Getting Fit Launching a Corporate

Wellness Program

Agenda

• Corporate Wellness• VSP® Vision Care: A Case Study• Starting Your Own Program

• CIGNA Healthcare | Senior Vice President

• Communities of Health• Health, Hope & Purpose, Inc.• Health Awareness Tour,

an annual cross-America bicycle tour

Gary Earl

April Bettencourt• VSP Vision Care | Manager, Benefits & Payroll• VSP GetFIT Program℠

Corporate WellnessGary Earl

Corporate Wellness – A Historical Perspective

1912-1960’s

1969-1980’s

1980-2009

Corporate Wellness – The Historical Roots

The Reasons Why We NEED Corporate Wellness

According to projections, 86% of American adults will be overweight or obese by 2030.

Source: July 2008 Bloomberg School of Public Health, Johns Hopkins University www.jhsph.edu/publichealthnews

64.5% of American adults are presently overweight or obese.

Source: CDC, National Center for Health Statistics, National Health and Nutrition Examination Survey. Health, United States, 2002. Flegal et. al. JAMA. 2002;288:1723-7.

The Reasons Why We NEED Corporate Wellness

While the global population grows at a rate of 1.2% per year, diabetes

is increasing at a rate of nearly 4.0%.

Source: Global Strategy on Diet, Physical Activity and Health, World Health Organization, September 2006

The Reasons Why We NEED Corporate Wellness

One of every three U.S. children born after 2000 will develop

diabetes by age 50.

Source: Centers for Disease Control and Prevention (CDC); www.cdc.gov/nccdphp/publications/AAG/steps

Growth of Diabetes and Pre-Diabetes – United States

Diabetic Pre-Diabetic

Source: American Diabetes Association

18.2 20.8 23.6

41

54

57

In M

illio

ns

0

20

40

60

2005 2006 2007

The Reasons Why We NEED Corporate Wellness

Nearly 96 million American adults 20 and older have hypertension/elevated blood pressure.

Source: Health, United States 2008 U.S. Department of Health and Human Services

Chronic conditions (such as asthma) in children and teens continue to rise.

Source: Journal of the American Medical Association. June 2007

Stress in the workplace has increased 25.5% and related costs have more than tripled over the past decade.

Source: Greenberg, P. et al. Stress in America Report. American Psychological Association. September 2007, and the economic burden of depression in the

United States, Journal of Clinical Psychology, 64:12. December 2003)

Sexually transmitted disease (STD) rising sharply. Source: Centers for Disease Control and Prevention,

“Sexually Transmitted Disease Surveillance 2007”

The Economics Behind the Issues

Healthcare expenditures have increased an average 13.2%

annually since 1999.

Source: Kaiser Family Foundation; 2008 Kaiser/HRET Employer Health Benefits Survey (EHBS)

Source: U.S. Department of Health & Human Services 2008 Annual Report

The Economics Behind the Issues

It’s projected that healthcare expenditures will exceed

$15,000 per capita by 2016.

6,124

6,8607,409

7,9278,482

9,152

$0

$2,500

$5,000

$7,500

$10,000

2004 2005 2006 2007 2008 2009

Average Per Capita Healthcare Cost 2004-Present

Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2008 / U.S. Department of Health & Human Services 2008 Annual Report

Actual Projected

Ann

ual G

ross

Cos

t pe

r E

mpl

oyee

(i

n th

ousa

nds)

9,87510,655

11,49712,405

13,38514,443

15,584

0

4,000

8,000

12,000

16,000

20,000

2010 2011 2012 2013 2,014 2015 2016

Average Per Capita Healthcare Cost Projection

2010-2016

Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2008 / U.S. Department of Health & Human Services 2008 Annual Report

Ann

ual G

ross

Cos

t pe

r E

mpl

oyee

(i

n th

ousa

nds)

…is there hope?

Can CHANGE really occur?

…Do I or my organization have what it will take?

Has it been done, demonstrated, measured???

?

?

?

?

VSP® Vision Care: A Case Study

April Bettencourt

$6,1212001

Healthcare Costs Medical, Dental, and Vision

$8,2762004

$16,5552010

(projected)

200%200%

35%35%

Employee Satisfaction

86%2001

80%2004

Decreasing

Decreasing

Other Challenges

• Retiree Medical Plan– 16 in 2001– 29 in 2004– 100 in 2010 (projected)

• FMLA– Intermittent leaves at 200+

• Workers’ Compensation– EX MOD = 137%

Initial Planning

• Executive buy-in• Employee

engagement• Vendor

partnerships

• Large budget• Lots of data• Additional staff

Requirements: Resources:

Engaging Executives

Impacts of Doing

Nothing

Benefits of Corporate Wellness

• Benefit Advisory Committee– Cross-divisional– Diverse tenures, ethnicities, family

status, and life stages

• Employee Focus Groups– Awareness and value of current

benefit programs– Health awareness

• All-employee Survey– Consumer-driven healthcare

Engaging Employees

Engaging Vendors

• Partnering for Success– Wellness experts– No additional cost

• Health Risk Assessments (HRAs) plus Coaching– Kaiser Permanente– CIGNA Healthcare

• Annual Vendor Summit

Launching the Program

• Naming contest– Immediate employee engagement– More than 6,000 entries

• Winning program entry…

Top 5 Health Risks - 2005

Needs Better Diet/Nutrition

HigherCancer Risk

Below Fitness Level

Moderate-HighCoronary Risk

Overweight

Taking Action

• Healthy Eating Habits– Nutritional workshops open to

employees and dependents

Taking Action

• Improving Fitness Levels– Team activities– Workshops open to employees

and dependents– Onsite yoga– Offsite fitness club discounts

Taking Action

• VSP GetFIT Program℠– 8 sessions from 2004 to 2008– 49% participation– Results

Pounds lost:Activity minutes logged:

7,710 5,370,671

Individual Success Story:

Carmaine• Lost

– 35 pounds– 4 sizes– 16% of total body weight

• Won– California Family Fitness: Body Fit

Challenge

Team Success Story:

Account Management• 30-person team• 100% participation• Motivation varies

– Lose weight– Improve blood pressure, cholesterol,

and blood sugar levels– Positive peer pressure– Relate to clients

Taking Action

• Changing Lifestyles– Stress management– Smoking cessation

Taking Action

• Added wellness incentive– Employee + one adult dependent

• Onsite HRA• Follow-up with health coach• Annual routine/preventive exam

– $75-$150 reduction in benefits costs

• Results– 70% participation– 1,200 employees + 100 dependents

$16,555 2010

(projected)

$11,171 2008

Healthcare Costs

Slight reduction over 2007

Flat in 2009

Employee Satisfaction

80%2004

92%2008 Increasing

Increasing

Top 5 Health Risks - 2004- 2005- 2008

Moderate-HighCoronary Risk

OverweightNeeds Better Diet/Nutrition

HigherCancer Risk

Below Fitness Level

80% 67% 67%

62% 47%

64% 66% 61%

51% 46%

8%16%

37%

20%16%

6+ 4-5 2-3 1 0

Number of Risk FactorsPer HRA Participant

2005

Less Risky BusinessMultiple Risk FactorsSignificantly Reduced

Single or No RiskFactors Increased

6%14%

27%19%

30%2008

Additional Metrics• Worker’s Compensation

• Productivity measure in progress

2007 2008Average Claim Costs $3,706 $2,948

Average Lost Hours Per Ee 42 41

20% reduction in claim costs

Starting Your Own Program

April Bettencourt

Essentials for Success

• Dedicated wellness administrator

• Champions at all levels• Creative communications• Workshop attendance tracking• HRA plus follow up with health

coach

#1 Tip for Success

• Listen to your employees about what they value!