wellness program workshop · this presentation will provide a road map to launch a new wellness...
Post on 22-Aug-2020
2 Views
Preview:
TRANSCRIPT
WELLNESS PROGRAM
WORKSHOP
P R E S E N T E D B Y : A RV I D R . “ D I C K ” T I L L M A R , T I L L M A R C O N N E C T L L C
Not just politically correct, developing a wellness program can save you real dollars with studies showing that 80
percent of all health care spending is preventable and 50 percent of these potential savings come from
wellness, lifestyle and behavioral changes. This presentation will provide a road map to launch a new wellness
program or improve an already existing one, so join us to improve your bottom line.
Independent Insurance Agents of Wisconsin
© 2013 Tillmar Connect, LLC
THE NEED FOR WELLNESS
Prevention
Why?
Increase in illnesses
© 2013 Tillmar Connect, LLC
3
The biggest threats facing the American work force
today are obesity, tobacco use, and stress.
Together, these lifestyle factors contribute to lost
productivity and absenteeism, among other
problems, but a wellness program can work to
combat all three
THE NEED FOR WELLNESS
© 2013 Tillmar Connect, LLC
Source: National Business Group on Health,
BENEFITS OF WORKSITE
WELLNESS PROGRAMS
© 2013 Tillmar Connect, LLC
5
THE NEED FOR WELLNESS
© 2013 Tillmar Connect, LLC
Hostess introduces
Twinkies, 1953 Ray Kroc franchises the
McDonald Brothers, 1955
And then introduces
“supersizing,” 1993
MILESTONES IN CONTEMPORARY AMERICA
© 2013 Tillmar Connect, LLC
Awareness/education
Motivation
Tools, strategies
Policy and environment
INDIVIDUAL BEHAVIOR
© 2013 Tillmar Connect, LLC
Individual
© 2013 Tillmar Connect, LLC
© 2013 Tillmar Connect, LLC
10
© 2013 Tillmar Connect, LLC
11
© 2013 Tillmar Connect, LLC
12
© 2013 Tillmar Connect, LLC
13
It’s All About
Behavior Change
© 2013 Tillmar Connect, LLC
14
Individual Family
© 2013 Tillmar Connect, LLC
15
16
Individual Family Worksite
© 2013 Tillmar Connect, LLC
© 2013 Tillmar Connect, LLC
18
Individual Family Worksite Community
© 2013 Tillmar Connect, LLC
19
20
21
22
Individual Family Worksite Community Nation/
World
© 2013 Tillmar Connect, LLC
23
23
Constraining Medical Costs
Centers for Disease Control & Prevention, 2006 Behavioral Risk Factors Surveillance System
No Data <10% 10%–14% 15%–19% 20%–24% 25%–29% ≥30%
No Country Can Fund All the Consequences: • Hypertension • Type 2 Diabetes • Osteoarthritis • Stroke • Coronary Heart • Gallbladder • Sleep Apnea • Respiratory Issues • Some Cancers
Obesity Trends Among U.S. Adults (BMI>30%)
1985 1986 1987 1988 1989 1990 1991 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006
BEHAVIOR & LIFESTYLE: WEIGHT GAIN
1986-2006
© 2013 Tillmar Connect, LLC
PERCENT OF OBESE (BMI>30) U.S. ADULTS
© 2013 Tillmar Connect, LLC
PERCENT OF OBESE (BMI>30) U.S. ADULTS
© 2013 Tillmar Connect, LLC
PERCENT OF OBESE (BMI>30) U.S. ADULTS
© 2013 Tillmar Connect, LLC
PERCENT OF OBESE (BMI>30) U.S. ADULTS
© 2013 Tillmar Connect, LLC
29
No Data <4% 4%-6% 6%-8% 8%-10% >10%
DIABETES TRENDS AMONG ADULTS IN THE U.S.
BRFSS 1990
© 2013 Tillmar Connect, LLC
30
No Data <4% 4%-6% 6%-8% 8%-10% >10%
DIABETES TRENDS AMONG ADULTS IN THE U.S.
BRFSS 1991-1992
© 2013 Tillmar Connect, LLC
31
No Data <4% 4%-6% 6%-8% 8%-10% >10%
DIABETES TRENDS AMONG ADULTS IN THE U.S.
BRFSS 1999-1994
© 2013 Tillmar Connect, LLC
32
No Data <4% 4%-6% 6%-8% 8%-10% >10%
DIABETES TRENDS AMONG ADULTS IN THE U.S.
BRFSS 1995-1996
© 2013 Tillmar Connect, LLC
33
No Data <4% 4%-6% 6%-8% 8%-10% >10%
DIABETES TRENDS AMONG ADULTS IN THE U.S.
BRFSS 1997
© 2013 Tillmar Connect, LLC
34
No Data <4% 4%-6% 6%-8% 8%-10% >10%
DIABETES TRENDS AMONG ADULTS IN THE U.S.
BRFSS 1998
© 2013 Tillmar Connect, LLC
35
No Data <4% 4%-6% 6%-8% 8%-10% >10%
DIABETES TRENDS AMONG ADULTS IN THE U.S.
BRFSS 1999
© 2013 Tillmar Connect, LLC
36
No Data <4% 4%-6% 6%-8% 8%-10% >10%
DIABETES TRENDS AMONG ADULTS IN THE U.S.
BRFSS 2000
© 2013 Tillmar Connect, LLC
37
No Data <4% 4%-6% 6%-8% 8%-10% >10%
DIABETES TRENDS AMONG ADULTS IN THE U.S.
BRFSS 1995-1996
© 2013 Tillmar Connect, LLC
38
Obesity costs U.S.
companies $13 billion
annually
These workers have
36% higher medical
costs than fit
employees
A WEIGHTY TOLL ON EMPLOYERS
© 2013 Tillmar Connect, LLC
39
THE HIGH COST OF SMOKING
A smoker costs the employer $3856/yr in added healthcare costs and lost productivity
The overall prevalence of tobacco use is about 25% of the population, which can be generalized to any workplace population
Calculating the cost of smoking: Assume a workplace with 100 employees
Assume 25 employees use tobacco
Result = $96,400/yr in business borne costs associated with smoking
Because of this high cost, it is estimated more than 6,000 companies now refuse to hire smokers
Alaska Airlines requires a nicotine test before hiring people
Kalamazoo Valley Community College stopped hiring smokers for full-time positions
Union Pacific won’t hire smokers
© 2013 Tillmar Connect, LLC
40
THE COST OF POOR HEALTH
Lost productivity
related to absence &
presenteeism
compared to
medical & pharmacy
costs
Medical Costs
25%
Absenteeism
Lost Productivity
36%
Presenteeism
Lost
Productivity
34% STD/LTD/WC
5%
IBI Research Insights - Single employer example © 2013 Tillmar Connect, LLC
Chronic disease has $1 TRILLION impact on U.S. lost productivity each year.
41
Goetzl, R; JOEM 45(1) 5-14 2003
TOP 10 MOST COSTLY HEALTH CONDITIONS
© 2013 Tillmar Connect, LLC
42
Health Care System 10%
Environment 20%
Genetics 20%
Lifestyle 50%
EXPENSE DRIVERS
© 2013 Tillmar Connect, LLC
43
Tobacco: 8,100 +/- deaths per year in Wisconsin
Poor diet: Physical inactivity: 6,900 +/- deaths per year in Wisconsin
Microbial agents: 1,700 +/- deaths per year in Wisconsin
Alcohol: 1,600 +/- deaths per year in Wisconsin
Toxic agents: 1,000 +/- deaths per year in Wisconsin
Medical errors: 1,300 +/- deaths per year in Wisconsin
Motor Vehicles: 800 +/- deaths per year in Wisconsin
Firearms: 400 +/- deaths per year in Wisconsin
Sexual behavior: 400 +/- deaths per year in Wisconsin
Not insured: 300 +/- deaths per year in Wisconsin
Illicit drug use: 300 +/- deaths per year in Wisconsin
PREVENTABLE CAUSES OF DEATH IN WISCONSIN
TOTAL: 22,800
© 2013 Tillmar Connect, LLC
Six Unhealthy Truths Tell the Story of the Rise of Chronic
Disease and It’s Impact on Health and Health Care 44
Truth #1: Chronic Diseases are the #1 cause of death and disability in the U.S.
Truth #2: Chronic diseases account for 75% of the nation’s health care spending.
Truth #3: About two-thirds of the rise in health care spending is due to the rise in the prevalence of treated chronic disease.
Truth #4: The doubling of obesity between 1987 and today accounts for nearly 30% of the rise in health care spending.
Truth #5: The vast majority of cases of chronic disease could be better prevented or managed.
Truth #6: Many Americans (five in six) are unaware of the extent to which chronic disease harms their health – and their wallets.
www.fightchronicdisease.org © 2013 Tillmar Connect, LLC
IMPACT OF HEALTH RISK FACTORS ON PRODUCTIVITY
45
Risk Factors considered in study include:
Tobacco Use
BMI <18.5 or >24.9
Physical inactivity
Lack of emotional fulfillment,
High stress
High blood pressure
High cholesterol
Alcohol use
Overdue preventive visits
Diabetes
25.9%
6.3%
0.0%
0%
5%
10%
15%
20%
25%
30%
0 risks 1 risk 2 risks 3 risks 4 risks 5 risks 6 risks 7 risks 8 risks
Mea
n L
ost
Pro
du
cti
vit
y
Presenteeism
Absenteeism
Boles M, Pelletier B, Lynch W. The Relationship Between Health Risks and Work Productivity.
© 2013 Tillmar Connect, LLC
AS HEALTH RISKS INCREASE, SO DO EXCESSIVE COSTS
46
$840$1,261
$3,321
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
Low Risk (0-2
Risks)
HRA Non-
Participant
Medium Risk (3-4
Risks)
High Risk (5+ Risks)
Excess Costs
Base Cost
These represent the
maximum savings
opportunity if you
moved people from
High (6+ risks) to
Low (0-2 risks)
$175$292
$757
$0
$500
$1,000
$1,500
Low Risk (0-2
Risks) N=685
HRA Non-
Participant N=4,649
Medium Risk (3-4
Risks) N=520
High Risk (5+ Risks)
N=366
Excess Costs
Base Cost
Chart Sources: Medical Edition: Edington. AJHP. 15(5):341-349, 2001; Disability: Wright, Beard, Edington. JOEM. 44(12): 1126-1134, 2002
Average Annual Medical Cost
Average Annual Disability Cost
© 2013 Tillmar Connect, LLC
AS HEALTH RISKS INCREASE, SO DO EXCESSIVE COSTS
47
Have at least 1 coronary risk factor 75%
Were rated poor for nutrition practices 70%
Have high blood pressure 60%
Smoke 57%
Are 20% over their ideal body weight 40%
Exercise Regularly 20%
-There were 3 complicated pregnancies last year that cost the company $300,000
-The interest survey indicated that the majority of employees would like to participate in programs with their families, would like
aerobics classes during the day and would like a weight control class at work. A few employees indicated they wish to quit
smoking.
-An additional survey showed that almost all managers were supportive of the proposed wellness program. It further indicated that
managers would participate and encourage others to as well.
Sample XYZ Company Summary Report - Percentage of employees who:
© 2013 Tillmar Connect, LLC
IMAGINE IF YOU COULD SAVE 25% OFF YOUR RISING
HEALTH CARE COSTS
48
25% savings off of Rising Health Care Costs
$1,080 $1,151 $1,291 $1,440$1,587 $1,730 $1,845 $1,958
$7,832$7,379$6,918$6,348$5,758$5,162
$4,604$4,320
$0
$2,000
$4,000
$6,000
$8,000
$10,000
1999 2000 2001 2002 2003 2004 2005 2006
Year
An
nu
al em
plo
yer
healt
h c
are
co
st
per
em
plo
yee
© 2013 Tillmar Connect, LLC
49
WELLNESS PROGRAMS
EFFICACY &
CASE STUDIES
© 2013 Tillmar Connect, LLC
50
A multitude of studies show ROI averages of $3 for every $1
invested
One recent study had the return as high as 10 to 1
Companies must be patient. “Worksites typically don’t realize
returns until about three years into the program. If an
organization is willing to wait two or three years, it will be
capable of achieving this magnitude (3 to 1) of ROI.”
A review of 32 studies found claims costs were reduced by
27.8%, physician visits by 16.5%, hospital admissions by 62.5%,
disability costs by 34.4% and incidence of injury by 24.7%
NUMEROUS STUDIES DOCUMENT STRONG ROI
© 2013 Tillmar Connect, LLC
51
From a review of 73 published studies of worksite wellness programs
Average $3.50-to-$1 savings-to-cost ratio in reduced absenteeism and health care costs
From a meta-review of 42 published studies of worksite wellness programs
Average 28% reduction in sick leave absenteeism
Average 26% reduction in health care costs
Average 30% reduction in workers’ compensation and disability management claims costs
Average $5.93-to-$1 savings-to-cost ratio
A comprehensive health management program at Citibank
$4.56-$4.73-to-$1 savings-to-cost ration in reduced total health care costs
WELLNESS WORKS, ACCORDING TO ROI STUDIES
© 2013 Tillmar Connect, LLC
52
BUSINESS CASE &
IMPLEMENTATION
WELLNESS PROGRAMS
© 2013 Tillmar Connect, LLC
53
DEFINING HEALTH RISKS & RISK LEVELS
Health Risk Measure High Risk Criteria
Alcohol > 14 drinks per week
Blood Pressure Systolic >139 mmHG/Diastolic >89
mmHG
Body Weight BMI =/>27.5
Cholesterol >239 mg/dl
Existing Medical
Problem
Heart, Cancer, Diabetes, Stroke
HDL <335 mg/dl
Illness Days >5 days last yr
Life Satisfaction Partly or not satisfied
Perception of Health Fair or Poor
Physical Activity <1 time per week
Safety Belt Usage Using safety belts <100% of time
Smoking Current smoker
Stress High
Overall Risk Levels
Low Risk 0 to 2 high risks
Medium Risk 3 to 4 high risks
High Risk 5 or more high risks
© 2013 Tillmar Connect, LLC
54
GET WELL OR PAY NOT TO
Consumers may be able to improve their health and bottom line by participating in
company sponsored wellness programs.
More employers are offering cash, discounts and even lower health insurance
premiums to entice workers to participate in a variety of programs.
Starting next year, employees could have further incentives to get healthy as more
companies add penalties to insurance premiums for workers who don’t partake.
“It’s an opportunity to get cash for doing what’s right for you.
Despite cutbacks amid the recession, 58% of large U.S. companies now offer
lifestyle-improvement programs, up from 43% in 2007, according to a Watson Wyatt
Study. And 56% provide health coaches, compared with 44% in 2007. Health-risk
appraisals are offered at 80% of companies, up from 72% in 2007.
© 2013 Tillmar Connect, LLC
55
DISCOUNTS AND FREEBIES
Employees may be able to get $200 to $300 for
participating in health-risk appraisals, smoking-cessation,
weight management and preventive care classes.
Other offerings include heavily discounted weight
loss programs and free or discounted gym
memberships. At some companies, employees who
participate are rewarded with gift cards or lower
insurance premiums.
© 2013 Tillmar Connect, LLC
56
WELLNESS PROGRAMS
EMPLOYERS’
EXPERIENCES
WITH ROI
© 2013 Tillmar Connect, LLC
57
HISTORICAL PERSPECITIVE ON SAVINGS
Johnson & Johnson Started in 1979
Invested $30M, 94% participation rate
Cholesterol, activity and smoking
Results of $224 per year savings per employee ($8.5M annually)
Pitney Bowes Analysis 1991; Health Care University started in 1993
2.8:1 ROI for participants in HCU
Increased productivity, less absenteeism for gym members
Ergonomics showed a 5.1 ROI
Union Pacific Winner of C. Everett Koop Award 1994, 1997, 2001
Smoking down from 40% to 28% over 10 years
10% decrease in lifestyle related healthcare costs equating to $53.6M dollar difference in 2001
© 2013 Tillmar Connect, LLC
58
... AND TODAY’S EXPERIENCE
2008 PRICEWATERHOUSE COOPER’S HEALTH
AND WELLNESS TOUCHSTONE SURVEY RESULTS:
69% of 561 companies have a wellness program
Less than 30% of members participate: the use of incentives increases
participation
52% of respondents don’t believe wellness programs are effective at mitigating
healthcare costs, improving performance/productivity, or enhancing employee
engagement/loyalty.
They do believe they are effective at reinforcing corporate responsibility and image
Only 37% of respondents integrate occupational health with their wellness
strategy
© 2013 Tillmar Connect, LLC
59
ASSOCIATION OF RISK LEVELS WITH SEVERAL
CORPORATE COST MEASURES
Research conducted at the University of Michigan has shown that the low risk employees (1-2
risk factors) have lower cost for short term disability, workers’ comp, absence and health care
costs whereas high risk employees (5+risk factors) have higher costs.
Source: Wright, Beard, Edington, JOEM 44 (12): 1126-1134 © 2013 Tillmar Connect, LLC
WELLNSS PROGRAM SAVINGS
© 2013 Tillmar Connect, LLC
So, how do
you do it?
WELLNSS PROGRAMS
© 2013 Tillmar Connect, LLC
Benchmark #1 - Capturing CEO Support
Benchmark #2 - Creating Cohesive Wellness Teams
Benchmark #3 - Collecting Data To Drive Health Efforts
Benchmark #4 - Carefully Crafting An Operating Plan
Benchmark #5 - Choosing Appropriate Interventions
Benchmark #6 - Creating A Supportive Environment
Benchmark #7 - Carefully Evaluating Outcomes
WELCOA’s 7 BENCHMARKS
© 2013 Tillmar Connect, LLC
ONE SIZE DOES NOT FIT ALL!
WHAT DOESN’T WORK
Health Assessments alone
Low budget, low intensity, low participation rates
Programs that focus on what’s in it for the organization, not
the individual participant
“Under the radar” initiatives
NIH (not invented here) philosophy
Huge incentives that would be better used for programming
HERO Panel: EHM – What Really Works? HERO Forum for Employee Health Management Solutions
New Orleans, Louisiana -- October 2007 Ron Z. Goetzel, Ph.D.
Cornell University and Thomson Medstat
© 2013 Tillmar Connect, LLC
Employ features and incentives that are consistent with the organization’s core mission, goals, operations, and administrative structures;
Operate at multiple levels, simultaneously addressing individual, environmental, policy, and cultural factors in the organization;
Target the most important health care issues among the employee population;
Engage and tailor diverse components to the unique needs and concerns of individuals;
Achieve high rates of engagement and participation, both in the short and long term;
Achieve successful health outcomes, cost savings, and additional org. objectives;
Are evaluated based upon clear definitions of success, as reflected in scorecards and metrics agreed upon by all relevant constituencies.
BEST CRITERIA FOR WELLNESS PROGRAMS
© 2013 Tillmar Connect, LLC
Robert H. Lustig, MD, UCSF Professor of Pediatrics in the Division of Endocrinology, explores the damage caused by sugary foods. He argues that fructose (too much) and fiber (not enough) appear to be cornerstones of the obesity epidemic through their effects on insulin. Series: UCSF Mini Medical School for the Public [7/2009] [Health and Medicine] [Show ID: 16717]
http://www.youtube.com/watch?v=dBnniua6-oM
DR. ROBERT LUSTIG
© 2013 Tillmar Connect, LLC
Sample Comprehensive Report
Sample Executive Summary
WELL WORKPLACE
© 2013 Tillmar Connect, LLC
(double click on documents to bring up full PDF versions)
http://www.welcoa.org/wwpchecklist/
© 2013 Tillmar Connect, LLC
1. A Vision/Mission Statement for
The Wellness Program
2. Specific Goals and Measurable
Objectives
3. Timelines For Implementation
4. Roles And Responsibilities
5. Itemized Budget
6. Appropriate Marketing Strategies
7. Evaluation Procedures
ESSENTIAL ELEMENTS: WELLNESS PROGRAMS
© 2013 Tillmar Connect, LLC
THE EFFECTS OF AN EFFECTIVE WELLNESS PROGRAM
Click image below to read full article
© 2013 Tillmar Connect, LLC
Companies are now using incentives to drive participation in health
programs
Of nearly 2,000 U.S. surveyed employers, 84% offer employees incentives
to participate in a health risk questionnaire (HRQ) and 64% of those
offer an incentive for participation screening.
51% provide incentives to employees who participate in health improvement
and wellness programs.
The use of monetary incentives, in particular, has increased dramatically
in 2012.
A growing number of employers are beginning to link incentives to a
result.
THE USE OF INCENTIVES
© 2013 Tillmar Connect, LLC
The need to have SMART goals & objectives for your Wellness Programs:
SMART GOALS & OBJECTIVES
© 2013 Tillmar Connect, LLC
WHO’S TO BLAME IF YOU’RE FAT?
© 2013 Tillmar Connect, LLC
WHO’S TO BLAME IF YOU’RE FAT?
Click image below to read full article
© 2013 Tillmar Connect, LLC
Emphasis of Preventative Care in the
Affordable Care Act
http://www.healthcare.gov/news/factsheets/2010/07/preventive-services-list.html
Well City Milwaukee
www.wellcitymilwaukee.org
REFERENCE GUIDES
© 2013 Tillmar Connect, LLC
75
48 Teaspoons Sugar
16 oz 32 oz
44 oz 52 oz 64 oz
RETHINK YOUR DRINK
© 2013 Tillmar Connect, LLC
1. 4.2 grams of sugar = 1 teaspoon of
sugar
2. Before you order a drink, ask how
much sugar is in the beverage – it is
listed in grams on the ingredients list
3. After you do the math, simply divide
the number of grams of sugar by 4 –
and ask yourself if almost 10 or more
teaspoons of sugar is really what you
want.
Teaspoon of Sugar
Here’s what carbonated soft drink
consumption – sugared and diet sodas –
looked like in 2010. Average American
chugged the equivalent of 48 two-liter bottles
and 206 12 – ounce cans of soft drinks in one
year.
A YEAR OF SODA: 44.7 GALLONS
© 2013 Tillmar Connect, LLC
Preventative Services
Recommended Preventative Services
Women’s Preventative Services
Health Outcomes in Wisconsin
Update on Affordable Health Care Act Preventative Benefits
© 2013 Tillmar Connect, LLC
© 2013 Tillmar Connect, LLC
QUESTIONS & ANSWERS
© 2013 Tillmar Connect, LLC
Arvid R. “Dick” Tillmar
Health Advocate
8820 West Cleveland Ave
West Allis, Wisconsin 53227
(414) 690-2232
Web: http://www.tillmarconnect.com/
Email: tillmar@tillmarconnect.com
LinkedIn: www.linkedin.com/in/dicktillmar
THANK YOU!
© 2013 Tillmar Connect, LLC
“INTELLECTUALS SOLVE
PROBLEMS, GENIUSES
PREVENT THEM.”
ALBERT EINSTEIN
© 2013 Tillmar Connect, LLC
top related