Henry Ford Health System Employee Wellness...2011 – Launch of new vision statement. Traditional...
Transcript of Henry Ford Health System Employee Wellness...2011 – Launch of new vision statement. Traditional...
Henry Ford Health SystemEmployee Wellness
Bethany Thayer, MS, RDDirector, Wellness Programs & Strategies
Henry Ford established a unique integrated model– Positioned to be sustainable during
the latest economic downturn– Positioned to be uniquely competitive
in the regional market23,000 employees– Fourth largest employer in Metro
DetroitHenry Ford Medical Group– 1,200 physicians and researchers– The nation’s third largest group
practice– 10,000 clinic visits/procedures per
business day Henry Ford Hospital– 802-bed academic medical center– 16th largest teaching hospital in the
U.S.– 3rd largest hospital in Metro Detroit
System Overview
System Overview4 Community Hospitals
– Macomb-Clinton Township– Macomb-Warren– Wyandotte– West Bloomfield
3 Behavioral Health facilities64 Medical Centers for ambulatory care, outpatient surgery, emergency services and eye careExtensive health-related services2 nursing homes, 10 health products sites, 4 home care branch offices, 14 owned or managed dialysis facilities, 7 hospice sites, including 2 residences, 22 retail pharmacies & 18 eye care centersHealth Alliance Plan & subsidiaries– 474,742 enrollees– HMO, PPO, CDHP products
Henry Ford Physician Network
HFHS Wellness Initiatives1987 – Heart Smart® Program (community nutrition program)1995 – Center for Health Promotion and Disease Prevention1996 – Smoking Intervention Program1996 – Fitness Works (full fitness facility)2003 – Employee Wellness cost center with FTEs2005 – HAP / HealthMedia2006 – HFHS offers 1st wellness incentive to employees2007 – Henry Ford campuses become tobacco-free2009 – HFHS opens West Bloomfield Hospital
- Henry Ford food service becomes trans-fat free2010 – HFHS offers Health Engagement2011 – Launch of new vision statement
Traditional ThinkingSilos– HR Benefits– HAP delivering market competitive plans and services– Henry Ford Medical Group as medical provider
Health and wellness programsDisease management
– Autonomous Wellness programs– Employee Health clinic
Focus on regulatory compliance and infection control “Health” is a “personal choice”– Employees free to participate – or not - in healthy programs– Company-sponsored health & wellness’ programs for ‘fun’
Wellness Services for HFHS Employees2003– Employee Wellness cost center initiated with budgeted $ and FTEs
2005– Health Plan (HAP) offered incentive of $25 to complete HRA– Health fairs with health screening – Walking/Nutrition programs– Women’s Health Program pilot– Walking Paths, Aerobics at HFH– Weight Watchers at Work– 12,000 employee participants in above programs
2006– HFHS offered wellness incentives to employees
Wellness Services for HFHS Employees2007– Working together with HR, Communications and
Marketing
2008– CHPDP worked with HR and consultants to develop
healthcare strategy to promote wellness– “Henry Ford Health System offers health benefits to
positively impact the health and productive lives of its employees and their families.”
Building the Foundation: 2009Program Design & Benefits– PCP as gatekeeper of care– Co-pay redesign - ER, Urgent Care, Specialty Care, Pharmacy– Integrated wellness incentive strategy– Medical Advisory Team
Employee Experience– Employee Focus Group
unaware of employee wellness program“Move to Improve, is that an exercise program?”confidential and convenient
– Move to Improve campaign– Include employees AND their families– Wellness Ambassador Network
Measurement & Process Integration– Obtain aggregate analysis of employee health status, and participation– Initiate data warehouse for predictive modeling
Culture of Health– Food - Holistic inclusion (Pain-free living)– Education - Fitness (walking paths, etc)
VALUES
Culture of Wellness National ThoughtLeader
EmployeeEngagement
Leverage UniqueStrengths Data Driven
DOMAINS
Benefits and Design EnvironmentalWellness
Program
EMPLOYEE WELLNESS
KEY DRIVERS
EmployeeSafety
HealthEngagement
Employee Health CHPDP EAP
COMMUN ICAT ION
Benefits: Health Engagement Overview
Lifestyle Behavior Wellness TargetTobacco Use(20 points) Non-Smoker; Agree to treatment plan
Healthy Weight(15 points) BMI goal of < 30; Agree to treatment plan
Blood Pressure(15 points) Reading of <140/90; Agree to treatment plan
Cholesterol Control(15 points)
LDL-C results meet Michigan Quality Improvement Consortium guidelines; Agree to treatment plan
Alcohol Use(5 points)
Members alcohol use is < 2 drinks/day; Agree to treatment plan
Blood Sugar(10 points) HbA1c < 7.0; Agree to treatment plan
Preventive Tests(20 points)
Member has received all age/gender specific tests; Agree to test within a recommended time period
85 + points to qualify
Benefit Design EnhancementsAccess & Adherence to Preventive Care
Eliminate Co-Pay for all Preventive Care Office Visits based on evidence based recommended guidelines:
Colorectal Cancer ScreeningsMammographyCervical Cancer ScreeningsProstate Cancer ScreeningsLabs (certain DX)Recommended Eye and Hearing ExamsRecommended Physical Exams and preventive screensRecommended GYN ExamsSmoking Cessation ServicesWell Baby/Child Exam/Prenatal visits
Reduce Ob/Gyn co-pays to the same level as Primary Care Office visit co-pay levels
Wellness Programming
Employee Wellness Website
2010/11 Wellness ProgrammingEducation Programs (classes, online)RecessWeight Watchers At Work Team Up for Wellness (social networking, challenge)Wellness Ambassadors EAP/Stress ManagementSmoking Intervention ProgramStress and Pain Free LivingFarmer’s Markets / CSA
Environmental
Physical environment– Safety– Walking paths– Smoke-free– Fitness centers/classes onsite– Walking/standing meetings
Environmental
Food– Healthy Food in Healthcare Pledge– Trans-fat free– No fryers– Culinary Wellness team
Influence model
Is it Working?
Succeed HRA Participation at HFHS2005 - $25 – paid out to HAP members
only2006 - $75 – total payout $465,300
2007 - $50 +$50 – total payout $593,350
2008 - $25 + $100 – total payout $432,150
2009 - $150– total payout $746,850
2010 – Enhanced Benefit Plan– Total includes employees +
covered spouse
0
5000
10000
15000
20000
25000
05 06 07 08 09 10
Succeed HRA 2005-2010
Wellness Programs are WorkingHFHS Lifestyle Score
70
72
74
76
78
80
82
84
2005 2006 2007 2008 2009 2010 2011
Life
styl
e Sc
ore
(0-1
00)
HFHS Average BOB Average
Wellness Programs are WorkingHFHS Lifestyle Score
70
72
74
76
78
80
82
84
2005 2006 2007 2008 2009 2010 2011
Life
styl
e Sc
ore
(0-1
00)
HFHS Average BOB Average
For every point lifestyle improves, HFHS saves per employee:
* $30 on medical claims annually* $140 improved productivity
$1 M in medical claims$5 M in productivity improvement
890
6,30
0
5,00
0
4,20
0
5,92
0
20,1
16* Dr. Vic Strecher', Health Media Inc. ENGAGE Conference, May, 2010
2010/11 Health Engagement Scorecard
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
2010 Tobacco Use2011 Tobacco Use
2010 Weight Management2011 Weight Management
2010 Blood Pressure2011 Blood Pressure
2010 Blood Sugar2011 Blood Sugar
2010 Cholesterol2011 Cholesterol
2010 Alcohol Use2011 Alcohol Use
2010 Preventive Tests2011 Preventive Tests
OnTarget
TreatmentPlan
Non-Compliant
HFHS Vision
Transforming lives and communities through health and wellness –
one person at a time.
Lessons LearnedIntegrated planning approach crucial– Core Healthcare Strategy Team– HEr implementation Team– Communication Team– Medical Advisory Team
Need to understand employee awareness, expectations and concerns– focus groups, wellness ambassadors
Healthcare workers may be more:– Reluctant to participate in wellness programming– Concerned with confidentiality
Participation follows dollars, butIntegrating wellness programming such as HRA as a component of an Enhanced benefit design drives participation more than $$People wait until the last minute to complete requirements
2011 and BeyondIntegrate health and wellness programming, like HealthMedia online lifestyle management programs and health coaching with Health Engagement.Utilize third party data warehouse that integrates medical claims, HRA and other wellness data Ensure wellness programs are data drivenBuild wellness into new-hire orientation in a more meaningful way.Build, strengthen and engage wellness ambassadors.Educate Medical Group physicians as to the scope of wellness resources availableWork to identify and address gaps in wellness programmingContinue working on cultural changes around food, fitness, etcAddress policies (smoking, food, leaving work station, etc)Package HFHS employee wellness program to transform lives and communities through health and wellness – one person at a time.
Questions?
Transforming lives and communities through health and wellness –
one person at a time.