A Consumer Centered Health Plan. Our Vision Mercy Health Plans is an innovative health management company. We facilitate the effective delivery of healthcare.

Slides:



Advertisements
Similar presentations
WE BUILD A BRIGHTER FUTURE together American Hospitals Association Annual Meeting April 29, 2013 Raymond J. Baxter, PhD Senior Vice President, Community.
Advertisements

Idaho State Employee Wellness Division of Professional-Technical Education Jody Zauha Why Wellness – Why Now?
Healthy Indiana Plan Hoosier Innovation: Health Savings Accounts 1992: Hoosier pioneers medical savings accounts 2003: Tax advantaged HSAs authorized.
Mark III Employee Benefits WELLNESS STRATEGY For and Beyond.
The Value of Employee Wellbeing By Doris Walczyk.
Copyright © 2013 Finity, Inc. All Rights Reserved ConnectiCare HSA Solution Presentation The health of your business is at the heart of everything.
LBMC Employment Partners HealthCare 21 Business Coalition January 11, :30am-11:30am ©HealthCare 21 Business CoalitionJanuary 2012.
Worksite Solutions and Wellness Programs Felicia Wade,MD March 31 st, 2007 UMDNJ Confronting the Challenge of Obesity in Our Communities.
How to start a worksite wellness program Evelyn Escalera & Brandi Muro.
Employer-Sponsored Health Coverage Release Slides Tuesday, September 11, 2012 March 15, 2013.
Employer Health Benefit Survey Release Slides Tuesday, August 20, 2013.
HEALTH AND PRODUCTIVITY MANAGEMENT H P M THINK GLOBALLY! BY: BRIAN D. HARRISON, MD DATE:9/28/04.
Health and Wellness in a Time of Healthcare Reform = Healthy Employees are Important to the Health of Your Business.
Informing and inspiring good employee health decisions everyday!
The United States & Heart Disease Presented today by; Matt Lorup, Keith Arline, & Nick Knight.
 Many companies implement comprehensive wellness programs that focus on preventive health and lifestyle modification.  The rationale behind wellness.
© 2007 AT&T Knowledge Ventures. All rights reserved. AT&T and the AT&T logo are trademarks of AT&T Knowledge Ventures. The Importance of Health Care at.
1 Health Management A Mandatory Business Practice Presented by Erick Hathorn, Health Management Practice Leader.
Copyright © 2010–2015 Finity, Inc. All Rights Reserved. 1 Introducing our new HDHP/HSA Program.
1 Healthcare: Linking Return to Work with Healthcare Outcomes to Lower Costs Barton Margoshes, MD Chief Medical Officer CIGNA Group Insurance.
CHCWG DRAFT March 2, 2006 Hearing from the American People: Preliminary Overview of Sources and Reports March 2006 Caution: Preliminary Data Do not cite.
Value Based Health Benefit Design: more than just waiving copays RIBGH September 20, 2013 Sander Domaszewicz Irvine, CA
John M. White, Health Services 1 Building a Healthy Culture Key Elements of a Comprehensive Health Strategy John M. White, Ph.D. Global Health Promotion.
Office of Preventive Health Victor D. Sutton, PhD, MPPA Director.
Small Steps to Healthier Employees
The Business Case for Bidirectional Integrated Care: Mental Health and Substance Use Services in Primary Care Settings and Primary Care Services in Specialty.
Fit4Phoenix Health Risk Assessments (HRA) and Wellness Program for City of Phoenix Employees.
1 ©2014 by Blue Cross of Idaho, an Independent Licensee of the Blue Cross and Blue Shield Association An Independent Licensee of the Blue Cross and Blue.
Stay Well Afford Care Secure Coverage. Our Broken Health Care System 6.5 Million Uninsured 20% of Population Source: California Health Interview Survey,
Why Wellness. Chronic Diseases related to lifestyle accounts for 75% of healthcare spend, and 96% of pharmacy spend. Major opportunity for impact is keeping.
Click to jump back to the Trivia machine Helpful trivia for the Do-It-Yourself health planner Increase your knowledge and plan a healthy life with healthy.
CREATING A HEALTHIER CLATSOP COUNTY “THE GREATEST WEALTH IS HEALTH.” -VIRGIL.
Bringing the American Heart Association’s Start! Fit-Friendly Program to Employees at Erickson Retirement Communities Craig Thorne, MD, MPH, VP-Medical.
Microsoft’s Wellness & Weight Management Programs December 14, 2005 Tom McPherson Senior Benefits Manager.
1 Minnesota’s Efforts to Enhance the Quality of Health Care David K. Haugen Director, Center for Health Care Purchasing Improvement, MN Dept. of Employee.
YMCA’s Diabetes Prevention Program
Employer Health Benefit Survey 2015
People Helping People Insurance Employee Benefits Risk Management Financial Strategies Return on Investment with Performance- Based Health Management.
How Virginia Employers are Advancing Healthcare Introductory Comments June 5, 2014.
2011 Wellness Survey Data. 2 The 2011 Wellness Interest survey is sent out to staff by and in the SMART START Newsletter staff participated.
Insurope 24th General Meeting Stockholm 2004 Consumer Directed Healthcare The Next American Revolution The Next American Revolution.
Wellness, Fitness, and Lifestyle Management. Health vs. Wellness  Health- A portion of it can be determined or influenced by factors beyond your control.
Building a Successful Health Management Strategy.
Figure 1. Distribution of Individuals Covered by Private Health Insurance, by Type of Health Plan Comprehensive = health plan with no deductible or
Health System Reform Bringing the Consumer Back into the Health Care Equation.
0 Florida’s Medicaid Reform National Medicaid Congress June 5, 2006 Thomas W. Arnold Deputy Secretary for Medicaid.
The Governor’s Plan for a Healthier Indiana
1 Decision Support Tools A Key Element of Consumer Driven Healthcare The Consumer Driven Healthcare Summit John Mills Washington, D.C. September 14, 2006.
Healthy Culture Healthy Bottom line Steven M. Chevarria, CEO Health and Productivity Practice Leader Pansalus Consulting, LLC York Society for Human Resource.
Plan For Change By Group 5. Identified problem: Obesity Ineffective Health Maintenance The people of Grand Traverse County have a lack of familiarity.
Employer Health Benefits Survey Release Slides September 10, 2014.
 Agreed upon fees paid for coverage of medical benefits for a defined benefit period. Premiums can be paid by employers, unions, employees, or shared.
Return on Investment in Worksite Wellness Programs.
Assured Access Protecting Tomorrow’s Insurability Today 1.
City of Killeen Wellness Initiative June Health Care Concerns Affordability and availability of care April Kaiser Health Tracking Poll: 6.
1 Web Based Decision Support Tools Providing Information to Empower Consumers Consumer Driven Healthcare Summit John Mills Washington, DC September 27,
Balanced Workplace Health PDF A healthy workplace is a great investment Simcoe Muskoka District Health Unit “Working for a Healthier Tomorrow”
Our Healthcare System: Its Challenges Rising healthcare costs Growing numbers of uninsured Increasing shortages of caregivers Accelerating numbers of.
It’s Time to Rethink your Medical Plans Strategy Plan Planning Ahead for 2010.
Consumerism in Healthcare: The Demand to Provide High Quality Information to Healthcare Customers Consumer Driven Healthcare Summit John Mills Washington,
0 Employee Benefits Group Health Insurance – Self-Funded.
This UBA WisdomWorkplace webinar program is brought to you by United Benefit Advisors in conjunction with the Principal Financial Group
i’m taking control of my health
2016 Annual Enrollment.
Employee Webcast.
Turning the Tide in Health Care Starts with Chronic Disease
TUWellness: Activities for UHC Covered Members
Presentation transcript:

A Consumer Centered Health Plan

Our Vision Mercy Health Plans is an innovative health management company. We facilitate the effective delivery of healthcare and provide services that empower members to make healthy choices. We are driven by the need to increase access to quality care, provide excellent service and demonstrate significant value to those we serve.

30%60 million20 years obese 30% of US adults --or 60 million people-- 20 years of age and older are obese. cost of heart disease $403 billion in The cost of heart disease and stroke in the US is projected to be $403 billion in smoking 1 in every 5 deaths each year. Cigarette smoking is the leading preventable cause of death in the US, accounting for approximately 1 in every 5 deaths each year. The cost of unhealthy behaviors *according to the Centers for Disease Control

average medical plan A 2005 Kaiser Family Foundation survey of 2,995 employers showed that the average medical plan premium for family coverage is $10,800 a year… exceeds the annual …This costs now exceeds the annual pay for a minimum wage employee. Health costs: CEOs number one expense challenge

premium increasesHuge premium increases year after year. insurer to insurerJumping from insurer to insurer. Constant adjustmentsConstant adjustments of benefit options to help control healthcare costs. increased absenteeism.Unhealthy employees and increased absenteeism. Does this sound familiar?

Consumer directed healthcare… Is it the answer? Is it the answer? Key Components: Reduced benefits Increased copayments Cost-shifting to the consumer The Outcome: Consumers forgo needed medical care Harms patients with chronic conditions Cost of bad behavior is shared by all

The Right Solution Instead of shifting costs or blame, we need to shift our thinking… Employees need to view health insurance as contract with mutual responsibilities, NOT just an employer-sponsored benefit.

MyChoice is the Solution engage employees personal responsibility accountability It’s designed to engage employees, and emphasize their need to take personal responsibility and accountability for their health and lifestyle choices. influence better health, high-quality smarter health coverage. It’s a way for employers to influence better health, while protecting their ability to offer high-quality, smarter health coverage.

Why is MyChoice the solution? improve the overall health It will improve the overall health of an entire member population; - including those consumers who are not currently at serious risk and are not major drivers of healthcare costs. reduce the costelement Over time, you would be able to systematically reduce the cost element of the healthcare system. Lower costslower premiumsmore affordable coverage Lower costs, in turn, translate to lower premiums and more affordable coverage for employers.

Why it’s a smart choice for employers Higher productivity and job performance Lower absenteeism and presenteeism Improved morale Lower health care costs Higher employer job satisfaction and retention

How does MyChoice work? Participating employees and covered spouses must: Be willing to take responsibility for their health Use a secure web-based Personal Health Record to monitor their progress towards achieving health goals.

3 Steps of Participation Personal Health Record Step One: MyChoice Eligibility Questionnaire Step Two: My Plan for Health Step Three: Health Risk Assessment

Eligibility Questionnaire The employee and spouse must take and pass the eligibility questionnaire by agreeing to follow certain lifestyle behaviors. The questionnaire is taken yearly during the MyChoice open enrollment period. Question topics include: Question topics include: Seat Belt Usage Tobacco Usage Obesity Blood Pressure Cholesterol Diabetes Preventive Screenings

My Plan for Health A personal plan for health will be generated from your answers to the eligibility questionnaire. -Examples of health activities include cholesterol test, colon cancer screening, tobacco cessation program, and mammography. Throughout the year, the employee and spouse will login to a secure website and enter the date that the health activity was completed. Participating employees and spouses will be required to complete these health activities in order to be eligible for the MyChoice benefit plan the following year.

Health Risk Assessment (HRA) The HRA is a health and lifestyle questionnaire. The answers to these questions form a personalized Health Analysis Report, which includes a good habit score. Recommendations from the Health Analysis can be used to develop health and wellness goals for the upcoming year.

Healthwise Knowledgebase Highlights Access to thousands of topics including: - Health conditions; - Medical tests and procedures; - Medications; and - Everyday health and wellness issues.

What’s in it for the employees? Healthier, more productive lives A sense of mutual responsibility in their healthcare Increased benefits Decreased premiums and copayments

MyChoice Benefit Options Option A: Selection based on benefit levels Option B: Selection based on contribution levels Option C: Selection based on both benefit and contribution levels

The correlation between incentives and adoption The optimal reward amount should be just enough to tip the balance. Employees must perceive the difference in either benefit or contribution levels to be significant.

Results: what is the outcome of using MyChoice? given the opportunity they embrace it.When members are given the opportunity – with incentives – and the appropriate tools to take responsibility for improving their personal health, they embrace it. focuses on wellness and rewardsThis enables employers to foster a culture that focuses on wellness and rewards employees who get and stay healthy. healthier employeesspend less Ultimately, healthier employees spend less on healthcare services.

MyChoice Results

Keys to your Success Employer support and accountability Employee education and responsibility Incentives in the form of richer benefits and reduced copays

Why you can’t afford not to use MyChoice Shifting costscan hurt Shifting costs to employees can hurt employee morale and commitment and will not solve the cost problem. Poor lifestylesill health Poor lifestyles lead to ill health. Indirect costs of poor health can be more costly Indirect costs of poor health – incidental absence, disability, and presenteeism – can be more costly than medical and drug costs. Healthy employees cost the least Healthy employees (and dependents) consume fewer services and cost the least.

The Bottom Line Healthy employees mean more productive employees, a result every employer wants.

A Final Thought Employers invest large amounts of money in training, computers, and pay-for-performance to maximize employee output… Shouldn’t employers also invest in the health of their employees to improve both the quality and value of the goods and services they produce?