“More than 100 organizations,

spanning 13 industries and representing over

75,000 employees, participated in

the region’s first comprehensive

workplace wellness survey.”

health. wealth. life. | 4 |

education

HORAN Reveals Health ManagementBest Practices Survey FindingsHORAN released the findings from its 2015–2016 HORAN Health Management Best Practices Survey at a symposium held for clients, partners and friends of the firm on Tuesday, February 9. More than 100 organizations, spanning 13 industries and representing over 75,000 employees, participated in the region’s first comprehensive workplace wellness survey.

“The survey’s key findings will help employers understand how their wellness program compares to those of their peers,” said Terence L. Horan, CLU, ChFC, President & CEO of HORAN. “The results also identify the components that are essential for developing or modifying corporate wellness programs in order to improve the employee population’s overall health and the cost trend for health care.”

The symposium began with a keynote address from Dr. David Katz, a world-renowned health and wellness expert. Dr. Katz is considered one of the world’s 100 most influential people in health and wellness. He is the Founding Director of Yale Prevention Research Center, President of the American College of Lifestyle Medicine and the Director of the Integrative Medicine Center.

During the program, HORAN’s Health Management Directors, Brandon Christin and Scott Silver, shared the survey’s key findings and also explained how HORAN’s unique consulting model, the Health Management Way™, helps employers develop successful wellness programs.

The key findings from the survey presented three common themes: wellness takes time, health awareness is critical and participation matters. The survey data also revealed that the most common wellness program components were biometric screens (82.1% of

40% of participants with a wellness programhave speci�c measures and data to track

and evaluate the progress of their program.

<2%

STABILIZE HEALTH CARE COSTS

45% of participants with a wellnessprogram offer an incentive that includes spouses.

The primary incentive used in these wellness programs was a premium discount. Additional incentive types included the use

of health savings account contributions, cash awards, paid time off and gift cards.

The majority of participants indicated that the topHuman Resources executive was the sponsor as well

as the project leader for implementing wellness.

Health CoachingPreventive Physical

Examinations

BiometricScreens & Health Risk

Assessments

IMPROVING POPULATION HEALTH

26% of participants had an incentivebased on the results of a biometric screen.

33% of participants said that theirthree year cost trend was at or below 2%.

32% of participants had a non-tobaccoincentive as part of their wellness program.

Improving population health was the top program objective, followed closely by the ability to stabilize health care costs.

The most common elements included in a wellness program were recorded as: biometric screens and health risk assessments, preventive physical examinations, employee assistance program and health coaching.

76% participants have a wellness program in place. 67% of those who do not plan on starting a program in the next 12 months.

76% is considerably higher than the 62-68% that is commonly found in other wellness related surveys.

Executive Summary

23% of participantsnoted improvementsin their organizationsmodi�able risk factors

44% of participantseither did not knowor were not tracking

modi�able riskfactor trends.

49% of participants offeran incentive to complete

an annual preventive physical examination.

65% of participantswith a wellness program

offer employees an incentive to complete a biometric screen

and health risk assessment.

Employee Assistance

Program

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survey participants), employee assistance programs (60.7% of survey participants), health coaching (51.3% of survey participants) and annual preventive screening programs (55% of survey participants).

Other findings included: • 77% of participants had a wellness program in place. • The top two objectives for a wellness program were to improve the health and wellness of employees (95%) and to stabilize or reduce

the cost of health care (83%).• 66% of survey participants had a fully-insured health care plan.• Primary challenges included how to increase participation, finding enough time

and/or resources and how to better communicate about the program.

HORAN recognized eight employers for having best-in-class wellness programs at the end of the program. The honorees were Cincinnati Eye Institute; Forest Hills School District; Gorilla Glue Company; Kadant Black Clawson Inc.; Montgomery County; RACO Industries, LLC; Standard Textile Co. Inc; and Stober Drives, Inc.

More information about the HORAN Health Management Best Practices Survey can be found at www.horanassoc.com or by contacting Brandon Christin or Scott Silver at 513.745.0707.

Pictured (clockwise): Dr. David Katz; Members of HORAN’s Leadership team and Health Management Directors pictured with Dr. Katz; Brandon Christin and Scott Silver, HORAN’s Health Management Directors, present the survey’s key findings; and Doug Miller, Executive Vice President at HORAN, and HORAN’s Health Management Directors pictured with the best-in-class wellness program honorees.

WellnessTakes Time.

Health Awarenessis Critical.

Participation Matters.