Proving Wellness is Important to your Business Strategy - Post-Click ...

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Nov 30, 2013 (3 years and 9 months ago)

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The appropriateness and legal permissibility of the wellness programs and strategies discussed in this presentation should
be confirmed independently by groups before undertaking. All results described are for purposes of example only. Actual
program results will depend on various factors and cannot be guaranteed.


Proving Wellness is Important to
your Business Strategy

May Employer Webinar

Healthier employees, healthier companies


Your employees are your most valuable asset. You want
them to be healthy, but there’s more to it than that. When
your employees are healthy…


Productivity can increase


Premiums or total medical spending may be reduced



Wellness programs and a corporate “culture of health” can help
employees
change their lifestyle

and
improve their health




Providing wellness solutions for employees is a
sound business
strategy

and can help control costs



According to the Bureau of Labor Statistics, the average person spends
53% of their waking hours at work.¹




1. U.S. Department of labor, Bureau of Labor Statistics website,
American Time Use (June 2010),
www.bls.gov

A
case for
360
°

Health: Lifestyle
behavior

“There is
clear evidence
that
the major chronic conditions

that account
for so much of the morbidity and mortality in the U.S., and the
enormous direct and indirect costs associated with them,
in large part
are preventable
-
and that to a considerable degree
they stem from
, and
are exacerbated by,

individual behaviors
. In particular, overweight and
obesity, lack of physical activity, and smoking

greatly increase the risk
of developing the most serious chronic disorders.”

“By changing the way they live, individual Americans could change
their personal health status and the health landscape of the Nation
dramatically”

Source:
Prevention Makes Common

Cents” DHHS
http://aspe.hhs.gov/health/prevention/

accessed 5.2.2012

The Business Value of Wellness


Helping your employees improve their health is one of the
best long
-
term strategies for reducing your health care
costs. Based on a 2010 study,


Nine out of ten
wellness program participants said they had
success in losing weight and getting regular checkups


More than 80%
said that they had increased their level of
exercise, improved their diet and nutrition, or managed blood
pressure, cholesterol levels, and stress


More than half (57%)
of employees who participated in their
companies’ health & wellness programs said they are very
effective at impacting their productivity

8th Annual
Study of Employee Benefits Trends,
Findings from the
National Survey of Employers and Employees,
MetLife 2010

Employees Expect Wellness


89 % of
employees expect
their workplace culture to
promote healthy lifestyle concepts
1



91% of employees believe
employers have a
responsibility
to maintain and improve the health and
well
-
being of their employees
2



Nearly two out of three individuals are
interested in
participating
in wellness programs and
20% are even
willing to pay extra for a wellness program
3






1
Faircloth, Inc 2009)

2
SOURCE: HMC Building a Culture of Health study. Q3 2008 (outcomes validated Q4 2008.
Results do not relate to Empire members.

3
2008 Survey of Health Care Consumers. Deloitte Center for Health Solutions.


What is Wellness

Employer Perception of Wellness


An opportunity to change the lives of employees for the better, resulting
in a healthier business through increased productivity and reduced
medical

Member Perception of Wellness
:


Wellness is having the energy and vitality to be productive and feel our
and perform our best.



Definition of a Culture of Health?


A Culture of Health as one in which your employees know that it is important
to you/the company that they make decisions and behave in such a way as to
help them be as healthy as possible
.


Concrete goals


Onsite health coaching


Internally Published Metrics


Formal Wellness Committee



Tobacco Free Workplace


24/7
NurseLine


Preventive Health Services


On
-
site classes


Large = 1,000+ Employees

What are the Financial Impacts of Having

a Culture of Health?

Large companies with a Culture of Health have a greater
impact on their medical trend over time

From 2006 to 2008, what was the
average

annual

percent change in your medical trend?

HMC Building a Culture of Health study. Q3 2008 (outcomes validated Q4 2008). Based on 2009 telephone survey of 400
company decision makers to ask whether they were working to build a “Culture of Health” and, if so, what kind of outcomes the
y
were having. Note that results depend on various factors and cannot be guaranteed.


Companies with a Culture of Health may experience greater
outcomes than their peers



Perceived Positive Outcomes Compared to Peer Companies (mean Agreement score)


10
-
point scale:


1= My company is
much worse than
peer group;


10= My company is
much better than
peer group


What Other Benefits Could my Company

See with a Culture of Health?

HMC Building a Culture of Health study. Q3 2008 (outcomes validated Q4 2008). Based on 2009 telephone survey of 400
company decision makers to ask whether they were working to build a “Culture of Health” and, if so, what kind of outcomes the
y
were having. Note that results depend on various factors and cannot be guaranteed.


360
°

Health
®
: Your Total Health Solution

Management


Comprehensive Medical Management:
Utilization Management, Case
Management,
ComplexCare

*, NICU * &
Transplant



ConditionCare

*



End Stage Renal Disease *



Support Programs



MyHealth

Coach



Guidance



24/7
NurseLine
SM



Future Moms



Behavioral Health UM



MyHealth

Advantage *



Pharmacy *



Healthy Lifestyles



Worksite Wellness



EAP



Staying Healthy Reminders



Productivity
Solutions *



Tools & Resources



Anthem.com



MyHealth

Assessment



MyHealth

Record



Anthem Care Comparison


SpecialOffers@Anthem
®

All 360
°

Health programs are not listed above.

Not all programs available to all market segments.

The programs listed above are included for fully insured Large Groups accounts (non
-
bolded).

The
programs listed in
bold
are optional and available for
Large
G
roup
accounts
at
additional cost.
The programs listed with an asterisk (*)
may be optional for ASO and may vary by market segment.

360
°
Health
®

Programs

Anthem resources for you


Wellness Promotion Resources:


Time Well Spent
(
anthem.com/
timewellspent
)


Wellness Calendar
(
wellnesscalendar.anthem.com
)


MyHealth

Assessment Promotional
Toolkit on Time Well Spent


Employer Guide to Wellness in the
Workplace


Wellness Topics Employee Survey


Wellness at Work flier








Approach to Health Promotion & Wellness




Over time

Program Components

Member Promotional Campaign

Health Promotion & Wellness Topics

My Health Advantage

Healthy Lifestyles

Worksite Wellness


Incentives



Organizational commitment can maximize
engagement and outcome


Multi
-
year program helps build a culture

of health and wellness awareness and
participation


Enhances readiness of the population for

change


Helps foster level of trust and confidence in

programs


Can increase levels of intervention and

engagement


Step wise approach can build momentum

based on success in prior phases


Multiple modalities provide greater accessibility
and drive participation


Incentive based programs (rewards), when
permitted, can provide additional
encouragement to increase engagement and
participation levels

Take it to the next level:

Integrate wellness into your workplace


Every company is different so you need to discover what
wellness programs would mean the most to your
employees:



Take a look at your demographics


Examine ways that are best to communicate to your employees
and don’t forget about their dependents at home as they are the
segment of your population that can drive the most cost.


Evaluate HRA data


Implement an employee survey



Work with your Anthem Account team
to analyze your claims
information to find trends


Consider environmental changes (no smoking policy, bike racks)


The more information you have, the better your plan will be.

Employer Guide to Promoting

Wellness in the Workplace


Helps you and senior leaders start

putting a wellness plan into

action


step by step



Build a wellness team


Lay out a specific plan for your wellness

campaign


Set specific goals and objectives


Develop a timeline


Delegate roles and responsibilities


Itemize a budget


Promote health and wellness ideas


Begin communicating directly to employees


Set up a wellness fair


Evaluate your results


Best Practices When You Have a Small Budget


You can encourage healthy behaviors for your employees
without a robust wellness budget. Here are some best
practices :



Executive support


Build a Wellness Team


Understand what health issues matter most to your employees


Provide Access to Discounts and Health Improvement programs


Ongoing Communication


Create Healthy Competition


Measure Outcomes

Awareness

(Screening + Health
Assessment)

Awareness

(Screening + Health
Assessment)

Awareness

(Screening + Health
Assessment)

Participation

(Programs + Tobacco
-
Free or Tobacco
Cessation Program)

Participation

(Programs + Tobacco
-
Free or Tobacco
Cessation Program)

Results

(Be in Healthy
Range/Show
Improvement)


Company Paid

Wellness
Credit:

$200
/associate


Company Paid

Wellness
Credit:

$400
/associate;

$400
/spouse


Increase Company Paid

Wellness
Credit

Propose:
$
tbd
/associate:

$
tbd
/spouse

Year 1

Year 2

Year 3

When you want to Expand your Wellness Program

Sample 3 Year Wellness Strategy


CDH & PPO/Cost
-
efficient
HMOs


Wellness programs


Introduction of Wellness
credits

paid out as premium
credits in the following year


Measure Your Results


When it comes time to size up your wellness program, you’re
going to need proof that your plan is working and how it’s
affecting your company’s bottom line.



Track attendance of events and competition participation


Conduct pre/post surveys to determine the value of the event and if
people learned something new or plan to use the information


Your wellness plan could have an impact on attendance, sick leave
usage, and employee turnover


Compare pre/post aggregate program results, biometric screening
results, or health assessment results


Analyze claims experience and impacts from previous benefit changes


Communicate the results to participants, company leadership, and your
Anthem rep!



ROI and The Broader Picture

ROI is difficult to measure, however it’s better to take a
comprehensive look at programs to understand the full
benefits.



Engagement/ Participation Rates


Employee Satisfaction & Retention


Improved Health


Biometrics and Clinical Measures


Enhanced Productivity


Reduced Absenteeism


Reduced Benefit expense (Workers Comp. & Disability included)


ROI





Success Stories

Worksite Wellness: Case Study


Client:


5250 employees, Primary manufacturing
--

specializing in marketing and
publishing services


Multiple locations, employees include off site sales teams and seasonal
workers.


Worksite Wellness Strategy:


Offer Health Screenings: Total Cholesterol, HDL, LDL, Triglycerides,
Blood Glucose, Blood Pressure, BMI



Held 30 on
-
site events. Added physician fax back options to reach off site
employees.


Employees received financial incentive for participation in addition to
monthly premium contribution based on scoring results. (Additional
incentives were available for participation in other wellness programs).


Email, communications from on
-
site coordinators, letters to the home.



In all cases, results depend on various factors and cannot be
guaranteed.

Worksite Wellness: Case Study


Population
Participation:
47.7%
(=2504/5250)



Screening Results and Satisfaction
*:



37.2% of participants had an obese BMI **


(compared to 34.1% of American adults 2003
-

2006)


8.1% of participants had high total cholesterol **


(compared to 16.3% of American adults 2003
-

2006)


8.1% of participants had high blood pressure **


(compared to the 2003
-

2006 U.S. average of 17.9%)



98
% of the attendees found the health screening useful


86% of the attendees learned something new about their health


90% said they would share the information they learned with their
physician


89% said health screening motivated them to make at least one healthy
behavior change





*2,325 satisfaction surveys were returned (return rate of 93.8%). Percentages include the number of
members who “agreed” or “strongly agreed” with the statements.

** Compare to the most recent U.S. estimates by the Centers for Disease Control and Prevention (CDC)


Case Study

Lifestyle Management Client Example

Client:


3,922 employees, financial institution
-

locally owned
, multiple locations
across two states


65% female, average age 41

Lifestyle Management Strategy:


Launched Healthy Lifestyles Complete which includes Online,
Telephonic and Gym network in January 2008


Drove participation by adding incentives

Results


22% of enrollees participated in lifestyle campaigns, which is the highest
among benchmark


900K total estimated savings for both health care and productivity during
2010


Estimated 2.8 million saving from 2008 thru 2010


In all cases, results depend on various factors and cannot be
guaranteed.

Telephone coaching program results are considered for each program year. The 2010
program year is still in progress and will conclude on December 31, 2011 to allow
individuals to complete 12 months of coaching support.

Case Study

Lifestyle Management Client Example

Telephonic Coaching

Risk Reduction


2010 program year
enrollees reported a total of
994 health risk and have
improved or eliminated 36%
of those risks.


In the 2009 program year
1,119 health risks were
reported and enrollees
improved or eliminated 33%
of those risks.


In the 2008 program year,
2,541 health risks were
reported and participants
improved or eliminated
29% of those risks.


It Doesn’t Take Much to Move the Needle

Once you have wellness programs for your employees, you
can have a greater impact on future health care costs



For people with pre
-
diabetes, lifestyle changes, including a 5%

7% weight
loss and at least 150 minutes of physical activity per week, can
reduce the
rate of onset of type 2 diabetes by 58%
1




A
1% reduction in health risks
such as weight, blood pressure, glucose,
and cholesterol risk factors
would save $83 to $103 annually in medical
costs per person
2




For every
gram of salt
that Americans reduce in their diets daily,
a quarter
of a million fewer
new heart disease cases and over 200,000 fewer deaths
would occur over a decade
3




1 National Diabetes Education Program Provider toolkit Your Game Plan for preventing type 2 diabetes 2003

2 Henke, R.M.,
Carls
, G.S., Short, M.E., Pei, X., Wang, S.,
Moley
, S., Sullivan, M., and
Goetzel
, R.Z. (2010)
The Relationship between Health Risks and Health and Productivity Costs Among Employees at Pepsi
Bottling Group. Journal of Occupational & Environmental Medicine, 52(5), 519

527.

3 American Heart Association’s 49th Annual Conference on Cardiovascular Disease Epidemiology and
Prevention 2009

Sign Up for Other Events in 2012


June 20
th

Wellness on a Dime:
Low or No cost Wellness
tools to help you build your Wellness Strategy



July 18
th

Amp it Up
-

What you can do to get your
employees engaged:
Employer success stories and Open
Enrollment opportunities



August 15
th

Walking the Walk:
How to plan a health fair
and other on
-
site wellness events



September 19
th

Free Wellness Tools on Anthem.com:
Online resources to help employees manage their health
stop smoking and lose weight

Sign up at:

http://group.anthem.com/360health


If you would like to pose a question to our presenter,
please type in the Q&A box to the right side of your screen
and send to all panelists








Anthem Blue Cross and Blue Shield is the trade name of Community Insurance Company. Independent
licensee of the Blue Cross and Blue Shield Association. ® ANTHEM is a registered trademark of Anthem
Insurance Companies, Inc. The Blue Cross and Blue Shield names and symbols are registered marks of the
Blue Cross and Blue Shield Association.

Q & A Session




Thank You!


If you have further questions, please contact your
broker or Anthem representative.