Corporate Wellness Conference, Los Angeles, Sept 22, 2010

1. Best Practices in
Corporate Wellness:
New Challenges, New Solutions
Barry Hall – Buck Consultants
Bernie Knobbe – ACS, a Xerox Company
Dodi Kelleher – Safeway Inc.
Lori Meaders – Southern California Edison Company
Corporate Wellness Conference
Los Angeles
September 22, 2010

2. 4th Annual Global Wellness Survey
Objective:
• Assess trends in employer-sponsored
wellness strategies and practices
Participants:
• 1,245 participating employers
• 47 countries
• 15 million employees
• All industry categories
Reports:
• Global survey report
• Executive summary in 8 languages
• To be released in October 2010
www.BuckSurveys.com
1

3. Workplace wellness is:
• Global
• Growing rapidly
• Becoming a business imperative
2

4. Location of Employees
Africa/Middle East 19%
Asia 33 %
Australia 16 %
Europe 34 %
North America 62%
Latin America 35 %
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
3

5. Global Prevalence of Health Promotion Programs
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
4

6. Globalization of Strategy
STRATEGY IS GLOBAL*
(MULTINATIONAL EMPLOYERS)
No
46% Yes
54%
* Covers majority of employees regardless of geography
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
5

7. Status of Wellness Strategy
NUMBER OF YEARS WELLNESS STRATEGY HAS BEEN IN PLACE
0 - 1 year 13%
2 - 5 years 53%
5 - 10 years 16%
More than 10 years 14%
Don’t know 3%
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
6

8. Employer Objectives Driving Wellness Strategy
Africa/ Latin United
Mid East Asia Australia Canada Europe America States
Productivity/Presenteeism 2 5 4 1 1 1 2
Morale/Engagement 1 2 2 3 2 2 4
Absence 5 6 3 2 4 7 3
Workplace safety 2 4 1 6 6 3 6
Work ability 4 1 5 4 5 4 7
Org. values/mission 5 3 8 7 3 5 5
Attract and retain 8 8 7 8 7 8 8
Promote image/brand 7 7 6 9 10 10 9
Health care costs 11 11 10 5 11 11 1
Social responsibility 9 9 9 10 9 6 10
Comply with legislation 9 10 11 11 8 9 11
Supplement gov't care 12 12 12 12 12 12 12
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
7

9. Cost Burden of Chronic Disease
Direct Costs:
Health Care
20%
80%
Indirect Costs:
Productivity Loss
Source: DeVol R, Bedroussian A, et al., An Unhealthy America: The Economic Burden of Chronic Disease. The Milken Institute. Oct. 2007.
8

10. Health Issues Driving Wellness Strategy
Africa/ Latin United
Mid East Asia Australia Canada Europe America States
Stress 1 1 1 1 1 2 6
Physical activity/exercise 4 3 3 3 2 1 1
Nutrition/healthy eating 4 7 1 5 5 3 2
Work/life issues 4 2 3 2 3 12 10
High blood pressure 4 10 10 8 10 4 5
Chronic disease 2 9 9 7 13 5 3
Workplace safety 9 4 6 6 4 6 11
Depression/anxiety 8 13 7 4 7 9 9
High cholesterol 12 11 11 9 12 7 7
Tobacco use/smoking 11 5 13 11 8 10 8
Psychosocial work envir. 10 8 14 12 6 8 15
Obesity 15 14 8 14 14 11 4
Sleep/fatigue 16 12 5 9 11 14 14
Personal safety 13 6 12 13 9 13 13
Infectious diseases (HIV) 3 17 16 17 18 16 17
Maternity/newborn health 18 15 18 16 16 15 12
Substance abuse 14 18 15 15 15 18 16
Public sanitation 17 16 17 18 17 17 18
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
9

11. Key Challenges:
• Motivating/engaging employees
• Measuring impact
• Fostering a “culture of health”
10

12. Prevalence of Incentive Rewards (or Penalties)
Incentive rewards offered today
Not offered today, but have plans to offer
No plans to offer
United States 62 % 25 % 13 %
Asia 42 % 19% 39 %
Canada 41 % 30% 28 %
Africa/Mid East 34 % 24 % 41 %
Australia 29 % 24 % 47 %
Europe 25 % 11 % 63 %
Latin America 16% 38% 46 %
0% 20% 40% 60% 80% 100 %
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
11

13. Do Incentives Work?
EFFECTIVENESS OF INCENTIVE REWARDS AT INFLUENCING
BEHAVIORAL CHANGES AMONG EMPLOYEES
33%
24% 20%
15%
4% 4%
Extremely Significantly Moderately Minimally Not effective Don’t know
Effective Effective Effective Effective
5 4 3 2 1
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
12

14. Maximize Results but Don’t Overpay
100%
90%
80%
HRA Completion Rate
70%
60%
50%
50%
• • • Level of Example:
Communication & Cost to Achieve
40% Org. Support 50% Completion
30% High $45
Medium $95
20%
Low $120
10%
0%
$0 $50 $100 $150 $200 $250 $350
Incentive Value
Source: Taitel et. al, Journal of Occupational & Environmental Medicine, 2008.
13

15. It’s Not Just About the Money
90%
Weaker
80%
Strong
69%
70% 65%
HRA Completion Rate
60%
51% 51% 53%
50%
44%
41% 41%
40% 37%
33% 33%
30% 27%
20%
10%
0%
Communications Worksite Culture Communications Worksite Culture Communications Worksite Culture
Strategy Strategy Strategy
Non-Financial Cash Incentives Benefits-Integrated
Incentives Incentives
Source: Seaverson et. al, Journal of Occupational & Environmental Medicine, 2009.
14

16. Loss Aversion: Leaving Money on the Table
15

17. Loss Aversion: Don’t Waste Prepaid Wellness
16

18. Regret Aversion: An Ounce of Prevention…
17

19. Statistical Optimism: Chances of Chronic Illness
18

20. Measurement and Outcomes
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
19

21. Measurement and Outcomes
REASONS OUTCOMES ARE NOT MEASURED
Insufficient resources to support measurement 59 %
Don’t know how to measure 36%
No priority from leadership 33 %
Don’t believe there is a measurable return 13 %
Don’t believe the cost of measurement is justified 9%
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
20

22. Healthcare Cost Trend Impact
REDUCTION IN HEALTH CARE TREND RATE – U.S. EMPLOYERS
Yes
18%
Don't know
60 % No
22%
AVERAGE ANNUAL REDUCTION IN HEALTH CARE TREND RATE – U.S. EMPLOYERS
More than 10 trend percentage points per year 2%
6-10 trend percentage points per year 10 %
2-5 trend percentage points per year 61%
1 ior less trend percentage points per year 28 %
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
21

23. Building a “Culture of Health”
EXTENT TO WHICH THE
ORGANIZATION CURRENTLY HAS A
CULTURE OF HEALTH
37%
23% 22% EXTENT TO WHICH THE
10% 8%
ORGANIZATION PLANS TO PURSUE A
CULTURE OF HEALTH FOR THE
FUTURE
5 = Very 4 3 2 1 = Not at
much so All 54%
27%
33% 12%
6% 1%
5= 4 3 2 1 = Not at
Actively All
pursue
81%
22

24. Executive Summary:
Return on Investment Analysis:
2008 Wellness Initiatives
Fall, 2009

25. ACS: Global leader in information technology outsourcing, business
processes, and problem solving.

26. ACS HR Services: Key Clients
25

27. Spanning the Globe: Centers of Excellence
14 Finance & Accounting | 12 Human Resources | 12 Mega Data Centers
United Kingdom
Canada Ireland Poland
Washington Switzerland
Michigan France
Pennsylvania
Illinois New Jersey Spain China
California Utah
Arizona Texas Kentucky
Georgia
Mexico
Jamaica Dominican Republic
India
Guatemala Philippines
Ghana
Malaysia
Brazil Fiji
39 Global Centers of Excellence | 500 locations worldwide | Global Production Model
26

28. Objectives
 Summarize historical wellness activities since program
inception in 2006
 Recap the Healthier Together wellness program initiatives
from 2008
 Highlight quantifiable financial impact to company and
employee out-of-pocket healthcare expenses based on 2008
wellness program initiatives
 Consider Total Well-Being goals for 2010 -11, including
metrics to measure quantifiable results to impact company
and employee spend, employee and dependent engagement,
and productivity
27

29. 2008 Wellness Program Initiatives
Initiatives through Aetna Partnership
 Simple Steps Health Assessment (Risk Profile) and Online Tools
 Healthyroads Lifestyle Coaching Program
 ActiveHealth Disease Management Program
 Beginning Right Maternity Program
 Case Management Program for coordinating care for members with
more involved healthcare needs, such as cancer and stroke
Support Initiatives through ACS
 Healthier Together wellness newsletter
 ACS Website
 Larry North webcasts, newsletter articles, and on-site visits
 Health fairs, lunch and learns, flu shots, and more
28

30. Wellness Programs Available to All Employees in 2008
 Simple Steps Health
Resources are available to
all employees and # Completed
dependents as a guide to Health Assessments
understanding and
managing health risks.
 Employees and dependents # Identified As High
Risk Through
over the age of 18 who are Healthyroads
enrolled in an ACS medical
plan are eligible for
# Successfully
Healthyroads lifestyle Completed or Are
coaching program based on Currently Engaged with
health risks identified Healthyroads Coach*
through the Simple Steps
Health Assessment.
* As of 12/31/2008
29

31. Wellness and Condition Management Programs Available
Through Partnership with Aetna*
Aetna’s CareEngine
scans medical claims
to identify at-risk members
and their providers
# ActiveHealth # #
Participants Identified with Beginning Right Case Management
Targeted Condition Participants Identified Participants Identified
# ActiveHealth # #**
Participants Engaged Beginning Right Case Management
with Nurse Participants Engaged Participants Engaged
* Available for members enrolled in an ACS-sponsored PPO medical plan
** Assumes 50% participation
30

32. Wellness Management Programs Available through Aetna
Partnerships
2008 was the first year that all programs were available to
participants in ACS Medical Plans.
• The PPO medical plans became effective with Aetna,
January 1, 2006. Programs included in the initial rollout
were Simple Steps, Informed Health Line, Beginning
Right, and Case Management
• ActiveHealth was rolled out in March of 2007
• Healthyroads came on board April 1, 2008
The implementation of these programs resulted in a projected
bottom line net savings for ACS of $ for 2008, in addition to
substantially reduced out-of-pocket expenses for employees.**
* Excludes expenses related to Larry North activities
** Employee savings projections for 2008 not available at this time.
31

33. $ Million* Decrease in Spend for Top 10 Disease States
From 2007 to 2008
Top 10 Conditions 2007 2008
Hypertension $ $
Hyperlipidemia
Diabetes Mellitus
Low Back Pain
Ischemic Heart Disease
Depression
Chronic Thyroid Disorders
Allergy
Osteoarthritis
Asthma
Total
* Estimated savings reflected above are based on a #% reduction in medical claims expenses through Aetna. Actual savings
calculations include increased medical cost trends of approximately #%, shifts in member headcount, and plan migration. #% of
the 2008 decrease in spend, or $ million, is attributable to ActiveHealth activities.
32

34. $ Program Savings through Aetna Wellness Program
Initiatives in 2008
2008 Members 2008 Employer 2008 Projected Employer
Program Actively Engaged Program Cost Annual Program Savings
$
Informed Health Line (Included in ASO fee) $
ActiveHealth
Healthyroads2,4
Simple Steps Health Resources
Beginning Right
Case Management
Program Totals
Net savings due to implementation of wellness program for 2008 is $, in addition to $ in reduced medical claims expenses for the Top 10
Disease States by Claims Costs, for a total of $ (less $ for expenses related to Larry North wellness activities). Projected employee costs and
savings are currently unavailable.
1 # Members Identified for Outreach with ActiveHealth Nurse
2 Program implemented on April 1, 2008
3# Members Identified for Outreach by Healthyroads Lifestyle Coach
4 Healthyroads and Simple Steps savings projected by Aetna based on average wellness industry return on investment.
5 Fees assessed for online health assessment for non-Aetna members only.
6 Total Members Actively Engaged does not indicate unique members engaged.
33

35. Bottom Line Savings
ACS Claims Expense Reduction for Top 10 Disease States
Case Management for Major or Catastrophic Health Events
Projected ActiveHealth Savings for Members with Chronic Medical Conditions (in addition to those included in
Top 10 Disease States Claims Reduction)
Beginning Right Maternity Program Reduction in Costs for Confinement in Neonatal Units (25% reduction in
average length of confinement)
Healthyroads Lifestyle Coaching to Reduce Health Risks
Simple Steps to a Healthier Life Health Assessment and Online Wellness Resources
Informed Health Line Telephonic and Online Nurse Engagement
Larry North Wellness Activities
Program Fees Paid to Aetna
Projected Medical Plan Savings Due to Wellness Initiatives
Return on Investment $ : $1
* Total ActiveHealth savings for 2008 was $. Of this amount, 86% ($) is included in the reduction in the Top 10 disease
states claims. ActiveHealth savings that are not included with the Top 10 Disease States savings total $ of which $
represents employee savings. The total additional employer savings realized due to ActiveHealth activities is $.
34

36. 2008 Wellness Initiatives
• ACS Wellness Website:
– ACS Wellness website updated monthly
– Available to all employees through InfoBank and through the world wide
web
– Average over 7,000 views per month
• Healthier Together Monthly Newsletter:
– Distributed to all ACS employees via e-mail on a monthly basis
– Discuss a variety of health topics with focus on issues most relevant to
ACS population
– Directs employees to view wellness articles on the ACS Wellness website
• Smoke-Free Environment:
– Effective January 1, 2009
– 47 locations nationwide
35

37. 2008 Wellness Initiatives with Larry North
• Webcasts:
– Employees can view the live presentation online.
Webcasts are recorded and uploaded to the ACS
Wellness website for future viewing
– Average over 200 live viewers per webcast and over
700 viewers per recorded webcast
• Monthly Newsletter Articles:
– Each month, a newsletter article written by Larry North
highlights various facets of leading a healthy lifestyle,
“The number of employee
including topics related to nutrition, exercise and fitness, testimonials reporting
and emotional well-being success in achieving
healthcare goals
– Average over 700 views per article continues to increase
each month.”
• On-Site Meetings: - Larry North
– On-site meetings and health fair promotions were
conducted at 5 locations throughout the United States in
2008 with approximately 1,500 attendees.
36

38. Wellness Initiative Program Milestones in 2008
Disease Management Claims Reduction
– ACS experienced an estimated medical claims reduction of $ for the Top 10 Disease States by Claims
Dollars for our Aetna PPO plans in 2008.
ActiveHealth Condition Management Program –
– Savings due to ActiveHealth condition management activities totals $, including $ in reduced medical claim
costs for the Top 10 disease states and $ in employee savings, for an additional net employer savings of $
due to disease management claims reductions.
Beginning Right Maternity Program
– NICU expenses decreased due to a 42% drop in admissions per 1,000 and a 25% reduction in length of stay
from 2007 to 2008, resulting in an estimated savings of $ in 2008.
Healthyroads
– Healthyroads lifestyle coaching program led to a savings of $ , as estimated by Aetna based on wellness
industry standard return on investment, by motivating employees to make healthier lifestyle decisions.
Simple Steps to a Healthier Life
– ACS offered a $200 premium credit in 2009 for medical plan participants who completed the Simple Steps Health
Assessment in 2008. Over 30,000 employees completed the Simple Steps to a Healthier Life health assessment
and/or used the Simple Steps online educational tools in 2008, resulting in an estimated savings of $.
Case Management
– In 2008, Case Management saved ACS $ by working with physicians and healthcare facilities to help ensure proper
care and reduced the length of hospital stays and ICU stays.
37

39. Healthyroads – Program Success in 2008
Non-Unique Number
of ACS Members Who Percentage of ACS
Completed or Are Members Achieving
Rate of Success with One on One Coaching Engaged with Coach Success*
Those who Lost Weight Through the Program
Those who Changed Their Behavior to Reduce Health
Risk Through Diet and Exercise
Those who Quit Smoking with Program Aids
* Represents percentage of # Members who completed the applicable coaching program or who were
actively engaged with a lifestyle coach as of 12/31/2008.
38

40. Well-Being Program Goals for 2009-10
 Continually enhance our program structure to
demonstrate increased savings through our
Healthier Together wellness program
 Realize additional savings by increasing
participation in wellness initiatives, including
rewards to encourage healthy lifestyle choices and
penalties for lack of engagement to change
behaviors
 Partner with Larry North and ActiveHealth to
develop the next generation of tools, resources,
and communications to increase engagement,
enhance business productivity, and proactively
manage healthcare costs as they continue to
increase nationwide
More detail to be provided in the Plan Year 2010-11 Healthcare Strategy
later this summer.
39

41. Total Well-Being Timeline
Details regarding our multi-year healthcare strategy
to better define steps to creating a culture of total
well-being will follow.
2008
2009 2010
2007 Wellness
Employee Developing a
No formalized Education
Engagement Culture of
Wellness initiatives Programs
incentivized Total Well-Being
initiated
40

42. Glossary of Terms
• ActiveHealth – Disease and condition management program to help
individuals with targeted health conditions better manage their health risks
• Aetna Navigator – Personalized webpage for members to find health
assessment information, claims information, etc.
• Beginning Right – Maternity program to decrease preventable high claims for
at-risk pregnancies
• Case Management – Individual nurse case management for members with
more involved healthcare needs, such as cancer, offered through Aetna
• Healthyroads – Healthy lifestyle coaching program offered through Aetna
partnership
• Informed Health Line – Live Nurse Hotline and internet knowledgebase of
information to help members make healthcare decisions, including whether an
issue requires an ER visit or a physician’s office visit
• MedQuery – Electronic program to share care considerations, such as drug
interactions, with physicians available through ActiveHealth.
• NICU – Neonatal Intensive Care Unit
• Simple Steps to a Healthier Life - Online program of resources to help
members make more informed healthcare decisions, including an online
health assessment
• Total Well-Being – Concept that ACS provides tools, resources, and
opportunities to help employees and dependents develop a holistic approach
to balancing work and life
41

43. Building a Comprehensive Health and Well Being Program
Dodi Kelleher, DMH
Director, Health & Wellness Initiatives
September 22, 2010
42

44. Getting to Know Safeway
 One of the largest food and drug retailers in
North America
– 200,000 employees and 1,725 stores across
the US and Canada
– Network of distribution, manufacturing and
food processing facilities
– GroceryWorks.com
 Safeway health benefits offered to 30,000
corporate and store employees
 Majority of union population receives
benefits through labor trust funds,
principally UFCW and Teamsters
43

45. Safeway’s Challenge
 Goal: Safeway seeks to provide high-quality, competitive
health care benefits
 Problem:
– Rapidly escalating health care costs during the first part of
this decade posed a threat to this objective
– Health care expenditures threatened to be twice as much as
net income
 Solution: Multidisciplinary task force convened to
understand cost-drivers and develop a solution
2005 2006 2007 2008 2009 2010 2011
44

46. Four Chronic Conditions
Comprise 74% of Disease Costs
Cost Distribution by Disease State
74% of Costs 17% 100%
9%
10%
11%
20%
33%
Cardio- Cancer Diabetes Over- Other All Other Total
vascular weight & Chronic Disease
Disease Obesity Cost
80% 30% / 60% 80% Nearly all % Preventable / Manageable
Heart Type 2 can improve
disease/
stroke
Source: CDC, HHS, 2005 data, Safeway analysis
45

47. Solution: Safeway’s Programs
 Strong belief in the efficiency of markets
and the power of pricing
 Knowledge that most health risks, conditions and
costs are behaviorally based
 Confidence that employees can be informed
consumers of health care and are willing to be held
accountable for their actions
46

48. Healthy Measures
 Reductions to medical benefit premiums if employees show
evidence of healthy behaviors
 Not smoking
 BMI below 30
 No hypertension
 Healthy ranges for cholesterol and glucose
 Those who missed one or more of the goals earn retroactive
rebate if they improve sufficiently by year end
 Provide support to set and meet goals
47

49. 2009 Plan Year Testing Results
 Employees
– 75% participation
– 55% qualified for all 4 discounts
– 6% qualified for 1 or fewer discounts
 Spouse / Domestic Partners
– 51% participation
– 49% qualified for all 4 discounts
– 20% qualified for 1 or fewer discounts
48

50. Year Over Year Results
Percent of Participants Passing in 2009 who did not Pass in 2008
Employees and Spouses
40%
30%
17% 16%
Blood Pressure Smoking Cholesterol BMI
No pass 2008 3,283 1,106 684 4,640
Pass 2009 1,326 336 118 746
49

51. How Do We Provide Support
 Safeway Programs:
– Smoke-free campus
– Team health challenges
– Weight loss programs
– Healthy cafeterias
– On-site fitness center
– On site health clinic with NP
Programs designed to
– Gym memberships
manage risks before
– Health assessment they become health
conditions
50

52. How Do We Provide Support
 Personal Health Team:
– Health and disease prevention information
– Outreach regarding health risks
– Coaching and condition management
• Active and structured collaboration
• Holistic bio-psycho-social approach
• Culturally aware Programs designed to
• Reportable outcomes help eliminate as well
as self-manage health
conditions
51

53. Shifting The Curve: Results for Participants in
Both Team Challenges- May 2009 to May 2010
N=609
Challenge 1 Initial BMI
60 14% reduction in obesity
50
12% increase in normal BMI
40
30
20 32.7% 8.2%
0.5% 28.6% 17.9%
10
12.2%
0
+
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
Challenge 2 Post BMI
70 Obese Population = 23.8%
60
50
40
30
5.9%
20 35.5% 3.6%
0.3% 40.4%
10 14.3%
0
+
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
52

54. Those Who Participate are
Embracing the Changes
 When Healthy Measures participants were surveyed . . . 78%
rated the program good, very good or excellent
 76% of participants suggested more incentives to encourage
healthy behavior
 When team challenge participants were surveyed . . . 80% were
satisfied or very satisfied with the program and 78% agreed it had
improved their health
 Over 80% said they were likely or very likely to participate in the
next challenge and to encourage a co-worker to participate
53

55. What’s Next
Building a benefit brand to
promote a “culture of health”
Culture =
 Attributes of a “culture of health”
“How
things get – Corporate values reflect belief that
done workforce well-being is a business
around advantage
here” – Managers demonstrate consideration
for employee health, well-being and
Health = safety in operational management and
planning
“Physical,
emotional – Employees believe leadership
and authentically cares about their well-
financial being
well-being”
– Employees take accountability for
achieving good health
54

56. Our New Brand
55

57. Safeway AisleONE Benefits Portal
 A benefits portal for
employees and
covered spouses/
partners
 One-stop shopping
experience… available
through one URL with
one password
 A “sticky” experience
that engages
employees
 Comprehensive site to
support all aspects of
a “Culture of Health”
56

58. AisleONE Overview
Quest Physicians
Biometric Biometric
Testing Testing
CIGNA ACS
PeopleSoft JP Morgan MedExpert Ektron Content
Health Risk BenefitsWeb
Employee Data 401(k) Plan Wellness Management
Assessment Administration
Active Directory Safeway PR
Identity H&W Content
Management RSS Feeds
…The Benefits Portal
Personalized Personalized Personalized Personalized
News & Usage Statistics
Employee Avatar & Employee Spouse
Information & Reporting
To-Do Checklist Dashboard Cost Savings Dashboard
57

59. 58

60. SM
WELLNESS@EDISON
Corporate Wellness
Conference
September 22, 2010
EDISON INTERNATIONAL®

61. SM
Long History of Wellness@Edison
• 1951-2000: On-site health clinics/pharmacy operations at 8 Edison
locations
• 1989-2004: Good Health Rebate - $120 toward cost of health care
coverage if participant w/in medically acceptable levels of five risk
factors: weight, blood pressure, blood sugar level, cholesterol level
and smoking
• 2004: Established Disability Board
• 2008: Evolved into Health and Productivity Board
– Expanded Purpose
– Organizational Integration
– Wellness Team
EDISON INTERNATIONAL® 60

62. SM
Health and Productivity Board
• Build awareness in the organization of the total costs of avoidable
health and productivity losses
• Maximize the benefits of staying at work and returning to work
• Monitor overall program costs to ensure projected ROI is met
• Commit to best practices in the areas of managing health and
productivity
• Approve long-term health and productivity initiatives that
complement the overall corporate strategy
EDISON INTERNATIONAL® 61

63. SM
Why Focus on Wellness?
• Estimated 70% of the dollars Edison spends in pharmacy
and absenteeism are related to potentially preventable
chronic health conditions
• Identifiable and Modifiable Health Risks (Health Risk
Assessment Test – 2,053 unique people 2008 & 2009)
– 53% -- Unhealthy Weight
– 39% -- High Blood Pressure
– 22% -- High Cholesterol
• Healthier employees are less prone to injuries and have
fewer accidents
EDISON INTERNATIONAL® 62

64. SM
EMPLOYEE HEALTH and PRODUCTIVITY ORGANIZATIONAL INTEGRATION EXAMPLES
,
PREVENT RESPOND RESTORE
ILLNESS & CHANGE
CORP/BU
INVESTIGATE MODIFY
SAFETY
INJURY PROCESS
PREVENTION
MANUAL
LEADERSHIP
HEALTH
SAFETY
MATTERS
COUNCIL
WELLNESS
CORP MEDICAL SVCS
STRATEGY
RETURN TO
ABSENCE MGMT WORK COACH
TANGERINE CDP, LTD, FMLA
ACCOMMODATIONS FMLA COACH
DM PROGRAM SEDGWICK
WORKSTEPS DISABILITY
DESIGN
PRGRM ADMIN RETURN TO
WORK PRGRM
NEGOTIATED
CHANGES
MY HEALTH
ONLINE
WEB MD
BENEFITS
PROVIDE
NO COPAY FOR SIGNIFICANT
HEALTH RISK MEDICAL CARE/
PREVENTIVE ILLNESS CASE
APPRAISALS CERTIFY
HEALTH CARE MANAGEMENT
ABSENCES
PREVENTIVE EMPLOYEE
HEALTH ASSISTANCE
ACCOUNT PROGRAM
WORKERS’
OSHA CLAIM
COMP
INVESTIGATE EARLY MEDICAL
RECORDING ADJUDICATION
INTERVENTION/ PROVIDER
ACCOMMODATIONS NETWORK
MEDICAL CARE
EDISON INTERNATIONAL® 63

65. SM
Wellness Framework
• Multi-tiered approach focusing on:
– Environment
– Nutrition
– Fitness
– Prevention
– Compliance
• Programs apply to most employees – represented and
non-represented
EDISON INTERNATIONAL® 64

66. SM
Environment – Current Programs
• Wellness Ambassador Program
– Volunteer employee peer resource
– Promote health & wellness; motivate others
• 24/7 Health Matters portal site
• Employee and Retiree Communications
– Health Literacy
– Wellness tips, Web links, Reminders
• Ergonomics and Safety Programs
• Fitness For Duty Policy
• Return-To-Work Program
• Employee Assistance Program
• Health, Wellness & Safety Fairs
EDISON INTERNATIONAL® 65

67. SM
Environment – Developing & Future Programs
• Incorporate Health and Wellness vision into SCE vision,
values and guiding behaviors
• Wellness Policy and Corporate Medical Policy
• Wellness website
• Launch Annual Wellness Ambassador Symposium
• Smoke Free campus
• Prescription and Over-the-Counter drug collection
program
EDISON INTERNATIONAL® 66

68. SM
Nutrition – Current Programs
• Nutritional information presentations
• Cafeteria
– Healthy Choice options
• Vending Machines
– Healthy options
– Snack signage/guidance
• Weight Watchers program on site
EDISON INTERNATIONAL® 67

69. SM
Nutrition – Developing & Future Programs
• Improve and expand vending machine offerings
• Expand nutritional information program at cafeteria and
vending machines
• Revise meeting catering menu selections – promote
healthy choices
• Offer “lunch and learns” – healthy meal preparation
workshops
• Facilitate Weight Watchers program across company
locations
• Subsidize healthy food options
• Offer promotional days of free fruit/vegetable giveaways
EDISON INTERNATIONAL® 68

70. SM
Fitness – Current Programs
• Fitness Center
– Health & fitness specialists
– Personalized attention
– Large variety of classes
– Chair and table massages
• Discounted gym memberships at some locations
• WebMD – myHealthOnline
– Personalized website
– Health risk assessment (self-reported)
– Lifestyle Improvement Programs
• Preventative Health Account
– Reimbursement for health improvement (e.g. fitness, weight
loss)
EDISON INTERNATIONAL® 69

71. SM
Fitness – Current Programs (cont.)
• Health Advocate
– Assist w/locating outside resources for weight mgmt & stress
mgmt
• Tangerine Wellness
– Weight management incentive program
– Promote behavior change
– Cash awards
• WorkSteps Program
– Pre-employment physical
– Cost to operate pilot $150,000
– Estimated avoided costs $915,622
– Net ROI $765,622
• $85,069 per person
EDISON INTERNATIONAL® 70

72. SM
Fitness – Developing and Future Programs
• Expand WorkSteps Program
• Fitness Center website
• Add new Fitness Centers
• Publicize internally and externally sponsored weekend
fitness events
• Track employee physical activity and reward with a point
based redemption system
• Walking program
EDISON INTERNATIONAL® 71

73. SM
Prevention - Current
• Vaccine clinics
• Executive Health Enhancement Program
• Pre-employment drug screens
• Lactation program
• Hearing conservation program
• Red Cross blood drives
EDISON INTERNATIONAL® 72

74. SM
Prevention – Current (cont.)
• Health plans
– 100% preventive coverage
– Online weight management, fitness & nutrition
resource
– Disease mgmt – diagnose/treat before a condition
worsens
– Promote lifelong healthy habits to improve quality of
life for chronic conditions
EDISON INTERNATIONAL® 73

75. SM
Prevention – Developing & Future Programs
• Establish Corporate Wellness Center to offer on-site
“routine” and preventative screenings to employees
• Provide on-site nutritionist
• Implement “Stress Management” program
• Develop programs that target workforce demographics
to address workforce health risks
EDISON INTERNATIONAL® 74

76. SM
Compliance – Current Programs
• Medical Review Office for DOT and NRC
• OSHA medical monitoring
• DOT drug screens and physicals
EDISON INTERNATIONAL® 75

77. SM
WRAP UP
EDISON INTERNATIONAL® 76