The document discusses GE's health benefits and wellness strategy which aims to engage employees in their health and value-based decision making through plan designs that support health, personalized support from health coaches, and programs like expert medical opinions to help employees make informed healthcare decisions to minimize expenses. The strategy communicates the message for employees to take an active role in managing their health and healthcare through healthy behaviors, using quality low-cost providers, and leveraging workplace wellness initiatives and tools.
Understand what kind of practice you have
Real life examples of how to be more profitable
Specifics on what and how to implement at your practice
ZHC Dashboard & Benchmark Tool
This document introduces the Medical Bridge OpportunitySM, a solution that helps employers and employees manage rising health care costs. It offers benefits counseling and enrollment at no direct cost to employers. The solution involves redesigning health plans with higher deductibles and coinsurance while offering employees supplemental insurance through Colonial Life's Group Medical Bridge 1.0 plan. This bridges the gap in out-of-pocket costs and provides benefits for hospitalization, outpatient surgery, and wellness visits. It is appealing as it offers guaranteed issue underwriting with no health questions and flexible rating options.
Hcr strategies for hr february 2013 wi_combined_2 7 13 mahncfshrm
This document discusses the role of HR in health care reform and reevaluating total rewards strategies. It outlines key considerations of the Affordable Care Act for employers, including the option to "pay or play" by providing health insurance or paying a penalty. It also discusses how health care reform is impacting workforce management goals and the importance of aligning total rewards strategies with business objectives to attract, engage, and retain top talent.
The document discusses what good managers do to sustain success. It provides tips on running a practice like a business by focusing on cash flow, productivity, capacity, staffing, patient satisfaction, monitoring and communication. It emphasizes the importance of strategic planning, utilizing benchmarks, and practice dashboards to monitor key metrics like collection ratios, denial rates, and days in accounts receivable. Implementing these best practices can result in less bad debt, faster collection of receivables, and higher patient satisfaction.
Stacey Breslin - Explanation of Member Benefits (ACCE)iowachamberexecs
Taking Care of the Employees Who Take Care of Your Community outlines benefits that employers can offer to attract, reward, and retain employees. It discusses the importance of vision, dental, retirement, disability, and other benefits and how they contribute to employee satisfaction, health, and financial security. The ACCE Benefit Trust provides high quality, affordable benefit plans tailored to employers' budgets and staff needs with experienced consultants to help design comprehensive benefits programs.
Introduction & EHR Benefits RealizationDave Shiple
Divurgent is a healthcare consulting firm that helps clients realize benefits from their EHR investments. They have experts who previously served as CIOs and provide services around IT strategy, meaningful use, benefits realization, and clinical integration. Hard dollar ROI from EHRs is possible but requires planning and accountability. Benefits realization exercises should focus on a few high-value metrics that are easy to measure, such as reductions in wait times, costs, and staff. Ensuring process owners are engaged from the start and accountable for benefits is key to success.
The document discusses how offering gap coverage and voluntary benefits can help employers and employees save money and better manage rising healthcare costs as deductibles increase, noting that gap coverage provides fixed cash payments for medical expenses and voluntary benefits increase employee loyalty and satisfaction while saving employers and employees money.
Partnership courseproject.2012.v1 team dreamJean Dearden
This document discusses the case for partnership between Kaiser Permanente (KP) and unions. It outlines the long-standing history and shared strategic vision between KP and unions to improve healthcare quality and make KP the best place to work. The key elements for long-term partnership success include strong leadership commitment from both labor and management, infrastructure to support ongoing training, and a clear shared vision. Barriers like engagement challenges, education needs, and old beliefs must be overcome through labor-management cooperation.
Understand what kind of practice you have
Real life examples of how to be more profitable
Specifics on what and how to implement at your practice
ZHC Dashboard & Benchmark Tool
This document introduces the Medical Bridge OpportunitySM, a solution that helps employers and employees manage rising health care costs. It offers benefits counseling and enrollment at no direct cost to employers. The solution involves redesigning health plans with higher deductibles and coinsurance while offering employees supplemental insurance through Colonial Life's Group Medical Bridge 1.0 plan. This bridges the gap in out-of-pocket costs and provides benefits for hospitalization, outpatient surgery, and wellness visits. It is appealing as it offers guaranteed issue underwriting with no health questions and flexible rating options.
Hcr strategies for hr february 2013 wi_combined_2 7 13 mahncfshrm
This document discusses the role of HR in health care reform and reevaluating total rewards strategies. It outlines key considerations of the Affordable Care Act for employers, including the option to "pay or play" by providing health insurance or paying a penalty. It also discusses how health care reform is impacting workforce management goals and the importance of aligning total rewards strategies with business objectives to attract, engage, and retain top talent.
The document discusses what good managers do to sustain success. It provides tips on running a practice like a business by focusing on cash flow, productivity, capacity, staffing, patient satisfaction, monitoring and communication. It emphasizes the importance of strategic planning, utilizing benchmarks, and practice dashboards to monitor key metrics like collection ratios, denial rates, and days in accounts receivable. Implementing these best practices can result in less bad debt, faster collection of receivables, and higher patient satisfaction.
Stacey Breslin - Explanation of Member Benefits (ACCE)iowachamberexecs
Taking Care of the Employees Who Take Care of Your Community outlines benefits that employers can offer to attract, reward, and retain employees. It discusses the importance of vision, dental, retirement, disability, and other benefits and how they contribute to employee satisfaction, health, and financial security. The ACCE Benefit Trust provides high quality, affordable benefit plans tailored to employers' budgets and staff needs with experienced consultants to help design comprehensive benefits programs.
Introduction & EHR Benefits RealizationDave Shiple
Divurgent is a healthcare consulting firm that helps clients realize benefits from their EHR investments. They have experts who previously served as CIOs and provide services around IT strategy, meaningful use, benefits realization, and clinical integration. Hard dollar ROI from EHRs is possible but requires planning and accountability. Benefits realization exercises should focus on a few high-value metrics that are easy to measure, such as reductions in wait times, costs, and staff. Ensuring process owners are engaged from the start and accountable for benefits is key to success.
The document discusses how offering gap coverage and voluntary benefits can help employers and employees save money and better manage rising healthcare costs as deductibles increase, noting that gap coverage provides fixed cash payments for medical expenses and voluntary benefits increase employee loyalty and satisfaction while saving employers and employees money.
Partnership courseproject.2012.v1 team dreamJean Dearden
This document discusses the case for partnership between Kaiser Permanente (KP) and unions. It outlines the long-standing history and shared strategic vision between KP and unions to improve healthcare quality and make KP the best place to work. The key elements for long-term partnership success include strong leadership commitment from both labor and management, infrastructure to support ongoing training, and a clear shared vision. Barriers like engagement challenges, education needs, and old beliefs must be overcome through labor-management cooperation.
Business Excellence: Making Change Management "Value-Add"wtgevents
John Sauers from Abbott presented Business Excellence: Making Change Management "Value-Add" at the Global Pharma Manufacturing Summit 2012. More details are at www.gpmsummit.com or here is the direct link http://pgmna.wtginternational.com/od_preview.asp
The document discusses what good managers do to sustain success. It provides tips on running a practice like a business by focusing on cash flow, productivity, capacity, staffing, and patient satisfaction. The document emphasizes monitoring key metrics and benchmarks, having a strategic plan and budget, and utilizing practice dashboards to evaluate performance and identify areas for improvement. Good managers ensure the future success of their practice through constant monitoring, evaluation, and process improvement.
The document discusses the top issues facing healthcare in 2010, including the push for adoption of health information technology through federal stimulus funds, the arrival of electronic medical records, ongoing consolidation in the industry, and challenges around cost containment, reimbursement pressures, physician enterprise issues, and ensuring an adequately trained workforce to utilize new health technologies. Key bodies shaping the future include HHS, ONC, CMS, certification bodies, and standards development organizations.
The document summarizes findings from a study conducted by the Center for Health Value Innovation on the use of value-based designs by over 100 companies. It finds that most successful value-based designs focus on prevention and wellness, use incentives and regular communication to drive behavior change and outcomes, and produce sustainable cost savings without changes during economic downturns. Alignment of incentives and messaging between plans, providers, and consumers is also key to behavior change and reducing healthcare costs long-term.
The document discusses the Affordable Care Act and its implications for controlling healthcare costs and mitigating risk. It notes that while the ACA aims to increase access to insurance, it does not directly address the rising costs of healthcare. The ACA will likely increase both direct costs through penalties, premiums, taxes and indirect costs through administrative expenses. It also outlines various provisions of the ACA that will impact employers and health plans, such as the establishment of state health insurance exchanges, employer mandates, Medicaid expansion and penalties for non-compliance.
This document discusses the growing costs and prevalence of chronic health conditions and how employers can promote employee wellness to improve health and reduce costs. It provides data showing chronic conditions and obesity are increasing in the US workforce. Poor health contributes significantly to medical and productivity costs. The document outlines MaineGeneral Health's successful wellness program which reduced health risks and costs through health coaching, incentives, and measuring outcomes. Their program shifted many employees to lower risk categories, lowering claims costs by nearly $1 million. The summary emphasizes how wellness programs can systematically improve workforce health and enhance business performance if they take a long-term, data-driven approach to health behavior change.
The document discusses value-based design (VBD) and its focus on using data and incentives to improve health outcomes, quality, and cost efficiency. It notes that VBD leverages prevention, chronic care management, and appropriate care delivery. Successful VBD requires engagement of employees, employers, and providers, and focuses on communication and alignment of incentives.
Revised JAHF strategic plan detailing "downstream shift" from academic capacity building to influencing practice in health care for older Americans. Presented to Foundation Trustees, June 2012
The town hall meeting agenda included updates on various GHS goals and initiatives. It began with a discussion of the GHS 360 news and system goals for 2012 related to people, service, quality, growth, finance, and academics. There was also a continuation of a discussion from the previous month on having a different perspective on the world. The meeting concluded with campus updates, questions from attendees, and wrap-up.
This document discusses emerging trends in healthcare and wellness, including the rise of integrated medical wellness centers and resorts. It notes the growing demand for preventative and functional healthcare options as populations age and adopt healthier lifestyles. Examples of potential integrated medical wellness developments across Southeast Asia are provided, combining elements of medicine, wellness, hospitality and active living communities. Key opportunities exist in developing more of these types of mixed-use centers that incorporate both medical and wellness programs.
The document summarizes strategies to enhance the return on investment (ROI) of wellness programs. It discusses analyzing population health data, developing a strategic wellness framework with six components, implementing evidence-based wellness interventions, and measuring outcomes through scorecards. It also covers recent trends like onsite fitness centers and clinics, and critical success factors for wellness programs like determining opportunities using claims data and selecting partners willing to work within the employer's model.
Presented by Jo de Lisle
Practice Solution Lead, Midlands Health Network
This presentation is accompanied by six video clips:
GPs giving feedback on Patient Prompts, Common Form, and Best Practice Intelligence
Nursing Liaison giving feedback on Patient Prompts and Common Form:
The document discusses healthcare challenges in the U.S. and emerging global healthcare models. It outlines GE's strategy to invest $6 billion by 2015 in over 100 innovations that lower costs, increase access, and improve quality in healthcare by 15%. GE aims to drive better employee health, achieve long-term healthcare growth above GDP rates, and be transparent in partnering with others to support more productive and sustainable healthcare systems.
Person-centered planning (PCP) was created for use with developmentally challenged persons to construct recovery and life plans. It focuses on an individual's strengths and empowering their choices. PCP creates collaboration between the individual, their family, and providers from the beginning. It shifts planning from a problem-focused, agency-centered model to one guided by the individual's goals within their natural environment with support from their community. PCP aims to maximize an individual's independence through a unified life plan that addresses their health, safety, and basic needs through measurable objectives and regular review.
The document is a presentation on the implications of a Supreme Court ruling for the field of health promotion. It discusses how the ruling supports wellness incentives of up to 30% of health insurance costs. It notes that health plans will likely focus on cost management, care management, and enhanced customer service in response. The presentation is given by Paul Terry, CEO of StayWell Health Management, and discusses StayWell's mission to help people achieve optimal health through effective solutions.
The document proposes a digital platform called Healthrageous to connect existing wellness initiatives and promote physical activity and wellness in Bend, Oregon. The platform would track user habits and healthcare metrics, utilize social networks to support healthy activities, and provide value to members, employers, and insurers. It describes features like online coaching, activity tracking, social support networks, and incentives to motivate behavior change and improve wellness outcomes. Randomized clinical trials found the platform effective in maintaining and improving factors like activity levels, weight, diet, and biometric health metrics.
The document discusses integrative governance for adaptive work systems using a strengths-based socio-technical design approach. It proposes rethinking governance to focus on goal attainment, adaptation, long-term sustainability, and particularly integration. Integration is important to manage interdependencies between work tasks and people. A strengths-based approach designs systems that play to strengths while managing weaknesses. The document outlines a process for envisioning, designing, and evolving new integrative governance systems through exploration, imagining, selection, and delivery.
Adherence Begins Before Treatment: EXL Adherence Summit PresentationHealthEd
HealthEd presentation "Adherence Begins Before Treatment: 5 Strategies You Must Consider To Drive Effective Patient Interactions" at the 2nd annual ExL Pharma Patient Adherence Summit in Philadelphia.
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Business Excellence: Making Change Management "Value-Add"wtgevents
John Sauers from Abbott presented Business Excellence: Making Change Management "Value-Add" at the Global Pharma Manufacturing Summit 2012. More details are at www.gpmsummit.com or here is the direct link http://pgmna.wtginternational.com/od_preview.asp
The document discusses what good managers do to sustain success. It provides tips on running a practice like a business by focusing on cash flow, productivity, capacity, staffing, and patient satisfaction. The document emphasizes monitoring key metrics and benchmarks, having a strategic plan and budget, and utilizing practice dashboards to evaluate performance and identify areas for improvement. Good managers ensure the future success of their practice through constant monitoring, evaluation, and process improvement.
The document discusses the top issues facing healthcare in 2010, including the push for adoption of health information technology through federal stimulus funds, the arrival of electronic medical records, ongoing consolidation in the industry, and challenges around cost containment, reimbursement pressures, physician enterprise issues, and ensuring an adequately trained workforce to utilize new health technologies. Key bodies shaping the future include HHS, ONC, CMS, certification bodies, and standards development organizations.
The document summarizes findings from a study conducted by the Center for Health Value Innovation on the use of value-based designs by over 100 companies. It finds that most successful value-based designs focus on prevention and wellness, use incentives and regular communication to drive behavior change and outcomes, and produce sustainable cost savings without changes during economic downturns. Alignment of incentives and messaging between plans, providers, and consumers is also key to behavior change and reducing healthcare costs long-term.
The document discusses the Affordable Care Act and its implications for controlling healthcare costs and mitigating risk. It notes that while the ACA aims to increase access to insurance, it does not directly address the rising costs of healthcare. The ACA will likely increase both direct costs through penalties, premiums, taxes and indirect costs through administrative expenses. It also outlines various provisions of the ACA that will impact employers and health plans, such as the establishment of state health insurance exchanges, employer mandates, Medicaid expansion and penalties for non-compliance.
This document discusses the growing costs and prevalence of chronic health conditions and how employers can promote employee wellness to improve health and reduce costs. It provides data showing chronic conditions and obesity are increasing in the US workforce. Poor health contributes significantly to medical and productivity costs. The document outlines MaineGeneral Health's successful wellness program which reduced health risks and costs through health coaching, incentives, and measuring outcomes. Their program shifted many employees to lower risk categories, lowering claims costs by nearly $1 million. The summary emphasizes how wellness programs can systematically improve workforce health and enhance business performance if they take a long-term, data-driven approach to health behavior change.
The document discusses value-based design (VBD) and its focus on using data and incentives to improve health outcomes, quality, and cost efficiency. It notes that VBD leverages prevention, chronic care management, and appropriate care delivery. Successful VBD requires engagement of employees, employers, and providers, and focuses on communication and alignment of incentives.
Revised JAHF strategic plan detailing "downstream shift" from academic capacity building to influencing practice in health care for older Americans. Presented to Foundation Trustees, June 2012
The town hall meeting agenda included updates on various GHS goals and initiatives. It began with a discussion of the GHS 360 news and system goals for 2012 related to people, service, quality, growth, finance, and academics. There was also a continuation of a discussion from the previous month on having a different perspective on the world. The meeting concluded with campus updates, questions from attendees, and wrap-up.
This document discusses emerging trends in healthcare and wellness, including the rise of integrated medical wellness centers and resorts. It notes the growing demand for preventative and functional healthcare options as populations age and adopt healthier lifestyles. Examples of potential integrated medical wellness developments across Southeast Asia are provided, combining elements of medicine, wellness, hospitality and active living communities. Key opportunities exist in developing more of these types of mixed-use centers that incorporate both medical and wellness programs.
The document summarizes strategies to enhance the return on investment (ROI) of wellness programs. It discusses analyzing population health data, developing a strategic wellness framework with six components, implementing evidence-based wellness interventions, and measuring outcomes through scorecards. It also covers recent trends like onsite fitness centers and clinics, and critical success factors for wellness programs like determining opportunities using claims data and selecting partners willing to work within the employer's model.
Presented by Jo de Lisle
Practice Solution Lead, Midlands Health Network
This presentation is accompanied by six video clips:
GPs giving feedback on Patient Prompts, Common Form, and Best Practice Intelligence
Nursing Liaison giving feedback on Patient Prompts and Common Form:
The document discusses healthcare challenges in the U.S. and emerging global healthcare models. It outlines GE's strategy to invest $6 billion by 2015 in over 100 innovations that lower costs, increase access, and improve quality in healthcare by 15%. GE aims to drive better employee health, achieve long-term healthcare growth above GDP rates, and be transparent in partnering with others to support more productive and sustainable healthcare systems.
Person-centered planning (PCP) was created for use with developmentally challenged persons to construct recovery and life plans. It focuses on an individual's strengths and empowering their choices. PCP creates collaboration between the individual, their family, and providers from the beginning. It shifts planning from a problem-focused, agency-centered model to one guided by the individual's goals within their natural environment with support from their community. PCP aims to maximize an individual's independence through a unified life plan that addresses their health, safety, and basic needs through measurable objectives and regular review.
The document is a presentation on the implications of a Supreme Court ruling for the field of health promotion. It discusses how the ruling supports wellness incentives of up to 30% of health insurance costs. It notes that health plans will likely focus on cost management, care management, and enhanced customer service in response. The presentation is given by Paul Terry, CEO of StayWell Health Management, and discusses StayWell's mission to help people achieve optimal health through effective solutions.
The document proposes a digital platform called Healthrageous to connect existing wellness initiatives and promote physical activity and wellness in Bend, Oregon. The platform would track user habits and healthcare metrics, utilize social networks to support healthy activities, and provide value to members, employers, and insurers. It describes features like online coaching, activity tracking, social support networks, and incentives to motivate behavior change and improve wellness outcomes. Randomized clinical trials found the platform effective in maintaining and improving factors like activity levels, weight, diet, and biometric health metrics.
The document discusses integrative governance for adaptive work systems using a strengths-based socio-technical design approach. It proposes rethinking governance to focus on goal attainment, adaptation, long-term sustainability, and particularly integration. Integration is important to manage interdependencies between work tasks and people. A strengths-based approach designs systems that play to strengths while managing weaknesses. The document outlines a process for envisioning, designing, and evolving new integrative governance systems through exploration, imagining, selection, and delivery.
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