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IBI Incentives Research,[object Object],Employer Incentives for ,[object Object],Workforce Health & Productivity,[object Object],IBI RESEARCH - 2008,[object Object],1,[object Object],Source: “Employer Incentives for Workforce Health and Productivity,” IBI, October 2008,[object Object]
IBI Research on Health & Productivity Incentives,[object Object],Purpose: Identify incentives and disincentives used, their goals, their relative effectiveness and desired changes,[object Object],Key Insights:,[object Object],[object Object]
Types of incentives used vary widely, while requiring higher premiums and copays are the principal penalties for noncompliance.
Goals for offering incentives are far more likely to encourage participation than outcomes that directly impact on the bottom line.
Employers place substantial value both for incentives and disincentives.
Employers are unlikely to use the most effective incentives or disincentives.
Employers are likely to be new to providing incentives and disincentives and still are experimenting with the fit between culture, effectiveness and affordability.The full study is available to members of IBI. ,[object Object],Commentary is available in Notes view.,[object Object],2,[object Object]
Use of Incentives/Disincentives,[object Object],3,[object Object],Source: “Employer Incentives for Workforce Health and Productivity,” IBI, October 2008,[object Object]
Current Incentives,[object Object],4,[object Object],Source: “Employer Incentives for Workforce Health and Productivity,” IBI, October 2008,[object Object]
Current Disincentives,[object Object],5,[object Object],Source: “Employer Incentives for Workforce Health and Productivity,” IBI, October 2008,[object Object]

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Employer Incentives for Workforce Health & Productivity

  • 1.
  • 2.
  • 3. Types of incentives used vary widely, while requiring higher premiums and copays are the principal penalties for noncompliance.
  • 4. Goals for offering incentives are far more likely to encourage participation than outcomes that directly impact on the bottom line.
  • 5. Employers place substantial value both for incentives and disincentives.
  • 6. Employers are unlikely to use the most effective incentives or disincentives.
  • 7.
  • 8.
  • 9.
  • 10.
  • 11.
  • 12.
  • 13.
  • 14.
  • 15.