cost reduction without employer investment

8/14/2019 Cost Reduction Without Employer Investment

1/14

Cost Reduction Without

Employer Investment

Practical strategies to identify and mitigate thebehavioral and lifestyle risk factors of an

unhealthy workforce.


2/14

Clarify Purpose Of Todays Seminar

It is NOT to sell you anything We are a non-profit and operate off grant money so have

nothing to sell you!

Discuss best practices used by employers to

improve the health of their workforce

Become familiar with practical strategies to designand implement an effective program resulting in a

proactive benefit plan design

Clarify that options do exist without any employer

investment

Motivate you to pursue a proactive benefit plandesign regardless of who you elect to work with


3/14

Speaker Background

Licensed Health and Life Agent

Employment History In the healthcare industry since 1993

Worked for a national Third Party Administrator implementing and

managing multiple self-funded benefit programs for some small

and some large, very complex employers.

Worked for a regional PPO network in sales and marketing, and

the analytics involved in the provider recruiting and contractingareas.

Experience

In-depth knowledge of claims utilization, trends, business

practices, and claim payment standards and guidelines used in

eligible healthcare expense determinations.

Developed and implemented many changes and improvements to

benefit programs, analyzing liabilities, and providing cost-savingsolutions within the benefits environment.

Personal

Married with two children (ages 12 and 13).


4/14

Introduction To The Wellness Chamber

Began in 1999

Formed to assist employers in the identification

and mitigation of employees behavioral and

lifestyle risks which drive cost to employer

Work with employers (single and multi-location)

of all sizes and industries nationally including: School districts

Cities/counties

Service organizations

Manufacturers

Distribution and transportation companies

Non-profits

And just about every other type of employer/organization!

Our programming has been implemented by

1,000+ employers


5/14

A Holistic View On Health & Wellness

PhysicalComponent

PhysicalFunctioning

Bodily Pain

General Health

Bio-Metrics

Mental/Emotional

Component

Mental Health

Vitality

Social Functioning

PreparednessComponent

Financial Health

Legal Protection

Three

Components

of Wellness


6/14

Why Wellness Now? Risk Drives Cost!

How much is employee risk costing you in lost

productivity, increased absenteeism, and

excess claims cost?

If you arent measuring it, you cant manage it!


7/14

More Discussion On Risk & Cost

Risk is an accurate predictor of cost even beforeclaims are made

For example, employees with these risks are

predicted to incur the referenced medical/drug

excess costs:

High blood pressure, ~$1,200 of excess costs Sedentary lifestyle, ~$500

Overweight, ~$600

Stress, ~$300

The same can be calculated based upon expected

productivity loss:

Stress, 4% productivity loss

Smoking, 3%

Sedentary lifestyle, 2%


8/14

Six Components OfAn Effective Risk Management

Program

health fairenvironment

health screeningsconducted on-site

WellnessLaunch

state of the art,proprietary tool

employee andspouse included

quickonly ten

minutes tocomplete

Health RiskAssessment

one on oneconsultation forall HRAparticipants todiscuss nextsteps

conducted face to

face w/ localHealth Coach, ifavailable

Health RiskReview

one on onecoaching for highrisk individuals($)

legal/financialresources ($)

Intervention

consistentpromotion oftimely healthtopics throughoutthe year

includes on-siteeducation

MonthlyPresentations,

Flyers &Newsletters

discounts on

wellnessproducts andservices, i.e.,cholesterol andglucose testing($)

Access ToAdditionalResources


9/14

Monthly Wellness Workshops


10/14

Popular Optional Components

Rather than push the cost to employers, employeeshave the option to participate in additional services to

improve their wellness/reduce their risk on a payroll

deducted basis.

Three typical optional components include:

Intervention for physical/mental risks Face to face health coaching

Creation of a Health Improvement Plan using SMART

goals

Monthly meetings to support and hold accountable

Intervention for legal/financial risksAssistance with legal and financial stressors

Expanded Bio-Metrics i.e., Cholesterol, Glucose, etc.


11/14

Typical Logistics OfAn Implementation

An experienced Risk Management Consultantwill have a complimentary consultation with you

to identify goals, incentives, timeline, etc.

Wellness Launch will be held at your location Collection of bio-metrics

~45 minute session to kick-off program, complete HRAs, etc. Includes enrollment of voluntary, payroll deduction options

Multiple sessions can be held to accommodate different

shifts/locations

Receive aggregate report identifying employee

populations risks to create a baselineMonthly Wellness Workshops held on-site

~30 minutes per Workshop

Held at times to prevent loss of work/productivity

Multiple sessions can be held to accommodate different

shifts/locations


12/14

FAQsWhat if my employees arent interested?

Successful programs average 97% employee participationwhen employers follow best practices.

What is the key to get employees engaged in their

health improvement? During the risk identification phase, each employees

readiness for change must be identified for eachpresenting risk factor.

Doesnt my health insurance already do all of

this? Typically not the following:

Paper-based Health Risk Assessments for all employees andspouses regardless if they are on plan or not

On-site collection of bio-metrics without charge

Face-to-face consultations for all employees post-HRA

On-going on-site education sessions

Wellness-based intervention rather than medically-based


13/14

Quiz What is the first step to reduce health insurance claims/cost

and to improve employees health?

Why does face-to-face involvement of a local health coach

make a difference in employee engagement?

Why is it important to incorporate clinically obtained bio-

metrics into the data collection?

Why is on-going education an important part of a successfulprogram?

How much must an employer pay to implement an effective

wellness and risk management program?

How much is your employees risk costing you in predictable

excess costs?

Why would an employer not want to pursue a proactive

approach to risk identification and mitigation if no cost were

involved?


14/14

Contact Information

Sandra J. OConnor, RMC

Regional Vice President

[email protected]

United States Wellness Chamber of CommerceToll Free: 800-429-4556

Mobile: 815-342-4208

www.uswellnesschamber.org

cost reduction without employer investment

Documents