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Building a Successful Health Management Strategy

Building a Successful Health Management Strategy. Why Health Management? Researchers estimate that preventable illness makes up 70% of the total health care cost. – New England Journal of Medicine

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Building a Successful Health Management Strategy

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  1. Building a Successful Health Management Strategy

  2. Why Health Management? • Researchers estimate that preventable illness makes up 70% of the total health care cost.– New England Journal of Medicine • Obese individuals generate 2x the number of WC claims and 13x more lost days from work compared to individuals maintaining a normal Waist Circumference/ Body Mass Index.– Duke University • 66% of adult Americans are overweight/obese.– CDC & Prevention 2

  3. A Well Designed, Long-Term • Health Management Strategy… • Improves the health and well-being of employees (& their families) • Enhances employee morale and productivity • Enhances organizational performance • Reduces costs • Provides an example to the community 3

  4. Where WE Are Going… Our goal is to implement a long-term strategic plan with engagement across the organization, an effective communication strategy and meaningful incentivesthat drive participation, behavior change and cost-containment 5

  5. Program Components • Health (Biometric) Screenings Campaign (On-site or PCP) • Health Risk Assessment Questionnaire Campaign • Lifestyle Management • Disease Management • Routine Annual Exams • Health Improvement Programs & Activities (Ergonomics, Safety, Weight Management, Tobacco Cessation) • Value Base Benefits Design 6

  6. Sample Strategy –Using Carrier/TPA Model 7

  7. Sample Incentive Strategy

  8. The Success of the Program Hinges on Engagement of the Target Population • The following components are critical to engagement: • Senior Executive Level Support • An Effective Communication Strategy • Meaningful Incentives • Measurable Outcomes • 62% of U.S. companies use incentives to motivate participation and behavior change. • -Working Well: A Global Survey of Health Promotion and Workplace Wellness Strategies, 2010 8

  9. Program Comparison 12

  10. A Framework for Success NEEDS INTERVENTIONS EFFECTS IMPACT Health Risks Top Down Support Defined Accountability Communication Cultural Change Incentives Awareness Education Individualized Intervention Plan Design Happier, More Productive Employees Derivable Gains Health Plan Costs Sick Leave Costs Workers’ Compensation Costs Disability Costs Presenteeism Costs Potential Gains Quality Consumerism Stamina & Resilience Cultural Shift Company Loyalty Morale Recruitment Retention Chronic Illness Medical Cost Healthier Employees Pharmacy Cost Injury Risk Behavior Change Disability Cost Absenteeism Engagement Presenteeism 9 Source: Leutzinger, J., Sullivan, S. & Chapman, L. The Platinum Book: Practical Applications of the Health & Productivity Management Model. IHPM, 2004

  11. Building a Successful Health Risk Management Strategy Discussion 13

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