Transcript XYZ Corporation

Presentation to
Integrated Absence Management
Keeping employees’ minds and bodies at work
Today’s Challenge:
Health costs
1.
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Health care costs are expected to increase at a
rate of 13% to 15% over the next five years
Workplace productivity
2.
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Absences are at a 5-year high while productivity
requirements have never been higher
Employees report higher levels of stress and health issues than
any other time over the last 50 years
Tomorrow’s Reality
• Workforce is aging - as age increases,
populations consume more health care
dollars (Medicare Chart Book)
• The age demographics of U.S. will match state
of Florida by early 2000s. (Pricewaterhouse Cooper)
Today’s Opportunities
• 30% of health related claims are from
preventable illness (Mercer)
• Between 50-70% of medical conditions and
diseases attributed to modifiable risk factors
• Employees with preventive wellness benefits
missed significantly fewer days of work (Aon
Consulting - America @ Work)
Strategy
• Offer a full continuum of integrated services
that:
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Improves health
Reduces absences
Reduces health claims
Increases productivity
Offers flexibility to meet each customer’s need
and price point
The Case for Integration
"a well integrated group of EAP, Wellness and
Disease Management services should ultimately
result in lower absenteeism and turnover,
improved productivity, reduced time away from
work for disability and worker's compensation
cases, and improved resiliency and hardiness of
the workforce in general.“
-- Dennis Derr, MA, CEAP, SPHR, Leading Health Consultant
The current industry - Silos
Identification
HRA/Data Mining
Psychosocial
EAP
Unhealthy Lifestyles
Wellness
Disability
Managed Disability
Chronic Illnesses
Disease Management
ROI - Outcomes
Analysis & Reporting
The Case for Integration
• Issues are inexorably intertwined
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64% of workers claim to suffer from
workplace stress
Integration
14% of workers have sought medical
help for stress related problems
40%-60% of chronic diseases have a comorbid mental health issue
Work-Life
• Silo programs
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Are inefficient
Create “white noise”
May work against each other
(AXA Insurance.)
EAP
Health
Benefits of Service Integration
• Superior care
► Holistic
approach
► Elimination of redundancy
► Better outcomes
• Easy to administer
► One
contract, one invoice, one account manager
• Easy to communicate
► One
promotion plan
• Single point of access for employees/members
The 4 Components of a successful program
1.
2.
3.
4.
Identification of risk issues
Integrated interventions
Outcome and ROI Analysis
Incentive Management
1. Identification of Risk Issues
Options for Identifying Risk
Self
Referral
Life Issues
Assessment
Meta-data analysis
(Health/RX Claims, absence data
Productivity measures, etc.)
Single Source Access
Life Enhancement Line
Wellness Coach
Disease Mgmt Coach
Work – Life Coach
Case Collaboration
Life Enhancement Coach
Life Health Assessment
• Much more than an HRA:
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Readiness to change
Chronic health conditions
Unhealthy lifestyles
Psychosocial issues
Environmental & Work-Life balance issues
Co-morbid conditions
Effects on absence & productivity
Life Health Assessment – Personal Report
• Life & Health profile:
► Strengths
► Areas
of risk
► Recommendations
• Areas covered
► Disease
conditions
► Lifestyle habits
► Psychosocial
► Environmental stressors
► Productivity correlates
Life Health Assessment – Employer Report
• Profiles population
► Disease
conditions
► Lifestyle habits
► Psychosocial issues
► Environmental stressors
► Productivity correlates
• Comparison to industry norms
• Provides recommendations
• Flags employees for outreach
(provided to coaches)
Meta Data Analysis
• Mining of multiple data sets:
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Medical Claims – Inpatient, Outpatient, ER
Pharmacy Claims
Health Risk Appraisal Data
Biometric Screening Data
Worker Comp Claims
Absenteeism Data
Safety Meetings
Intervention Program Participation
Productivity Assessment
Other
Case Identification and Trend Analysis
• Create unique profiles to flag at-risk employees
• Stratify total workforce from highest to lowest
risk
• Design interventions to target highest risk
employees
2. Interventions
Group Interventions
• Health Fairs and Screenings
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Planning and coordination
Education booths and health/life specialists
8 different screenings
• Onsite Seminars
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Over 50 health/life management topics
Customized topics
Nationally recognized presenters
• Organizational Effectiveness
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Evaluation of workplace environment
Organizational change management
Supervisor training
Job design and development
Individual Interventions: Outreach Coaching
Life Enhancement
Case Manager
Life Enhancement Coach
Disease Mgmt Coach
Work – Life Coach
Multi-media
Self-help materials
Disability Management
Case Collaboration
Wellness Coach
Cases Identified
through Life Issues
Assessment or Meta
Data Analysis
Web-Based & Educational Materials
Sign up for an electronic
health newsletter
Access health
articles, audio
tips, web links,
and orderable
books
Locate health
providers and
programs
Take an online health risk
assessment to learn your
health risks and what to do
about them
Absence Administration
• Absence tracking
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Casual leave
STD
LTD
FMLA
Other unpaid leave
• Identification of abuses of leave
• Identification of absence patterns
• Full service FMLA administration
3. Outcomes/ROI Analysis
Pre/post Intervention Analysis
• Life Health Assessment
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Change in health
Change in psychosocial issues
Change in life balance and management of
environmental stressors
Change in productivity self reports
• Meta Analysis
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Change in health claims
Change in absences/disability
Change in employer productivity measures
Changes in other user-defined measures
Analytics
• Trend changes in cost and clinical measures
over time
• Measure and compare intervention program
outcomes
• Identify / justify need for additional resource
allocation
• Demonstrate return on investment of each
intervention strategy
4. Incentive Management
Incentive Management Services
• Program consultation
• Program development
• Tracking/reporting on employees eligible for
incentives
• Management of incentive compensation
Significant Benefits
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Promotes consumer responsible behavior
Reduction in incidence of chronic illnesses/costs
Reduction of stress-related health care costs
Enhanced employee productivity
Reduced absences and “presenteeism”
Life enhancement
The Proof of Integration
Johnson & Johnson recently reported $1.9
Million in annual savings as measured by
decreased medical costs, reduced sick leave,
and increased productivity.
-- Johnson & Johnson, 2004
Business Impact
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More Inclined to
Stay with
Company
Improved
Productivity
Reduced Stress
Missed Less
Work
January 1, 2004 - September, 2004
Questions?
…Answers?
Thank You