developing wellness programs in the public sector - … 2nd weds... · developing wellness programs...

Developing

Wellness Programs in the

Public Sector

CCAO Second Wednesday’s Program

May 9, 2012

Presented By:

Pamela Boyer, Human Resources and Benefits Manager

Developing a Wellness Program:

Wood County’s Story

Started in 1993 with Cardiovascular Risk Reduction screening offered by Health Department via grant

Expanded to offer programming to engage employee management of their health through diet & exercise, later stress reduction

Stress Confidentiality

Offer options for employees and family members

Focus on building programs that reward for positive behavior

Design with employee financial “skin in the game”

Build accountability into program design for free programs

Require Recreational Waiver or release of liability statement

Information and referral with follow up to encourage treatment

Manage in-house: communications and tracking of points system

Apply Taxable Fringe benefits

Provide immediate employee recognition

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Wood County’s Story

Communicate during Job Interviews and Manager Performance Reviews

2007 Health Ohio Silver Award Winner, OHPELRA Pacesetter Award

Above 60% participation for last three years (64%, 66%, 62% based on life insurance counts approx. 800)

Workers’ Compensation Rates: Individual Retro Rating 67% credit rated for 2011 payroll period

Improved Union Negotiations

Lower Rates: 2011 SERB report (medical & prescription)

medical deductible $150/$250 max co-insurance

$11,701 pepy vs. $9,130.51 pepy Annual Savings $1,884,172


Identify Your Objectives

Lower Medical & Prescription Utilization

Increase Productivity & Presenteeism

Reduce Absenteeism & OT costs

Reduce Workers’ Compensation Claims

Less Severe Claims with Quicker Recovery Time

Recruiting Tool to Retain Quality Employees

Inspire Change or Improve Moral

Reward Positive Behavior vs. Punish Negative

Create Goals to Match Objectives

Why Create a Wellness Program:

Understand Objectives & Data

Pay Now or Pay Later Employee Costs are Largest Expenditure

Employee Retention in Public Sector

Aging Workforce – Know your average age

Early Intervention & Reducing Risk Factors = Less $

Investing in Prevention – Dental vs. Wellness

Understand Data & Educate on Topic

Healthy Workforce Experience Lower Medical & Pharmacy Costs

Lower Rate of Absenteeism & OT Costs

Increased Presenteeism

Lower Rate of Workers’ Compensation Claims

Less Severe Claims with Quicker Recovery Time

Improved Moral and Productivity


Data – Target Group

Full or Part-time Employees

Health Insurance Enrollees vs. All Staff

New Hire vs. Tenure Staff Strategies

It is easier and more cost effective to keep a healthy active workforce than to motivate those that are not active to become healthy and fit

Due Nothing, Stay the Same or Improve Walk 10K Per Day vs. Walk 500 Steps

Lower Blood Pressure vs. No Increase

Lower BMI vs. No Weight Gain


Data - Increased Life Span

Health Age - 6,900 people followed for 15 years, researchers found seven habits/practices linked to long life. Follow all 7 live 10 – 12 years longer than those who follow 3 or less.

Not smoking

Regular aerobic exercise

Eat breakfast daily

Limit high fat snacking

Maintain a healthy weight

Get adequate sleep, 7-8 hours

Don’t drink or limit to 1-2 per day

5 Leading Causes of Death in Ohio - linked to unhealthy lifestyles

Heart Disease, Cancer, Stroke, Diabetes & Chronic

Obstructive Pulmonary Disease


Data – Individual Utilization

Health & Prescription Coverage Review Utilization Data

Self Insured – you already own it

Know top disease categories & high dollar claims

Know drugs by volume & disease categories

Understand Plan Design if meets objections

Workers’ Compensation

Types of Injuries e.g. sprains/strains

Average lost time claims

Sick Leave Utilization

Total number of lost days


Data - Economic Reasons Risk Factors

Smoking *

Inactivity **

Weight problems ***

Depression

High stress

Hypertension

Age

Diabetes

Alcohol/Drug Use

• 4th highest in nation

** 9th highest in nation

*** 57% adults overweight & 72% poor nutrition

Additional Cost per

High Risk Employee

$ 1,429 per year *

$ 865 per year **

$ 271 per year

$ 889 per year

$ 586 per year

$ 148 per year

2–3 = $1,500 per year

6–7 = $4,500 per year * American Cancer Society

** Center for Disease Control

How to Create a Wellness Program:

Create Initial Plan

Create a Plan with Realistic Goals

Identify Basic Needs

Identify High Utilization

Identify Budget

Develop Internally or External Vendor

Identify Programming

Identify Basic Timeline

Identify Personnel

Identify Community Resources Identify Communications


Appointing Authority Support

Sell Idea to Appointing Authority

Communicate need & objectives, e.g. lower workers’ comp, less overtime

Share plan design

On or off clock ?

Determine funding stream

Authorize budget

Approve staffing resources (committee)

Get personal commitment to participate


Management Support

Communicate Ideas to Management

Meetings, Email, Newsletter

Drip Method – Say it 3 times per day

Sell Why They Need It

Leadership Issue

As Managers - e.g. retain staff, less call-offs

As Employees – what motivates them ?

Encourage Feedback and Input


Outsource Approach

Identify Scope of Services needed – compliment in-house staff’s skill set

Timeframe

Create RFP

Contract Cost – PEPY or fee for service

Require Reference Checks

Review Reporting & Measurement Tools

Measure Ability to Adapt to Your Needs

Initial Development or Ongoing Management


Committee Approach

Create a Committee to Develop Buy In

Selection of Members – one by one Human Resources

Marketing

Management

Labor

Medical Community

Communicate Plan and Encourage Input Define Employer’s Limitations

Define Roles

Educate


Employee Survey

Develop an Employee Interest Survey Easy to answer quickly – check boxes

SurveyMonkey

Brief explanation of purpose

Reward for participation

Topics to Include Types of Programming

Measure Buy In: Financial, Time on or off clock, Willingness to participate, Willingness to help

What Motives Staff: Gift card, Recognition Newsletter, Prizes, Peer Pressure

Other Feedback

Signature Optional


Start Up/Develop Programs

Target Needs – High Utilization

Know Resources: Internal vs. External

Price Shop

Employee Liability Waiver: BWC Recreational Waiver

Doctor’s Release

Start Small - Grow Program Slowly

Consistent Look/Color

Stress Confidentiality

Create Employee Accountability

Track Utilization

Offer Incentives

Incorporate Diverse Options Over Time

Open to Family Members


Personalize Message

Identify wants – develop commercial to sell the “Wants”

How many of you are in the best shape of your life?

How healthy will you be in 3 – 5 years?

Time is working against each of us!

What are you willing to do?

What can we do to help you?

Tailor programs to motive change

Create small successes & build

How to Create a Wellness Program: Identify Risks – Health Risk Appraisal

Conduct a Health Risk Appraisal Coronary Risk

Cancer Risk

Nutrition Status

Fitness Status

Stress Status

Substance Use

Safety Status

Provide Risk Summary Report Individual

Group

Annual Follow Up

HIPAA Considerations Business Associate Agreements

Aggregate Information vs. Individual Outcomes


Identify Lifestyle Risks

Tobacco Use

Sedentary Lifestyle

Poor Nutrition

3 or more Stress

Signs

>20% Overweight

High Blood Pressure

High Cholesterol

High Blood Sugar

Low Life Satisfaction

Poor Health

Perception

No Job Satisfaction

No Seat Belt Use

Poor Lifting Technique

>5 Sick Days per year

>21 Alcohol per week

>5 years since last

exam


Types of Programming

Wellness Screenings Schedule Appointments Online

Provide Confidential Area

Information and Referral

Health Risk Appraisal

Screenings

Interactive – models of types of cancer, body fat

Support Other Wellness Programs

Continuum to Measure Results



Wellness Screenings Alcohol Intake – women 1, men 2 per day

Blood Pressure - desired is less than 120/80 test 1 to 2 years

damages heart, brain, kidney and eyes

Blood Sugar – under 120 mg/dl fasting blood glucose level

6.2 million undiagnosed of 20.8M total

diabetes damages arteries increased risk of heart disease, stroke, blindness

Body Mass Index – 19 to 25 recommended

Bone Density – early indicator for osteoporosis

Cholesterol – overall best below 160, high HDL protects best over 45 test one to 3 years

damages arteries and heart

Dental Screening

Drug Interactions – OTC and herbal remedies



Wellness Screenings

Family History - heart history before 55 in men and 65 in women

Gastro Intestinal - occult screening

Hearing Screening

Lung Capacity - asthma

Mammograms – every 1 to 2 years after age 40

Pap Tests – every 1-3 years

Prostate Screening

Skin Cancer – derma scan, sun screen

Vision Screening


Types of Programming Disease Management

Educational Topics – Lunch

Fitness Challenges/Testing

Fitness Facility – controls excess weight, high blood pressure, high cholesterol, high blood sugar and stress levels

Nutrition - prevents heart disease, high blood pressure, certain cancers, diabetes and obesity, high fat diet promotes cancer

Open Swim – offers dependent activity

Other Risk Factors - seat belts, smoke detectors, drinking & driving, helmets, lifting, warm up

Stress Management – massages, guest speakers

Tobacco Cessation – risk is nearly the same within 2 years for a non-smoker, reduces lung, mouth, throat, bladder and breast cancer

Walking Program

Weight Control

Wellness Screenings

Rewards for Wellness Program

Ideas for Incentives Small Rewards: lunch boxes, water bottles

Public Recognition: newsletter or awards ceremony

Parking Space

Dress Down

Peer Pressure

Gift Cards

Cash Drawings

Deductible Credit

Pay for Memberships: meet utilization

Employee Status to Receive Payments Taxable Fringe Benefits

Managing Wellness Benefits

Follow Up

Measure Effectiveness of Programs

Communicate to Insurance Carriers including Stop Loss Carrier

Provide Ongoing Employee & Manager Communications

Continue to Seek Feedback

Offer Program Design Changes

Wellness Contacts

Websites American Heart Association: www.heart.org

American Cancer Society: www.acsworkplacesolutions.com

Workers’ Compensation Grant: www.ohiobwc.com

Wood County: www.co.wood.oh.us

Professional Sources Local Health Department or Hospital

Seasoned Veterans Healthy Ohio: www.HealthyOhio.org Janese Diem: [email protected]

Pam Boyer: [email protected]

http://www.american/

http://www.acsworkplacesolutions.com/

http://www.co.wood.oh.us/

http://www.healthyohio.org/

mailto:[email protected]

mailto:[email protected]

developing wellness programs in the public sector - … 2nd weds... · developing wellness programs...

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