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Then have supervisors estimate the employee #8217 s productivity and split the difference. for this example let #8217 s assume it averaged to 50%. #149 Collect scores again six months and one year into the program and then multiply the difference by salary. the result is your estimated productivity ROI. In the example above when the worker earning $40 000 improves from 50 percent to 75 percent after one year the productivity related ROI is $10 000. Tier 3 - Medical management At this level the obese staff member needs a higher level of care than a health coach can offer. the staff member has chronic health conditions related to obesity - like diabetes high blood pressure and/or sleep apnea - and needs a doctor case manager. Namely the staff member needs to set up regular visits with the doctor and develop a treatment plan. To measure ROI begin with the lower-tier criteria then track quarterly and year differences in FMLA or paid absences and prescription drug costs. Then compare it to the per-participant cost of the obesity program. Tier 4 - Morbid obesity At this level the staff member has been diagnosed as morbidly obese - Body Mass Index over 40 - and is considered a potential candidate for gastric bypass surgery. ROI is measured through ongoing health claims in addition to the previous criteria. August 27 2010 No Comments Lobby groups take aim at wellness programs. by admin Given the enormous growth of wellness programs over the last two years it was inevitable resistance would creep up among watchdog groups. In Washington lobbyists have spearheaded a push for Congress the DOL and IRS to crack down on #8220 punitive #8221 wellness programs. In particular the groups seek to limit programs in which employees #8217 share of their health costs are directly tied to their willingness to participate in a wellness program. HIPAA #8217 s non-discrimination rules prohibit businesss from creating negative financial incentives for employees with health risks. For example you can #8217 t raise someone #8217 s premium share because he or she smokes. What you can do is offer a discount if someone completes a use of tobacco cessation program. Reason - the law does allow for financial incentives to employees who willingly participate in wellness programs. The watchdog groups seek greater regulation to make certain incentives and discounts are used only as rewards for healthful behavior not as a thinly veiled form of discrimination against high-risk workers. August 26 2010 No Comments Smaller Employers Adopting Disease Management. by admin A recent survey finds almost 42 percent of employers with 200 or fewer employees have some sort of disease management program. That #8217 s a gigantic increase from four years ago when just 28 percent of smaller businesss offered such programs. There #8217 s more to come too. Fifteen percent of respondents that didn #8217 t currently have a disease management DM component to their medical plan hope to add one by 2011. The highest-demand disease management programs are for diabetes asthma and heart illness. Source - Small Employer Benefits Survey PDR Consulting Group 9/1/2008. August 25 2010 No Comments Obesity Management Programs - Key Measures. by admin Thinking about an obesity-related disease management program for your organization Here #8217 s what you need to know. In order to be effective the program must meet participants #8217 individual medical and psychological needs not to mention your own organization #8217 s need to control long-term medical costs. How wide-reaching should the program be After all it doesn #8217 t make sense to pay for services your staff members don #8217 t want or can #8217 t use. Mary Beth Chalk of Resources for Living suggests that obesity programs may be broken down into four tiers of staff member need from which your organization #8217 s return on investment ROI can also be measured. Tier 1 - Education Tier I staff members struggle with weight management problems but don #8217 t need a health coach. Instead they might benefit from a self-directed program that provides weight-management related materials online targeted mailing and/or access to nurse call line. How to measure ROI - utilization. Do staff members click on the Web site Do they return to the site regularly Do individuals use the nurse line Your program provider ought to provide you detailed use stats. Tier 2 - Clinical supervision If the staff member has been diagnosed as obese - a BMI score over 30 is obese over 35 is clinically obese - he or she #8217 d do better working with a health coach in a clinically supervised program. Three keys to getting maximum results - 1. Periodically have participants rate their relationship with their health coaches. Not everyone clicks so a change may be in order. 2. Coordinate your disease management DM care with your staff member assistance program EAP services. Reason - Inability to control weight is often closely tied with mental health issues - and one can adversely affect the other. The more closely your employee assistance program and obesity program managers work together the higher the chance for success. 3. Beware of the fade-out effect. Many employees in weight-loss programs get off to a great begin and then fall back into old habits. Individuals should re-commit to the program after three sessions four months and nine months. To measure ROI look at utlization goal achievement and lowered presenteeism. of course presenteeism is notoriously challenging to measure with reliable dollar figures. So how can you overcome that problem #149 Start with employees #8217 salaries. Let #8217 s suppose one participant earns $40 000 per year. #149 Ask staff members to self-report how energetic and productive they feel on the job on a percentage scale. Then have supervisors estimate the employee #8217 s productivity and split the difference. for this example let #8217 s assume it averaged to 50 percent. #149 Collect scores again six months and one year into the program and then multiply the difference by salary. the result is your estimated productivity ROI. In the example above if the worker earning $40 000 improves from 50% to 75% after one year the productivity related ROI is $10 000. Tier 3 - Medical management At this level the obese staff member needs a higher level of care than a health coach can offer. the staff member has chronic medical conditions related to obesity - such as diabetes high blood pressure and/or sleep apnea - and needs a physician case manager. Namely the staff member needs to set up regular visits with the doctor and create a treatment plan. To measure ROI begin with the lower-tier criteria then track quarterly and year differences in FMLA or paid absences and prescription drug costs. Then compare it to the per-participant cost of the obesity program. Tier 4 - Morbid obesity At this level the staff member has been diagnosed as morbidly obese - Body Mass Index over 40 - and is considered a potential candidate for gastric bypass surgery. ROI is measured through ongoing health claims as well as the previous criteria. August 24 2010 No Comments Starting a Wellness Program. by admin Create a culture of wellness within your organization Create Exemplary Management Support In the most successful Wellness Programs senior managers lead their organizations by example. and they work to ensure that the management structure not only allows but actively encourages their workers to participate. Organize a Wellness Advisory Team Wellness committees serve as the eyes ears arms and legs of the program representing colleagues ideas and concerns and assisting reshape the organizational culture toward health. Conduct an Assessment of Financial and Human Assets and Liabilities Successful Wellness Programs are built upon a foundation of information including claims review demographic analysis of the workforce management and employee surveys health risk data history of organizational wellness and health benefit plan design. Develop Clearly Announced Vision Mission and Outcomes Establish a clear vision of program direction expectations and measures to answer the questions #8220 Where are we going and how #8217 ll we know when we get there #8221 Develop a Comprehensive and Strategic Wellness Program A multi-component plan ought to consist of strategically created and implemented awareness lifestyle change and supportive environment programs in addition to policies and activities that target appropriate health risk behaviors and needs of the staff members. Identify an Incentive and Reward Strategy Incentives show the organizational commitment to the program and motivate person to participate. Incentives vary commonly from program to program but can include such things as time off reduction in health insurance premiums or co-pays cash incentives discounts to fitness clubs free pedometers etc. Communicate to Employees Your program should be simple and concise use an identifiable brand and rely on a variety of media to communicate with workers and managers. Evaluate Outcomes Evaluate program participation satisfaction levels and behavioral change. You might want to track the number of workers #8217 compensation claims productivity turnover morale and absenteeism. #8212 #8212 #8212 #8212 #8212 #8212 #8212 #8212 #8212 #8211 Wellness Program - Management Support. Create Exemplary Management Support Goal - A Wellness Program established into the organization #8217 s culture. Focus - Develop support and excitement for the program from all levels of the corporation - senior level management mid-level management and grass-roots workers. Obtaining upper-level management #8217 s buy-in is essential to launching an effective program. the employees must understand that management is supportive of the wellness program. Actions - Create an Upper Management Executive Team to determine high-level decisions - positions that should be included are the Chief Executive Officer Chief Operating Officer Chief Financial Officer Communications Officer and other appropriate division-level managers and program experts as necessary. The Senior Management Executive Team will - #149 Communicate to all levels of management about the program and drive the integration of the Wellness Program as a part of the corporation culture. #149 Ensure that organizational resources are available for program planning and implementation. #149 Be certain to encourage staff members to participate and to assist in #8220 recruiting #8221 other staff members get the momentum going and keep it growing. #149 Share success stories within the company and continue to increase the perceived value of participation. Organize a Wellness Advisory Team Goal - Develop a working committee that consists of workers and essential functional parts of the organization. Focus - to assist in reshaping the organizational culture to support employee-wellness activities by serving as couriers and supporters for the program. Wellness Advisory Committees serve as an essential part of the infrastructure of your Wellness Program. the team members are the eyes ears arms and legs of the program. They represent their colleagues by sharing ideas and concerns about the wellness program. Actions - The Wellness Advisory Committee will - #149 Be certain to work with senior level management and the Wellness Program coordinator in the design implementation and analysis of the program. #149 Create methods to enhance the acceptance and success of the activities of your Wellness Program by encouraging staff member ownership of the program. #149 Hold periodic meetings to keep the committee informed of upcoming plans and events and to provide feedback to the program coordinator about their thoughts ideas and suggestions and those of their peers. #149 Recommend policy and environmental changes that are aimed at improving the health and safety of staff members. #8212 #8212 #8212 #8212 #8212 #8212 #8212 #8212 #8212 #8211 Wellness Program - Vision and Mission. Goal - Develop a baseline of information and identify human and organizational needs. Focus - Review a variety of information to better understand past and current conditions regarding health-care utilization organizational culture demographic overview and health-promotion initiatives. Data collection plays an important role in planning monitoring and analyzing a wellness program. It will also set the baseline for continued and future investigations of program efficiency effectiveness and feasibility. Actions - #149 Claims review health care pharmaceutical - #149 What have been the 10 most costly major disease categories in each of the past five years What are the number of claims and dollars paid for each #149 What have been the 10 most expensive therapeutic courses of drugs in each of the past five years What are the number of claims and dollars paid for each #149 What have been the 10 most frequently prescribed and filled therapeutic classes of drugs in each of the past five years What are the number of claims and dollars compensated for each #149 Demographic analysis of employee population may include dependents - #149 List your number of workers by gender for each of the past five years and the percentages of males and females by age groups. #149 Think about any other factors that might have affected the health of your employees and their use of the health-care system. This may include mergers acquisitions workplace trauma employee strikes layoffs early retirement offers etc. Management survey - #149 Conduct surveys of mid-level management to understand their concerns and measure their level of interest and buy-in. #149 Employee-interest survey - Gather information to find out what the workers want and to measure the level of participation satisfaction and #8220 success #8221 of any previous activities. Risk data health-risk assessments - #149 is there any data from health-risk appraisals over the past five years Participation in similar activities - #149 List and describe all wellness programs that have been implemented over the past five years including participation rates. Design of the health plan and anticipated changes - #149 Have there been any meaningful changes in the health plan #8217 s design in each of the past five years such as a change from an Health Maintenance Organization to a PPO increased co-payments or deductibles or increased staff member contributions Create Clearly Stated Vision Mission and Outcomes Goal - Establish a clear vision of program direction expectations and measures. Focus - Setting a vision mission goals and goals to keep your Wellness Program focused toward its desired outcomes. It #8217 ll answer the questions #8220 Where are we going #8221 and #8220 How will we know when we get there #8221 Actions - #149 Identify two to five clearly announced goals. Be certain that your program is capable of having an impact in the area desired and make certain that you #8217 re capable of measuring that impact. Example Goal - Workers having access to healthier food options #149 Establish two to five measurable objectives that namely state what your program is going to accomplish by when how and how it #8217 ll be measured. Example Objective - Modify all vending machines to include 50% healthy food options. #149 Identify several activities that will help you reachyour objective. Activities are very specific. Example Activity - Make sure to work with vending machine owners to identify healthful food options and restock with 50 percent of items that are healthier food options. #149 Identify who is going to do what by when and what resources are needed. Example Detail - the Program coordinator will contact XXX Vending Corporation by September 30. #8212 #8212 #8212 #8212 #8212 #8212 #8212 #8212 #8212 #8211 Wellness Program Incentives. Create a Comprehensive and Strategic Wellness Program Goal - A extensive Wellness Program plan. Focus - Development of a plan that consists of a variety of awareness lifestyle change and supportive environment program policies and activities that #8217 ll target risk behaviors needs and interests of employees. Your Wellness Program should provide an integrated strategic approach specific to the needs goals and culture of your organization designed throughout an annual cycle. It will be important to review and revise existing policies governing such areas as smoking vending machines and the staff cafeteria. Additionally it is useful to examine what corporate wellness or health-promotion activities are offered under your existing health-benefit plan. Actions - #149 Develop activities based on your program goals and the specific needs of your employees. Focus on those topics that are of greatest interest to your employees and the greatest needs of your company in that order. Avoid topics with narrow appeal. #149 Keep it simple. Design the program so it #8217 s easy for the participants to understand and track. Let workers focus their learning efforts on their own behavior not on the rules and regulations of the program. Additionally simplify the program administration. Let individuals record their own activities when possible create a mixture of self-reported activities along with verified activities. #149 Integrate a combination of activities to include awareness educational and behavior elements. Link the activities throughout the year to allow for desired behavior repetition. #149 Choose activities that every staff member can participate in. Examples - #149 Challenges - Activities that focus on practicing a desired behavior and continue for 4-8 weeks and focus on specific topics such as physical activity nutrition or stress management . #149 Learning experiences seminars videos classes - One-time activities that last for a relatively short time and focus on a specific topic these can precede #8220 challenge activities #8221 to prepare participants for behavior change. #149 Behavior changes such as use of tobacco cessation - Interventions may or may not be offered at the workplace individuals ought to be encouraged to make lifestyle changes that they wanted to make even without the incentive. #149 Illness management support and education groups for diabetes and hypertension - These could be provided or supported by the corporation through disease-management providers or by community health or religious organizations. #149 New skills first aid cardiopulmonary resuscitation - These could be provided or supported by the corporation or by community health or religious organizations. #149 Screenings wellness assessments physical exams - A wellness assessment provides the business with aggregate data that could be used in program planning and evaluation preventive screenings and physical exams could be encouraged by awarding credits to employees. #149 Program support membership or leadership in wellness committee or challenge team - Reward those who work with you to help make your Wellness Program a success. #149 Community events - Reward participation in events like the Heart Walk or March of Dimes Walk limit the number of these events that may be counted toward the annual total and be selective about which events you allow to be counted. Create an Incentive Strategy Goal - to motivate and reward worker participation and completion. Focus - Create a sense of interest in participation and completion of wellness activities. Providing incentives and rewards will send an important message to the workers that the organization is committed to improving their health and will share the rewards that these changes will bring. It also plays a significant role in motivating person to participate. Actions - #149 Identify through employees what incentives they value most. #149 Identify what incentives the organization can provide. #149 Integrate your incentives into your benefits strategy. #149 Ensure that every participant who achieves a goal receives some recognition. #149 Offer participation incentives. #149 Avoid offering incentives for the #8220 best #8221 or the #8220 most. #8221 #149 Avoid rewards for biometric changes. #149 Use incentives to promote your Wellness Program through logos and branding. Examples - Paid time off reduction in medical insurance premiums or co-pays cash incentives discounts to fitness clubs free pedometers etc. #8212 #8212 #8212 #8212 #8212 #8212 #8212 #8212 #8212 #8211 Wellness Program Communication. Goal - Increase awareness of and participation in the Wellness Program. Focus - Promote the Wellness Program to employees to encourage participation in activities and benefits. A well-designed communications strategy is paramount to successful program awareness and participation. Even a #8220 world class #8221 program design will not succeed when nobody knows that it is available or how to get involved. Employees who do not get involved in the program ought to be doing so because they choose not to participate not because they did not know about how when or where to participate. Actions - #149 Conduct a Resources and Communications Audit to identify internal and external resources available to support your Wellness Program in addition to knowing how information will be disseminated. #149 Keep the program simple and concise - easy to read about understand and act upon. #149 Build the brand make sure it #8217 s something that staff members can identify with. Add the brand to T-shirts water bottles mouse pads stress balls etc. Use a variety of media - #149 Print - brochures fliers posters banners paycheck inserts newsletter articles bulletin boards literature racks post cards. #149 Electronic - Web intranet e-mail closed-circuit TVs sign lines audiovideo productions. #149 Staff meetings and organization events word of mouth. #149 Use existing channels of communication - what works best in your company - and make certain to know about all points of contact and systems of distribution. Timing for communications - #149 Prior to activity to develop awareness and to educate. #149 During activity to stimulate participation. #149 After an activity to report results. #149 Between activities to maintain momentum and interest. Consistency of communications - #149 Use branding maintain a consistent look feel and tone of messages. #149 Maintain this consistency throughout the program. Surveys and forms - #149 Collect information. #149 Disseminate information. August 23 2010 No Comments Choosing the Right Kind of Wellness Program. by admin Research shows that untargeted health-promotion campaigns have little long-term impact. Chronic diseases which rob person and families of their health and happiness represent major costs to businesss in the form of health-care and disability costs lost productivity and absenteeism. Wellness Programs should address risky behaviors that can help your staff members eat healthier increase their level of physical activity help reduce stress lower blood pressure BP and cholesterol and quit smoking. Wellness programs should focus on assisting staff members achieve and maintain their optimal health status. Comprehensive worksite-health programs focused on changing lifestyle behavior have been proven to yield a $3 to $6 return on investment for each dollar invested. It takes about three to five years after the initial program investment to realize these savings. Ninety-three percent of USA businesses offer some type of health-promotion program for their staff members but is it the right type Primary Kinds of Wellness Programs Programs focusing on illness management. These programs monitor and treat specific illnesses. Disease management follows the 80/20 rule - 80 percent of health-care costs are spent on 20 percent of staff members. Disease management is announced to have a $7 to $10 return on investment within a year. the 20 percent of staff members requiring the greatest medical expenditures today are typically not the same 20 percent who #8217 ll cause the greatest healthcare expenses a year or two down the road. Programs focusing on health enhancement and risk management. These programs focus on lifestyle behavior change and offer a $3 to $6 return on investment within two to five years according to a 2004 report issued by the National Company Group on Health. It #8217 s important to note that a $3 to $6 return on an entire worker population produces a higher total savings than does illness management. Good Data Drives Good Business Decisions #149 Based on more than 120 research studies the National Corporation Group on Health reported that within five years of program implementation overall benefit-to-cost ratios return on investment of - #149 $3.48 in decreased health-care costs per dollar invested. #149 $5.82 in decrease rates of absenteeism per dollar invested. August 22 2010 No Comments What Will a Wellness Program Cost by admin The Facts Speak for Themselves - Wellness Helps Reduce Costs #149 A 2003 examination of one big U.S. employer found that simply helping staff members control their blood pressure alone can save $547 per person per year. #149 Johnson and Johnson claims to have saved $38 million in health-care costs for its workers between 1995 and 1999 by promoting healthy lifestyles. Health care expenses decreased $224 per worker per year averaged over four years and this rate improved over time. the business found most benefits in the third and fourth years after program initiation. #149 A 2004 Univ. of Michigan study of 23 500 General Motors employees showed that nonexercising employees claimed at least $100 more per year in health-care costs than exercisers. The study also stated that obese sedentary employees who started exercising at least twice a week reduced their costs by an average of $500 a year. #149 the Washoe County School District in Nevada estimated that in a single year it spent $300 000 on direct costs associated with obesity and $1 million for gastric-bypass surgeries. It instituted a weight-loss program that paid staff members $10 per pound lost up to 25 pounds. Program participants missed three fewer workdays per year producing a cost savings of $15.60 per program dollar spent. Staff Time Building a successful Wellness Program requires staff time as well as money. Some larger organizations may spend 20 hours per week for three to six months preparing all the steps before launching a Wellness Program. Business Costs Monetary costs can fluctuate commonly depending on whether the employer pays all costs the staff members pay all costs or the costs are shared. A 1992 study indicated that 28% of businesses spent $5 or less per employee and 19% spent between $6-10 per employee. The Wellness Council of America estimates the cost per staff member to be between $100 and $150 per year for an effective wellness program that produces a return on investment of $300 to $450. A sample expenditure for various levels of programs include - Program Type A minimal largely paper program $1 - $7 A moderate program A medium program with several activities $16 - $35 A fairly robust program $36 - $75 A very robust effective program $76 - $112 August 21 2010 No Comments Why Invest In Corporate Wellness by admin #149 the news is not encouraging. As reported by Corporation Week family health-care premiums increased 49 percent from 2000 to 2004. Another increase of 12-15 percent is expected in 2005. General Motors expects to spend $5.6 billion on healthcare costs in 2005 or 40 percent more than it earned in profits in 2004. #149 More research shows that poor diet andphysical inactivity are major drivers of increases in healthcare costs for companys. the number of obese adults has doubled since the 1970s. #149 the rise in obesity has a meaningful impact on health-care costs. on average 2002 health-care costs for an obese person were $1 244 higher than for a person with a healthy weight. #149 Obesity is causing rapid increases in kind 2 diabetes and contributes directly to a 65% increase in diabetes treatment from 1987 to 2002. Almost $1 of every $5 spent on healthcare in the USA is for a person with diabetes. Treating staff member health care as an investment rather than a cost can yield long-term dividends #149 at least 50% of your organization #8217 s health-care costs are driven by the lifestyle related behaviors of your workers such as use of tobacco poor diet and lack of exercise. #149 In the past 10 years the annual return on investment for Wellness Programs has been as much as $6 saved for every $1 spent doubling the return on investment of earlier programs. #149 the average reduction in health-plan costs sick leave disability costs and workers #8217 compensation is more than 25 percent for well-designed Wellness Programs. #149 Fit employees are more productive employees with fewer sick days fewer accidents higher morale and lower job turnover. August 20 2010 No Comments larr Previous Entries Navigation Home About Archives August 2010 July 2010 June 2010 May 2010 August 2009 July 2009 June 2009 May 2009 April 2009 December 2008 Recent Posts What Health Providers Are Not Telling You. 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