Guardian Industries
Connecting Incentives to Biometric Results
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Headquartered
Auburn Hills,
Michigan
About Guardian
 About 20,000 covered lives in health care
 60 major manufacturing locations in
21 countries, on five continents
 3 main businesses
18,000
Employees Worldwide
 Flat Glass/Auto Glass
 SRG Global (auto trim)
 Guardian Building Products
 Unique culture
 Entrepreneurial and de-centralized
8,000
 “A Hatred of Bureaucracy”
U.S. Employees
 Significant leadership support, leverage
competition and winning
 Accountability extends to personal health
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HealthGuard Timeline
2006
2007
 HDMS –
began data
warehouse
 ActiveHealth –
began condition
management
 ActiveHealth –
began care
considerations
 Added
Nutritionist/Dietician
services for:
 HFC –
nurse screenings
and health risk
assessments in U.S.
plant locations
 Diabetes
 Obesity
 Eating disorders
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2008
 HealthGuard
 Best practice
elements defined
 Audit format
introduced
 45 global plants
audited
 All Guardian U.S.
property tobacco-free
 $0 copay
for tobacco
cessation drugs
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HealthGuard Timeline
2009
 VBID –
Half-priced
prescriptions when
indicated for condition
management and
engaged with
ActiveHealth coach
 All Guardian
global plants
tobacco-free
2010
2011
 Required
screenings/physicals
with HRA or face
penalty
 Required
screenings/physicals
with HRA to include
spouses in
the U.S.
 Redesigned
Winner’s Circle
exercise program:
 Simplified cash
rewards
 Added weight loss
incentives
 $5 routine physicals
and cancer screens in
all U.S. plans
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 Quit for Life
tobacco cessation
added in all U.S.
locations
 $5 colonoscopy
and polyp removal
added
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HealthGuard Expectations for 2012
 Establish link between health behaviors and
health benefit outcomes
 Employee and spouse need to complete a health
screening and the online Health Risk Assessment
(HRA)
 Employee and spouse need to complete Quit For
Life or pay surcharge if using tobacco products
 Employee and spouse need to engage with a
Health Coach if contacted by ActiveHealth or pay
a surcharge
 Surcharges:
 Can be removed for behavior change
 Combined tobacco and condition management
surcharges are $18/week
 Applied separately to employee and spouse
 Members notified of requirements well in advance
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HealthGuard Program Structure
 HealthGuard was communicated and
administered as integral part of Guardian
Industries Health Plan
 Before the Health Risk Assessment requirement
was implemented in 2010, HRA questions that
could disclose any genetic information were
eliminated
 Guardian never receives any individual health
information from HRAs, screenings, or physical
exams, only aggregate, de-identified data
 The $18/week maximum surcharge is less than
20% of the total cost of single coverage
 The $36/week maximum surcharge (if both the
employee and the spouse do not comply) is less
than 20% of total cost of two-person coverage
 New benefit for 2012: $0 copay for annual
screening by dermatologist
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Open Enrollment Results
over
99% 21% 91%
of employees
12,104 employees and
spouses completed
screenings or
physicals with HRA’s
and 15% of spouses
attested to their
tobacco use
(Up from 22% in 2011)
860 of the 945
ActiveHealth identified
employees and
dependents, have
successfully engaged an
ActiveHealth nurse coach
Created video of Guardian employee success stories
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Guardian Strategy for 2013 – Health Measurements
 Employee and spouse contributions will be based
in part on compliance with four standard Health Measures
 Blood Pressure
 Blood Glucose/Blood Sugar
 Total Cholesterol
 Body Mass Index (BMI) or
Waist Measurement
 Communicated in four separate campaigns prior to 2013 effective date
 Screenings/HRAs done in U.S. plants each summer
 Health Measure thresholds were deliberately set at easily attainable
levels, to sweep in only the clear outliers
 We don’t expect anyone to run a marathon
 If you don’t meet these health measures, you probably
should speak to your doctor
 Surcharge waived if employee/spouse provides HFC with doctor’s
certification that compliance with standard is unreasonably difficult
or medically inadvisable and the employee/spouse is under doctor’s
care for condition
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How Many Members will be Affected?
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What Benefits are New for 2013?
NEW - Starting in 2013,
$4 copay generic prescriptions for:
 Blood Pressure
 Blood Glucose/Blood Sugar
 Cholesterol
The BMI / Waist Measurement
standard can be satisfied by:
 ActiveHealth’s Weight Management Program
 If you prefer to be under your doctor’s care
for weight reduction, the Plan will pay your office
visits and related lab work with a $0 copay
 NEW - Starting in 2013, completion of on-site
Weight Watchers program
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A Look at the Data for Potential BMI Outliers
 Employees that ‘fail’ the BMI criteria based on current survey data incur
38% more claims costs than normal BMI
 Trend for this group was 18% in 2011
 ER rates/1000 were 78% higher than the normal BMI Group
 12% were actively enrolled in a DM program at the end of 2011 – most
were enrolled for multiple conditions including morbid obesity
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How Will the Surcharges Work in 2013?
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How Will the Surcharges Work in 2013?
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Communication Strategies
 Never condescend
 Long lead times
 Brochure basics
 Color
 Bullets
 Transparency
 Lists
 Spouse involvement
 Graphics
 Brand your Program
 Short declarative sentences
 Three times by three media
 White space
 Active tense
 5th grade reading level
 Tell a story, give a timeline,
use examples
 Close with Action Steps
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Outcomes from HealthGuard Initiatives
 Improved health leads to reduced risk and lower claims
 Manufacturing environment:
 75% male, average age 43, some network consolidation, no costshifting in plan designs or 80/20 company/employee cost share
 Competitive advantage: HR acting as a strategic partner
Time Period
Market
Guardian
Annual Increase in 2011
8-10%
<1%
Increase in per employee cost
2008-2011 (4 years)
32-35%
9%
Increase in per employee cost
2005-2011 (7 years)
--
24.5%
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Guardian Active Health Cost vs. Trend
Linear
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Lessons Learned
 Make it matter
 Leverage the culture
 Anticipate adverse reactions
 Change the vocabulary
 Remove road blocks
 Explain WHY
 Provide choices
 Build in phases
 Manage the 2%
 Integrate data
 Make health a visible part
of company culture
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HealthGuard Benefits Work Flow
Payroll Systems
Enter new hires,
status changes,
terms into payroll
CYBORG
HMSA, EAP
GBP
Fridays
Medco
Glass/SRG
Wednesdays
BCBSM
Eye Med
INFINIUM
Retiree Updates
Medical
Carriers
HR/EBAs
Mondays
Wellness
MON. Vendors
AON
HEWITT
Delta
THUR.
BOS
(COBRA)
MMO
Terminated
Employees
Health Fitness
Corp
WED.
MON.
ActiveHealth
Employees
Enroll and Make
Changes
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HDMS
Quit for Life
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Questions?
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