Strategic Use of Data in Wellness Program Integration Please match fonts springbuk.com

ICWS Leadership Travis Burgett Ryan Byars Travis has over 14 years experience working in healthcare strategy and economics both with employer clients as well as within complex healthcare delivery systems. Travis is passionate about finding and creating new ways to deliver and finance healthcare in the workplace. Ryan Byars Ryan has been working in all facets of employer wellness for more than 8 years. Ryan brings extensive experience in programming designed to increase participation and improve employee health and is responsible for developing and implementing comprehensive and innovative corporate wellness solutions.

ICWS Purpose Statement We believe we can connect and integrate wellness programs with medical plan design and the healthcare delivery system in a manner which drives increased effectiveness and improved efficiency for the employer, employees and family members. Ultimately our activities with employers will lead to better health, greater productivity and a true reduction in costs to all stakeholders.

ICWS Services Start Activate Around Health Health Intelligence Platform and Identification of “Gaps in Care” Wellness Program and Incentive Design and Tracking Complete Online Employee Wellness Platform Biometric Screenings Lifestyle Coaching Primary Care Access Strategies On-site/Near Site Primary Care Clinics Pharmaceutical Dispensing Consulting on Direct Contracting with Providers Facilitation of Innovative Partnerships with Payers and Providers Purchase Differently Drive True Engagement End Game

Customization Many ways to customize Your Wellness Program Objectives Customization Many ways to customize Reduce Costs Build Culture Improve Health A Fortune 100 employer saved $136/person in annual healthcare costs after adopting a wellness program. Rand Wellness Program Study 67% of employees said having a wellness program motivated them to help achieve company goals. Economist Intelligence Unit Survey, 2016 Use this slide to express the three main objectives companies adopt wellness programs – just to offer one, to use one and make it part of the team culture, and then to provide a means for healthcare cost reduction. All have different ROIs for different reasons. This also serves up the next two slides about the base wellness program and how the premium reduction works. Reduced costs – time period was over 10 years, as well hospital admissions dropped 30%. More than 68% of U.S. employers offer a wellness program. U.S. Department of Health & Human Services

Wellness Programs without Data

Problem with Wellness Programs? Low levels of engagement Inability to measure impacts Wellbeing Financial Quality Set it and forget it annual strategy Broad based initiatives Steps and nutrition vs whole person

Data to Empower the Employer Goals Informed Strategies Targeted Efforts Increased Efficiency Better Engagement Dynamic Filters Predictive Models Qualitative Value Measure ROI Not Intended To Be Underwriting Tool Provider Informatics Static Reporting Difficult to Navigate Restrictive Access

EMPLOYER DATA IS DISPARATE AND OUTDATED BIOMETRICS EMPLOYER VENDOR PERFORMANCE CLAIMS REPORT DISPARATE DATA OUTDATED FORMAT

Intelligence Through Unification of Data Claims Coaching Unified Data via Health Intelligence Platform Biometric Enhanced user interface and experience for easy to navigate analytics. Includes predictive models Wellness Clinic

Health Intelligence Platforms Crush Excel Sheets An employer facing analytics tool that combines medical and pharmaceutical claims data with biometric screening and wellness program data to provide the following benefits: Gaps in preventive care “Gaps in Care” for those with a diagnosed disease state Projected cost savings for closing “Gaps in Care” Track real time performance against projected impacts Medical plan costs by biometric screening risk tier Targeted engagement opportunities Measure true ROI on wellness challenge participation Best in class predictive models

Gaps in Prevention Age and Gender Specific Guidelines Claims and Clinic Data Quantify the Exact Demand –Unmet Need No more guess work Identify Specific Individuals with Gaps in Prevention Targeted outreach efforts Identify Barriers and Develop Mitigation Strategies

Gaps in Care – Chronic Disease Quality of Care Improvements National and Industry Guidelines Research Literature Industry Trends Cost of Care Improvements Avoidable Costs ER Visits and Inpatient Admissions Medication Management

Financial Impacts of Risk Stratification Apply Claims Costs to Biometric Screening Data Higher Costs in High Risk Categories? Hard Dollar Impacts of Risk Categories High risk to Moderate risk Anticipate Trends and Monitor Impacts Adjust Strategies in Real Time

Predict Impacts and Monitor Results Quantify Up Front Impact of Specific Opportunities Number of Members Impacted Numbers of Gaps or Conditions Financial Impact via Claims Costs “Real Time” Updates Monthly or Quarterly Updates Mid Year Adjustments

CASE STUDY HIGHLIGHTS   Reduced PEPM spend by $42.83 over last plan year and predicted a similar trend for the next year  Identified gaps in care associated with diabetes to implement testing supplies at the onsite clinic  Restructured initiatives to include unconventional areas of wellness, such as financial and social, to engage more members  Omni Plastics is a custom thermoplastic compounder that prides itself in being flexible with customer requests and reliable in meeting customer needs.

Questions?? Travis Burgett President, Integrated Corporate Wellness Solutions 859-533-2205 travisburgett@icws-wellness.com