive Tests (20 points) 85 + points to qualify Non-Smoker; Agree to treatment plan BMI goal of < 30; Agree to treatment plan Reading of <140/90; Agree to treatment plan LDL-C results meet Michigan Quality Improvement Consortium guidelines; Agree to treatment plan Members alcohol use is < 2 drinks/day; Agree to treatment plan HbA1c < 7.0; Agree to treatment plan Member has received all age/gender specific tests; Agree to test within a recommended time period
11 Benefit Design Enhancements Access & Adherence to Preventive Care Eliminate Co-Pay for all Preventive Care Office Visits based on evidence based recommended guidelines: Colorectal Cancer Screenings Mammography Cervical Cancer Screenings Prostate Cancer Screenings Labs (certain DX) Recommended Eye and Hearing Exams Recommended Physical Exams and preventive screens Recommended GYN Exams Smoking Cessation Services Well Baby/Child Exam/Prenatal visits Reduce Ob/Gyn co-pays to the same level as Primary Care Office visit copay levels
12 Wellness Programming
13 Employee Wellness Website
14 2010/11 Wellness Programming Education Programs (classes, online) Recess Weight Watchers At Work Team Up for Wellness (social networking, challenge) Wellness Ambassadors EAP/Stress Management Smoking Intervention Program Stress and Pain Free Living Farmer s Markets / CSA
15 Environmental Physical environment Safety Walking paths Smoke-free Fitness centers/classes onsite Walking/standing meetings
16 Environmental Food Healthy Food in Healthcare Pledge Trans-fat free No fryers Culinary Wellness team Influence model
17 Is it Working?
18 Succeed HRA Participation at HFHS $25 paid out to HAP members only $75 total payout $465, $50 +$50 total payout $593, $25 + $100 total payout $432, $150 total payout $746, Enhanced Benefit Plan Total includes employees + covered spouse Succeed HRA
19 Wellness Programs are Working HFHS Lifestyle Score HFHS Average BOB Average 84 Lifestyle Score (0-100)
20 Wellness Programs are Working 84 HFHS Lifestyle Score HFHS Average BOB Average $1 M in medical claims $5 M in productivity improvement Lifestyle Score (0-100) For every point lifestyle improves, HFHS saves per employee: * $30 on medical claims annually * $140 improved productivity 6,300 5,000 4, ,920 20,116 * Dr. Vic Strecher', Health Media Inc. ENGAGE Conference, May, 2010
21 2010/11 Health Engagement Scorecard 2011 Preventive Tests 2010 Preventive Tests 2011 Alcohol Use 2010 Alcohol Use 2011 Cholesterol 2010 Cholesterol 2011 Blood Sugar 2010 Blood Sugar 2011 Blood Pressure 2010 Blood Pressure 2011 Weight Management 2010 Weight Management 2011 Tobacco Use 2010 Tobacco Use 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% On Target Treatment Plan Non- Compliant
22 HFHS Vision Transforming lives and communities through health and wellness one person at a time.
23 Lessons Learned Integrated planning approach crucial Core Healthcare Strategy Team HEr implementation Team Communication Team Medical Advisory Team Need to understand employee awareness, expectations and concerns focus groups, wellness ambassadors Healthcare workers may be more: Reluctant to participate in wellness programming Concerned with confidentiality Participation follows dollars, but Integrating wellness programming such as HRA as a component of an Enhanced benefit design drives participation more than $$ People wait until the last minute to complete requirements
24 2011 and Beyond Integrate health and wellness programming, like HealthMedia online lifestyle management programs and health coaching with Health Engagement. Utilize third party data warehouse that integrates medical claims, HRA and other wellness data Ensure wellness programs are data driven Build wellness into new-hire orientation in a more meaningful way. Build, strengthen and engage wellness ambassadors. Educate Medical Group physicians as to the scope of wellness resources available Work to identify and address gaps in wellness programming Continue working on cultural changes around food, fitness, etc Address policies (smoking, food, leaving work station, etc) Package HFHS employee wellness program to transform lives and communities through health and wellness one person at a time.
25 Questions? Transforming lives and communities through health and wellness one person at a time.
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