Work orksite ite Wel ellness lness Drs. Sal, Sebastian & - - PowerPoint PPT Presentation

Work

• rksite

ite Wel ellness lness

• Drs. Sal, Sebastian &

Singh

• Dr. Carmella Sebastian, “Dr. Carm,” received her MD degree from the

Medical College of Pennsylvania. She earned her Master’s Degree in Healthcare Administration from King’s College in Pennsylvania. She is Board Certified in Internal Medicine and was in active clinical practice before joining Blue Cross and Blue Shield of Northeastern Pennsylvania, where she was VP of Medical Affairs and Chief Medical Officer.

• Dr. Carm is a renowned expert in workplace wellness and enjoys

WELCOA (Wellness Council of America) certification. At Florida Blue, she oversees the NCQA-accredited wellness program, Better You from Blue, and manages over 100 client consultations per year. She frequently speaks on a range of wellness topics. Dr Carm recently published her first book, Sex and Spaghetti Sauce: My Italian Mother’s Recipe for Getting Healthy and Getting Busy in Your 50s and Beyond.

• Dr. Carm is widely admired for her straightforward talk and sense
• f humor and for offering all in her audience practical, achievable

wellness strategies and solutions.

• Discuss the magnitude of the

health problems in USA & in Lee County

• Review the incidence of

chronic illness & cancers and how this relates to the financial bottom line

• Explain how the most

common medical problems are related to lifestyle more than genetics

• Discuss the health benefits of

lifestyle management

• Discuss the definition of

Workplace Wellness (WW)

• Explain how WW programs

can be developed for any size

• rganization
• Review how WW programs

improve the health of the population and also improve the financial health of the

• rganization

The Problem

Causes of Death in the US

Genetics

loads the gun but…

Lifestyle fires

the gun!

2010 Robert Wood Johnson Foundation: Chronic Care

Number of people with chronic illness

The Toll

Average Per Capita Cost

• 32% of adults w Hypertension (high blood pressure)
• 45% with Elevated Cholesterol
• Only 35% get recommended amount of moderate physical activity
• Only 24% eat the recommended number of fruits and vegetables

daily

• 34% are overweight & 27% are obese

Cost st of Ill llness ness Beh ehavi viors

• rs and

nd Li Lifes esty tyle le

OB OBESIT ITY Over the past 15 years, there has been a dramatic increase in obesity in United States.

About one third (33.8%) of U.S. adults are

• bese & weight problems continue to increase in

the adolescent population The number of states with an obesity prevalence of 30% or more has increased to 12 states in 2010 The medical care costs of obesity: obese men cost an additional $1152; women $3613

Obesity is related to more than 20 major

chronic diseases

Ob Obesity sity

17

18

19

21

US Dept Health & Human Services

United ted States es

Spends more on health care than any other country in the world. Average of $8,327 for each American.

Chronic nic disease ase acc ccoun unts ts for roughly ghly 75 75% of health th ca care e co costs ts ea each ch ye year ar an and most st are preventab ventable! le!

Smok mokin ing

Additional health care costs attributed to smoking total $6000 per person per year! Employees who take four ten-minute smoking breaks a day actually work one month less per year than workers who don't take any smoking breaks!

SMOK OKING ING

Smoke

• kers

rs hav ave e 15 15% higher er disabil bility ity rates Smokers are 50% m more likely to b be h hospitalized for major illnesses.

SOURCE: U.S. Department of Health and Human Services, Centers for Medicare and Medicaid Services, National Health Expenditure Projections

Absent ntee eeism/P ism/Pres resen ente teeism eism

Studies udies Show how

Bank One employee study showed far greater loss of work output from diminished quality and quantity of work when present and ill (sometimes called “presenteeism”), than from occasions when employee is absent. Harvard rd studi dies es show similar findings on impact of chronic illnesses on absence and performance.

Ab Abse senteei nteeism/Presente sm/Presenteeism eism

The health conditions that contribute most to lost productivity: depression, anxiety, migraines, respiratory illnesses, arthritis, diabetes, and back and neck pain. A 2009 study dy by D

• Dr. Ronald Loepp

ppke ke: : absenteeism and presenteeism among 50,000 workers at 10 employers showed that lost productivity costs are 2.3 times higher than medical and pharmacy costs. Dow Chemical study dy from 2002:

• f the average annual health costs for a

Dow employee an estimated $6,721 were attributable to presenteeism, $2,278 to direct health care, and $661 to absenteeism.

Employee loyee with th 1 health th risk sk

1 Pelletier, 2004 2 Staywell Health Management

Did you know… if 100

employees with 3 health risks eliminated just 1 health risk, you could save $149,000 in health care costs each year?2

$1,472

in lost productivity

Pr Product ctivi ivity ty & S & Satis isfac facti tion

• n:

:

Better ter Health th Leads s to Improved ved Productivi tivity ty and E Employee ee Reten entio tion

Employee loyee with th 5 health th risks sks

Employee loyee with th 1 health th risk sk

Did you know… reducing just

• ne risk factor can represent a

9% reduction in presenteeism and a 2% reduction in absenteeism?1

1 Pelletier, 2004 2 Staywell Health Management

Did you know… if 100

employees with 3 health risks eliminated just 1 health risk, you could save $149,000 in health care costs each year?2

$1,472

in lost productivity

Pr Product ctivi ivity ty & S & Satis isfac facti tion

• n:

:

Better ter Health th Leads s to Improved ved Productivi tivity ty and E Employee ee Reten entio tion

Employee loyee with th 3 health th risks sks

$5,952

in lost productivity

This is where the rubber hits the road!

• 1. No tobacco products.
• 2. Regular physically activity.
• 3. Eat nutritious foods with each meal & snack.
• 4. Maintain a near ideal body weight.
• 5. Hydrate with water instead of sugary or high calorie drinks.
• 6. Limit alcohol intake and never drink and drive.
• 7. Get your annual wellness exam, recommended screening

tests and vaccinations per clinical guidelines.

• 8. Socialize with others and manage your stress.
• 9. Maintain good sleep habits.

10.Be grateful, give back & pay it forward!

An organi nize zed, employer yer-spo pons nsor

• red

program am that is de designed gned to su support rt employees yees (and, sometim imes, their families) ) as they y adopt and sustai tain n behav aviors rs that reduce uce healt lth h risks, improve e quality ty of life, enhan hance ce personal

• nal effec

fecti tive veness, and benefi fit t the organization’s bottom line.

• Center for Disease Control

Definiti inition:

Employer sponsored programs helping with

• Risk factor reduction
• Chronic care management
• Emphasizing healthy lifestyle behaviors
• Benefiting the individuals & the organization

clinically & financially

Total ROI = $3.27 27 for every ry $1 spent nt on welln lness. ss. Absente nteeism eism ROI $2.73 73 for e eve very y $1 spent. nt.

• Health Affairs February 2010 issue

Return turn On On Inves vestmen tment t

By Company

• mpany

H-E-B B (grocery retailer) H-E-B’s internal analyses show that annual health care claims are about $1,500 higher among nonparticipants in its workplace wellness program than among participants with a high-risk health

• status. The company

estimates that moving 10%

• f its employees from high-

risk and medium-risk to low-risk status yields an ROI

• f 6-to-1.

SAS AS Ins nsti titu tute te (software) For every dollar SAS spent to operate its on- site health care center in 2009, it generated $1.41 in health plan savings, for a total of $6.6 million in 2009 alone. ROI = 41% SAS Institute (software) Not included in the $6.6 million figure is the benefit of employees missing an estimated average of two fewer hours per visit by receiving on-campus care

The bene nefi fit t of k keeping ing heal althy thy people heal althy thy.

• Health Affairs February 2010 issue

Return turn On On Inves vestmen tment t

By Company

• mpany

Johns nson

• n & Johnson

nson

J&J’s leaders estimate that wellness programs have saved the company $250 million on health care costs over the past decade; from 2002 to 2008, the return was $2.71 for every dollar spent.

• Drs. Milani

i & Lavie

185 workers & spouses Moderate risk but without heart disease Received cardiac rehab & exercise training Resu sults ts: : 57% were converted from moderate to low-risk status by the end

• f the six-month program

Medical claim costs had declined by $1,421 per participant,

• 1. C

CEO & top leaders rshi hip support rt

• 2. C

Comprehensive ive Welln lness Team am

• 3. Em

Employee yee participati ation

• n & enga

gage gemen ment 4.

• 4. Collecting

cting Data To Dr Drive Health th Efforts ts

• 5. C

Carefully fully Craftin ing g a S Strateg tegic c Plan

• 6. C

Choosin ing g Appropriate ate Interven rventio ions ns

• 7. C

Creati ating ng a Support rtive ive Environment ironment

• 8. Carefully

efully Evaluati ating ng Outco comes mes

Benc

nchmar hmarks ks fo for Suc ucce cess ss

• 1. C

Captur uring ng CEO & L Lead aders rshi hip p Support Champion & Role Models Financial support

• 2. C

Creati ating ng a comprehensive ve Wellne ness Team Empowered & Engaged Role Models

• 3. C

Clinical cal & Financia ncial data management gement Health Risk assessment, Biometrics Workman’s Comp & Disability claims Health care utilization Wellness program participation Employee engagement

Ho How w To Do It

WELCOA’s Benchmarks for Success

• 4. W

Wellnes ess s Strategi tegic c & O Operati tion

• nal Plan
• 5. C

Choosi sing g Approp

• pria

riate te Inter erven ventio tions Base on Clinical & Financial outcomes data “Stick & carrot” Incentive programs Individual & Group involvement Have Fun!

• 6. C

Creating A S Supporti

• rtive

ve Environ ronment ent Exercise facilities & Health Nutrition in the cafeterias Incentives ($50 is lowest but don’t forget the water bottle or T-shirt) Communicate and Celebrate

• 7. C

Carefully ully Evaluatin ting g Outcomes es It is a total quality process!

Ho How w To Do It

WELCOA’s Benchmarks for Success

• Review the concepts of

educating the employed population on preventive health care

• Educating the physicians &

providers in addition to the patients

• Describe the levels of WW

programs

• Review the importance of

collecting clinical & financial data; and how to use this data to refine the WW programs

• Discuss the benefits of WW

as they relate to absenteeism, presenteeism, disability & workers comp claims, company morale and employee loyalty

Introduction of Panelists Videos from panelists companies Panel discussion moderated followed by Questions from the attendees

 http://www.lung.org/stop-smoking/  http://www.cdc.gov/tobacco/quit_smokin

g/how_to_quit/index.htm

 http://www.cdc.gov/physicalactivity/inde

x.html

 http://www.health.org  http://www.eatright.org/  http://www.choosemyplate.gov/