The SOMC Employee Wellness Program

A Focus on Results Not Participation

Pike County Health Coalition

Julie Thornsberry, RN, BSNManager Employee Health & Wellness

What are today’s objectives? 

• Identify the difference between a participation‐based and a results‐based wellness plan.

• Learn how to design and implement a results‐based wellness program in your organization.

• Learn how to align primary care physician’s case management with the goals of your wellness program.

Who is Southern Ohio Medical Center? • Located in Portsmouth, Ohio.• 221 bed facility with five satellite 

centers, three urgent care centers, three free standing wellness and fitness centers, a free‐standing Cancer Center, and several physician offices in the surrounding communities in southern Ohio and northern Kentucky.

• Approximately 2,300 employees.• 140 board‐certified physicians.• Currently ranked 29th on the FORTUNE 

List of Best Places to Work.• Currently ranked 10th on the Modern 

Healthcare list of Best Places to work in Healthcare.

• Recognized as a Magnet Hospital.• Recognized as an OSHA VPP Star 

Facility.

What is SOMC’s Wellness History? • Built the first of 3 LIFE Centers in 1985.• Leadership recognized a need for 

Wellness in the workforce.• Wanted to connect employees to the 

LIFE Centers.• First “wellness” program began in 

1994.• Originally named “Get a LIFE”.• Consisted of health coaching, Health 

Risk Assessment (HRA) completion, and goal setting.

• Employees received a health insurance discount for “being a member”.

• Free LIFE Center membership for using the center 104 times per year.

What is SOMC’s Wellness History? (Cont.) 

• In 1998 the incentive was changed to an annual bonus  – enrollment increased, but so did the cost.

• In 2007, named changed to Healthy Partners.• Wellness Incentive changed to a per pay discount on employee health 

coverage ($10 per pay – spouse also available).• Added Healthy Partner points and a “Yellow Card” to track wellness 

efforts in 5 dimensions– Physical Well‐being– Nutrition– Tobacco Free– Disease Prevention– Work‐Life Balance

• Tied incentives to achievement of Healthy Partner points. • Over time we have used point systems, scorecards, challenges, gift 

cards, tokens, various incentives, etc.  

Why did we decide to change our program?• Although the plan evolved over the 

years – some things remained constant.– Low enrollment in the wellness plan– Most wellness members were already 

healthy– Difficulty proving wellness ROI – Medical costs continue to increase

• In 2010, Employee Health was restructured under Human Resources.

• Hired a Manager of Employee Health and Wellness.

• Moved Wellness Specialist from the LIFE Center.

• Formed Employee Health & Wellness Leadership Team.

• Developed Program to Reward for results only. 

$0

$2,000

$4,000

$6,000

$8,000

$10,000

$12,000

$14,000

FY2006 FY2007 FY2008 FY2009 FY2010 FY2011

GHI/Member Linear (GHI/Member)

Why did we create a Wellness Leadership Team?

• Must have Executive Support and buy‐in.

• Must have leaders committed to this goal.

• Team members represent:– Human Resources– Employee Health & Wellness– LIFE Centers– Nutrition Services– Employee Assistance Program (EAP)– Workforce Development

• Developed Employee Health & Wellness Dashboard

• Team member accountability.

Employee Health & Wellness Leadership Team – FY13Personal Accountability Dashboard

Safety Quality Service Relationships Performance

Indicator Goal ? Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun YTD

Improve Overall Health & Wellness

Percentage of Leadership Team Members at an Optimal BMI [18.0 -≤24.9] (Applegate/Noel)

100% 50 50 50 58 58 58 58 58 54 54 54 54

Percentage of Leadership Team Members Exercising Vigorously ≥150 Minutes per Week (Applegate/Noel)

100% 83 92 92 67 83 83 62 62 69 92 77 77

Percentage of Leadership Team Members that are Tobacco-Free (Applegate/Noel)

100% 100 100 100 100 100 100 100 100 100 100 100 100

Percentage of Leadership Team Members that Have a Blood Pressure ≤ 120/80 (Applegate/Noel)

100% 100 100 100 100 100 100 100 100 100 100 100 100

Percentage of Leadership Team Members with Hemoglobin A1C ≤ 5.6 (Applegate/Noel)

100% 92 100 100

Percentage of Leadership Team Members Utilizing SparkPeople[15,000 points/year] (Applegate/Noel)

100% 33 25 33 42 50 50 23 15 23 31 31 31

Goal = Perfection ? = Explanation/Calculation Tasklist

Why did we change our philosophy for wellness rewards?• Decision was made to base all rewards on results, not participation.

• Progress toward the goal does not earn the reward…only goal attainment.

• We are no longer rewarding those who are not healthy!

• Wellness Return On Investment (ROI)

Why use a cash incentive?• Health Insurance discounts get lost in the paycheck.

• Employee focus groups wanted cash.

• Physicians like cash.• A lump sum offers more “use” potential and is a much bigger carrot.

What indicators did we choose?

• Had to be appropriate for SOMC.

• Worked with TPA to determine top disease processes.

• Selected indicators that could be measured.

• Assessed our community:– Obesity, Coronary Artery Disease (CAD), 

Hypertension, Lung Cancer, Diabetes and Heart Disease

• Assessed our SOMC workforce:– Diabetes, CAD, heart disease, depression, 

weight bearing joint disorders.

What indicators did we choose?

How did we get employee buy‐in?

• We are honest.• We communicate.• We discuss conditions.• We are caring.• We are a results‐driven workforce.

What is our enrollment process?• Lab work (HgA1C, HDL, LDL, 

Cholesterol, Triglycerides)

• Biometrics (height, weight, BMI, body fat %, hip & waist measurements, blood pressure)

• Nicotine Testing• Health Risk Assessment 

(HRA)

• Counseling– Immediately on‐the‐spot– Follow‐up counseling scheduled (if needed)

What is our enrollment process?

• Enrollment Fair– 12‐hour Enrollment every Tuesday in October

– Lab, Biometrics, Counseling & Brochure provided for program overview

• Enrollment Period– Open enrollment all year– October starts the new enrollment year

What are our reward incentives?

• Up to $300 cash bonus• Possibility to earn $300 LIFE Center Membership

• Recognition as a Wellness Champion

• Influence to other employees, family members, and our community

How do we provide support?

• Full‐time Wellness Specialist • Support of LIFE Center staff• Free Diabetes Prevention & Control 

classes for employees & spouses• Free smoking cessation classes for 

employees & community members• Wellness counseling• Disease Management counseling 

[Third Party Administrator (TPA)& Onsite]

• Employee Assistance Program• Supportive Nutrition Services 

products and services

What programs do we offer?• Employee Meltdown 

Challenge (Alumni Group)• Health & Fitness Day• Lunch & Learn Sessions• LIFE Center Programs• Employee Fitness Room• Walking groups/paths• Monthly newsletter• Diabetes Education• Dietician referral

How will we engage our physician partners?

• Offer physicians financial incentives for results.

• SOMC’s program offers incentives for our top two disease processes as identified by claims data:– Hypertension– Diabetes

• Physician can earn $300 per condition.

• Goal is to align the physician with the Healthy Partners program to achieve measurable results for their patients.

What is the physician incentive process?

• Any primary care physician is eligible to receive the incentive.

• The physician must identify the SOMC medical member with one of the conditions.

• The physician completes a referral form and submits to Employee Health & Wellness.

• The physician will receive a bonus check if their patient meets their annual goals:– Diabetes

• Hemoglobin A1C ≤ 7%• Body Mass Index (BMI) 18.0 – 24.9

– Hypertension• Diastolic blood pressure ≤ 80 mmHg• Body Mass Index (BMI) 18.0 – 24.9

• Employee Health & Wellness will provide assistance to the patient once referral has been made.

Disease Prevalence Rates**

We have a long way to go…

*Based on 2011 results of 769 Healthy Partner Participants (34% SOMC workforce)

**Based on TPA claims data for one or more conditions:1. Hypertension2. Diabetes3. Coronary Artery Disease4. Asthma5. Chronic Obstructive Pulmonary Disease

What questions do you have? 

Safety I Quality I Service I Relationships I Performance