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STRESS
Type # of Claims Total CostAverage
Cost/Claim
Hypertension 21 $24,150 $1,150
Heart Disease 2 $7,642 $3,821
Alcohol Abuse 4 $4,800 $1,200
Smoking 13 $18,577 $1,429
Insomnia 16 $36,480 $2,280
Problem Identification
Reduced Stress
Reduce the number and average individual cost of hypertension, heart disease, alcohol abuse, smoking, and insomnia claims related to stress in the workplace by 15% within the first year of the program.
Goal
ENVIRONMENTAL ASSESSMENT-STRESS
Data Sources Scope SpecificityDemographics Human
Resource Manager
Age Range: 23-65Female: 65%Male: 35%Management: 10%Non-management: 90%70 Employees
Average: 37Median age: 45
Employee Health Records
Occupational Health Nurse
Hypertension: 30%Heart Disease: 3%Alcohol Abuse: 5%Smoker: 19%Insomnia: 23%
•1/3 of hypertension cases are unmanaged.•Insomnia cause 45% of lower productivity ratings in the workforce.
Health-risk assessment
JM & Ark Staff 9 of 10 lifestyle indicators rated poorly in more than 75% of respondents
5 highest risk indicators:•Mental Stress•Personal Stress•Alcohol & Substance Abuse•Insomnia•Physical Inactivity
Environmental Assessment
Data Sources Scope SpecificityMedical Claims Benefits Manager •Outpatient costs rising
7% each year.
•Inpatient cost rising 4% each year.
•Diagnostic testing comprises 70% of all outpatient costs vs. 60% last year.
Culture Audit JM & Ark Staff Perceptions on 4 out of 5 cultural indicators revealed low ratings.
4 lowest indicators: •Physical Environment•Overworked or heavy work load•Little break time•Lack of physical activity or healthy eating habits
Productivity All previously mentioned sources
Absenteeism: 5%Presenteeism: 65%Disability: 5%
Presenteeism is twice as high in office or administrative workers.
Worksite Strategies-Stress
Company Program Features Impact
Target Pre-shift stretching, safe lifting techniques, lower healthcare costs for good biometric health screenings, Life Resources counseling
75% Drop in worker’s compensation claims.55% report better work life balance.
Corning Classes in tai chi, biofeedback, meditation, yoga, muscle relaxation, guided imagery and cognitive restructuring
30% Lower absenteeism.20% of employees reported better sleep.50% reduction in tension headaches.
Kaiser Permanente
Download stretch break reminders, walk breaks, mobile wellness units, family days, classes and phone consultations, relax program.
61% of people who have completed the program report reduced stress.
Proposed Program
Phase 1 (March)-Awareness & Publicity: Each week during the month of March will be an awareness week on
Hypertension, Heart Disease, Alcohol & Substance Abuse, Smoking, and Insomnia.
The monthly newsletter, posters, and paycheck stuffers will have tips to help resolve claims, explain the new wellness program, and share more information on next month’s phase.
Phase 2 (April)-Training & Health Assessments: Occupational Health Nurse will be doing a meet and greet for all employees. The nurse will go over problem topics like Hypertension, Heart Disease, Alcohol
& Substance Abuse, Smoking, and Insomnia and ways to prevent these problems.
The nurse will also conduct individual health assessments for employees and take employee’s blood pressure for future monitoring.
Proposed Program
Phase 3 (May)-Incentives: Worksite posters, newsletter, and paycheck stuffers will inform employees during this month of the
incentives involved in the program Employees without claims can compete for prizes and participate in contests. (Prizes: Spa Certificates,
Gift Cards, additional time-off, etc.)
Phase 4 (June/July)-Implementation: During the month reduce stress exercises, stretches, and proper breathing techniques will be
practiced. More opportunities for small breaks through out the day to help reduce stress in the workplace. Healthy food options will also be made available.
Phase 5 (August)-Monitoring & Evaluation: Occupational Health Nurse will review and evaluate data, conduct health risk assessment every 6
months to determine the impact of the program. The nurse will recheck employee’s blood pressure, and continue to monitor individual health
assessments for all employee’s.
Resource Assessment
On-site Inventory Available & Necessary Resources Available Resources:
Facility: Large Facility with additional space.
Promotional Materials:NewsletterPostersPaycheck Stuffers
Budget: $5,500 per year is available in the Human Resource Department Discretionary Fund.
Needed Equipment:
Equipment: None.
Incentives: Quarterly Incentives (Sweepstakes, Prizes, etc.)
Expected Costs Annual Operating Costs for Program Proposed Personnel:
Occupational Health Nurse: (70 employees X $30 per person X 2/yr) = $4,200
Facility: No additional cost (will be using existing space)
Equipment: Newsletter ( 12/yr X $0.30/issue) = $3.60 Posters (15 posters X $5.00/poster) = $75 Paycheck Stuffers (70 employees X 0.50/check stuffer) =
$35
Incentives: $250 Quarterly = $1,000
Total Estimated Cost: $5,314
$4,200
$114
$1,000
Program Cost
Personnel FacilityEquipment Promotions
Expected Benefits
Key benefits of our wellness program: Reduced costs from worker’s
compensation claims Increased productivity Lower tension between employees Lower absenteeism Improve morale and lower turn-over rate
Overall Benefit-Cost Projection
Claims
Avoided
Benefit Program CostBenefit-Cost
Ratio
1 $2,700 $5,314 [0.51|1]
2 $5,400 $5,314 [1.02|1]
3 $8,100 $5,314 [1.52|1]
4 $10,800 $5,314 [2.03|1]
5 $13,500 $5,314 [2.54|1]
6 $16,200 $5,314 [3.05|1]
7 $18,900 $5,314 [3.56|1]
8 $21,600 $5,314 [4.06|1]
9 $24,300 $5,314 [4.57|1]
10 $27,000 $5,314 [5.08|1]
11 $29,700 $5,314 [5.59|1]
•Program Cost: $5,314•Average Claim Cost: $2,70015% drop in claims (11 employees)
NUTRITION
Type # of Claims Total Cost Average Cost/Claim
Diabetes 6 $13,200 $2,200
High Cholesterol 25 $32,500 $1,300
Overweight 25 $29,850 $1,194
Obesity 20 $28,580 $1,429
Lack Physical Activity 33 $23,397 $709
Problem Identification
Nutrition
Reduce the number and average individual cost per claim by 15% by promoting healthy eating habits, physical activity to prevent and manage overweight, obesity, and other diseases like heart disease and diabetes.
Program would increase number of servings of Fruits and Vegetables, reduce fatty food intake, and incorporate physical activity for at least 30 to 90 minutes to help prevent claims and increase healthy nutrition.
Goals
ENVIRONMENTAL ASSESSMENT- NUTRITION
Data Sources Scope SpecificityDemographics Human Resource
ManagerAge Range: 23-65Female: 65%Male: 35%Management: 10%Non-management: 90%
Average: 37Median age: 45
Employee Health Records
Occupational Health Nurse
Diabetes: 8%High Cholesterol: 36%Overweight: 36%Obesity: 29%Lack Physical Activity: 47%
•30% employees eat more fatty foods during work hours.•35% decrease in productivity with employees who have poor eating habits.
Health-risk assessment
JM & Ark Staff 7 of 10 lifestyle indicators rated poorly in more than 75% of respondents
5 highest risk indicators:•Mental Stress•Personal Stress•Overweight or obesity•High Cholesterol•Physical Inactivity
Environmental AssessmentData Sources Scope Specificity
Medical Claims Benefits Manager •Outpatient costs rising 9% each year.
•Inpatient cost rising 5% each year.
Diagnostic testing comprises 65% of all outpatient costs vs. 45% last year.
Culture Audit JM & Ark Staff Perceptions on 5 out of 5 cultural indicators revealed low ratings.
5 lowest indicators:•Physical Environment •Unhealthy eating habits•Low servings fruits and veggies•Stress•Lack Physical Activity
Productivity All previously mentioned sources
Absenteeism: 8%Presenteeism: 60%Disability: 8%
Presenteeism is twice as high in office or administrative workers.
Worksite Strategies-Stress
Company Program Features Impact
Club BodFit On-site gourmet health-food, sells 100% all-natural fruit smoothies, low-fat salads and wraps, its own line of vitamins and herbal supplements.
20% Reduction in the risk of developing high cholesterol, type 2 diabetes and high blood pressure.26% reduction in vending machine purchases.
Ambassador Wellness Center
“Learn to Lose” sessions include group classes, individual nutrition counseling. Receive newsletter, and have access to a website and bulletin board.
30% reduction in absenteeism10% increase in employee retention and increased attractiveness to potential employees.
21st Century Health Club
On staff R.D. who develops individual plans based on moderation, smart food choices and integrating positive health behaviors into daily life. Group weight loss classes, menu planning, and personal shopping.
20% increase in productivity.10% reduction in healthcare costs.
Resource Assessment
On-site Inventory Available & Necessary Resources Available Resources:
Facility: Large Facility with additional space.
Promotional Materials:NewsletterPostersPaycheck Stuffers
Budget: $3,000 per year is available in the Human Resource Department Discretionary Fund.
Needed Equipment:
Equipment: Exercise/Yoga Mats, and Resistance Bands needed for exercise on-site.
Incentives: Quarterly Incentives (Sweepstakes, Prizes, etc.)
Online Resources: MyFitnessPal, Noom, Super Tracker, ChooseMyPlate.gov, etc.
Proposed Program
Phase 1 (March)-Awareness & Publicity: Each week during the month of March will be an awareness week on Diabetes, High
Cholesterol, Overweight & Obesity, and Lack Physical Activity. The monthly newsletter, posters, and paycheck stuffers will have tips to help
resolve claims, explain the new nutrition wellness program, and share more information on next month’s phase.
Phase 2 (April)- Introduction to On-site Nutritionist & Online Resources: On-site Nutritionist will meet with employee’s for 2 hours during the month to do
one-on-one council/coaching session. The monthly newsletter, posters, and paycheck stuffers will introduce online
resources available to employees starting this month. Healthy food options will also available. Team meetings at end month will promote physical activity.
Proposed Program
Phase 3 (May)-Incentives: Worksite posters, newsletter, and paycheck stuffers will inform employees during this month of the
incentives involved in the program Employees who keep an updated tracking food & exercise log can compete for prizes and participate
in contests. (Prizes: Spa Certificates, Gift Cards, additional time-off, etc.)
Phase 4 (June/July)-Implementation: Managers will lead by example by taking a few minutes every day to do stretches, yoga, resistance
band exercises to promote physical activity. Employees will start tracking their food intake and physical activity by keeping a journal or using
online resources like MyFitnessPal. Monthly Team Meetings to encourage, support, and help each other accomplish healthy lifestyle.
Phase 5 (August)-Monitoring & Evaluation: On-site Nutritionist will review & evaluate data, and conduct health risk assessment to
determine the impact of the program. Employees will submit confidential progress reports to Nutritionist for extra incentives. The Nutritionist will continue to monitor individual healthy habits for all employee’s and
provide additional guidance, support and encouragement to employees.
Expected Costs Annual Operating Costs for Program Proposed Personnel:
Nutritionist: ($125/session X 2 hours X 2/yr) = $500 Facility: No additional cost (will be using existing space) Equipment:
Newsletter ( 12/yr X $0.30/issue) = $3.60 Posters (20 posters X $5.00/poster) = $100 Paycheck Stuffers (70 employees X 0.50/check stuffer) =
$35 Floor Mats ($9 X 70 employees) = $630 Resistance Bands ($8 X 70 employees) = $560
Incentives: $350 Quarterly = $1,400
Total Estimated Cost: $3,229
$500
$1,329
$1,400
Program Cost
Personnel FacilityEquipment Incentives
Expected Benefits
Key benefits of our wellness program: Reduced costs from worker’s compensation claims Increased productivity Lower tension between employees Lower absenteeism Improve morale and lower turn-over rate
Overall Benefit-Cost Projection
Claims Avoide
dBenefit Program Cost Benefit-Cost
Ratio
1 $2,200 $3,229 [0.68|1]
2 $4,400 $3,229 [1.36|1]
3 $6,600 $3,229 [2.04|1]
4 $8,800 $3,229 [2.73|1]
5 $11,000 $3,229 [3.41|1]
6 $13,200 $3,229 [4.09|1]
7 $15,400 $3,229 [4.77|1]
8 $17,600 $3,229 [5.54|1]
9 $19,800 $3,229 [6.13|1]
10 $22,000 $3,229 [6.81|1]
11 $24,200 $3,229 [7.49|1]
•Program Cost: $3,229•Average Claim Cost: $2,20015% drop in claims (11 employees)
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