The SOMC Employee Wellness Program A Focus on Results Not Participation Pike County Health Coalition Julie Thornsberry, RN, BSN Manager Employee Health & Wellness
What are today s objectives? Identify the difference between a participation based and a results based wellness plan. Learn how to design and implement a resultsbased wellness program in your organization. Learn how to align primary care physician s case management with the goals of your wellness program.
Who is Southern Ohio Medical Center? Located in Portsmouth, Ohio. 221 bed facility with five satellite centers, three urgent care centers, three free standing wellness and fitness centers, a free standing Cancer Center, and several physician offices in the surrounding communities in southern Ohio and northern Kentucky. Approximately 2,300 employees. 140 board certified physicians. Currently ranked 29th on the FORTUNE List of Best Places to Work. Currently ranked 10th on the Modern Healthcare list of Best Places to work in Healthcare. Recognized as a Magnet Hospital. Recognized as an OSHA VPP Star Facility.
What is SOMC s Wellness History? Built the first of 3 LIFE Centers in 1985. Leadership recognized a need for Wellness in the workforce. Wanted to connect employees to the LIFE Centers. First wellness program began in 1994. Originally named Get a LIFE. Consisted of health coaching, Health Risk Assessment (HRA) completion, and goal setting. Employees received a health insurance discount for being a member. Free LIFE Center membership for using the center 104 times per year.
What is SOMC s Wellness History? (Cont.) In 1998 the incentive was changed to an annual bonus enrollment increased, but so did the cost. In 2007, named changed to Healthy Partners. Wellness Incentive changed to a per pay discount on employee health coverage ($10 per pay spouse also available). Added Healthy Partner points and a Yellow Card to track wellness efforts in 5 dimensions Physical Well being Nutrition Tobacco Free Disease Prevention Work Life Balance Tied incentives to achievement of Healthy Partner points. Over time we have used point systems, scorecards, challenges, gift cards, tokens, various incentives, etc.
Why did we decide to change our program? Although the plan evolved over the years some things remained constant. Low enrollment in the wellness plan Most wellness members were already healthy Difficulty proving wellness ROI Medical costs continue to increase In 2010, Employee Health was restructured under Human Resources. Hired a Manager of Employee Health and Wellness. Moved Wellness Specialist from the LIFE Center. Formed Employee Health & Wellness Leadership Team. Developed Program to Reward for results only. $14,000 $12,000 $10,000 $8,000 $6,000 $4,000 $2,000 $0 FY2006 FY2007 FY2008 FY2009 FY2010 FY2011 GHI/Member Linear (GHI/Member)
Why did we create a Wellness Leadership Team? Must have Executive Support and buy in. Must have leaders committed to this goal. Team members represent: Human Resources Employee Health & Wellness LIFE Centers Nutrition Services Employee Assistance Program (EAP) Workforce Development Developed Employee Health & Wellness Dashboard Team member accountability.
Employee Health & Wellness Leadership Team FY13 Personal Accountability Dashboard Indicator Goal? Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun YTD Improve Overall Health & Wellness Percentage of Leadership Team Members at an Optimal BMI [18.0-24.9] (Applegate/Noel) 100% 50 50 50 58 58 58 58 58 54 54 54 54 Percentage of Leadership Team Members Exercising Vigorously 150 Minutes per Week (Applegate/Noel) Percentage of Leadership Team Members that are Tobacco-Free (Applegate/Noel) Percentage of Leadership Team Members that Have a Blood Pressure 120/80 (Applegate/Noel) 100% 83 92 92 67 83 83 62 62 69 92 77 77 100% 100 100 100 100 100 100 100 100 100 100 100 100 100% 100 100 100 100 100 100 100 100 100 100 100 100 Percentage of Leadership Team Members with Hemoglobin A1C 5.6 (Applegate/Noel) Percentage of Leadership Team Members Utilizing SparkPeople [15,000 points/year] (Applegate/Noel) 100% 92 100 100 100% 33 25 33 42 50 50 23 15 23 31 31 31 Safety Quality Service Relationships Performance Goal = Perfection? = Explanation/Calculation Tasklist
Why did we change our philosophy for wellness rewards? Decision was made to base all rewards on results, not participation. Progress toward the goal does not earn the reward only goal attainment. We are no longer rewarding those who are not healthy! Wellness Return On Investment (ROI)
Why use a cash incentive? Health Insurance discounts get lost in the paycheck. Employee focus groups wanted cash. Physicians like cash. A lump sum offers more use potential and is a much bigger carrot.
What indicators did we choose? Had to be appropriate for SOMC. Worked with TPA to determine top disease processes. Selected indicators that could be measured. Assessed our community: Obesity, Coronary Artery Disease (CAD), Hypertension, Lung Cancer, Diabetes and Heart Disease Assessed our SOMC workforce: Diabetes, CAD, heart disease, depression, weight bearing joint disorders.
What indicators did we choose?
How did we get employee buy in? We are honest. We communicate. We discuss conditions. We are caring. We are a results driven workforce.
What is our enrollment process? Lab work (HgA1C, HDL, LDL, Cholesterol, Triglycerides) Biometrics (height, weight, BMI, body fat %, hip & waist measurements, blood pressure) Nicotine Testing Health Risk Assessment (HRA) Counseling Immediately on the spot Follow up counseling scheduled (if needed)
What is our enrollment process? Enrollment Fair 12 hour Enrollment every Tuesday in October Lab, Biometrics, Counseling & Brochure provided for program overview Enrollment Period Open enrollment all year October starts the new enrollment year
What are our reward incentives? Up to $300 cash bonus Possibility to earn $300 LIFE Center Membership Recognition as a Wellness Champion Influence to other employees, family members, and our community
How do we provide support? Full time Wellness Specialist Support of LIFE Center staff Free Diabetes Prevention & Control classes for employees & spouses Free smoking cessation classes for employees & community members Wellness counseling Disease Management counseling [Third Party Administrator (TPA)& Onsite] Employee Assistance Program Supportive Nutrition Services products and services
What programs do we offer? Employee Meltdown Challenge (Alumni Group) Health & Fitness Day Lunch & Learn Sessions LIFE Center Programs Employee Fitness Room Walking groups/paths Monthly newsletter Diabetes Education Dietician referral
How will we engage our physician partners? Offer physicians financial incentives for results. SOMC s program offers incentives for our top two disease processes as identified by claims data: Hypertension Diabetes Physician can earn $300 per condition. Goal is to align the physician with the Healthy Partners program to achieve measurable results for their patients.
What is the physician incentive process? Any primary care physician is eligible to receive the incentive. The physician must identify the SOMC medical member with one of the conditions. The physician completes a referral form and submits to Employee Health & Wellness. The physician will receive a bonus check if their patient meets their annual goals: Diabetes Hemoglobin A1C 7% Body Mass Index (BMI) 18.0 24.9 Hypertension Diastolic blood pressure 80 mmhg Body Mass Index (BMI) 18.0 24.9 Employee Health & Wellness will provide assistance to the patient once referral has been made.
We have a long way to go Disease Prevalence Rates** *Based on 2011 results of 769 Healthy Partner Participants (34% SOMC workforce) **Based on TPA claims data for one or more conditions: 1. Hypertension 2. Diabetes 3. Coronary Artery Disease 4. Asthma 5. Chronic Obstructive Pulmonary Disease
What questions do you have? Safety I Quality I Service I Relationships I Performance