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Healthy People 2010 Grant

                A new Grant to assist your organization in having
                 a healthier, happier, more productive, and less
                               expensive workforce.
Clarify Purpose Of Today’s Discussion
            It is NOT to sell you anything
               We are a non-profit and operate off grant money
               Thus,
               Thus we are actually educating on free resources
               available and the importance of the subject matter
            Discuss best practices used by employers to
            improve the health of their workforce
            Become familiar with practical strategies to design
            and 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 plan
            design regardless if you elect to participate in the
            Healthy People 2010 Grant
Speaker Background
           Graduate degrees in Public Health (MHA) and Finance
           (MBA)
           Employment History
              In the healthcare industry since 1989
              First job post-graduate school was in a large insurance
              company developing new health plan products
              Senior Consultant with Deloitte & Touche developing self-
              funded benefit plans for large public and private employers
           Experience
              Developed and implemented programs in over 500
              employers nationally
              Trained over 400 health coaches
              Trained
              T i d over 100 Risk M
                               Ri k Management C
                                              t Consultants
                                                     lt t
           Personal
              Married with four children (12, 11, 10, and newborn)
                  Now you know why I lost my hair!
Introduction To The Wellness Chamber
          Began in 1999
          Formed to assist employers in the identification
          and mitigation of employees’ b h i l and
              d iti ti      f     l     ’ behavioral d
          lifestyle risks which drive cost to employer
          Work with employers (single and multi-location)
                                               multi location)
          of all sizes and industries nationally including:
                 School districts
                 Cities/counties
                 Service organizations
                 Manufacturers
                 Distribution and transportation companies
                       p
                 Non-profits
                 And just about every other type of employer/organization!

          Our programming has been implemented by
          1,000
          1,000+ employers
Information On The HP 2010 Grant
            Goal of Healthy People 2010 is to get 75% of
            employers to implement a comprehensive health
            promotion program with 75% participation
            The Grant is open to all employers willing to agree to
            minimal participation requirements
            The US Wellness Chamber was awarded the Healthy       y
            People 2010 Grant because of several reasons:
                Holistic approach to wellness and health promotion
                Even without the Grant, Membership in the Wellness
                                       ,           p
                Chamber is affordable and applicable to employers of
                any size
                Scalable model with customized implementation
                meeting the needs of basic or advanced client
                    ti th       d fb i         d       d li t
                requirements
                High-touch model featuring an assigned Corporate
                Health Coach and a Risk Management Consultant with
                on-site programming on a year round basis
A Holistic View On Health & Wellness

                                        • Physical
                                          Functioning
                          Physical
                         Component
                                        • Bodily Pain
                                        • General Health
                                        • Bio-Metrics


              Three                          • Mental Health
           Components            Mental/
                               Emotional
                                             • Vitality
           of Wellness         Component     • Social Functioning




                         Preparedness   • Financial Health
                          Component
                                        • Legal Protection
Why Wellness Now? Risk Drives Cost!




              • How much is employee risk costing you in lost
                productivity, increased absenteeism, and
                excess claims cost?
              • If you aren’t measuring it, you can’t manage it!
More Discussion On Risk & Cost
            Risk is an accurate predictor of cost even before
            claims are made
            For
            F example, employees with th
                       l       l         ith these risks are
                                                    i k
            predicted to incur the referenced medical/drug
            “excess costs”:
               High blood pressure, ~$1,200 of “excess costs”
               Sedentary lifestyle, ~$500
               Overweight, ~$600
                       g , $
               Stress, ~$300
            The same can be calculated based upon expected
            productivity loss:
               Stress, 4% productivity loss
               Smoking, 3%
               Sedentary lifestyle, 2%
Six Components Of An Effective Behavioral &
 Lif t l B
 Lifestyle-Based Ri k M
               d Risk Management P
                                t Program


                                                                                        •one on one
                                                     •state of the art,                  consultation for
                                                      proprietary tool                   all HRA
               •health fair                                                              participants to
                environment                          •employee and                       discuss next
 Wellness                           Health Risk                           Health Risk
                                                      spouse included                    steps
 Launch        •health screenings   Assessment                             Review
                conducted on-site
                   d      d    i                     •quick—only ten                    •conducted f face to
                                                      minutes to                         face w/ local
                                                      complete                           Health Coach, if
                                                                                         available




                                                                                        •discounts on
                                                     •consistent                         wellness
               •one on one
                                                      promotion of                       products and
                coaching f hi h
                      hi for high      Monthly        timely health       Access To      services, i.e.,
                risk individuals    Presentations,
Intervention                                          topics throughout   Additional     cholesterol and
                ($)                    Flyers &
                                     Newsletters      the year            Resources      glucose testing
               •legal/financial
                                                     •includes on-site                   ($)
                resources ($)
                                                      education
Monthly Wellness Workshops
Intervention As A Voluntary Benefit
          Rather than push the cost to employers, employees
          have the option to participate in additional services to
          improve their wellness/reduce their risk on a payroll
          deducted basis.
          Four 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 risks
                 Assistance with legal and financial stressors
             Small group classes, i.e., weight management
             Expanded Bio-Metrics i.e., Cholesterol, Glucose, etc.
               p                        ,          ,        ,
Logistics Of Implementation
       Employers join the US Wellness Chamber under the Grant
       An experienced Risk Management Consultant will have a
       complimentary consultation with you to identify goals
                                                       goals,
       incentives, timeline, etc.
       Wellness Launch will be held at your location
             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
             without charge
       You’ll receive your aggregate report identifying employee
       populations’ risks to plan intervention
       12 week small group classes h ld on-site
               k     ll        l       held    it
       Monthly Wellness Workshops held on-site
             30 minutes per Workshop
             Multiple sessions can be held to accommodate different shifts/locations
             without charge
FAQs
       What if my employees aren’t interested?
                            aren t
             Successful programs average 97% employee participation
             when employers follow best practices.
       What is the key to t
       Wh t i th k t get employees engaged i th i
                            l            d in their
       health improvement?
             During the risk identification phase, each employee’s
             readiness for change must be identified for each
             presenting risk factor.
       Doesn’t my health insurance already do all of
       this?
             Typically not the following:
              – Paper-based Health Risk Assessments for all employees and
                spouses 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
                On-going on-site
              – Wellness-based intervention rather than medically-based
FAQs (continued)
          How can there be no cost to the employer?
                Through grants, we are able to offer your first year’s
                membership at no cost with no obligation thereafter if
                            p                         g
                you follow our best practices.
                If you elect to not follow best practices, the $495
                Chamber Membership Fee applies.
          What’s the cost to employees?
                None, unless they elect to participate in an optional,
                fee-based component—PPW, PPL, or small group
                              p                               g p
                classes.
          Is there a minimum employee participation for
          the optional fee-based payroll deduction
               optional, fee based,
          programs?
                No. However, we average over 50% employee
                participation in the optional fee-based programs
                                     optional, fee based programs.
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 successful
               on-going
       program?
       How much is your employees’ risk costing you in predictable
       “excess costs”?
        excess
       How much do employers have to pay to participate in the
       Healthy People 2010 Grant?
       Why would an employer not want to pursue a proactive
       approach to risk identification and mitigation if no cost were
       involved?
More Information




           information@healthypeople2010grant.org




             United States Wellness Chamber of Commerce
                        Toll Free: 800 429 4556
                                   800-429-4556
                      www.uswellnesschamber.org

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Healthy+People+2010+Grant+Employer+Power Point+$5 Bfull+Page+Slides$5 D

  • 1. Healthy People 2010 Grant A new Grant to assist your organization in having a healthier, happier, more productive, and less expensive workforce.
  • 2. Clarify Purpose Of Today’s Discussion It is NOT to sell you anything We are a non-profit and operate off grant money Thus, Thus we are actually educating on free resources available and the importance of the subject matter Discuss best practices used by employers to improve the health of their workforce Become familiar with practical strategies to design and 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 plan design regardless if you elect to participate in the Healthy People 2010 Grant
  • 3. Speaker Background Graduate degrees in Public Health (MHA) and Finance (MBA) Employment History In the healthcare industry since 1989 First job post-graduate school was in a large insurance company developing new health plan products Senior Consultant with Deloitte & Touche developing self- funded benefit plans for large public and private employers Experience Developed and implemented programs in over 500 employers nationally Trained over 400 health coaches Trained T i d over 100 Risk M Ri k Management C t Consultants lt t Personal Married with four children (12, 11, 10, and newborn) Now you know why I lost my hair!
  • 4. Introduction To The Wellness Chamber Began in 1999 Formed to assist employers in the identification and mitigation of employees’ b h i l and d iti ti f l ’ behavioral d lifestyle risks which drive cost to employer Work with employers (single and multi-location) multi location) of all sizes and industries nationally including: School districts Cities/counties Service organizations Manufacturers Distribution and transportation companies p Non-profits And just about every other type of employer/organization! Our programming has been implemented by 1,000 1,000+ employers
  • 5. Information On The HP 2010 Grant Goal of Healthy People 2010 is to get 75% of employers to implement a comprehensive health promotion program with 75% participation The Grant is open to all employers willing to agree to minimal participation requirements The US Wellness Chamber was awarded the Healthy y People 2010 Grant because of several reasons: Holistic approach to wellness and health promotion Even without the Grant, Membership in the Wellness , p Chamber is affordable and applicable to employers of any size Scalable model with customized implementation meeting the needs of basic or advanced client ti th d fb i d d li t requirements High-touch model featuring an assigned Corporate Health Coach and a Risk Management Consultant with on-site programming on a year round basis
  • 6. A Holistic View On Health & Wellness • Physical Functioning Physical Component • Bodily Pain • General Health • Bio-Metrics Three • Mental Health Components Mental/ Emotional • Vitality of Wellness Component • Social Functioning Preparedness • Financial Health Component • Legal Protection
  • 7. Why Wellness Now? Risk Drives Cost! • How much is employee risk costing you in lost productivity, increased absenteeism, and excess claims cost? • If you aren’t measuring it, you can’t manage it!
  • 8. More Discussion On Risk & Cost Risk is an accurate predictor of cost even before claims are made For F example, employees with th l l ith these risks are i k predicted to incur the referenced medical/drug “excess costs”: High blood pressure, ~$1,200 of “excess costs” Sedentary lifestyle, ~$500 Overweight, ~$600 g , $ Stress, ~$300 The same can be calculated based upon expected productivity loss: Stress, 4% productivity loss Smoking, 3% Sedentary lifestyle, 2%
  • 9. Six Components Of An Effective Behavioral & Lif t l B Lifestyle-Based Ri k M d Risk Management P t Program •one on one •state of the art, consultation for proprietary tool all HRA •health fair participants to environment •employee and discuss next Wellness Health Risk Health Risk spouse included steps Launch •health screenings Assessment Review conducted on-site d d i •quick—only ten •conducted f face to minutes to face w/ local complete Health Coach, if available •discounts on •consistent wellness •one on one promotion of products and coaching f hi h hi for high Monthly timely health Access To services, i.e., risk individuals Presentations, Intervention topics throughout Additional cholesterol and ($) Flyers & Newsletters the year Resources glucose testing •legal/financial •includes on-site ($) resources ($) education
  • 11. Intervention As A Voluntary Benefit Rather than push the cost to employers, employees have the option to participate in additional services to improve their wellness/reduce their risk on a payroll deducted basis. Four 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 risks Assistance with legal and financial stressors Small group classes, i.e., weight management Expanded Bio-Metrics i.e., Cholesterol, Glucose, etc. p , , ,
  • 12. Logistics Of Implementation Employers join the US Wellness Chamber under the Grant An experienced Risk Management Consultant will have a complimentary consultation with you to identify goals goals, incentives, timeline, etc. Wellness Launch will be held at your location 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 without charge You’ll receive your aggregate report identifying employee populations’ risks to plan intervention 12 week small group classes h ld on-site k ll l held it Monthly Wellness Workshops held on-site 30 minutes per Workshop Multiple sessions can be held to accommodate different shifts/locations without charge
  • 13. FAQs What if my employees aren’t interested? aren t Successful programs average 97% employee participation when employers follow best practices. What is the key to t Wh t i th k t get employees engaged i th i l d in their health improvement? During the risk identification phase, each employee’s readiness for change must be identified for each presenting risk factor. Doesn’t my health insurance already do all of this? Typically not the following: – Paper-based Health Risk Assessments for all employees and spouses 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 On-going on-site – Wellness-based intervention rather than medically-based
  • 14. FAQs (continued) How can there be no cost to the employer? Through grants, we are able to offer your first year’s membership at no cost with no obligation thereafter if p g you follow our best practices. If you elect to not follow best practices, the $495 Chamber Membership Fee applies. What’s the cost to employees? None, unless they elect to participate in an optional, fee-based component—PPW, PPL, or small group p g p classes. Is there a minimum employee participation for the optional fee-based payroll deduction optional, fee based, programs? No. However, we average over 50% employee participation in the optional fee-based programs optional, fee based programs.
  • 15. 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 successful on-going program? How much is your employees’ risk costing you in predictable “excess costs”? excess How much do employers have to pay to participate in the Healthy People 2010 Grant? Why would an employer not want to pursue a proactive approach to risk identification and mitigation if no cost were involved?
  • 16. More Information information@healthypeople2010grant.org United States Wellness Chamber of Commerce Toll Free: 800 429 4556 800-429-4556 www.uswellnesschamber.org