Worksite Wellness Drs. Sal, Sebastian & Singh

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Merilyn Matthews
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1 Worksite Wellness Drs. Sal, Sebastian & Singh

Dr. Carmella Sebastian, Dr. Carm, received her MD degree from the Medical College of Pennsylvania. She earned her Master s Degree in Healthcare Administration from King s College in Pennsylvania.

3 Dr. Carmella Sebastian, Dr. Carm, received her MD degree from the Medical College of Pennsylvania. She earned her Master s Degree in Healthcare Administration from King s College in Pennsylvania. She is Board Certified in Internal Medicine and was in active clinical practice before joining Blue Cross and Blue Shield of Northeastern Pennsylvania, where she was VP of Medical Affairs and Chief Medical Officer. Dr. Carm is a renowned expert in workplace wellness and enjoys WELCOA (Wellness Council of America) certification. At Florida Blue, she oversees the NCQA-accredited wellness program, Better You from Blue, and manages over 100 client consultations per year. She frequently speaks on a range of wellness topics. Dr Carm recently published her first book, Sex and Spaghetti Sauce: My Italian Mother s Recipe for Getting Healthy and Getting Busy in Your 50s and Beyond. Dr. Carm is widely admired for her straightforward talk and sense of humor and for offering all in her audience practical, achievable wellness strategies and solutions.

4 Discuss the magnitude of the health problems in USA & in Lee County Review the incidence of chronic illness & cancers and how this relates to the financial bottom line Explain how the most common medical problems are related to lifestyle more than genetics Discuss the definition of Workplace Wellness (WW) Explain how WW programs can be developed for any size organization Review how WW programs improve the health of the population and also improve the financial health of the organization Discuss the health benefits of lifestyle management

5 The Problem

6 Causes of Death in the US

8 Genetics loads the gun but Lifestyle fires the gun!

9 Number of people with chronic illness 2010 Robert Wood Johnson Foundation: Chronic Care

10 The Toll

11 Average Per Capita Cost

12 32% of adults w Hypertension (high blood pressure) 45% with Elevated Cholesterol Only 35% get recommended amount of moderate physical activity Only 24% eat the recommended number of fruits and vegetables daily 34% are overweight & 27% are obese

14 Cost of Illness Behaviors and Lifestyle OBESITY Over the past 15 years, there has been a dramatic increase in obesity in United States.

number of states with an obesity prevalence of 30% or more has increased to 12 states in

16 Obesity About one third (33.8%) of U.S. adults are obese & weight problems continue to increase in the adolescent population The number of states with an obesity prevalence of 30% or more has increased to 12 states in 2010 The medical care costs of obesity: obese men cost an additional $1152; women $3613 Obesity is related to more than 20 major chronic diseases

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22 US Dept Health & Human Services

SMOKING United States Spends more on health care than any other country in the world.

Chronic disease accounts for roughly 75% of health care costs each year and most are preventable!

23 SMOKING United States Spends more on health care than any other country in the world. Average of $8,327 for each American. Chronic disease accounts for roughly 75% of health care costs each year and most are preventable! Smokers have 15% higher disability rates Smoking Additional health care costs attributed to smoking total $6000 per person per year! Employees who take four ten-minute smoking breaks a day actually work one month less per year than workers who don't take any smoking breaks! Smokers are 50% more likely to be hospitalized for major illnesses. SOURCE: U.S. Department of Health and Human Services, Centers for Medicare and Medicaid Services, National Health Expenditure Projections

Absenteeism/Presenteeism Studies Show Bank One employee study showed far greater loss of work output from diminished quality and quantity of work when present and ill

24 Absenteeism/Presenteeism Studies Show Bank One employee study showed far greater loss of work output from diminished quality and quantity of work when present and ill (sometimes called presenteeism ), than from occasions when employee is absent. Harvard studies show similar findings on impact of chronic illnesses on absence and performance.

3 times higher than medical and pharmacy costs.

25 Absenteeism/Presenteeism A 2009 study by Dr. Ronald Loeppke: absenteeism and presenteeism among 50,000 workers at 10 employers showed that lost productivity costs are 2.3 times higher than medical and pharmacy costs. Dow Chemical study from 2002: of the average annual health costs for a Dow employee an estimated $6,721 were attributable to presenteeism, $2,278 to direct health care, and $661 to absenteeism. The health conditions that contribute most to lost productivity: depression, anxiety, migraines, respiratory illnesses, arthritis, diabetes, and back and neck pain.

26 Productivity & Satisfaction: Better Health Leads to Improved Productivity and Employee Retention Employee with 1 health risk $1,472 in lost productivity Employee with 5 health risks Did you know if 100 employees with 3 health risks eliminated just 1 health risk, you could save $149,000 in health care costs each year? 2 1 Pelletier, Staywell Health Management

27 Productivity & Satisfaction: Better Health Leads to Improved Productivity and Employee Retention Employee with 1 health risk $1,472 in lost productivity Employee with 3 health risks $5,952 in lost productivity Did you know reducing just one risk factor can represent a 9% reduction in presenteeism and a 2% reduction in absenteeism? 1 Did you know if 100 employees with 3 health risks eliminated just 1 health risk, you could save $149,000 in health care costs each year? 2 1 Pelletier, Staywell Health Management

28 This is where the rubber hits the road!

29 1. No tobacco products. 2. Regular physically activity. 3. Eat nutritious foods with each meal & snack. 4. Maintain a near ideal body weight. 5. Hydrate with water instead of sugary or high calorie drinks. 6. Limit alcohol intake and never drink and drive. 7. Get your annual wellness exam, recommended screening tests and vaccinations per clinical guidelines. 8. Socialize with others and manage your stress. 9. Maintain good sleep habits. 10.Be grateful, give back & pay it forward!

30 Definition: An organized, employer-sponsored program that is designed to support employees (and, sometimes, their families) as they adopt and sustain behaviors that reduce health risks, improve quality of life, enhance personal effectiveness, and benefit the organization s bottom line. -Center for Disease Control

31 Employer sponsored programs helping with Risk factor reduction Chronic care management Emphasizing healthy lifestyle behaviors Benefiting the individuals & the organization clinically & financially

32 Return On Investment By Company Total ROI = $3.27 for every $1 spent on wellness. Absenteeism ROI $2.73 for every $1 spent. -Health Affairs February 2010 issue SAS Institute (software) For every dollar SAS spent to operate its onsite health care center in 2009, it generated $1.41 in health plan savings, for a total of $6.6 million in 2009 alone. ROI = 41% SAS Institute (software) Not included in the $6.6 million figure is the benefit of employees missing an estimated average of two fewer hours per visit by receiving on-campus care H-E-B (grocery retailer) H-E-B s internal analyses show that annual health care claims are about $1,500 higher among nonparticipants in its workplace wellness program than among participants with a high-risk health status. The company estimates that moving 10% of its employees from highrisk and medium-risk to low-risk status yields an ROI of 6-to-1.

Return On Investment By Company The benefit of keeping healthy people

Milani & Lavie 185 workers & spouses Moderate risk but without heart

converted from moderate to low-risk status by the end of the six-month

& Johnson J&J s leaders estimate that wellness programs have saved the

33 Return On Investment By Company The benefit of keeping healthy people healthy. -Health Affairs February 2010 issue Drs. Milani & Lavie 185 workers & spouses Moderate risk but without heart disease Received cardiac rehab & exercise training Results: 57% were converted from moderate to low-risk status by the end of the six-month program Medical claim costs had declined by $1,421 per participant, Johnson & Johnson J&J s leaders estimate that wellness programs have saved the company $250 million on health care costs over the past decade; from 2002 to 2008, the return was $2.71 for every dollar spent.

34 Benchmarks for Success 1. CEO & top leadership support 2. Comprehensive Wellness Team 3. Employee participation & engagement 4. Collecting Data To Drive Health Efforts 5. Carefully Crafting a Strategic Plan 6. Choosing Appropriate Interventions 7. Creating a Supportive Environment 8. Carefully Evaluating Outcomes

35 How To Do It WELCOA s Benchmarks for Success 1. Capturing CEO & Leadership Support Champion & Role Models Financial support 2. Creating a comprehensive Wellness Team Empowered & Engaged Role Models 3. Clinical & Financial data management Health Risk assessment, Biometrics Workman s Comp & Disability claims Health care utilization Wellness program participation Employee engagement

36 How To Do It WELCOA s Benchmarks for Success 4. Wellness Strategic & Operational Plan 5. Choosing Appropriate Interventions Base on Clinical & Financial outcomes data Stick & carrot Incentive programs Individual & Group involvement Have Fun! 6. Creating A Supportive Environment Exercise facilities & Health Nutrition in the cafeterias Incentives ($50 is lowest but don t forget the water bottle or T-shirt) Communicate and Celebrate 7. Carefully Evaluating Outcomes It is a total quality process!

Review the concepts of educating the employed population on preventive health care Educating the physicians & providers in addition to the patients Discuss the benefits of WW as they relate to

37 Review the concepts of educating the employed population on preventive health care Educating the physicians & providers in addition to the patients Discuss the benefits of WW as they relate to absenteeism, presenteeism, disability & workers comp claims, company morale and employee loyalty Describe the levels of WW programs Review the importance of collecting clinical & financial data; and how to use this data to refine the WW programs

38 Introduction of Panelists Videos from panelists companies Panel discussion moderated followed by Questions from the attendees

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Blue Shield wellness program. Case study

Blue Shield wellness program. Case study Blue Shield wellness program Case study Blue Shield wellness program Case study A healthy and productive workforce When it comes to building a culture of wellness, we at Blue Shield of California consider