THR Healthiest Employers by Connie Wright

2011 Speaker Series

Sponsors:

2010 Total Health Benefits Total Health

Benefits Training Becoming One of the Healthiest Workplaces in DFW!


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Texas Health Resources

• One of the largest faith-based, non-profit health care

delivery systems in the United States

• Formed in 1997 by joining Harris Methodist Health

System, Arlington Memorial Hospital and Presbyterian

Healthcare Resources

• Operates in the 16 counties of north central Texas

serving a community of over 6.2 million people

• Includes 24 acute-care and short-stay hospitals that

are owned, operated, joint-ventured or affiliated

– More than 4,100 licensed hospital beds

Private and Confidential


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Texas Health Resources

• THR Mission

– To improve the health of the people in the communities we

serve

• THR Vision

– Texas Health Resources, a faith-based organization joining

with physicians, will be the health care system of choice



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Texas Health Resources’ Workforce

• Over 19,400 Employees – 80% female

– Approximately 90% are benefit eligible

– Over 32,000 medical plan members

• 2010 Work Force Indicators – 88.7% employee retention

– 72.6% satisfaction with benefits (77th percentile nationally)

– Employees work 24/7

– Clinical workforce spend most of their time nurturing

• Financials – Salary and benefits cost in excess of $1.4B including over

$130M spent on medical benefits alone



Ounce of Prevention is Worth a Pound of Cure

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What Percentage of Medical Costs are Driven by Behavior?

• Costs of cardiovascular disease will exceed $1 Trillion

per year by 2030

• Type 2 Diabetes is expected to cost $500 Billion per year

by 2020

• Social networks important in influencing health behaviors

– Smoker in social network 20% more likely to quit if another in

network quits

– Obesity risk increases by 57% if a friend is obese

• The environment needs to support behavior change



A Culture of Health

• What: Common Elements of Successful Wellness Program

– Role modeling of healthy behaviors from top leadership

– Incentives for desired behavior

– Alignment of cafeteria food options

– Access to fitness programs/facilities

• The Why: Medical Plan Costs Up, Employee Satisfaction

Down, Alignment with Mission

7 Private and Confidential


Use of Data to Drive Decisions /Measure Results

• Data warehouse facilitates our approach

– Sources of data

• Health and pharmacy claims

• EAP participation

• Health assessment values

• Lab values

• Disability claims

• Workers’ compensation claims

– Criteria for program measures

• Supports our critical success factors

• Optimizes health outcomes

• Directs plan design decisions



Culture of Health: A Business Strategy

• Health promotion - comprehensive, integrated

business strategy

• Not enough to focus on the sickest 10%, just as

important to keep the healthy people healthy

• Three main things that affect employee health:

exercise, eating right and smoking

• Focus on the intrinsic value of health, rather than on

doing something to get an incentive – do it for quality

of life

• Having a culture of health means ensuring your health

promotion programs are not one size fits all

. 9 Private and Confidential


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Total Health

• Texas Health Resources’ benefit programs are called

Total Health because we care about employees: body,

mind & spirit

• Mission: To optimize the health and productivity of

our employees and their families while managing

future health plan costs, offering a competitive

benefits package and maintaining high employee

satisfaction



Texas Health Program Overview • Support from Sr. Leaders

– Doug Hawthorne: “We must never lose sight of the fact that

our employees are a very real part of our Mission to improve

our own health. If we’re not healthy ourselves, we miss an

opportunity to lead by example.”

• Team Competition

• Cafeteria & Catering have healthy choices

• Vending Machines: Balanced Choices

• Onsite Fitness centers

• Smoke Free Campus

• Be Healthy

• Disease & Case Management

11 Personal and Confidential


Be Healthy 2011

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Feature Activities

Be Aware Helps you find out about your health

status and learn how to improve your

health and reduce your risks of serious

illness

Online Health Assessment ($100 award)

Be Healthy Basics ($50 award)

Preventive/Wellness Exam ($100 award)

Cancer Screenings ($25 award)

Health Fairs

Be Proactive Provides tools to enable you make

changes in your life that can lead to

positive results and help you become

healthier

Maternity Support Program ($100 award)

Healthy Back Program ($50 award)

Diabetes Management Program

Free & Clear Tobacco Cessation Program

Employee Assistance Program

Be Inspired Helps you get the support you need

to take charge of your health

Weight Watchers

Health Coaches

Onsite Fitness Centers



Communication, Communication, Communication

• New Employee Orientation

• Intranet

• Email

• Screen Savers

• Onsite TV Monitors

• Monthly Newsletter

• Quarterly Newsletter Mailed to Homes

• Flyers for Weight Watchers, Health Fairs, Key

Messages

• Social Media – Yammer

13 Personal and Confidential


Health Assessment Participation



Trends After Inception of Plan

54% 52%64% 65% 70% 69%

54%

•Healthy People 2010 Target (70%)

•Thomson Norm (48%)

•100%

•0%

•50%

29% 27%37% 41%

50% 48%

26%


•100%

•0%

•50%

19%

44% 47% 50%38%

49%48%

•100%

•0%

•50%

•Prostate Cancer Screening Rates

22%

53%

77% 78%90%

78%

53%



•100%

•0%

•50%

•Cervical Cancer Screening Rates


•Mammogram Screening Rates •Colon Cancer Screening Rates

*2010 is incomplete as based on claims incurred as of September 2010 and paid as of December 2010

•2004 •2005 •2006 •2007 •2008 •2009 •2010




Optimize Health

Decrease of prevalence of most risks factors on the most recent Health Assessment

Shift in overall risk factors over last 4 years

67%

22%

11%

68.0%

20.0%

9.5%

69.4%

21.6%

9.0%

72.1%

20.0%

7.9%

0%

10%

20%

30%

40%

50%

60%

70%

80%

0 - 2 Risks 3 - 4 Risks 5+ Risks

2008

2009

2010

2011

•Percent of Employees at Risk based on Health Assessment

*Based on claims incurred as of September 2010 and paid as of December 2010



Optimize Health

A shift in overall risk factors is very important because our data shows that risk factors do impact utilization

As we are able to shift risk, our costs will decrease

Utilization

10,147

13,593

16,613

1,800

5,429

171

8,346

1,957

5,930

249

8,652

2,183

8,362

304

5,696

Office Visits/1,000 ER Visits/1,000 OP Lab Svcs/1,000 OP Radiology

Svcs/1,000

Rx Scripts/1,000

Low Risk Moderate Risk High Risk

Medical and Rx cost Per Member Per Month (PMPM)

$2,681

$3,397

$3,965

Low Risk Moderate Risk High Risk

*Based on claims incurred as of September 2010 and paid as of December 2010



Bottom Line Results

• Costs since 2003 have increased by 19% versus 8%

per year like other employers, saving us millions

• Based on Towers Watson Health Care Survey, our

PEPY cost is 10% less than other comparable

healthcare employers



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Questions?


Documents

THR Healthiest Employers by Connie Wright