H E A L T H W E A L T H C A R E E R

W I N N I N G W I T H W E L L N E S S

U S C H A M B E R O FC O M M E R C E

APRIL 7, 2016

Louise Short, MD, MScPartnerTotal Health Management

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W E L L B E I N G 2 . 0

H O W T O G E T T H E R E

P I L L A R S O F W E L L B E I N G

R I G H T - S I Z E DS T R AT E G Y

A C T I V A T ET O T A L H E A LT HM A N A G E M E N T

I D E N T I F YW E L L B E I N G

G O A L S

Activity, food, sleep

PHYSICAL

Resilience, mindfulness,learning

EMOTIONAL

Healthcare Consumerism, HDHP,Voluntary Benefits

FINANCIAL

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S U C C E S S

2

Success:Evaluation,

Monitoring andReadjusting

No one sizefits all

wellnessprograms

Evidence-based best

practicestrategies

Infrastructure

DataEvaluationsand Planning

AEIProgramming

Tailorinterventions

to client’spopulation

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T E N E S S E N T I A L S T E P S I N D E S I G N I N G AW O R K P L A C E W E L L N E S S P R O G R A M

3

Assess An Appetite forWellness1Develop a Multiyear StrategicPlan2Create a Culture of Health andWellness3

Communications Campaigns4Establish MeasurementMethodologies5

Education Programs6

Interventions7Integrated and EngagingMember Experience8

Incentives9

Financial Analysis10

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M A K I N G T H E C A S E F O R W O R K P L A C E W E L L N E S SP R O G R A M S : R O I & V O I

4

Wellness programs may collect the following information:• Participation

• Health outcomes

• Cost impact, ROI

• Value impact, VOI

• Organizational support elements

Return on Investment, ROI generallyencapsulates specified wellnessprogramming with medical plan costs totrack if interventions produce qualitativechanges over time

VOI, Value of Investment is broader thanROI in that it consists primarily ofqualitative elements, such as improvedperformance of the workforce,recognition as an employer of choice,and high employee retention

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W E L L - B E I N G C O N T R I B U T E S T O C O R P O R A T EF I N A N C I A L S U C C E S S

• Linking Workplace Health Promotion Best Practices and Organizational Financial Performance: Tracking Market Performance of Companies With Highest Scores on the HERO Scorecard.Grossmeier, J, Fabius, R, Flynn, JP, Noeldner, SP, Fabius, D, Goetzel, R, Anderson, DR JOEM 58 (1) 2016

• The Stock Performance of C. Everett Koop Award Winners Compared With the Standard & Poor’s 500 Index: Ron Z. Goetzel, PhD, Raymond Fabius, MD, Dan Fabius, DO, Enid C.Roemer, PhD, Nicole Thornton, BA, Rebecca K. Kelly, PhD, RD, and Kenneth R. Pelletier, PhD, MD JOEM 58 (1) 2016

• Tracking the Market Performance of Companies that Integrate a Culture of Health and Safety. Raymond Fabius, MD, Ronald R. Loeppke, MD, MPH, Todd Hohn, CSP, Dan Fabius, DO,Barry Eisenberg, CAE, Doris L. Konicki, MHS, and Paul Larson, MS JOEM 58 (1) 2016

325%

235%

345%

159%

-50

0

50

100

150

200

250

300

350

2001 2004 2007 2010 2013

%C

hang

e

Koop

HERO

CHAA

S&P 500

HERO Scorecard “High Scorer”, Koop Award Winners and CHAA “High Scorer”Stock Performance Compared to S&P 500

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Smok

ing

Advocacy

T H E H E A L T H C A R E M A R K E T T I P P I N G P O I N TE X P L O S I O N O F T E C H N O L O G Y A N D D A T A

Employer-Sponsored/Exchange

Communications

Incentives/Challenges

Navigation

M E M B E R

Assessments/Testing

Broad

Big Data Analytics

Centers

ofExcellence

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F U T U R E S T A T E O F W E L L N E S SK E E P R A I S I N G T H E B A R B E Y O N D H E A L T H T OT H R I V I N G

7

200 million consumersengage in health through

wearable devices,including exercise

trackers

Today there are close to100,000 mobile health

apps.

Data integration fromseveral sources such asclaims, biometrics andHRAs to create tailoredand targeted messaging

and solutions toindividuals

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