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Creating a Culture of Health – Putting Theory into Practice Joyce Young, MD, MPH

April 7, 2010. Creating a Culture of Health – Putting Theory into Practice Joyce Young, MD, MPH. Key Components of Strategy. EMPLOYEE-CENTERED INVESTMENT. INCENTIVES FOR HEALTHY LIVING PROGRAM. One no-contribution medical and dental option “Per-person” pricing for dependents

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Creating a Culture of Health – Putting Theory into Practice Joyce Young, MD, MPH

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  1. April 7, 2010 Creating a Culture of Health – Putting Theory into PracticeJoyce Young, MD, MPH

  2. Key Components of Strategy EMPLOYEE-CENTERED INVESTMENT INCENTIVES FOR HEALTHY LIVING PROGRAM • One no-contribution medical and dental option • “Per-person” pricing for dependents • Preserve access and choice • “No coverage” cash back • Option to earn $300 in cash rebates for completing two programs: • Personal vitality program • Physical activity or nutrition program • Children’s healthy weight program Commitment to Quality & Prevention Employee-centered FOCUS ON PREVENTION AND VALUE IN MEDICAL CARE HEALTH CARE REFORM Foundation in Prevention & Primary Care • Building quality into medical plans/provider relationships • Leader for Patient-Centered Primary Care & Medical Home • HIT, clinical decision support and administrative efficiency • Free coverage for primary care and preventive care • Aggressive support for chronic illness • Personalized electronic health management tools, content, and Personal Health Record Voice for Health Care Reform April 2010

  3. The Wellness Program Continuum More Comprehensive Less Comprehensive Employee Education & Awareness Healthy Workplace Environment Integration Strategic Outcome Focused Programming Evaluation Health Risk Assessment April 2010

  4. Wellness for Life Center April 2010

  5. Healthy Living Rebate Evolution Indicates yearly changes made to the programs April 2010

  6. Virtual Fitness Center April 2010

  7. Virtual Fitness Center (continued) April 2010

  8. Virtual Food Pro April 2010

  9. Children’s Health Rebate April 2010

  10. Overview of Outcomes 2003 – 2008 1 Based on smoking status designations during annual benefits enrollment (2003-2005). 2 Based on 336K HRAs completed by 121K employees 2004-2008. 3 Based on UMich analysis of 2003-2005 health care claims for rebate program participants vs non-participants (JOEM Nov 2008). April 2010

  11. IBM Population Risk Has Moved to Improved Health Wellness programs have had a dramatic impact on the health of our employees 2004 to 2008 • High health risk population reduced 59% • Low health risk population increased 23% Reduction in health risks translates into savings in health claims costs compared to expected trends with no wellness interventions • $112M estimated savings for 2005 to 2008 period *Expected risk increase with no intervention based on Edington (2001) AJHP 15(5):341-349. April 2010

  12. The New Face of Wellness Reaping the Benefits Now April 2010

  13. The Personal Vitality Rebate The new Personal Vitality Rebate is designed to help employees build energy, vitality, and optimal health by using simple techniques that boost personal energy and enhance vitality. • Employee Actions • Build Personal Vitality and Energy Profile to understand current energy and vitality levels • Use 3 Energy Building Practices to optimize personal energy and vitality over 12 weeks • Rebuild Personal Vitality and Energy Profile after 12 weeks to assess achievements in energy management, and recognize impacts on personal health and vitality April 2010

  14. How do you build vitality? April 2010

  15. Personal Vitality Rebate: Dimensions April 2010

  16. Personal Vitality Rebate Reassess vitality & reflect on any changes to personal energy & health Select techniques for optimizing energy & vitality in the 4 dimensions Evaluate current vitality & energy levels Practice 1 (4 weeks) Practice 2 (4 weeks) Personal Vitality & Energy Assessment (week 1) Personal Vitality & Energy Re-Assessment(week 12) Practice 3 (4 weeks) I typically have the energy to do the things I want when I get home from work. Physical Mental Emotional Values I usually wake up feeling refreshed. April 2010

  17. Personal Vitality Rebate: Energy Profile T1 April 2010

  18. Personal Vitality Rebate: Practices April 2010

  19. Example Practice: Daily Oscillation April 2010

  20. Personal Vitality Rebate: Energy Profile T2 April 2010

  21. The Wellness Program Continuum More Comprehensive Less Comprehensive Employee Education & Awareness Healthy Workplace Environment Integration Strategic Outcome Focused Programming Evaluation Health Risk Assessment April 2010

  22. Key Learnings Employee Education & Awareness • Good starting place • Prepares employees for more impact-focused interventions • Inexpensive • Makes Wellness intentions visible • Sets an example • Includes policies for tobacco, food and flex time supporting non-smoking, weight management & physical activity • Raises personal awareness • Identifies specific options for individual improvement • Provides aggregated data that characterizes workforce health status • May assist participants in making positive health behavior changes Healthy Workplace Environment Health Risk Assessment April 2010

  23. Key Learnings (continued) Integration • Health plan interface • Overall health benefit and employee well-being strategy • Define purpose and strategy • Develop & implement effective program management • Fund for meaningful impact • Implement effective health risk reducing interventions • Evaluate for outcomes • Levels of: • Participation • Behavior change • Risk reduction • Health cost impact • User satisfaction Strategic Outcome-Focused Programming Evaluation April 2010

  24. GLOBAL WELLNESS GUIDING PRINCIPLES • Provide proven wellness and prevention strategies that help employees: - maintain good health and resilience - reduce lifestyle related health risks - encourage utilization of valid clinical preventive health services - support the management of chronic conditions • Facilitate workplace environments that are: - smoke free, safe and ergonomically sound - support physical activity and other healthy lifestyle practices - where food is provided, offer and promote options for healthy food choices • Incorporate methodology that generates data sufficient to determine outcomes and measure program performance • Ensure protection of personal health information and support for IBM’s position on nondiscriminationin the workplace • Leverage health information technology to facilitate: - behavior change - health literacy - health consumerism April 2010

  25. Summary: The Experience of Early Adopters • Start with what you have & prepare for a long run • Use continuous improvement to advance program and increase impact April 2010

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