Impact of an Incentive-Based Health Promotion Program on Employee Satisfaction, Engagement at Work, and Self-Reported Health

Ron Z. Goetzel, Ph.D. Research Professor, Emory University Rollins School of Public Health141st APHA Annual Meeting Boston MA – November 2013

Presenter Disclosures

The following personal financial relationships with commercial interests relevant to this presentation existed during the past 12 months:

Ron Goetzel

BMS funded the research being presented today

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Project Team J. Ross Maclean, MD , Bristol-Myers Squibb, New York City, NY

Teresa Gibson, PhD , Truven Health Analytics, Ann Arbor, MI

Emily Ehrlich, MPH , Truven Health Analytics, Ann Arbor, MI

Enid Chung Roemer, PhD , Rollins School of Public Health, Institute for Health and Productivity Studies, Emory University, Washington, DC

Ginger Carls, PhD, Truven Health Analytics, Ann Arbor, MI

David Shepperly, MD , Bristol-Myers Squibb, New York City, NY

Study Sponsor: Bristol-Myers Squibb

Bristol-Myers Squibb Program Evolution

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January 2013Two year anniversary of livinglifebetter

with VBBD

Pre-2011Company sponsored health and wellness

programs

January 2011livinglifebetter

with value-based benefit design

(VBBD) launched

• Screenings• Health risk assessments• Incentives for health and

wellness program participation

• Health and wellness program enhanced with VBBD

• VBBD: lowered or eliminated financial barriers to high-value drugs and services for employees and dependents with diabetes and comorbid CVD

• Claims and participant survey data available for analysis

A Multi-Component Wellness andIncentive Program With Enhanced VBBD

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The livinglifebetterHealth and Wellness Program

1Know Your Numbers

2Assess Your

Health

3Manage

Your Health

VBBD with Enhanced Diabetes/Comorbid CVD

Benefit

Added to

For BMS employees & dependents

1. Biometric Screening

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The livinglifebetterHealth and Wellness Program

1Know Your Numbers

2Assess Your

Health

3Manage Your

Health

Employees obtain vital measures and predictors of future health at no cost:

•Hemoglobin A1c

•Blood Pressure

•Cholesterol•At worksite for corporate employees

•At Quest Diagnostics labs for remote workers

2. Health Assessment

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The livinglifebetterHealth and Wellness Program

1Know Your Numbers

2Assess Your

Health

3Manage Your

Health

Consumer-friendly online health-risk assessment (HRA) that enables employees and dependents to receive a personalized assessment of their health.• Accessed through

livinglifebetter program website

• Instant results reporting to users

3. Reward Platform

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The livinglifebetterHealth and Wellness Program

1Know Your Numbers

2Assess Your

Health

3Manage Your

Health

• Employees manage their risk by selecting activities and health behaviors appropriate to their health status

• Platform includes multiple tracking tools, mobile access, online health “journeys,” consultations, and employee-initiated telephonic counseling

• Modest cash incentives for participation

Value-based benefit design (VBBD) focused on diabetes and comorbid cardiovascular conditions.Employees with diabetes have $0 copays for:• Prescription drugs for diabetes and

related CVD conditions

• In-network physician visits

• Diabetes equipment and supplies

• Lab tests

VBBD Enhanced Diabetes and Comorbid CVD Benefit

+ Novel Value-Based Benefit Design

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SURVEY PURPOSE AND FOCUS

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Purpose To assess the process of how the Living Life Better

campaign was implemented

Focus Living Life Better

Participation and Satisfaction Program Impact on Health and Employee Engagement Appeal of Incentives Future Plans for Participation

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SUMMARY OF SURVEY ADMINISTRATION Year 2 Employee Survey – 22 months post-

implementation of the Living Life Better Program Launched December 3, 2012 Closed December 21, 2012

Response Rate 2,259 employees randomly selected and invited to

participate in the study 1,202 employees responded to the survey Response rate = 53%

Locations Responses from all US locations Both corporate and field offices

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RESPONDENT INFORMATION

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LIVING LIFE BETTER PROGRAM PARTICIPATION More than half of respondents indicated that they

had participated in the program last year (54%)

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The majority of respondents, who participated in at least one of the program elements, indicated that they were satisfied with the Living Life Better program (68%)

LIVING LIFE BETTER PROGRAM SATISFACTION

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HEALTH IMPACT OF LIVING LIFE BETTER PROGRAM• Living Life Better exerted a positive effect on workers’

physical health• Half of the respondents saw a positive effect on their

physical health (50%)

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OVERALL IMPRESSIONS – EMPLOYEE ENGAGEMENT Most agreed with the statement:

“The Living Life Better and Enhanced Benefits for Diabetes Program at BMS show that BMS cares for its employees.” (79%)

Most agreed with the statement: “I appreciate BMS’s concern for their employee’s

health and wellness.” (89%)

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APPEAL OF PROGRAM INCENTIVES

Incentive Type Response Rate for Very Appealing

1. Direct cash payment (as a check or extra compensation)

68%

2. Reduced premiums on health insurance 66%3. Reduced co-payments or co-insurance 63%4. Gift cards for retail businesses (e.g., Starbucks, Target)

61%

5. Time off from work (e.g., extra hours or days of personal leave time)

55%

6. Entry tickets into a lottery for a large prize (e.g., iPad)

18%

7. Specific rewards while at work (e.g., free chair massage)

17%

8. Branded gift items (e.g., pedometer w/BMS & LivingLifeBetter logo on it)

8%Response format: 3 point scale from “not at all appealing” to “very appealing”

Direct cash payments were reported to be the most appealing incentive for participation -- 68% cited this as "very appealing” 

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LIVING LIFE BETTER – PLANS FOR FUTURE PARTICIPATION Most respondents plan to participate in the Living

Life Better Program next year (63%)

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CONCLUSION More than half of the 2,259 randomly selected BMS

employees responded to The Living Life Better Survey administered in November 2012 (53%)

Participation with Living Life Better was good, 54% of respondents indicated that they had participated in the overall program

Satisfaction was high, 68% were satisfied with the overall Living Life Better program, 81% with the Enhanced Benefit

Living Life Better exerted a positive effect on workers’ physical health (50% agreed)

Living Life Better exerted a positive effect on employee engagement, 89% of respondents indicated that the program shows that BMS cares for its employees

Survey findings provide context to the quantitative program evaluation and contribute to understanding program quality, success and value-based benefit design (VBBD) impact on health and financial outcomes