1. The Designing Health Process Designing Employee Health & Wellness From The Customer Perspective Copyright © 2002Lighthouse Health & Fitness, Inc.

2. Employers & The Work Force National Work Force Trends: zAging of work populations > 35 years of age zHigher percentage of females zHigher percentage of minorities zIncreasing number of immigrants entering workforce zSlowing in the growth of the workforce - especially manufacturing zSignificant increase in the number of living retirees zSignificant increase in the integration of disabled worker into mainstream zMore working single parents zMore families where both parents work z90% of all companies in America have less than 100 employees

3. Employers & The Work Force Employee Health Intervention Trends: zBetter focus on specific needs of individuals/populations zIncreased use of on-site & home delivery of services yRehab, Family Health, Personal Training, Nursing, etc. zDiversification of the uses for employee health programs yRecruitment & Retention yPhilosophical Fit With Customers yPreferred Healthy Vendor Clause yCompetitive Edge Frontier yDirect Contracting Of “Non-Typical”Employee Health Services xOB-GYN xCardiac xSpecific surgical procedures

4. Employers & The Work Force Employee Health Intervention Trends: zIntegration of employee health services instead of piecemeal approach zMedical self-care & individual responsibility for health care zIncrease in risk rated insurance plans, and reduced coverage for poor lifestyle choice -- DUI, pregnancy, seatbelt use zIn the past 5 years, valid measures for predicting risk and determining ROI zIncreased use of flexible benefits plan zIncrease in incentives for participation and increased health yPlan related, gift related, work time off related, wellness gainshare

5. Employers & The Work Force Impact Of Health On Employers: $70% of health care expenses associated with preventable conditions $53% of all disease in America is lifestyle related $In 1980, 7% of Corporate America’s profits went for the provision of health care $In 1991 it rose to 48.3% $Expected to rise to 60% or higher by the year 2000 $Over 50% of all health care costs for a company are incurred by the spouses & dependents, not the employee $Employees with 2-4 risk factors have, on average, 75% higher medical costs over their career $Alcohol & drug abuse cost companies $100 Billion last year $Untreated clinical depression cost companies $43 Billion in worker absenteeism, diminished productivity and health care $Premature/complicated child births cost companies $5.6 Billion every year $In Corporate America, 25% of all births are premature or have health problems $In Corporate America, a well planned wellness effort can generate a minimum of $1.10 for every $1.00 spent. The average is between $2 & $3 for every $1.00 spent

6. Employers & The Work Force Research Estimated Costs of Risk Factors - Conservative Ranges

7. The Mindset Of Utilizing The Designing Health Process zOur Relationship Is Our Product yOur Resources & Services Support Our Product (Relationship)

8. The Mindset Of Utilizing The Designing Health Process zA Company Is Like A Person zIt Has Multiple Dimensions That Need To Be Addressed For True Success In Becoming “Well” Mind Spirit Body

9. The Mindset Of Utilizing The Designing Health Process z Mind & Spirit: yCulture, Creativity, Energy, Will To Succeed, Mission & Vision, Attitude, Sense Of Purpose z Body: yEnvironment, Workers’ Physical Abilities and Productivity Mind SpiritBody

10. The Designing Health Process A Comprehensive Approach To Employee Health & Wellness

11. Designing Health Process zIs a strategic approach to improving the health of employees and their families to enhance a corporation’s competitive edge in their market place zIt accomplishes this by focusing on the true health needs of a corporation in which fact, organizational goals and realistic solutions are all compiled into a measurable “Wellness Business Plan”

12. Designing Health Process Guiding Principles: zTreat wellness/employee health initiatives with the same strategic approach as any other business strategy zUse data as primary driver for decision making zIncorporate all health related influencers and data in the planning process zDesign and implement services only if measurable return on investments can be quantified zFocus on root cause of needs, not surface indicators

13. Designing Health Process Designing Health Team Comprised of strategically selected company representatives and key experts. In total, between 3 and 7 members with the majority being from the client Information Collection Data Analysis & Goal Setting Program Design Implement & Monitor Evaluation

14. Designing Health Process - Phase 1 The Designing Health Team The team is provided with a one-day immersion training to educate them about the wellness & prevention field to help them see “the big picture” plus provide team & goal development for the team itself Designing Health Team

15. Designing Health Process - Phase 1 The Designing Health Team Overall Purpose Shift Corporate Culture Toward Prevention Manage Corporate Health Improvement Efforts Evaluate Program Effectiveness & Make Program Improvements

16. Designing Health Process - Phase 2 Information Collection Demographics Health Care Expenditures Corporate Culture & Goals Employee Absenteeism & Productivity Physician & Other Health Care Resources Health Risk Appraisal & Health Screening

17. Designing Health Process - Phase 3 Data Analysis Health Trends: Cost Related Utilization Predictive Communication Patterns & Resources: Internal External Benchmark & Normative Comparisons

18. Designing Health Process - Phase 4 Designing Health Plan Prioritized Need - Top 5 to 10 Short & Long Term Goals Program/ Resources Financial & ROI Projections Data Collection & Reporting Plan Timelines & Responsibilities Marketing Plan

19. Designing Health Process - Phase 5 Plan Implementation Strategic Health Improvement Plan Action

20. Designing Health Process - Phase 6 All measurements based on meeting established goals and outcomes Plan Evaluation Annual Aggregate Evaluation & Return on Investment Calculations Quarterly Evaluations Of All Programming Efforts Individual Program Evaluations

21. Designing Health Process - Final Outcome Communication & Shared Resources Corporate Culture Community Health Initiatives Other Health Providers Managed Care

22. Real Life Examples *Delco Electronics World Headquarters *Ford Motor Company *James River Corporation *Scripps Howard Broadcasting *Federal Prison System