Bravo Ppt 11 1 08 Prem Ded


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This program is now what we have installed for clients to help take control of their health insurance costs. This program sheds light on the true drivers of health care costs.

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Bravo Ppt 11 1 08 Prem Ded

  1. 1. Healthcare Solution<br />Turnkey Corporate Wellness Solution<br />November, 2008<br />
  2. 2. The Concept<br />New legislation allows employer sponsored health plans to give rewards or assess penalties based on the results of a health assessment<br />Premium Contribution Differentials<br />Benefit Plan Differentials (deductibles, co-pays, co-insurance levels)<br />Bravo Wellness has unique expertise in the design and administration of compliant wellness designs and fills a major gap in the health care and insurance industry<br />
  3. 3. The Industry of Wellness<br />Chronic diseases related to lifestyle account for 75% of national medical costs. Eleven separate studies by the Centers for Disease Control suggest that worksite wellness programs can produce significant improvements in employee health.<br /> —Centers for Disease Control,2006<br />53% of U.S. Adults think its fair to ask those with unhealthy lifestyles to pay more for their health insurance. (Up from 37% only three years ago.) <br /> —Wall Street Journal/Harris Interactive Poll<br />
  4. 4. Percent of Chronic Diseases Thatare Caused by Poor Lifestyle<br />91%<br />82%<br />71%<br />70%<br />Sources: Stampfer, 2000; Platz, 2000; Hu, 2001<br />
  5. 5. Percent of Adults Who Are Overweight or Obese*<br />67%<br />2/3 of adults are <br />overweight or obese<br />*Source: The Culprit and the Cure - Aldona<br />
  6. 6. Health Management in the Workplace<br />Better Employee<br />Gains for the Organization<br />Healthier Person<br /> 1. Health Status <br /> 2. Life Expectancy<br /> 3. Disease Care Costs<br /> 4. Health Care Costs<br /> 5. Productivity<br />a. Absence<br /> b. Disability<br /> c. Worker’s compensation<br /> d. Presenteeism<br /> e. Quality multiplier<br /> 6. Recruitment and Retention<br /> 7. Company Visibility<br /> 8. Social Responsibility<br />Lifestyle Choices<br />Environmental<br />1. Leadership Vision<br />2. Policies/Procedures<br />3. Benefit Plans<br />4. Health Plans<br />5. Job Design<br />6. Incentives<br />Health Management Programs<br />1981, 1995, 2000, 2006 D.W. Edington<br />
  7. 7. Non-Discrimination Law 101<br />1996: HIPAA requires uniform coverage and non-discrimination<br />2001: Interim “bona-fide wellness rules” introduce exceptions for wellness plans – very restrictive<br />2007: Final Wellness Rules issued<br />Distinction between incentives for participation and incentives “contingent upon the satisfaction of a health standard”<br />“Benign discrimination provision” available<br />2008: FAB 2008-02 issued. Checklist for Wellness Programs<br />
  8. 8. HIPAA Final Wellness Rules<br />
  9. 9. The Rewards<br />TPA or Carrier<br />Eligibility Manager<br />BeniCompAdvantage<br />Payroll Vendor<br />Reward wellness with a reduced payroll contribution, a better health plan, a deductible credit or HRA deposit or a supplemental insurance policy – Expect 92% participation!<br />Bravo Wellness <br />administers<br />program including screenings appeals and alternatives, calculates rewards and feeds to <br />partner selected<br />
  10. 10. Sample Design: Employee Earns Contribution Reduction or Penalty<br />
  11. 11. Sample Design: Employee Earns Contribution Reduction or Penalty<br />NOTE: Bravo Wellness manages appeals and gives alternatives if these goals are medically inadvisable or unreasonably difficult due to a medical condition.<br />
  12. 12. Sample Design: Employee Earns Contribution Reduction or Penalty<br />* Assumes previous contribution was 20%<br />
  13. 13. Sample Design: Employee Earns Contribution Reduction or Penalty<br />* Can pay $67 deposit plus $6.50/mo.<br />
  14. 14. Sample Design 2: Employee Earns One of Three Plan Designs<br />
  15. 15. Healthy People = Healthy Company<br />Tools for Healthy Living<br />Meaningful Incentives<br />Healthy Employees<br />Cost Savings<br />Productivity Gains<br />Quality of Life<br />Positive Message<br />Legal/<br />Complaint Administration<br />Quality Health Assessments<br />
  16. 16. Program Process <br />Review<br />Design<br />Engage<br />Conducted by <br />Bravo Wellness<br />
  17. 17. Program Process [continued] <br />Assess<br />Employees<br />Improve<br />Health<br />Reward<br />Supplemented by Custom or Private Labeled Health Improvement Tools<br />Bravo Wellness <br />
  18. 18. Review<br />Bravo Wellness reviews:<br />Current plan designs and contributions<br />Wellness initiatives to date<br />Projected costs in multiple scenarios<br />Health improvement tools available<br />Corporate culture; readiness for change<br />Can maintain current carrier/TPA<br />
  19. 19. Design<br />Based on Review phase findings, Bravo Wellness designs a compliant wellness program:<br />Participation-based incentives<br />Results-based incentives<br />Tools for healthy living<br />Communication campaign<br />Outline optimal partners and workflows<br />
  20. 20. Engage<br />Launch employee communications<br />Coordinate employee assessments (local and remote)<br />Establish vendor contracts and business associate agreements<br />Direct workflows<br />
  21. 21. Assess Employees<br />Bravo Wellness coordinates vendors for on-site screenings. Pre-Register at: <br />”companyname”<br />Link to the Health Risk Assessment and complete questionnaire (i.e. Know Your Numbers Program)<br />From confirmation e-mail, schedule your time for an on-site biometric screening<br />Attend the on-site screening event<br />Results will be sent confidentially to Bravo Wellness<br />You will receive e-mail link to view your comprehensive results report<br />
  22. 22. Step #1: Pre-Register at<br />
  23. 23. No Email? Set Up a Free Gmail Account<br />
  24. 24. Step #2: Complete the Know Your Number®Multiple Disease Risk Questionnaire <br />
  25. 25. Step #3: Choose Time for Onsite Screening <br />
  26. 26. Step #4: Participate in Onsite Biometric Screening<br />
  27. 27. Step #5: Receive Results and Chronic Disease Risk Summary Report<br />
  28. 28. Improve Health<br />Optional tools like Lifetime Fitness and Mayo Clinic’s EmbodyHealth Program available to employees and spouses<br />Personal Wellness Portal<br />Tools and Tracking<br />Health Information<br />Personal Health Record<br />Self-help tools for better health<br />
  29. 29. Health and Wellness Consumer Portal <br /><ul><li>Powered by 2 Leading Brands: Life Time Fitness and Mayo Clinic
  30. 30. 90-Question Online Health Assessment
  31. 31. Data Integration with Biometric Screenings
  32. 32. Personalized Content, Tools and Trackers
  33. 33. Aggregate and Individual Reporting</li></li></ul><li>Personalized Lifestyle Management Programs<br />Fitness For EverybodyPersonalized six-week exercise schedule driving 30 – 60 minutes of exercise most days per week<br />Healthy WeightEncourages users to follow regular eating and exercise plans to lose weight<br />My Stress SolutionDrives users to understand unique stressors, manage stress and develop coping techniques <br />My Smoke-Free FuturePrepares users for quitting smoking, helps them quit and provides support to stay smoke-free <br />Healthy PregnancyRecommends schedules for prenatal care and weight gain to increase chance for uncomplicated delivery<br />
  34. 34. Reward<br />Bravo Wellness communicates results and rewards earned<br />Offers appeals in accordance with HIPAA<br />Offers “reasonable alternatives” when required<br />SSE&G provides legal opinion, plan language modifications and privacy releases<br />
  35. 35. Summary<br />Employers can engage a true solution<br />Promotes healthy living and prevention<br />Identifies high-risk issues early<br />Immediately reduces health plan costs <br />Creates a corporate culture of wellness<br />Provides employees with access to tools to improve their health and a financial reason to want to<br />
  36. 36. Thank You!<br />