Developing Worksite Wellness Services for Employers

1. Denise Dumont-Bernier
MaineGeneral Workplace Health
Hospital-based Occupational Medicine
October 14, 2015
8:30-9:15 AM
Course 10

4. • Become a role model
• Develop a successful program internally
• Demonstrate and share results
• Key Components for a successful program
• Leverage existing occupational medicine
customers
• Build the business case
• Meet the customer where they are
• Partnership
• Bring system resources

6. Chuck Hays, CEO
President and CEO of MaineGeneral Health and
MaineGeneral Medical Center
Our Mission:
MaineGeneral Health's mission is to enhance, every day, the health
of the people in the greater Kennebec Valley.

7. » If you take care of your employees; they’ll take care
of your business
» Make it part of the business strategy
Claims
Spend
Culture
Engagement
(Productivity)

8. » Safety/Worker’s
Compensation
» Health Plan Costs
» Absence/Lost Productivity
» Human Capital
(Retention/Recruitment)
» Employee Engagement
Strategy
» Performance
» Business Reputation
» Sustainability
» Profitability
» Growth
» Culture

10. MGH goes
smoke free
HR: Gym
Program HRAs
“Life Engaged”
branded
Moved to
WPH dept.
WWTS
software
Health
coaching focus
Outcomes
demonstrated
eNewsletter,
Programming
“Healthier
You” re-
branded
Focus on
Culture
New hospital
HLRC
Stakeholders
Champions
ACO
integration
Pop. Health
Virgin Pulse
Implemented-
Daily habits
Foundation
2002/3
2004/5
2006/7
2008-12
2013/14
2015

12. 0
100
200
300
400
500
600
700
800
900
Low Medium High
Begin
Current
Beginning End Change
Low 592 Low 830 238 40.2%
Medium 568 Medium 473 -95 -16.7%
High 319 High 176 -143 -44.8%
Total 1479 Total 1479

13. High Risk Employees, Employees not in wellness and
spouses are costing us

14. Variance Notspent
Low 592 Low 830 238 40.2%
Medium 568 Medium 473 -95 -16.7% 2,507$ (238,165)$
High 319 High 176 -143 -44.8% 5,122$ (732,446)$
Total 1479 Total 1479 (970,611)$
Beginning End Change

15. • Three+ years with no benefits cost increase to our
employees
• Millions saved for our organization
Contributes to our bottom line success
• Healthier, happier, more engaged workforce
Recent employee engagement survey results at MGH- top 20 in
nation- The Advisory Board
• Lowered worker’s compensation rates
Experience Modifier is 0.47 this year

17. ˃ Communicate commitment routinely
˃ Make health and safety part of culture
˃ Commit financial and staff resources to wellness
˃ Participate in wellness programs
˃ Encourage staff to participate, remove barriers

19. » HR/Benefits
» Employee Health
» Occupational Medicine
» Primary Care
» Food and Nutrition
» EAP/Behavioral Health
» Marketing &
Communications
» Prevention Center
» Community Health
» Bariatric/Weight Loss
» ACO leaders
“A Healthier You” Vision
MaineGeneral Health Employees will be actively engaged in a healthy lifestyle.
“A Healthier You” Mission
To promote healthy living by providing an environment and organizational culture
that supports health.

20. Create daily habits

21. » Personalized approach
» Teaching moments
» Behavior/lifestyle change
» Wellness plan
» Accountability
» One size does not fit all

22. Walking Paths
Teaching Kitchen
Employee Engagement

24. GOOD WORK at a
GOOD COMPANY contributes to
Good HEALTH

25. Goals:
In the beginning:
Increase participation
Transition to:
Rewarding behaviors
Recognize employees: success stories
We’ve always used carrots

26. Community Resources
Organizational Culture
Environment & Policies
Benefits & Wellness
Employee
(and Family)

28. Educate employers that
• they can affect change in employee health status
• Poor health and absence impacts their business

29. » Self-Funded Health Plan?
˃ Experience Rated? Community rated?
» Worker’s Compensation Rates?
» Aging Workforce?
» Culture/Leadership?
» Retention Issues?
» Does company size matter?
» ACO- “at risk” payers?

30. » Insurance premium increases
» Inactivity/Sedentary lifestyles
» Rising obesity rates
» Poor nutrition
» Rising diabetes rates
» Stress/Poor sleep habits

31. We’ve
done this
before

32. » Financial need
˃ Poor retirement planning
» Stimulation
» Medical benefits
supplement
» Maine’s % of population over age 65 is
growing at a faster pace than rest of the
country

33. 25%
40%
67%
87%
5%
67%
40%
15%
0%
25%
50%
75%
100%
Age 0-19 Age 20-44 Age 45-64 Age 65+
One or more chronic condition Two or more chronic conditions
Source: Medical Expenditure Panel Survey, 2001, Johns Hopkins University, Partnership for Solutions

35. Personal care costs
Medical Care
Pharmacy
25%
Productivity costs
75%
STD
LTD
Overtime
Turnover
Temporary staffing
Administrative costs
Replacement training
Off-site travel for care
Customer dissatisfaction
Variable quality
Absenteeism
Presenteeism
Sources: Edington DW, Burton WN. Health and Productivity. In McCunney RJ,
Editor. A Practical Approach to Occupational and Environmental Medicine.
3rd edition. Philadelphia, PA. Lippincott, Williams and Wilkens; 2003: 40-152. Loeppke, et.al., JOEM, 2003;
45:349-359 and Brady, et.al., JOEM, 1997; 39:224-231

36. » Focus on employee well-being
» Select a wellness business partner that
can bring:
˃ Best practice expertise
˃ Health expertise
˃ Local resources
˃ Proven track record
» “Don’t go it alone”

37. » 57 employees
» Core values
» Community rated insurance

38. 41
Participants
48
Participants
51
Participants
56
Participants
56
Participants
31
Participants

40. » Assess where they are:
˃ What’s important?
˃ Leadership commitment?
˃ Successes/Failures?
˃ Health plan resources?
˃ Budget?
» Help assess employee needs and interests
» Build a strategic vision and plan
» Provide consultative resources

41. » Up front consultation
˃ Assessment
˃ Vision
˃ Leadership training- steering group
˃ Begin strategic planning
˃ Policy/Environment
˃ Communications
» Launch program
˃ HRAs and biometrics
˃ Participation goal/prediction
˃ Follow up health coaching
˃ Aggregate data review/baseline metrics
˃ Build wellness committee

42. » Focus on Culture
˃ Environment
˃ Policy (Tobacco, Nutrition, Physical Activity, etc.)
» Focus on Engagement
˃ Increase participation
˃ Incent/Reward
˃ Wellness Committee/Champions
˃ Make wellness fun!
˃ Social aspects
» Sustain & build on efforts
» Continually measure results

44. Our
Service
Area
29
Practices
121,178
Patients
Priority A, B
Primary
Care
KVCCT
LOW
Disease
Burden
LOW
Cost
HIGH
Cost
System
Navigation &
Support
_________________
Complex Care
Management
Disease
Management
and
Monitoring
Wellness
Programs
Manage high
costs & provide
care coordination
Monitor
compliance
rates & close
gaps in care
Manage risk
factors & gaps in
care
POPULATION
& GOAL
INTERVENTION
HIGH
Cost
LOW
Cost
HIGH
Disease
Burden
LOW
Disease
Burden
B
A
High Cost High Need
Chronic Disease
Healthy
Adapted from Verisk Health
Unusual Diagnosis, Trauma or One
Time Catastrophic Event

45. PCMH
Practice
High-need
Individual
Maine PCMH Pilot Community Care Teams
Transportation
Workplace
Environment
Food Systems
Shopping
Income
Heat
Faith
Community
Literacy
Coaching
Physical
Therapy
Hospital
Services
Specialists
Outpatient
Services
Med Mgt
Housing
Care Mgt
Behav. Health
& Sub Abuse
Family
Schools
Lisa Letourneau

47. » Medical Center Services
» Prevention Center/HLRC
» Workplace Health
» Marketing & communications
» ACO
» Primary Care
» Community Care Teams
» Behavioral Health
» Patients/Community
» Payers/Health Plans
» Investors/Philanthropists

49. Denise Dumont-Bernier, Director
MaineGeneral, Workplace Health
denise.dumont-bernier@mainegeneral.org
207-242-3924 cell