Presentation Transcript

1. Johnson & Johnson Global Health Services

   Award-Winning Best Practices: Employee Health
2. Why we do what we do OUR VISION: Have the healthiest, most engaged workforce for J&J allowing for full and productive lives. OUR MISSION: Deliver a competitive business advantage to the J&J Family of Companies, by providing the leadership and resources that enable the well being, full engagement, and productivity of J&J employees worldwide.
3. Health is Integral to Our Credo “An important part of our Credo responsibility to our employees is providing them with resources to lead healthier lives. Good health is important to all of us. Good health is also good business.” William C. Weldon CEO Johnson & Johnson “The health of the employee is inseparable from the health of the Corporation.”
4. A long-term commitment to a culture of health
5. Culture of Health Evolution LIVE FOR LIFE®: Partnership between Benefits, Safety, Medical, Wellness and EAP James E. Burke, J&J Chairman and CEO, set two major program goals: Encourage employees to become “healthiest in the world” Reduce health care costs through on-site programs and services Established Health & Wellness Shared Service, integrating: Employee Assistance Occupational Health Wellness & Health Promotion Disability Management Global expansion of integrated services to provide: Leadership Consultation Guidance Support Health & Wellness key policies harmonized as part of Global HR Transformation (GHRT) Wellness & Prevention identified as key New Business strategy Acquisition of HealthMedia, Inc. and Human Performance Institute, Inc.
6. Operations Conceptual Model Primary Responsibility Quality Efficiency Effectiveness Customer Satisfaction Global Health Strategies Expert Consultative Services Secondary Responsibilities Business Units/EHS & Global HR Support Business Service Delivery & Vendor Management Core Capabilities Data and Systems Accurate, Complete Data Elements Capable, Systematic Processing
7. Global Health Service Delivery US/Puerto Rico: Integrated total health delivery model: 75 staff in US supporting 29 clinics Integrated team OH, EAP, Wellness and Fitness strategic partnerships Shared service through a centralized delivery model Services delivered based on a Service Level Agreement Funded per capita + additional optional services Rest of world: J&J and contract employees deliver services to the individual sites in a decentralized model Single site and campus models exist Technical expertise and support provided by regional Global Health Managers and Medical Directors
8. Our Strategic Approach Address spectrum of needs Use proven programs/methods Measure outcomes/manage program investments Keep the healthy healthy Keep employees energized & engaged Identify and manage health and injury risks Keep employees safe Identify and manage/mitigate disease impact Keep employees working Identify and focus medical and disease management resources Reduce risks 8
9. Integrated Program Approach Mental Health & Wellbeing Occupational Health & Disease Mgmt. Onsite Occupational Health Clinics Employee Health Centers Medical Surveillance Compliance Medical Case Management Value Added Services (Phlebotomy, Pharmacy and Physical Therapy) CareConnect & Health Advocate Access to Employee Assistance Professionals 24/7 Telephonic Counseling Online Mental Health Screening HealthMedia Digital Coaching Programs Resiliency/Stress Management Training Yoga and Meditation Health Education & Awareness Program Healthy LifestylePrograms Johnson & Johnson Employees and Families My eHealth (Tip of the Day, Family Health Guides, Personal Trackers) Healthy People News Healthy People Bulletin Boards Global Health Observances (ie Move For Health, World Diabetes Day, Breast Cancer Awareness, World AIDS Day) Health Profile & Biometrics Health Profile Counseling HealthMedia Digital Coaching Programs Pedometers and Million Step Challenges Weight Watchers and Nutritional Counseling Tobacco Cessation Programs (PIQ) 9
10. Promotion & Communication 10
11. 5 factors for implementing a successful program CREATE A CULTURE OF HEALTH 1 2 PARTICIPATION 3 4 ENGAGEMENT & RETENTION SCALABILITY 5 OUTCOMES/ MEASUREMENT
12. Wellness & Health Promotion To help employees achieve optimal health, Wellness & Health Promotion programs provide global affiliates with leadership, consultation, guidance and support for the delivery of a wide range of quality health promotion programs and services. Improving the health of employees can deliver significant benefits, including increased productivity, but most importantly, employees can enjoy improved health, both on and off the job. Programs include: Activity Promotion; Eat Complete; Tobacco Cessation US: Programs are delivered via Health Fitness Corporation Globally: Program delivery varies but is usually coordinated with GH regional managers and site HR
13. Health Risk Assessment Healthy People Initiative since 1995 Annual Health Profile Tracking and Enterprise-Wide Reporting Operating Company-Level Reporting/Accountability Onward referral to Health Advising and appropriate J&J resources, such as HealthMedia®, Million Step Challenge US Participation Rates 2009: 83%* Incentives: $500 Medical Benefit Discount $250 incentive for participation in Case/Disease Management $500 incentive for participation in Maternity Program ($250 for enrollment plus $250 for postpartum screening) $150 for Healthy Weight Program *Typical HRA participation is between 30% & 60%
14. Our Risks The top three risk areas for J&J US are: Unhealthy Eating, Obesity, and Inactivity The top three areas for J&J OUS are: Unhealthy Eating, Inactivity, and Obesity US: N = 10,000 + OUS: N = 1,000 +
15. Examples of Supporting a Healthy Lifestyle Physical Activity Knowledge Building & Behavior Change Pedometers – 30,000 participants globally Million Step Challenge – 10,000 participants Exercise Reimbursement Program – 5,000 participants Environmental & Cultural Support Fitness Centers/Fitness Rooms with personalized training available Walking Trails Fitness Center Design & Activity Guidelines Healthy Eating Eat Complete Opportunities for employees to access and enjoy Nutritionally Dense Whole Foods at every cafeteria, food station, vending machine, catered event, and whenever food is served at company functions 80% of the US locations with on-site Food Services have launched the eat complete initiative Weight Watchers: At work, as well as program discounts Cancer Prevention Programs Tobacco Free Workplace Applies to all operating company locations, 98% of Operating Companies Worldwide are “Tobacco Free” Accredited CEO Cancer Gold Standard
16. Good Health is Good Business People Productivity Performance & Profit
17. High Risk Rate Comparison to US Norms and Book of Business Data(Choices Eligible) n=30,595 *Based on “Health, United States, 2008” a publication by the Centers for Disease Control and Prevention and National Center for Health Statistics, except for “Unhealthy Eating” which is based off of the Behavioral Risk Factor Surveillance System (BRFSS) data from 2007 **INSIGHT 1.0 doesn’t collect Moderate Minute Equivalents; for HealthFitness Book of Business, this figure depicts 0-2 days per week of Moderate Intensity Activity ***CDC’s definition of high glucose / diabetes = “Physician Diagnosed and Undiagnosed Diabetes” ****HealthFitness figure assumes all glucose is non-fasting unless uploaded through ScreenCalc with a different fasting value *****CDC’s definition of stress = “Serious Psychological Distress”
18. Commit to Long Term – Results will Follow POPULATION HEALTH RISK REDUCTION (2006 TO 2009) Overall increase in Low-Risk category over time. Overall decrease in Medium/High-Risk category over time. Employee health risk trends between 2002 - 2008 suggest the Johnson & Johnson healthand wellness program has an annual ROI ofbetween $1.57 - $4.09 for every dollar spent.
19. This Methodology has led to Sustainable Results Per capita healthcare costs consistently below benchmarks Population health risks trending better than the overall industry Health care costs reduced by $400/employee/year * CDC’s definition of physical activity = “engaging in light/moderate physical activity for >/= to 30 minutes at a frequency >/= to five times per week OR engaging in vigorous physical activity >/= to 20 minutes at a frequency >/= three times per week.”
20. Estimated Excess Health Care Costs(Choices Eligible) *Health Care Costs of $9,700 used in the Results Calculator software **2009 Health Profile participation = 30,595 employees ***Data extrapolated to J&J total eligible Choices population of 37,008
21. Why Global Health Metrics? Global Health Metrics will: Provide data related to the health and well-being of our employees and the subsequent impact on our business Provide accountability for our services Provide feedback on the quality and effectiveness of critical initiatives Reflect the accomplishments and earnest intentions of our staff In order to achieve our mission we must measure and understand our employees’ health risks and the effectiveness of our health service offerings to address these risks
22. Setting Global Enterprise Health Goals
23. Healthy Future 2015February 9, 2009 Our Sustainability Strategy Going beyond the Environment and must focus on our core product benefit: health Must give us clear, actionable steps today that ensure well-being in the future Must have a sense of optimism, something for our employees to rally around
24. Working towards a Healthy Future How will we get there? Six overarching strategies: our customers Advance health literacy and access to health care products and services. our employees Foster the most engaged, productive, health-conscious and safe workforce. Safeguard the planet through increased environmental stewardship of our operations & products. our environment Make life-changing, long-term differences in human health through community –based partnerships our communities our supply chain Cultivate suppliers who share our standards of ethical behavior, product quality and social responsibility. our stakeholders Actively collaborate – more broadly and more often. Healthy Future 2015