Health Scorecard Implementation: HealthLead Employer Case Study with DTE
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Health Scorecard Implementation: HealthLead Employer Case Study with DTE






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    Health Scorecard Implementation: HealthLead Employer Case Study with DTE Health Scorecard Implementation: HealthLead Employer Case Study with DTE Presentation Transcript

    • Strategic Planning for Health Management& Implementation of a ScorecardJennifer Lovequist, MA, CIC®Lead Wellness Program CoordinatorMay 8, 2012
    • DTE Energy • DTE Energy Co. is a Detroit-based, diversified energy company involved in the development and management of energy-related businesses and services nationwide. • DTE Energy has more than 10,000 diverse and dispersed employees in utility and non-utility subsidiaries involved in a wide range of energy-related businesses. 25 6 75%
    • Long, Healthy History
    • Opportunities Abound! Total Medical and Drug Costs per Enrollee by HRA Risk 2009 (annualized)$8,000$7,000$6,000$5,000$4,000$3,000$2,000$1,000 $- E - 439 S - 109 E - 1384 S - 626 E - 1225 S - 733 E - 2777 S - 2192 High Risk Moderate Risk Low Risk Non-Participants
    • Engagement Matters We serve with our energy, the lifeblood DTE Energy Purpose of communities and the engine of progress. Highly Engaged Employees Ensure that DTE has anextremely engaged, high quality workforce where each employee willingly brings their energy and focus to their job every day. EYL Purpose Empower all individuals to live with high energy, good health and passion for life.
    • Energize Your Life Mission Empower all individuals to live with high energy, good health and passion for life. In support of this mission, the following is our True North: • 100% of employees, retirees and their spouses are compliant on age- appropriate recommended preventive screening • 100% of employees, retirees and their spouses participate in one or more Health and Wellness programs each year • 100% of our employee and spouse population is considered low-risk for chronic health conditions that can be avoided through good health practices • 100% of our employee and spouse population falls within the normal range for key biometrics (blood pressure, glucose, cholesterol, BMI)
    • Priority: Connect and communicate withemployees, retirees and their families• IN Charge newsletter – Nuts & Bolts of Health Care• Updated EYL Website• Lunch and Learns• Webinars• EYL Take Charge Blog• Asset Health 7
    • Priority: Develop a Healthy Culture• POWER PICK • Cafes • Power Plate • C-Store • Vending Machines• High Energy Health• EYL Ambassador Program• EYL Expedition• Fitness and physical activity resources – Two Exercise Physiologists – Walking Paths – Move Well – WTI 8
    • Priority: Encourage Personal Accountability• Healthy Living Program • See a physician for an annual physical • Complete the RedBrick Health Assessment • Participate in a RedBrick Health phone coaching program or track physical activity if recommended• Evive Preventive Screening & Condition Management Reminders• Tailored programs to fit the needs of the business units and populations 9
    • Priority: Provide Support and Guidance• Subsidize access to Weight Watchers® programs 50%• Corporate Discount Program• RedBrick Health• Support Groups 10
    • How do we measure theimpact of the programs?
    • Pulling it all together… • Health Plans • RedBrick Health • Evive Health • Asset Health • EYL Onsite • DCM • Requisite Communications • Weight Watchers • Truven
    • Measurement Opportunities Process Measures Impact / Outcome Measures Leading Indicators Lagging Indicators • Participation • Utilization • Satisfaction • Costs • Engagement • Biometric measures • Response Rates • Completions
    • Why Create a Dashboard? Wanted to answer the following: – Where are the opportunities? • What are our major health issues? • Who has these issues, how are they unique and how do we find them? • What health issues are contributing most to our health care costs? • What are our cost trends overall and based on risk status? • How does our self-insured population differ from fully-insured? – Who are the audiences? • Benefits Leaders • Wellness and Health Promotion team • Senior Leaders • Employees
    • Health & Productivity Management Dashboard
    • Health & Productivity Management Dashboard• Enrollment Overview • Continuum of Care• Cost Overview • Chronic Episodes• Age Cost Distribution • Factors Contributing to Trend• Health Assessment Population Overview • Cost and Use Comparison• Health Coaching Population Overview • Absenteeism for HA Participants (self-report)• Screening and Compliance Rates • Biometric Comparisons• Top Ten Conditions by Total Cost • HA and Coaching Participation• High Cost Patients • Cost by Health Assessment Risk• Participation Rates
    • Top Ten Conditions
    • High Cost Patients High Cost Patients (HCP) Active and Pre65 Incurred in 12 months ending: Oct 10 Oct 11 % Change High Cost Patients 639 658 -3% Net Pay Med and Rx $36.9 $36.4 1% % of Total Population 4% 3% 0% % of Total Net Pay 44% 42% 1% Net Pay Per Employee per Year with HCP $12,729 $12,125 5% Net Pay Per Employee per Year excl HCP $7,576 $7,353 3% 3% over $24,999.99 42 % 58 $0 - $24,999.99 % 97% % of Total Population % of Total Net Payment
    • How do we know if we are WINNING?
    • Health and Wellness Scorecard • Health Assessment Completion • Health Screening Completion • Completion of Onsite Education Activities • Biometric Comparison to Norms • Screening Compliance Rates • Utilization Trend • DTE Specific Gallup Question
    • Health & Wellness ScorecardActive Employees & Spouses Health Screening Completion
    • Health & Wellness ScorecardBiometric Comparison to Norms • Biometrics we monitor: – BMI – Cholesterol – Glucose – Blood pressure 2012 Target: ≥ 1% Positive Annual Migration
    • Health & Wellness ScorecardScreening Compliance Rates • Rates we monitor: – Asthma medication management – Diabetes HbA1c testing – Colon cancer screening – Cholesterol screening after CAD event – General cholesterol screening – Mammogram
    • Health & Wellness ScorecardHealthcare Utilization TrendPaid Claims Through June 2012
    • Health & Wellness ScorecardAdditional Metrics
    • Director Level Reports
    • Developing A Winning Scorecard • Aligned with program goals / objectives • Actionable • Important and interesting to stakeholders • Supportive of our Core Values
    • Questions?Jennifer Lovequist –