4. Case Study 73% Participation 76% Low–No Risk 66–74% Health Improvement Trend
5.
6.
7.
8. Communication Program & Collateral A. Doctor's Letter —Discover/Educate B. Report Card —Measurement C. Certificate of Achievement —Recognize/Reward D. Banners —Visibility E. Email —Keeping you on Track F. Postcards —Are you Ready for the Next Evaluation? A B C C D F G E
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
Editor's Notes
Frame Purpose: Retain Grow Make our partners look good The industry - testing scores (remember H IQ) Change how employers think – BVOH General Core how health affects ability to suceed Clients think differntly – you think differently Emloyees are assets – critical to success of org (get the right people on the bus) Their health –affects business perforamcne Healthy – less on modeicla, more producitivty, better quality, workers comp Healthier - - competitive advantage in the market We have a unique ability to help show health impact on success Index in four areas based on conidition type and severity National Demographics Why invest in health . . . . More value to ER,make our partners look good Best practices – wht shold the client do based on the message? Print – and web
Objective: The key to driving best results is to build accountability and responsibility with plan members by building a performance based incentive process Timing: 10 minutes Key Points: Best Practice: Reward the majority who effectively engage in their health management Majority wins process Rewarding vs. punitive Healthy are motivated to stay healthy High risk follow-up and comply Trending take notice Keys: Measurable index Fair to everyone – can win HIPAA Compliant Rules Why wouldn’t you do this? With the vision – this is the most important topic We’ve set the stage by vision, Bus value, engage 80%, the good to great is to give plan members a vested interest by rewarding those who engage Most of the talk is about the strategy H:H Majority will win Positive program Everyone can do this Put HIPAA concerns at ease
Works well 60% Improve
Since we implemented our compliance program 3 years ago we’ve seen amazing results: Participation is over 80% - the whole population is getting engaged More importantly, we’ve created a majority win situation. Most members, who are in a healthy range, get rewarded because they stay healthy. Similarly, we’ve seen that at –risk people are address their concerns – we’ll show you some data in a moment. The point is that our process is about rewarding – not penalizing The result of getting the whole population involved is a culture of health at the workplace and enforcing individual accountability for employees - which is a needed step in order to control costs. Last, we’ve seen that the employer can only win – through proper incentive design, our program becomes a no cost program for employers - expelling this point. But, our value isn’t based on being a free program – our value is that healthy people stay healthy and at-risk people improve their helot.
Frame Purpose: Retain Grow Make our partners look good The industry - testing scores (remember H IQ) Change how employers think – BVOH General Core how health affects ability to suceed Clients think differntly – you think differently Emloyees are assets – critical to success of org (get the right people on the bus) Their health –affects business perforamcne Healthy – less on modeicla, more producitivty, better quality, workers comp Healthier - - competitive advantage in the market We have a unique ability to help show health impact on success Index in four areas based on conidition type and severity National Demographics Why invest in health . . . . More value to ER,make our partners look good Best practices – wht shold the client do based on the message? Print – and web
![Employer Survey findings from Aon and Towers Watson ,[object Object],[object Object],[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)