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Studying Healthcare Data toEvaluate Corporate Benefits                                             when designing effectiv...
About the Corporate Benefits Summit 2013  The        HR      Network             –  marcus evans Summits group            ...
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Studying Healthcare Data to Evaluate Corporate Benefits - Jodi Fuller, MeadWestvaco Corporation


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Jodi Fuller, a speaker at the marcus evans Corporate Benefits Summit 2013, discusses how organizations can lower their employee healthcare costs.
Interview with: Jodi Fuller, Director, Global Benefits, MeadWestvaco Corporation

Published in: Business
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Studying Healthcare Data to Evaluate Corporate Benefits - Jodi Fuller, MeadWestvaco Corporation

  1. 1. Studying Healthcare Data toEvaluate Corporate Benefits when designing effective programs to Effectively managing costs increases minimum rising healthcare costs. Once also includes evaluation of contracts, these are understood, employers can service delivery and performance focus on what specific programs might metrics of vendors to ensure that the have the most impact on their best value is being received. Vendors population. Combining that information that are not showing measurable with data about health conditions of the outcomes should go out to re-bid. employee population can help create specific programs to help address rising How can improvements in employee costs. health be measured? Evaluation of medical claims, employee productivity and lost time data, alongInterview with: Jodi Fuller, with the prevalence of chronicDirector, Global Benefits, conditions, can provide an indication ofMeadWestvaco Corporation the potential costs that can be targeted The issues for improvement. Sponsoring studies related to the effectiveness of programsEmployer sponsored studies and and engagement rates can provide drivingfeedback from internal employee insight to employees’ general well-surveys can measure improvements in being.employee health and wellness, saysJodi Fuller, Director, Global Benefits, A multiple year program needs to be costMeadWestvaco Corporation. Comparing monitored on an annual basis. Forhealthcare expenses from employees example, in an incentive-based activitywho are engaged in wellness programs program comparing the results of the increasesand those who are not, can provide participant’s year over year with thoseinsight to the effectiveness of employer who are not, has the potential to show ifsponsored wellness and corporate the program has any impact onbenefits, she adds. controlling costs.A speaker at the upcoming marcusevans Corporate Benefits Summit specifically How is a culture of health established in an organization? for the2013, in Las Vegas, Nevada, January20-22, Fuller highlights why knowing Corporate benefits directors need tothe population specific health drivers for understand what motivates theircost increases will assist corporations in employees and what specific businessdeveloping an effective strategy to communication strategy and programstackle and decrease them. are necessary to maintain engagement over time. must beWhat strategies can yourecommend to lower healthcare Programs should be designed to meetcosts? specific employee needs and often require senior management support to understoodHealthcare reform is also forcing really make a sustainable difference. Itcorporate benefits directors to not only is very important that employees candesign employee medical programs, but take personal accountability for makingthey must also monitor the daily changes if this is to become a part ofgovernmental changes that may impact the corporate culture. Offering lowertheir strategies and increase their costs. premiums for participation in wellnessUnderstanding the financial impact of activities can also be a strongnew regulations must be considered motivation to increase participation.
  2. 2. About the Corporate Benefits Summit 2013 The HR Network – marcus evans Summits group This unique forum will take place at the Red Rock Casino, Resort & Spa, Las Vegas, delivers peer-to-peer information Nevada, January 20-22, 2013. Offering much more than any conference, exhibition or on strategic matters, professional trade show, this exclusive meeting will bring together esteemed industry thought trends and breakthrough leaders and solution providers to a highly focused and interactive networking event. innovations. The Summit includes presentations on assessing and implementing non-standard medical benefits, tailoring a total rewards program to fit the organization, creating a wellness culture and aligning wellness initiatives to the company’s medical plan. Contact Please note that the Summit is a closed business event and the Maria Gregoriou, Journalist, marcus evans, Summits Division number of participants strictly limited. Tel: + 357 22 849 400 Email: For more information please send an email to All rights reserved. The above content may be republished or reproduced. Kindly inform us by sending an email to press@marcusevanscy.comAbout marcus evans Summitsmarcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discussstrategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity toindividually tailor their schedules of keynote presentations, think tanks, seminars and one-on-one business meetings.For more information, please visit: www.marcusevans.comUpcoming EventsCorporate Learning & Talent Development Summit - www.cltdsummit.comHR Summit - www.hranzsummit.comTo view the web version of this interview, please click here: