1. A Unique Proven Wellness Program with Fact based Financial and Health Results
Finally, a wellness design breaks through the barrier of insufficient evidence. The
peer reviewed and internationally published article describes the design, this
document provides the details as they relate to the program that provides the
services and factual results. The results proves companies can lower healthcare
costs and improve the health and productivity of employees1
Your Program must include 6 critical elements:
1 Use Best Practices of behavioral change. Personable health coaches developed rapport and
trust and then use powerful questions to engage people in their own self-directed change.
2.Individual accountability must be an integral part of the program design.
3. Must engage the majority on your health plan including spouse participation. The level of
employee and spouse participation in the incentivized worksite health plan steadily increased
over the study period. (See graph 3 at bottom)
4. Engage Older Adult’s. Engage those 49 plus in wellness that typically have higher costs and
claims. (See graph 4 at bottom)
5. Motivate the Majority. In some situations over 50 percent of all insured adults associated with
the companies were being held accountable to work with a coach on an ongoing basis until they
no longer had health risks.
6. Engage the men, not just the women, during the study participation rates increased the
percentage increased, men compared with women. (See graph 6 at bottom)
3. 4. 6.
Workplace wellness logically should improve employee health but until now there was no
definitive proof. Now evidence has been published that an opt-in program encompassing
biometric testing and a personal wellness profile led to improved health and reduced
“Designing a wellness program that works is not simple- and poorly designed programs
don’t work. This carefully- constructed retrospective study of a successful wellness program
in four Utah companies helps out what works and how strongly it works. .3
1 Research authors: Ray M. Merrill and Grant Merrill, Department of Health Science, College of Life Sciences, Brigham Young University, Provo Utah. Dr.
Ray Merrill received his PhD and MPH from Arizona State university and Harvard University respectfully
2 Stephen C. Schimpff, MD. Former CEO, University of Maryland Medical Center. Author, “The Future of Healthcare Delivery: why it must change and
How it Will Affect You”.
3 Joe Flower CEO, The Change Project, Inc Author “Healthcare Beyond Reform: Doing it Right for Half the Cost”
2. A Unique Proven Wellness Program with Fact based Financial and Health Results
This study provides definitive proof that Orriant produces the
results driven by their unique FIRM model, both health and
financial. The program also provides bottom line results for
the company and monthly cash incentives for participants.
The Measurable Results Available with the Orriant
3. A Unique Proven Wellness Program with Fact based Financial and Health Results
Number of claims per year according to Medical costs per year according to
participant status and year participant status and year
Orriant’s objective is well-being and lower premiums at no cost to
the employer. Orriant uses its proprietary Financial Impact and
return model to create a client specific contribution based
participatory underwriting strategy to fund the program at no cost
to the employer. WITH THE EVIDENCE TO BACK IT UP reviewed in
previous section, peer reviewed & published results.
4. A Unique Proven Wellness Program with Fact based Financial and Health Results
The “Net Cost with Fitbit” includes offering all participants a Fitbit activity tracking
device partially subsidized (25%) by your organization.
Orriant has built a full data integration with Fitbit one of the industry’s most popular
fitness tracking companies. Participants can easily synchronize any Fitbit device with
their Orriant online portal where their Fitbit tracking data seamlessly uploads into their
account, which gives them credit for their physical activity goals.
Coach Background and Training
All Orriant health coaches are certified in Orriant’s proprietary health coaching certification
process. Orriant is one of the first health coaching companies in the country. Each Orriant health
coach has a minimum of a 4-year health science degree and many have master’s degrees.
With the use of our 10-year proven wellness calculator (FIRM), we help each client design an
optimal participatory underwriting strategy that will maximize the program’s long term impact
on health and healthcare costs while at the same time, be cost neutral to the company.
FIRM - Orriant has one of the most sophisticated wellness calculators in the industry with over
10 years of experience at projecting utilization and program costs for health-contingent
wellness programs. Orriant calls this calculator the FIRM which is an acronym for Financial
Impact and Return Model.
Incentive – There are numerous ways to develop an incentive strategy; however, Orriant has
found the most effective incentive for most populations is to use a discount on employee
contributions towards health insurance premiums.
Shifting Employee Contributions – Most clients will create the incentive by
increasing the employee contribution for all employees across the board and then discounting
that contribution for those who participate in the wellness program. This allows for the creation
of an incentive at no cost to the employer. However, some employers will pay for the whole
incentive or a portion of it. The FIRM can be used to project any combination.
Subsidy – Employers who use this shift in employee contribution strategy to create their
incentive also benefit from a subsidy that is created by those who don’t participate who are now
contributing new funds that can be used to subsidize the cost of the wellness program. This is
5. A Unique Proven Wellness Program with Fact based Financial and Health Results
how so many of Orriant’s clients are actually making money every year on their wellness
Balance – Obviously, most companies don’t intend to make money on their wellness
program; but rather plan to break even. The optimal balance is to design a strategy that
generates the highest level of participation to drive down healthcare costs in the long run, while
generating just enough subsidies to pay for the program.