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Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
Corporate Presentation, For Management Or Hr Dir
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Corporate Presentation, For Management Or Hr Dir

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A preview introduction to the Corporate Creating Wellness Program.

A preview introduction to the Corporate Creating Wellness Program.

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  • 1. Creating Wellness In The Workplace Presented by Debra Cassera
  • 2. 2004 -- US spending on healthcare <ul><li>United States spent $1.9 trillion on health care, comprising 16% of its Gross Domestic Product, an average of $6,280 per person </li></ul><ul><li>(Source:Centers for Medicare &amp; Medicaid Services, Office of Actuary, </li></ul><ul><li>National Statistics Group, National Health accounts) </li></ul>
  • 3. Chronic diseases, particularly heart disease and cancer, are the leading causes of death in the United States – But what is the cause…
  • 4. Chronic Diseases <ul><li>These diseases account for seven of every ten deaths and affect the quality of life of 125 million Americans. </li></ul><ul><li>Although chronic diseases are among the most common and costly health problems, they are also among the most preventable. </li></ul>
  • 5. The cover of &amp;quot;The Economist&amp;quot;, Dec. 2003. Over 5 Million Years A Few Decades
  • 6. The direct medical costs for diseases related to obesity are approximately <ul><li>$98 billion per year for Type 2 diabetes </li></ul><ul><li>$8.8 billion per year for hearth disease </li></ul><ul><li>$5.3 billion per year for osteoarthritis </li></ul><ul><li>$3.2 billion pre year for gallbladder disease </li></ul><ul><li>$1.3 billion for colon cancer </li></ul><ul><li>$1.1 billion for breast cancer </li></ul><ul><li>$310 million for endometrial cancer </li></ul><ul><li>(Source:The US Center for Disease Control) </li></ul>
  • 7. BMI Categories Body Mass Index <ul><li>Underweight -- &lt; 18.5 </li></ul><ul><li>Normal weight – 18.5-24.9 </li></ul><ul><li>Overweight – BMI &gt; 25 </li></ul><ul><li>Pre-obese – BMI&gt; 25 – 29.9 </li></ul><ul><li>Obesity – BMI &gt; 30 </li></ul>
  • 8. Obesity Trends* Among U.S. Adults BRFSS, 1985 No Data &lt;10% 10%–14%
  • 9. Obesity Trends* Among U.S. Adults BRFSS, 1986 (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) No Data &lt;10% 10%–14%
  • 10. Obesity Trends* Among U.S. Adults BRFSS, 1987 (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) No Data &lt;10% 10%–14%
  • 11. Obesity Trends* Among U.S. Adults BRFSS, 1988 (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) No Data &lt;10% 10%–14%
  • 12. Obesity Trends* Among U.S. Adults BRFSS, 1989 (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) No Data &lt;10% 10%–14%
  • 13. Obesity Trends* Among U.S. Adults BRFSS, 1990 (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) No Data &lt;10% 10%–14%
  • 14. Obesity Trends* Among U.S. Adults BRFSS, 1991 (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) No Data &lt;10% 10%–14% 15%–19%
  • 15. Obesity Trends* Among U.S. Adults BRFSS, 1992 (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) No Data &lt;10% 10%–14% 15%–19%
  • 16. Obesity Trends* Among U.S. Adults BRFSS, 1993 (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) No Data &lt;10% 10%–14% 15%–19%
  • 17. Obesity Trends* Among U.S. Adults BRFSS, 1994 (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) No Data &lt;10% 10%–14% 15%–19%
  • 18. Obesity Trends* Among U.S. Adults BRFSS, 1995 (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) No Data &lt;10% 10%–14% 15%–19%
  • 19. Obesity Trends* Among U.S. Adults BRFSS, 1996 (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) No Data &lt;10% 10%–14% 15%–19%
  • 20. Obesity Trends* Among U.S. Adults BRFSS, 1997 (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) No Data &lt;10% 10%–14% 15%–19% ≥20
  • 21. Obesity Trends* Among U.S. Adults BRFSS, 1998 (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) No Data &lt;10% 10%–14% 15%–19% ≥20
  • 22. Obesity Trends* Among U.S. Adults BRFSS, 1999 (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) No Data &lt;10% 10%–14% 15%–19% ≥20
  • 23. Obesity Trends* Among U.S. Adults BRFSS, 2000 (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) No Data &lt;10% 10%–14% 15%–19% ≥20
  • 24. Obesity Trends* Among U.S. Adults BRFSS, 2001 No Data &lt;10% 10%–14% 15%–19% 20%–24% ≥25% (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person)
  • 25. (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) Obesity Trends* Among U.S. Adults BRFSS, 2002 No Data &lt;10% 10%–14% 15%–19% 20%–24% ≥25%
  • 26. Obesity* Trends Among U.S. Adults BRFSS, 2003 (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person) No Data &lt;10% 10%–14% 15%–19% 20%–24% ≥25%
  • 27. Obesity* Trends Among U.S. Adults BRFSS, 2004 No Data &lt;10% 10%–14% 15%–19% 20%–24% ≥25% (*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” person)
  • 28. &nbsp;
  • 29. Adopting A Healthy Lifestyle <ul><li>Eating nutritious foods </li></ul><ul><li>Being physically active </li></ul><ul><li>Thinking Well </li></ul><ul><li>Avoiding tobacco use </li></ul>These changes can prevent or control many of the devastating effects of these diseases. Adopting a healthier lifestyle is critical to improving the health of Virginians
  • 30. Could it be so simple?
  • 31. So the question is -- What is truly effective to help your employees and their families improve their lifestyle choices?
  • 32. Wellness Program Best Practice
  • 33. Let’s Drill Down <ul><li>Number of employees </li></ul><ul><li>Number of employees who you think </li></ul><ul><ul><li>will join the program </li></ul></ul><ul><ul><li>will successfully complete once enrolled </li></ul></ul><ul><ul><li>would benefit from a Wellness Program </li></ul></ul>
  • 34. How To Begin <ul><li>Gather Key Data </li></ul><ul><ul><li>What does the business need out of their wellness program efforts? </li></ul></ul><ul><ul><li>What do the employees want? </li></ul></ul>
  • 35. Successful Data Collection and Analysis <ul><li>Apply honesty in analyzing your data </li></ul><ul><li>Respect that this is sensitive information </li></ul><ul><li>Garbage in, garbage out. </li></ul><ul><li>Protect individual’s privacy. </li></ul><ul><li>Beware of data overload </li></ul><ul><li>Data collection is not health/wellness promotion </li></ul><ul><li>Take a new perspective at your company </li></ul><ul><li>Be creative </li></ul>
  • 36. Obtaining Senior Level Support <ul><li>Foundation for Success: </li></ul><ul><ul><li>Financial Resources </li></ul></ul><ul><ul><li>Access to all Employees </li></ul></ul><ul><ul><li>Really Important Business </li></ul></ul><ul><li>Demonstrate Value: </li></ul><ul><ul><li>Meeting Objectives </li></ul></ul><ul><ul><li>Competitive Advantage </li></ul></ul><ul><ul><li>Measurable Results </li></ul></ul><ul><li>Communicate your Message </li></ul>
  • 37. The Wellness Team/Committee <ul><li>Forming the Team </li></ul><ul><ul><li>Who </li></ul></ul><ul><ul><li>How </li></ul></ul><ul><ul><li>When </li></ul></ul><ul><li>Function of the Team </li></ul><ul><ul><li>Establish a Vision – Current Wellness Status </li></ul></ul><ul><ul><li>Decide on Goals – Small Steps with a Timeline. </li></ul></ul>
  • 38. KEEPING YOUR WELLNESS PROGRAM ON TRACK <ul><li>Effective Wellness Team: </li></ul><ul><ul><li>Communicate </li></ul></ul><ul><ul><li>Get a Fast Start </li></ul></ul><ul><ul><li>Widen the Circle </li></ul></ul><ul><ul><li>Roles and Responsibilities Should be Clear </li></ul></ul><ul><ul><li>Remember That the Business of Business is Business. </li></ul></ul>
  • 39. Your Wellness Operating Plan <ul><li>Do I Really Need a Written Plan? </li></ul><ul><ul><li>A plan forces you to consider your company’s needs, and strategic priorities </li></ul></ul><ul><ul><li>A plan legitimizes and communicates your program to senior managers. </li></ul></ul><ul><ul><li>A plan provides for program continuity through personnel changes. </li></ul></ul><ul><ul><li>A plan gives the energy to get things moving </li></ul></ul><ul><li>Seven Elements of a Plan: </li></ul><ul><ul><li>1. Vision Statement </li></ul></ul><ul><ul><li>2. Goals </li></ul></ul><ul><ul><li>3. Objectives </li></ul></ul><ul><ul><li>4. Implementation and Timeline </li></ul></ul><ul><ul><li>5. Marketing and Communications Mix </li></ul></ul><ul><ul><li>6. Itemized Budget </li></ul></ul><ul><ul><li>7. Evaluation Plan </li></ul></ul>
  • 40. Seven Elements of a Plan 1. Vision Statement <ul><li>A time yet unrealized </li></ul><ul><li>- Dreams </li></ul><ul><li>- Hopes </li></ul><ul><li>- Aspirations </li></ul>This will engage the reader to consider “what’s possible”.
  • 41. Seven Elements of a Plan 2. Goals <ul><li>Determines when you have reached Success </li></ul>
  • 42. Seven Elements of a Plan 3. Objectives <ul><li>Specific </li></ul><ul><li>Measurable </li></ul><ul><li>Achievable </li></ul><ul><li>Realistic </li></ul><ul><li>Time Specific </li></ul>
  • 43. Seven Elements of a Plan 4. Implementation and Timeline <ul><li>Program Offered </li></ul><ul><li>Schedule </li></ul><ul><li>Responsibilities </li></ul><ul><li>Method of Accountability </li></ul>
  • 44. Seven Elements of a Plan 5. Marketing <ul><li>Getting the message out </li></ul><ul><ul><li>Website </li></ul></ul><ul><ul><li>E-mail </li></ul></ul><ul><ul><li>Newsletters </li></ul></ul><ul><ul><li>Audio &amp; Video </li></ul></ul><ul><ul><li>Brochures </li></ul></ul>
  • 45. Seven Elements of a Plan 6. Itemized Budget <ul><li>Accurate &amp; Detailed </li></ul><ul><li>Realistic to achieve your desired outcome </li></ul><ul><li>Periodic Reporting on Progress </li></ul>
  • 46. Seven Elements of a Plan 7. Evaluation Plan <ul><li>A Method to Report on the Success of the Program </li></ul>
  • 47. Choosing A Wellness Program <ul><li>What risk factors are a key concern in your Company? </li></ul><ul><li>What have you determined that your Senior Management wants to achieve? </li></ul><ul><li>What have you determined your Employees want? </li></ul><ul><li>What are the financial and human resources available? </li></ul><ul><li>What do you want from a Wellness Program? </li></ul>
  • 48. Employee Accountability <ul><li>Insurance and Health Care Cost have been increasing for years </li></ul><ul><li>Change in strategy is to partner with your employees by providing incentives to live a healthier lifestyle. </li></ul><ul><li>Employee buy-in is key in keeping down costs. </li></ul>
  • 49. Change in Public Sentiment <ul><li>A Harris Interactive online survey of 2,323 U.S. adults, conducted between July 11-13, 2006 for the Wall Street Journal Online’s Health Industry Edition, showed that 53% of the adults say it is fair for people with unhealthy lifestyles to pay higher premiums, compared to 37% in 2003. </li></ul>
  • 50. The Common Key Risk Factors <ul><li>Stress </li></ul><ul><li>Overweight/Obesity </li></ul><ul><li>Limited to No Physical Activity </li></ul><ul><li>Smoking </li></ul><ul><li>Job Related Injuries </li></ul>
  • 51. Virginia Health Risk Factors as reported by the Centers for Disease Control and Prevention <ul><li>58% of all Virginians are overweight or obese. </li></ul><ul><li>23% do not exercise on a regular basis </li></ul><ul><li>Est. 25% smoke or use other tobacco products </li></ul><ul><li>Between 1993 and 2003, according to a federal study, Virginians got fatter faster than any other state, as the number of obese residents rose 10% </li></ul>
  • 52. Risk factors for heart disease and stroke – Virginia <ul><li>24.3% had high blood pressure </li></ul><ul><li>32.6% of those screened reported having high blood cholesterol </li></ul><ul><li>7.2% had diabetes </li></ul><ul><li>22% were current smokers </li></ul><ul><li>57.7% were overweight or obese (Body Mass Index greater than or equal to 25.0) </li></ul><ul><li>22.1% reported no exercise in the prior 30 days </li></ul><ul><li>Approximately 79% had one or more of these six risk factors </li></ul>
  • 53. STRESS <ul><li>Workplace stress costs the nation more than $300 billion each year in health care, missed work and stress reduction efforts. </li></ul><ul><li>Stress is responsible for 19% of employee absenteeism and 40% of employee turnover. </li></ul><ul><li>Stress is responsible for creating 60% of the cost of workplace accidents. </li></ul><ul><li>Research shows that 60% to 90% of doctor visits are stress-related. </li></ul>(Source:American Institute of Stress and Chrysalis Performance Strategies.)
  • 54. The Age of Multi-Tasking <ul><li>Today, we are juggling more, and more, and more ….. than ever before. </li></ul>
  • 55. Fast paced, 24/7 Communication <ul><li>Email </li></ul><ul><li>Voice Mail </li></ul><ul><li>Text Message </li></ul><ul><li>Internet </li></ul><ul><li>Blackberry </li></ul><ul><li>Beepers </li></ul>
  • 56. Our Changing Environment
  • 57. A 3-Dimensional Approach <ul><li>Physical (Be Fit): How you use your body. </li></ul><ul><li>Bio-Chemical (Eat Right): What you put into your body </li></ul><ul><li>Psychological (Think Well): The mind-body connection. </li></ul>In order to move toward total wellness, all 3 dimensions must be addressed at the same time.
  • 58. Designing Your Program <ul><li>Flexible </li></ul><ul><li>Scalable </li></ul><ul><li>Customized Options </li></ul><ul><li>Technology Driven </li></ul><ul><li>Personal Touches </li></ul><ul><li>Coaching Options &amp; Support Groups </li></ul><ul><li>Outstanding Reporting &amp; Recognition for Success </li></ul><ul><li>Incentives </li></ul><ul><li>Competition </li></ul><ul><li>Valuable for All Employees </li></ul><ul><li>Partnership – With Same Goals </li></ul>
  • 59. Incentives to get the Results you Want <ul><li>Financial Incentives </li></ul><ul><li>Non-Financial Incentives </li></ul>
  • 60. Employee Wellness Culture <ul><li>Creating the Environment that supports a wellness lifestyle. </li></ul><ul><ul><li>Physical Look </li></ul></ul><ul><ul><li>Actual Smells </li></ul></ul><ul><ul><li>Sounds you Hear </li></ul></ul><ul><ul><li>Safety Measures </li></ul></ul><ul><ul><li>Food Options </li></ul></ul><ul><ul><li>Supportive and Open </li></ul></ul><ul><ul><li>Recognition and Rewards </li></ul></ul><ul><ul><li>Proactive policies </li></ul></ul>
  • 61. Evaluating Results Requires <ul><li>Determine key numbers or facts that can be used to measure the success of achieving your goals and objectives. </li></ul><ul><li>Comparison to your baseline data </li></ul><ul><li>Consistent method of tracking and reporting </li></ul><ul><li>Fair and consistent tracking and rewarding of Incentives offered. </li></ul><ul><li>Frequency of reporting </li></ul><ul><li>Budget review – allocation to actual cost </li></ul><ul><li>Determine report distribution </li></ul>Creating Wellness Corporate Programs are customized to the unique needs of each of your company&apos;s and its employees.
  • 62. A HEALTHIER YOU! <ul><li>Education, Knowledge and Implementation </li></ul><ul><li>Reduced Risk Factors </li></ul><ul><li>Participants Satisfaction </li></ul><ul><li>Participants Involvement and Commitment </li></ul><ul><li>Containment or reduce cost </li></ul><ul><li>Improved trends in Health care claims </li></ul><ul><li>Reduction of lost work days/Workers compensation claims </li></ul><ul><li>Improved Absenteeism Rates </li></ul><ul><li>Presenteeism – Improved Production </li></ul><ul><li>Improved turnover and ability to attract new employees </li></ul><ul><li>Employee Wellness Cultural Improvements </li></ul><ul><li>Policy changes </li></ul><ul><li>Improved perception of health/wellness promotion program </li></ul>
  • 63. The Winning Edge of a Corporate Wellness Program <ul><li>Cost savings for the company -- $$$ </li></ul><ul><ul><li>Insurance Cost </li></ul></ul><ul><ul><li>Absenteeism </li></ul></ul><ul><ul><li>And more immediate results from reduced injuries. </li></ul></ul><ul><li>Cost saving for the employee -- $$$ </li></ul><ul><li>Improved health for the employee and their family – PRICELESS </li></ul>

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