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Meredith’s Tobacco Cessation Initiative – Measuring ROI Tim O’Neil, Manager, Employee Health & Financial Welln PowerPoint Presentation
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Meredith’s Tobacco Cessation Initiative – Measuring ROI Tim O’Neil, Manager, Employee Health & Financial Wellness Action to Quit! Tobacco Cessation Summit October 19, 2011. Meredith Corporation Overview. 3,000 benefits-eligible employees Operates in 22 different states

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Meredith’s Tobacco Cessation Initiative – Measuring ROITim O’Neil, Manager, Employee Health & Financial WellnessAction to Quit! Tobacco Cessation Summit

October 19, 2011

meredith corporation overview
Meredith Corporation Overview
  • 3,000 benefits-eligible employees
  • Operates in 22 different states
  • Self-funded medical plan
  • Spends approximately $23 million annually on health costs
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About Meredith

National Media

Local Media

Marketing Services

  • Leading business-to-business marketer
  • Experts in digital, social, mobile and database
  • Major clients include Kraft, Nestlè, Chrysler, Lowe’s
  • 75 million audience
  • 23 million web visitors
  • Growing licensing business
  • 12 TV stations reaching 10% of U.S. households
  • Strong affiliate mix
  • Top 25 markets of Atlanta, Phoenix, Portland
setting the vision
Setting the Vision
  • Goal: improve health of employees
  • Win-Win:
    • Employees feel better and have a better qualify of life
    • Company benefits from happier, healthier, more productive employees with lower healthcare costs
  • High priority for leadership
  • Establishing a wellness legacy

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organizational alignment
Organizational Alignment
  • Policy change
    • Tobacco-free workplace – January 1, 2008
    • Enhanced health club subsidy – January 1, 2009
    • Bicycle Commuter Act – July 1, 2009
    • Wellness Points & Well Bucks – January 1, 2010
    • Value-Based Benefit Design (Future initiative)
  • Linking on-site medical center to data
    • Eliminating duplication
    • Integrating data
cost shifting plan design changes unsustainable long term solution
Cost Shifting & Plan Design Changes = Unsustainable Long-Term Solution

In 2007 Meredith made the following medical plan design changes:

  • Switched medical carriers
  • Added a high-deductible plan option
  • Quit covering certain elective procedures
did you know
Did You Know?

Meredith tobacco users averaged $3,900 in health plan costs and 14 doctor visits in 2010.

Meredith non-tobacco users averaged $1,300 in health plan costs and 9 doctor visits in 2010.

metabolic syndrome and medical costs
Metabolic Syndrome and Medical Costs

Metabolic Syndrome Risk Factors: HDL Cholesterol, Blood Pressure, Triglycerides, Glucose, Waist Circumference

  • 75% of wellness participants have less than three risks
    • $1,713 average incurred plan charges in 2010
  • 25% of wellness participants have more than three risks
    • $2,710 average incurred plan charges in 2010
    • $500,000 annual plan savings if we move them to <3 risk group
  • Non-participants
    • $2,921 average incurred plan charges in 2010

(70% higher than <3 risk group; 8% higher than 3+ risk group)

wellness points program
Wellness Points Program
  • Increased $300 premiums discount program to $500
    • 1,000 points by October 1 = $500 discount
    • <1,000 points = no discount
      • Live Healthy Meredith (January – March) 200 points
      • Tobacco Cessation (Ongoing) 350 points
      • Financial Wellness Check up (April) 200 points
      • Nutrition Education Initiative (May) 100 points
      • Medical Self-Care/Consumerism Initiative (June) 100 points
      • Wellness Screening and HRA (August – September) 300 points
      • Total Points Possible: 1,250 points
  • 93% of covered employees earned 1,000+ points in 2011
  • $800 incentive for non-insured employees
tobacco cessation outcomes
Tobacco Cessation Outcomes
  • Companywide Tobacco Use
    • 2006: 10.7%
    • 2007: 9.0%
    • 2008: 8.3%
    • 2009: 7.5%
    • 2010: 3.4%
  • Cessation Courses
    • 48 employees participated in tobacco cessation courses in 2010
    • 43 participants completed the 8-week program (90%)
    • 33 successfully quit tobacco (80%)
      • $2,600 direct medical cost savings per person per year
      • $86,000 annual medical savings, $12,000 annual cost of cessation program
      • ROI of $7.35:$1
tobacco use by location
Tobacco Use by Location
  • Tobacco use by Location

Location20072010

    • Saginaw 10.8% 7.5%
    • Fairway 19.0% 6.8%
    • Beaverton 4.0% 4.9%
    • Chicago 3.7% 4.3%
    • Greenville 26.7% 3.6%
    • Henderson 7.1% 3.5%
    • Atlanta 8.5% 3.0%
    • Des Moines: 10.9% 2.9%
    • New York 13.3% 2.4%
    • Nashville 8.2% 1.4%
    • Phoenix 12.1% 1.0%
    • Rocky Hill 10.5% 0.8%

Overall 10.7% 3.4%

participant feedback
Participant Feedback
  • 95% of Meredith participants would recommend the program to others.
  • Comments included:
    • “While I marked ‘yes’ that I’m still using tobacco, I want to note that I have cut back considerably and will continue to do so. Amy is extremely motivating and passionate about what she does. She was so very helpful.”
    • “Awesome program. I look forward to speaking with my instructor and letting her know my progress.”
    • “Thank you for having this. Three of my friends quit at the same time.”
    • “Amy is instinctive, supportive and just an overall wonderful coach. She wanted to make sure all of my questions were answered and was always supportive of my thinking and progress.”
    • “It helped to speak with someone on a weekly basis, because I was holding myself accountable to someone.”
    • “The whole program was great. It really made me think.”
cost shifting plan design changes unsustainable long term solution1
Cost Shifting & Plan Design Changes = Unsustainable Long-Term Solution

In 2007 Meredith made the following medical plan design changes:

  • Switched medical carriers
  • Added a high-deductible plan option
  • Quit covering certain elective procedures
claims analysis
Claims Analysis
  • The Cost of Doing Nothing = $10 million since 2006.
  • $2.5 million has been spent on the wellness program since 2006.
  • $4.00:1 ROI
annual employee contributions
Annual Employee Contributions
  • Since 2008
    • High Deductible Plan: 0%
    • Healthy 500 Plan: 2% increase
    • Healthy 250 Plan: 4% increase
  • 2011
    • Non-Wellness Participants: 20%
national recognition and awards
National Recognition and Awards
  • WELCOA Gold-Level Well Workplace (2008)
  • United HealthCare “Well Deserved” Award (2008, 2010)
  • AHA Gold-Level Fit Friendly Company (2008)
  • AHA Platinum-Level Fit Friendly Company (2009, 2010)
  • Partnership to Fight Chronic Disease “Promising Practices” in Worksite Wellness Award (2009)
  • League of American Bicyclists Silver-Level “Bike Friendly Business” Award (2009)
  • New York Post , Fortune, Forbes Magazine, HR Magazine and several Special Interest Publications
keys takeaways
Keys Takeaways
  • Many tobacco users want to quit
  • Give them a friendly nudge
  • Provide a wealth of resources and support
  • Understand it takes (on average) seven attempts to quit
  • Build tobacco cessation into your policies, incentives and plan design
  • Measure Results and Celebrate Success
contact information

Contact Information

Tim O’Neil, Manager

Employee Health and Financial Wellness

Office: 515.284.2957

Tim.o’neil@meredith.com

Wellness@Meredith.com

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