Worksite Wellness Overview Presentation


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Why implement a worksite wellness program. What kind of return on investment can you expect.

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Worksite Wellness Overview Presentation

  1. 1. TriHealth Corporate Health Comprehensive Wellness, Building a Healthy Workforce October 19, 2009
  2. 2. Key Ingredients for a Successful Worksite Wellness Program <ul><li>Accurate assessment of needs </li></ul><ul><li>Closely tied to organizational mission and values </li></ul><ul><li>Strong employee engagement (incentives &/or promotion) </li></ul><ul><li>Realistic wellness business plan with adequate </li></ul><ul><li>resources </li></ul><ul><li>Selection of appropriate interventions </li></ul><ul><li>Creating and nurturing a supportive environment </li></ul><ul><li>A strong champion </li></ul><ul><li>Evaluate & measure; report outcomes </li></ul>
  3. 3. Understanding How Wellness Works “ The only solution that works is to stop the increase of upward flow of people to high risk. The natural flow, if you do nothing, is people moving from low to high risk and high cost.”
  4. 4. The Health of the Population to Percentage of Health Care Claims 40% 40% 5% 15% Catastrophic 5% Diseased 15% At Risk 40% Healthy 40% Health of Population % of Health Care Costs
  5. 5. How Much Should I Budget? Dr. Dee Edington answered “$400-$500 per person. This is more than most companies spend but is an ideal goal for getting high participation and major lifestyle changes. By running your own wellness program in-house you can generally keep these costs much lower. The principle is to budget enough to run a comprehensive program that gets good results.” Reference: Edington D. Wellness in the Workplace Conference. Beyond Individual risks and Behaviors. Health Management Research Center. March 15, 2006.
  6. 6. What will be My ROI? “ Properly designed health promotion programs can positively impact an organization’s bottom line. . . . 30% to 60% of health plan costs could potentially be modified or avoided altogether.” Dr. Larry Chapman, Expert Interview, 2007 Wellness Council of America “ Since partnering with TriHealth, our program has grown in participation, has become more structured, and is well received by our employees. We have also seen significant reductions in workers compensation and disability claims . “ Ms. Jennifer Miller, Sr. HR Representative, Beiersdorf USI reduced average population health risks by 29% in one year from 2.4 to 1.7 Trihealth saved over $417,000 in health plan costs in one year from one intervention.
  7. 7. Wellness Program Recommendations <ul><li>Assess needs (company and individual) </li></ul><ul><ul><li>Health risk assessments & biometrics: </li></ul></ul><ul><ul><ul><li>Identify population/individual risk </li></ul></ul></ul><ul><ul><ul><li>Increase awareness; create awareness </li></ul></ul></ul><ul><ul><ul><li>Establish relevant programming </li></ul></ul></ul><ul><li>Develop & implement engagement plans appropriate for population & culture </li></ul><ul><ul><li>Incentives </li></ul></ul><ul><ul><li>Branding and communication strategy </li></ul></ul><ul><li>Implement appropriate interventions based on data & demographics </li></ul><ul><ul><li>Delivery of appropriate wellness programs for population need (i.e. wellness coordination, coaching, education, initiatives, competition) </li></ul></ul><ul><ul><li>Administration of tiered program eligibility & tracking </li></ul></ul><ul><li>Measure, adjust, repeat, measure, adjust, repeat </li></ul>
  8. 8. Health Risk Assessments & Biometric Screenings <ul><li>Worksite health screening event obtaining the following data: </li></ul><ul><ul><li>Total Cholesterol, HDL, LDL, triglycerides, glucose </li></ul></ul><ul><ul><li>Blood Pressure </li></ul></ul><ul><ul><li>Body Mass Index/Body Comp (includes height weight) </li></ul></ul><ul><li>One-on-One feedback with health educator </li></ul><ul><ul><li>discuss outcomes, personal health risks, </li></ul></ul><ul><ul><li>appropriate action and follow-up </li></ul></ul><ul><ul><li>Info to PCP </li></ul></ul><ul><li>Aggregate data </li></ul><ul><li>Make programming decisions </li></ul><ul><li>Establish baselines </li></ul>
  9. 9. Engagement Plan <ul><li>Letters to home </li></ul><ul><li>Utilize available communication venues (paychecks, email, company newsletters, posters, bulletin boards, safety meetings, management meetings, etc.) </li></ul><ul><li>Incentives tied to participation (year one) </li></ul><ul><li>Incentives tied to health status (year two) </li></ul>
  10. 10. Wellness Program Start-Up Draft Timeline <ul><li>Month Task </li></ul><ul><li>Month 1 Agreements Signed </li></ul><ul><li>Wellness Coordinator assigned & introduced </li></ul><ul><li>HRA & biometric event planning/marketing </li></ul><ul><li>Month 2 HRA & biometric event preparation, communication & registration </li></ul><ul><li>Month 3 Conduct HRA’s/screenings/feedback sessions </li></ul><ul><li>Months 4-12 Present aggregate data/economic impact report </li></ul><ul><li>Develop ongoing programs/interventions plan </li></ul><ul><li>Communicate/implement programs/interventions </li></ul>