1. Chatham University The Journey to Health & Wellness

2. Copyright 2013 UPMC WorkPartners All Rights Reserved 2 Health Management Incentive Program Goals Support our members in practicing healthy behaviors, improving their health and controlling health care costs by: –Improving the health behaviors and health outcomes of the population –Improving chronic and complex condition management competence –Increasing utilization of preventive care for the entire population –Increasing engagement across all targeted health management interventions

3. Copyright 2013 UPMC WorkPartners All Rights Reserved 3 Why should we care? Mission - Promote an organizational culture of health Vision- Deliver exceptional programs that keep people healthy and aim to improve conditions Goal - Improve … understand … partner Healthy behaviors are the largest single determinant of health care and total costs: Improving behaviors through worksite programs, we dramatically improve employees’ health and employers’ economic bottom line

4. Copyright 2013 UPMC WorkPartners All Rights Reserved 4 Managing Health Care Costs NBGH/Towers Watson Survey 2013 Two-thirds of survey respondents said the biggest worksite health care challenges are: Employees’ poor health habits Employees’ poor attitudes Employees’ lack of participation in wellness programs Chart Source: Dr. Judd Allen, Welcoa Senior Leadership Support is Key

5. Copyright 2013 UPMC WorkPartners All Rights Reserved 5 Employee accountability is a key strategy Hewitt Survey Numbers: Surveyed employers who use or plan to use financial penalties when employees do not participate in health improvement programs. Surveyed employers using or planning to use penalties who said the penalty will be higher premiums. Surveyed employers who said they impose or plan to impose penalties on smokers. Surveyed employers who plan to or already require workers to participate in disease-management and lifestyle-behavior programs or face a penalty. Surveyed employers who plan to or already require workers to agree to a biometric screening or face a penalty. 47%: 81%: 64%: 50%: 45%: Source: Hewitt Associates, March 2012. Hewitt surveyed nearly 600 large U.S. employers representing more than 10 million workers.

6. Copyright 2013 UPMC WorkPartners All Rights Reserved 6 Vision “Perhaps the best approach to increasing meaningful wellness participation levels in formally linking your benefit program to your wellness plan design.” Consumers are beginning to understand that the money spent from their paychecks and their health accounts for health care is their money. Consumers medical costs are impacted by personal health behaviors. –Unhealthy choices cost money. 75% of chronic conditions result from poor lifestyle choices.

7. Copyright 2013 UPMC WorkPartners All Rights Reserved 7 Learning Objectives To better understand: Effect wellness initiatives have on business results Wellness program elements and business rationale Barriers and solutions Personalized strategies Employee engagement and behavior change Effective communication and program promotion Program evaluation and assessment reports Continual improvement with good, better, best program models

8. Copyright 2013 UPMC WorkPartners All Rights Reserved 8 Dimensions of Wellness Wellness is multidimensional and fluid. The 6 dimensions in our lives require balance, energy, and vitality to result in optimal health.

9. Copyright 2013 UPMC WorkPartners All Rights Reserved 9 Chatham University Story The Journey to a Culture of Wellness Frank M. Greco Assistant Vice President of Human Resources

10. Copyright 2013 UPMC WorkPartners All Rights Reserved 10 The Journey To Health & Wellness Fulfilling a vision of “a community of health and wellness” by fully utilizing our new Athletic & Fitness Center. How can we be proactive in educating and motivating our community in health and wellness awareness?

11. Copyright 2013 UPMC WorkPartners All Rights Reserved 11 Learning Points of Fit for the Future since 2004 launch Turn lofty goals to “One Employee at a Time” Employees love and respond to challenges Diverse Wellness Committee Top Management Support Onsite biometric screenings – great investment that paid big dividends Launch Take a Healthy Step – validated/customized feedback Data Driven and Personal Touch

12. Copyright 2013 UPMC WorkPartners All Rights Reserved 12 Provide a personalized health management experience for every member Address the 13 most prevalent chronic conditions and 5 health behaviors that produce poor health outcomes and increased cost Provide automated validation and tracking of all health management and wellness activities Maximize the effectiveness of employer’s incentive investment Provide a standard platform for incentive administration across all client health and wellness programs and activities Take a Healthy Step Review

13. Copyright 2013 UPMC WorkPartners All Rights Reserved 13 New for 2015 – Outcomes-Based Biometric Screening Dashboard Control expands to provide detailed history and improvement recommendations.

14. Proven Results

15. Copyright 2013 UPMC WorkPartners All Rights Reserved 15 Health Risk Progression Awareness of Health Markers Key Initiative: MyHealth Questionnaire Cohort Risk LevelBY 2010BY 2013Difference Low (0-2)70.3%81.1%10.8% Medium (3-4)27.0%8.1%-18.9% High (5+)2.7%10.8%8.1% Biometric TestBY 2010BY 2013Change in % Unaware Unaware of one value35.1%21.6%-13.5% HDL27.0%8.1%-18.9% LDL29.7%18.9%-10.8% Triglycerides24.3%10.8%-13.5% Glucose29.7%8.1%-21.6% T. Cholesterol24.3%5.4%-18.9% Blood Pressure18.9%8.1%-10.8%

16. Copyright 2013 UPMC WorkPartners All Rights Reserved 16 Key Findings: BY 2010 / BY 2013 Movement by Risk CategoryChange in Lifestyle Risks 86.5% - Maintained/Improved Risk Category MyHealth Questionnaire Cohort Risk Category Low (0-2)Moderate (3-4) High (5+) Low (0-2)67.6%2.7%0.0% Moderate (3-4) 10.8%5.4%10.8% High (5+)2.7%0.0% Risk FactorChange in % at Risk Life Satisfaction -10.5% Physical Activity -7.9% Perception of Health -5.3% Obesity-2.6% Alcohol-2.6% Blood Pressure-2.6%

17. Copyright 2013 UPMC WorkPartners All Rights Reserved 17 Below illustrates the percentages of Chatham University’s employees’ who benefited from increased awareness of their health risk measures as a result of participation in the MyHealth on-site screenings. Key Initiative: Biometric Screening

18. Copyright 2013 UPMC WorkPartners All Rights Reserved 18 Fit for the Future Payoff Those that participated in TAHS through June 2013 maintained their pre-TAHS costs (from 2010 and 2011). Those who did not participate in TAHS in 2013 experienced a statistically significant increase in total PMPM and medical PMPM.

19. Copyright 2013 UPMC WorkPartners All Rights Reserved 19 Cost Savings Achieved through Health Improvement Savings from Tobacco CessationSavings from Weight Loss/Maintenance Savings from Stress Reduction Savings from Increased Activity $1,036/member* $2,745/member* $2,548/member*$1,499/member* *Sum of savings 2007-2011

20. Copyright 2013 UPMC WorkPartners All Rights Reserved 20 2014 Was a Banner Year New Incentive by Waiving the Annual Deductible By Completing Healthy Steps ($500/$1000) Over 80% of Employees Achieved This Incentive Compared to 55% in Prior Years. Continued Successful Programs In Weight Management, Smoking Cessation, On-Site Flu Shots, Health Coaches etc. Successful Marketing\Communications Strategy with Gaming and Social Media Average Annual Health Insurance Premium Increases = 4.7% Over Nine Years Consistent Buy-In From All Employees Including Unions

21. Copyright 2013 UPMC WorkPartners All Rights Reserved 21 For more information, please contact: Frank M. Greco, Assistant VP of Human Resources Chatham University 412-365-1680 Greco@Chatham.edu Tom Drennan, Manager Wellness Account Services UPMC Health Plan DrennanTP@UPMC.edu 412-454-8811

22. Questions