IBI’s Survey of HPM Practices

Research by the Integrated Benefits InstituteJanuary 2010

Source: More Than Health Promotion: How Employers Manage Health and Productivity, Integrated Benefits Institute, January 2010

IBI Research on Employers’ Experience with Health & Productivity Management

Purpose: Detail HPM program prevalence, future plans, program goals, performance measures and success in meeting employer goals.

Key Insights: Some form of HPM is nearly universal and practices are diverse across

health promotion, disease management and disability/RTW management. Employers show a robust interest in expanding resources for current

practices and adding new ones. Although reducing medical/drug costs is the top outcome sought, almost as

many seek health-related productivity improvement, but not as ardently. Prevalence of practices adopted doesn’t track with importance. A large proportion don’t know if important practices achieve productivity-

related goals and one in three measure no lost-time outcomes. When they have an opinion of the efficacy of their practices, they are most

likely to say HPM practices improve productivity-related outcomes.

The full study is available to members of IBI.

Commentary is available in Notes view of downloaded presentation.

3

98%91%

85%79%

99%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

HealthPromotion

DiseaseManagement

Disability/RTWManagement

Any program At least oneprogram ineach group

% o

f E

Rs

wit

h a

t le

as

t o

ne

pro

gra

m

Average = 15.6 practices

HPM Practices are Almost UniversalAverage 9.9/14

Average 3.3/5

Average 3.4/7

Health Promotion Programs

45%

48%

62%

64%

69%

69%

70%

70%

70%

71%

74%

75%

76%

91%

19%

12%

10%

11%

11%

15%

13%

13%

10%

5%

1%

6%

4%

5%

0% 20% 40% 60% 80% 100%

Participation incentives

On-site providers

Stress reduction education

Nutritious meals/snacks

Fitness programs

Weight management

On-site/discounted fitness

Health risk assessments

Clinical screening

Nutrition education

Ergonomic evaluations

Smoking cessation

Demand management

Employee assistance program

Offered Planned

Mean = 9.9 practices

4

Disease Management Programs

38%

57%

65%

65%

76%

16%

12%

13%

4%

9%

0% 20% 40% 60% 80% 100%

Value-based benefits

Self-care tools

Chronic diseasemanagement

Health risk coaching

Referrals forcounselors/specialists

Offered Planned

Mean = 3.3 practices

5

11%

15%

26%

45%

60%

60%

69%

6%

7%

5%

6%

4%

4%

6%

0% 20% 40% 60% 80% 100%

Admin. chargebacks

RTW incentives

RTW education

Early disability reporting

Disability duration guidelines

Transitional RTW

Nurse case management

Offered Planned

Mean = 3.4 practices

Disability/RTW Management

6

Expand/Reduce Financial Resources-- For Existing Practices --

Increase & decrease, 5%

No resource changes, 23%

Decrease one or more

practice, 4%

Increase one or more

practice, 68%

7 7

9%

10%

25%

26%

32%

65%

7%

32%

36%

58%

32%

23%

0% 20% 40% 60% 80% 100%

Other

Reduce presenteeism

Reduce sick days/disability absence

Improve employee satisfaction

Reduce health-related lost productivity

Reduce medical and/or pharmacy costs

Primary outcome Secondary outcome

Desired Outcomes for Important HPM Practices

97%

90%

62%

57%

33%

16%

8

9

10%13%

15%14%12%

10%

44%

32%36%

33%

42%40%

0%

10%

20%

30%

40%

50%

Sick Days Presenteeism Lost Productivity

% o

f P

rac

tic

es

A

ch

iev

ing

O

utc

om

es

Outcomes have worsened No EffectOutcomes have improved Don't know of any effects

Do Practices Achieve Productivity-related Outcomes?