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Wellness in the Workplace The Dollars and “Sense” of Good Health

Wellness in the Workplace The Dollars and “Sense” of Good Health. Health & Sport Works Ansle Hudson, MS Research data provided by the Summex Corporation. Health & Sport Works.

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Wellness in the Workplace The Dollars and “Sense” of Good Health

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  1. Wellness in the WorkplaceThe Dollars and “Sense” of Good Health Health & Sport Works Ansle Hudson, MS Research data provided by the Summex Corporation

  2. Health & Sport Works • 􀁗 Health Risk Appraisals and Biometric Screenings • 􀁗 Targeted high-risk and at-risk on-site, telephone, and email interventions • 􀁗 Custom and “turn-key” population health management (PHM) programs • 􀁗 Consumer health training and coaching • 􀁗 Consultation/services in Risk Factor Reduction

  3. Agenda • 􀁗 Newly released study results • 􀁗 Summary and comparison of new data • 􀁗 Implications for program design • 􀁗 What factors determine a program’s ROI? • 􀁗 What strategies enhance the economic return associated with programming? • 􀁗 What can be said about the economic return of worksite wellness programs?

  4. Study Inclusion Criteria 􀁗 Multi-component programming 􀁗 Workplace setting only 􀁗 Reasonably rigorous study design 􀁗 Original research results 􀁗 Examines economic variables 􀁗 In peer review journal 􀁗 Use comparison or control group 􀁗 Use statistical analysis 􀁗 Must be replicable approach 􀁗 At least 12 months in duration

  5. Summary of Results

  6. Fact Number 1 Health Risks Drive Health Costs =

  7. Fact Number 2 It works in companies of all sizes

  8. Fact Number 3 All Studies Document Positive Effects

  9. Fact (Question) Number 4 What Choice Do You Have?

  10. Considerations for Program DesignSource: The Platinum Book, IHPM, 2004

  11. Potential Economic Gains • Improved Attendance • Improved Strength and Flexibility • Stamina and Resilience • Company Loyalty and Morale • Interpersonal Skills and Positive Attitude • Recruitment

  12. Program Options and Average Costs • Level 1 – Quality of Work Life - $10-50 per employee per year • Level 2 – Traditional Programming - $50-100 per employee per year– 3:1, ROI in 18 months • Level 3 – Health and Productivity Management - $100-300 per year – 6:1-15:1 ROI, some immediate others 3-5 years

  13. Success Qualifiers • 􀁗 “The” Key is engagement - or participation • 􀁗 Higher the participation level - the greater the ROI • 􀁗 Greater the intensity of intervention - greater the ROI • 􀁗 Works in any work setting – anywhere • 􀁗 More HPM oriented - the higher the level of return • 􀁗 HRA needs to be annual - and strongly incented (required)

  14. What Determines Program Success and ROI • 􀁗 Starting point • 􀁗 Span of economic metrics • 􀁗 Breadth and nature of prevention concerns addressed • 􀁗 Use of proactive interventions • 􀁗 Quality of incentives used • 􀁗 Use of high participation programming strategies • 􀁗 Use of many “touches” • 􀁗 Degree of organizational “congruence” • 􀁗 Quality of implementation • 􀁗 Quality of measurement methods

  15. Enhancing ROI • 􀁗 Individual interventions • 􀁗 “Opt-out” approach • 􀁗 HPM orientation • 􀁗 Strong incentives • 􀁗 Include spouses • 􀁗 Annual HRA with follow-up • 􀁗 Address stress and mental health issues • 􀁗 Link to well designed Disease Management

  16. Key Points • 􀁗 There are a large number of economic return studies now in the literature • 􀁗 They are of differing quality and rigor • 􀁗 However, all of them document positive findings, but with different magnitude • 􀁗 They have been conducted in a wide variety of industries and settings with varying size work groups • 􀁗 The more rigorous the evaluation effort the greater the economic return • 􀁗 The higher the participation levels the greater the economic return • 􀁗 Studies are now being reported in other developed nations that parallel US study findings • 􀁗 There are a number of factors that will enhance the economic return from these types of programs • 􀁗 We should feel very good about the economic return data that is now available

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