The Designing Health Process

Designing Employee Health & Wellness From The Customer Perspective

Copyright © 2002Lighthouse Health & Fitness, Inc.

Employers & The Work Force

National Work Force Trends: Aging of work populations > 35 years of age Higher percentage of females Higher percentage of minorities Increasing number of immigrants entering workforce Slowing in the growth of the workforce - especially manufacturing Significant increase in the number of living retirees Significant increase in the integration of disabled worker into

mainstream More working single parents More families where both parents work 90% of all companies in America have less than 100 employees

Employers & The Work Force

Employee Health Intervention Trends: Better focus on specific needs of individuals/populations Increased use of on-site & home delivery of services

Rehab, Family Health, Personal Training, Nursing, etc. Diversification of the uses for employee health programs

Recruitment & Retention Philosophical Fit With Customers Preferred Healthy Vendor Clause Competitive Edge Frontier Direct Contracting Of “Non-Typical”Employee Health Services

OB-GYN Cardiac Specific surgical procedures

Employers & The Work Force

Employee Health Intervention Trends: Integration of employee health services instead of piecemeal

approach Medical self-care & individual responsibility for health care Increase in risk rated insurance plans, and reduced coverage

for poor lifestyle choice -- DUI, pregnancy, seatbelt use In the past 5 years, valid measures for predicting risk and

determining ROI Increased use of flexible benefits plan Increase in incentives for participation and increased health

Plan related, gift related, work time off related, wellness gainshare

Employers & The Work Force

Impact Of Health On Employers:$ 70% of health care expenses associated with preventable conditions$ 53% of all disease in America is lifestyle related$ In 1980, 7% of Corporate America’s profits went for the provision of health

care $ In 1991 it rose to 48.3%$ Expected to rise to 60% or higher by the year 2000

$ Over 50% of all health care costs for a company are incurred by the spouses & dependents, not the employee

$ Employees with 2-4 risk factors have, on average, 75% higher medical costs over their career

$ Alcohol & drug abuse cost companies $100 Billion last year$ Untreated clinical depression cost companies $43 Billion in worker

absenteeism, diminished productivity and health care$ Premature/complicated child births cost companies $5.6 Billion every year

$ In Corporate America, 25% of all births are premature or have health problems$ In Corporate America, a well planned wellness effort can generate a minimum of $1.10

for every $1.00 spent. The average is between $2 & $3 for every $1.00 spent

Employers & The Work Force

Research Estimated Costs of Risk Factors - Conservative Ranges

Risk FACTOR Range Per Year – PerEmployee

Range Per Risk FactorEmployee Career

SMOKING $235 - $500 $10,340 - $22,000

ALCOHHOL $740 - $1,200 $32,560 - $52,800

HYPERTENSION $250 - $600 $11,000 - $26,400

CHOLESTEROL $200 - $210 $8,800 - $9,240

SEDENTARYLIFESTYLE

$40 - $240 $1,760 – 410,560

WEIGHT $100 - $200 $4,400 - $8,800

SEATBELT $25 - $80 $1,100 - $3,520

The Mindset Of Utilizing The Designing

Health Process

Our Relationship Is Our Product Our Resources & Services Support Our Product

(Relationship)

The Mindset Of Utilizing The Designing Health Process

A Company Is Like A Person It Has Multiple Dimensions That Need To Be

Addressed For True Success In Becoming “Well”

Mind

SpiritBody

The Mindset Of Utilizing The Designing Health Process

Mind & Spirit: Culture, Creativity,

Energy, Will To Succeed, Mission & Vision, Attitude, Sense Of Purpose

Body: Environment, Workers’

Physical Abilities and Productivity

Mind

SpiritBody

The Designing Health Process

A Comprehensive Approach To Employee Health & Wellness

Designing Health Process

Is a strategic approach to improving the health of employees and their families to enhance a corporation’s competitive edge in their market place

It accomplishes this by focusing on the true health needs of a corporation in which fact, organizational goals and realistic solutions are all compiled into a measurable “Wellness Business Plan”

Designing Health Process

Guiding Principles: Treat wellness/employee health initiatives with the

same strategic approach as any other business strategy

Use data as primary driver for decision making Incorporate all health related influencers and data

in the planning process Design and implement services only if measurable

return on investments can be quantified Focus on root cause of needs, not surface indicators

Designing Health Process

Designing Health Team

Comprised of strategically selectedcompany representatives and key experts. In total, between 3 and 7 memberswith the majority being from the client

Information Collection

Data Analysis &

Goal Setting

Program Design

Implement & Monitor

Evaluation

Designing Health Process - Phase 1

The Designing Health Team The team is provided with a one-day immersion training to educate

them about the wellness & prevention field to help them see “the big picture” plus provide team & goal development for the team itself

Designing Health Team

Designing Health Process - Phase 1

The Designing Health Team Overall Purpose

Shift Corporate CultureToward Prevention

Manage Corporate Health Improvement

Efforts

Evaluate Program Effectiveness & Make Program Improvements

Designing Health Process - Phase 2

Information Collection

Demographics Health Care Expenditures

Corporate Culture & Goals

Employee Absenteeism &

Productivity

Physician & Other Health

Care Resources

Health Risk Appraisal &

Health Screening

Designing Health Process - Phase 3

Data Analysis

Health Trends:

•Cost Related

•Utilization

•Predictive

Communication Patterns & Resources:

•Internal

•External

Benchmark & Normative Comparisons

Designing Health Process - Phase 4

Designing Health Plan

Designing Health Plan

Prioritized Need - Top 5

to 10

Short & Long Term Goals

Program/ Resources

Financial & ROI

Projections

Data Collection & Reporting

Plan

Timelines & Responsibilities

Marketing Plan

Designing Health Process - Phase 5

Plan Implementation

Strategic Health Improvement Plan

Action

Designing Health Process - Phase 6

All measurements based on meeting established goals and outcomes

Plan Evaluation

Annual Aggregate Evaluation & Return on Investment Calculations

Quarterly Evaluations Of All Programming Efforts

Individual Program

Evaluations

Designing Health Process - Final Outcome

Communication & Shared Resources

Corporate Culture

Community Health

Initiatives

Other Health

Providers

Managed Care

Real Life Examples

Delco Electronics World Headquarters

Ford Motor CompanyJames River CorporationScripps Howard BroadcastingFederal Prison System