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Community Based Wellness Initiative provides participating employers with education and resources designed to identify and mitigate behavioral and lifestyle risk factors by matching them with local …

Community Based Wellness Initiative provides participating employers with education and resources designed to identify and mitigate behavioral and lifestyle risk factors by matching them with local health and wellness professionals

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  • 1. Healthy People 2010 Grant A new Grant to assist your organization in having a healthier, happier, more productive, and less expensive workforce.
  • 2. Clarify Purpose Of Today’s Discussion It is NOT to sell you anything We are a non-profit and operate off grant money Thus, Thus we are actually educating on free resources available and the importance of the subject matter Discuss best practices used by employers to improve the health of their workforce Become familiar with practical strategies to design and implement an effective program resulting in a proactive benefit plan design Clarify that options do exist without any employer investment Motivate you to pursue a proactive benefit plan design regardless if you elect to participate in the Healthy People 2010 Grant
  • 3. Speaker Background Graduate degrees in Public Health (MHA) and Finance (MBA) Employment History In the healthcare industry since 1989 First job post-graduate school was in a large insurance company developing new health plan products Senior Consultant with Deloitte & Touche developing self- funded benefit plans for large public and private employers Experience Developed and implemented programs in over 500 employers nationally Trained over 400 health coaches Trained T i d over 100 Risk M Ri k Management C t Consultants lt t Personal Married with four children (12, 11, 10, and newborn) Now you know why I lost my hair!
  • 4. Introduction To The Wellness Chamber Began in 1999 Formed to assist employers in the identification and mitigation of employees’ b h i l and d iti ti f l ’ behavioral d lifestyle risks which drive cost to employer Work with employers (single and multi-location) multi location) of all sizes and industries nationally including: School districts Cities/counties Service organizations Manufacturers Distribution and transportation companies p Non-profits And just about every other type of employer/organization! Our programming has been implemented by 1,000 1,000+ employers
  • 5. Information On The HP 2010 Grant Goal of Healthy People 2010 is to get 75% of employers to implement a comprehensive health promotion program with 75% participation The Grant is open to all employers willing to agree to minimal participation requirements The US Wellness Chamber was awarded the Healthy y People 2010 Grant because of several reasons: Holistic approach to wellness and health promotion Even without the Grant, Membership in the Wellness , p Chamber is affordable and applicable to employers of any size Scalable model with customized implementation meeting the needs of basic or advanced client ti th d fb i d d li t requirements High-touch model featuring an assigned Corporate Health Coach and a Risk Management Consultant with on-site programming on a year round basis
  • 6. A Holistic View On Health & Wellness • Physical Functioning Physical Component • Bodily Pain • General Health • Bio-Metrics Three • Mental Health Components Mental/ Emotional • Vitality of Wellness Component • Social Functioning Preparedness • Financial Health Component • Legal Protection
  • 7. Why Wellness Now? Risk Drives Cost! • How much is employee risk costing you in lost productivity, increased absenteeism, and excess claims cost? • If you aren’t measuring it, you can’t manage it!
  • 8. More Discussion On Risk & Cost Risk is an accurate predictor of cost even before claims are made For F example, employees with th l l ith these risks are i k predicted to incur the referenced medical/drug “excess costs”: High blood pressure, ~$1,200 of “excess costs” Sedentary lifestyle, ~$500 Overweight, ~$600 g , $ Stress, ~$300 The same can be calculated based upon expected productivity loss: Stress, 4% productivity loss Smoking, 3% Sedentary lifestyle, 2%
  • 9. Six Components Of An Effective Behavioral & Lif t l B Lifestyle-Based Ri k M d Risk Management P t Program •one on one •state of the art, consultation for proprietary tool all HRA •health fair participants to environment •employee and discuss next Wellness Health Risk Health Risk spouse included steps Launch •health screenings Assessment Review conducted on-site d d i •quick—only ten •conducted f face to minutes to face w/ local complete Health Coach, if available •discounts on •consistent wellness •one on one promotion of products and coaching f hi h hi for high Monthly timely health Access To services, i.e., risk individuals Presentations, Intervention topics throughout Additional cholesterol and ($) Flyers & Newsletters the year Resources glucose testing •legal/financial •includes on-site ($) resources ($) education
  • 10. Monthly Wellness Workshops
  • 11. Intervention As A Voluntary Benefit Rather than push the cost to employers, employees have the option to participate in additional services to improve their wellness/reduce their risk on a payroll deducted basis. Four typical optional components include: Intervention for physical/mental risks Face to face health coaching Creation of a Health Improvement Plan using SMART goals Monthly meetings to support and hold accountable Intervention for legal/financial risks Assistance with legal and financial stressors Small group classes, i.e., weight management Expanded Bio-Metrics i.e., Cholesterol, Glucose, etc. p , , ,
  • 12. Logistics Of Implementation Employers join the US Wellness Chamber under the Grant An experienced Risk Management Consultant will have a complimentary consultation with you to identify goals goals, incentives, timeline, etc. Wellness Launch will be held at your location 45 minute session to kick-off program, complete HRAs, etc. Includes enrollment of voluntary, payroll deduction options Multiple sessions can be held to accommodate different shifts/locations without charge You’ll receive your aggregate report identifying employee populations’ risks to plan intervention 12 week small group classes h ld on-site k ll l held it Monthly Wellness Workshops held on-site 30 minutes per Workshop Multiple sessions can be held to accommodate different shifts/locations without charge
  • 13. FAQs What if my employees aren’t interested? aren t Successful programs average 97% employee participation when employers follow best practices. What is the key to t Wh t i th k t get employees engaged i th i l d in their health improvement? During the risk identification phase, each employee’s readiness for change must be identified for each presenting risk factor. Doesn’t my health insurance already do all of this? Typically not the following: – Paper-based Health Risk Assessments for all employees and spouses regardless if they are on plan or not – On-site collection of bio-metrics without charge – Face-to-face consultations for all employees post-HRA – On going on site education sessions On-going on-site – Wellness-based intervention rather than medically-based
  • 14. FAQs (continued) How can there be no cost to the employer? Through grants, we are able to offer your first year’s membership at no cost with no obligation thereafter if p g you follow our best practices. If you elect to not follow best practices, the $495 Chamber Membership Fee applies. What’s the cost to employees? None, unless they elect to participate in an optional, fee-based component—PPW, PPL, or small group p g p classes. Is there a minimum employee participation for the optional fee-based payroll deduction optional, fee based, programs? No. However, we average over 50% employee participation in the optional fee-based programs optional, fee based programs.
  • 15. Quiz What is the first step to reduce health insurance claims/cost and to improve employees’ health? Why does face-to-face involvement of a local health coach make a difference in employee engagement? Why is it important to incorporate clinically obtained bio- metrics into the data collection? Why is on going education an important part of a successful on-going program? How much is your employees’ risk costing you in predictable “excess costs”? excess How much do employers have to pay to participate in the Healthy People 2010 Grant? Why would an employer not want to pursue a proactive approach to risk identification and mitigation if no cost were involved?
  • 16. More Information information@healthypeople2010grant.org United States Wellness Chamber of Commerce Toll Free: 800 429 4556 800-429-4556 www.uswellnesschamber.org