Wellness that Works

Wellness that Works Why? Roadmap Regulations Example(s) Questions

Wellness that Works Why? You have to! Rising Health Care Costs Wellbeing of Team Members Competitive Benefits Organizational Culture

Wellness that Works

Medical Costs (Projected at 8%)

Wellness that Works How? Justify/Sell It Leadership Commitment Internal Data External Research Leadership Commitment Visible & Vocal Demand Leadership from Supervisory Level Establish Year 1-2-3 Goals Well-planned Communication

Wellness that Works Year One: Communication Plan Sell the “Why” Health Premiums Wellbeing Incentive Benefit Enhancement Integrate into Corporate Communication Tools Initial Message from Leadership Emphasize Permanency

Wellness that Works Year One: Simplicity One or Two Goals Weight Smoking BP Build Program(s) Around Goals Monthly Incentive for Participation Name Your Program

Wellness that Works Year One: Health Baseline Management of Data Health Risk Assessment? Biometrics (paid for out of health plan) Management of Data HIPPA Internal or Health Plan Integrate into Benefits Enrollment/Fair

Wellness that Works Year One: “Lunch and Learns” Fitness Classes Dietary, Health, Financial Fitness Classes Gym Membership Discounts On-site Health Screenings Mammography

Wellness that Works Year One: Competition(s) Cafeteria Offerings Tangible Data Rewards Promotes Program Cafeteria Offerings Establish Walking Trails

Wellness that Works Year One: Be Flexible Allow Wellness during Work Celebrate Successes Survey Employees

Wellness that Works Year Two: Communicate Success Identify “Champions” Establish “Wellness/Culture” Committee Increase Incentive Hire a Wellness Coach (Paid for out of health plan?) Consider Additional/Different Goals

Wellness that Works Year Three: Increase Incentive Ergonomics Integrate into Health Premiums Ergonomics Sitting is the new smoking! Employee Heath Department RN/NP Share Your Story

Wellness that Works Wellness Regulations: Voluntary Incentive limited to 30% of medical coverage Reasonably designed to promote good health Incentive must be available to all “Reasonable Alternatives”

Case Study Healthcare Georgia High Prevalence of Chronic Disease (Diabetes) Over 50% Obesity rate (over 70% of RN’s) Average age: 49

Communication Board Team Leaders Key 100 Team Members Physicians Media Kick-Off

Wellness that Works

Percentage of Individuals in Each Category Total % 2006 Cat 1 43 Cat 2 44 Cat 3 13 %’s Total % 2007 Cat 1 50 Cat 2 36 Cat 3 14

Weight Loss by Category: Jan-Dec 2006 Totals - Dec Cat 2 2240 lbs Cat 3 1766 lbs Total 4006 lbs Category 3 Category 2 Total 2007 Totals - Dec Cat 2 1254 lbs Cat 3 1544 lbs Total 2798 lbs Category 3 Category 2 Total

2004 502 Approvals 2005 492 Approvals 2006 359 Approvals 2007 FMLA Requests 2004 502 Approvals 2005 492 Approvals 2006 359 Approvals 2007 343 Approvals

Sick Leave- 8 Hour Days Used 2004 14,539 2005 14,480 2006 13,866 2007 8,723

Pharmacy Claims Year Total 2004 $2,277,576.39 2005 $2,545,768.89 2006 $2,504,768.00 2007 $2,858,684.00 2008 $2,147,707.43

Medical Cost 8% Increase Scenarios Claims

HR as Consultant… HR Consulting Practice $250k net revenue #1 Favorable comment from new TM’s Recruitment tool

Wellness that Works Successful Wellness Programs: Capital Metro Transit Authority (Austin) Absenteeism decreased 25% Health Costs decrease over 3 years Virgin Financial Incentive Johnson & Johnson 42% of smokers stopped 55% lost weight Health Costs decreased $400 per member

Wellness Does Work! Summary: Leadership-Driven Initially Simplicity HR/Employee-Driven Simplicity Ingrained in Culture Mine the Data Continuous Marketing Celebrate Your Success!

THANK YOU!!! Rick Roche rjrhr@Hotmail.com (513) 377-7647