1. Overview of liveWELL program by UI Wellness
5-10 minute presentation to convey the liveWell program to leaders at The University of Iowa. UI Wellness desires to inform as many as people as possible about liveWell before this integrated model for health, safety and productivity is unveiled to campus in early The target rollout date for participation is April 1, 2006; a phased rollout will occur into the summer of It is a program goal to have approximately 70% of eligible staff complete the online Health Risk Assessment, which is the entry point into the liveWell program. Faculty, Professional & Scientific, and Merit Supervisory Exempt employees in a 50% or greater appointment are those who are eligible initially. Plans to include UI retirees, dependents, and Merit staff are being considered.
Prepared by UI Wellness. For internal use only.
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2. Agenda About liveWELL Process Benchmark Data Benefits to Individual
Benefits to Organization
Goals/Outcomes
Q & A
To assist you in having a greater understanding of this comprehensive wellness initiative, the agenda will include the following:
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3. About liveWELL
liveWELL is a collaborative effort with the overall goal of enhancing the health and well-being of UI faculty and staff. The model focuses on an integrative approach to health, productivity, and safety for faculty and staff. Partners include:
UI Wellness College of Nursing
College of Medicine College of Public Health
College of Pharmacy College of Liberal Arts & Sciences
College of Dentistry UI Health Plans
UI Benefits University of Iowa Hospitals and Clinics
Stakeholder group comprised of listed partners was convened in early Planning groups have been meeting regularly ever since. After the start of the program, partners will continue to consult on program and serve as resources for referral and follow-up.
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4. Process Health Risk Assessment (HRA) – 20 minute online questionnaire
Individual Report – Tailored feedback for personal health plan development
Health Coach
Appropriate Referral
Individual completes Health Risk Assessment (HRA) which can be accessed from liveWell website.
Personal Health Report generated that highlights risk area provides feedback for personal health improvements, and lists campus/local resources
Qualified participants may be contacted by Health Coach. May work long term with health coach in person, via telephone or via to develop tailored health improvement plan.
Health Coach is referral source to subsequent group, internal care program, external program, primary care provider
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5. Benchmark Data Private Companies Academic Settings
Johnson & Johnson - Journal of Occupational and Environmental Medicine reported a reduction in medical care expenditures of $ per employee, per year.
Union Pacific Railroad first established their worksite wellness program in 1987 and since then has made health and wellness a part of their corporate culture. According to an article in the July 2004 issue of Workforce Management, UPR estimates that during 2001 its wellness program saved the company $53 million.
Academic Settings
In January 2004, Duke University began offering a prospective health program as a new benefit to its 35,000 employees and their dependents. The core component of this program is the “health coach model.”
The body of literature on worksite wellness programs that use a model similar to that of liveWell continues to grow. A unique characteristic of liveWell is that it is among the first integrated models for health, safety, and productivity to be used in an academic setting. Private companies have demonstrated return on investments of 3:1 up to 12:1 for every dollar invested in such a program. Also unique about liveWell is the ability to utilize internal experts as part of an individuals health improvement plan, without having to outsource services to a 3rd party vendor, thus increasing costs.
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6. Benefits to Individual
Improved health
Feel better at home and work
Support to make healthy lifestyle changes
Ability to improve communication with personal physician
Eligible individuals may qualify to work one-on-one with a health coach or other professional to work towards their own individual health goals
Financial Incentive for completing HRA
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7. Benefits to Organization
Culture that supports people as our most important asset
Individual Faculty and Staff health improvement
Improved Recruitment and Retention
Cost savings through management of health care utilization and health care costs
Reduced absenteeism
Improved performance
Collaboration with campus experts/internal resources
Individual Faculty and Staff health improvement
Containment of Health Care Spending
Improved Recruitment and Retention
Programming tailored to population needs
Collaboration with campus resources (UIHC, Colleges)
Integration of Worker’s Compensation Data, Health Care utilization, pharmaceutical claims, HRIS Data for program planning, viewing of trends and patterns, and prediction of future trends
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8. Goals/Outcomes Individual health improvement
Culture that supports faculty/staff as most important asset
Metrics – Shift in UI faculty/staff population from high risk to low risk/ Maintain low risk at low risk.
Return on Investment - health care expenditures, reduced absenteeism, increased productivity
Aside from promoting individual health enhancement for all, we want to prevent people from moving into the high-risk, high-cost side. By the time people migrate from low-risk to high-risk, it is more difficult, costly, and time consuming to improve health status.
By catching all people, we hope to maintain the current healthy/low-risk population and improve the moderate to high risk population
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9. Q & A Thank you! Any questions about liveWELL can be directed to:
Joni Troester
Megan Moeller
DRAFT - For Internal Use Only