1. Impact of an Incentive-Based Health Promotion Program on Employee Satisfaction, Engagement at Work, and Self-Reported Health
Ron Z. Goetzel, Ph.D.
Research Professor, Emory University Rollins School of Public Health
141st APHA Annual Meeting
Boston MA – November 2013

2. Presenter Disclosures
Ron Goetzel
The following personal financial relationships with commercial interests relevant to this presentation existed during the past 12 months:
BMS funded the research being presented today

3. Project Team
J. Ross Maclean, MD , Bristol-Myers Squibb, New York City, NY
Teresa Gibson, PhD , Truven Health Analytics, Ann Arbor, MI
Emily Ehrlich, MPH , Truven Health Analytics, Ann Arbor, MI
Enid Chung Roemer, PhD , Rollins School of Public Health, Institute for Health and Productivity Studies, Emory University, Washington, DC
Ginger Carls, PhD, Truven Health Analytics, Ann Arbor, MI
David Shepperly, MD , Bristol-Myers Squibb, New York City, NY
Study Sponsor: Bristol-Myers Squibb

4. Bristol-Myers Squibb Program Evolution
January 2011
livinglifebetter with value-based benefit design (VBBD) launched
Pre-2011
Company sponsored health and wellness programs
January 2013
Two year anniversary of livinglifebetter with VBBD
Claims and participant survey data available for analysis
Screenings
Health risk assessments
Incentives for health and wellness program participation
Health and wellness program enhanced with VBBD
VBBD: lowered or eliminated financial barriers to high-value drugs and services for employees and dependents with diabetes and comorbid CVD

5. A Multi-Component Wellness and Incentive Program With Enhanced VBBD
The livinglifebetter Health and Wellness Program 1
Know Your Numbers 2
Assess Your Health 3
Manage Your Health
VBBD with Enhanced Diabetes/Comorbid CVD Benefit
Added to
For BMS employees & dependents

6. The livinglifebetter Health and Wellness Program
1. Biometric Screening
The livinglifebetter Health and Wellness Program
Employees obtain vital measures and predictors of future health at no cost:
Hemoglobin A1c
Blood Pressure
Cholesterol
At worksite for corporate employees
At Quest Diagnostics labs for remote workers 1
Know Your Numbers 3
Manage Your Health 2
Assess Your Health

7. The livinglifebetter Health and Wellness Program
2. Health Assessment
The livinglifebetter Health and Wellness Program
Consumer-friendly online health-risk assessment (HRA) that enables employees and dependents to receive a personalized assessment of their health.
Accessed through livinglifebetter program website
Instant results reporting to users 1
Know Your Numbers 3
Manage Your Health 2
Assess Your Health

8. The livinglifebetter Health and Wellness Program
3. Reward Platform
The livinglifebetter Health and Wellness Program
Employees manage their risk by selecting activities and health behaviors appropriate to their health status
Platform includes multiple tracking tools, mobile access, online health “journeys,” consultations, and employee-initiated telephonic counseling
Modest cash incentives for participation 1
Know Your Numbers 3
Manage Your Health 2
Assess Your Health

9. + Novel Value-Based Benefit Design
VBBD Enhanced Diabetes and Comorbid CVD Benefit
Value-based benefit design (VBBD) focused on diabetes and comorbid cardiovascular conditions.
Employees with diabetes have $0 copays for:
Prescription drugs for diabetes and related CVD conditions
In-network physician visits
Diabetes equipment and supplies
Lab tests

10. SURVEY PURPOSE AND FOCUS
To assess the process of how the Living Life Better campaign was implemented
Focus
Living Life Better
Participation and Satisfaction
Program Impact on Health and Employee Engagement
Appeal of Incentives
Future Plans for Participation

11. SUMMARY OF SURVEY ADMINISTRATION
Year 2 Employee Survey – 22 months post- implementation of the Living Life Better Program
Launched December 3, 2012
Closed December 21, 2012
Response Rate
2,259 employees randomly selected and invited to participate in the study
1,202 employees responded to the survey
Response rate = 53%
Locations
Responses from all US locations
Both corporate and field offices

12. RESPONDENT INFORMATION

13. LIVING LIFE BETTER PROGRAM PARTICIPATION
More than half of respondents indicated that they had participated in the program last year (54%)

14. LIVING LIFE BETTER PROGRAM SATISFACTION
The majority of respondents, who participated in at least one of the program elements, indicated that they were satisfied with the Living Life Better program (68%)

15. HEALTH IMPACT OF LIVING LIFE BETTER PROGRAM
Living Life Better exerted a positive effect on workers’ physical health
Half of the respondents saw a positive effect on their physical health (50%)

16. OVERALL IMPRESSIONS – EMPLOYEE ENGAGEMENT
Most agreed with the statement:
“The Living Life Better and Enhanced Benefits for Diabetes Program at BMS show that BMS cares for its employees.” (79%)
“I appreciate BMS’s concern for their employee’s health and wellness.” (89%)

17. APPEAL OF PROGRAM INCENTIVES
Direct cash payments were reported to be the most appealing incentive for participation % cited this as "very appealing”
Incentive Type
Response Rate for Very Appealing
1. Direct cash payment (as a check or extra compensation)
68%
2. Reduced premiums on health insurance
66%
3. Reduced co-payments or co-insurance
63%
4. Gift cards for retail businesses (e.g., Starbucks, Target)
61%
5. Time off from work (e.g., extra hours or days of personal leave time)
55%
6. Entry tickets into a lottery for a large prize (e.g., iPad)
18%
7. Specific rewards while at work (e.g., free chair massage)
17%
8. Branded gift items (e.g., pedometer w/BMS & LivingLifeBetter logo on it) 8%
Response format: 3 point scale from “not at all appealing” to “very appealing”

18. LIVING LIFE BETTER – PLANS FOR FUTURE PARTICIPATION
Most respondents plan to participate in the Living Life Better Program next year (63%)

19. CONCLUSION
More than half of the 2,259 randomly selected BMS employees responded to The Living Life Better Survey administered in November 2012 (53%)
Participation with Living Life Better was good, 54% of respondents indicated that they had participated in the overall program
Satisfaction was high, 68% were satisfied with the overall Living Life Better program, 81% with the Enhanced Benefit
Living Life Better exerted a positive effect on workers’ physical health (50% agreed)
Living Life Better exerted a positive effect on employee engagement, 89% of respondents indicated that the program shows that BMS cares for its employees
Survey findings provide context to the quantitative program evaluation and contribute to understanding program quality, success and value-based benefit design (VBBD) impact on health and financial outcomes