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Facilitated by Dow Chemical Company Building a corporate culture that believes in, and values health is a critical piece of the Dow Health Strategy (DHS). The strategy is grounded in a strong business case, aligned closely with key corporate strategies and strategic themes. The DHS has been developed and refined through a collaborative effort between the Health Services, Human Resources and Public Affairs functions. From the beginning, the strategy was clearly articulated as much more than an "initiative", but more of a way of doing business that needed to be embraced and continuously refined over the years to meet company goals. The general approach was to first build awareness and garner support from the leadership within these functions. A few of the efforts that are driving the development of a "culture of health" include:
In addition, the metrics we have established, which are reported annually to the Office of the Chief Executive, reflect not only changes in health, health care costs, and health-related productivity, but also the building of a culture of health. About The Facilitator
About the Company Dow Chemical Company ( www.dow.com ) – Dow is a diversified chemical company that harnesses the power of science and technology to improve daily living. Dow has 42,000 employees who deliver products and services in 175 countries. These products and services include the provision of fresh water, food, pharmaceuticals, paints, packaging and personal care products. Annual sales are in excess of $42 billion. ________________________________________________________________________
CREATE HIGH PARTICIPATION &
FULLY INTEGRATED PROGRAMS
Co-facilitated by Alcon, Inc. and the Affinia Group, Inc.
View the Alcon
presentation Alcon, Inc. and the Affinia Group, Inc., working completely independent from each other, designed and facilitated totally integrated health care systems that are remarkably similar. All elements of the health care plan, health promotion (health assessment, risk intervention, ROI analysis), disease management, nurse line, self-care, mental health, care coordination, communication services, and fitness center (Alcon) are totally integrated. In an attempt to minimize siloing, there is major emphasis on communications across all the provider organizations. At the Affinia Group, employees sign a “Partnership in Health Covenant”. The program at Alcon, Inc. is called “My Health-ENJOY”. Programs for both companies have been operational for over one year. At the initial open enrollment, 97% of the eligible employees and dependents registered for a comprehensive health assessment… at both companies! About the Facilitators
About the Companies The Affinia Group (www.affiniagroup.com
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UNDERSTANDING OBESITY AT THE WORKPLACE –
PROMISING APPROACHES
View this
presentation About the Facilitator
About the Company HealthPartners (www.healthpartners.com) – HealthPartners is the largest consumer governed, non-profit health care organization in the United States. There are nearly 10,000 employees who provide a wide range of integrated health care services to patients in over 50 locations. The Health Behavior Group, which is a separate business unit, implements high impact, person centered behavior change programs that are supported by documented evidence of effectiveness. ________________________________________________________________________
WEB-BASED GLOBAL
COMMUNICATIONS & CV RISK ASSESSMENT RESEARCH Facilitated by General Electric – Energy GE Energy Health Services has a web-based computer application program called the 5-10-25 Challenge. It has been operational for over four years. The program guides and coaches individuals to eat at least 5 servings of fruits and vegetables daily, walk 10,000 steps and maintain a body mass index of less than 25. Based on reported behaviors, participants are provided with improvement guidelines. On a monthly schedule, participants are asked to report on their diet, exercise and weight for the previous 30 days. The interventions provided includes: encouraging personalized emails, personal coaching, videos, and web chats. All receive graphic feedback and encouragement to join a team. A careful analysis of outcomes indicate that improvements were statistically significant at the p=<0.05 level. Another part of the GE Energy program centers on Cardiac Risk Assessment research, which was funded by the CDC. It centers on cardiac risk coaching within the 5-10-25 format. The results to date suggest that inter and intranet tools may have a beneficial role for large employers attempting to maintain and improve the health of the workforce. About the Facilitator
About the Company GE Energy (www.geenergy.com) ________________________________________________________________________
BUILDING A PSYCHOLOGICALLY HEALTHY WORKPLACE IBM’s Well-Being Management Systems (WBMS) is incorporated into the “fabric” of the business. It is central to IBM’s efforts to drive employee well-being improvements consistently around the world, while allowing the flexibility to accommodate customized programs that meet specific local needs. This system is vital to the innovation, productivity, and morale of a highly dynamic business environment where an increasing percentage of the employee population is remote and mobile. Proactive programs and interventions include employee involvement, physical fitness incentives, work/life balance programs, web-based assessments, classroom workshops, web-based training/information, condition (disability) management, and an integrative mental health care program that partners with other health programs both internally and externally. Measurements include innovative use of global employee surveys, pre/post intervention analysis, health risk assessments, health benefits data mining and both use and effectiveness condition (disability) management and employee assistance programs. This Workshop addresses the implementation processes, successes of these programs and how the Well-Being Management System model is used in all IBM initiatives. About the Facilitator
Mary is the Sr. Health Service Manager for the West and has been in her position for 25 years. During her career, she has lead and participated in multiple Well-Being programs. Currently, she is part of the Global Resilience work group. She also participated in the development of and also manages the IBM National Occupational Injury Reporting Center, where all employees in the U.S. report work related incidents, worker compensation is filed, and OSHA recordability is determined. Mary was recently named the Minnesota Occupational Health Nurse of the Year. About the Company IBM (www.ibm.com) - IBM is the FORTUNE 10 Corporation with 300,000 employees around the world. The company provides a wide spectrum of business consulting, IT services, computer products, and software. The IBM vision is to combine deep business expertise, powerful research capabilities, and innovative ways of thinking – together with business process design and systems, and application integration capabilities. ________________________________________________________________________
UNDERSTAND INTEGRATION & VENDOR
MANAGEMENT Facilitated by Eastman Chemical Company The Eastman Integrated Health organization was established to improve the health and productivity of Eastman employees by integrating all health-related from a “total population” health perspective, with a strong focus on vendor management. Vendor management is a critical issue, which is not often discussed in an open purchaser – vendor environment. Eastman’s integrated model features several resources including comprehensive health promotion, online decision-support and e-health platform, prescription drug carve-out, health advocate and chronic condition management, and a medical decision support tool for treatment options. These services are also effectively integrated with Eastman’s onsite medical facilities from an occupational health perspective. This Workshop provides an overview of Eastman’s integrated model, including specific actions taken to create an environment to create, implement, and sustain integration among its vendors. Unique features of Eastman’s integrated model is discussed, including its approach toward health risk management, employee engagement, and vendor management. A summary of lessons learned concerning total program integration will be provided. About the Facilitators
About the Company Eastman Chemical Company (www.eastmanchemical.com) – Eastman Chemical Company manufactures and markets chemicals, fibers, and plastics worldwide. It provides key differentiated coatings, adhesives, and specialty plastic products. Eastman is the largest producer of PET polymers for packaging, and a major supplier of cellulose acetate fibers. The company, which was founded in 1920, is in the FORTUNE 500, with 12,000 employees. ________________________________________________________________________
DEVELOP CORPORATE RESPONSIBILITY AND
PERSONAL ACCOUNTABILITY Facilitated by Sutter Health Sutter Health Partners started as an innovative health management program with two hospital affiliates and after five years of sequential experience has been endorsed by Sutter health for its 43,000 employees This program is an ERISA compliant health benefits program with a high degree of emphasis on prevention. It includes a face to face coaching model with financial incentives for HRA completion and successful attainment of agreed upon health outcome goals. The active partnering of the coach with the employee in outlining steps to achieve health goals is a key factor in our success. Metrics will be outlined in this workshop, including: improvement in triglycerides, LDL, BMI, Systolic and diastolic blood pressure; member satisfaction levels and financial performance. This highly proactive approach ensures that attention to risk factors that are precursors to diseases such as diabetes, cardiovascular disease and obesity will create the greatest opportunity for the employer to improve health status and reduce costs associated with preventable disease. Steps taken in starting this program as a pilot and ramping to large scale will be outlined along with lessons learned and best practices attained. About the Facilitator
About the Company Sutter Health (www.sutterhealth.org) – Sutter Health is a family of not-for-profit hospitals and physician organizations that share resources and expertise to advance the quality of health care. The organization serves over 100 communities in northern California. Sutter Health consists of 28 hospitals, along with centers specializing in cancer care, children’s health, complimentary medicine, heart care, home health/hospice, mental/behavioral health, pregnancy & childbirth, and transplant medicine. These services are delivered by over 43,000 employees. ________________________________________________________________________
CREATE A CULTURE OF HEALTH Facilitated by Johnson & Johnson In 2002, after analyzing the impact of its integrated health and wellness programs, Johnson & Johnson developed a strategy to link health promotion measurable outcomes and risk reduction goals to cost savings. This is the "Healthy People" program. Its premise is that the health of the individual is inseparable from the overall health of the corporation. The program focuses on the interrelationship of health and productivity and targets smoking, blood pressure, cholesterol, and inactivity. The workshop will discuss the implementation of the strategy, the results, and how the Company's sustained integrated health efforts have built a global culture of health. J&J strives to provide an optimal culture and environment for employee health. One of the more visible places to effect healthy lifestyle habits is through food offerings. To that end, Johnson & Johnson strives to create healthy cafeterias, vending and catering, to encourage environmental change interventions and to support employees’ efforts to reduce their risk primarily for hypertension, high cholesterol, cancer and obesity. Specifically Johnson & Johnson seeks to provide nutritionally dense whole foods (NDWF) at all eating opportunities within the organization and to educate employees on the benefits of this pattern of eating. We call this Eat Complete. About The Facilitator
About the Company Johnson & Johnson (www.jnj.com) - Johnson & Johnson, through its operating companies is the world's most comprehensive and broadly based manufacturer of health care products, as well as a provider of related services, for the consumer, pharmaceutical, and medical devices and diagnostics markets. The more than 230 Johnson & Johnson operating companies employ approximately 116,000 men and women in 57 countries and sell products throughout the world. ________________________________________________________________________
CREATE TEAM BUILDING &
COMMUNICATIONS Facilitated by Kellogg Company Started in the early 1980’s, the Kellogg “Feeling G-r-r-reat” program has
evolved from two fitness centers at the corporate office, to a significant
business strategy. The focus is on optimizing employee health, improving work
performance, controlling health care costs, and making Kellogg a great place to
work. 100 years ago this year, the Kellogg Company was founded, based on the
creation, of what was then understood to be health foods. This beginning has
created a unique, century-old culture that has morphed into a significant
modern-day employee health management (EHM) program. Several factors are
important to this program: Team Building and Communications. The team-based
approach, which is central to Kellogg operations, is evident in the team
building approach to EHM activities. A major part of the EHM program is
“communication that works”. Interacting and talking about health and how to
improve it is a major reason for success. The executive management expects and
receives data.
About the Facilitator
About the Company The Kellogg Company (www.kelloggcompany.com ) – The Kellogg Company is the world’s leading producer of cereal and a leading producer of convenience foods, including cookies, crackers, toaster pastries, cereal bars, frozen waffles and meal alternatives. There are about 25,000 employees around the world. Kellogg products are manufactured in 17 countries and marketed in 180 countries. In 2005, sales were about $10 billion. ________________________________________________________________________
HOW DOMESTIC AND INTERNATIONAL EXPERTS APPROACH EMPLOYEE HEALTH MANAGEMENT
GLOBAL APPLICATION Facilitated by: The International
Institute for Health Promotion This Workshop is in the Panel-Audience Discussion format. Just as employee health management (EHM) is expanding in the United States, there is corresponding interest to know what is happening in regard to global application. There is equal interest in learning how to spread EHM programming and services to work locations beyond the U.S. The global application of EHM is moving in two directions. One is based on U.S. corporations providing programs and services in countries around the world. The other is foreign based companies providing EHM for employees in the U.S. Each approach has unique objectives, challenges, and opportunities. This Workshop, which is in the Panel-Audience format, brings together domestic and international panelists who have extensive experience in the creation and delivery of global EHM programs and services. Some of the global application issues they will address are:
As with other Workshops, the audience has ample time to interact with the panelists with comments, questions, and answers. The Facilitators
ACHIEVE GLOBAL APPLICATION & RISK
REDUCTION Facilitated by VOLVO/Mack Truck The Health For Life wellness program was rolled out to VOLVO and Mack Truck North America in 2004. The program is available to non-bargaining and bargaining unit employees. Program components include; Health Risk Assessments, Biometric Screenings, Focused Educational Workshops and Courses, Lifestyles Intervention and Disease Management Programs, Targeted Health and Wellness Campaigns, Self Care Programs, Help Line, Fitness Center Management and Consulting, Research and Evaluation. In 2005, nearly 4,000 Mack and VOLVO employees in North America participated in the HRA and health screening program. The reduction in a wide variety of health risks were significant and beyond that expected. A detailed plan is in place that defines the expected reduction in modifiable health risks for future years. The Workshop also reflects on the status of employee health management activities in Denmark and Sweden. About the Facilitator
Jeffrey E. Burtaine, MD – Corporate Medical Director About the Company VOLVO/Mack Truck (www.volvo.com) – In 1927, the first VOLVO automobile rolled off the assembly line in Gotenborgh, Sweden. Today, VOLVO automobiles are available around the world. VOLVO is the world’s secosnd largest manufacturer of heavy trucks, with the Mack and Renault brands. In addition, the company manufactures large buses and heavy-duty construction equipment. VOLVO AERO produces high-tech aircraft, rocket and gas turbine engines. VOLVO PENTA builds maine engines, propellers, and inboard systems. VOLVO has over 81,000 employees with production facilities in 25 countries and does business in over 185 markets. The VOLVO Group has net sales of about $40 billion. ________________________________________________________________________
ALIGNING METRICS WITH
BUSINESS STRATEGY Facilitated by Pioneer Hi-Bred International, Inc. Aligning health management metrics and strategy with the corporate business strategy is critical to demonstrating value to the business and maximizing business performance that is affected by poor health. Pioneer has developed a unique business model that proactively promotes a culture of integrated preventative health and wellness as a business strategy supporting four key market channels:
Recognizing that a number of factors drive these business objectives beyond preventative health and wellness, internal business partners have collaborated to establish a 3-tiered metrics scorecard to evaluate impact. This integrated approach eliminates the “silo” approach and challenges in attempting to assess impact by a single intervention. The workshop will provide an overview of Pioneer’s approach to aligned metrics along with the opportunity to work through a sample scorecard for your own organization. About the Facilitator
About the Company Pioneer Hi-Bred International, Inc. (http://www.pioneer.com) – Pioneer Hi-Bred International, Inc., a DuPont company, is the world's leading developer and supplier of advanced plant genetics to farmers worldwide. With headquarters in Des Moines, Iowa, Pioneer develops, produces and markets a full line of top-quality seeds and forage and grain additives and provides services to customers in nearly 70 countries. There are 6,500 employees worldwide. ________________________________________________________________________
A Wake Up Call for Corporate
America Facilitated by HERO The current health care system will not survive in it's present format. It is a matter of economics and other factors. Health care cost increases are much higher than initially anticipated. Based on an estimated increase of 7.3% per year over the next decade, health care costs will increase 220% by 2012. This means the cost for average family PPO coverage will increase from about $8,000 today to approximately $18,000 per year in 2012. This is more than employers, employees and governments are able and willing to pay. Many forms of changes are being proposed, most of which of change are manipulations of the current diagnosis - treatment system. One of the changes that must take place is well-defined and effective health oriented Investment in Human Capital. This presentation provides well-documented and referenced background on why the health care system must change and presents a convincing case for Investment in Human Capital. About the Facilitator
Bill Whitmer has been involved in workplace health promotion for nearly 30 years. In 1976, he founded and became the President and CEO of Wellness South, a full service workplace health promotion provider and consultant firm. In 1996, Bill became the founder , President and CEO of the Health Enhancement Research Organization (HERO). HERO is a national coalition of employers that united to create systems of synergy in order to facilitate quality workplace research to enhance the health and productivity of their employees. Bill is author of WHITMER'S GUIDE TO TOTAL WELLNESS (Doubleday, NY, NY, 1989), chapters for three textbooks and over 40 scientific and lay publications. He is a frequent speaker at national conferences and symposia. The American Journal of Health Promotion recently published a special issue on "The Financial Impact of Health Promotion". One of the articles identified the ten most important articles ever published on the impact of health promotion on health care cost, as selected by a panel of 8 scientists and health promotion experts. Bill is author on 3 of the 10 articles. Panel - Audience DiscussionsFormat – A typical Panel Discussion has a panel member present a specific point of view on a given topic. Another panel member then provides a contrary perspective…and the audience sits and listens. The Panel – Audience Discussion is different, and as the phrase implies, the audience is involved…very involved. At the Panel – Audience Discussion, the panel members provide their brief overviews of the topic, then members of the audience are welcome to share their comments, critique, opinions, questions, and answers. This unique back and forth method is the most effective way to advance the topic under discussion. ________________________________________________________________________
Employee Health Management
Benchmarking and Best Practice One of the most excruciating needs of the employee health management (EHM) discipline is for recognized definitions and standards, which can lead to benchmarking and Best Practice. Why is this important? Employers need accepted benchmarks so they can evaluate their programs. With the creation and operation of normative databases, the employers can compare their benchmarks with other employers who have a similar work force and working conditions. Benchmarking is also essential for the wide variety of providers that are involved in developing and delivering EHM programs and services. For well over one year, the HERO Forum Think Tank has worked to develop and refine the HERO Employee Health Management Best Practice Scorecard (Scorecard). The first distribution and public discussion of the Scorecard is part of this Panel – Audience Discussion. In addition to discussing the Scorecard, the Panel members will share their thoughts on Best Practice. Members of the Audience are requested in advance to be prepared to comment on issues such as:
The intent is to depart this gathering with a better understanding of the
current status of benchmarking and Best Practice.
Ron Goetzel, PhD – VP, Consulting & Applied Research, Thomson Medstat
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Don Snyder
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Jennifer A. Bruno
As the CMO, Dr. Crighton is responsible for the
Prudential health and wellness programs, along with domestic and
international health and 
David is the architect of StayWell’s health risk assessment and targeted
behavioral – change intervention models. He also has oversight of the scientific
and technical refinement of risk assessment, behavioral change, and cost impact
estimation programs. Prior to joining StayWell, David worked for 10 years at
Control Data, where he was a leader in creating one of the first successful
corporate health management programs. David is a member of the HERO Board of
Directors and Editor of the Population Health Strategies section of the American
Journal of Health Promotion. David is the author of a number of published
articles, especially those defining the impact of modifiable health risks or
medical expenditures.
At Medstat and Cornell, Ron is responsible for leading research projects and
consulting services focusing on the relationship between health and well-being,
and work related productivity. He is nationally recognized and widely published
in the areas of return-on-investment (ROI), data analysis, program evaluation,
outcomes research, and health and productivity measurement. Ron has served as
Principal Investigator for projects supported by Medicare, NHLBI, and CDC, as
well as dozens of business organizations, including HERO. Before joining Medstat
in 1995, he was with Johnson & Johnson Health Care Systems. He has doctoral and
M.A. degrees in Applied Social Psychology from New York University.