Managing Your Business Managing Wellness Managing Your Business

Rationale for Worksite Health Promotion Programs

Rationale For WHP Programs Why the Worksite? Captive Audience Consistent Environment Social Support Organizational Support Employer’s Support

Topped $1 trillion in 1996 ($1,035.1 billion) Why Wellness? Health Spending in US Topped $1 trillion in 1996 ($1,035.1 billion) Doubles every 10 years 1960 $26.9 billion 1970 $73.2 billion 1980 $247.3 billion (tripled) 1990 $699.1 billion 2000 $1.3 trillion Forecast for 2010 is $3.07 trillion

Rationale For WHP Programs Why Wellness? Increasing Costs Health plans raising premiums US Business share of health expenditures is 25% Approximately 50% of a company’s profits are spent on healthcare benefits Productivity costs estimated at twice direct costs

Rationale For WHP Programs Why Wellness? Lifestyle Accounts for 50% of Deaths Source: CDC (1980) Source: US Department of Health and Human Services (1980) Ten leading causes of death in the United States. Atlanta: Center for Disease Control, July.

Rationale For WHP Programs What’s the Goal? It’s Good for Business Employee Job Satisfaction Recruitment & Retention Enhance Competitiveness Decrease Absenteeism Decrease Workers Comp & Disability Manage Healthcare Costs

Published Research on WHP What the Research Says 1. High Risk Employees Cost More Higher Costs Less Productive 2. WHP Programs Have an Impact Health Risks Medical Claims Absenteeism Disability 3. Comprehensive Programs Have Positive ROI

Published Research: WHP Programs Have an Impact

Published Research: Comprehensive Programs Have Positive ROI

Comprehensive Programs Have Positive ROI $3.35 $4.87 $8.22 Source: Aldana (1998) Savings per Dollar Invested Source: Aldana SG. Financial impact of worksite health promotion and methodological quality of the evidence. The Art of Health Promotion 1998; 2(1):1-8.

“What the Research Tells Us” Bottom Line: “What the Research Tells Us”

Bottom Line Principles of Effective Program Design Behaviorally staged Focus on maintenance and reinforcement Program beyond risk or disease specific Tailored to health and safety risk Incentives for participation Source: Serxner SA. Practical Considerations for Design and Evaluation of Health Promotion Programs in the Workplace. Disease Management and Health Outcomes (in press). Source: Serxner (in press)

Bottom Line Principles of Effective Program Design Repeated contacts Varied formats Personalization Low cost & portable Easy to administer Emphasis on health and productivity Source: Serxner SA. Practical Considerations for Design and Evaluation of Health Promotion Programs in the Workplace. Disease Management and Health Outcomes (in press). Source: Serxner (in press)

Bottom Line Principles of Effective Program Design Multiple distribution channels Built in program evaluation Long-term orientation Integrated with Safety, Occupational Health, EAP, and Training Visible management support Source: Serxner SA. Practical Considerations for Design and Evaluation of Health Promotion Programs in the Workplace. Disease Management and Health Outcomes (in press). Source: Serxner (in press)

Bottom Line Wellness is a Healthy Investment Lower Health Care Costs Lower Absenteeism Additional Benefits Higher Productivity Lower Turnover Improved Employee Satisfaction/Morale Improved Employee Health/Quality of Life Improved Recruitment Improved Corporate Image

Total Wellness Concepts: Comprehensive Programs Health Risk Appraisals Health Screenings Program Design and Implementation On-site Wellness Seminars/Programs Incentive Programs/Awareness Campaigns On-site Pharmacy On-site Medical and Fitness Facilities Program Evaluation and Outcomes