RIBGH Quarterly Summit Meeting Using Wellness Incentives to Drive Healthy Choices and Better Outcomes June 14, 2013.

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 [email protected]

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


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


A lot of good health intentions get sidetracked by real life

The Consumer Reality


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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


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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“…but obstacles get in the way.”

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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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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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“Pay me to participate in wellness programs.”

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Younger consumers (ages 25-39) are more likely to need incentives



“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


Only 15% of consumers say employers should impose consequences for less-than-healthy outcomes


“If you are going to provide an incentive, I’ll take cash.”

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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


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



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


Creating a Foundation for Success


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


Use of Wellness Tools, Rewards & Consequences


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


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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


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Build Awareness: Incentive Value



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Build Awareness: Incentive Type



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Take Action: Incentive Value



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Take Action: Incentive Type



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Achieve Outcomes: Incentive Value



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Achieve Outcomes: Incentive Type



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Programs Designed to Address Tobacco Use

21747%

24653%

Yes No


Does your company offer a surcharge for using tobacco products or a discount for not using tobacco?



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Tobacco Use: Incentive Value



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Tobacco Use: Incentive Type



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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


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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


RIBGH Quarterly Summit Meeting Using Wellness Incentives to Drive Healthy Choices and Better Outcomes June 14, 2013.

Documents

better health

health of workers

health easy

positive health practices

individual health resources

health care survey slide

entire health continuum

better behaviors