Henry Ford Health SystemEmployee Wellness

Bethany Thayer, MS, RDDirector, Wellness Programs & Strategies

Henry Ford established a unique integrated model– Positioned to be sustainable during

the latest economic downturn– Positioned to be uniquely competitive

in the regional market23,000 employees– Fourth largest employer in Metro

DetroitHenry Ford Medical Group– 1,200 physicians and researchers– The nation’s third largest group

practice– 10,000 clinic visits/procedures per

business day Henry Ford Hospital– 802-bed academic medical center– 16th largest teaching hospital in the

U.S.– 3rd largest hospital in Metro Detroit

System Overview

System Overview4 Community Hospitals

– Macomb-Clinton Township– Macomb-Warren– Wyandotte– West Bloomfield

3 Behavioral Health facilities64 Medical Centers for ambulatory care, outpatient surgery, emergency services and eye careExtensive health-related services2 nursing homes, 10 health products sites, 4 home care branch offices, 14 owned or managed dialysis facilities, 7 hospice sites, including 2 residences, 22 retail pharmacies & 18 eye care centersHealth Alliance Plan & subsidiaries– 474,742 enrollees– HMO, PPO, CDHP products

Henry Ford Physician Network

HFHS Wellness Initiatives1987 – Heart Smart® Program (community nutrition program)1995 – Center for Health Promotion and Disease Prevention1996 – Smoking Intervention Program1996 – Fitness Works (full fitness facility)2003 – Employee Wellness cost center with FTEs2005 – HAP / HealthMedia2006 – HFHS offers 1st wellness incentive to employees2007 – Henry Ford campuses become tobacco-free2009 – HFHS opens West Bloomfield Hospital

- Henry Ford food service becomes trans-fat free2010 – HFHS offers Health Engagement2011 – Launch of new vision statement

Traditional ThinkingSilos– HR Benefits– HAP delivering market competitive plans and services– Henry Ford Medical Group as medical provider

Health and wellness programsDisease management

– Autonomous Wellness programs– Employee Health clinic

Focus on regulatory compliance and infection control “Health” is a “personal choice”– Employees free to participate – or not - in healthy programs– Company-sponsored health & wellness’ programs for ‘fun’

Wellness Services for HFHS Employees2003– Employee Wellness cost center initiated with budgeted $ and FTEs

2005– Health Plan (HAP) offered incentive of $25 to complete HRA– Health fairs with health screening – Walking/Nutrition programs– Women’s Health Program pilot– Walking Paths, Aerobics at HFH– Weight Watchers at Work– 12,000 employee participants in above programs

2006– HFHS offered wellness incentives to employees

Wellness Services for HFHS Employees2007– Working together with HR, Communications and

Marketing

2008– CHPDP worked with HR and consultants to develop

healthcare strategy to promote wellness– “Henry Ford Health System offers health benefits to

positively impact the health and productive lives of its employees and their families.”

Building the Foundation: 2009Program Design & Benefits– PCP as gatekeeper of care– Co-pay redesign - ER, Urgent Care, Specialty Care, Pharmacy– Integrated wellness incentive strategy– Medical Advisory Team

Employee Experience– Employee Focus Group

unaware of employee wellness program“Move to Improve, is that an exercise program?”confidential and convenient

– Move to Improve campaign– Include employees AND their families– Wellness Ambassador Network

Measurement & Process Integration– Obtain aggregate analysis of employee health status, and participation– Initiate data warehouse for predictive modeling

Culture of Health– Food - Holistic inclusion (Pain-free living)– Education - Fitness (walking paths, etc)

VALUES

Culture of Wellness National ThoughtLeader

EmployeeEngagement

Leverage UniqueStrengths Data Driven

DOMAINS

Benefits and Design EnvironmentalWellness

Program

EMPLOYEE WELLNESS

KEY DRIVERS

EmployeeSafety

HealthEngagement

Employee Health CHPDP EAP

COMMUN ICAT ION

Benefits: Health Engagement Overview

Lifestyle Behavior Wellness TargetTobacco Use(20 points) Non-Smoker; Agree to treatment plan

Healthy Weight(15 points) BMI goal of < 30; Agree to treatment plan

Blood Pressure(15 points) Reading of <140/90; Agree to treatment plan

Cholesterol Control(15 points)

LDL-C results meet Michigan Quality Improvement Consortium guidelines; Agree to treatment plan

Alcohol Use(5 points)

Members alcohol use is < 2 drinks/day; Agree to treatment plan

Blood Sugar(10 points) HbA1c < 7.0; Agree to treatment plan

Preventive Tests(20 points)

Member has received all age/gender specific tests; Agree to test within a recommended time period

85 + points to qualify

Benefit Design EnhancementsAccess & Adherence to Preventive Care

Eliminate Co-Pay for all Preventive Care Office Visits based on evidence based recommended guidelines:

Colorectal Cancer ScreeningsMammographyCervical Cancer ScreeningsProstate Cancer ScreeningsLabs (certain DX)Recommended Eye and Hearing ExamsRecommended Physical Exams and preventive screensRecommended GYN ExamsSmoking Cessation ServicesWell Baby/Child Exam/Prenatal visits

Reduce Ob/Gyn co-pays to the same level as Primary Care Office visit co-pay levels

Wellness Programming

Employee Wellness Website

2010/11 Wellness ProgrammingEducation Programs (classes, online)RecessWeight Watchers At Work Team Up for Wellness (social networking, challenge)Wellness Ambassadors EAP/Stress ManagementSmoking Intervention ProgramStress and Pain Free LivingFarmer’s Markets / CSA

Environmental

Physical environment– Safety– Walking paths– Smoke-free– Fitness centers/classes onsite– Walking/standing meetings

Environmental

Food– Healthy Food in Healthcare Pledge– Trans-fat free– No fryers– Culinary Wellness team

Influence model

Is it Working?

Succeed HRA Participation at HFHS2005 - $25 – paid out to HAP members

only2006 - $75 – total payout $465,300

2007 - $50 +$50 – total payout $593,350

2008 - $25 + $100 – total payout $432,150

2009 - $150– total payout $746,850

2010 – Enhanced Benefit Plan– Total includes employees +

covered spouse

0

5000

10000

15000

20000

25000

05 06 07 08 09 10

Succeed HRA 2005-2010

Wellness Programs are WorkingHFHS Lifestyle Score

70

72

74

76

78

80

82

84

2005 2006 2007 2008 2009 2010 2011

Life

styl

e Sc

ore

(0-1

00)

HFHS Average BOB Average

Wellness Programs are WorkingHFHS Lifestyle Score

70

72

74

76

78

80

82

84

2005 2006 2007 2008 2009 2010 2011

Life

styl

e Sc

ore

(0-1

00)

HFHS Average BOB Average

For every point lifestyle improves, HFHS saves per employee:

* $30 on medical claims annually* $140 improved productivity

$1 M in medical claims$5 M in productivity improvement

890

6,30

0

5,00

0

4,20

0

5,92

0

20,1

16* Dr. Vic Strecher', Health Media Inc. ENGAGE Conference, May, 2010

2010/11 Health Engagement Scorecard

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

2010 Tobacco Use2011 Tobacco Use

2010 Weight Management2011 Weight Management

2010 Blood Pressure2011 Blood Pressure

2010 Blood Sugar2011 Blood Sugar

2010 Cholesterol2011 Cholesterol

2010 Alcohol Use2011 Alcohol Use

2010 Preventive Tests2011 Preventive Tests

OnTarget

TreatmentPlan

Non-Compliant

HFHS Vision

Transforming lives and communities through health and wellness –

one person at a time.

Lessons LearnedIntegrated planning approach crucial– Core Healthcare Strategy Team– HEr implementation Team– Communication Team– Medical Advisory Team

Need to understand employee awareness, expectations and concerns– focus groups, wellness ambassadors

Healthcare workers may be more:– Reluctant to participate in wellness programming– Concerned with confidentiality

Participation follows dollars, butIntegrating wellness programming such as HRA as a component of an Enhanced benefit design drives participation more than $$People wait until the last minute to complete requirements

2011 and BeyondIntegrate health and wellness programming, like HealthMedia online lifestyle management programs and health coaching with Health Engagement.Utilize third party data warehouse that integrates medical claims, HRA and other wellness data Ensure wellness programs are data drivenBuild wellness into new-hire orientation in a more meaningful way.Build, strengthen and engage wellness ambassadors.Educate Medical Group physicians as to the scope of wellness resources availableWork to identify and address gaps in wellness programmingContinue working on cultural changes around food, fitness, etcAddress policies (smoking, food, leaving work station, etc)Package HFHS employee wellness program to transform lives and communities through health and wellness – one person at a time.

Questions?

Transforming lives and communities through health and wellness –

one person at a time.