It’s easier than you think! · 2014. 3. 2. · It’s easier than you think! Yesterday: Health...
Transcript of It’s easier than you think! · 2014. 3. 2. · It’s easier than you think! Yesterday: Health...
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It’s easier than you think!
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Yesterday: Health care is a benefit, up to the individual and a cost to be controlled.
Today: Health is a driver of performance. Investing in health enhances employee productivity while simultaneously lowering costs.
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In the past the
emphasis has been to
“Fix – it!”
In the future the emphasis will be
“Prevent it!”
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McCunney: A Practical Approach to Occupational and Environmental Medicine, Lippincott 2003
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Lee County Business Climate Survey Report, 4th Quarter 2013. Prepared by Regional Economic research Institute, FGCU and Horizon Council
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The Road Map
Implementing Workplace Wellness Programs
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Company Culture and Work Environment
Drug Free Workplace Tobacco Free Workplace Healthy Food Options Employee Assistance Program Support from Leadership for healthy lifestyle
Company Assessment
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Data and Metrics
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Data and Metrics
Modeling of “Typical” Company”
http://blueprint.acoem.org
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Operational Plan
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Evaluation & Refinement
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Lee County Business Climate Survey Report, 4th Quarter 2013. Prepared by Regional Economic research Institute, FGCU and Horizon Council
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• Company strategies are developed for all other factors that impact the financial bottom line of an organization.
• So why do so many companies not have a strategy around health & wellness?
• Don’t most companies spend $$$ on the health care for employees & dependents?
• If so, then why not have a formal approach to keeping employees healthy and managing the health care expenditures?
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• What is your company’s vision for the health of the employees?
• Remember the employees are the most valuable asset!
• What wellness mission statement will you want all employees to understand & follow?
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• Understand the health of the employees
• Know their health risk factors
• Manage acute illnesses quickly
• Use clinical guidelines to manage chronic illnesses
• Emphasize preventive health care
• Manage large claims continuously
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• Health history questionnaires
• Wellness evaluations
• Fitness testing
• Data collection (clinical)
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• Categorize employees into low, moderate & high health risk segments.
• Develop programs & services that keep those in the low risk category healthy .
• Develop programs & services to move those from high & moderate into a lower risk category.
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• Keeping a person in a low risk category saves the company $350
• Moving a person from a high to a lower health risk category saves the company $151
• This emphasizes the importance of keeping the healthy people healthy!
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• “Fit –it” medical care does not work - Waiting for chronic illnesses, cancers, etc. to develop is a recipe for disaster!
• The best way to lower health care costs is to keep people healthy.
• Preventive health care starts with the individual but requires that all in the continuum of health care participate.
• This requires participation from the primary care providers, the patients, specialists and all ancillary health care workers.
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• Specific attention has to be paid to each & every individual that is designated as a “large claim”.
• Many company health plans define a large claim as one over $50k.
• The health care team reviewing these claims should include an impartial medical director, a social worker, the director/manager of the health plan, a clinical person who works directly with the patients, and legal counsel as needed.
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• Wellness efforts must be emphasized at every level of
health care delivery.
• The primary care physicians & nurse practitioners should deliver preventive health care to each & every patient.
• Patients (employees) should be incentivized to have a wellness examination annually.
• The marketing department should work with the health care providers to develop educational literature on the importance of the wellness programs & services.
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• Employees who have access to urgent care for minor acute illnesses get better quicker and get back to work sooner.
• Quick access to acute care leads to lower absenteeism and improves presenteeism.
• Companies can participate in a health care consortium when they are not large enough to have their own employee health clinics.
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• Chronic disease management (CDM) programs are an integral part of the wellness efforts & should be accessible to all companies & employees
• Corporations should insist on reviewing aggregate data that shows the link between specific clinical patterns of health care, clinical outcomes and the financial implications (clinical & financial ROI)
• CDM programs should be developed for all the most common chronic illnesses (Diabetes, cardiovascular diseases, obesity, depression, musculoskeletal disorders, etc.)
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• Similar to all other corporate programs & services an annual budget needs to be set for health & wellness.
• This cannot be seen as “the flavor of the month program”.
• It has to be continuously supported for long term success!
• Corporate leaders need to understand the ROI comes after
2-3 years.
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• Concrete plans for implementation of wellness services need to be developed and discussed with the health plan, corporate leadership and then all the employees.
• The leadership & marketing personnel should deliver these messages throughout the organization and ensure that all in the company know why wellness is supported and encouraged.
• The message should be “it’s the right thing to do”!
• A healthy workforce translates into a healthy company.
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Intervention
Identify wellness champions; develop incentives for physical activity; make healthy nutrition available; encourage EAP programs to deal with the stress of life; etc.
• Intervene early: Screening programs to identify those with
unknown/untreated high blood pressure, cholesterol, diabetes or other common diseases. Offer smoking cessation classes & Weight management programs. Help manage the work schedule to lower stress in the workplace.
• Manage chronic diseases: lifestyle coaches, registered dieticians,
diabetic educators, exercise/fitness trainers, nurse managers.
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• Clinical ROI
• Financial ROI
• Data collection is of paramount importance and will help drive the programs and services
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So how do you start to develop a wellness culture in your organization?
The purpose of the afternoon session is to help with this question.
The “Solution Providers” in the room are here for this reason – they can help you start your program depending on your specific needs.