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A PDF of this presentation will be available at
http://group.anthem.com/360healthCA 24-hours after the event.
The appropriateness and legal permissibility of the wellness programs and strategies discussed in this presentation should
be confirmed independently by groups before undertaking. All results described are for purposes of example only. Actual
program results will depend on various factors and cannot be guaranteed.
Proving Wellness is Important to
your Business Strategy
May Employer Webinar
Healthier employees, healthier companies
•Your employees are your most valuable asset. You want
them to be healthy, but there’s more to it than that. When
your employees are healthy…
• Productivity can increase
• Premiums or total medical spending may be reduced
 Wellness programs and a corporate “culture of health” can help
employees change their lifestyle and improve their health
 Providing wellness solutions for employees is a sound business
strategy and can help control costs
• According to the Bureau of Labor Statistics, the average person spends
53% of their waking hours at work.¹
1. U.S. Department of labor, Bureau of Labor Statistics website,
American Time Use (June 2010), www.bls.gov
A case for 360° Health: Lifestyle behavior
“There is clear evidence that the major chronic conditions that account
for so much of the morbidity and mortality in the U.S., and the
enormous direct and indirect costs associated with them, in large part
are preventable-and that to a considerable degree they stem from, and
are exacerbated by, individual behaviors. In particular, overweight and
obesity, lack of physical activity, and smoking greatly increase the risk
of developing the most serious chronic disorders.”
“By changing the way they live, individual Americans could change
their personal health status and the health landscape of the Nation
dramatically”
Source: Prevention Makes Common Cents” DHHS
http://aspe.hhs.gov/health/prevention/ accessed 5.2.2012
The Business Value of Wellness
•Helping your employees improve their health is one of the
best long-term strategies for reducing your health care
costs. Based on a 2010 study,
 Nine out of ten wellness program participants said they had
success in losing weight and getting regular checkups
 More than 80% said that they had increased their level of
exercise, improved their diet and nutrition, or managed blood
pressure, cholesterol levels, and stress
 More than half (57%) of employees who participated in their
companies’ health & wellness programs said they are very
effective at impacting their productivity
8th Annual Study of Employee Benefits Trends, Findings from the
National Survey of Employers and Employees, MetLife 2010
Employees Expect Wellness
 89 % of employees expect their workplace culture to
promote healthy lifestyle concepts1
 91% of employees believe employers have a
responsibility to maintain and improve the health and
well-being of their employees2
 Nearly two out of three individuals are interested in
participating in wellness programs and 20% are even
willing to pay extra for a wellness program3
1
2
3
Faircloth, Inc 2009)
SOURCE: HMC Building a Culture of Health study. Q3 2008 (outcomes validated Q4 2008.
Results do not relate to Empire members.
2008 Survey of Health Care Consumers. Deloitte Center for Health Solutions.
Tell us how you define wellness!
Chat to “All panelists”
What is Wellness
Employer Perception of Wellness
▪ An opportunity to change the lives of employees for the better, resulting
in a healthier business through increased productivity and reduced
medical
Member Perception of Wellness:
▪ Wellness is having the energy and vitality to be productive and feel our
and perform our best.
• Definition of a Culture of Health?
• A Culture of Health as one in which your employees know that it is important
to you/the company that they make decisions and behave in such a way as to
help them be as healthy as possible.
•
•
•
•
Concrete goals
Onsite health coaching
Internally Published Metrics
Formal Wellness Committee
•
•
•
•
Tobacco Free Workplace
24/7 NurseLine
Preventive Health Services
On-site classes
What are the Financial Impacts of Having
a Culture of Health?
Large companies with a Culture of Health have a greater
impact on their medical trend over time
From 2006 to 2008, what was the average annual
percent change in your medical trend?
Large = 1,000+ Employees
HMC Building a Culture of Health study. Q3 2008 (outcomes validated Q4 2008). Based on 2009 telephone survey of 400
company decision makers to ask whether they were working to build a “Culture of Health” and, if so, what kind of outcomes they
were having. Note that results depend on various factors and cannot be guaranteed.
What Other Benefits Could my Company
See with a Culture of Health?
Companies with a Culture of Health may experience greater
outcomes than their peers
Perceived Positive Outcomes Compared to Peer Companies (mean Agreement score)
10-point scale:
1= My company is
much worse than
peer group;
10= My company is
much better than
peer group
HMC Building a Culture of Health study. Q3 2008 (outcomes validated Q4 2008). Based on 2009 telephone survey of 400
company decision makers to ask whether they were working to build a “Culture of Health” and, if so, what kind of outcomes they
were having. Note that results depend on various factors and cannot be guaranteed.
360° Health®: Your Total Health Solution
360°Health® Programs
Management
• Comprehensive Medical Management:
Utilization Management, Case
Management, ComplexCare *, NICU * &
Transplant
• ConditionCare *
• End Stage Renal Disease *
• Support Programs
• MyHealth Coach
Tools & Resources
• Anthem.com/ca
• MyHealth Assessment
• MyHealth Record
• Anthem Care Comparison
•SpecialOffers@Anthem®
Guidance
• 24/7 NurseLineSM
• Future Moms
• Behavioral Health UM
• MyHealth Advantage *
• Pharmacy *
• Healthy Lifestyles
• Worksite Wellness
• EAP
• Staying Healthy Reminders
• Productivity Solutions *
All 360° Health programs are not listed above. Not all programs available to all market segments.
The programs listed above are included for fully insured Large Groups accounts (non-bolded).
The programs listed in bold are optional and available for Large Group accounts at additional cost.
The programs listed with an asterisk (*) may be optional for ASO and may vary by market segment.
Anthem resources for you
•Wellness Promotion Resources:
▪ Time Well Spent
(anthem.com/ca/timewellspent)
▪ Wellness Calendar
(wellnesscalendar.anthem.com/ca)
▪ MyHealth Assessment Promotional
Toolkit on Time Well Spent
▪ Employer Guide to Wellness in the
Workplace
• Wellness Topics Employee Survey
• Wellness at Work flier
•
Approach to Health Promotion & Wellness


Organizational commitment can maximize
engagement and outcome
Multi-year program helps build a culture
of health and wellness awareness and
participation
•
•
•



Program Components
•
Enhances readiness of the population for
change
Helps foster level of trust and confidence in
programs
Can increase levels of intervention and
engagement
Step wise approach can build momentum
based on success in prior phases
Multiple modalities provide greater accessibility
and drive participation
Incentive based programs (rewards), when
permitted, can provide additional
encouragement to increase engagement and
participation levels
Over time
Member Promotional Campaign
Health Promotion & Wellness Topics
My Health Advantage
Worksite Wellness
Healthy Lifestyles
Incentives
Take it to the next level:
Integrate wellness into your workplace
•Every company is different so you need to discover what
wellness programs would mean the most to your
employees:
 Take a look at your demographics
 Examine ways that are best to communicate to your employees
and don’t forget about their dependents at home as they are the
segment of your population that can drive the most cost.
 Evaluate HRA data
 Implement an employee survey
 Work with your Anthem Account team to analyze your claims
information to find trends
 Consider environmental changes (no smoking policy, bike racks)
The more information you have, the better your plan will be.
Employer Guide to Promoting
Wellness in the Workplace
•Helps you and senior leaders start
putting a wellness plan into
action – step by step
▪ Build a wellness team
▪ Lay out a specific plan for your wellness
campaign
▪ Set specific goals and objectives
▪ Develop a timeline
▪ Delegate roles and responsibilities
▪ Itemize a budget
▪ Promote health and wellness ideas
▪ Begin communicating directly to employees
▪ Set up a wellness fair
▪ Evaluate your results
Best Practices When You Have a Small Budget
•You can encourage healthy behaviors for your employees
without a robust wellness budget. Here are some best
practices :
▪
▪
▪
▪
▪
▪
▪
Executive support
Build a Wellness Team
Understand what health issues matter most to your employees
Provide Access to Discounts and Health Improvement programs
Ongoing Communication
Create Healthy Competition
Measure Outcomes
Poll Question # 1
•How far along is your wellness strategy?
•a) Year 1 – My company is about to kick-off or has just
implemented a new wellness strategy.
•b) Year 2 -- We are in our second year and looking for ways
to enhance the strategy
•c Year 3 – We are old pros
•d) What wellness strategy?
17
When you want to Expand your Wellness Program
Sample 3 Year Wellness Strategy
Increase Company Paid
Wellness Credit
Propose: $tbd/associate:
$tbd/spouse

CDH & PPO/Cost-efficient
HMOs

Wellness programs

Introduction of Wellness
credits paid out as premium Company Paid
credits in the following year Wellness Credit:
$400/associate;
$400/spouse
Company Paid
Wellness Credit:
$200/associate
Awareness
(Screening + Health
Assessment)
Year 1
Participation
(Programs + TobaccoFree or Tobacco
Cessation Program)
Awareness
(Screening + Health
Assessment)
Year 2
Results
(Be in Healthy
Range/Show
Improvement)
Participation
(Programs + TobaccoFree or Tobacco
Cessation Program)
Awareness
(Screening + Health
Assessment)
Year 3
Measure Your Results
• When it comes time to size up your wellness program, you’re
going to need proof that your plan is working and how it’s
affecting your company’s bottom line.
 Track attendance of events and competition participation
 Conduct pre/post surveys to determine the value of the event and if
people learned something new or plan to use the information
 Your wellness plan could have an impact on attendance, sick leave
usage, and employee turnover
 Compare pre/post aggregate program results, biometric screening
results, or health assessment results
 Analyze claims experience and impacts from previous benefit changes
 Communicate the results to participants, company leadership, and your
Anthem rep!
ROI and The Broader Picture
ROI is difficult to measure, however it’s better to take a
comprehensive look at programs to understand the full
benefits.
▪
▪
▪
▪
▪
▪
▪
▪
Engagement/ Participation Rates
Employee Satisfaction & Retention
Improved Health
Biometrics and Clinical Measures
Enhanced Productivity
Reduced Absenteeism
Reduced Benefit expense (Workers Comp. & Disability included)
ROI
•Success Stories
Worksite Wellness: Case Study
•Client:
 5250 employees, Primary manufacturing -- specializing in marketing and
publishing services
 Multiple locations, employees include off site sales teams and seasonal
workers.
•Worksite Wellness Strategy:
 Offer Health Screenings: Total Cholesterol, HDL, LDL, Triglycerides,
Blood Glucose, Blood Pressure, BMI
 Held 30 on-site events. Added physician fax back options to reach off site
employees.
• Employees received financial incentive for participation in addition to
monthly premium contribution based on scoring results. (Additional
incentives were available for participation in other wellness programs).
• Email, communications from on-site coordinators, letters to the home.
In all cases, results depend on various factors and cannot be
guaranteed.
Worksite Wellness: Case Study
• Population Participation: 47.7% (=2504/5250)
• Screening Results and Satisfaction*:
 37.2% of participants had an obese BMI **
• (compared to 34.1% of American adults 2003 - 2006)
 8.1% of participants had high total cholesterol **
• (compared to 16.3% of American adults 2003 - 2006)
 8.1% of participants had high blood pressure **
• (compared to the 2003 - 2006 U.S. average of 17.9%)
 98% of the attendees found the health screening useful
 86% of the attendees learned something new about their health
 90% said they would share the information they learned with their
physician
 89% said health screening motivated them to make at least one healthy
behavior change
*2,325 satisfaction surveys were returned (return rate of 93.8%). Percentages include the number of
members who “agreed” or “strongly agreed” with the statements.
** Compare to the most recent U.S. estimates by the Centers for Disease Control and Prevention (CDC)
Case Study
Lifestyle Management Client Example
Client:
 3,922 employees, financial institution- locally owned, multiple locations
across two states
 65% female, average age 41
Lifestyle Management Strategy:
 Launched Healthy Lifestyles Complete which includes Online,
Telephonic and Gym network in January 2008
 Drove participation by adding incentives
Results
 22% of enrollees participated in lifestyle campaigns, which is the highest
among benchmark
 900K total estimated savings for both health care and productivity during
2010
 Estimated 2.8 million saving from 2008 thru 2010
In all cases, results depend on various factors and cannot be
guaranteed.
Case Study
Lifestyle Management Client Example
Telephonic Coaching
Risk Reduction
 2010 program year
enrollees reported a total of
994 health risk and have
improved or eliminated 36%
of those risks.
 In the 2009 program year
1,119 health risks were
reported and enrollees
improved or eliminated 33%
of those risks.
 In the 2008 program year,
2,541 health risks were
reported and participants
improved or eliminated
29% of those risks.
Telephone coaching program results are considered for each program year. The 2010
program year is still in progress and will conclude on December 31, 2011 to allow
individuals to complete 12 months of coaching support.
It Doesn’t Take Much to Move the Needle
Once you have wellness programs for your employees, you
can have a greater impact on future health care costs
 For people with pre-diabetes, lifestyle changes, including a 5%–7% weight
loss and at least 150 minutes of physical activity per week, can reduce the
rate of onset of type 2 diabetes by 58%1
 A 1% reduction in health risks such as weight, blood pressure, glucose,
and cholesterol risk factors would save $83 to $103 annually in medical
costs per person2
 For every gram of salt that Americans reduce in their diets daily, a quarter
of a million fewer new heart disease cases and over 200,000 fewer deaths
would occur over a decade3
1 National Diabetes Education Program Provider toolkit Your Game Plan for preventing type 2 diabetes 2003
2 Henke, R.M., Carls, G.S., Short, M.E., Pei, X., Wang, S., Moley, S., Sullivan, M., and Goetzel, R.Z. (2010)
The Relationship between Health Risks and Health and Productivity Costs Among Employees at Pepsi
Bottling Group. Journal of Occupational & Environmental Medicine, 52(5), 519–527.
3 American Heart Association’s 49th Annual Conference on Cardiovascular Disease Epidemiology and
Prevention 2009
Sign Up for Other Events in 2012
 June 21th Wellness on a Dime: Low or No cost Wellness
tools to help you build your Wellness Strategy
 July 19th Amp it Up- What you can do to get your
employees engaged: Employer success stories and Open
Enrollment opportunities
 August 16th Walking the Walk: How to plan a health fair
and other on-site wellness events
 September 20th Free Wellness Tools on
Anthem.com/ca: Online resources to help employees
manage their health stop smoking and lose weight
Sign up at:
http://group.anthem.com/360healthCA
Q & A Session
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• Anthem Blue Cross Life and Health Insurance Company is an independent licensee of the Blue Cross
Association. ® ANTHEM is a registered trademark of Anthem Insurance Companies, Inc. The Blue Cross
name and symbol are registered marks of the Blue Cross Association.
Thank You!
If you have further questions, please contact your
broker or Anthem representative.