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HERO EHM Best Practices Scorecard in
– Second level
©
Collaboration
with
Mercer
• Third level
Version
4.0:The Next Generation
– Fourth level
» Fifth level
Ph
Steven Noeldner, Ph.D.
Partner, Mercer
Improving HEALTH Through Employer Leadership
Improving HEALTH Through
Employer Leadership
About HERO
HERO is a national non-profit dedicated to identifying and sharing
best practices in the field of employee health management (EHM)
to improve the health and well-being of workers, their spouses,
dependents and retirees.
To accomplish this goal, HERO creates opportunities for thought
leaders and interested employers to come together to create and
disseminate research, education and best practices to advance
the principles and science of EHM.
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About Mercer
• Mercer is a global consulting leader in talent, health,
retirement and investments. Mercer helps clients around
the world advance the health, wealth and performance of
their most vital asset – their people.
• Assists clients of all sizes provide health and other benefits
programs that are designed to fit their business goals while
improving employee satisfaction and overall health and welfare.
• More than 20,000 employees based in more than 43 countries.
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A brief introduction to the Scorecard
• Designed to be an educational
and best practices assessment
tool (against national, employer
size, and industry benchmarks)
• Over 1,200 employers have
completed the Scorecard since
first launched online in 2009
• 2013 validation study published
in JOEM
– High scorers had -1.6% claims
trend over three years
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How it works
• Employers access the Scorecard, free of charge, through
the HERO website or a Preferred Provider
• An editable PDF allows employers to easily share the
Scorecard and gather input from different stakeholders
within the organization
• Final responses are submitted online
• The organization’s best practice score is calculated
automatically and sent by e-mail to the organization, along
with national and employer size norms
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Data security
• Individual responses are kept strictly confidential
• The online data collection tool and scoring system are
maintained by a third-party vendor and hosted on its
servers, under the supervision of Mercer
• Aggregated data (without company identifiers) is used for
normative and research purposes
• Any use of individually identifiable data  for research or
other purposes  requires the respondent’s prior written
consent
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The benefit for employers
Inventory of best practices Review the current best thinking on
what makes EHM successful
Indicator of program success Compare the organization’s scores
with national averages and the organization’s past scores
Collaboration aid During Scorecard completion and scoring
discussions, build consensus and a common framework for
addressing improvement opportunities
Comparative/Benchmarking tool Benchmark against industry and
peers (norms are in development)
Planning tool Use during program evaluation/design, gap
analysis, strategic planning and vendor selection
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Version 4 launched in June 2014!
• The world has changed: new practices have emerged
– Culture and workplace support
– More interest in incentives and ACA-defined, health-contingent programs
– Mobilization, gamification and social networking were not part of V3
• Incorporated learnings from 1,200+ users of V3
• Informed by V3 validation study, data analysis and new
literature
• Collect quantitative outcomes data
–
–
–
–
Participation
Biometrics
Lifestyle behaviors
Program satisfaction
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Comparing versions by section
Version 3
Items/
points
Version 4
Items/
points
Strategic Planning
10/11
Strategic Planning
7/20
Leadership Engagement
6/33
Organization and Cultural Support
8/50
Program Level Management
8/22
Program Integration
6/16
Programs
18/56
Programs
14/40
Engagement Methods
7/67
Participation Strategies
19/50
Measurement and Evaluation
3/11
Measurement and Evaluation
4/24
Total Questions
52/200
Total Questions
59/200
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Scoring comparison
• We do not expect scores from V4 to be comparable to historical
V3 scores
• Based on research, shifted scoring emphasis from programs and
participation strategies to organizational culture, program
integration, and evaluation sections
• While additional questions were added to participation strategies and
other sections, some of these practices are not yet scored pending
further research
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Scoring comparison
• Comparison of results for 20 employers that were scored in both
V3 and V4 found the following:
– We saw the biggest change in the high-scoring companies, because
even companies with comprehensive programs struggle with
integration and cultural support
– There was less of an impact on the lowest-scoring companies.
Because they are still focused on the basics, the addition of
emerging strategies in V4 had less of an impact
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HERO Scorecard V4
A look at the early results
• 80+ respondents to date
• V4 results represents current status of programs (from
June 2014 on)
• V3 results shown on the following slides are based on
Scorecard submissions prior to 2011
• Early results suggest some directional changes in the
industry
• National results could change as database grows
• For some employers, benchmark group results are critical
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Strategic planning
V4 respondents placing greater emphasis on
strategic planning
Version 4
Version 3
53%
41%
Participation rates
88%
85%
Cost savings (or other financial objectives)
55%
63%
Productivity gains
25%
24%
Have a formal, written strategic plan
Among those, the plan includes objectives for:
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Strategic planning
Version 4 questions
Does your EHM plan include objectives for employee satisfaction, morale
and/or engagement?
50% of respondents with a strategic plan say yes
To what extent does senior leadership view the EHM program as
connected to broader business results?
32% say “to a great extent”,
17% say “not seen as connected at all”
(So…which group will likely have better program outcomes?)
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Organizational and cultural support
More employers are working to create a culture of
health -- but many have yet to begin
52%
46%
51%
Version 4
Version 3
45%
36%
Wellness champion
networks are in
place
Leaders actively
participate in EHM
programs
31%
Company vision or
mission statement
supports a healthy
workplace culture
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Organization and cultural support
V4 questions
Does your organization allow employees to take work time for physical
activity?
36% say yes – and 28% allow time for stress management
Are leaders role models for prioritizing health and work/life balance?
32% say yes
Are leaders held accountable for supporting the health and well-being of
employees?
17% say yes
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Programs
Version 3 asked primarily about programs that
identify and address health risks
Provide onsite / near-site biometric screenings
69%
61%
Provide lifestyle coaching: Phone-based
Version 4
Version 3
58%
57%
Provide lifestyle coaching: E-mail/SMS
30%
Provide lifestyle coaching: Face-to-face
23%
22%
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17
Programs
V4 questions
Are health behavior change programs offered to all individuals eligible
for EHM, regardless of health status?
76% of respondents say yes
Do any of these programs incorporate tracking tools such as a pedometer,
glucometer, or automated scale
46% say yes
Do any of these programs incorporate social connection (individuals
support and/or challenge others, form teams)
44% say yes
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18
Program integration
V4 questions
Do EHM partners provide “warm transfer” of individuals to programs and
services provided by other partners?
33% of respondents say yes
Is EHM integrated to at least some extent with the safety program?
37% say yes
Is EHM integrated to at least some extent with disability programs?
21% say yes
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19
Participation strategies
Most activity has centered around incentives,
although a V3 analysis found communication
efforts may have greater impact
Version 4
Version 3
EHM program has unique brand, logo
59%
56%
Use financial incentives for HA (any type)
81%
73%
Spouses eligible for HA incentive when
offered
48%
36%
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20
Participation strategies
V4 questions
Do you use any social strategies to encourage participation?
80% of respondents say yes
Peer support 43%
Group goal-setting or activities 41%
Competitions / challenges 67%
Connecting participation to a cause 40%
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Participation strategies
V4 questions
Does your strategy intentionally includes a focus on increasing employees'
intrinsic motivation to improve or maintain their health?
33% say intrinsic motivation is the primary focus
When financial incentives are provided, how can they be earned?
Participating in programs 91%
Achieving/progressing toward health status targets 33%
Completing activities (e.g., 10,000 steps) 37%
What percent of eligible employees earn rewards?
Any reward 59%
The maximum reward 42%
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22
Measurement and evaluation
Despite some progress, measurement and
evaluation remains challenging
Version 4 Version 3
Data captured and used to evaluate EHM program
Participation data
68%
72%
Health care utilization, cost
61%
53%
Health / risk status
51%
48%
Participant satisfaction
47%
38%
Productivity, presenteeism
20%
13%
47%
42%
Believe measurement and evaluation efforts are
effective in improving program
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23
About the Scorecard Preferred Provider Program
• Preferred Provider Program enables organizations to provide a
custom URL to end-users.
• Responses submitted using the PPP URL enables each Preferred
Provider to receive data extracts with their clients’ responses.
• Benefits of Preferred Provider Program
•
•
Help inform development of new resources and ongoing
improvements to Scorecard
Access to comprehensive benchmark data by industry, geography,
company size
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Current Preferred Providers
–
–
–
–
–
–
–
–
–
–
Alere Health
BCBS of North Dakota
Capital BlueCross
Healthy Fit
Healthyroads
Kaiser Permanente
Mayo Clinic
Mercer
Providence Health Care
StayWell
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If an employer has taken V3…
Why take V4?
• To learn: V4 incorporates the latest best thinking in the field
of employee health management
• To plan for the future: V4 will help identify new opportunities
for improvement
• To benchmark their program: As the benchmark database
grows, employers can compare their programs to those of the
employers they emulate
• To contribute to new research: The bigger the database, the
better the research it can support
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Q&A
Your questions please!
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Employer Leadership
Our Next Webinar
Connecting the Dots: What Business Leaders Think about Employee
Health, Productivity, and Performance
March 18, 1:00 PM – 2:00 PM Central Time
Jessica Grossmeier, HERO
Nikki Hudsmith, Performance pH
To register visit www.hero-health.org and select Events from the
home page.
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Employer Leadership