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Biometric Screenings Best Practices
August 17, 2018
Diane Andrea
Health Promotion Program Consultant
J.W. Terrill
J.W. TERRILL• MARSH & McLENNAN AGENCY LLC
Worksite Well-Being
• Employee well-being
– Physical
– Social/emotional/mental
– Financial
– Community
– Career/purpose
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J.W. TERRILL• MARSH & McLENNAN AGENCY LLC
Worksite Well-Being
• Physical Well-Being
– Health risk identification tools
– Behavior modification programs
– Educational programs
– Changes to workplace environment and culture
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J.W. TERRILL• MARSH & McLENNAN AGENCY LLC
Biometric Screening
A biometric screening is the measurement of physical characteristics such as
height, weight, body mass index, blood pressure, blood cholesterol, blood
glucose, and aerobic fitness tests that can be taken at the worksite and used
as part of a workplace health assessment to benchmark and evaluate
changes in employee health status over time.
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Biometric Screenings are NOT
• Replacement for regular physician medical exams
• Used to diagnose disease
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Purpose of Screenings
J.W. TERRILL• MARSH & McLENNAN AGENCY LLC
Before Implementing
• What are the goals of the program?
• Will you be able to integrate into the overall wellbeing approach?
• Will it enhance the overall culture?
• Any operational considerations?
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Value of Biometric Screenings
• Identify health risks for employees and the employee population
• Stratify a population to identify opportunities for education
• Structure benefits plan design to address identified risks
• Target health interventions
• Establish a baseline from which improvements can be made
• Tailor programs for individual employee needs
• Provide data to motivate employees to improve their health
• Identify objective measures on which to establish incentive programs
• Refer employees to health care provider
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Prevention
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Designing a Program
J.W. TERRILL• MARSH & McLENNAN AGENCY LLC
• Health risk assessment (HRA)
• Biometric measurements
• Blood testing
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Biometric Measurements
• Height
• Weight
• Calculated body mass index (BMI)
• Waist circumference
• Hip circumference
• Percent body fat and/or body composition
• Blood pressure
• Pulse
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Blood Test
• Finger stick vs. Blood draw (venipuncture)
• Fasting vs. Non-fasting
• Onsite vs. Remote
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Blood Test
• What to screen for?
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J.W. TERRILL• MARSH & McLENNAN AGENCY LLC
Vendor Selection
• Cost
• Geographic reach to serve
• Dispersed populations solutions
• Meet regulatory guidelines and laws
• Clinical standards and quality assurance
• Insurance coverage and indemnification provided
• Support services
• Request references
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Other considerations
• Scheduling
– Time
– Space
– Remote options
– Walk ins
– Registration
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Other considerations
• Supplies
• Staffing
• Set up
• Privacy
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Other considerations
• Reporting
– Employee
– Employer
– Health management team
– Employees’ physician
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ENGAGEMENT
J.W. TERRILL• MARSH & McLENNAN AGENCY LLC
Incentives
• No incentive
• Cash incentive
– Tax implications
• Incentives tied to health plan design
– Legal requirements and guidelines
- HIPPA, ACA, ADA, GINA, EEOC
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Communications
• What is the program?
• Why are we doing it?
• What are the goals?
• What should the employee expect?
• What are the benefits of participating?
• Is there a financial impact to the employee?
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Communications
• EEOC notice
– https://www.eeoc.gov/laws/regulations/ada-wellness-notice.cfm
• Voluntary
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Evaluation
• Process
• Participation
• Impact
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Frequency
• US Preventative Services Task Force
– Depends on age and history of coronary heart disease
• Depends on the goal of the program, objectives and budget
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Sources:
Joint Consensus Statement; JOEM, October 2013
Contact:
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Legal/regional regulatory statement to be added here if required.
