Emerging Engagement Strategies for Employee Wellness - - PowerPoint PPT Presentation
Emerging Engagement Strategies for Employee Wellness Agenda Trends : Highlights from Bucks fourth annual survey WORKING WELL: A Global Survey of Health Promotion and Workplace Wellness Strategies
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Objective:
wellness strategies and practices Participants:
Reports:
www.BuckSurveys.com
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60% 44 % 41 % 34 % 29 % 25 % 44% 28% 23% 16% 22%
STRATEGY IS GLOBAL
(MULTINATIONAL EMPLOYERS)
Yes
54%
No
46%
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Differing cultures, laws, and practices across regions
16%
No global oversight for health care strategy Lack of vendors who can meet our global
Limited availability of language and culturally adapted tools and solutions Not a priority in our organization Other
U.S. Asia Canada Africa/Mid East Australia Europe Latin America
62 % 42 % 41 % 34 % 29 % 25 % 16% 25% 19% 30% 24 % 24 % 11 % 38% 13% 39% 28% 41% 47% 63% 46%
0% 20% 40% 60% 80% 100 % Incentive rewards offered today Not offered today, but have plans to offer No plans to offer
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Africa/ Mid East Asia Australia Canada Europe Latin America Productivity/presenteeism
2
5 4
1 1 1
Morale/engagement
1 2 2 3 2 2
Absence
5 6
3 2
4 7
Workplace safety
2
4
1
6 6
3
Work ability
4
1
5 4 5 4
5
3
8 7
3
5
Attract and retain
8 8 7 8 7 8
Promote image/brand
7 7 6 9 10 10
Health care costs
11 11 10 5 11 11
Social responsibility
9 9 9 10 9 6
Comply with legislation
9 10 11 11 8 9
Supplement gov't care
12 12 12 12 12 12
U.S.
2
4
3
6 7 5 8 9
1
10 11 12
7
Africa/ Mid East Asia Australia Canada Europe Latin America
Stress
1 1 1 1 1 2
Physical activity/exercise 4
3 3 3 2 1
Nutrition/healthy eating 4 7
1
5 5
3
Work/life issues 4
2 3 2 3
12 High blood pressure 4 10 10 8 10 4 Chronic disease
2
9 9 7 13 5 Workplace safety 9 4 6 6 4 6 Depression/anxiety 8 13 7 4 7 9 High cholesterol 12 11 11 9 12 7 Tobacco use/smoking 11 5 13 11 8 10 Psychosocial work envir. 10 8 14 12 6 8 Obesity 15 14 8 14 14 11 Sleep/fatigue 16 12 5 9 11 14 Personal safety 13 6 12 13 9 13 Infectious diseases (HIV)
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17 16 17 18 16 Maternity/newborn health 18 15 18 16 16 15 Substance abuse 14 18 15 15 15 18 Public sanitation 17 16 17 18 17 17
U.S.
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1 2
10 5
3
11 9 7 8 15 4 14 13 17 12 16 18
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REDUCTION IN HEALTH CARE TREND RATE – U.S. EMPLOYERS AVERAGE ANNUAL REDUCTION IN HEALTH CARE TREND RATE – U.S. EMPLOYERS
Yes 18% No 22% Don't know 60%
More than 10 trend percentage points per year 6-10 trend percentage points per year 2-5 trend percentage points per year 1 or fewer trend percentage points per year 2 % 10 % 61% 28 % 9
Completing a health risk appraisal Participation in workplace health "challenges" Completing a biometric health screening Obtaining regular preventive care examinations Refraining from tobacco use Tracking regular healthy living activities Completing educational courses (live or online) Contacting a health coach or advisor Adherence to a disease management program Achieving or maintaining health status results Adherence to a therapeutic regimen
57% 50% 46% 37% 37% 33% 29% 30% 25% 23% 13% 14% 19% 18% 26% 27% 30% 34% 39% 37% 33% 51% 18% 16% 21% 15% 18% 18% 15% 14% 15% 17% 14% 10% 15% 15% 21% 18% 19% 21% 16% 23% 26% 22% Offered today Plan to offer in next year Plan to offer in next 2-3 years Don't currently offer and no plans to offer 10
INCENTIVES/REWARDS Gifts/merchandise Free or low-cost preventive health services Raffles/drawings Employer-subsidized gym membership Cash Reimbursement for wellness classes (nutrition, smoking) Health insurance premium reductions Vacation days/paid time off Reduced health copayments DETERRENTS/PENALTIES Health insurance premium increases Increased health copayments Condition of employment (e.g., not hiring smokers) Benefit reduction Salary penalty Contribution to health savings and/or spending accounts Mandatory participation (such as health risk appraisal) in order to receive health insurance
49% 49% 47% 37% 35% 32% 29% 15% 12% 8% 11% 8% 10% 6% 7% 8% 13% 7% 5% 7% 10% 9% 8% 11% 6% 15% 17% 14% 10% 18% 30% 34% 35% 46% 52% 45% 40% 63% 73% 68% 15% 8% 11% 66% 84% 83% 91% 87% 96% 4% 3% 4% 5% 4% 2% 1% 7% 9% 7% 4% 2%
11 Offered today Plan to offer in next year Plan to offer in next 2-3 years Don't currently offer and no plans to offer
3% 2% 1%
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– Yes, if a wellness program is part of a health plan – If yes, discrimination in eligibility or benefits based on health status is prohibited – Violation results in excise tax liability ($100 per day per affected individual)
– Participation only
– Standard based
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– Title I applies to group health plans and insurers – Title II applies to employers and non-group health plan wellness programs (not discussed)
information
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information requested
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– Permitted as part of an employee health plan if:
medical records
employee
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– ADA and EEOC regulations do not provide guidance – Informal EEOC guidance takes a strict interpretation
participate nor penalized for nonparticipation
– Voluntary addressed under GINA Title II regulations CAUTION: Compliance with HIPAA wellness program rules does not equal compliance with ADA
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– Increase maximum permissible award from 20% to 30% and HHS, Treasury and DOL may increase up to 50% – Effective for plan years beginning on or after January 1, 2014
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– Insured plans may have to comply with state insurance law limits or restrictions on wellness programs – Non-group health plan wellness programs may need to comply with state laws prohibiting discrimination in the workplace
– Cash or cash equivalent awards are taxable – Health benefit related awards are not taxable
– Other non-cash awards
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– FSAs and HRAs – HSAs
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Resources, services and tools that enable employees to take action Motivators that encourage greater responsibility for personal health and lifestyle choices Elements that educate and promote your wellness program, and build awareness
Information “I understand” Incentives “I want to” Infrastructure “I’m able to” Mandates that enforce accountability for specific behaviors and actions Imperatives “I must”
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covered members
WHY?
care trend by as much as 50%
involvement
WILL IT FLOAT?
Information
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applicable WHY?
– Adverse risk of dependent coverage caused by cost-share strategies may create excise tax challenges in future years
– If your spouse is obese, you are 57% more likely to be obese – If your friend is a healthy eater, you are five times more likely to eat healthy
WILL IT FLOAT?
Incentives
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eligibility in the medical plan, or even as a term of employment WHY?
status WILL IT FLOAT?
Incentives
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programs that address an area of concern, in order to earn incentives
WHY?
WILL IT FLOAT?
Incentives
1. Source: Dr. Thomas R. Frieden, director of the U.S. Centers for Disease Control and Prevention, July 2, 2010 2. Source: Gallup/Healthways 2009
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with required regimen for disease management program WHY?
– Diabetes: 55% – High cholesterol: 51% – Overweight or obese: 73%
WILL IT FLOAT?
Incentives
1. Source: Elizabeth McGlynn, et al, The Quality of Health Care Delivered to Adults in the United States,NEJM, Vol. 348:2635-2645 June 26, 2003 (No. 26); NHANES 2005-06
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WHY?
– Colonoscopy costs range from $233 to $734 – Average cost is $560 – Moving to the average would save 29% of all colonoscopy costs
WILL IT FLOAT?
Incentives
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personal physician who provides comprehensive and coordinated care for the majority of the patient’s health care needs WHY?
– CHF patients had 35% fewer hospital days1 – An increase of just one primary care physician is associated with 1.44 fewer deaths per 10,000 persons2
Accountable Care Organizations (ACOs) WILL IT FLOAT?
Incentives
1. RAND and the University of California at Berkeley 2. Johns Hopkins University
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program – tie to performance bonus or terms of employment WHY?
wellness1 who:
– Go to bat for better wellness programs – Understand the human and financial benefits of health promotion – Educate other managers and employees about them – Adopt healthier lifestyles for themselves and encourage others by recognizing and celebrating others’ efforts
WILL IT FLOAT?
Imperatives
1. Wellness Councils of America
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build awareness
it’s about promoting health
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– Driven by outcomes – With one purpose – to change behavior
– Managed through one source – Resulting in one voice – expressed through effective writing
– Implemented through a strategy that optimizes online capabilities and other media – Provides members with one-stop shopping experience
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Like an independent contractor; simply minimizes cost and maximizes personal
Engaged consumer; seeks information, weighs alternatives, considers cost and
Passive, “entitled”; waits for employer to make decisions; little concern about costs
Member Role
Limited obligation or involvement in the individual’s choices Partner, enabling members to make informed decisions for their well-being Architect/custodian providing, at a minimum, adequate benefits & fair policies
Employer Role Essence of “Contract”
“We’ll take care of it for you” “We support each other and share responsibility” “You’re on your own”
Paternalism Consumerism Individualism
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– Personalize (make it real to me) – Integrate (one place, easy to access, easy to understand)
– Meaningful (enough to get my attention and move me to act)
– Enabling (design, resources, and tools to help me make better decisions and take action)
– Take responsibility for my financial health
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The Solution
employees and covered spouses/partners
experience available through one URL with
that engages employees
support all aspects of a culture of health
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incentives
avatar that reflects BMI
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improvement
data exchange with benefit plans, administrators and
single-sign-on to these outside resources
Safeway Adoption:
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– Online enrollment during the open enrollment timeframe increased to 85% (as compared to 50% the prior year) – Call volume related to login problems dropped dramatically – More than 90% of the eligible user population accessed the site (41,500+ unique visits), with “return visits” averaging 7 per user
during this timeframe did so for reasons other than making an election, as they did not make any changes during the open enrollment period
– Portal honored with International Association of Business Communicators (IABC) Gold and Bronze Quill Awards, two Hermes Creative Platinum Awards and two Awards for Publication Excellence (APEX) – Safeway program and technology is a featured topic at industry conferences
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– 100 million users in 2009 to nearly 1 billion users by 2013
Members can:
screenings, vaccinations, medications, allergies and more
elections, plan comparisons and more
recipes, benefits dictionary and more
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