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RIBGH Quarterly Summit Meeting
Using Wellness Incentives to Drive Healthy Choices and Better Outcomes
June 14, 2013
About Today’s Session
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Speaker AgendaBest PracticesSurvey ContextResearch Insights
Robin BouvierAon Hewitt, Vice PresidentCertified Wellness Program Coordinatorrobin.bouvier@aonhewitt.com
ResourcesBusinessgrouphealth.orgAon.com
Search consumer health mindsetSearch 2013 health care survey
A healthy workplace is one in which the organization and its employees collaborate to protect and promote the health and well-being of all workers and the sustainability of the workplace by considering the following:
– Incorporate positive health practices into the physical work environment
– Make health easy to obtain and sustain through a supportive workplace culture
– Provide individual health resources in the workplace and at home
– Identify ways of participating in the community to improve the health of workers, their families and other members of the community
Create a Healthy & High Performing Workforce
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013 3
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Best Practices to Drive a Successful Wellness Program
Strategic Planning Disjointed, annual plan
Integrated, data-driven, evidence informed, multi-year strategy
Leadership Support No buy-in/supportAll levels buy-in financially and visibly engage
Culture of Health
Unhealthy environment
High performance people, teams, organization considering individuals, environment, culture, and community
Program Components No/few programsPrograms and services that address the entire health continuum focused on a few areas
Program Management No integration; passively offered
Fully integrated design leveraging key best practices, focused/targeted programs
EngagementNo strategy, complicated
All stakeholders considered. Culture of health + communications + incentives to drive active participation
Measurement No plan, fragmented focus on process
Comprehensive strategy, measure process, impact & outcomes
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
Why Do Employers Think Employees Participate in Wellness Programs?
Extremely Somewhat Minimally Not
Important Important ImportantImportant
To earn incentives 54.4% 35.3% 6.3% 4.1%
To avoid incurring penalties 36.2% 20.8% 11.1% 31.9%
To improve their health right now 25.2% 57.0% 17.4% 0.3%
To know and understand their biometrics 13.7% 51.4% 30.2% 4.7%
To make sustainable, healthy lifestyle changes 21.4% 54.3% 22.0% 2.2%
To be included in your company’s culture 8.9% 35.8% 38.0% 17.4%
To avoid negative perceptions from peers from 4.1% 20.2% 40.4% 35.3%
not participating
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013 5
Source: Virgin HealthMiles, April 2013
The Business Leader Reality
CostsContinue to rise at unaffordable ratesMost foundational strategies are in place
PerformanceReal price goes beyond direct costsWorkforce in better health performs at higher levels
Behaviors8 modifiable human behaviors that lead to
15 chronic conditions account for 80% of total costs for all chronic illnesses worldwide
Better behaviors = better health = better outcomes
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
A lot of good health intentions get sidetracked by real life
The Consumer Reality
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
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The Consumer Health Mindset Survey: Profile of Consumers
2,876 consumers ages 23+ Have employer-sponsored health coverage as employee (71%)
or dependent (29%) through 1,000+ employee company
Source: 2012 Consumer Health Mindset Survey – Aon Hewitt, National Business Group on Health, The Futures Company
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
Research Insights
What’s On Consumers’ Minds?
“I know what it takes to be healthy and I really want to do the right things…”
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Source: 2012 Consumer Health Mindset Survey – Aon Hewitt, National Business Group on Health, The Futures Company
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
“…but obstacles get in the way.”
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Source: 2012 Consumer Health Mindset Survey – Aon Hewitt, National Business Group on Health, The Futures Company
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
More than half of those who report being in good health are actually overweight or obese.
“I’m stressed—particularly with money and work concerns…”
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Source: 2012 Consumer Health Mindset Survey – Aon Hewitt, National Business Group on Health, The Futures Company
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
Nearly 50% of consumers feel their stress level is at least moderately high.
“…and most often deal with it in sedentary ways.”
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Source: 2012 Consumer Health Mindset Survey – Aon Hewitt, National Business Group on Health, The Futures Company
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
“Pay me to participate in wellness programs.”
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Younger consumers (ages 25-39) are more likely to need incentives
Source: 2012 Consumer Health Mindset Survey – Aon Hewitt, National Business Group on Health, The Futures Company
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
“I think my employer should reward good health outcomes.”
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Half the consumers believe their employer should reward them for achieving specific, controllable health outcomes
Source: 2012 Consumer Health Mindset Survey – Aon Hewitt, National Business Group on Health, The Futures Company
Only 15% of consumers say employers should impose consequences for less-than-healthy outcomes
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
“If you are going to provide an incentive, I’ll take cash.”
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Source: 2012 Consumer Health Mindset Survey – Aon Hewitt, National Business Group on Health, The Futures Company
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
2013 Aon Hewitt Health Care Survey Results
Compendium of Questions & Answers
2013 Aon Hewitt Health Care Survey:New Choices, Better Results
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Profile of Respondents
837 employer respondents
–37% global
–36% U.S. multi-state
–18% U.S. single state
–10% multi-regional (more than one country/region)
–7 employers headquartered in Rhode Island Represent all employer sizes
–15% of respondents have fewer than 500 U.S. employees
–28% have between 501 and 2,500 U.S. employees
–17% have between 2,501 and 5,000 U.S. employees 41% of participating companies have union employees All industries represented
–12% manufacturing
–9% health care
–7% retail
–6% insurance
–6% education
Source: 2013 Aon Hewitt Health Care Survey
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
2013 Desired Outcomes
1. Increase participation in wellness, health improvement and disease management programs
2. Increase participants’ awareness of and decision making related to health issues
3. Lower health risk of population
4. Improve disease management and health improvement program compliance
5. Increase employee use of tools and information on provider price and quality
2013 Current Challenges
1. Motivate participants to promote behavior change
2. Government regulations/ compliance (e.g., health care reform)
3. Maintain participants’ engagement/satisfaction with health plan
4. Understanding employee attitudes toward health and wellness
5. Unpredictability of cost
Top Priorities (Next 3–5 Years)
1. Offer incentives or disincentives to motivate sustained health care behavior change
2. Promote a culture of health in the workplace
3. Implement a company wide (or global) wellness policy and guiding principles
4. Move to rewarding improved health results or outcomes
5. Promote other consumer- driven plan tools and resources, including data on provider cost and quality
Summary of Results
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013 19
Source: 2013 Aon Hewitt Health Care Survey
Which of the following health and wellness tactics does your organization have in place?
49% have a domestic wellness policy and guiding principles
47% have visible senior and business unit leadership as a champion of health
46% have location-based wellness champions/council that meets regularly
80% have an ongoing wellness communications campaign
59% have unique branding for their wellness program
31% offer flexible policies or schedules to accommodate exercise needs
30% subsidize healthy foods or beverages
27% conduct summit meetings with all health-related vendors to coordinate interventions and data
40% track or report health risks and wellness statistics
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013 20
Creating a Foundation for Success
Source: 2013 Aon Hewitt Health Care Survey
Which of the following activities are part of your organization’s 2013 health care strategy?
84% offer tools (health risk questionnaire, biometric screenings) to raise participants’ awareness of their health status and risks
67% reward participants for use of health awareness tools
29% impose consequences on participants if they don’t use tools
21% reward participants (via enhanced plan design, lower premium contribution or other reward) for achieving specific health outcomes (e.g., normal cholesterol or improved BMI)
19% impose consequences on participants for exhibiting unhealthy behaviors (e.g. smoking, high BMI) or not achieving specific health outcomes
34% discourage tobacco use via premium surcharge
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013 21
Use of Wellness Tools, Rewards & Consequences
Source: 2013 Aon Hewitt Health Care Survey
Motivating Employees & Family Members to Health
16535%
7216%
22949%
All employees
Medical benefit-eligible employees only
Medical benefit-enrolled employees only
Which employees and spouses are eligible for the incentives you offer?
Total Responses: 466
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
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Source: 2013 Aon Hewitt Health Care Survey
Incentive Focus and Value
Total Responses: 465Responses represent only employers currently offering incentives*Does not include tobacco use
According to the National Business Group on Health, spending on incentives has doubled in the last few years, with an average spend per employee on wellness-based incentives of $521 per year, up from $260 in 2009
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
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Source: 2013 Aon Hewitt Health Care Survey
Build Awareness: Incentive Value
Total Responses: 384
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
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Source: 2013 Aon Hewitt Health Care Survey
Build Awareness: Incentive Type
Total Responses: 384
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
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Source: 2013 Aon Hewitt Health Care Survey
Take Action: Incentive Value
Total Responses: 261
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
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Source: 2013 Aon Hewitt Health Care Survey
Take Action: Incentive Type
Total Responses: 261
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
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Source: 2013 Aon Hewitt Health Care Survey
Achieve Outcomes: Incentive Value
Total Responses: 113
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
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Source: 2013 Aon Hewitt Health Care Survey
Achieve Outcomes: Incentive Type
Total Responses: 113
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
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Source: 2013 Aon Hewitt Health Care Survey
Programs Designed to Address Tobacco Use
21747%
24653%
Yes No
Total Responses: 463
Does your company offer a surcharge for using tobacco products or a discount for not using tobacco?
Total Responses: 217
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
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Source: 2013 Aon Hewitt Health Care Survey
Tobacco Use: Incentive Value
Total Responses: 217
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
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Source: 2013 Aon Hewitt Health Care Survey
Tobacco Use: Incentive Type
Total Responses: 217
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
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Source: 2013 Aon Hewitt Health Care Survey
RIBGH Quarterly Summit Meeting
Panel Discussion
June 14, 2013
Panel Participants
Large Employers Dr. Susan Andrews, Electric Boat Tricia Fay, FM Global Cheryl Kennedy, Hasbro Howard Dulude, Lifespan Jean Tapley, Amica
Vendors Dr. David Ahern, Abacus Heather Provino, Provant Health Solutions Laura Walmsley, Preventure Rajiv Kumar, ShapeUp
Small Employers Michael Sullivan, Moran Shipping Gina DeLuca, RI Dept. of Health
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013 34
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Best Practices to Drive a Successful Wellness Program
Strategic Planning Disjointed, annual plan
Integrated, data-driven, evidence informed, multi-year strategy
Leadership Support No buy-in/supportAll levels buy-in financially and visibly engage
Culture of Health
Unhealthy environment
High performance people, teams, organization considering individuals, environment, culture, and community
Program Components No/few programsPrograms and services that address the entire health continuum focused on a few areas
Program Management No integration; passively offered
Fully integrated design leveraging key best practices, focused/targeted programs
EngagementNo strategy, complicated
All stakeholders considered. Culture of health + communications + incentives to drive active participation
Measurement No plan, fragmented focus on process
Comprehensive strategy, measure process, impact & outcomes
Consulting | U.S. Health & BenefitsProprietary & Confidential | June 14, 2013
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