The document summarizes the City of Knoxville's transition to a personalized health and wellness program called "My Health". Key points:
- Previously the city offered a traditional health plan but saw rising costs and poorer health outcomes.
- My Health was launched in 2011 and ties lower premiums and rewards like cash incentives to meeting health targets. Enrollees can earn up to $918 annually.
- Requirements include annual exams, physical activity, education classes and managing chronic conditions. Tobacco users must enroll in coaching.
- The program has been successful with 73% enrollment. Enrollees report health improvements and saving money on costs. The city has seen recognition for their innovative approach.
This document provides guidance on creating a healthy workplace by planning a staff wellness program. It discusses defining wellness, assessing employee health risks and needs, common health risks in the workplace, costs of employee health issues, and models for wellness programs. The objectives are to initiate a wellness program that fits the organization's values, determine staff health risks and needs, and provide steps to plan, develop, implement and evaluate the program. Health risks like stress, obesity, and lack of exercise are linked to increased health costs, sick leave, and workers compensation claims. A successful program requires support from senior leadership and developing the right infrastructure.
This document proposes wellness programs to address stress and nutrition issues at JM & ArK, Inc. It begins by outlining current claims data related to stress and nutrition problems. Environmental assessments of the workplace identify stress and unhealthy eating as areas of concern. The proposed programs have 5 phases: awareness, training, incentives, implementation, and evaluation. They aim to reduce stress claims by 15% and nutrition claims by 15% through activities like stress management training, healthy eating options, and physical activity incentives. The estimated annual costs are $5,314 for the stress program and $3,229 for the nutrition program. The benefits are projected to outweigh the costs within 2 years for both programs.
Learn about the newest direct primary care practice in Central Indiana. All patients are finally able to seek the care they deserve with subscription-based fees and experienced physicians. Physicians are finally able to practice medicine free of insurance and government regulations, putting an emphasis back on caring for patients.
Wellness programs are an effective method to maintain group health plan costs, motivate employees to take control of their health, while assisting employees lead happier, healthier and more productive lives. Employers seek solutions by offering incentives that are tangible, easily accessible and tailored to the employees work/life balance for voluntary participation.
Prior to the passage of the Affordable Care Act, navigating the legal landscape of wellness programs and incentives could be treacherous. However, the Affordable Care Act seemed to be a clear endorsement of standards-based wellness programs by the government. PPACA generated even more opportunities to get creative with these wellness programs, but it is important to understand the risks.
This webinar will address health care reform, its effects on the corporate wellness industry, and the use of incentives and new incentive strategies to engage employees. With the changing health care market, a greater focus will be in prevention of disease and in encouraging a healthy labor force. The results of the recent healthcare reform law will have an impact on how health insurance is administered and how wellness programs will operate. New incentive strategies, using gift cards, will be a tool to get employees involved in a wellness program and to actively engage in their well being. With employee and employers working for health, they will not be as susceptible to the effects of healthcare reform.
The webinar will present the following information:
• The Patient Protection and Affordable Care Act and its effects on wellness
• Information about using gift cards as incentives
• Case studies that show the success of gift cards from various industries including Manufacturing, Nonprofit, Healthcare, Insurance, and Utility and Energy.
The complementary webinar, produced by the Corporate Wellness Magazine, on behalf of the Corporate Health and Wellness Association and Healthcare Reform Magazine. We will explore the benefits of incentives programs; whether you want improve efficiency and increase productivity.
Vanessa Cullerton,Senior Employee Wellness Manager of The Hillshire Brands Company (formerly Sara Lee) and Stacey Nelson, Manager of Health and Welfare from Sprint discusses the evolution of their wellness program and the innovative ways they engage employees in offering gifts cards to encourage employee participation.
This document contains information about several workplace wellness programs. It discusses the elements and basics of wellness programs, including management support, leadership, mission/vision, assessment tools, interventions, tracking systems, outcome measurement, communication, and internal marketing. It provides details about specific wellness programs at companies like NorthWestern Energy, A Plus Health Care, Tricon Timber, and Glacier Bancorp. It discusses challenges faced by these programs and strategies used to develop, implement, and improve the programs over time.
This document summarizes a presentation on navigating wellness communication to avoid legal issues. It discusses changes to incentives from the Affordable Care Act, employer use of gift cards in wellness programs, and considerations around HIPAA, GINA, ADA, and case studies. Recommendations are provided such as designing programs to promote health, using rewards over penalties, accommodating disabilities, and keeping medical information confidential.
The Froedtert Health wellness program earned $3.2 million in returns on investment since 2009 through initiatives that reduced healthcare costs and improved employee health. The program engaged over 80% of the organization's 9,000 employees by using incentives, an integrated communications plan, and specific initiatives to reduce health risks like high blood sugar and blood pressure. The longstanding partnership between Froedtert Health and Wellsource enhanced the use of health risk assessments and evidence-based programming to guide interventions that improved outcomes.
This document provides guidance on creating a healthy workplace by planning a staff wellness program. It discusses defining wellness, assessing employee health risks and needs, common health risks in the workplace, costs of employee health issues, and models for wellness programs. The objectives are to initiate a wellness program that fits the organization's values, determine staff health risks and needs, and provide steps to plan, develop, implement and evaluate the program. Health risks like stress, obesity, and lack of exercise are linked to increased health costs, sick leave, and workers compensation claims. A successful program requires support from senior leadership and developing the right infrastructure.
This document proposes wellness programs to address stress and nutrition issues at JM & ArK, Inc. It begins by outlining current claims data related to stress and nutrition problems. Environmental assessments of the workplace identify stress and unhealthy eating as areas of concern. The proposed programs have 5 phases: awareness, training, incentives, implementation, and evaluation. They aim to reduce stress claims by 15% and nutrition claims by 15% through activities like stress management training, healthy eating options, and physical activity incentives. The estimated annual costs are $5,314 for the stress program and $3,229 for the nutrition program. The benefits are projected to outweigh the costs within 2 years for both programs.
Learn about the newest direct primary care practice in Central Indiana. All patients are finally able to seek the care they deserve with subscription-based fees and experienced physicians. Physicians are finally able to practice medicine free of insurance and government regulations, putting an emphasis back on caring for patients.
Wellness programs are an effective method to maintain group health plan costs, motivate employees to take control of their health, while assisting employees lead happier, healthier and more productive lives. Employers seek solutions by offering incentives that are tangible, easily accessible and tailored to the employees work/life balance for voluntary participation.
Prior to the passage of the Affordable Care Act, navigating the legal landscape of wellness programs and incentives could be treacherous. However, the Affordable Care Act seemed to be a clear endorsement of standards-based wellness programs by the government. PPACA generated even more opportunities to get creative with these wellness programs, but it is important to understand the risks.
This webinar will address health care reform, its effects on the corporate wellness industry, and the use of incentives and new incentive strategies to engage employees. With the changing health care market, a greater focus will be in prevention of disease and in encouraging a healthy labor force. The results of the recent healthcare reform law will have an impact on how health insurance is administered and how wellness programs will operate. New incentive strategies, using gift cards, will be a tool to get employees involved in a wellness program and to actively engage in their well being. With employee and employers working for health, they will not be as susceptible to the effects of healthcare reform.
The webinar will present the following information:
• The Patient Protection and Affordable Care Act and its effects on wellness
• Information about using gift cards as incentives
• Case studies that show the success of gift cards from various industries including Manufacturing, Nonprofit, Healthcare, Insurance, and Utility and Energy.
The complementary webinar, produced by the Corporate Wellness Magazine, on behalf of the Corporate Health and Wellness Association and Healthcare Reform Magazine. We will explore the benefits of incentives programs; whether you want improve efficiency and increase productivity.
Vanessa Cullerton,Senior Employee Wellness Manager of The Hillshire Brands Company (formerly Sara Lee) and Stacey Nelson, Manager of Health and Welfare from Sprint discusses the evolution of their wellness program and the innovative ways they engage employees in offering gifts cards to encourage employee participation.
This document contains information about several workplace wellness programs. It discusses the elements and basics of wellness programs, including management support, leadership, mission/vision, assessment tools, interventions, tracking systems, outcome measurement, communication, and internal marketing. It provides details about specific wellness programs at companies like NorthWestern Energy, A Plus Health Care, Tricon Timber, and Glacier Bancorp. It discusses challenges faced by these programs and strategies used to develop, implement, and improve the programs over time.
This document summarizes a presentation on navigating wellness communication to avoid legal issues. It discusses changes to incentives from the Affordable Care Act, employer use of gift cards in wellness programs, and considerations around HIPAA, GINA, ADA, and case studies. Recommendations are provided such as designing programs to promote health, using rewards over penalties, accommodating disabilities, and keeping medical information confidential.
The Froedtert Health wellness program earned $3.2 million in returns on investment since 2009 through initiatives that reduced healthcare costs and improved employee health. The program engaged over 80% of the organization's 9,000 employees by using incentives, an integrated communications plan, and specific initiatives to reduce health risks like high blood sugar and blood pressure. The longstanding partnership between Froedtert Health and Wellsource enhanced the use of health risk assessments and evidence-based programming to guide interventions that improved outcomes.
This document outlines a campaign by Ochsner Health System called WeAreLouisiana to improve overall health in Louisiana. It proposes several components including patient advocacy, faith community nursing, telehealth, and a wellness program called LiftNOLA. It details how each component would work, associated costs, and expected outcomes. The goal is to increase access to primary care, manage chronic conditions better, and engage patients through community-based programs to ultimately improve population health and reduce healthcare costs in Louisiana. Financial projections estimate increased revenues and operating income for Ochsner through 2020 from expanded services and patient volumes.
This document proposes innovative healthcare strategies and benefits to reduce costs for employers and employees. It describes a standard benefits package that includes telemedicine, pharmacy savings, medical discounts, dental and vision care, identity theft protection, legal services, and more. The package is presented as a way for employers to lower absenteeism and healthcare costs while providing employees with thousands of dollars in savings on medical services.
This document summarizes strategies for promoting nutrition in worksite wellness programs. It discusses how eating behaviors are influenced more by environmental cues than conscious decision making. Portion sizes, placement of foods, and visibility/accessibility can significantly impact consumption, even for unappealing foods. The document recommends focusing efforts on changing the organizational food environment by working with on-site cafeteria and vending managers to select and promote healthier options through product placement, pricing, and promotion. It also provides guidelines for healthier meetings, potlucks, and snacks brought from home. The goal is to make mindless eating of healthier options just as easy as mindless eating of unhealthier ones.
The document discusses the importance of worksite wellness programs for promoting employee health and reducing healthcare costs. It outlines the goals and perspectives of various stakeholders. Effective programs can result in reduced absenteeism, health costs, and claims costs while improving productivity. The document provides an overview of participation-based and results-based programs and considerations for developing a successful worksite wellness initiative through assessing needs, gaining support, choosing appropriate activities, and evaluating outcomes.
This document provides information for doctors considering working and living in New Zealand. It outlines details about the healthcare system, salaries, registration process, immigration, and cost of living. Doctors can work for District Health Boards and typically earn between $150k-$185k as GPs or $200k-$300k as consultants. Registration can take 3-6 months depending on qualifications and experience. Relocating families is supported through the immigration process. Overall, New Zealand offers attractive salaries, a high quality of life, and opportunities to maintain a good work-life balance.
HIU: They Healthhealth Should Be Part of Every Cost-Containment StrategyweBranding
Telehealth involves accessing medical care remotely via phone or online. It provides timely and convenient treatment for minor illnesses, reducing costs for both individuals and employers. Telehealth has the potential to save over $300 per year for individuals and over $1,000 for families by reducing doctor's visits, urgent care visits, and ER visits. However, telehealth utilization has been lower than expected due to employees being unfamiliar with the service and reluctant to pay the typical $35-$40 fee. In order to increase telehealth usage, companies should build the doctor visit fee into program costs so employees face no barrier to access, and conduct an ongoing education campaign to increase awareness of the benefits of telehealth.
Nationwide has a comprehensive internal health and productivity program called "My Health" that integrates various health services and incentives to encourage associate participation. The program relies on trusted relationships and continual outreach to help associates improve their health. It has led to increased health assessment completion, program enrollment and participation as well as decreased disability durations and costs.
Tom kimball power point presentation iCAAD StockholmiCAADEvents
This document discusses keys to success in supporting individuals with substance use disorders. It emphasizes the importance of extending care beyond acute treatment through ongoing evaluation, peer support, and creative data collection methods. This improves clinical outcomes by increasing engagement and reduces costs by lowering relapse rates. Peer recovery specialists play an important role by providing long-term support, evaluating risk levels, engaging clients and families, and gathering meaningful outcomes data. Regular contact and monitoring in the first year after treatment helps maintain recovery and reduce readmissions and emergency room visits.
Working our way to better mental health: a framework for action: Dame Carol B...Centre for Mental Health
The document outlines Dame Carol Black's framework for action to improve mental health and employment in the UK. The framework proposes six themes: changing attitudes towards mental health, improving population well-being, intervening quickly when mental health issues arise at work, providing tailored help for individuals, building resilience from an early age, and coordinated government action. It also discusses initiatives to promote mental health in the workplace and support for employers and employees.
This document discusses wellness initiatives and programs. It begins with defining wellness and wellness programs. It then discusses the wellness concept ecosystem and benefits to employers and employees. The document outlines various wellness programs, both medical and non-medical, and the wellness industry in India including growth drivers and challenges. It provides a 6 step model for strategic implementation of wellness programs including assessment, strategy design, implementation planning, and review/evaluation. Finally, it gives an example of implementing an obesity reduction wellness program.
Piramal ESwasthya:- Attempting Big Changes for Small Places - in India and Be...Ishan Parashar
Piramal eSwasthya aimed to provide primary healthcare services in rural Indian villages using female community health workers and mobile phones connected to doctors. However, the model faced several challenges including social and cultural barriers against women working, competition from local providers, and villagers' expectations of free or low-cost care. Various strategies were tried to address these issues, such as incentivizing community health workers, partnering with other organizations, and expanding the scope of services, but growth remained slow. The sustainability of the model in the long term was uncertain given the deep-rooted challenges.
This document discusses the Vitality program, which is Prudential's healthy living rewards program. It provides incentives to members to engage in healthy behaviors by awarding points for activities like health screens, gym visits, and using exercise devices. Higher engagement levels are associated with lower insurance claims and lapse rates. The program includes discounts and cashback for fitness activities, health checks, exercise devices, and rest at partners like gyms, Weight Watchers, and Champneys spa.
The Patient's Power in Improving Health and CareHealth Catalyst
View a recording of this webinar here: https://www.healthcatalyst.com/webinar/the-patients-power-in-improving-health-and-care/
Around the globe, we are facing a trifecta of healthcare challenges: financial constraints, an aging population, and an increased burden of chronic disease. We need to turn healthcare upside down, empowering our patients to take action for their health and helping physicians, nurses, and healthcare professionals move from being sages to guides.
Patients, even those with chronic diseases, only spend a few hours each year with a doctor or a nurse, while they spend thousands of hours making personal choices around eating, exercise, and other activities that impact their health. How can we get patients to be more engaged in their care, and help physicians, nurses, and healthcare providers transition from a paradigm of “what’s the matter” to “what matters to you”?
Through her work at the Institute for Healthcare Improvement (IHI), Maureen Bisognano has worked diligently to support the IHI Triple Aim: improving the experience of patient care, improving the health of populations, and lowering costs. In this webinar she will present stories of patients and healthcare organizations that are partnering together with tools, processes, data, and systems of accountability to move from dis-ease to health-ease.
In this webinar you will learn:
- Lessons from the “flipped school” in the education system and how they can be successfully applied in healthcare to improve patient behavior.
- How increased patient engagement can help to improve healthcare outcomes and deliver a better care experience while reducing costs.
- Ways that technology can effectively improve data capture, patient accountability, and decision-making.
- The impactful stories of four patients who became innovators in their own care.
improve data capture, patient accountability, and decision-making.
1) Johnson & Johnson has made employee health and wellness a core value since the 1880s, believing that healthy employees contribute to business success.
2) The company's programs are comprehensive and integrated, including health assessments, coaching, mental health support, and incentives.
3) Data shows that Johnson & Johnson employees have better health outcomes than peers and healthcare costs grow more slowly, indicating that the programs provide a strong return on investment.
Our team is a highly experienced team with a long history of working with clients in the health sector. Our cross functional team of health specialists includes clinicians and technical experts located across Australia. Contact details are provided for several key specialists located in different states.
Question of Quality Conference 2016 - Patient Experience - Innovation in pati...HCA Healthcare UK
The South Somerset Symphony Programme is one of nine Primary and Acute Care systems (PACs) Vanguards born out of Simon Stevens’ Five Year Forward View. To address the problems of an ageing population and an increased burden of long-term conditions, it is essential to have a coordinated response across sectors, putting the patient at the centre of care. The session will look at a joint venture that will hold a single budget for the population and how this enables them to target resources to parts of the system where they can make the most difference to patients.
This presentation aids a Health and Wellbeing Board session on developing prevention across the health and social care system, in answer to financial challenges and the NHS FIve Year Forward View
A empresa de tecnologia anunciou um novo smartphone com câmera aprimorada, tela maior e bateria de longa duração por um preço acessível. O dispositivo tem como objetivo atrair mais consumidores em mercados emergentes com suas especificações equilibradas e preço baixo. Analistas esperam que as melhorias e o preço baixo impulsionem as vendas do novo aparelho.
This document outlines a campaign by Ochsner Health System called WeAreLouisiana to improve overall health in Louisiana. It proposes several components including patient advocacy, faith community nursing, telehealth, and a wellness program called LiftNOLA. It details how each component would work, associated costs, and expected outcomes. The goal is to increase access to primary care, manage chronic conditions better, and engage patients through community-based programs to ultimately improve population health and reduce healthcare costs in Louisiana. Financial projections estimate increased revenues and operating income for Ochsner through 2020 from expanded services and patient volumes.
This document proposes innovative healthcare strategies and benefits to reduce costs for employers and employees. It describes a standard benefits package that includes telemedicine, pharmacy savings, medical discounts, dental and vision care, identity theft protection, legal services, and more. The package is presented as a way for employers to lower absenteeism and healthcare costs while providing employees with thousands of dollars in savings on medical services.
This document summarizes strategies for promoting nutrition in worksite wellness programs. It discusses how eating behaviors are influenced more by environmental cues than conscious decision making. Portion sizes, placement of foods, and visibility/accessibility can significantly impact consumption, even for unappealing foods. The document recommends focusing efforts on changing the organizational food environment by working with on-site cafeteria and vending managers to select and promote healthier options through product placement, pricing, and promotion. It also provides guidelines for healthier meetings, potlucks, and snacks brought from home. The goal is to make mindless eating of healthier options just as easy as mindless eating of unhealthier ones.
The document discusses the importance of worksite wellness programs for promoting employee health and reducing healthcare costs. It outlines the goals and perspectives of various stakeholders. Effective programs can result in reduced absenteeism, health costs, and claims costs while improving productivity. The document provides an overview of participation-based and results-based programs and considerations for developing a successful worksite wellness initiative through assessing needs, gaining support, choosing appropriate activities, and evaluating outcomes.
This document provides information for doctors considering working and living in New Zealand. It outlines details about the healthcare system, salaries, registration process, immigration, and cost of living. Doctors can work for District Health Boards and typically earn between $150k-$185k as GPs or $200k-$300k as consultants. Registration can take 3-6 months depending on qualifications and experience. Relocating families is supported through the immigration process. Overall, New Zealand offers attractive salaries, a high quality of life, and opportunities to maintain a good work-life balance.
HIU: They Healthhealth Should Be Part of Every Cost-Containment StrategyweBranding
Telehealth involves accessing medical care remotely via phone or online. It provides timely and convenient treatment for minor illnesses, reducing costs for both individuals and employers. Telehealth has the potential to save over $300 per year for individuals and over $1,000 for families by reducing doctor's visits, urgent care visits, and ER visits. However, telehealth utilization has been lower than expected due to employees being unfamiliar with the service and reluctant to pay the typical $35-$40 fee. In order to increase telehealth usage, companies should build the doctor visit fee into program costs so employees face no barrier to access, and conduct an ongoing education campaign to increase awareness of the benefits of telehealth.
Nationwide has a comprehensive internal health and productivity program called "My Health" that integrates various health services and incentives to encourage associate participation. The program relies on trusted relationships and continual outreach to help associates improve their health. It has led to increased health assessment completion, program enrollment and participation as well as decreased disability durations and costs.
Tom kimball power point presentation iCAAD StockholmiCAADEvents
This document discusses keys to success in supporting individuals with substance use disorders. It emphasizes the importance of extending care beyond acute treatment through ongoing evaluation, peer support, and creative data collection methods. This improves clinical outcomes by increasing engagement and reduces costs by lowering relapse rates. Peer recovery specialists play an important role by providing long-term support, evaluating risk levels, engaging clients and families, and gathering meaningful outcomes data. Regular contact and monitoring in the first year after treatment helps maintain recovery and reduce readmissions and emergency room visits.
Working our way to better mental health: a framework for action: Dame Carol B...Centre for Mental Health
The document outlines Dame Carol Black's framework for action to improve mental health and employment in the UK. The framework proposes six themes: changing attitudes towards mental health, improving population well-being, intervening quickly when mental health issues arise at work, providing tailored help for individuals, building resilience from an early age, and coordinated government action. It also discusses initiatives to promote mental health in the workplace and support for employers and employees.
This document discusses wellness initiatives and programs. It begins with defining wellness and wellness programs. It then discusses the wellness concept ecosystem and benefits to employers and employees. The document outlines various wellness programs, both medical and non-medical, and the wellness industry in India including growth drivers and challenges. It provides a 6 step model for strategic implementation of wellness programs including assessment, strategy design, implementation planning, and review/evaluation. Finally, it gives an example of implementing an obesity reduction wellness program.
Piramal ESwasthya:- Attempting Big Changes for Small Places - in India and Be...Ishan Parashar
Piramal eSwasthya aimed to provide primary healthcare services in rural Indian villages using female community health workers and mobile phones connected to doctors. However, the model faced several challenges including social and cultural barriers against women working, competition from local providers, and villagers' expectations of free or low-cost care. Various strategies were tried to address these issues, such as incentivizing community health workers, partnering with other organizations, and expanding the scope of services, but growth remained slow. The sustainability of the model in the long term was uncertain given the deep-rooted challenges.
This document discusses the Vitality program, which is Prudential's healthy living rewards program. It provides incentives to members to engage in healthy behaviors by awarding points for activities like health screens, gym visits, and using exercise devices. Higher engagement levels are associated with lower insurance claims and lapse rates. The program includes discounts and cashback for fitness activities, health checks, exercise devices, and rest at partners like gyms, Weight Watchers, and Champneys spa.
The Patient's Power in Improving Health and CareHealth Catalyst
View a recording of this webinar here: https://www.healthcatalyst.com/webinar/the-patients-power-in-improving-health-and-care/
Around the globe, we are facing a trifecta of healthcare challenges: financial constraints, an aging population, and an increased burden of chronic disease. We need to turn healthcare upside down, empowering our patients to take action for their health and helping physicians, nurses, and healthcare professionals move from being sages to guides.
Patients, even those with chronic diseases, only spend a few hours each year with a doctor or a nurse, while they spend thousands of hours making personal choices around eating, exercise, and other activities that impact their health. How can we get patients to be more engaged in their care, and help physicians, nurses, and healthcare providers transition from a paradigm of “what’s the matter” to “what matters to you”?
Through her work at the Institute for Healthcare Improvement (IHI), Maureen Bisognano has worked diligently to support the IHI Triple Aim: improving the experience of patient care, improving the health of populations, and lowering costs. In this webinar she will present stories of patients and healthcare organizations that are partnering together with tools, processes, data, and systems of accountability to move from dis-ease to health-ease.
In this webinar you will learn:
- Lessons from the “flipped school” in the education system and how they can be successfully applied in healthcare to improve patient behavior.
- How increased patient engagement can help to improve healthcare outcomes and deliver a better care experience while reducing costs.
- Ways that technology can effectively improve data capture, patient accountability, and decision-making.
- The impactful stories of four patients who became innovators in their own care.
improve data capture, patient accountability, and decision-making.
1) Johnson & Johnson has made employee health and wellness a core value since the 1880s, believing that healthy employees contribute to business success.
2) The company's programs are comprehensive and integrated, including health assessments, coaching, mental health support, and incentives.
3) Data shows that Johnson & Johnson employees have better health outcomes than peers and healthcare costs grow more slowly, indicating that the programs provide a strong return on investment.
Our team is a highly experienced team with a long history of working with clients in the health sector. Our cross functional team of health specialists includes clinicians and technical experts located across Australia. Contact details are provided for several key specialists located in different states.
Question of Quality Conference 2016 - Patient Experience - Innovation in pati...HCA Healthcare UK
The South Somerset Symphony Programme is one of nine Primary and Acute Care systems (PACs) Vanguards born out of Simon Stevens’ Five Year Forward View. To address the problems of an ageing population and an increased burden of long-term conditions, it is essential to have a coordinated response across sectors, putting the patient at the centre of care. The session will look at a joint venture that will hold a single budget for the population and how this enables them to target resources to parts of the system where they can make the most difference to patients.
This presentation aids a Health and Wellbeing Board session on developing prevention across the health and social care system, in answer to financial challenges and the NHS FIve Year Forward View
A empresa de tecnologia anunciou um novo smartphone com câmera aprimorada, tela maior e bateria de longa duração por um preço acessível. O dispositivo tem como objetivo atrair mais consumidores em mercados emergentes com suas especificações equilibradas e preço baixo. Analistas esperam que as melhorias e o preço baixo impulsionem as vendas do novo aparelho.
HEALTH EasyTracks, utilizzando un’applicazione multimediale basata sulla tecnologia multitraccia, permette la formazione, su scala internazionale, di medici, team medici e personale di supporto, mediante la registrazione di interventi chirurgici e clinici e la trasformazione degli stessi in strumenti multimediali, in tempi rapidi ed a basso costo, specificamente dedicati all’insegnamento.
Consente (attraverso l'applicazione multimediale e multilingua) la realizzazione di strumenti di formazione utilizzabili sia in aula sia a distanza, adottabili sia nell'ambito di programmi di Educazione continua in medicina (ECM-Regione Piemonte/Regioni) sia per la realizzazione di progetti formativi finanziati dall'Unione Europea. Vengono in tal modo recuperate ed utilizzate risorse in termini di competenza già disponibili, trasformandole e valorizzandole a fini di formazione con costi sensibilmente ridotti e con la realizzazione di strumenti di elevata qualità e adattabilità.
Con HEALTH EasyTracks è inoltre possibile sviluppare un’ulteriore applicazione, per la gestione dei flussi informativi tra medico di base e medico specialista, al fine di razionalizzare l’utilizzo di risorse specialistiche per valutazioni di basso livello, accrescendo l'efficienza e l'efficacia dei processi di prevenzione e cura, anche consentendo agli operatori sanitari di scambiarsi informazioni audio, video, testo, grafiche ecc. con data certa e firma digitale.
In altri termini HEALTH EasyTracks può essere utile per ampliare e stabilizzare il rapporto tra medici di medicina generale e medici specialisti allo scopo di aumentare l’appropriatezza prescrittiva e di contenere quanto più possibile eventuali costi connessi alla medicina difensiva.
Digitalmybiz provides cost effective and brand building medium for digital marketing with guarantee of generating business online other wise Money Back...!!!!. Our strategies mainly includes search engine optimization(SEO), Social Media Marketing(SMM), Channel Maintenance, Corporate Blogging, Call Center Management and Online Media Buying. .
Job announcement accountant assistant of ROPPAFatimata Kone
The Réseau des Organisations Paysannes et des Producteurs de l'Afrique de l'Ouest (ROPPA) is seeking applications for an Accountant Assistant position. The Accountant Assistant will work under the supervision of the Chief Accountant and will be responsible for provider, cash, salary, and cost accounting. They will process invoices, payments, bank reconciliations, and assist with financial reporting. Applicants should have at least a Bac+2 in accounting/finance, 2 years of relevant experience, proficiency in accounting software and English, and experience working with West African farmer organizations. The contract is for 2 years renewable based in Ouagadougou, Burkina Faso under
Job announcement bilingual assistant au ROPPAFatimata Kone
The Réseau des Organisations Paysannes et des Producteurs de l'Afrique de l'Ouest (ROPPA) is seeking a bilingual Direction Assistant. The position requires assisting the Executive Secretary, translating documents, coordinating meetings, and more. Applicants should have at least 5 years of relevant experience, be fluent in French and English, have strong computer skills, and be able to travel frequently within West Africa. The two-year contract will be based in Ouagadougou, Burkina Faso under local labor laws. Applications including a cover letter and CV must be submitted by February 20, 2015.
This document outlines six steps taken by the City of Knoxville to improve worker's compensation and risk management. It describes how the city was previously decentralized with no safety culture and high costs. The first steps included improving data use, upgrading risk staff, and contracting for healthcare education. A major step was expanding on-site medical services including physical therapy, case management, and ergonomics expertise. Two key organizational changes involved on-site physical therapy and case management to better coordinate treatment and return workers to their jobs. Process changes like improved billing and data processing led to success stories of improved claims handling and stakeholder satisfaction.
The document discusses coaching and change management support for professional service firms. It introduces John Wade as a professional services consultant specializing in change leadership and management. It then discusses what coaching is and isn't, different types of coaching including performance, engagement, and developmental coaching. The GROW(TH) model is presented as a common coaching method to help clients set goals, understand their current reality, identify options, commit to actions, and develop habits to sustain success. Group coaching is also briefly mentioned.
I created a photo album to organize pictures from my trip to Hawaii last summer. The album has sections for each island I visited - Oahu, Maui, and Kauai - with 2-3 photos on each page to showcase highlights from my adventures in each location. Putting the album together allowed me to reminisce about my amazing vacation and share favorite memories with friends and family.
C 25 по 28 мая в поселке Новый Свет (Украина, Судак, Крым) пройдет первый Междисциплинарный Симпозиум по Медицинской, Органической и Биологической Химии – 2014. Приглашаем партнеров к сотрудничеству
REGIONAL DIALOGUE BETWEEN WAEMU AND ECOWAS COMMISSIONS AND NON-STATE ACTORS OF WEST AFRICA ON THE ECONOMIC PARTNERSHIP AGREEMENT _17 and 18 January 2014, Dakar –Senegal
This document summarizes transportation services and challenges in Washington D.C. It discusses that the mayor aims to promote sustainability, equity, health, and economic growth. It outlines the Pedestrian Master Plan, Circulator expansion, and streetcar plans. It also summarizes the Washington Metropolitan Area Transit Authority (WMATA), which operates Metrorail, Metrobus and Metro Access. WMATA faces challenges of aging infrastructure, unreliable service and overcrowding. The Office of Planning aims to revitalize the city through proposed zoning changes like reducing parking and allowing accessory dwellings.
The U.S. Patent Office issued patent #6630507 to the U.S.Health and Human Services filed on 2/2/2001. The patent lists the use of certain cannabinoids found within the cannabis sativa plant as useful in certain neurodegenerative diseases such as Alzheimer's, Parkinson's, and HIV dementia.
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Organizational Change Leadership Agile Tour Geneve 2024
Cok benefits presentation
1. Personal Responsibility in a
Health and Wellness Program
Gary Eastes, Risk/Benefits Manager, City
of Knoxville
Christine Stickler, Benefits Coordinator,
City of Knoxville
2. New Role of a Health Plan
• A vision of health “needs to be perceived
as a priority business asset and has to be
recognized as having a big and important
impact on the ultimate success of the
enterprise. It has to be viewed as critical
to the strategy of the organization.”
Dr. Catherine Baase
Global Director of Health
Dow Chemical Company
3. Health Program History
• From 1970’s till 2004 the City operated a
traditional onsite medical clinic, poorly
managed
• Many employees relied on the clinic as
their only medical care
• From 1990’s till 2006 the City was in State
of Tennessee medical insurance pool
• In the 5 years prior to 2006, premiums had
increased 141%
4. Employee and Member
Demographics
• City claims per member historically have been
above average of Tennessee employers which
forced City out of self-funding in 1990s (28.3%
above BCBST norm in 2007)
• Prevalence of chronic disease significantly
higher than norms (40% above HC21norms) .
• Average employee age was 4 years older than
the average Tennessee employer
• Very heavily weighted with males over 40 in high
risk occupations
5. Chronological Steps
• 2004 Closed the on-site clinic and contracted for
uniformed annual exams and full time nurse to
provide on-site screenings with 3 on-site offices
• 2005 Began cash incentives for exercise and
tobacco-free, in fall began Disease Mgmt
Incentives for 5 diseases with logs
• 2006 Left State plan, added $1000 deductible,
100% preventive coverage, lower-salary HRA
contributions, included spouses in incentives
6. Chronological Steps
• 2007 Reopened The Health, Education and
Wellness Center, fired DM vendor/made local
provider DM vendor, added obesity and
hyperlipids to DM, moved incentives to HRA,
incentives for participation and A1C in contract,
began combining data from insurance and
biometrics
• 2008 Added Oxy preauth, step and OTC
programs, prenatal incentive
7. Chronological Steps
• 2009 Added hypertension to DM, reduced
DM script copays, added 2nd disease coach
• 2010 Expanded Oxy preauth to all
schedule 2, increased $300 deductible to
$500, made acute care at The Center
available to retirees and dependents
8. The Leap
• Simplicity was a large contributing factor
for change
– Employee – easier to understand
– Employer – easier to administer
9. The Leap
Logically, “paying people cash incentives to
lose weight, quit smoking, lower their
blood pressure or engage in other healthy
behaviors should work. But it doesn’t. Or
at least, not in the long run.”
Linda K. Riddell
Health Economy, LLC
10. The Leap
• For 2011, we combined all of the carrots in
creating the My Health Program
• The difference in premium between My
Health and Medical Only created the stick
to engage more of the population to do
more.
• While carrots are much better received,
research studies have shown that the risk
of losing is a far greater motivator than the
opportunity to win.
11. Medical Plan Offerings
My Health
Medical and prescription drug coverage
Built-in rewards if you commit to health-conscious
lifestyle
Medical Only
Medical and prescription drug coverage only
Higher employee contributions (more out of your
paycheck)
No built-in rewards
15. Why My Health?
“My Health saves me
money on my
premiums every
month. And I get
money that I can
use for doctor bills.”
-Philip Reyes,
Maintenance
Technician
16. Why My Health?
“The diabetes classes
probably saved my
life.”
-Cliff Thomas, Public
Service Department
17. My Health rewards
• Lower medical premiums
• City-funded HRA dollars, up to $918/year
• Free or reduced prescription copays
– For certain chronic condition medications
• Free testing supplies
– For people with chronic conditions
17
18. My Health rewards
• Lower medical premiums than Medical
Only
– $256 to $891/year less, depending on the
deductible and network you choose
18
19. My Health rewards
HRA dollars
If you:
You can earn:
Enroll in My Health
$32/month or $384/year (employee only)
$64/month or $768/year (employee +
one or more dependents)
Additionally, if you:
Earn less than $30,805/year
$150/year
Earn $30,805 - $41,458/year
$75/year
Or your covered dependent
participates in prenatal program
$200 upon delivery of baby
19
20. My Health rewards
HRA dollars
If you:
You can earn:
Enroll in My Health
$32/month or $384/year (employee only)
$64/month or $768/year (employee + one
or more dependents)
Additionally, if you:
Earn less than $30,805/year
$150/year
Earn $30,805 - $41,458/year
$75/year
Or your covered dependent
participates in prenatal program
$200 upon delivery of baby
20
21. My Health rewards
HRA dollars
If you:
You can earn:
Enroll in My Health
$32/month or $384/year (employee only)
$64/month or $768/year (employee + one
or more dependents)
Additionally, if you:
Earn less than $30,805/year
$150/year
Earn $30,805 - $41,458/year
$75/year
Or your covered dependent
participates in prenatal program
$200 upon delivery of baby
21
22. HRA dollars
• Use for medical, prescription, dental,
vision expenses incurred by you and
eligible dependents:
– Deductibles
– Copays
– Coinsurance
– Other out-of-pocket health care expenses
• Not all expenses eligible
22
23. HRA dollars
• Leftover HRA dollars roll over
– Available as long as covered by Citysponsored medical plan (including COBRA
and retiree coverage)
• Health Care FSA participants:
– FSA funds used first, then HRA
23
24. My Health rewards
Prescription drug copay discounts
Chronic condition medications
for My Health enrollees only
Non-chronic-condition
medications for My Health
enrollees and ALL medications
for Medical Only enrollees
Network retail
pharmacy
(up to 30-day
supply)
Home delivery/
90 days at retail
(up to 90-day
supply)
Network retail
pharmacy
(up to 30-day
supply)
Home delivery/
90 days at retail
(up to 90-day
supply)
Generic
$0
$0
$5
$10
Preferred brand
$5
$10
$20
$40
Non-preferred
brand
$20
$40
$40
$80
You pay…
24
25. My Health rewards
• Free testing supplies:
– Peak flow meter (asthma and COPD)
– Blood pressure cuff (hypertension)
– Diabetes monitor, lancets, test strips
(diabetes)
25
26. My Health requirements
•
•
•
•
•
•
Complete annual health screening
Be physically active
Complete quarterly health education
Manage chronic conditions
Annual well-child visit documentation
Prenatal program (optional)
26
27. My Health requirements
• Receive annual health screening
– At The Center
– Within previous 12 months
27
28. My Health requirements
• Be physically active at least:
– 60 minutes/week (at least 3 sessions/week,
10 minutes each)
• Submit physical activity affidavit by 10th of
month
– Through BCBST’s BlueAccess website, OR
– Via paper affidavits to The Center
• Honor System – but it’s working
28
29. Why My Health?
“I clean everything
from Cumberland to
the Old City. I walk
so much I went
through three pairs
of shoes last year .”
-Arturo Cano, Public
Service Department
30. My Health requirements
• Quarterly health education
– Lunch and learns
– Internet classes
– CDs, DVDs, printed literature available from
The Center
30
31. My Health requirements
• Manage chronic conditions through The
Center’s health coach program:
– Asthma, chronic obesity (BMI greater than
35), congestive heart failure, COPD, coronary
artery disease, diabetes, hyperlipidemia (high
cholesterol), high blood pressure
31
32. My Health requirements
• Tobacco users must:
– Participate in health coach program
– Complete Tobacco Certification section of
enrollment form (if enrolling in My Health for
first time)
32
33. My Health requirements
• Annual well-care visit for children
– All covered children under age 26
– Documentation required (visit within past 12
months)
33
34. My Health requirements
• Prenatal program (optional):
– Enroll by 10th week of pregnancy
– Receive HRA contribution upon delivery of
baby
34
35. Why My Health?
“It’s not just a quick fix
—it’s a whole
lifestyle change.”
-Jason Scott, Police
Department
36. Medical Only
• Medical and prescription drug coverage
only
• Higher employee contributions than My
Health
– More out of your paycheck
• No built-in rewards (HRA dollars, etc.)
36
37. Prescription Drugs
• Over-the-counter (OTC) program
– If OTC alternative available, coverage is reduced
from a normal copay to 50% of the drug’s cost.
• Schedule 2 narcotics program
– If a schedule 2 narcotic prescription exceeds a
60-day supply, you must obtain prior
authorization.
– To fill a prescription beyond 60 days, your doctor
must be in the BCBST network and prescription
must be considered medically necessary.
37
41. The Center
“The Center is more
than a doctor
relationship. It’s
more like an
advisor, where you
can ask all kinds of
questions.”
-Linda Clevenger,
Public Service
Department
42. The Center
• Free wellness/health coaching services
– Offers health education classes
– Assists with researching treatment,
medication and other self-care information
• Treatment for short-term illnesses for
copay
– Pay with cash, check, debit/credit card or
FSA/HRA
42
43. The Center
• Acute care for children
– Children age 13 and older can be seen at The
Center an
– Ages 6-12 can be seen at a Summit Express
Clinic (SEC)
43
44. The Center
• Operated by Summit Medical Group
• Staff follow HIPAA privacy rules; health
information is confidential
44
47. Recognitions
2006: City of Knoxville’s employee health plan featured in the journal of
the College for Advanced Management of Health Benefits
2006: City of Knoxville named finalist for Employer Excellence in
Value-Based Purchasing Award by the National Business Coalition
on Health
2010: selected as finalist for Benefit Manager of the Year and named to
the Benefits Management Honor Roll by Business Insurance.
2011: Champion Award for Excellence in Workers Compensation Risk
Management, presented by National Underwriter to the City of
Knoxville.
2011: Achievement Award for Excellence in Human Resources,
presented by the Tennessee Municipal League to the City of
Knoxville for its health program.
2011: Featured in the October issue of Public Risk.
2011: Silver Pen Award presented by the Middle Tennessee chapter of
the International Association of Business Communicators (IABC) to
the City of Knoxville for its benefits communication program.
47
48. New Role of a Health Plan
• A vision of health “needs to be perceived
as a priority business asset and has to be
recognized as having a big and important
impact on the ultimate success of the
enterprise. It has to be viewed as critical
to the strategy of the organization.”
Dr. Catherine Baase
Global Director of Health
Dow Chemical Company
49. National Employer Trends
• “Value-minded employers are engaging
directly with quality-focused providers to
explore and test new business
arrangements and collaborative
approaches to health management
programs, services and benefits.”
Research Study conducted by
Benfield and the American
Medical Group Association
50. National Employer Trends
• Employers with 500 or more employees
vary employee premiums for smokers by
an average of 12%. Employers with
20,000 or more employees vary premiums
for smokers by 24%. Two-thirds of firms
with 200 or more employees offered
smoking cessation programs in 2011.
Mercer
51. National Employer Trends
• By 2012 four of five medium and large
companies plan to offer financial rewards
to individuals who participate in their
health management programs. Use of
penalties rose from 8% to 19% from 2009
to 2011, and 38% of medium and large
employers expect to have penalties in
place in 2012.
Towers Watson Survey
52. National Employer Trends
• Consumer-driven health plans are now
12% of the medical plan market.
Employee Benefit Research Institution
53. National Employer Trends
• “Although the top human resources
executive is still the primary champion of
employee benefits consumerism, we saw
an uptick in respondents reporting that the
CEO, president or another member of the
senior leadership team is their primary
advocate.”
Lenny Sanicola
commenting on a survey by WorldatWork
My Health has been in place since January of this year.
73% of employees are enrolled in it.
And the plan is having a very real impact on the lives of participants.
Here’s what My Health enrollees receive:
- Lower medical premiums
- HRA dollars from the City – up to $918 a year
- Free or reduced prescription copays for certain medications
- And, for people who live with certain chronic conditions, free testing supplies.
Let’s look at each one more closely.
When you choose My Health, you pay $256 to $891 a year LESS than employees who enroll in the Medical Only option.
Your actual savings depend on the network and deductible you choose.
As a My Health participant, you also earn HRA dollars -- $32 a month for employee-only coverage, or $64 a month if you cover dependents.
If you earn less than $41,459 a year, you receive additional HRA dollars from the City.
And if you or a covered dependent participates in The Center’s prenatal program, you can earn 200 in HRA dollars.
You can use your HRA dollars to pay for qualified medical, prescription, dental and vision expenses incurred by you and your eligible dependents.
This includes out-of-pocket expenses that count toward your annual deductible, copays, coinsurance and other eligible expenses.
Not all expenses are eligible though. You can visit wageworks.com for complete list of eligible expenses. This web address is listed in your 2012 Enrollment Guide.
If you don’t spend all your HRA dollars during the year, they roll over to the next and are available to you as long as you remain covered by a City-sponsored medical plan. This includes COBRA and retiree coverage.
If you expect to have out-of-pocket expenses greater than the HRA dollars you’ll receive from the City, you can contribute your own pre-tax money to the Health Care FSA.
Since any leftover FSA dollars are forfeited at year-end, expenses are paid from your FSA account first. When your FSA funds are gone, expenses will then be paid from your HRA.
For example, if a Medical Only enrollee purchased a 90-day supply of a generic drug through Home Delivery, he would pay $10. My Health participants would pay nothing.
[Pause a few seconds]
This chart is also listed in your 2012 Enrollment Guide.
Finally, My Health participants who live with certain chronic conditions can receive free testing supplies:
Peak flow meters for those with asthma and/or COPD
A blood pressure monitor for those with hypertension
And diabetics receive a free glucose monitor, lancets and test strips.
[pause]
My Health rewards can really add up to significant savings, but there ARE some requirements you have to meet.
To qualify for My Health rewards, you must:
- Complete the online COK Health History
- Receive an annual health screening
- Be physically active and complete a monthly physical activity affidavit
- Complete quarterly health education
- Manage any chronic conditions you have, including tobacco use
And
- Seek an annual well-care visit for your covered children.
The prenatal program is optional.
Let’s take a closer look at each one...
My Health participants, including covered spouses, must also receive an annual health screening at The Center. You must have received your screening within the previous 12 months for your My Health election to be effective on January 1, 2012.
My Health participants must be physically active…
At least 60 minutes a week, which includes at least 3 sessions a week for 10 minutes each.
In other words, one continuous hour a week would NOT satisfy the requirements.
You must submit a physical activity affidavit EVERY month by the 10th of the month.
You can do this either through BCBST’s BlueAccess website, OR you can download and print a paper affidavit off the Risk Management page of the City’s intranet, and submit it to The Center. I’ll talk more about The Center a little later.
Being physically active wasn’t that hard. In most cases it involves exercise employees were already getting. That was the case for Arturo
You must also participate in quarterly health education.
This requirement can be fulfilled by attending scheduled “lunch and learns” or internet classes, or by reviewing CDs, DVDs and printed literature available from The Center.
My Health participants with certain chronic conditions must work with a Center health coach to actively manage their condition.
This includes people with asthma, chronic obesity, congestive heart failure, COPD, coronary artery disease, diabetes, high cholesterol, or high blood pressure.
Tobacco users must participate in a health coach program offered through The Center. And, if you’re enrolling in My Health for the first time, you must complete the Tobacco Certification section of the 2012 enrollment form.
Tobacco cessation drugs are covered under the City’s medical plan.
Finally, you must provide documentation that each of your covered children under age 26 had an annual well-care visit through their own physician within the previous 12 months.
It they’re age 13 or older, they may have their annual visit at The Center.
The prenatal program, offered through The Center, is optional.
If you or a covered dependent becomes pregnant in 2012, you may enroll in the City’s prenatal program by the 10th week of pregnancy and receive an HRA contribution upon delivery of the baby.
If you choose not to participate in My Health but still want City-sponsored medical and prescription drug coverage, you can enroll in the Medical Only option.
Medical and prescription drug benefits are the same for both My Health and Medical Only participants. But employee contributions for Medical Only coverage are higher than My Health, and there are no built-in rewards such as HRA dollars.
Which leads us to the last – and probably most important -- choice in selecting your medical coverage: My Health or Medical Only.
The My Health plan is medical and prescription drug coverage with built-in rewards for committing to a health-conscious lifestyle.
The Medical Only plan is medical and prescription drug coverage without the built-in wellness rewards.
Employees who choose to participate in My Health and maintain all of the requirements pay less per paycheck – sometimes significantly less -- than employees in the Medical Only option.
Which leads us to the last – and probably most important -- choice in selecting your medical coverage: My Health or Medical Only.
The My Health plan is medical and prescription drug coverage with built-in rewards for committing to a health-conscious lifestyle.
The Medical Only plan is medical and prescription drug coverage without the built-in wellness rewards.
Employees who choose to participate in My Health and maintain all of the requirements pay less per paycheck – sometimes significantly less -- than employees in the Medical Only option.
You don’t have to be enrolled in My Health to use Center services. All City employees can use The Center, but My Health enrollees receive services for a lower copay.
Every quarter, The Center offers free health education classes on subjects like nutrition, exercise, diabetes management and more. Although these classes are open to anyone, My Health participants can attend them to meet their quarterly education requirement.
The Center also provides free health coaching for employees with specific health concerns. The staff there work closely with you to help you achieve your goals and empower you to take better care of yourself.
The Center also provides treatment for short-term illnesses for a small copay. You and your covered dependents ages 13 and older can take advantage of these services – and pay with cash, check, a debit or credit card, or your WageWorks card.
You don’t have to be enrolled in My Health to use Center services. All City employees can use The Center, but My Health enrollees receive services for a lower copay.
Every quarter, The Center offers free health education classes on subjects like nutrition, exercise, diabetes management and more. Although these classes are open to anyone, My Health participants can attend them to meet their quarterly education requirement.
The Center also provides free health coaching for employees with specific health concerns. The staff there work closely with you to help you achieve your goals and empower you to take better care of yourself.
The Center also provides treatment for short-term illnesses for a small copay. You and your covered dependents ages 13 and older can take advantage of these services – and pay with cash, check, a debit or credit card, or your WageWorks card.
The Center is run by Summit Medical Group, and all staff are bound by the same confidentiality requirements as any other healthcare provider.
HIPAA privacy rules require that your health information be treated confidentially, and The Center abides by those rules. That means that the City never sees your personal information.
Your 2012 Enrollment Guide provides more information about The Center, including the address and phone number.
The Center is run by Summit Medical Group, and all staff are bound by the same confidentiality requirements as any other healthcare provider.
HIPAA privacy rules require that your health information be treated confidentially, and The Center abides by those rules. That means that the City never sees your personal information.
Your 2012 Enrollment Guide provides more information about The Center, including the address and phone number.
The Center is run by Summit Medical Group, and all staff are bound by the same confidentiality requirements as any other healthcare provider.
HIPAA privacy rules require that your health information be treated confidentially, and The Center abides by those rules. That means that the City never sees your personal information.
Your 2012 Enrollment Guide provides more information about The Center, including the address and phone number.