MISHRM 2014 Annual Conference
HR Amplified: Driven to be…
TAKING WELL-PLACED STEPS TO
AVOID HEALTH CARE PLAN COSTS
Cindy Pavella, FLMI
Wellness Programs Director,
Cornerstone Municipal Advisory Group, LLC
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Today’s Session
• Why Do Health Care Plans Cost So Much?
• What Can We Do About the Cost?
• Worksite Wellness Programs
• Employer-Sponsored Health & Wellness Centers
• Steps to Establish and Maintain a Worksite
Wellness Program
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Why Do Health Care Plans Cost So Much?
• Advances are constantly being made
– Medical procedures and equipment
– Pharmaceuticals (particularly specialty drugs)
– Delivery of care, therapies
• We are living longer and require more care. True retirement –
a permanent end to work – will be delayed until very late in
life. An elderly work force may have a different impact on
health care costs.
• The population has “grown” in more ways than one
• Affordable Care Act (ACA) aka health care reform
– Expanded benefits and eligibility
– Taxes, fees, and more taxes, fees
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Why Do Health Care Plans Cost So Much?
• Approximately $750 billion squandered every
year (roughly 30 cents of every dollar) by:
– Excess Administrative Costs
– Inefficient Delivery/Payment Models
– Unnecessary Services
– Inflated Prices
– Prevention Failures
– Fraud
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
So now what do we do?
(without changing/dropping benefits or
charging employees more)
• Financially reward quality of care (outcomes)
instead of number of procedures
• Improve and encourage coordination and
collaboration between health care service
providers
• Leverage technology
• Educate patients (Member population) via health
plan/insurer and/or through Worksite Wellness
Programs
• Consider alternative care and payment models
such as Employer-Sponsored Health & Wellness
Centers
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Healthy Workforce Act HR 3717 and SB 1753
• The workplace is the most cost-effective
setting to improve people’s health because
people spend so much of their waking time at
work, economies of scale and quality controls
can be achieved, and employers will pay most
of the program costs.
• Research has shown that well-designed health
promotion programs not only improve health
and reduce chronic disease, they often pay for
themselves through medical care costs
savings that exceed program costs.
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Worksite Wellness Programs – 3 types
– Provide information and
resources to help
employees learn about
healthy lifestyle choices
– Emphasize education
and awareness, not
actual activity or
behavior
– Tends to be most
appealing to already
health-conscious
individuals, so generally
ineffective for reducing
health care costs
•Source: 2006 Wellness Council of America
Quality of Life Program or
Awareness Oriented
Primary Goal
•
Improve morale
Program Components
•
- Health Fair
•
- Lunch & Learn sessions
•
- Wellness events
•
- Massage
•
- Free Food & Potlucks
•
- Wellness Materials in employee newsletter
•
- Healthy Meeting policies
•
- Healthy/Supportive/Non-Smoking internal and
external company/campus settings
•
- Weight scales, BP readers
•
- Healthy Cafeteria/Vending
•
- Employee Assistance Program (EAP)
Budget
•
$10-$45 /employee
Expected ROI
< 1:1.5
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Worksite Wellness Programs – 3 types
•Source: 2006 Wellness Council of America
– Combine awareness with
participation in healthy
activities
• Walking Programs
• Weight-loss
Challenges
• Discounted/free gym
memberships
– Generally offers some
type of participation
incentive
– Usually leads to some
health care savings, but
could take three or more
years to break even or
realize a positive return
on investment
Traditional Program or
Activity Oriented
Primary Goal
•
Improve health
Program Components
•
- Health Risk Assessment
•
- Biometric testing
•
- Fitness Center or dedicated onsite exercise room
•
- Memberships – Fitness Facility
•
- Weight Management Program
•
- Web-based health information
•
- Healthy Cafeteria/Vending options
•
- Self-care book
•
- Preventive Medical Benefit coverage
•
- Wellness Newsletter
•
- Short-term Incentive Programs
•
- Sponsorship or Participation in Walk/Run events
•
- Blood Drive
•
- Health/Lifestyle Coaching
•
- Recreation Leagues, Activity Clubs, Tournaments,
Field Day
Budget
•
$46-$150 /employee without staffing costs
Expected ROI
1:1.5 to 1:3.5
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Worksite Wellness Programs – 3 types
•Source: 2006 Wellness Council of America
–
–
–
–
Focus on measurable
outcomes and behavior
changes achieved through the
program
Also includes components of
Awareness and ActivityOriented programs
HIPAA’s nondiscrimination
rules apply
If paired with strong
incentives, this type has the
ability to produce significant
return on investment through
• Lower health care costs
• Decreased absenteeism
• Fewer workers’
compensation incidents
Health & Productivity Management Program or
Results Oriented
Primary Goal
•
Proactive offering of highly structured and
substantial interventions designed to provide an
infrastructure of health management activities offered
to a large portion of employees and dependents.
Strong incentives are used to drive high participation
Program Components
•
- Health Risk Assessment
•
- Risk Stratification & Interventions
•
- Telephonic Coaching
•
- Medical Self Care and Consumer Workshop
•
- Injury Prevention
•
- Benefit-Linked Incentive
•
- Wellness Achievement Incentives
•
- Resiliency Initiative for Productivity
•
- Dependents are included
•
- Integrated Programming
•
- Uses Population Health Management Model
Budget
•
$151-$450 /employee includes dedicated staff and/or
vendor
Expected ROI
1:6.0
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Incentives – Carrots & Sticks
If/Whichever you choose, determine if your:
• Wellness objectives are clear so that everyone
understands and can get behind them
• Incentives directly support your wellness objectives
• Management strongly supports the wellness program
and incentives – including budget especially with
premium reductions, extra pay, or paid days/time off work
• Incentive plan has a method to handle exceptions
• Incentive plan accepts self-reported and/or imported data
• Baseline measurement is clear for outcomes,
comparison analysis and reporting
• Incentive plan is compliant with ACA regulations
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
ACA encourages wellness programs
• May 29, 2013 – final regulations released
• Implements ACA’s nondiscrimination requirements/rules for
health-contingent wellness programs
• Intended to ensure that every individual participating in a wellness
program can receive the full amount of any reward or incentive,
regardless of any health factor.
• Divides health-contingent wellness programs into two categories
• In 2014, increases the permissible reward for meeting a healthrelated standard to 30% of the total cost of employee-only
coverage (up from 20%) or 50% if designed to prevent or reduce
tobacco use
• Applies to grandfathered and non-grandfathered group health
plans and group coverage for plan years beginning on or after
January 1, 2014.
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
ACA categories of wellness programs
• Participatory Program (Awareness)
– No requirement for an individual to meet a health-related
standard to obtain a reward, or does not offer a reward at all.
Examples:
• Fitness center reimbursement program
• Health Assessment, Biometric Screening, Diagnostic testing program that
does not base any reward on outcomes
• Program that reimburses employees for smoking cessation program
costs, regardless of whether or not the employee quits smoking
• Program that provides rewards for attending a free health education
seminar
– Complies with nondiscrimination requirements without having
to satisfy any additional standards, as long as participation in
the program is made available to all similarly-situated
individuals, regardless of health status.
– No limit on financial incentives
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
ACA categories of wellness programs
• Health Contingent Wellness Programs
– Requires an individual to meet a health-related standard to obtain a
reward.
– To protect against unfair practices – required to follow certain
nondiscrimination standards, including a maximum reward limit standard
– Two types:
• Activity-only. Examples: walking, diet, or exercise programs. Does not
require an individual to attain or maintain a specific health outcome
• Outcome-based. Requires an individual to attain or maintain a specific
health outcome such as not smoking, attaining certain results on biometric
screenings or meeting exercise targets.
– Measurement, test, or screening as part of an initial standard
– Larger program that targets individuals who do not meet the initial
standard with wellness activities (i.e., those with high cholesterol for
participation in cholesterol reduction programs) rather than the entire
population, with the reward based on health outcomes or participation in
reasonable alternatives.
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Nondiscrimination rules for
Health Contingent Wellness Programs
•
•
•
•
•
The total reward for all the plan’s wellness programs that require satisfaction of a
standard related to a health factor is limited – generally, it must not exceed 30
percent of the cost of employee-only coverage under the plan. If dependents (such
as spouses and/or dependent children) may participate in the wellness program, the
reward must not exceed 30 percent of the cost of the coverage in which an
employee and any dependents are enrolled. 50% maximum permissible reward to
prevent or reduce tobacco use.
The program must be reasonably designed to promote health and prevent disease.
The program must give individuals eligible to participate the opportunity to qualify
for the reward at least once per year.
The full reward must be available to all similarly situated individuals. The program
must allow a reasonable alternative standard (or waiver of initial standard) for
obtaining the reward to any individual for whom it is unreasonably difficult due to a
medical condition, or medically inadvisable, to satisfy the initial standard.
The plan must disclose in all materials describing the terms of the program the
availability of a reasonable alternative standard (or the possibility of a waiver of the
initial standard).
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Sample Language (notice) for
Health Contingent Wellness Programs
Your health plan is committed to helping you
achieve your best health. Rewards for
participating in a wellness program are available to
all employees. If you think you might be unable to
meet a standard for a reward under this wellness
program, you might qualify for an opportunity to
earn the same reward by different means. Contact
us at [insert contact information] and we will work
with you (and, if you wish, your doctor) to find a
wellness program with the same reward that is
right for you in light of your health status.
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Federal laws to consider (look at state, too)

Health Insurance and Portability and Accountability Act
(HIPAA) requires employers to keep medical records and
information private and limits how that information may be used.
HIPAA also requires equal opportunities for wellness program
incentives – for example, discounts to workers who don’t smoke
so long as workers who do smoke are eligible for the same
discount if they participate in a stop-smoking program.

Age Discrimination in Employment Act (ADEA) bars
employment discrimination based on age. Applies to workers 40
years and over. It could be that any wellness program requiring
workers to hit a certain level or score – such as blood pressure or
cholesterol – must make allowances for difference in age and
health conditions of older employees.

Title VII of the Civil Rights Act’s prohibitions on race, sex and
national-origin discrimination.
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Federal laws to consider (look at state, too)

Genetic Information Non-Discrimination Act (GINA) makes it
unlawful for employers to request, require employee to disclose, or
purchase/collect employee genetic information – including family
medical histories – in connection with


Enrollment or eligibility in a health plan or wellness program or
Giving lower insurance premiums, lower deductibles or cashpayouts as reward or incentives under the wellness program
EEOC states GINA allows an employer to use genetic information
voluntarily provided by an employee (in writing) to “guide that
individual into appropriate disease management program.”
Employer may offer financial inducements for completion of a health
risk assessment that includes questions about family medical
history or other genetic information, provided that the assessment
clearly states that the inducement is available whether or not
the individual answers the questions regarding genetic
information.
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Federal laws to consider (look at state, too)



Americans with Disabilities Act (ADA) makes it illegal for
employers to ask employees and potential employees disabilityrelated questions unless the questions are job-related.
If a wellness program involves a health risk assessment
containing such questions, employees must agree to complete it
voluntarily, and they can’t be punished or penalized for not doing
so.
Title I of the ADA allows employers to conduct voluntary medical
examinations and activities, including obtaining information from
voluntary medical histories, as part of an employee wellness
program as long as any medical information acquired as part of
the program is kept confidential and separate from personnel
records. See EEOC Enforcement Guidance on Disability-Related
Inquiries and Medical Examinations Under the Americans with
Disabilities Act (ADA) at Q&A 22 (July 27,
2000),http://www.eeoc.gov/policy/docs/guidance-inquiries.html.
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Federal laws to consider (look at state, too)
• Fair Labor Standards Act (FLSA) If participation in the
wellness program is mandatory or required, the time
employees spend in lectures, meetings, trainings, and any
other activity associated with the program may be
considered compensable time and may be subject to
employee overtime wage pay requirements.
• Wellness program is voluntary if:
– Attendance to program activities is outside of the employee’s
regular working hours;
– Attendance to program activities is not required by the employer;
– Program activities are not related to the employee job
descriptions or responsibilities; and
– Employees do not perform any productive work while they
participate in program activities.
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Federal laws to consider (look at state, too)
•
•
•
•
Taxation. When the incentive is a health benefit, such as a premium
reduction or a payment into a health FSA, HRA or HSA, the incentive
may be excluded from taxation under Code Sec. 106.
When the incentive is cash or a cash equivalent, such as a gift
certificate, gift card, coupon or cash bonus, the incentive will be
included in income and will be taxable.
The value of any property or services provided to an employee that
has so little value (de minimis) that accounting for it would be
unreasonable or administratively impracticable, is not included in
employee compensation and is not taxable.
In addition to the value of the benefit, frequency must also be
considered in determining if a benefit is de minimis. Examples
include: providing an occasional movie or sports event ticket, water
bottles, T-shirts, healthy snacks, and offering health seminars and
classes at the worksite. Code section 132(e); Treas. Reg. section
1.132-6.
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Federal laws to consider (look at state, too)
•
•
•
Incentives paid through a Voluntary Employees Beneficiary
Association (VEBA). VEBA's tax-free status may be jeopardized,
even though the incentive is tied to a permissible benefit (the health
plan and wellness program). VEBAs must generally provide only
certain permissible benefits (e.g., health care). VEBAs may provide
some level of other (e.g., impermissible) benefits, but the level of
such impermissible benefits must be de minimis when compared to
other benefits offered under the VEBA.
Employers must (1) report taxable wellness incentives amounts on
each employee’s Form W-2 and (2) withhold payroll taxes on these
amounts, even if a third party (i.e., a group health plan insurer or
health care provider) provides the actual benefits.
If an employer does not charge a COBRA premium for continuation
coverage under the wellness program (or the employer is not subject
to COBRA), the cost of coverage is not required to be reported on
W2 for employer-sponsored health care coverage.
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Small Business Employer Wellness Grants
• ACA created $200 million program for
implementing comprehensive workplace
wellness initiatives in 2011-2015.
• To be eligible for a grant, the program must
– Be available to all employees;
– Include criteria related to health awareness including health
education; preventive screenings and health risk assessments;
– Describe efforts to maximize employee engagements;
– Provide initiatives to change unhealthy behaviors and lifestyle
choices; and
– Provide a supportive environment at the workplace including
workplace policies to promote healthy eating, increased physical
activity, and improved mental health.
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Small Business Employer Wellness Grants
• Eligible Employers:
Small Businesses that
– employ <100 employees
– who work 25 + hours/week and
– did not have a workplace wellness program as of
March 23, 2010 (when ACA was enacted)
• HHS is responsible to develop specific criteria
for the grant program and application process.
Guidance has yet to be issued.
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Weight Watchers at Work:
The City of Ferndale’s
Success Story
Jenny Longthorne, HR Director
Tamica Brooks, Police Records Coordinator
August 26, 2013
City Council Presentation
Our Journey –
Beginning and Ending



Approx. 30 participants since Sept. 2012
Our team has lost a total of 945.9 pounds!
This is equivalent to 7 grown adults.
2 participants achieved Lifetime
Membership through Weight Watchers.
They are now awarded free access to the
program for life!
Our Journey –
The Facts


Cardiovascular disease is the leading cause
of death in the U.S.
Average cost of a heart attack is between
$50,000 - $90,000, with an additional
$38,000 of costs within the first 90 days
following the heart attack (total $88,000 $128,000)
Our Journey –
Results



63% of participants reported no longer
taking medication relating to high blood
pressure, cholesterol, or diabetes or
eliminated the need for the medication
88% of respondents say their families have
benefited from their participation in WW
88% of respondents have increased their
exercise habits since joining WW decreasing
the risk for obesity and other heart-related
conditions.
Our Journey –
Results

Conditions/Medications Average Annual
Cost Avoided Per Person:





Cholesterol – $11,992
Diabetes – $28,505.34
Blood Pressure – $23,956.67
Oxygen (COPD Meds) – $14,730
Pain Medication – $3,672
Our Journey –
The Financial Impact

Based upon the conditions/medications that
participants reported they either eliminated
or avoided, and the respective costs
associated with the conditions/medications,
the City, due to participants’ success with
Weight Watchers, has saved/avoided
approximately:
$130,796.68
Our Journey –
The Indirect Impact



Improved morale – employees have developed crossdepartmental relationships not there prior to the program.
Even employees who knew each other for years had not
socially interacted together. Participation from the Police
Department, who historically had not joined in City
sponsored functions, has greatly improved.
Increased productivity – when employees physically feel
better, research suggests that they are more productive
while at work.
Decreased absenteeism – improved health leads to less
days needed to be off sick and or injured
Out of the Mouths of Success!




My knee joint pain has disappeared
Increased closeness with my husband
“we’re in this together!”
This summer I went horseback riding, zip
lining, climbed a 40-foot rock wall, a 130
step lighthouse without getting winded; all
things I couldn’t do before because I
weighed too much
Learned that anything is possible!
Out of the Mouths of Success!






I went down 4 sizes in clothing!
I can see my feet again!
My outlook on life has vastly improved
I can keep up with my grandchildren (for a
couple of hours)!
General health and fitness have improved
It has helped having support at work
Cecile & Bob Thompson
Before
After
April Lynch
Before
After
Cherilynn Brown
Before
After
Tamica Brooks
Before
After
John Thull
Before
After
Steve LaRowe
Before
After
William Lucas (Luke)
Before
After
Thank You!

On behalf of our City staff and Weight
Watchers participants, thank you for your
continued support of our wellness initiatives!
The Employer-Sponsored
Health & Wellness (H&W) Center model
• Convenient, exclusive health care center
for eligible Members (employees, in-area
non-Medicare retirees, dependents)
• Incorporates wellness programs and
activities
• Alternative source for Occupational Health
and minor Workers Comp, on the job
Health and Safety care/services
• Co-exists with current insurance plans
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Employer Sponsored Health and
Wellness Center

– Preventive Care (exams, immunizations)
– Primary/Acute/Episodic Care
– Case and Disease Management
– Generic Pharmaceutical Services
– Provider Recruitment & Management
Health Promotion
and Wellness
H&W
Primary/Acute/
Episodic Care
Workers Comp/
Occ. Health

Patient

Center
Employee
Assistance
Programs (EAP
Medical Services

Technology & Health Portal
– Proprietary Electronic Medical Records System
– 24/7 Nurse Line
– Data Analytics & Reporting
– ROI Analysis
– Online Appointment Scheduling System
Wellness
– Health Risk Assessment and Biometric
Screening
– 185 Wellness Programs
– Wellness Coaches
– Online Wellness Tracking Application
Occupational Health and Workers’ Compensation
– Pre-Employment Exams, Fit for Duty Exams
– On-Site Physical Therapy
– Drug Screenings
– Case Management On and Off-Site
Value PropositionEmployer Sponsored H&W Centers
Employer

Added benefit for employees – an
alternative to the current medical/Rx plan.

Center is operated by professional
medical management company –
Employer is not involved in patient care.

No Access to employee/dependent
Personal Health Information.

Reduction in absenteeism, lost time from
work, disability claims, FML occurrences.

Increased employee presenteeism.

Control over costs – total transparency.

Flexible schedule of operations and
services (set by Employer).
Value PropositionEmployer Sponsored H&W Centers
Employee



Save money on out-of pocket expenses
with small or no office visit and generic Rx
copays (also reduces H S A withdrawals
and F S A funding).
On-line setting of 20 minute appointments.
Save time - Virtual Waiting Room






Leave with your filled prescription!
Reduced time away from work – save your
vacation/paid time off days.
Additional benefit – an alternative to the
current medical/Rx plan
Wellness programs and tools.
Access to your numbers and data.
Form a trusting relationship with the onsite medical providers to get well and stay
well.
Value PropositionEmployer Sponsored H&W Centers
Health Care Provider





Practice medicine as a salaried
employee of a medical management
company. Eliminate time, stress, and
cost spent running a business.
Develop relationship with the patient
(employee/dependent) while educating
and providing treatment.
Improved work/personal life balance.
Be a health advocate for the patient and
direct the patient to the best plan of
treatment.
Care-Coordination with
Specialist/Health Coaches/Outside
Primary Care Physician.
Establish a “Culture of Health”
In a culture of health, employee well-being
and organizational success are
inextricably linked.
It aligns leadership, benefits, policies,
incentives, programs and environmental
supports to reduce barriers to active
engagement and sustainability of healthy
lifestyles cross the healthcare continuum.
William Baun, President
National Wellness Institute
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Best Practices
Worksite Wellness Program

Meet the various communication styles, education levels, and
learning styles of employees

Group or individual/self-administered

Visual, auditory, traditional class, on-line learning

Keep it fresh, varied

Ensure all employees (and dependents if allowed) have access to
the programs (i.e., night shift employees)

Promote and participate from the “top”

Explore “free” services and products; utilize community facilities
and programs

Celebrate successes, achievements, milestones
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
6 Steps to Establish and Maintain
Worksite Wellness Program
• Step 1 Get the support of organization leaders to get
company’s commitment to healthy living over the long term.

Employers need to define up front the ROI they are
seeking. This may be cultural, financial or somewhere in
between. Cultural programs do not necessarily produce
financial results.

Conversely, financially driven programs do not necessarily
improve culture.

A healthy balance can be struck and it is best for have a
clear 3-5 year plan for program and its ROI before
implementing.
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
6 Steps to Establish and Maintain
Worksite Wellness Program
• Step 2 Establish a Worksite Wellness Committee. Team
which represents employees from all organizational levels,
shifts, departments. Advocates for worksite policies that
improve employee health. Plan on minimum 3-6 months
prep time before program launch
• Step 3 Collect Data such as Employee Interest Survey,
Policy and Environment/Cultural Survey, Benefit plan costs
and claim information, Health Risk Appraisal report
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
6 Steps to Establish and Maintain
Worksite Wellness Program
• Step 4 Develop a Plan
– Establish the basics (type, name/logo, launch date)
– Create program goals (continual or end date, pre or
post testing measurements, measurable objectives,
strategies)
– Incentives (yes or no? Earned time off, gift
certificates, recognition, premium reductions, etc.)
– Determine budget
– Create a communication plan
• Step 5 Launch the Program (with fanfare!)
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
6 Steps to Establish and Maintain
Worksite Wellness Program
• Step 6 Continually evaluate, refine, and adapt
to keep employees interested and to spark
interest in those who have not yet participated
– Year 1
• Document participation in various activities; identify health
advocates; budget review for future planning; assess
environmental changes to support wellness; conduct
HRA/screening (voluntary or mandatory?)
– Year 2
• Conduct satisfaction survey of Year 1. Carry-forward items
from Year 1. Offer new activities based on HRA/screening
results in Year 1 and satisfaction survey results from Year
1. Assess changes in health risks from Year 1 to Year 2
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
6 Steps to Establish and Maintain
Worksite Wellness Program
• Step 6 Continually evaluate, refine, and adapt
to keep employees interested and to spark
interest in those who have not yet
– Year 3
• Measure program participation and satisfaction. Evaluate
and continue appropriate programs from Year 1 and Year
2. Budget review. Identify new health advocates. Measure
difference in medical claim costs and absenteeism rates.
Change appropriate corporate policy/environment.
– Year 4
• Enhance programs offered to employees based on
evaluation of Year 3 programs. Budget review. Identify
new health advocates. Measure difference in medical
claim costs and absenteeism rates. Change appropriate
corporate policy/environment.
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
6 Steps to Establish and Maintain
Worksite Wellness Program
• Step 6 Continually evaluate, refine, and
adapt to keep employees interested and to
spark interest in those who have not yet
– Year 5 Make Program modification/enhancements. Budget
review. Employee satisfaction survey. Return on investment
(medical claims, absenteeism, retention). Analyze changes in
the image of the company.
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org
Questions and Discussion
Cindy Pavella, FLMI
Wellness Programs Director
www.cornerstonemunicipal.com
cpavella@cmuni.us
MISHRM
P.O. Box 99463
Troy, Michigan 48099
(844) 4-MISHRM
http://mishrm.org