1. 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 Shield Association Workplace Wellness Idaho Association of District Boards of Health Annual Meeting

2. 2 Today’s discussion Laying the foundation Defining workplace wellness Reviewing models and best practices Common misconceptions Results Q & A

3. 3 What We Know We use more healthcare as we age Most groups are getting older Most of us are connected to an employer workplace Health risks increase healthcare costs, sick leave use and worker’s comp cost Health risks are very common in our work force Healthcare spending is not normally distributed Individual healthcare spending doesn’t stay high When health risks change, healthcare costs change

4. 4 What’s Driving the Interest in Wellness “Ten Modifiable Health Risk Factors Are Linked To More Than One-Fifth Of Employer-Employee Health Care Spending” Depression remained the most important predictor of higher healthcare costs ($2,184 or 48% higher) High blood glucose, high blood pressure and obesity were strongly related to increased healthcare costs (31.8%, 31.6% and 27.4% higher respectively) 32.2% of employees in survey were obese According to a recent Gallup poll, Idaho ranks 23 rd with an obesity rate of 25.9%

5. 5 Average Annual Healthcare Spend Source: Kaiser Family Foundation, National Conference of State Legislators

6. 6 What is Workplace Wellness? “Workplace wellness is any workplace health promotion, activity or organizational policy designed to support healthy behavior in the workplace and to improve health outcomes. Generally speaking, health promotion is defined as the process of enabling people to increase control over, and to improve their health.” Source: Wikipedia “Workplace health programs are a coordinated and comprehensive set of health promotion and protection strategies implemented at the worksite that includes programs, policies, benefits, environmental supports, and links to the surrounding community designed to encourage the health and safety of all employees.” Source: CDC

7. 7 Refined Workplace Wellness Definition Supports improved health outcomes/safety There is intent and it is strategic Programs are coordinated and comprehensive Programs should enable health improvement Takes into account programs, policies, benefits, environment and community

8. 8 Program Models Workplace wellness programs vary greatly by employer, but can generally be categorized into one of three models: Quality of Work Life = Morale Oriented Traditional Approach = Activity Oriented Population Health Management = Results Oriented Source: L. Chapman, Planning Wellness 2011.

9. 9 What You Need to be Successful Obtain senior level support (most critical) Create wellness team Identify needs Formulate goals (most often skipped) Select interventions Plan and execute Measure/evaluate

10. 10 Programs You Can Provide WELCOA recommends the following programs to impact ROI Mandate Seat Belt Use Conduct Ergonomic Assessments Provide Flu Shots Push Preventive Screenings/Well Baby Care Promote Medical Self-Care Offer Opportunities for Physical Activity Go Smoke Free Combat Depression Offer Programs for Alcohol and Substance Abuse Encourage health assessment via tools and health screening

11. 11 Common Misconceptions If you build it, they will come One initiative a wellness program makes Results are immediate Wellness just happens…like magic Everyone will participate $100 is adequate incentive If I tell my employees once, that’s enough Wellness is one and done, right? It’s easy to demonstrate ROI

12. 12 Does it Work? It depends on what you want to accomplish and how you measure success.

13. 13 Results I’ve Observed Participation rates as low as 15% and as high as 95% The healthiest employees are the ones who participate first Groups will see an increase in healthcare spend for outpatient services and prescription drugs The most common areas of health improvement are tobacco use, blood pressure, cholesterol and blood sugar The most difficult area to achieve health improvement is body mass index Theoretical savings from health improvements year over year are more than enough to pay for the cost of plan administration

14. 14 Questions?