LBMC Employment Partners HealthCare 21 Business Coalition January 11, 2012 9:30am-11:30am ©HealthCare 21 Business CoalitionJanuary 2012

Effective Health Risk Management

LBMC Employment PartnersHealthCare 21 Business Coalition

January 11, 20129:30am-11:30am

©HealthCare 21 Business Coalition January 2012

About HC21 HealthCare 21 Business Coalition (HC21) is a non-

profit, member driven organization.

Our mission is to work with all stakeholders to improve the quality of health care for East and Middle Tennessee.

HC21 has 90 corporate members representing over 500,000 covered lives.

HC21 has a long history of developing programs to address health risk and chronic care management.


Making a Commitment to Health Research shows that healthier employees

directly impact a business’s bottom-line:• higher quality products• a more efficient production process• lower health care costs• a more productive workforce• recruitment, retention and employee

satisfaction

Consumer engagement is the link that connects education to action.

January 2012©HealthCare 21 Business Coalition

The Early Years Prior to joining LBMC, HC21 developed a

Medical Expense Reimbursement Program (MERP) as the vehicle to administer employee health incentives for health risk management.

All employees, regardless of enrollment in

the HC21 benefit plan, were eligible to participate in the program.


Know Your Numbers $100 in MERP account for an Annual Physical

and completion of a Biometric Checklist.

Numbers you and your doctor should discuss:• Total Cholesterol• HDL Cholesterol• LDL Cholesterol• Triglycerides• Blood Glucose• Blood Pressure


Non-tobacco use $100 in his/her MERP account for non-

tobacco use.

Having not used tobacco products in the last 12 months, OR

Currently enrolled or has completed in the past 12 months a smoking cessation program and can provide proof of enrollment or completion.


BMI $100 in his/her MERP account for

employee with a Body Mass Index (BMI) of 30 or less

OR can provide documentation that he/she is currently enrolled in a weight loss plan.


Compassionate Contribution Two plan options (traditional and CDHP)

The MERP was combined with a CDHP – at that time a brand new idea.

CDHP, less premium but higher out of pocket.

Employees with an annual salary of less than $50,000 and who were enrolled in the HC21 benefit plan provided with a Compassion Contribution of $400 to assist with out of pocket health expenses.


Barriers While MERP provided a foundation for good

health it also:

• Created an administrative burden (tracking)

• Missed the opportunity to identify our health risks (pick and choose mentality)

• Focused on the individual rather than the team


Designing a Healthy Bonus In 2009, HC21 replaced the MERP with a

team bonus objective focused on health awareness, accountability and ultimately improvement.

The goal: Improve the health risks of HC21 Team by 25%.


Knowledge You Need Actual biometric information is crucial to

identifying and managing an “at-risk” population.

Knowledge You Need is a one-page health

risk assessment form that incorporates a primary care visit with biometric screening and important lifestyle and productivity questions.

Based on recommendations from the U.S. Preventive Services Task Force.


Knowledge You Need Effective and Efficient

because:

• The data is accurate and easy to understand.

• The process will facilitate annual face-to-face preventive visits with a provider.

• Eliminates self reported biometrics.


Knowledge You Need

Employee’s provider completes the biometric section to ensure accurate numbers.

Employee completes questionnaire, determines risks and personal improvement goals. These are reviewed and discussed with a Health Coach from LBMC.

Free health coaching offered for at-risk health factors. Includes education, assistance with goal setting and follow-up on critical values.


Knowledge You Need Senior Leadership receives an aggregate report

of the total number of health risks of the group.

Health risk total compared to previous year to show improvement trend.

Leadership never sees or hears individual results, all information is HIPAA compliant.

In 2011, HC21 team improved their health risks by 35%.


Creating a Culture of HealthIn addition to our bonus system we implemented easy to do inexpensive office based programs:

Stretch bands with Trainer instruction

Exercise ideas posters

Healthy library – nutrition books

Walking the stairs

Healthy recipe swaps


Creating a Culture of Health

Healthy snacks at all staff meetings, office celebrations and events.

EAP promotion

Ergonomic Study

Opportunity each year to receive biometrics at no charge at annual Forum.

Take every opportunity to talk about healthy lifestyle choices.


Keys to Success Leadership must be invested in the idea.

Leadership must participate – clear examples.

Constant communication.

Healthy amount of peer pressure….and it is fun and good teamwork activities.


Next Steps Continue onsite health promotion such as:

• Healthy snack demos• Additional at-work exercise ideas• 21 Solutions Program• Continue team bonus• Reminders/discussion at every staff

meeting


Questions?

Allison DiGennaroDirector of Programs and

CommunicationsHealthCare 21 Business Coalition

[email protected]


mailto:[email protected]

Documents

LBMC Employment Partners HealthCare 21 Business Coalition January 11, 2012 9:30am-11:30am ©HealthCare 21 Business CoalitionJanuary 2012