Getting Fit: Launching a Corporate Wellness Program · 2009-10-16 · The Reasons Why We NEED...
Transcript of Getting Fit: Launching a Corporate Wellness Program · 2009-10-16 · The Reasons Why We NEED...
Getting Fit Launching a Corporate
Wellness Program
Agenda
• Corporate Wellness• VSP® Vision Care: A Case Study• Starting Your Own Program
• CIGNA Healthcare | Senior Vice President
• Communities of Health• Health, Hope & Purpose, Inc.• Health Awareness Tour,
an annual cross-America bicycle tour
Gary Earl
April Bettencourt• VSP Vision Care | Manager, Benefits & Payroll• VSP GetFIT Program℠
Corporate WellnessGary Earl
Corporate Wellness – A Historical Perspective
1912-1960’s
1969-1980’s
1980-2009
Corporate Wellness – The Historical Roots
The Reasons Why We NEED Corporate Wellness
According to projections, 86% of American adults will be overweight or obese by 2030.
Source: July 2008 Bloomberg School of Public Health, Johns Hopkins University www.jhsph.edu/publichealthnews
64.5% of American adults are presently overweight or obese.
Source: CDC, National Center for Health Statistics, National Health and Nutrition Examination Survey. Health, United States, 2002. Flegal et. al. JAMA. 2002;288:1723-7.
The Reasons Why We NEED Corporate Wellness
While the global population grows at a rate of 1.2% per year, diabetes
is increasing at a rate of nearly 4.0%.
Source: Global Strategy on Diet, Physical Activity and Health, World Health Organization, September 2006
The Reasons Why We NEED Corporate Wellness
One of every three U.S. children born after 2000 will develop
diabetes by age 50.
Source: Centers for Disease Control and Prevention (CDC); www.cdc.gov/nccdphp/publications/AAG/steps
Growth of Diabetes and Pre-Diabetes – United States
Diabetic Pre-Diabetic
Source: American Diabetes Association
18.2 20.8 23.6
41
54
57
In M
illio
ns
0
20
40
60
2005 2006 2007
The Reasons Why We NEED Corporate Wellness
Nearly 96 million American adults 20 and older have hypertension/elevated blood pressure.
Source: Health, United States 2008 U.S. Department of Health and Human Services
Chronic conditions (such as asthma) in children and teens continue to rise.
Source: Journal of the American Medical Association. June 2007
Stress in the workplace has increased 25.5% and related costs have more than tripled over the past decade.
Source: Greenberg, P. et al. Stress in America Report. American Psychological Association. September 2007, and the economic burden of depression in the
United States, Journal of Clinical Psychology, 64:12. December 2003)
Sexually transmitted disease (STD) rising sharply. Source: Centers for Disease Control and Prevention,
“Sexually Transmitted Disease Surveillance 2007”
The Economics Behind the Issues
Healthcare expenditures have increased an average 13.2%
annually since 1999.
Source: Kaiser Family Foundation; 2008 Kaiser/HRET Employer Health Benefits Survey (EHBS)
Source: U.S. Department of Health & Human Services 2008 Annual Report
The Economics Behind the Issues
It’s projected that healthcare expenditures will exceed
$15,000 per capita by 2016.
6,124
6,8607,409
7,9278,482
9,152
$0
$2,500
$5,000
$7,500
$10,000
2004 2005 2006 2007 2008 2009
Average Per Capita Healthcare Cost 2004-Present
Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2008 / U.S. Department of Health & Human Services 2008 Annual Report
Actual Projected
Ann
ual G
ross
Cos
t pe
r E
mpl
oyee
(i
n th
ousa
nds)
9,87510,655
11,49712,405
13,38514,443
15,584
0
4,000
8,000
12,000
16,000
20,000
2010 2011 2012 2013 2,014 2015 2016
Average Per Capita Healthcare Cost Projection
2010-2016
Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2008 / U.S. Department of Health & Human Services 2008 Annual Report
Ann
ual G
ross
Cos
t pe
r E
mpl
oyee
(i
n th
ousa
nds)
…is there hope?
Can CHANGE really occur?
…Do I or my organization have what it will take?
Has it been done, demonstrated, measured???
?
?
?
?
VSP® Vision Care: A Case Study
April Bettencourt
$6,1212001
Healthcare Costs Medical, Dental, and Vision
$8,2762004
$16,5552010
(projected)
200%200%
35%35%
Employee Satisfaction
86%2001
80%2004
Decreasing
Decreasing
Other Challenges
• Retiree Medical Plan– 16 in 2001– 29 in 2004– 100 in 2010 (projected)
• FMLA– Intermittent leaves at 200+
• Workers’ Compensation– EX MOD = 137%
Initial Planning
• Executive buy-in• Employee
engagement• Vendor
partnerships
• Large budget• Lots of data• Additional staff
Requirements: Resources:
Engaging Executives
Impacts of Doing
Nothing
Benefits of Corporate Wellness
• Benefit Advisory Committee– Cross-divisional– Diverse tenures, ethnicities, family
status, and life stages
• Employee Focus Groups– Awareness and value of current
benefit programs– Health awareness
• All-employee Survey– Consumer-driven healthcare
Engaging Employees
Engaging Vendors
• Partnering for Success– Wellness experts– No additional cost
• Health Risk Assessments (HRAs) plus Coaching– Kaiser Permanente– CIGNA Healthcare
• Annual Vendor Summit
Launching the Program
• Naming contest– Immediate employee engagement– More than 6,000 entries
• Winning program entry…
Top 5 Health Risks - 2005
Needs Better Diet/Nutrition
HigherCancer Risk
Below Fitness Level
Moderate-HighCoronary Risk
Overweight
Taking Action
• Healthy Eating Habits– Nutritional workshops open to
employees and dependents
Taking Action
• Improving Fitness Levels– Team activities– Workshops open to employees
and dependents– Onsite yoga– Offsite fitness club discounts
Taking Action
• VSP GetFIT Program℠– 8 sessions from 2004 to 2008– 49% participation– Results
Pounds lost:Activity minutes logged:
7,710 5,370,671
Individual Success Story:
Carmaine• Lost
– 35 pounds– 4 sizes– 16% of total body weight
• Won– California Family Fitness: Body Fit
Challenge
Team Success Story:
Account Management• 30-person team• 100% participation• Motivation varies
– Lose weight– Improve blood pressure, cholesterol,
and blood sugar levels– Positive peer pressure– Relate to clients
Taking Action
• Changing Lifestyles– Stress management– Smoking cessation
Taking Action
• Added wellness incentive– Employee + one adult dependent
• Onsite HRA• Follow-up with health coach• Annual routine/preventive exam
– $75-$150 reduction in benefits costs
• Results– 70% participation– 1,200 employees + 100 dependents
$16,555 2010
(projected)
$11,171 2008
Healthcare Costs
Slight reduction over 2007
Flat in 2009
Employee Satisfaction
80%2004
92%2008 Increasing
Increasing
Top 5 Health Risks - 2004- 2005- 2008
Moderate-HighCoronary Risk
OverweightNeeds Better Diet/Nutrition
HigherCancer Risk
Below Fitness Level
80% 67% 67%
62% 47%
64% 66% 61%
51% 46%
8%16%
37%
20%16%
6+ 4-5 2-3 1 0
Number of Risk FactorsPer HRA Participant
2005
Less Risky BusinessMultiple Risk FactorsSignificantly Reduced
Single or No RiskFactors Increased
6%14%
27%19%
30%2008
Additional Metrics• Worker’s Compensation
• Productivity measure in progress
2007 2008Average Claim Costs $3,706 $2,948
Average Lost Hours Per Ee 42 41
20% reduction in claim costs
Starting Your Own Program
April Bettencourt
Essentials for Success
• Dedicated wellness administrator
• Champions at all levels• Creative communications• Workshop attendance tracking• HRA plus follow up with health
coach
#1 Tip for Success
• Listen to your employees about what they value!