3Rationale For WHP Programs Why the Worksite? Captive AudienceConsistent EnvironmentSocial SupportOrganizational SupportEmployer’s Support
4Topped $1 trillion in 1996 ($1,035.1 billion) Why Wellness?Health Spending in USTopped $1 trillion in 1996 ($1,035.1 billion)Doubles every 10 years$26.9 billion$73.2 billion$247.3 billion (tripled)$699.1 billion$1.3 trillionForecast for 2010 is $3.07 trillion
5Rationale For WHP Programs Why Wellness? Increasing CostsHealth plans raising premiumsUS Business share of health expenditures is 25%Approximately 50% of a company’s profits are spent on healthcare benefitsProductivity costs estimated at twice direct costs
6Rationale For WHP Programs Why Wellness? Lifestyle Accounts for 50% of DeathsSource: CDC (1980)Source: US Department of Health and Human Services (1980) Ten leading causes of death in the United States. Atlanta: Center for Disease Control, July.
7Rationale For WHP Programs What’s the Goal? It’s Good for BusinessEmployee Job SatisfactionRecruitment & RetentionEnhance CompetitivenessDecrease AbsenteeismDecrease Workers Comp & DisabilityManage Healthcare Costs
8Published Research on WHP What the Research Says 1. High Risk Employees Cost MoreHigher CostsLess Productive2. WHP Programs Have an ImpactHealth RisksMedical ClaimsAbsenteeismDisability3. Comprehensive Programs Have Positive ROI
10Published Research: Comprehensive Programs Have Positive ROI
11Comprehensive Programs Have Positive ROI $3.35$4.87$8.22Source: Aldana (1998)Savings per Dollar InvestedSource: Aldana SG. Financial impact of worksite health promotion and methodological quality of the evidence. The Art of Health Promotion 1998; 2(1):1-8.
12“What the Research Tells Us” Bottom Line:“What the Research Tells Us”
13Bottom Line Principles of Effective Program Design Behaviorally stagedFocus on maintenance and reinforcementProgram beyond risk or disease specificTailored to health and safety riskIncentives for participationSource: Serxner SA. Practical Considerations for Design and Evaluation of Health Promotion Programs in the Workplace. Disease Management and Health Outcomes (in press).Source: Serxner (in press)
14Bottom Line Principles of Effective Program Design Repeated contactsVaried formatsPersonalizationLow cost & portableEasy to administerEmphasis on health and productivitySource: Serxner SA. Practical Considerations for Design and Evaluation of Health Promotion Programs in the Workplace. Disease Management and Health Outcomes (in press).Source: Serxner (in press)
15Bottom Line Principles of Effective Program Design Multiple distribution channelsBuilt in program evaluationLong-term orientationIntegrated with Safety, Occupational Health, EAP, and TrainingVisible management supportSource: Serxner SA. Practical Considerations for Design and Evaluation of Health Promotion Programs in the Workplace. Disease Management and Health Outcomes (in press).Source: Serxner (in press)
16Bottom Line Wellness is a Healthy Investment Lower Health Care CostsLower AbsenteeismAdditional BenefitsHigher ProductivityLower TurnoverImproved Employee Satisfaction/MoraleImproved Employee Health/Quality of LifeImproved RecruitmentImproved Corporate Image
17Total Wellness Concepts: Comprehensive Programs Health Risk AppraisalsHealth ScreeningsProgram Design and ImplementationOn-site Wellness Seminars/ProgramsIncentive Programs/Awareness CampaignsOn-site PharmacyOn-site Medical and Fitness FacilitiesProgram Evaluation and Outcomes