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Presentation to Integrated Absence Management Keeping employees’ minds and bodies at work.

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1 Presentation to Integrated Absence Management Keeping employees’ minds and bodies at work

2 Today’s Challenge: 1. Health costs  Health care costs are expected to increase at a rate of 13% to 15% over the next five years 2. Workplace productivity  Absences are at a 5-year high while productivity requirements have never been higher Employees report higher levels of stress and health issues than any other time over the last 50 years

3 Workforce is aging - as age increases, populations consume more health care dollars (Medicare Chart Book) The age demographics of U.S. will match state of Florida by early 2000s. (Pricewaterhouse Cooper) Tomorrow’s Reality

4 Today’s Opportunities 30% of health related claims are from preventable illness (Mercer) Between 50-70% of medical conditions and diseases attributed to modifiable risk factors Employees with preventive wellness benefits missed significantly fewer days of work (Aon Consulting - America @ Work)

5 Strategy Offer a full continuum of integrated services that:  Improves health  Reduces absences  Reduces health claims  Increases productivity  Offers flexibility to meet each customer’s need and price point

6 The Case for Integration "a well integrated group of EAP, Wellness and Disease Management services should ultimately result in lower absenteeism and turnover, improved productivity, reduced time away from work for disability and worker's compensation cases, and improved resiliency and hardiness of the workforce in general.“ -- Dennis Derr, MA, CEAP, SPHR, Leading Health Consultant

7 The current industry - Silos Identification HRA/Data Mining Unhealthy Lifestyles Wellness Chronic Illnesses Disease Management Psychosocial EAP Disability Managed Disability ROI - Outcomes Analysis & Reporting

8 The Case for Integration Issues are inexorably intertwined  64% of workers claim to suffer from workplace stress  14% of workers have sought medical help for stress related problems  40%-60% of chronic diseases have a co- morbid mental health issue Silo programs  Are inefficient  Create “white noise”  May work against each other (AXA Insurance.) Integration EAP Work-Life Health

9 Benefits of Service Integration Superior care ► Holistic approach ► Elimination of redundancy ► Better outcomes Easy to administer ► One contract, one invoice, one account manager Easy to communicate ► One promotion plan Single point of access for employees/members

10 The 4 Components of a successful program 1. Identification of risk issues 2. Integrated interventions 3. Outcome and ROI Analysis 4. Incentive Management

11 1. Identification of Risk Issues

12 Options for Identifying Risk Self Referral Life Issues Assessment Meta-data analysis (Health/RX Claims, absence data Productivity measures, etc.)

13 Single Source Access Life Enhancement Line Life Enhancement Coach Wellness Coach Disease Mgmt Coach Work – Life Coach Case Collaboration

14 Life Health Assessment Much more than an HRA:  Readiness to change  Chronic health conditions  Unhealthy lifestyles  Psychosocial issues  Environmental & Work-Life balance issues  Co-morbid conditions  Effects on absence & productivity

15 Life Health Assessment – Personal Report Life & Health profile: ► Strengths ► Areas of risk ► Recommendations Areas covered ► Disease conditions ► Lifestyle habits ► Psychosocial ► Environmental stressors ► Productivity correlates

16 Life Health Assessment – Employer Report Profiles population ► Disease conditions ► Lifestyle habits ► Psychosocial issues ► Environmental stressors ► Productivity correlates Comparison to industry norms Provides recommendations Flags employees for outreach (provided to coaches)

17 Meta Data Analysis Mining of multiple data sets:  Medical Claims – Inpatient, Outpatient, ER  Pharmacy Claims  Health Risk Appraisal Data  Biometric Screening Data  Worker Comp Claims  Absenteeism Data  Safety Meetings  Intervention Program Participation  Productivity Assessment  Other

18 Case Identification and Trend Analysis Create unique profiles to flag at-risk employees Stratify total workforce from highest to lowest risk Design interventions to target highest risk employees

19 2. Interventions

20 Group Interventions Health Fairs and Screenings  Planning and coordination  Education booths and health/life specialists  8 different screenings Onsite Seminars  Over 50 health/life management topics  Customized topics  Nationally recognized presenters Organizational Effectiveness  Evaluation of workplace environment  Organizational change management  Supervisor training  Job design and development

21 Individual Interventions: Outreach Coaching Life Enhancement Case Manager Life Enhancement Coach Wellness Coach Disease Mgmt Coach Work – Life Coach Multi-media Self-help materials Disability Management Case Collaboration Cases Identified through Life Issues Assessment or Meta Data Analysis Cases Identified through Life Issues Assessment or Meta Data Analysis

22 Web-Based & Educational Materials Access health articles, audio tips, web links, and orderable books Locate health providers and programs Take an online health risk assessment to learn your health risks and what to do about them Sign up for an electronic health newsletter

23 Absence Administration Absence tracking  Casual leave  STD  LTD  FMLA  Other unpaid leave Identification of abuses of leave Identification of absence patterns Full service FMLA administration

24 3. Outcomes/ROI Analysis

25 Pre/post Intervention Analysis Life Health Assessment  Change in health  Change in psychosocial issues  Change in life balance and management of environmental stressors  Change in productivity self reports Meta Analysis  Change in health claims  Change in absences/disability  Change in employer productivity measures  Changes in other user-defined measures

26 Analytics Trend changes in cost and clinical measures over time Measure and compare intervention program outcomes Identify / justify need for additional resource allocation Demonstrate return on investment of each intervention strategy

27 4. Incentive Management

28 Incentive Management Services Program consultation Program development Tracking/reporting on employees eligible for incentives Management of incentive compensation

29 Significant Benefits Promotes consumer responsible behavior Reduction in incidence of chronic illnesses/costs Reduction of stress-related health care costs Enhanced employee productivity Reduced absences and “presenteeism” Life enhancement

30 The Proof of Integration Johnson & Johnson recently reported $1.9 Million in annual savings as measured by decreased medical costs, reduced sick leave, and increased productivity. -- Johnson & Johnson, 2004

31 Business Impact

32 Questions? …Answers?

33 Thank You

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