Overview of liveWELL
program by UI Wellness
Prepared by UI Wellness. For internal use only.
Agenda
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About liveWELL
Process
Benchmark Data
Benefits to Individual
Benefits to Organization
Goals/Outcomes
Q&A
About liveWELL
liveWELL is a collaborative effort with the overall goal of enhancing the
health and well-being of UI faculty and staff. The model focuses on an
integrative approach to health, productivity, and safety for faculty and
staff. Partners include:
UI Wellness
College of Medicine
College of Pharmacy
College of Dentistry
UI Benefits
College of Nursing
College of Public Health
College of Liberal Arts & Sciences
UI Health Plans
University of Iowa Hospitals and Clinics
Process
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Health Risk Assessment (HRA) – 20 minute online questionnaire
Individual Report – Tailored feedback for personal health plan development
Health Coach
Appropriate Referral
HRA
High or Moderate risk
Low risk
Individual receives
written report and
eligible for all
targeted UI
Wellness program
Health Coach
Referral
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Disease management
PCP
Behavior change program
Health coach – long term
Benchmark Data
Private Companies
Johnson & Johnson - Journal of Occupational and Environmental
Medicine reported a reduction in medical care expenditures of $224.66
per employee, per year.
Union Pacific Railroad first established their worksite wellness program
in 1987 and since then has made health and wellness a part of their
corporate culture. According to an article in the July 2004 issue of
Workforce Management, UPR estimates that during 2001 its wellness
program saved the company $53 million.
Academic Settings
In January 2004, Duke University began offering a prospective health
program as a new benefit to its 35,000 employees and their dependents.
The core component of this program is the “health coach model.”
Benefits to Individual
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Improved health
Feel better at home and work
Support to make healthy lifestyle changes
Ability to improve communication with personal physician
Eligible individuals may qualify to work one-on-one with a
health coach or other professional to work towards their
own individual health goals
• Financial Incentive for completing HRA
Benefits to Organization
• Culture that supports people as our most important
asset
• Individual Faculty and Staff health improvement
• Improved Recruitment and Retention
• Cost savings through management of health care
utilization and health care costs
• Reduced absenteeism
• Improved performance
• Collaboration with campus experts/internal resources
Goals/Outcomes
• Individual health improvement
• Culture that supports faculty/staff as most important
asset
• Metrics – Shift in UI faculty/staff population from
high risk to low risk/ Maintain low risk at low risk.
• Return on Investment - health care expenditures,
reduced absenteeism, increased productivity
Q&A
Thank you!
Any questions about liveWELL can be
directed to:
Joni Troester joni-troester@uiowa.edu
Megan Moeller megan-moeller@uiowa.edu