North Carolina Supplemental Cardiovascular Disease Prevention Project: Design and Objectives

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Employee Health Management
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Well
Risk
Urgent
Disease
3
Well
Risk
Urgent
Disease
25
4
Well
Risk
Urgent
Disease
5
Well
Risk
Disease
Urgent
5
6
Well
Risk
Urgent
Disease
7
Well
Risk
Urgent
Disease
60
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Well
Risk
Urgent
Disease
9
Well
Risk
Urgent
Disease
10
10
Well
Risk
Urgent
Disease
11
Well
Risk
Urgent
Disease
10
60
5
25
12
Disease
25
13
Urgent
5
14
Risk
60
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Well
10
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Who Needs Help Adopting and Maintain Healthy
Behaviors?
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Who Needs Help Adopting and Maintain Healthy
Behaviors?
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How to Build a Wellness Program
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How to Build a Wellness Program(That really
works)
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What is a Wellness Program?
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The Bottom Line
Employee related costs
Unhealthy culture and behaviors
Health risks
Chronic disease
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Effective Wellness Programs

• Create a worksite culture of health by
• Creating awareness/educate
• Motivating
• Providing tools and skills
• Promoting wellness policies and environments

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6 Steps

• Get leadership support
• Create a wellness team
• Determine current health status
• Plan and implement wellness strategies
• Change the worksite culture and environment
• Evaluate

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1. Get Leadership Support
Healthcare costs Productivity losses Recruitment
and retention Absenteeism Workers comp STD and
LTD
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Relative Employee Costs Due to Poor Health
Health Care Costs
Workers Comp
Absenteeism
Presenteeism
Edington, Burton. A Practical Approach to
Occupational and Environmental Medicine
(McCunney). 140-152. 2003.
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Productivity losses

Presenteeism
Absenteeism

unable to concentrate poor quality of
interpersonal communication the need to repeat a
job work more slowly
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Value of Lost Productivity
Your Annual Health Care Costs
3 X
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• Pharmaceutical companies
• Malpractice and law suits
• High tech equipment
• Medical profession salaries
• Administration
• Waste/fraud

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2. Create a Wellness Team
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• Adds credibility and importance to your efforts
• Provide program PR
• Team lightens the load
• Provides stability

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Potential team members

• senior and mid-level managers
• front-line employees
• benefits managers
• union representatives
• human resources personnel
• marketing and communications directors
• safety coordinators
• information systems representatives
• health care representatives

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What does the team do?

• Decide to use vendors or go it alone
• Oversees the wellness efforts
• Establishes the vision and operating plan
• Decides on goals and outcomes to measure

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Whos going to do this?

• Time and resources requirements depends on number
  of employees, number of worksites, and scope of
  the program
• Internal staff, interns, or a new hire
• Vendors

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• Its not
• We want a vendor to solve this problem for us
• It is
• How can the vendors help us create a worksite
  culture of health?

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3. Determine current health status
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• Health Risk Appraisal
• Free?
• Vendor?
• Clinical risk measures?

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• Health Risk Appraisal
• Free?
• Vendor?
• Clinical risk measures?

An HRA is NOT a wellness program!
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Dont forget

• Current health care expenditures
• Current rates of absenteeism

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Q and A
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How long will it take to get the program going?

• The planning process can take from 3-7 months
• Data collection, risk, health care costs,
  pharmaceuticals, behaviors
• Look at worksite health culture
• Understand the benefits package and how wellness
  fits in. What will the package look like with a
  wellness program?

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What about integration throughout the company?

• Work across departments
• Safety
• Medical
• EAP
• Facilities
• Benefits, HR etc

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How do we communicate with employees?

• Multi-site locations
• Decentralized
• English as a second language
• No access to the web
• Spouses, significant others, and dependents

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Whats it going to cost?

• What does your insurance company offer?
• What does your health care provider offer?
• What about vendors?
• Can it be done for free?

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Whats it going to cost?
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Is Big Brother watching?

• Secure, confidential data
• How hard should you push healthy behaviors?
• How far do you go to verify compliance?
• No food police or fitness freaks allowed
• What about unions?

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What about HIPAA?

• Wellness program can discriminate based on health
  risk status provided.
• The amount is lt20 of health benefit
• Program must promote health
• Employees can try every year
• Provide an alternative way to get the award
• Disclose the award rules

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4. Plan and implement wellness strategies
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anything that changes employee behavior

• Educate / create awareness
• Motivate
• Build skills
• Change the employees environment

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• Flyers
• Posters
• Email notifications
• Television/video programs
• Books

• Payroll stuffers
• Internet sites
• Magazines
• Lunch and learns
• Special speakers
• Newsletters

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Behavior Change Programs..

• Move It!
• The Culprit and The Cure
• TV Timeout
• Random Acts of Kindness
• The Fast Food Guide
• Maintain Dont Gain
• Food Makeover

• Earth Wise
• What's Your Pressure
• Good to the Bone
• Silver Buckle
• Fall into Fitness
• Drive Sober
• Chopping Block
• Finding Fiber
• Fat Fighters

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• Low hanging fruit
• Preventive screenings
• Flu shots
• Seat belts
• High hanging fruit
• Onsite fitness facility
• One-on-one coaching/training

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Motivate

• Before/after stories in newsletters
• Incentives
• Extrinsic and intrinsic

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Impact of cash incentives
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Motivate

• Before/after stories in newsletters
• Incentives
• Extrinsic and intrinsic
• Completion of HRAs
• Team competitions

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Build Skills (How do I do this?)

• How to overcome barriers
• How to strategies
• Goal setting, contracts
• Healthy substitutions
• Making healthy choices
• How to make healthy foods
• Finding inexpensive healthy foods

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5. Change the worksite culture and environment

• Physical Environment
• Policy
• Culture

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Wellness requires benefits plan changes

• Different health care plan for participants
• Lower copays, deductibles and premiums for
  participants
• Contribute to FSA or HRA with participation
• Others

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• Policies
• Medical coverage for preventive services
• No smoking policies
• Flex time
• Time on the clock to be healthy
• Free from overly stressful work

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Supportive Environments

• Physical environments
• Healthy food in cafeteria
• Healthy food in vending machines
• Farmers market
• Realistic work demands
• Opportunities to be physically active
• Walking paths
• Time to exercise
• Onsite shower or lockers

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• Smoke free air to breath at home
• Safe place to exercise
• Convenient access to healthy, inexpensive foods

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6. Evaluation

• Participation and satisfaction
• HRA data (behavior and biometric)

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6 Steps

• Get leadership support
• Create a wellness team
• Determine current health status
• Plan and implement wellness strategies
• Change the worksite culture and environment
• Evaluate

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