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King County Employee Health and Well Being Program

2012 State of Reform Health Policy Conference January 4, 2012. King County Employee Health and Well Being Program. Overview of King County Employee Health and Well-Being Program Results/Program Effects Lessons Learned Next Steps. Agenda. Strategy. Supply Side :

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King County Employee Health and Well Being Program

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  1. 2012 State of Reform Health Policy Conference January 4, 2012 King County Employee Health and Well Being Program

  2. Overview of King County Employee Health and Well-Being Program Results/Program Effects Lessons Learned Next Steps Agenda

  3. Strategy • Supply Side: • Work with Puget Sound Health Alliance (PSHA) to improve quality of care, pay for value • Demand Side: • Improve employee health • Increase employee health consumer skills

  4. SUPPLY SIDE Employers, physicians, hospitals, patients,health plans working together to measure and report Best Care + Least Waste

  5. Improve employee health • Healthy Incentives program—annual wellness assessment and individual action plan • Worksite health promotion—Eat Smart, Move More, Stress Less • Increase employee health consumer skills • Own Your Health Campaign • Community Checkup Report on provider quality DEMAND SIDE--Healthy IncentivesSM

  6. Comparison of original Gold, Silver and Bronze Member Out-of-Pocket Expenses

  7. New Out-of-Pocket Expense Levels in 2010

  8. Health Matters website • Health Matters Newsletter • Health Promotion Leadership Team • Leadership Forums • Annual surveys/focus groups • Employees and s/partners WORKSITE WELLNESS

  9. Gym discount program Live Well Challenge Weight Watchers at Work Farmer’s market Farm to Work fresh produce delivery Employee Demonstration/Giving Garden Healthy vending Choose well consumer education/Own Your Health campaign Flu shots Health Heroes Lunch and Learn sessions on timely topics WORKSITE WELLNESS

  10. Employees Improved 12 out of 14 health risk factors.

  11. Average Annual Growth Rate of Medical and Prescription Expenditures per Member, 2001-2005 & 2006-2010

  12. King County Benefits Cost Actual vs. Budget Projections 2010-2012 Based on results in medical and prescription drug claims in 2010 and early 2011, King County was able to reduce the overall Employee Benefits Budget projections for 2011 by $23 and 2012 by $38M.

  13. Group Health HMO Costs 37% Less Than KingCare SM PPO per Employee per Year

  14. More Information on Group Health Compared to KingCareSM for the King County Employee Population • No significant difference in the age, gender, education level, smoking, body mass, ethnicity, salary or general health status between members in Group Health and KingCareSM • Group Health provides the most fully integrated staff model health care in the Seattle metropolitan area • Analysis shows less use of brand name drugs, surgery, diagnostic radiation and other preference sensitive treatments in Group Health compared to providers in the KingCare SM plan

  15. Healthy IncentivesSM Participants Lost More Weight Than a Comparison Group Body Mass Index (BMI)

  16. Weight Loss by Obese Members

  17. Women Benefit More Than Men 20-Somethings Don’t Benefit At All African-Americans Benefit the Most College Graduates Benefit Less Healthy IncentivesSM successfully managed weight for King County employees, spouses and partners This is the first study to find significant benefits for a large percentage of employees over a multi-year period Impact On Obesity

  18. Partnership with Labor is essential • Engaged Leadership is critical • Most effective strategy for moderating costs requires 3-part focus • Supply—Improve quality, reduce waste • Demand—better health, smarter consumers • Plan design that rewards both providers and patients to “do the right thing.” Lessons Learned

  19. New benefit plan • RFP for new wellness vendor • Work with the Puget Sound Health Alliance, Washington State and other partners to improve quality/reduce waste in healthcare “Whether it’s the employee or the employer, it doesn’t matter who gets stuck with the bill if the bill itself is growing exponentially.” King County Executive, Dow Constantine • Continue to engage Leadership • Study causes for reduced PEPM costs 2005-2012 Next Steps

  20. Programs: http://kingcounty.gov/employees/HealthMatters.aspx • Toolkit: http://kingcounty.gov/employees/HealthMatters/Visitors/HRIToolkit.aspx • Contacts: • Karleen Sakumoto, Manager, Employee Health and Well-Being, Human Resources Division, Department of Executive Services, karleen.sakumoto@kingcounty.gov • John Scoggins, Health Care Economist, Office of Performance, Strategy and Budget, john.scoggins@kingcounty.gov FOR MORE INFORMATION

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