The document discusses key elements of successful worksite wellness programs including assessing needs, aligning with organizational values, strong employee engagement, developing a business plan, selecting appropriate interventions, and evaluating outcomes. It provides examples of how wellness programs can reduce health risks and healthcare costs, recommends budgeting $400-$500 per employee. The document also outlines a sample timeline for starting a wellness program that includes conducting health risk assessments, developing programs based on data, and ongoing communication and implementation.
This document will explain how a comprehensive wellness program works and how much money you should budget in order to have one. If you are ready to kick start health in your organization this is the right place to start.
Research co-authored by IBI and A. Mark Fendrick, MD, co-director of the University of Michigan Center for Value-Based Insurance Design, stresses that understanding the full value of improved health, including improvements in workforce productivity, lost time and medical costs, is essential in helping employers make better choices about how much to invest in health care and where to invest it. The report notes that a focus only on medical-cost-offset results is unlikely to generate the bottom-line impact and incentives for healthy human capital investments that would be generated by a full-cost view.
This document will explain how a comprehensive wellness program works and how much money you should budget in order to have one. If you are ready to kick start health in your organization this is the right place to start.
Research co-authored by IBI and A. Mark Fendrick, MD, co-director of the University of Michigan Center for Value-Based Insurance Design, stresses that understanding the full value of improved health, including improvements in workforce productivity, lost time and medical costs, is essential in helping employers make better choices about how much to invest in health care and where to invest it. The report notes that a focus only on medical-cost-offset results is unlikely to generate the bottom-line impact and incentives for healthy human capital investments that would be generated by a full-cost view.
What effects are wellness programs having on the workforce and healthcare in general? With 76% of employers offering some form of wellness program, resource, or service to employees last year, how much has this changed over the years, and what has worked?
The latest infographic from the Healthcare Trends Institute demonstrates the effects of wellness programs, the most popular incentive-based health improvement programs, the importance of proper design in wellness, and future improvements that employers can expect in coming years.
Five years in, and the Affordable Care Act continues to command conversation in the benefits landscape. Industry players are still scrambling to implement new provisions, keep healthcare costs down, create infrastructure to support new reporting requirements, and develop new payer, provider and care delivery models.
This has, in turn pushed the respective hands of health plans, who have had to change their strategies to fit both the consumerization of insurance and the standards set forth under the ACA.
With end-users in the forefront, health plans must take the strategy implemented 15 years ago with the rise of the internet, and push the marketing and communication initiatives into overdrive to gain and retain customers.
Health plans are shifting their mentality and communication, ant the best of the best are putting time, money, and energy into literacy and new business initiatives.
To simplify, a health plan needs to put the consumer at the center of every decision it makes.
However, in order to plan, communicate, and effectively market to consumers, your health plan must know the consumer, the technology, and the future.
If you’re looking to grow your health plan, we have just released a new guide to help your health plan leverage trends in the post-reform consumer marketplace.
In our latest whitepaper, we share the keys to success for health plans, including the following:
Consumer Trends: Top 5 Healthcare Executive Consumer Strategy Points, Today’s Healthcare Consumers: Six Types of Consumers You Need to Know, Millennial Consumers Special Report
Technology Trends: Big Data, Administration Technology, Payment Technology, mHealth and more.
Future Trends: Accountable Care Organizations, The Future of Telehealth, Continues Rise of Private Exchanges
All of this, and insights on how to make it work for your health plan.
Download this detailed guide, Health Plans: Your Guide to Leveraging Trends in the Post-Reform Consumer Marketplace, free from the Healthcare Trends Institute.
http://www.evolution1.com/health-plans-your-guide-to-leveraging-trends-in-the-post-reform-consumer-marketplace.html
Did you know that chronic diseases cost American employers $153 billion in lost productivity per year?
Because of this and other reasons, companies are moving to a more fitness-focused work culture. Organizations understand that the health and wellbeing of their employees can have a positive impact on the bottom line. In 2016, workplace wellness programs reached a new milestone with 84% of U.S. companies offering wellness initiatives or planning on expanding them over the next few years.
What are the top wellness initiatives employers look to use in 2017 to keep employees healthy, productive, and saving thousands of dollars for themselves through reduced medical bills? We look into the ROI of wellness, the VOI of Wellness, some of the most innovative steps employers are taking to improve wellness, and much more in our latest infographic.
Wellsource designs a revamped and improved Medicaid health assessment that streamlines the process and increases end user communication by up to 50%. For more information visit: http://www.wellsource.com/company-news/Wellsource-Designs-Medicaid-Health-Risk-Assessment.html
Unless your health plan has "grandfathered" status, you are already subject to the Affordable Care Act (ACA) requirement that preventive services (as defined on this government website) be included in your plan, and come without any employee deductible, co-pay or co-insurance provisions.
This white paper was written for Meritain Health, an AETNA company. It describes the value of an employee wellness program on an employer's bottom line and provides steps to successfully implementing a wellness program.
Starting Your Corporate Wellness Program: Ideas and Compliance for HR Prosbenefitexpress
Review all of the requirements that an employer must follow to offer a valid wellness plan. In addition, learn the new rules released by the EEOC for wellness programs under ADA and GINA.
With the launch of the public insurance exchanges in October 2013, and many other provisions of healthcare reform that took place on January 1, 2014, there are still several questions about ACA (Affordable Care Act) implementation and timing.
This timeline, compiled from the Kaiser Family Foundation's Ultimate ObamaCare Survival Guide, explains how and when the provisions of the health reform law will be implemented over the next several years.
What does the new Affordable Care Act mean to you? How are businesses and employees adapting to the timeline? Learn More from Healthcare Trends Institute.
As healthcare costs rise for employers and employees, one of the trends that has been reshaping the market is that of defined contribution—specifically through a defined contribution marketplace. With an average savings per employee of 9.1%, the benefits to employers is immense. See how defined Contribution is changing the healthcare and benefits marketplace as we know it.
Your business is important, and so are the employees who make it great. When they're healthier, they're happier and when they're happier, they're more engaged at work. That's why having a wellness program that works is the key.
Your business is important, and so are the employees who make it great. When they're healthier, they're happier and when they're happier, they're more engaged at work. That's why having a wellness program that works is the key.
What You'll Learn:
- The direct & indirect costs of unhappy & unhealthy employees
- How the highest rated employers have a relentless focus on wellness
- The New Corporate Strategy Pyramid
- How the weight of your employees impacts your bottom line
Bertus Van Niekerk: Unlocking the True Potential of Integrated Occupational H...SAMTRAC International
This presentation argues that the value of occupational health and safety, and corporate wellness programmes, can be increased exponentially through an integrated information system. This is accomplished by integrating data collected from a host of standalone safety technologies with an electronic health record, corporate wellness and ERP systems.
Today's companies must begin to look at employee health, not as a cost, but an investment. Data show conclusively that the health status of a company's employees is directly correlated to the profitibility and competitiveness of the company. This is not an American challenge, but a global challenge and responsibility. This was a keynote address to a dozen major US corporations in May, 2008. I'm happy to discuss with anyone of interest.
Population Health Management: a new business model for a healthier workforceInnovations2Solutions
The purpose of this piece is to discuss the high cost of poor employee health and well-being, define PHM in the workplace, and highlight PHM initiatives and outcomes
within the corporate environment. As PHM continues to mature as a model for keeping populations healthy, the programmatic elements of employer PHM efforts will also evolve.
What effects are wellness programs having on the workforce and healthcare in general? With 76% of employers offering some form of wellness program, resource, or service to employees last year, how much has this changed over the years, and what has worked?
The latest infographic from the Healthcare Trends Institute demonstrates the effects of wellness programs, the most popular incentive-based health improvement programs, the importance of proper design in wellness, and future improvements that employers can expect in coming years.
Five years in, and the Affordable Care Act continues to command conversation in the benefits landscape. Industry players are still scrambling to implement new provisions, keep healthcare costs down, create infrastructure to support new reporting requirements, and develop new payer, provider and care delivery models.
This has, in turn pushed the respective hands of health plans, who have had to change their strategies to fit both the consumerization of insurance and the standards set forth under the ACA.
With end-users in the forefront, health plans must take the strategy implemented 15 years ago with the rise of the internet, and push the marketing and communication initiatives into overdrive to gain and retain customers.
Health plans are shifting their mentality and communication, ant the best of the best are putting time, money, and energy into literacy and new business initiatives.
To simplify, a health plan needs to put the consumer at the center of every decision it makes.
However, in order to plan, communicate, and effectively market to consumers, your health plan must know the consumer, the technology, and the future.
If you’re looking to grow your health plan, we have just released a new guide to help your health plan leverage trends in the post-reform consumer marketplace.
In our latest whitepaper, we share the keys to success for health plans, including the following:
Consumer Trends: Top 5 Healthcare Executive Consumer Strategy Points, Today’s Healthcare Consumers: Six Types of Consumers You Need to Know, Millennial Consumers Special Report
Technology Trends: Big Data, Administration Technology, Payment Technology, mHealth and more.
Future Trends: Accountable Care Organizations, The Future of Telehealth, Continues Rise of Private Exchanges
All of this, and insights on how to make it work for your health plan.
Download this detailed guide, Health Plans: Your Guide to Leveraging Trends in the Post-Reform Consumer Marketplace, free from the Healthcare Trends Institute.
http://www.evolution1.com/health-plans-your-guide-to-leveraging-trends-in-the-post-reform-consumer-marketplace.html
Did you know that chronic diseases cost American employers $153 billion in lost productivity per year?
Because of this and other reasons, companies are moving to a more fitness-focused work culture. Organizations understand that the health and wellbeing of their employees can have a positive impact on the bottom line. In 2016, workplace wellness programs reached a new milestone with 84% of U.S. companies offering wellness initiatives or planning on expanding them over the next few years.
What are the top wellness initiatives employers look to use in 2017 to keep employees healthy, productive, and saving thousands of dollars for themselves through reduced medical bills? We look into the ROI of wellness, the VOI of Wellness, some of the most innovative steps employers are taking to improve wellness, and much more in our latest infographic.
Wellsource designs a revamped and improved Medicaid health assessment that streamlines the process and increases end user communication by up to 50%. For more information visit: http://www.wellsource.com/company-news/Wellsource-Designs-Medicaid-Health-Risk-Assessment.html
Unless your health plan has "grandfathered" status, you are already subject to the Affordable Care Act (ACA) requirement that preventive services (as defined on this government website) be included in your plan, and come without any employee deductible, co-pay or co-insurance provisions.
This white paper was written for Meritain Health, an AETNA company. It describes the value of an employee wellness program on an employer's bottom line and provides steps to successfully implementing a wellness program.
Starting Your Corporate Wellness Program: Ideas and Compliance for HR Prosbenefitexpress
Review all of the requirements that an employer must follow to offer a valid wellness plan. In addition, learn the new rules released by the EEOC for wellness programs under ADA and GINA.
With the launch of the public insurance exchanges in October 2013, and many other provisions of healthcare reform that took place on January 1, 2014, there are still several questions about ACA (Affordable Care Act) implementation and timing.
This timeline, compiled from the Kaiser Family Foundation's Ultimate ObamaCare Survival Guide, explains how and when the provisions of the health reform law will be implemented over the next several years.
What does the new Affordable Care Act mean to you? How are businesses and employees adapting to the timeline? Learn More from Healthcare Trends Institute.
As healthcare costs rise for employers and employees, one of the trends that has been reshaping the market is that of defined contribution—specifically through a defined contribution marketplace. With an average savings per employee of 9.1%, the benefits to employers is immense. See how defined Contribution is changing the healthcare and benefits marketplace as we know it.
Your business is important, and so are the employees who make it great. When they're healthier, they're happier and when they're happier, they're more engaged at work. That's why having a wellness program that works is the key.
Your business is important, and so are the employees who make it great. When they're healthier, they're happier and when they're happier, they're more engaged at work. That's why having a wellness program that works is the key.
What You'll Learn:
- The direct & indirect costs of unhappy & unhealthy employees
- How the highest rated employers have a relentless focus on wellness
- The New Corporate Strategy Pyramid
- How the weight of your employees impacts your bottom line
Bertus Van Niekerk: Unlocking the True Potential of Integrated Occupational H...SAMTRAC International
This presentation argues that the value of occupational health and safety, and corporate wellness programmes, can be increased exponentially through an integrated information system. This is accomplished by integrating data collected from a host of standalone safety technologies with an electronic health record, corporate wellness and ERP systems.
Today's companies must begin to look at employee health, not as a cost, but an investment. Data show conclusively that the health status of a company's employees is directly correlated to the profitibility and competitiveness of the company. This is not an American challenge, but a global challenge and responsibility. This was a keynote address to a dozen major US corporations in May, 2008. I'm happy to discuss with anyone of interest.
Population Health Management: a new business model for a healthier workforceInnovations2Solutions
The purpose of this piece is to discuss the high cost of poor employee health and well-being, define PHM in the workplace, and highlight PHM initiatives and outcomes
within the corporate environment. As PHM continues to mature as a model for keeping populations healthy, the programmatic elements of employer PHM efforts will also evolve.
Our Workplace Wellness PowerPoint addresses the concerns of today's businesses and how WillPowerUSA's Workplace Wellness Programs can reduce health care costs and disability claims, and increase productivity and workplace morale.
SHRM’s 2014 Strategic Benefits Survey collected comprehensive information on wellness initiatives, including use, return on investment and cost savings, as well as the use of incentives and rewards.
This research found that about three-quarters (76%) of respondents indicated their organization offered some type of a wellness program, resource or service to employees. Among these respondents, about one-half reported that employee participation increased last year compared with the year before; the same was true in 2013 and 2012 (56% and 54%, respectively), indicating a pattern of increased use of wellness initiatives over time. More than two-thirds of respondents from organizations that offered wellness initiatives indicated these initiatives were “somewhat effective” or “very effective” in reducing the costs of health care in 2014 (72%), 2013 (71%) and 2012 (68%).
Invest in your workforce, their health, wellness, & safety...and realize ROI and productivity while reducing health care cost, absenteeism, lost-day, (due to WC), and turnover!
Budget RESEARCHBudget Template - page 1 of 2GRANT(For Internal Use.docxAASTHA76
Budget RESEARCHBudget Template - page 1 of 2GRANT(For Internal Use Only - see specific sponsoringTitle:Union County of Georgia cancer prevention programagency for the proper forms)Date:12-May-17RFA no.PI:Project Period:2017/2018Budget Period:2017-2018Year 1Field researchResearch assitants( Salaries & benefits)250,000Transport120,000Research tools( questionaires and interviews)50,000420,000Screening actvitiesLocal hospital staff service fees80,000Electricity consumed by equipment20,000Maintenace expenses40,000140,000MarketingNutrionists service fees150,000Local gym service15,000Formation of chamber fo commerce180,000Education workshops ( schools and community centers)50,000395,000
pasterme:
rate as of 7/1/05
subject to change
confirm with the SPH
Business Office
pasterme:
part-time student rate as of 7/1/04 subject to change confirm with the SPH Business Office
pasterme:
rate subject to change Please review all budgets with the SPH
Business Office.
Running head: COMMUNITY COALITION 1
COMMUNITY COALITION 3
Community Coalition
Kimberly Crawford
Kaplan University
January 8, 2018
Community Coalition
1. Choose 5 partnerships to engage and explain why you would invite each of these people//organizations to be a part of the coalition.
The creation of community health promotion and education programs takes into consideration several agencies or parties who help in the achievement of the desired health goals. Each of the partners will address its roles using different approaches depending on their area of expertise. This is an important factor to consider as different institutions address health promotion using different approaches and perspectives. The overall outcome from the contribution of every partner should be able to restore and promote the physical, emotional, spiritual, psychological, and social wellness of the community in relation to the health issue being suffered (Minelli, & Breckon, 2009). Chronic diseases are currently the leading causes of death in the community due to their complexity and the severe effects on human health. The community health promotion and education program will be provided by the ‘Health Concerns Coalition’ which will be made up of the following partners; community religious groups, Cancer Supportive Care Foundation, an association of cancer-survivor patients, nutritional organizations, and the local authority.
1. Cancer Supportive Care Foundation – This is an important part of the coalition as it will offer technical expertise in education and diagnosis of chronic diseases. The foundation team will include medical experts who will diagnose the community members of any chronic illnesses. Examinations for diseases such as breast cancer, prostate cancer, diabetes and blood pressure will be conducted by this partner as they will provide modern machines needed for the diagnosis of chronic illnesses.
2. Community religious groups – Community religious groups ca ...
3. Understanding How Wellness Works “ The only solution that works is to stop the increase of upward flow of people to high risk. The natural flow, if you do nothing, is people moving from low to high risk and high cost.”
4. The Health of the Population to Percentage of Health Care Claims 40% 40% 5% 15% Catastrophic 5% Diseased 15% At Risk 40% Healthy 40% Health of Population % of Health Care Costs
5. How Much Should I Budget? Dr. Dee Edington answered “$400-$500 per person. This is more than most companies spend but is an ideal goal for getting high participation and major lifestyle changes. By running your own wellness program in-house you can generally keep these costs much lower. The principle is to budget enough to run a comprehensive program that gets good results.” Reference: Edington D. Wellness in the Workplace Conference. Beyond Individual risks and Behaviors. Health Management Research Center. March 15, 2006.
6. What will be My ROI? “ Properly designed health promotion programs can positively impact an organization’s bottom line. . . . 30% to 60% of health plan costs could potentially be modified or avoided altogether.” Dr. Larry Chapman, Expert Interview, 2007 Wellness Council of America “ Since partnering with TriHealth, our program has grown in participation, has become more structured, and is well received by our employees. We have also seen significant reductions in workers compensation and disability claims . “ Ms. Jennifer Miller, Sr. HR Representative, Beiersdorf USI reduced average population health risks by 29% in one year from 2.4 to 1.7 Trihealth saved over $417,000 in health plan costs in one year from one intervention.