http://www.MoreGoodYears.com - Workplace Wellness That Works; Resolve To Contain Health Costs in 2010

1. Resolve
to
Contain
Health
Costs
in
2010
by
U.S.
Preven,ve
Medicine

2. Resolve
to
contain
health
costs
in
2010
The
New
Year
brings
a
new
opportunity
to
help
your
employees
get
healthy.
Before
the
glow
of
New
Year’s
resolu,ons
fades,
you
can
help
employees
take
small
steps
that
produce
big
results
for
their
health…and
for
your
organiza,on.

3. Resolve
to
contain
health
costs
in
2010
Comprehensive
Health
care
is
a
growing
and
costly
threat
to
employers
in
the
United
the
journal
Health
Affairs
found
that
for
every
dollar
companies
States.
The
second
largest
expense
spend
on
employee
wellness,
worksite
health
beyond
payroll,
health
care
costs
are
on
a
steep
upward
rise.
medical
costs
fall
an
average
of
$3.27.
programs
focused
on
Since
2001,
premiums
for
family
[Remember:
The
primary
goal
of
a
coverage
have
increased
78
workplace
wellness
program
is
to
lifestyle
behavior
percent,
while
infla,on
rose
only
17
percent
and
wages
increased
by
aid
your
employee
in
the
acDve
parDcipaDon
of
becoming
a
change
can
yield
a
$3
to
19
percent.
When
General
Motors
spends
more
on
health
insurance
healthier
one.]
than
on
steel,
we
need
to
ask
if
we
On
average,
for
every
$9
a
$6
return
on
investment
want
all
of
U.S.
businesses,
no
maRer
what
industry,
to
be
in
the
company
pays
to
an
employee,
$1
of
that
goes
to
healthcare.
Case
in
(ROI)
for
each
dollar
business
of
providing
health
care. point:
Control
Data
Corpora,on’s
four-­‐year
study
of
15,000
Increasingly,
companies
have
employees
showed
defini,vely
that
invested. turned
to
wellness
programs
to
reduce
costs,
improve
produc,vity
workers
with
the
worst
lifestyle
habits
ran
up
the
biggest
medical
and
build
employee
morale.
bills,
and
that
health
care
costs
for
obese
workers
were
11%
higher
More
than
half
of
mul,na,onal
than
those
for
thin
ones.
corpora,ons
expect
to
introduce
or
expand
corporate
wellness
The
message
here?
Wellness
works.
programs
over
the
next
five
years.
A
well
employee
helps
keep
corporate
health
premiums
down,
A
recent
meta-­‐analysis
of
exis,ng
has
less
absenteeism
and
higher
studies
by
two
Harvard
professors
produc,vity.
published
in
the
February
issue
of

4. Resolve
to
contain
health
costs
in
2010
Ok.
You
know
that
a
workplace
wellness
program
is
important.
The
next
quesDon
is
GeNng
Started
with
Wellness
how
do
you
get
one
To
posi,on
your
program
for
walk,
employees
get
the
message
started?
top-­‐level
management
is
essen,al
that
fitness
is
part
of
the
corporate
success,
buy-­‐in
from
senior
and
culture.
to
a
successful
program
kick-­‐off
and
adop,on. However,
before
stepping
into
the
boardroom
to
pitch
your
workplace
wellness
program
ideas
to
the
CEO,
For
instance,
if
a
lunchroom
poster
take
a
few
steps
back
to
make
sure
touts
a
low-­‐fat
diet
but
hangs
your
program
plan
contains
the
beside
a
snack
machine
filled
with
cri,cal
elements
that
will
ensure
candy
and
chips,
employees
will
your
workplace
wellness
program
is
receive
a
mixed
message. a
successful
one.
Conversely,
when
the
company
president
takes
,me
out
for
a
brisk

5. Resolve
to
contain
health
costs
in
2010
If
you
are
the
only
one
looking
to
promote
health
and
wellness
within
your
organizaDon,
it
is
most
likely
going
to
be
an
uncertain
road
ahead
of
you
-­‐
having
a
group
of
Step
1.
Form
a
commi/ee
individuals
that
support
the
When
looking
to
form
your
idea
of
wellness
in
the
wellness
commiRee,
draw
from
different
areas
within
your
everyone
knows
what
the
commiRee
is
working
toward.
workplace
is
crucial
to
the
organiza,on.
A
diverse
group
will
ensure
that
all
perspec,ves
and
Once
a
wellness
program
has
been
program’s
success. needs
are
met
by
each
employee
group.
established
the
commiRee's
size
and
mee,ng
schedule
may
change.
Your
wellness
commiRee
can
Un,l
then,
however,
the
commiRee
comprise
of
anywhere
from
4
to
10
should
meet
on
at
regular
intervals
individuals.
The
commiRee
should
to
keep
the
development
of
the
write
a
mission
statement,
so
that
wellness
program
moving.

6. Resolve
to
contain
health
costs
in
2010
Asking
a
few
simple
Step
2.
Conduct
a
survey 4)
When
was
the
last
,me
you
exercised
con,nuously
for
20
quesDons
can
help
Conduc,ng
a
survey
to
find
out
minutes
or
more?
provide
you
with
the
what
types
of
services
and
5)
Do
you
smoke
on
a
regular
programs
your
employees
and
basis?
peers
would
be
interested
in
insight
necessary
to
par,cipa,ng
in
can
be
immensely
helpful
in
poin,ng
your
wellness
6)
Do
you
wake
up
feeling
refreshed
in
the
morning?
create
relevant
wellness
program
objec,ves
in
the
right
direc,on. 7)
How
many
glasses
of
water
do
you
drink
during
the
day?
programming
that
has
Here
are
some
sample
ques,ons
to
consider
asking
via
an
anonymous
8)
On
a
scale
of
1
-­‐
10,
how
would
meaning
to
the
survey: you
rate
your
overall
energy
level
during
the
day?
(A
ra,ng
of
10
1)
Would
you
be
interested
in
means
that
you
consider
yourself
parDcipant
as
well
as
par,cipa,ng
in
an
on-­‐site
program
to
help
you
learn
how
to
be
very
energe,c)
your
company.
healthier? 9)
Do
you
ever
experience
back
pain?
2)
When
was
the
last
,me
you
had
a
check-­‐up
by
your
doctor? 10)
If
you
answered
YES
to
number
9,
how
frequently?
3)
On
a
scale
of
1
-­‐
10,
how
healthy
would
you
rate
yourself?
(A
ra,ng
Tip:
A
great
free
tool
to
use
for
of
10
means
that
you
consider
surveys
online
is
Google
Docs’
yourself
in
perfect
health) “Forms”
func@on.
Find
a
full
step-­‐
by-­‐step
“how-­‐to”
here.

7. Resolve
to
contain
health
costs
in
2010
Looking
at
the
answers
to
your
quesDons
will
provide
you
with
a
be_er
sense
of
the
types
of
programs
from
which
your
employees
can
best
Step
3.
Analyze
the
results
benefit. Once
your
survey
results
are
in,
take
a
close
look
at
the
aggregate
employees
exercise
regularly?
Do
they
eat
3
balanced
meals
a
day?
answers. How
ojen
do
incidences
of
flu
and
colds
affect
your
employee’s
From
there,
determine
what
type
aRendance?
of
lifestyle
your
employees
are
leading.
Look
around
you
at
the
Looking
at
the
answers
to
daily
on-­‐goings
of
your
peers.
ques,ons
like
that
will
provide
you
with
a
beRer
sense
of
the
types
of
How
many
employees
take
smoke
programs
from
which
your
breaks
throughout
the
day?
If
you
employees
can
benefit.
have
a
vending
machine,
how
ojen
does
it
need
to
be
refilled?
Do
your

8. Resolve
to
contain
health
costs
in
2010
Map
out
possible
programming
soluDons
that
will
best
fit
the
Step
4.
Fill
in
the
blanks
1)
Back
Health
You
have
aggregated
your
survey
2)
CPR/First
Aid
needs
of
your
employees. responses,
you’ve
observed
the
daily
rhythm
of
your
employees
3)
Disability
Awareness
while
working.
Now
what?
4)
Weight
Loss
It’s
,me
to
look
at
which
possible
programming
solu,ons
will
best
fit
5)
Smoking
Cessa,on/Tobacco
the
needs
of
your
employees. Awareness
Here
are
some
sample
program
6)
Cholesterol
Awareness
topics
to
consider,
based
on
the
needs
of
your
employees: 7)
Blood
Pressure
Awareness
8)
Eye
Health
9)
Cancer
Preven,on
and
Early
Detec,on
10)
Blood
Sugar
Control

9. Resolve
to
contain
health
costs
in
2010
Just
as
it’s
important
to
Step
5.
Build
A
Plan
have
a
roadmap
for
any
goals
and
specific
objec,ves
business
venture,
the
When
developing
your
new
designed
to
reach
those
goals.
wellness
program
plan,
you
should
be
sure
to
solidify
a
one
or
two-­‐ Worksite
objec,ves,
for
example,
same
holds
true
for
your
sentence
vision
statement
that
outlines
the
overall
mission.
For
might
include
introducing
healthy
food
op,ons,
purchasing
workplace
wellness
example,
your
vision
statement
ergonomic
office
furniture
and
may
look
something
like
this: seong
aside
specific
areas
for
fitness
ac,vi,es.
program. “The
vision
of
ABC
company’s
Employee
Wellness
Program
Similarly,
health
screening
is
to
provide
the
tools,
objec,ves
should
include
resources
and
environment
developing
a
Health
Risk
for
each
employee
to
achieve
Assessment
(HRA)
ques,onnaire,
and
maintain
their
best
onsite
blood
tests
and
a
plan
for
possible
health.” reviewing
results
and
making
recommenda,ons.
Once
the
mission
statement
is
developed,
you
can
then
outline
Objec,ves
should
be
developed
for
specific
goals
and
objec,ves
health
management
programs
such
related
to
that
vision.
as
smoking
cessa,on,
healthy
ea,ng,
fitness,
alcohol
and
drug
Like
any
project,
your
wellness
educa,on,
stress
management
and
program
should
have
measurable
other
areas
specific
to
your
organiza,on.

10. Resolve
to
contain
health
costs
in
2010
Case
Study:
Johnson
&
Johnson
wanted
to
conduct
a
long-­‐term
evalua,on
of
the
effec,veness
of
its
corporate
health
and
Johnson
&
Johnson wellness
program.
The
program
covered
disability
management,
occupa,onal
minimum
of
one
year
between
health,
employee
assistance,
work-­‐life
screenings.
issues,
wellness,
and
fitness.
The
study
showed
Johnson
&
Johnson’s
Johnson
&
Johnson
contracted
with
savings
averaged
$8.5
million
annually
Medstat
to
conduct
a
financial
analysis
for
the
four-­‐year
period
ajer
the
of
medical
insurance
claims
for
more
program
began,
primarily
due
to
lower
than
18,000
domes,c
employees
who
administra,ve
and
healthcare
costs.
The
par,cipated
in
the
health
and
wellness
annual
medical
costs
of
employees
program
during
a
four-­‐year
period.
The
par,cipa,ng
in
the
program
were,
on
two-­‐part
evalua,on
compared
the
average,
$225
lower
than
they
were
employee’s
medical
costs
for
the
four
before
they
joined
the
program
due
to
years
they
had
been
in
the
program
to
reduc,ons
in
hospital
admissions,
their
medical
costs
from
the
prior
five
mental
health
visits,
and
outpa,ent
years. service
use.
The
first
study
focused
on
changes
in
The
study
also
showed
that
employees
inpa,ent
u,liza,on,
outpa,ent
care,
par,cipa,ng
in
the
program
had
lower
mental
health
visits,
emergency
room
health
risks.
Over
two
years,
use,
and
associated
ancillary
par,cipants
showed
improvements
in
expenditures. eight
health
risk
areas,
including
cigareRe
smoking,
sedentary
lifestyle,
The
second
study
reported
the
high
cholesterol,
high
blood
pressure,
effec,veness
of
the
program
in
low
dietary
fiber
intake,
and
poor
motor
reducing
the
health
risks
of
over
4,000
vehicle
safety
prac,ces.
employees
who
par,cipated
in
two
serial
health
screening
programs,
with
a
*The
informa@on
above
was
referenced
in
a
Johnson
&
Johnson
press
release
on
Jan
24,
2002.

11. About
U.S.
Preven,ve
Medicine
MISSION: PRODUCTS: This
enables
an
organiza,on
or
individual
to
To
improve
the
quality
of
health
and
The
PrevenDon
Plan™ implement
wellness
and
disease
longevity
of
the
individual.
We
will
achieve
The
Preven,on
Plan™
is
a
groundbreaking
management
measures
along
with
evidence-­‐
this
by
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with
physicians,
hospitals,
program
that
enables
individuals
to
based
strategies
that
change
behavior
and
employers
and
other
organiza,ons
to
determine
their
top
health
risks
and
receive
a
improve
health.
organize
and
advance
a
culture
of
preven,on
customized
plan
and
coaching
from
nurses
to
resul,ng
in
MORE
GOOD
YEARS™
for
all.
lower
those
risks
and
become
healthier.
The
PrevenDon
Plan
Premium™
Members
receive
a
“one-­‐stop,”
personalized
This
early
disease
detec,on
and
health
online
web
site
to
store
medical
informa,on,
management
program
for
execu,ves
and
BACKGROUND: complete
educa,onal
health
programs,
individuals
is
available
through
the
Global
U.S.
Preven,ve
Medicine,
Inc.,
a
privately
receive
reminders
about
needed
screenings,
Preven,on
Network™,
U.S.
Preven,on
owned
company
formed
in
2004
by
health
track
personal
progress
and
learn
about
Network™,
and
Centers
for
Preven,ve
care
execu,ve
Christopher
Fey,
is
building
the
work-­‐related
preven,ve
benefits
and
Medicine®.
These
interna,onally
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power
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incen,ves.
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interna,onally
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The
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The
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understanding
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AFFILIATIONS:
countries,
that
improves
health
outcomes
person
and
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health
care
providers
— U.S.
Preven,ve
Medicine
is
affiliated
with
while
reducing
health
care
costs.
The
Plan
either
telephonically
or
in
the
home
and
several
pres,gious
organiza,ons
including:
includes
innova,ons
such
as
the
Preven,on
workplace—Preven,on
Plan
RNs
work
to
American
College
of
Preven,ve
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a
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limit
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an
exis,ng
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and
Environmental
Medicine
and
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health
indicators
throughout
the
and
detect
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Disease
Management
Associa,on
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