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KEYNOTES How the New Orleans Energy Provider Coped With Katrina and Maintained EHM Programming and Services Renae Conley – President & CEO, Entergy-Louisiana The devastation of Katrina was the worst weather related disaster in the history of the United States. As a result, hundreds of thousands of individuals, hospitals, businesses, and other operations were without electrical power and natural gas. The response of Entergy – Louisiana was extraordinary. New offices had to be established, workers had to establish other methods of communication, the community had to be assured that electrical power and natural gas services were on the way. In this process, Entergy executive management made the decision that the employee health management programs were needed during these times of catastrophe more than ever. Leading this change, was Renae Conley, President & CEO of Entergy – Louisiana. During this Keynote discussion, Renae will describe the magnitude of the storm-levee related problems on Entergy operations, the reorganization process, and other challenges. She will provide details about why and how she and other executives pulled together to keep the employee health management programs and services operational in order to enhance employee moral, energy, and productivity. This is a rare opportunity to interact with a corporate executive who explains how to keep EHM programs operating through times of tragedy. Learning Objectives At the conclusion of the Keynote, participants should be able to:
About the Facilitator
About the Company Entergy-Louisiana (www.entergy.com) ________________________________________________________________________ NCQA Moves into the Arena of EHM Quality and Certification Phyllis Torda, PhD – VP, Product Development - NCQA NCQA is a leader in the establishment of health quality standards, certification, and accreditation. The Health Plan Employer Data and Information Set (HEDIS) is used by more than 90% of Americas health plans to assure performance on important health care and services. NCQA is now in the process of moving into the arena of employee health management (EHM) quality and certification issues. HERO has interacted with NCQA to help introduce them to the EHM discipline and make meaningful contacts. This Workshop will discuss why NCQA is expanding into the field of EHM and how they plan to do it. Preliminary details of how the quality standards are established and monitored will be discussed. The question of how NCQA will address program certification will be presented. The impact of NCQA involvement in EHM quality and certification could have significant impact on the future of the EHM discipline. You will have the opportunity to be among the first to know the details as discussed by NCQA. Learning Objectives At the conclusion of the presentation, participants should be able to:
About the Facilitator
About the Company NCQA (www.ncqa.org) NCQA is a not-for-profit organization dedicated to improving health care quality. NCQA’s programs and services reflect a straight forward formula for improvement: Measure, Analyze, Improve, and Repeat. The annual NCQA reporting of performance against such measures and standards has become a focal point for the media, consumers, and health plans. ________________________________________________________________________ A Corporate President’s Thoughts on Employee Health Management John Burke – President – Trek Bicycle Corporation There is a universal connection with riding a bicycle for exercise or pleasure, and the good health that results. The question will be addressed if this influences the health of Trek employees. For this Keynote, John will discuss his personal and corporate interest in employee health management. This will include the investments that Trek makes in human capitol, and what he expects relative to the documented impact on health improvement and financial outcomes. Consideration will be also be given to some of the details of the Trek program, especially the use of the Presidents Challenge, which is a web based fitness program run by the PCPFS. This will be an opportunity to hear from a corporate executive who is part of a company that manufactures products associated with pleasure, exercise, and health, who also has high interest in the health, well being, and productivity of the employees. Learning Objectives At the conclusion of the presentation, participants should be able to:
Facilitator
About the Company Trek Bicycle, Inc. (www.trekbikes.com) With five employees and one product, in 1976 Trek Bicycle was established in a rented barn in Waterloo Wisconsin. Over a period of 10 years, Trek expanded from a provider of steel framed road bikes to mountain bikes and a wide assortment of biking accessories. In 1997, following a diagnosis of cancer, Trek and the U.S. Postal Team signed Lance Armstrong as a professional bike racer. In 1999, Armstrong won the first of seven Tour de France championships riding a Trek Bike. Today, Trek is a worldwide corporation on the cutting edge of art and science of world class professional bike racing, as well as riding for pleasure and fitness. ________________________________________________________________________ WORKSHOPS BEHAVIORAL CHANGE – TOBACCO CESSATION DELIVERED TO MULTIPLE LOCATIONS Facilitated By Boeing Company Workshop Summary Despite policy and long-term attention to the topic, tobacco remains a significant population health issue and continues to impact employers’ health care costs and productivity. Barriers to program entry and suboptimal promotion and/or program quality may be reasons for our inability to lower tobacco rates to desired levels. On the positive side, many new cessation technologies have been introduced that are intended to boost tobacco cessation program participation and quit rate. The application of these technologies is showing promise in attracting smokers to programs and in their success rate. Michael will discuss the attention being given to tobacco cessation in a large manufacturing company with employees in 48 states and 70 countries. The discussion will include partnering with a supplier to make use of scientifically-proven cessation techniques, how to best deliver the program globally, how policy and cessation programming can synergize, and how to continue to communicate the programs to attract those ready to quit. Learning Objectives At the conclusion of this session, participants should be able to:
Facilitator
About the Company Boeing Company (www.boeing.com) Boeing is the world’s leading aerospace company and the largest manufacturer
of commercial jetliners and military aircraft combined. As a provider to NASA,
Boeing operates the Space Shuttle and the International Space Station. Boeing is
the FORTUNE 26 Company with about 159,000 employees in the U.S. and 70 other
countries. ________________________________________________________________________ INTEGRATION AND PRODUCTIVITY
MANAGEMENT Facilitated by: DIRECTV Workshop Summary DIRECTV has invested in an integrated health and productivity management strategy and a commitment to a culture of health for their workforce. This innovative DIRECTV corporate health initiative is part of a three year CDC – Cornell University research study. The integrated health and productivity strategy included health risk assessment, wellness and lifestyle management, on-line and telephonic coaching programs, 24/7 telephonic nurse-based decision support, as well as on-line and telephonic disease management. In fact, one of the interventions included an aligned incentive strategy around quality and prevention among the employees and their treating physicians. This may be the first physician pay for performance initiative that included absenteeism and Presenteeism components. Compelling findings from the CDC-Cornell-DIRECTV study will be discussed, which demonstrates a significant improvement in health status and reduction in health risks, as well as a reduction in total cost (medical/pharmacy and productivity costs) through this integrated health and productivity investment in human capital. Facilitator
Learning Objectives
About the Company DIRECTV, Inc., the nation's leading satellite television service provider, provides television services to more than 15.5 million customers through exclusive content, industry-leading customer service and superior technologies. DIRECTV is approximately 39 percent owned by News Corporation (NYSE: NWS). ________________________________________________________________________ BEHAVIORAL CHANGE RESEARCH - OBESITY Facilitated by: Dow Chemical Company Workshop Summary (Koop Award Winner) – This Workshop will review the design and implementation of moderate and high intensity interventions for the Environmental Approaches to Obesity Prevention and Management, which is a joint project with the National Institute of Health (NIH). This research effort is called “The Dow Lighten Up Project”. Twelve Dow Chemical manufacturing and research/development locations in Louisiana, Texas, New Jersey, and West Virginia serve as study sites (a total of 10,618 eligible employees). Moderate intensity interventions are being offered at four company sites. These interventions include inexpensive environmental changes, such as signs encouraging the use of stairs, healthy choices in cafeterias, a weight management tracking program, labels denoting healthy vending machine items and individual level rewards/recognition. High intensity interventions (above and beyond moderate level interventions) are being offered at five company sites. These interventions include engagement of senior managers in the development of a worksite culture that is broadly supportive of improved health among Dow employees, the development of site goals tied to health improvement, senior leadership training, and workgroup and team leadership rewards/recognition. The three locations serving as control groups are subject to Dow's existing core health promotion program consisting of individually-oriented interventions. Discussion will provide insight into critical features of the interventions such as: Organizing cross-disciplinary teams to assist in health and productivity efforts; Utilizing existing communication channels to disseminate information; Leveraging corporate resources to achieve maximum program outcomes and employee participation and; Designing and implementing environmental interventions within an existing corporate culture. Learning Objectives
Facilitator
About the Company Dow Chemical Company (www.dow.com), the FORTUNE 43 Company, is a diversified chemical company that harnesses the power of science and technology to improve 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, pharmaceutical, paints, packaging, and personal care products. ________________________________________________________________________ PARTICIPATION AND INCENTIVES Facilitated by Eastman Chemical Company Workshop Summary This session will examine Eastman Chemical Company's philosophy and approach toward using incentives within its integrated health model. A variety of incentives are used to drive participation in health risk management programs and motivate employees to make needed behavioral and lifestyle changes. Examples of creative use of financial incentives that have resulted in high participation levels will be shared, as well as how these financial incentives can be designed for use from year-to- year while maintaining their effectiveness. Specific attention will be given to health risk assessments, lifestyle coaching and disease management programs, and health screening events. Specific examples will be provided about how Eastman uses health-related data from various sources to target its programming to improve health outcomes. This includes data from health risk assessments, medical and pharmacy claims, and productivity surveys. The value of integrating health risk data with an aggregated claims data base to identify specific population health needs will be demonstrated. Methods for identifying high risk employees through the application of risk clusters will also be presented. The presenters will share successful use of targeted marketing to employees to ensure that health screenings are attended by those most at risk. Learning Objectives At the end of each session, attendees will be able to:
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, ________________________________________________________________________
REMOTE LOCATIONS & COPING WITH CATASTROPHE (KATRINA) Facilitated by Entergy
Workshop Summary Providing comprehensive employee health management programs and services is a major challenge for a multi-state power company because a large number of employees are in remote locations. Learn the Entergy methods to including all employees. The details of program health and economic outcomes will be discussed. Katrina and the breech of the levees in New Orleans was a devastating occurrence for Entergy, because the provision of electricity and natural gas was impossible. Employees were moved out of the city. Cash flow was reduced to zero. Executive management mandated that the employee health management programs would remain operational. This Workshop discusses how it was done. Learning Objectives At the conclusion of this session, participants should be able to:
Facilitators
Bob holds a Master of Science in Business Administration Degree from Boston University and a Master of Science in Finance Degree from Bentley College Graduate School. He has earned several insurance industry designations including Associate in Life and Health Claims (ALHC) from the International Claim Association, Health Insurance Associate (HIA) from the Health Insurance Association of America and Associate in Claims (AIC) and Associate in Risk Management (ARM) from the Insurance Institute of America.
Kevin Gardner - Kevin is the Director of TotalRewards, the benefits program at Entergy Corporation, a position he has held since May of 2005. He is responsible for all compensation and benefits programs across the Entergy system for its 14,200 employees. Prior to assuming his current position, he was Director of Human Resources for Entergy’s nuclear “northeast” (or it’s non-regulated) fleet of plants headquartered in White Plains, NY. Kevin was graduated from the University of South Florida with a MBA in 1989.
About the Company Entergy-Louisiana (www.entergy.com)
________________________________________________________________________ INTEGRATION & VENDOR COORDINATION Facilitated by Goldman Sachs Workshop Summary This Workshop features a description of offerings within “GS Wellness Exchange”, which is thought to be a cutting edge employee health management (EHM) program design plan of the future. Included are on-site health centers, fitness centers, physical therapy, child care, flexible work arrangements, along with recreational opportunities with a focus on vendor partnerships and how to leverage integration across multiple vendor and providers to create unique and best in class EHM programs and services. An important part of these activities are regular vendor meetings where the GS Wellness Exchange managers and all vendors discuss EHM program goals, objectives, and desired outcomes. Learning Objectives At the conclusion of this session, participants should be able to:
Facilitators
About the Company Goldman Sachs (www.goldmansachs.com) Founded in 1869, Goldman Sachs is a leading global investment banking, securities, and investment management firm. The company provides a wide range of services worldwide to a substantial and diverse client base including corporations, financial institutions, governments, and high net-worth individuals. Offices are operated in New York, London, Frankfurt, Tokyo, Hong Kong, and other locations. There are 21,000 employees. ________________________________________________________________________ EHM GLOBAL APPLICATION Facilitated by: Johnson & Johnson Workshop Summary (Two-Time Koop Award Winner) – The Johnson & Johnson (J & J) Global Health Services mission is to optimize medical services, which enhances health and productivity on a world wide basis. A decentralized corporate structure allows for a corporate-led approach that provides over arching goals, standards, and guidelines, while allowing operating companies to implement local solutions. Several important efforts are: 1) The World Wide Tobacco Free Workplace Policy, and 2) The Global Workplace Policy on HIV/AIDS. Thirteen health service offerings have been identified as fundamental to creating, promoting, and sustaining a culture of health. Realizing the professionals who are responsible for globalizing health have varying backgrounds, J & J corporate assists operating companies by developing guidelines to assist in the implementation of the menu of services. A vital component to Global Health Services is assessment and evaluation. One of these tools is a global HRA. In conclusion, the development of global goals and metrics helps J&J to create, promote, and sustain a culture of health, affect the health of employees, and subsequently, the effectiveness and work performance of the company. Learning Objectives
Facilitator
About the Company Johnson & Johnson (J&J) (www.jnj.com), the FORTUNE 32 Company, is the world’s most comprehensive and broadly based manufacturer of consumer, pharmaceutical, medical devices, diagnostic, and health care products. The 230 operating J & J companies have about 116,000 employees in 57 countries around the world.
________________________________________________________________________ INCENTIVES AND CORPORATE CULTURE Facilitated by Motorola Workshop Summary (Two-Time Koop Award Winner) Preventative care has traditionally been Motorola's highest healthcare priority. Known as an innovator in employee healthcare, Motorola developed several new choices, resources, and incentives for 2007. This program, known as "LIVESMART", is Motorola's long-term commitment to building healthier, more engaged employees. Learn how the program rewards employees for taking steps to achieve and stay healthy in four categories: Health screening/self-care, nutrition/weight management, exercise/stress management, and health outcomes. Betty-Jo will share how earned points are converted to dollars to help pay for future medical expenses. Learning Objectives At the conclusion of this presentation, participants should know how to:
Facilitator
About the Company Motorola -( www.motorola.com ) Since 1928, Motorola has been committed to innovation in communication and electronics. Today, Motorola is a global communications leader powered by, and driving seamless mobility. In 2007, CRO (Corporate Responsibility Officers) magazine named Motorola as number 4 on its list of 100 Best Corporate Colleague Companies based on governance, diversity, employees, environment, human rights, and product. ________________________________________________________________________ EHM FOR A MEDIUM SIZE COMPANY WITH MULTIPLE LOCATIONS Facilitated by Miller, Canfield, Paddock & Stone, PLC Workshop Summary This Workshop centers on delivering effective EHM programming and services to
a mid-sized company, whose employees are highly trained legal professionals,
where the ability to minimize health related absenteeism is critical to the
success of the organization. This interactive Workshop will explain the process
of designing, implementing, managing, and monitoring an EHM program that is
successful and sustainable as a core value of the organization. The details of
what has and what has not worked will be discussed. In addition, ideas and
experiences of other mid-sized companies involved in a Detroit metro wellness
consortium will be discussed. The Workshop will provide outcomes from the
standpoint of health improvement and productivity. At the conclusion of this session, participants should be able to:
Facilitator
About the Company Miller, Canfield, Paddock & Stone, PLC (www.millercanfield.com) ________________________________________________________________________ WEB BASED PHYSICAL FITNESS PROGRAMMING Facilitated by President’s Council on Physical Fitness and Sports
View joint President's Council
presentation Workshop Summary This Workshop provides an overview of the work of the President’s Council on Physical Fitness and Sports and the fitness tracking tool and exercise program called the President’s Challenge. The President’s Challenge is a web based program that encourages all Americans to make being active a part of their everyday lives. The Challenge is designed to appeal to kids (ages 6-12), teenagers (13-17), adults (ages 18-64), and seniors (ages 65+). Corporations that have utilized the President’s Challenge will provide case study reports of activities and results of using the President’s Challenge program at the workplace. Learning Objectives At the conclusion of this session, participants should be able to:
Facilitators
About the Organization President’s Council on Physical Fitness and Sports (www.fitness.gov) The precursor to the PCPFS, the President’s Council on Youth Fitness was established in 1956 by President Dwight Eisenhower after becoming aware that U.S. children were less fit than European youth. President Kennedy expanded the mandate and the name was changed to the PCPFS. Today, there are 20 members of the PCPFS. Several are well known athletes, like Eli Manning, quarter back for the New York Giants, Mary Lou Retton, Olympic Gold Medalist, and Andy Roddick, world-class professional tennis player. Joining these PCPFS members are three HERO Think Tank members: Cathy Baase, MD, Jerry Noyce, and Bill Greer, MBA. One of the Forum Keynote speakers is John Burke, who is Chairman of the PCPFS. ________________________________________________________________________ INTEGRATION AND SELF-RESPONSIBILITY Facilitated by Union Pacific Railroad
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presentation Workshop Summary (Four-Time Koop Award Winner) This Workshop will give an overview of Union Pacific’s approach to health and how the culture of the organization impacted the company’s approach to health management. In this session, you will learn how Union Pacific integrated its programs into the total safety culture and developed tools that engaged local management into taking responsibility for the health of the work unit. Marcy will discuss how Union Pacific used data regarding safety and productivity to help drive its programs and what the future plans and initiative are for Union Pacific. The Union Pacific health improvement program includes a contract fitness facility network with over 575 contracted facilities, a risk identification, and intervention program, health education programs, incentive programs, on-site fitness facilities and targeted grant study participation. The Union Pacific Health Improvement Program is the recipient of several national awards including the C. Everett Koop National Health Award, The Well Workplace Gold and Platinum Award, The Corporate Health and Productivity Management Level I and II Award, The Best Employer Platinum Award and the Innovation in Prevention Award. Learning Objectives At the conclusion of this session, participants should know how to:
Facilitator
About the Company Union Pacific Railroad (www.uprr.com ) Union Pacific Railroad is the largest railroad in North America, covering 23 states across two-thirds of the U.S. UPRR moves a wide variety of products, including chemicals, coal, food, forest products, grain materials, minerals, automobiles, and auto parts. The company has a rich history of employee health management excellence, having received the C. Everett Koop Award four times. There are 51,300 employees. ________________________________________________________________________ 2006 KOOP Award Winner Facilitated by USAA Workshop Summary (2006 KOOP Award Winner) The USAA “Take Care of Your Health” program, the sole 2006 Koop Award Winner, is a comprehensive, multi-discipline and integrated employee health management program. Available to employees are: on-site fitness centers, healthy food choices in cafeterias and vending machines, 20 minute wellness breaks twice a week and substantial incentives. Evaluation methods are based on risk impact and cost outcome measures linked in a data warehouse with multiple health-related cost measures (i.e. – medical claims, absence, disability, and workers compensation). In addition, programs are tracked by comparing health outcomes to Health People 2010. Employees are reimbursed for preventive examinations, and pays for dependent participation in smoking cessation, weight management, and fitness center programs. Learning Objectives At the conclusion of this presentation, participants should know how to:
Facilitator
About the Company USAA (www.usaa.com) USAA is a member-owned, full service insurance-finance company that caters to those in the U.S. military and their spouses. Some of the services provided is life insurance, property and casualty insurance, investments, banking, credit cards, and financial planning and advice. USAA has about 5.6 million members and nearly 22,000 employees who are located in six U.S. cities, London, and Frankfurt. ________________________________________________________________________
AUDIENCE-PANEL DISCUSSION Employee Health Management: What Really Works?
view this presentation -
Goetzel Audience-Panel Discussion Summary Advances in the sophistication, acceptance, and effectiveness of employee health management (EHM) programming and services have grown exponentially over the past several years. As with any endeavor, some methodologies are more effective than others. The panelists are highly published thought leaders. They will present their interpretations on what the peer reviewed and published literature reports on what really works relative to EHM design, health assessment, behavioral change, integration, incentives, outcomes, and other EHM goals. Since each of the facilitators are involved on a daily basis in the design, delivery, and monitoring of EHM programs, they will compare how their practical experiences on what really works compares with what is reported in the literature. This is a rare opportunity to interact with five of the countries EHM experts and walk away with a clear understanding of the most effective and proven approaches to build and operate an effective EHM program. To assure your involvement, there is adequate time for audience comments, critique, questions, and answers. Learning Objectives At the conclusion of the Audience-Panel Discussion, participants should be able to:
Moderator
Panelists
________________________________________________________________________. Employee Health Management from the Perspective of Benefits Executives
view this presentation - Sabin Audience-Panel Discussion Summary Total integration of employee health management (EHM) programming and services is becoming more and more mainstream. This has diminished some of the problems of corporate siloing. The organizations facilitating this Audience-Panel Discussion are on the cutting edge of blending all elements of EHM into the health care plan. The facilitators will discuss why they had interest in integration, how they did it, and the results they have experienced. The outcomes have been extraordinary. For example, two of these programs have recorded 96+% participation by employees and covered dependents in a comprehensive program for years 1and 2. In addition to sharing program results, the facilitators will discuss their opinions on what an integrated EHM benefits plan will look like in the year 2012. Speculating on the increasing role of EHM in health care plan design over the next 5 years is an interesting and intriguing journey. There will be ample time for audience comments, critiques, questions, and answers. Learning Objectives At the conclusion of the Audience-Panel Discussion, participants should be able to:
Moderator
Panelists
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Himaya
Veazie
Lloyd Herlong – Integration Partners Manager – Lloyd is the primary
relationship manager for vendors that provide health related services for health
risk management and wellness, 24-hour nurse line/EAP, occupational medicine,
data aggregation, process measurement, and pharmacy safety and quality. Lloyd
has worked at Eastman for 28 years. He has a degree in Industrial Engineering
from Auburn University.
Vicki
Darlington, MPH
Robert
C. Irving, AIC, ARM - Until recently, Bob managed the Workers’ Compensation
and Liability Claims Programs for Entergy Corporation, a Fortune 500 company,
Bob joined Entergy in 1998 after working several years in the insurance
industry, with extensive disability management experience as a disability claims
manager for a large insurance company. 
Nancy Adams-Kenny, RN – VP, Wellness & Human Capitol Management – Nancy joined Goldman Sachs in 2001 as the Global Disability Manager for
the Wellness Exchange and is currently the head of all U.S. based Wellness
services. Over the past six years, Nancy has leveraged her 20 years of case
management and clinical experiences to help the GS Wellness Exchange become a
leader in corporate wellness. Since joining the firm, Nancy has held multiple
positions, including Global Disability Manager, Global Manager of Health
Services and most recently as the Head of Wellness for the Americas. Prior to
joining Goldman Sachs, Nancy was the Director of Artisan, a PPO, and case
management company. 
Laura Young –
VP, Wellness & Human Capitol Management – .jpg)
Jennifer
A. Bruno
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