Wellness Study Hr 2 1 12
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HR.COM wellness survey study results - Presentation used in webinar.
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Wellness Study Hr 2 1 12
- 1. PRESENTED BY: ROD REASEN, CEO HEALTHIEST EMPLOYERS HR.COM WELLNESS SURVEY STUDY RESULTS
- 2. CONTRIBUTORS 1. William McPeck, Director Employee Health & Safety, Maine State Government 2. Janet McNichol, Human Resources Director, American Speech- Language-Hearing Association 3. Don Powell, President and CEO, American Institute for Preventative Medicine 4. Fiona Gathright, President and CEO, Wellness Corporate Solutions 5. Robert Kramer, Vice President, Wellness/EAP Business Development, Ceridian Corporation 6. Lynn Lievonen, Community Facilitator, HR.com 7. Tara Butt, Community Facilitator, HR.com
- 3. Questions during presentation During this webinar you may have a question about a particular number, graph or statement. Please use the question box provided by GoToMeeting to submit your question. I will do my best to answer these throughout the webinar. Since this is a review of statistical data from our HR.Com Wellness Survey we feel that q&a can be done during the presentation. -Presentation is available at HR.com -A whitepaper is currently in production and will be available in a few weeks. You will receive an email notifying you of availability for download.
- 4. ABOUTTHESURVEY About the Survey Purpose: Understand basic perception and offerings of today’s workplace wellness programs. Metrics: - HR.Com and affiliates sent emails requesting participation in survey - 239 total respondents from November 2011 – January 15, 2012. - 10 questions with multiple select, ranking and yes, no answers. - Nearly 1.8 million employees represented by participating employers 24.7% 24.3% 18.0% 13.4% 19.7% 0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0%
- 5. THESURVEY Question 1 – What is your Greatest challenge in getting results from your wellness program? 63.18% 47.28% 34.73% 33.89% 33.47% 31.38% 23.43% 21.76% 20.50% 20.08% 20.08% 14.64% 10.88% 8.37% 7.11% 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% Engaging Employees Financial limitations / budget Lack of time Lack of employee interest Scattered / Diverse workforce Engaging Senior Leadership Lack of resources (non-financial) Personal benefits not understood Unsure of correct path / no wellness education Corporate Culture not focused on health Communicating the purpose Lack of energy / motivation Privacy and confidentiality Lack of C-Suite interest Lack of interest by HR Team
- 6. THESURVEY Question 2 – Please rank the following statements that best describe the objective of your workplace wellness program? 845 819 813 719 705 699 695 669 639 0 100 200 300 400 500 600 700 800 900 Create a healthy worksite environment Improve health and well being of employees and dependents Educate employees about personal benefits of living healthy Support company effort to be viewed as employer of choice Improve team cohesiveness, team work and morale Contain healthcare costs / used as cost management strategy Enhance productivity Reduce absenteeism Improve recruitment and retention 6th Place 1st Place
- 7. THESURVEY Question 3 – Which of the following do you offer at your organization? (select all that apply) 61.51% 60.25% 57.74% 55.23% 55.23% 46.86% 43.10% 41.84% 41.42% 39.75% 38.91% 35.15% 33.89% 33.89% 27.20% 26.36% 23.01% 20.50% 17.57% 16.74% 10.88% 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% Flu shots Newsletters, flyers, posters, etc Health & Wellness publications / materials Nutritional education Health risk assessment Weight loss initiatives Biometric screening Healthy Vending Options Stress management Tobacco cessation Education on obesity Wellness coaching telephonically or through email On Site fitness center Disease management Fitness tranining Cardiovascular health education Wellness coaching in person other Medical Self-Care On Site medical clinic Metabolic syndrome advice Other items included: health fairs, stair programs, Healthy cafeteria, ping pong, volleyball and other recreational activities, showers, fitness challenges and mammography clinics
- 8. THESURVEY Question 4 – What incentive types do you find “most effective” in encouraging participation in your workplace wellness program? (select all that apply) 35.15% 32.22% 31.38% 24.69% 24.69% 22.59% 21.34% 20.08% 19.25% 18.83% 16.74% 15.06% 13.81% 6.69% 5.02% 0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00% 40.00% Giveaways Gift Cards Cash Merchandise (water bottles & t-shirts) Do not use incentives Drawing for large prize Vacation or Time off Discounts Premium Discounts Peer recognition Gym or fitness center memberships lunch Points towards rewards Company contribution to H.S.A, HRA or HIA other
- 9. THESURVEY Question 5 – Have you had any internal discussions around how the health reform law will impact your business? 52.30% 47.70% Yes No 1. Small employers will have a federal grant available to bolster wellness programming. Several states have already adopted legislation to offer tax credits against wellness costs. 2. Increase of wellness discounts / surcharges from 20% to 30% with possibility of going to 50%. 3. Requirement of preventive services with no copayment by 2018 4. HIPAA 5 Standard Based Restrictions - Incentives not to exceed 20% of cost of coverage - Program must be designed to promote health or prevent disease. - Annual qualification - Availability - Reasonable alternatives Please consult a licensed attorney or hr consulting firm before implementing any changes. It is your responsibility to comply with all necessary state and federal laws. This presentation should be used for concept purpose and is not to be used as legal advice.
- 10. THESURVEY Question 6- How do you anticipate healthcare reform affecting your business? 36.92% 27.96% 12.90% 11.11% 6.09% 2.87% 1.43% 0.72% 0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00% 40.00% We will continue to offer health insurance to employees We will continue to offer wellness offerings to employees We have had minimal discussions around how this will affect our wellness programming We will expand the dollars used for wellness programming It will have no impact on what we offer to employees We will be changing our definition of full time employment We will drop health coverage for employees We will drop wellness offerings to employees
- 11. THESURVEY Question 7 – How do you measure the effectiveness of your wellness program? (select all that apply) 27.84% 18.75% 13.64% 10.80% 10.23% 7.95% 6.25% 4.55% 0.00% 0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% We do not calculate a return on investment Claims over previous year Internal or external ROI calculation Guesstimate Changes in biometric data Changes in HRA data Other General anecdotal Extrapolated from larger studies
- 12. THESURVEY Question 8 – Where do you turn FIRST for corporate wellness advice? (Please select only one) 25.94% 19.25% 18.41% 15.90% 10.88% 9.62% Broker/ consultant Insurance carrier Wellness vendor Internet Association Friend or colleague 1st 2nd 3rd 4th 5th 6th
- 13. THESURVEY Question 9 – What do you see as the biggest hurdle for a corporate wellness program’s long term sustainability? (select one response) 55.41% 26.84% 6.93% 5.19% 3.03% 2.60% 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% Keeping employees engaged Convincing leadership to support monetarily Changing business practices Nothing Environmental factors Healthcare reform
- 14. THESURVEY Question 10 – Have you made any HR policy changes that support your wellness program? 56.90% 28.45% 14.64% 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% No Yes I don't know How are you doing this? 1. Tobacco free workplace 2. Volunteerism 3. Increased screenings – OSHA, CDL, workplace 4. Stopped hiring smokers 5. Implemented community service leave policy 6. Expanded focus on both health and safety linked with wellness 7. Created a dedicated wellness department with staff Ideas: 1. Tobacco free policies 2. Tracking absenteeism cause – sickness, family, tired, etc 3. Sick Policy – “No Sharing Policy” - If you have the flu, please don’t come to work today. 4. Follow the 5 standard-based wellness program restrictions of HIPAA
- 15. FOR MORE INFORMATION: RREASEN@HEALTHIESTEMPLOYERS.COM Thank you for your participation!
Editor's Notes
- Welcome everyone from the Super Bowl City of Indianapolis, Indiana. My name is Rod Reasen and I am the President of Healthiest Employer, LLC. I’m happy to be your presenter today! Before we get started I’d like to cover a few items: 1. A special thanks goes to our contributing panel (CHANGE SLIDE)
- The Institute for Human Resources has created several advisory panels. The wellness advisory panel is made up of (READ ABOVE) The panel was asked to create a short survey to help identify current trends and feelings in the market place. Thank you to each of you for your contributions to this webinar.
- As a bit of housekeeping… During most webinars participants can sit back and listen as the presenter tells their story. Since the topic today is focused on the statistical results of this study, I would ask that you participate by asking questions via the chat box during the presentation. We will take questions at the end if you feel more comfortable waiting. The complete presentation is available for download at HR.Com. We are also developing a complete whitepaper about this study that will be completed in the coming weeks. To make sure you receive this please feel free to email me directly of check back to HR.Com. Let’s begin!
- The purpose of this study was to understand basic perceptions and offerings of today's workplace wellness programs. This study was by no means meant to be exhaustive in nature but to provide a basis for upcoming events and surveys. Metrics: ABOVE Charts:
- Question 1 – read The overwhelming response centered around engagement. You will notice two answers made available focus specifically on this topic. HR Professionals roles are changing – Many are being asked to take on this new responsibility of managing the wellness program with little to no training. We see a growing trend and creation of a new job title of Chief Wellness Officer, Wellness Director, Wellness Coordinator and the like. Personal benefits not being understood goes directly to the engagement discussion. We as wellness professionals know that the greatest way to affect change individually is for that individual to get involved. Unfortunately it often takes a significant personal life event for many to begin the journey of personal wellness. Our goal is to help these folks see the oncoming train and to help them avoid disaster. A good portion of the respondents are still unclear of the proper path to take in creating an effective wellness program. For those of you in the audience that fit this demographic, let me encourage you to seek advice from a qualified professional in your area. Listen often to these web conferences and get involved.
- This question was a ranking from 1 to 9 with 9 being the highest answer. We summarized the scores of each answer and were able to calculate the prevailing factors that drive the creation of programming. For those of us who have been in this space for 10+ years we have seen a dramatic shift in purpose. I personally find it very encouraging to see that the respondents ranked the “creation of a healthy worksite environment” as number one. You will see that Reducing healthcare costs fell to #6. As employers nationally begin to see the effects of wellness on the workplace I believe we will see this fall even farther. There is certainly a tie to reducing healthcare costs but the overall impact runs much deeper. Absenteeism – Recruiting – mention that the younger generation is looking for this and we see this growing!
- Biometric screening continues to grow. We see this trend increasing to be a major staple of successful wellness programs. HRA are actually shrinking. Some studies show that the one time anchor in corporate wellness programming is feeling some growing pains. We know many organizations that are dropping these or significantly modifying the questions that are being asked. Middle of the pack are two of the top drivers of reduced productivity and healthcare costs. We would love to see these two items move towards greater implementation among workplaces. A growing trend is the offering of On site or near site medical clinics. A trend I would watch to see over the next few years. There are certainly some compelling reasons to consider creating one for your organization but you must make sure this fits for your workforce and meets your goals.