InterContinental
New Orleans, Louisiana
September 23 - 25, 2008

Home • 2008 HERO Forum • Agenda • Hotel & Travel
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HERO Forum for Employee Health Management Solutions
and
The C. Everett Koop National Health Awards

InterContinental – New Orleans
September 23-25, 2008

Download a PDF version of the complete agenda

You are invited to the Welcome Reception on September 23
A high health breakfast and robust buffet lunch are provided on September 23&24

Keynote

A Corporate CEO's Involvement in Personal Health and
Employee Health Management

Terry McCormack, CEO and President of Affinia, describes his personal journey on the road to fitness, including milestone events that were turning points in his own life. He then reviews Affinia's journey on the road to wellness and prevention, starting with the launch of a worksite wellness program in 2003 across Mr. McCormack's business group. After Affinia's birth as a separate company (Dec-04), Affinia integrated its health management program into its major medical plan by creating the "Partners in Health Covenant". Mr. McCormack provides a summary of program results to date in terms of its impact on health status and medical costs, reviews Affinia's lessons learned, and concludes with a preview of Affinia's future steps on our continuing journey to well-being.

Learning Objectives

After the conclusion of the Audience-Panel Discussion, participants should be able to:

1. Explain the values that are accrued from a personal health enhancement program.
    
2. Identify the key components in the Affinia Group employee health management program.
    
3. Explain the Affinia Group “Partners in Health Covenant”.

Facilitator

Terry McCormack has served as CEO and President of Affinia since December 2004 when Cypress completed its purchase of the Dana Automotive Aftermarket Group. Terry began his career in the aftermarket in 1973 with Dana Corporation as a sales trainee. Through the years he has held a variety of positions in inventory management, customer service/systems, plant management and distribution services. In January 1998, Terry became Vice President and General Manager of Dana’s Wix Filtration Products Division – North America. He was promoted to president of Wix Worldwide Filtration in January 2000. In July 2000, he became President of Dana’s Automotive Aftermarket Group. Terry earned a Bachelor of Science degree in Psychology from Ball State University and has completed the Harvard Advanced Management Program. He serves on the Board of Directors of the Motor and Equipment Manufacturers Association and the University of North Carolina at Charlotte’s Belk College School of Business, and is a member of the Automotive Presidents’ Group. Terry is also on the Board of Directors for Affinia Group Inc.

About the Company

Affinia Group (http://www.affiniagroup.com)
The Affinia Group manufactures a wide variety of “under vehicle” automotive parts such as breaks, chassis, and filtration products. The company has approximately 11,000 employees with locations in 19 countries. Affinia considers itself a Purpose Driven Company and that a diverse workforce leads to a greater depth of perspective, that creates innovative ideas and creative solutions.

Audience/Panel Discussions

Ask the Experts

Advances in the sophistication, acceptance, and effectiveness of employee health management (EHM) programming and services have grown exponentially over the past several years. This rapid acceleration has generated far more questions than answers. To address this situation, the panel brings together four of the most highly respected EHM experts in the U.S. Their combined expertise spans the facilitation and publication of top level research, in-depth EHM program analysis, and direct responsibility for the largest, most successful, data rich, award winning global programs. The moderators are top level executives for several of the largest EHM provider companies. Together, they have over 50 years experience. The Forum participants submit questions they would like to ask the experts in advance of the meeting. Extemporaneous questions will also be taken from the audience. This will be a true panel format with moderators who present the questions, keep things on track, and contribute their comments and answers. There will be no slide presentations. Have you ever dreamed of having your most important and pressing EHM questions personally addressed by the nation’s top level experts? If so, this your opportunity.

Learning Objectives

After the conclusion of the Audience-Panel Discussion, participants should be able to:

1. Identify the 10 most common EHM questions.
    

2. Articulate answers to the most frequent questions.

3. Discuss methods for participants to receive answers to questions following the Forum.
    

Panelists

Catherine M. Baase, MD, is the Global Director of Health Services for The Dow Chemical Company with direct responsibility for leadership and management of all Occupational Health, Epidemiology, and Health Promotion staff and programs around the world. In addition to these roles, Cathy is the driver of an integrated health vision and Dow’s Health Strategy for employees, retirees, and their families. She is also involved in health policy and health issue management at Dow and is on the Dow Health and Wellness Business Management Team. President George W. Bush appointed Cathy to serve a two-year term on the President’s Council on Physical Fitness and Sports. Cathy has been board certified in Family Practice since completing her residency at Saginaw Cooperative Hospitals where she served as chief resident. Cathy is a graduate of the Collage of Human Medicine at Michigan State University, and is Board Certified in Family Practice.

Jennifer A. Bruno - Worldwide Director, Wellness & Health Promotion – Jennifer is the Worldwide Director of Wellness & Health Promotion for Johnson & Johnson Family of Companies. She leads the health promotion component of the integrated health and wellness related services and develops strategies for global implementation of general health promotion initiatives based on country, region, and individual operating company health needs. Jennifer provides leadership, guidance, support, and delivery of quality health programs and services including the Health Risk Assessment, targeted health risk interventions, health promotion and education, and environmental/cultural support programs. Jennifer has been with Johnson & Johnson for over 20 years.

Ron Goetzel, PhD - VP, Consulting & Applied Research – MedstatReuters and Research Professor - Emory University - 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.

Nicolaas P. Pronk, Ph.D., M.A., FACSM is Vice President of Health Management at HealthPartners, a large non-profit, member-governed integrated health system in Minneapolis, Minnesota. He is also a Senior Research Investigator at the HealthPartners Research Foundation. Nico is responsible for the design, development, and evaluation of health promotion, disease prevention and disease management programs at HealthPartners. He has executive leadership responsibilities for the Health Behavior Group; a business unit that provides health promotion, disease prevention and disease self-management products and services to employers and health plans across the U.S. He is widely published in the scientific literature and is currently an Editorial Board member for several scientific journals. He serves on committees for the National Institutes of Health, the American College of Sports Medicine and the National Committee for Quality Assurance.

Moderators

David Anderson, PhD, is Senior Vice President and Chief Health Officer for StayWell Health Management, a leading national provider of health management programs and services. David is the primary architect of StayWell’s health risk assessment and targeted health behavior-change intervention models. He continues to oversee the scientific and technical refinement of the Company’s risk-assessment, behavior-change, and cost-impact estimation programs. He has conducted groundbreaking evaluations of the effectiveness and cost impact of StayWell programs, including several landmark studies of medical claims impact. Prior to StayWell, David held management and consulting positions with Control Data Corporation. During his ten-year tenure there, he played a major role in creating one of the first successful corporate health management programs. David earned his PhD in Social Psychology from the University of South Dakota.

John Harris, M.Ed., is Chief Wellness Officer and Senior Vice President, Healthways, a company specializing in health management in the corporate and health plan sectors. Mr. Harris was the co-founder of Harris HealthTrends, Inc., an entrepreneurial corporation specializing in the prevention of disease and the reduction of health care costs. Mr. Harris received a Bachelor of Science degree from Grand Valley State University in 1977, and a Masters in Education degree from The University of Toledo, in 1982. Mr. Harris is a Fellow in the Association for WorkSite Health Promotion, and serves on numerous health-related boards internationally. Employee health programs developed by Mr. Harris have been recognized by the past Secretary of Health, Education and Welfare, and several have won the prestigious C. Everett Koop and Wellness Councils of America awards. Mr. Harris speaks internationally, has been the author of numerous publications on employee health, and has served as a consultant to many Fortune 500 companies.

EHM Benchmarking and Best Practice

The paradigm change in the acceptance and activation of EHM programming and services continue to accelerate. In order to sustain and expand this trend, the understanding, application, and accountability of benchmarking and best practice must be advanced to new levels of use and understanding. This general session is divided into two parts. The first centers on new, exciting research that compares best practice and common practice EHM programs. The research will be published before the Forum. The authors will present and discuss the research findings. The second part is interactive. Each registrant who is associated with an EHM program is invited to input their program information into the online HERO Employee Health Management Best Practice Scorecard (Scorecard). With sufficient numbers, it will be possible to create an aggregate report, which defines average levels of benchmarking and best practice for the merged programs. Assuming sufficient numbers of individuals input EHM program data, this snap shot of best practice for a cross section of quality EHM programs will be analyzed and discussed. This is an opportunity to learn first hand the details of establishing EHM benchmarking and defining best practice.

Learning Objectives

After the conclusion of the Audience-Panel Discussion, participants should be able to:

1. Describe the outcomes of the benchmarking and best practice research that will be presented and discussed.
    
2. Distinguish the difference between best practice and common practice EHM programs.
    
3. Explain the findings from the aggregate report.

Panelists

David Anderson, PhD, is Senior Vice President and Chief Health Officer for StayWell Health Management, a leading national provider of health management programs and services. David is the primary architect of StayWell’s health risk assessment and targeted health behavior-change intervention models. He continues to oversee the scientific and technical refinement of the Company’s risk-assessment, behavior-change, and cost-impact estimation programs. He has conducted groundbreaking evaluations of the effectiveness and cost impact of StayWell programs, including several landmark studies of medical claims impact. Prior to StayWell, David held management and consulting positions with Control Data Corporation. During his ten-year tenure there, he played a major role in creating one of the first successful corporate health management programs. David earned his PhD in Social Psychology from the University of South Dakota.

Andrew Crighton, MD is chief medical officer of Prudential Financial, which is the FORTUNE 64 corporation. In this role he manages Health and Wellness with oversight of domestic and international employee health and safety issues; as well as Prudential’s medical clinics; fitness facilities; Employee Assistance and Return to Work programs; and Work/Life vendors. Andy is a Clinical Associate Professor of Medicine at Seton Hall University, serves on the board and executive committee of the New Jersey Arthritis Foundation and is co-chair of the Newark, New Jersey Cancer Initiative. He is a member of the American College of Physicians, American College of Physician Executives, and American College of Occupational and Environmental Medicine. He is certified by the American Board of Internal Medicine. His interest lies in total health management including health care effectiveness and its interaction on productivity in a corporate environment.

Sue Willette is a Worldwide Partner and Mercer’s National Health and Productivity Management Specialty Practice Leader. With over 20 years of industry experience, Sue brings specialized expertise designing, implementing and evaluating integrated programs that address the health of an employer’s population. Sue is strategic leader for many of Mercer’s largest and most complex clients across the country. Prior to joining Mercer, Sue assisted public and private sector employers, health plans, and pharmaceutical organizations identify solutions to address their needs. Earlier, Sue worked for an international pharmaceutical company. Her responsibilities included designing, developing and implementing an IS training program, which supported a national network of hospitals and clinics for a clinical weight management program. Sue holds a B.A. in Interdepartmental Communications, with concentration in Business and Health, from St. Cloud State University.

Jessica Grossmeier, MPH, is director of research for StayWell Health Management. In this position she provides research consultation and oversees the design and implementation of studies for self-insured employers, managed care organizations, and other providers that examine population health processes and the medical and financial impact of wellness programs.  Since joining StayWell in 2001, Jessica has conducted research activities for numerous companies including Affinia, Applied Materials, Caterpillar, Cigna Corporation, Chrysler Corporation, DTE Energy, Fairview Health Services, Hawaii Medical Services Association, Hoffman LaRoche, The Home Depot, Mack/Volvo, Marathon Oil Corporation/Marathon Ashland Petroleum, Motorola, and Wisconsin Education Association Insurance Trust. Jessica received a Master of Public Health degree from the University of Minnesota and a Bachelor of Science in exercise science from the University of Wisconsin-Eau Claire.

Sue Lewis, M.Ed., is Senior Vice President of Health and Productivity Solutions for IncentOne. Ms. Lewis has over 18 years of experience in the healthcare and population health management industry offering a broad range of knowledge and expertise. Prior to joining the Company, Sue was Vice President of Strategic Business Development for Optum, a Specialty Health Division for UnitedHealth Group. At Optum, Ms. Lewis specialized in partnership & acquisition development, sales management, product development and product management. Prior to joining Optum, Sue was Senior Vice President of Sales and Marketing for Gordian Health Solutions, a leading population health management company. Sue is a Board Member of the Health Enhancement Research Organization (HERO) and is actively engaged in numerous organizations that focus on health & productivity management. Sue earned her B.S degree from the University of Vermont and her M.Ed. from The George Washington University.

EHM Future Trends

The intent is to look into the future and speculate on EHM Future Trends and what employee health management (EHM) will be like in 5-7 years. There are no wrong answers. What will be shared and discussed is knowledge-based and experience driven opinions. In addition to changes and advancement in EHM be prepared to share WHY, in your opinion, these changes will take place. In all cases, the prognostications should be within the realm of reasonableness, but at the same time be a stretch. The audience will be requested to critique the panel’s predictions and offer their own thoughts on EHM Future Trends. This is a true panel format with a moderator who will keep things on track. There will be no slide presentations. In order to keep things fresh and interesting, there will be 2 panels made up of 4 individuals each. The first panel will participate for about 45 minutes and the second for the remaining 45 minutes. This will assure the maximum in innovative and stimulating glances into the future of EHM.

Learning Objectives

After the conclusion of the Audience-Panel Discussion, participants should be able to:

1. Describe your three most important EHM future trends that were discussed.
    
2. Explain how the implementation of specific future trends will impact the effectiveness of EHM programming five to seven years from now.
    
3. Apply the future trends to today’s EHM program development and create the programs of 2013.

Moderator

Sue Willette is a Worldwide Partner and Mercer’s National Health and Productivity Management Specialty Practice Leader. With over 20 years of industry experience, Sue brings specialized expertise designing, implementing and evaluating integrated programs that address the health of an employer’s population. Sue is strategic leader for many of Mercer’s largest and most complex clients across the country. Prior to joining Mercer, Sue assisted public and private sector employers, health plans, and pharmaceutical organizations identify solutions to address their needs. Earlier, Sue worked for an international pharmaceutical company. Her responsibilities included designing, developing and implementing an IS training program, which supported a national network of hospitals and clinics for a clinical weight management program. Sue holds a B.A. in Interdepartmental Communications, with concentration in Business and Health, from St. Cloud State University .

Panelists

Panel One

Bob Soroosh, MBA, is Director of Benefits for Affinia Group Inc., a leading manufacturer of automotive components. Bob is the primary architect of Affinia’s Partners in Health integrated benefit plan, which in its first year of implementation achieved both a reduction in medical and drug costs (in excess of 15%) and an improvement in the health risk profile of people covered under the plan. Affinia’s consumer-driven health plan  and its health management plan  are linked together by a Covenant. Employees who sign the Covenant agree to participate in a screening and risk assessment. As an incentive, they receive a $1,000 lower annual premium for their medical and drug coverage.  Prior to Affinia, Bob held management positions with the Clevite division of Dana Corporation, as Vice President of Organizational Development and Director of Training. Bob earned his Executive MBA from the University of Colorado, and completed a BA in Communications at Baylor University.

Harlan Levine, MD, is a Principal in Towers Perrin's Care Management practice, based in the firm's Los Angeles office. Prior to joining Towers Perrin Harlan was chief medical officer of OptumHealth Care Solutions. Harlan  was responsible for clinical policy and health content for  clinical consumer solutions. He is also the lead clinician driving innovative, transformative healthcare solutions to enable higher quality, affordable care for people and populations. Prior to joining OptumHealth, he served as the regional medical director for PacifiCare of California, where he was responsible for medical management in Los Angeles County and surrounding areas. After earning his Bachelor of Arts degree in biology from Harvard College, Harlan attended the University of California, San Francisco School of Medicine.

Fred R Williams, Director of Health Benefits Management, Quest Diagnostics Incorporated. Fred is responsible for the development and execution of the health promotion and wellness for over 43,000 employees, and their dependents, and for developing similar services for other companies. He has over 30 years experience with all facets of employee benefits management as well as cultural and change management issues. As Quest Diagnostics has increasingly pursued the business of wellness, prevention, and e-medical records, it has provided ample opportunity to evaluate and offer alternative health opportunities for employees. Fred led Quest Diagnostics to the early adoption of a consumer directed health plan, and has launched HealthyQuest, an internal initiative designed to more fully engage individuals in improving their health and adding quality years to their lives. Fred earned his BA in Economics from the University of Virginia. Gregg O. Lehman, Ph.D., President and CEO of HealthFitness.  Gregg is a nationally recognized leader in health management services and brings more than 20 years experience in the health care industry. Prior to HealthFitness, he served as president and CEO of INSPIRIS, a Nashville-based specialty care medical management company. Gregg also was president and CEO of Gordian Health Solutions Inc., a health management company, and president and CEO of the National Business Coalition of Health. In addition to serving on numerous national boards, he works with the Health Care Purchasing Institute through Academy Health, the eHealth Initiative, the National Quality Forum, the National Patient Safety Foundation, and other purchasing/quality organizations that promote value-based purchasing and market-based reform. Gregg has a doctorate and Master of Science degree from Purdue University.

Panel Two

David Sensibaugh, MBA is Director, Integrated Health for Eastman Chemical Company. With Eastman since 1981, David has spent his entire career working in the human resources field and has held managerial positions in the areas of Compensation, Payroll, HR Information Technology, Employee Service Center, and Global Benefits. He is responsible for advancing the integrated health strategy for Eastman Chemical Company. The mission of Eastman's Integrated Health organization is to integrate all health-related services to improve the health and productivity of employees. David holds BA and MBA degrees from Virginia Tech, and is a Certified Compensation Professional (CCP). He also serves on the boards of directors for: CareSpark, the regional health information organization of northeast Tennessee and southwest Virginia; the Integrated Benefits Institute (IBI); and the Health Enhancement Research Organization (HERO).

Rebecca Kelly, PhD, RD is an Assistant Professor and Director of Health Promotion and Wellness for the University of Alabama.  Rebecca has developed over 15 signature health programs including diabetes education, work conditioning, as well as a wellness screening model used for predicting health care costs and productivity. The innovative health management programs have successfully reduced health care costs, improved productivity and resulted in positive returns of investment.  Rebecca completed both her doctoral and master's degrees from the University of Alabama at Birmingham. She completed her dietetic internship at Indiana University Medical Center and received her bachelor's degree in nutrition and food science graduating summa cum laude from Auburn University.

Raymond J. Fabius, MD is strategic advisor to the President of Walgreens Health & Wellness Division. This organization will coordinate over 1,000 workplace health centers and 10,000 pharmacies many with retail clinics, into a seamless primary care network across the country within the next five years. Ray was I-trax / CHD Meridian’s President and Chief Medical Officer for the three years prior to its sale to Walgreens. During this tenure he served on the board of directors and was principally responsible for converting this financially struggling organization into a workplace health leader while quadrupling the DMX market capitalization. Board certified in pediatrics and medical management, Ray received his medical degree from Hahnemann Medical College in Philadelphia and completed his pediatric residency training at Children's Hospital of Los Angeles.

C. Everett Koop National Health Awards

The HERO Think Tank would like to congratulate
the 2008 Koop Award and honorable mention Winners.
To view the Winners and for more details, go to the Winners list

In 1992, Dr. Roger Porter, Assistant to President George H. W. Bush asked Carson Beadle and Daniel Wright if there was a way to save health care costs by keeping people healthy. In response, in 1994, The Health Project (THP) announced the first C. Everett Koop National Health Awards. Over the years, the Koop Award has become the most highly recognized and universally recognized form of employee health management excellence. THP is a private-public organization designed to bring about critical attitudinal and behavioral changes in the American health care system. The mission of THP is to seek out, evaluate, promote and distribute employee health management and other programs with demonstrated effectiveness in influencing personal health habits and the cost effectiveness use of health care services. The programs have the objectives of 1) providing appropriate quality care, and (2) sharply reducing the alarming rate of health care inflation by holding down unnecessary expenditures. After rigorous and in depth evaluation, employee health management programs are selected to receive the Koop Award. Over its 16 year history, 39 organizations have received the Koop Award, several multiple times.

Learning Objectives

After the conclusion of the Koop Award presentation, participants should be able to:

1. Describe the program characteristics required to receive the Koop Award.

2. Explain the mission of The Health Project.
 
3. Identify the location of the details on how to apply for the Koop Award

Facilitators

C. Everrett Koop, MD - Dr. Koop is currently the Honorary Chairman of The Health Project which is responsible for the management and selection of the Koop Awards. From 1946 to 1981, Dr. Koop was Surgeon-in-Chief at the Children’s Hospital of Philadelphia (CHOP). It was here that he established one of the very first pediatric surgical services in the U.S. In 1956, he created the first neonatal surgical intensive care unit. Dr. Koop is known world-wide for introducing ground breaking surgical procedures on conjoined twins, and numerous other pediatric surgical procedures that are standard practice today. From 1981-1989, Dr. Koop served as the U.S. Surgeon General. During this time, he made historic decisions centering on the use of tobacco, HIV-AIDS, the Baby Doe case, and abortion. There is little doubt that Dr. Koop is the best known Surgeon General in U.S. history. Even though Dr. Koop’s professional career was launched over 60 years ago, he is still highly active in a wide variety of important national medical issues.

Ron Goetzel, PhD - Ron is the Vice President of Scientific Affairs for The Health Project. Joining Ron, as part of the executive staff of The Health Project, is Carson Beadle who was the first President and currently serves as the Chairman. In addition, Jim Fries, MD, Professor of Medicine at Stanford University School of Medicine is the current CEO. The Health Project Board of Directors includes the nation’s leaders in scientifically based good health practice. The Health Project website contains a unique and important database of the employee health management programs that have received the Koop Award. This information is available at: www.healthproject.stanford.edu.

Jim Fries, MD - Jim is the President and COO of The Health Project. As such he coordinates operations and maintains the Koop Award process. In his other responsibilities, he is Professor of Medicine at Stanford University. He founded ARAMIS (Arthritis, Rheumatism and Aging Medical Information System) in 1976 and has directed it for the NIH for 32 years. This project has generated over 1,000 primary peer reviewed publications. Jim’s primary research interest is bringing quantitative data to central clinical and health policy issues. He was a pioneer in the use of computers in rheumatology clinical research. His work on the Compression of Morbidity paradigm has culminated in several lectures at the Karolinska Insitiute. Jim received his medical degree from Johns Hopkins. He has published over 275 articles and 11 books.

Health Promotion Advocates

Integrating Health Promotion into National Policy

The growth of health promotion in workplace, community and clinical settings has been remarkable during the past five years. This can be attributed to continually increasing medical care costs, the link between health and productivity, and the success of practitioners in developing effective strategies over the past three decades. Despite this growth and success, the scientific foundation documenting the most effective methods remains very weak. Furthermore, programs are often not available to people working in rural areas and small businesses, and many of the programs in large work settings are not comprehensive. Federal legislation has been introduced to solidify the scientific foundation of health promotion and to provide financial incentives to stimulate all employers to develop comprehensive programs. This legislation and how to get involved in supporting it will be described.

Learning Objectives

At the conclusion of this session, participants should be able to:

1. List two pieces of pending health promotion legislation.
    
2. Describe at least two elements of the legislative process required to pass legislation.
    
3. List at least two ways individuals and organizations can get involved in legislative advocacy.

Facilitator

Michael O’Donnell, PhD, MPH, MBAEditor and Chief of the American Journal of Health Promotion and Chairman of Health Promotion Advocates.  Michael is also Chief Wellness Officer at the UPMC Health Plan. Previously, he was Director of Health and Wellness at the Cleveland Clinic. Prior to starting the Journal, Michael worked in hospital management for seven years, and in management consulting for four years. He has served on the faculty of three universities. Michael earned a PhD in Health Behavior and Health Education from the School of Public Health at the University of Michigan, an MBA in Entrepreneurship and General Management and an MPH in Hospital Administration from the University of California, Berkeley. Michael is serves as the Chairman of the Board of Directors for the nonprofit group Health Promotion advocates.

About the Advocates

Health Promotion Advocates is a 501c4 non profit organization created to integrate health promotion concepts into national health policy and all aspects of society. Our organizing work is executed by four standing committees and supported by contributions from organizations and individuals who support our vision to promote healthy lifestyles among all Americans and thereby reduce medical costs and utilization, improve quality of life, and enhance productivity. Our legislative advocacy work is performed by committee members, a coalition of organizations who support the Senator Lugar's Health Promotion FIRST ACT and Senator Harkin's Healthy Workforce ACT and a network of about 800 grassroots advocates.

Forum Fun Stuff

Body - Brain Synergy

The documentation of the effectiveness of physical activity and other wellness activities on the improvement and maintenance of overall good health is well documented. Now, a new dimension of good health has been added, which is BRAIN FITNESS. Recent medical evidence suggests that cardiovascular exercise produces new brain cells and neurogenesis. This fun, stimulating, and informative session will give you the tools and techniques to become stronger and smarter at the same time.

Learning Objectives:

At the conclusion of this session, participants should be able to:

1. Describe how to use your body weight for strength training.

2. Apply hand-eye coordination for brain training.

3. Define how to reduce negative stress by re-framing, re-prioritizing, and choosing life balance.

Facilitator

Margaret Sabin is CEO, Sutter Health Partner and Vice President, New Product Development, for the Sutter Health System. Sutter Health is a not-for-profit network of 28 hospitals with affiliated clinics and physician organizations based primarily in Northern California. Recently named as one of the Bay Area’s 100 Most Influential Women in Business by the San Francisco Business Times for the second consecutive year, Ms. Sabin has lectured extensively on the subject of managed care and has authored and co-authored several chapters in publications of the American Hospital Association and the American College of Emergency Physicians. She has also served as an adjunct professor for the University of Colorado Health Sciences Center graduate program in health services administration. Ms. Sabin received her BS in Biology from Villanova University in Pennsylvania and her MHSA from George Washington University in Washington, D.C.

"How To Do It" Workshops

Andersen Corporation

EHM for a Manufacturing Company with Multiple Locations

The A+ Health program was implemented in 2005 as part of Andersen's three-year health care strategy that focused on plan design, health improvement and education and communication. In the two years since the program was launched overall health risks of participants have decreased 13 percent. The program has also contributed to the success of the company’s health care strategy. Over the last three years medical cost trend has steadily decreased each year – including a negative 8.7 percent trend in 2007.

This workshop will provide an overview of how the A+ Health program was built from the ground up using EHM best-practice principles to achieve employee engagement and risk reduction. A+ Health includes screenings, health assessment, on-line and telephonic coaching, onsite programs, condition management, maternity management and nurse line. The challenges of reaching an older male manufacturing workforce will be discussed and how some of the challenges have been addressed using a variety of communications and marketing techniques. Also discussed, will be Andersen’s plans for developing greater management support and local ownership and integrating A+ Health with other internal programs to create a culture of health.

Learning Objectives

At the conclusion of this session, participants should be able to:

1. Identify key best-practice principles and tactics that are required to build an effective EHM program.
2. Describe the benefits of integrating incentives into health plan design.
    
3. Apply simple advertising and marketing principles to program communications.
   
   

 Facilitator

Sharon Wieker, MA is the Health Improvement Program Manager at Andersen Corporation - Sharon has more than 20 years of experience in the health and fitness industry with expertise in the areas of program design and implementation, management of multi-site health promotion programs, and fitness facility development and management. Sharon holds a bachelor’s degree in physical education from the University of Wisconsin - Eau Claire and a master’s degree in exercise physiology from the University of Minnesota.

 

About the Company

Andersen Corporation (www.andersenwindows.com)
Andersen Corporation is the largest window and door manufacturer in North America. This privately owned company was founded in 1903 and has a strong history of commitment to its business partners, employees, community and environmental stewardship. Andersen employs nearly 14,000 people and markets products throughout North America and in South America, Europe, Asia and the Middle East.

Florida Power and Light Company 

Creating and Advancing a “Culture of Health”

The FPL-WELL program was established in 1990 with it’s mission to improve and maintain the health and well-being of the employees and their families. This session will address the evolution of the FPL-WELL program from it’s inception to it’s current state, as well as future state. With a focus on FPL’s move from health promotion to a fully integrated health management approach with its successful launch of the FPL-WELL program and integration with FPL’s health plans. We will exam the 5 distinct but integrated programs (Health Centers, Nutrition services, fitness center operations, health promotion programs, EAP services) and the evolution of the model and how these programs work together. In addition, the session will address the environmental changes made within the organization to develop and advance a culture of health. We will exam how incentives and our communications/promotional strategy have played a role in the design and success of our health management programs. And tie these concepts into a total health strategy.2007 HHS “Innovations in Health Award”; 2007, 2006 – NBGH Platinum “Best Employer for Healthy Lifestyle”.

Learning Objectives

1. Identify the process of how to implement a comprehensive wellness program.
    
2. Describe what environmental considerations are needed to develop and advance a culture of health within an organization.
    
3. Recognize the Value on Investment (VOI) as a result of addressing employee health and well-being within an organization.
   

Facilitator

Andrew Scibelli. MBA is the Manager Employee of Health & Well-being at the Florida Light and Power Group. Andy developed the strategy behind FPL’s move from health promotion to a fully integrated health management approach with its successful launch of the FPL-WELL program. As part of this company paradigm shift, he opened employee exercise facilities nation wide, three on-site medical centers and expanded health promotion and employee benefits to include: disease management, complex case management and launched an e-health platform. In addition Andy manages the EAP program, and has managed the company prescription drug program, all of which are part of an integrated health management strategy. He served as co-lead in 2003 -2006 on FPL’s health care quality team, a corporate initiative to moderate health care costs. Andy has been successful in integrating health management with benefits plan design. Andy is now part of the newly formed Total Rewards Department within Human Resources at FPL GROUP. Andy is a founding board member of the National Business Group on Health’s Institute on the cost and health effects of Obesity. Andy earned a master’s in business administration degree and a master’s in education/exercise physiology; his Bachelor of Science degree is in education from Cortland State.

About the Company

Florida Power and Light (www.fpl.com)
Florida Power and Light (FPL) FPL is the largest investor-owned electric utility in Florida, serving more than 4.4 million customer accounts. It is one of the largest and fastest-growing electric utilities in the United States and is the nation’s leading utility in customer energy efficiency programs. FPL is committed to providing reliable power at stable prices.

GlaxoSmithKline

Health and Wellbeing Strategies for Achieving Fully Engaged Employees

GSK’s mission is to “Improve the Quality of Human Life by enabling people to Do more, Feel better and Live longer.” Employee Health Management (EHM) internalizes that mission to help GSK Employees do the same. This session will focus on EHM’s goal to enable Healthy High Performance by creating a culture that increases employee and organizational energy, resilience and full engagement. GSK will share it’s experience with three specific energy and resilience interventions aimed at increasing physical, emotional, mental and spiritual energy; the relevance of flexible working on health and wellbeing will also be discussed as well as how EHM has worked to tie these initiatives into the business culture. Collective outcomes of these initiatives include improvement in physiologic factors supporting resilience, 60% improvement in personal energy levels, and 6% improvement in ability to handle increasing pace of work GSK has also observed that increased flexibility in when and where employees work is associated with a decrease in work-related impairments and improved job commitment (JOEM 2007, The Psychologist-Manager Journal, 2008). Koop Award Winner as GlaxoWellcome.

Learning Objectives

At the conclusion of this workshop, participants should be able to:

1. Define the connection between employee engagement and productivity.
    
2. List strategies for enabling fully engaged employees.
    
3. Discuss strategies for creating a culture that enables organizational engagement including how to tie it to the business.

Facilitators

Annette Byrd, RN, MPH is the US Manager of Work/Life Solutions, GlaxoSmithKline. She manages three comprehensive initiatives for GSK: Culture of Health Initiatives, Flexibility and Team Resilience Initiatives, and the WorkLife Programming, including Dependent Care, Dependent Education and Everyday Issues Consultation/Resources/Referral.  Annette has a bachelors degree in organizational psychology and she has a masters from UNC-Chapel Hill in public health nursing with post graduate work in epidemiology and statistical modeling from the University of Minnesota.

Jeannie Jones, MA is US Manager of Health & Wellbeing, GlaxoSmithKline. Jeannie manages three comprehensive areas for GSK: Fitness Centers, Health Promotion Programming, Personal Resilience and Energy for Performance. Jeannie began her worksite health promotion career in manufacturing and has worked in the field for 18 years. Her experience spans manufacturing, telecommunications and, now, pharmaceuticals  She has helped create, implement, and evaluate integrated solutions supporting employee health and wellbeing. She  enjoys a balance of strategy and “hands on” application in her job. She is most recently impassioned about her work in the area of Energy & Resilience.  Jeannie has a bachelors degree is in Leisure System Studies and she has a Masters from East Carolina University in Exercise Science.

About the Company

Glaxo Smith Kline (www.gsk.com)
GlaxoSmithKline (GSK) mission statement is to improve the quality of human life by enabling people to do more, feel better and live longer. This mission gives GSK the purpose to develop innovative medicines and products that help millions of people around the world. GSK is one of the few pharmaceutical companies researching both medicines and vaccines for HIV/AIDS, tuberculosis and malaria . GSK has an estimated seven per cent of the world's pharmaceutical market.

IBM

Optimizing Health and Minimizing Risk 

This session will examine IBM’s multi-component health risk reduction strategy, which reaches over 70% of its 130,000 US employees and has demonstrated significant behavior change, health risk reduction, and cost savings. Its highly recognized Healthy Living Rebate program has awarded over 600,000 rebates for engagement in physical activity, nutrition/weight management, smoking cessation, and clinical preventive care. This incentive approach will be discussed in detail to highlight how momentum has been sustained over its first six years with leading edge program concepts and consistent modification. Attention will also be given to IBM’s strategic use of technology to reach its dispersed employee population, including web-based interventions that have proven more cost-effective than many higher intensity programs. Specifically, published research will be presented on IBM’s successful online interventions for physical activity, weight management, and smoking cessation. Discussion of data analytics will continue with examination of IBM’s comprehensive approach to the entire continuum of wellness program outcomes, from participation to cost savings, and how it has now been applied to evaluation of other health benefits programs at IBM. Open forum discussion will allow for participant interaction and application of information to other settings. 2008 Koop Award Winner

Learning Objectives

At the conclusion of this workshop, participants should be able to:

1. Identify key considerations for employer wellness incentive strategies and determine when and what program changes may be needed to improve outcomes.
    
2. Recognize how web-based wellness programming may be a suitable alternative or supplement to higher intensity interventions in efforts to elicit health-related behavior change.
    
3. Apply data evaluation approaches to various levels of outcomes data (from participation data to healthcare claims data) to answer questions about program value and return on investment.

Facilitator

Stewart Sill, MS, is the Wellness Program Manager at IBM Stewart leads operations for IBM’s multi-component health risk reduction strategy targeted to its US employee population. This effort includes management of development and implementation activities by a host of internal stakeholders and vendor partners. Other responsibilities include development of a standard data framework to better enable performance measurement of all health benefits programs. Stewart earned a MS degree in exercise physiology from the University of North Carolina at Greensboro, and has spent over ten years since in the health and wellness industry in lead operational roles.

About the Company

IBM (www.IBM.com)
IBM integrates hardware, software, business consulting and IT services into business solutions to meet the goals of companies around the globe. IBM maintains strong alliances with partners to deliver business solutions designed specifically for small, medium, and large businesses. IBM combines deep industry expertise, practical tools, powerful research capabilities and innovative thinking to ignite growth in business.

Navistar

THE MISSING LINK TO EMPLOYER PRODUCTIVITY:
DEPRESSION MANAGEMENT

Enhancing care for depressed employees can improve the productivity of your workforce, especially when factoring in the cost of hiring and training new workers.  A survey of the Navistar population was used to determine the prevalence, treatment and work-loss impact associated with top chronic conditions. Results revealed that only 21 percent of respondents with depression were in treatment. Subsequently, Navistar evolved its depression program to include a major emphasis on online health support tools, onsite counselors, UAW support, onsite nurses, and workplace violence training with standard EAP and Behavioral Health Services. Navistar was also one of 16 companies to participate in a coordinated depression outreach and engagement study that showed that depression engagement and management programs not only improves outcomes, but can also increase employee productivity by about 2.6 hours per week. This is the first study to examine the impact of clinical outcomes and work productivity from an employer-based depression program. This session will be an opportunity to hear first-hand how proactive depression engagement programs can improve an employees’ overall health and well-being, while helping boost productivity. 2007 Koop Award Honorable Mention

Learning Objectives

At the conclusion of this workshop, participants should be able to:

1. Describe how depression impacts worker productivity.
    
2. Explain how a company can implement a proactive depression engagement program.
    
3. Discuss the future of behavior health and depression engagement programs.

Facilitators

William B. Bunn, III, M.D., J.D., M.P.H. is the Vice President of Health, Safety, Security, and Productivity at Navistar, Inc., Bill was Medical Director and Director of Healthcare, Workers’ Compensation, Disability, and Safety for Navistar International, and prior to that was Director of International Medical Services for Mobil Corporation. Bill has an appointment as professor of clinical preventive medicine at Northwestern University School of Medicine. He received the Occupational and Environmental Education Foundation Award in 2003, the William S. Knudsen Award in 2002, and the Institute for Health and Productivity Management Corporate Health and Productivity Award in 2001. He chaired the National Research Council Committee on Department of Energy Radiation Epidemiological Research Programs, and has served on numerous advisory committees including the Science Advisory Board of EPA, Board of Scientific Counselors of the National Institute for Occupational Safety and Health and Committee on Clinical Services. Bill received a J.D. and M.D. from Duke University, and an M.P.H. from the University of North Carolina.

Anita M. Holloway, MD, MBA is the Manager of Heath Strategy and Clinical programs at Navistar, Inc. Her responsibilities include the management and administration of Navistar’s chronic disease, travel health; executive medical programs and is the medical specialist for the Company’s wellness and group health plans. Dr. Holloway earned her medical degree from Jefferson Medical College, completed her residency at Johns Hopkins University where she earned a Masters of Business Administration. Throughout her fifteen year career, she has practiced medicine in the private practice, academic and employer based occupational health settings.

Nelnet

Converting Nay Sayers to Wellness Champions

This session will focus on how Nelnet used an integrated wellness and benefits strategy to achieve measured healthcare cost savings and improvement of the health of its population. The mandated health screening and health risk assessment is the cornerstone of the program followed by robust incentives up to $1000 into Health Savings Accounts for participation in wellness programs. A tiered incentive strategy made up of the generous HSA contributions, specific program enrollment and completion incentives, as well as raffles for free yearly health care premiums all contribute to the participation, engagement and positive outcomes of the wellness & benefits program. However, more important than the financial incentives in making this program a success is the senior level support and culture of wellness that has been created at Nelnet. In just under two years the culture has adopted a consumer driven healthcare plan, willingly accepted a mandated HRA/Health Screening, engaged in wellness programs throughout the year and associates have even stated that total associate well-being is one of the aspects that makes Nelnet a great place to work. In addition to these successes, Nelnet has also experienced a 3% medical trend cost decrease, 9% cholesterol reduction, 6% obesity risk reduction, 5% blood pressure risk reduction and a 3% smoking risk reduction. Specific attention will be given to the strategic plan design of integrating wellness & benefits, taking health risk assessments data and turning it into actionable information for appropriate intervention planning, lifestyle coaching and disease management program integration and communication necessities. Examples will be provided about how Nelnet has overcome the barriers and led the charge with a world class wellness program during an economic downturn, multiple reductions in workforce and with an entitlement mentality of its workforce. 2007 WELCOA Well Worklife Award.

Learning Objectives

At the conclusion of this workshop, participants should be able to:

1. Identify and engage population members who are at risk but resistant to changing health behaviors
    
2. Incorporate health coaching to gain buy in of even the most resistant employees
    
3. Promote wise healthcare consumerism to your employees and their families

Facilitator

Colleen Perkins, MBA, MS is the Director of Wellness & Benefits at Nelnet.  She oversees the strategic direction of Wellness & Benefits, EAP, 401(k), Disability, Safety & Workers Compensation with the overarching goal of improving the population’s health and well-being. Prior to joining Nelnet, Colleen worked for the Mayo Clinic as a Health Management Consultant. She worked collaboratively with over 60 Fortune 500 clients helping them organize and formulate effective integration, incentive and promotion strategies. Before working at the Mayo Clinic, Colleen was Manager of Health and Productivity at Coors Brewing Company. Colleen’s team implemented a strategic health initiative projected to save Coors more than $16 million over five years. Colleen holds a Bachelor of Science in Combined Science from Santa Clara University and both a Master of Business Administration and Master of Science Management with an emphasis in Sports and Wellness Management from the University of Denver.

About the Company

Nelnet (www.nelnet.com)
Nelnet is one of the leading education planning and education finance companies in the United States and provides a comprehensive suite of products and services to education-seeking families and operational products/services to the institutions that serve them.  Over the past decade, Nelnet has grown from a finance provider in the student loan industry to offering a diverse set of products and services for both schools and consumers.  Nelnet is focused on providing outstanding service to help students, and the institutions that serve them, reach their goals.

Nationwide Insurance

Utilizing the Health Assessment for Domestic Violence and Depression Outreach

In 2006 Nationwide began asking outreach questions around domestic violence in their Health Assessment. Associates, who answer affirmatively to questions on emotional or physical abuse, are asked if they would like to have a Health Services Nurse contact them with Resources available to them. In 2007, Outreach questions were added for associates experiencing depression. The response has been overwhelming. More than 12% of the respondents have asked for additional help. The range of services utilized have included (but not limited to) onsite counseling, telephonic counseling, family counseling, educational resources, medical referrals. Program components, implementation, and outcomes for both associate populations include, review of the risk profiles comparisons, domestic violence group asking for outreach and refusing outreach; depression group asking for outreach and refusing outreach; and healthy population.

Learning Objectives

At the conclusion of this session, participants should be able to

1. Identify key components that are critical to have in place prior to starting an outreach program as well as evaluate the effectiveness of their organization’s Domestic Violence or Depression Management response.
    
2. Contrast the health profiles of those in need of intervention for Domestic Violence or Depression Management against the “healthy” profile.
    
3. Determine their organization’s readiness for implementation of an outreach program within the health assessment.

Facilitator

Kathleen Herath is Associate Vice President Health & Productivity for Nationwide.  With Nationwide since 1190 She oversees all health and wellness activities through Associate Health Services  for the company’s 35,000 associates. She is responsible for the company’s integrated health and productivity program, which includes: health promotion, disability management, pandemic planning, the Nationwide Wellness Center, counseling, work-life resources, the Federal Medical Leave Act, a substance free workplace, occupational safety and health administration, as well as 10 clinics across the country. She has 25 years of professional experience in the health care industry.

About the Company

Nationwide (www.nationwide.com)
Nationwide is one of the largest insurance and financial services companies in the world With more than $161 billion in statutory assets. Offering a full range of insurance products and financial services for the home, car, family and financial security. Nationwide supports diversity and inclusion with workforce and business practices that reflect this attitude. Established in 1925 to provide auto insurance as typo low rates for rural drivers in Ohio, the company has grown and expanded to become a public company that now serves customers worldwide.

Pepsi Bottling Group

Healthy Living Program

PBG's "Healthy Living" program was launched in 2004 to help its 33,000 U.S. employees and their families improve their health and well being. The program has successfully engaged employees with a multi-media communication strategy, financial incentives, on-site health care professionals, and free services such as wellness assessments, clinics, screenings, a nurseline, lifestyle coaching and disease management. In 2008 PBG added innovative features aimed at health disparities, preventive screenings, health risk reduction, disease management compliance, depression and community outreach. By year end we will have opened 11 new clinics in 2008 for a total of 33 covering more than 40% of employees. PBG has made health a highly visible issue from its Board members to its truck drivers at over 300 locations - enlisting the help of Olympian Jackie Joyner Kersee at on-site screenings and NASCAR driver Jeff Gordon to promote PBG's Healthy Challenge. The result has been significant engagement among our employees in managing their health and a reduction in the health risks and costs of our employees and their families. 2007 Koop Award Winner.

Learning Objectives

At the conclusion of this session, participants should be able to:

1. Identify the key components of a successful wellness branding and communications campaign.
    
2. Describe the role on-site clinics have played in building a culture of health locally for PBG.
    
3. Describe how competition is used at PBG to incent participation in wellness and local community outreach.

Facitlitator

Susan Moley is the Director of Health Care Strategy at the Pepsi Bottling Group (PBG), the world's largest manufacturer, seller and distributor of Pepsi-Cola beverages with approximately 70,000 employees and annual sales of nearly $14 billion. Susan is responsible for developing the Company’s strategic employee health and wellness goals and translating them into clearly defined initiatives to improve the health of employees. Under Susan's direction, PBG’s Healthy Living program has won the National Business Group on Health’s Gold Award in 2007 and Platinum Award in 2008 for being an employer who promotes healthy lifestyles. PBG has also won the C.Everett Koop National Award in 2007.

About the Company

Pepsi Bottling Group (www.pbg.com)
Pepsi Bottling Group (PBG) generates nearly $14 billion in annual sales. It operates in the United States, Canada, Greece, Mexico, Russia, Spain and Turkey, accounting for more than one-half of the Pepsi-Cola beverages sold in North America, and about 40 percent of the Pepsi-Cola system volume worldwide. While PBG's mission states, "We Sell Soda," the fastest growing segment of their business is non-carbonated beverages, including the number one brand of bottled water in the U.S..

University Consortium
Alabama, Iowa, Michigan and Purdue

Setting up an Employee Health Management Program:
Broad Lessons Learned in University Settings

When compared with the traditional worksite, the university environment is uniquely different. Capitalizing on these differences is important as increasing numbers of universities become  involved in employee and student health management. Learn how four large universities have taken advantage of this situation. From defining the business case and securing key leadership support to leveraging unique assets within university environments, see how four institutions in various stages of maturity have developed and implemented successful employee health management programs. As part of this session we will discuss how the HERO scorecard can be used in strategic planning to drive decision-making relative to start-up as well as on-going program development and evaluation.

Learning Objectives

At the conclusion of this session, participants should be able to:

1. Employ several strategies for securing leadership support and leveraging key assets within the organization
    
2. Define the financial case for the Employee Health Management (EHM) Program
    
3. Identify sequential priorities in the development, implementation and analysis of an EHM Program, utilizing the HERO scorecard as a template.

Facilitators

Julie Huetteman, PhD,  has been in WorkLife Programs at Purdue University about four years. She facilitates and coordinates the employee health initiative including health risk assessment, wellness screenings, financial incentives, wellness criteria, communication, and program planning across four campuses and via extension in every county of Indiana. Julie oversees vendor contracts and collaborates with vendors for health risk assessments, screenings, and data management. She also coordinates with university departments on services/programs including diversity, affirmative action, police, and recreational sports. Julie collaborates with benefits staff on data integration for medical, prescription, disability, and health risk assessment data for employee health status, utilization and costs.

Rebecca Kelly, PhD, RD is an Assistant Professor and Director of Health Promotion and Wellness for the University of Alabama. She is a nationally recognized expert in the field of corporate wellness, health and productivity, and performance nutrition. Additionally, she is a registered dietitian, exercise physiologist and certified diabetes educator.  Rebecca has developed over 15 signature health programs including diabetes education, work conditioning, as well as a wellness screening model used for predicting health care costs and productivity. The innovative health management programs have successfully reduced health care costs, improved productivity and resulted in positive returns of investment. Rebecca completed both her doctoral and master's degrees from the University of Alabama at Birmingham.

LaVaughn Palma-Davis, MPH is the Senior Director for University Health and Well-Being Services at the University of Michigan. Her responsibilities include wellness and risk reduction services, employee assistance programs, occupational health clinical services, ergonomics, occupational therapy and return to work services, and community health promotion outreach. LaVaughn is responsible for approximately 85 employees who provide services to the University of Michigan as well as to over 300 other employers in Southeastern Michigan. She was recently asked to lead the implementation of a five year strategic plan for health and well-being services for all U-M employees, dependents and retirees with the goals of improving health status and containing health care costs. LaVaughn received her B.S. in Health Education from the University of Dayton in 1978 and her Master's Degree in Public Health Education from Central Michigan University in 1981.

Joan M. Troester, MA Assistant Director, Human Resources Health and Productivity at the University of Iowa. Currently, Joan is the Director for Health and Productivity within Human Resources at the University of Iowa. She provides leadership for the development, implementation and evaluation of worklife programs, wellness services, the employee assistance program, and worker’s compensation area with an emphasis on comprehensive programming and outcome analysis. Joan has 20 years of progressive broad-based experience in the area of health promotion and employee health mangement, working in both hospital-based health promotion programs and employer-based programs. Joan graduated from the University of Iowa with a BS and MA in Exercise Science and is a Certified Health Education Specialist.

About the Consortium
An increasing number of universities are creating and operating comprehensive employee health management for facility and students. The consortium brings together several top universities to discuss the unique needs and opportunities of higher educational institutions in the area of employee health management . The consortium is represented by facility members from Purdue University, University of Alabama, University of Iowa, and the University of Michigan.

Wachovia

Wachovia Healthy Connections

A successful employee health management program offers a variety of services, tools & resources, often provided by multiple vendor partners, which need to be integrated into a single, seamless solution. Putting all the puzzle pieces together can be overwhelming – especially with limited human capital, restricted budgets, benefit silos and communication barriers. This session will discuss best-in-class program design strategies, including the Wachovia Healthy Connections® Program, which can be used to integrate program components, communications, incentives, reporting and other benefit offerings while leveraging existing relationships, increasing program engagement and showing a positive integrated return on investment. 2008 Koop Award Honorable Mention

Learning Objectives
 

At the conclusion of the session, participants should be able to:

1. Define the features of an integrated employee health management program
    
2. Describe key outcomes to measure successful integration
    
3. Identify integration opportunities with existing benefit & solutions vendors
   
   

Facilitator

Donna E. Shenoha is Vice President & Senior Consultant for the Health & Welfare, Human Resources Division, Wachovia Corporation. Donna joined Wachovia, the nation’s 4th largest bank holding company and 3rd largest full-service brokerage firm, in 2003. She is currently responsible for the development and on-going management of Wachovia Healthy Connections - Wachovia’s integrated health management program that was launched July 1, 2004. Prior to her position at Wachovia, she has over 20 years of health care administration experience that includes operational oversight in the areas of health services, quality management and improvement, customer services, provider credentialing, network development, grievance & appeal processes, and regulatory compliance. Donna holds a B.A. degree in economics/computer sciences from Clarke College in Dubuque, Iowa.

About the Company

Wachovia Corporation (www.wachovia.com)
Wachovia is one of the nation's largest diversified financial services companies, with assets of $808.9 billion and market capitalization of $53.8 billion , (Remove "March. Wachovia provides a broad range of retail banking and brokerage, asset and wealth management, and corporate and investment banking products and services to customers through 3,300 retail financial centers in 21 states and nationwide retail brokerage, mortgage lending and auto finance businesses
 

We Energies

The Evaluation of Incentive Design for a Mature Program

We Energies has provided a comprehensive employee health management program for over 10 years. A number of different incentive designs to drive participant engagement and health improvement have been employed and will be described in this session. Delivery of services presents on-going challenges because of the unique needs of the mainly male, unionized, and geographically dispersed workforce, which are common to the utility business. The details of coping with these needs will be discussed. The program results have shown risk improvement as well as low risk maintenance. In regard to outcomes, the We Energies program has a long history of positive ROI. In addition, there is an 82% participation rate and a 32% shift from high to low risk. 2007 Koop Award Winner.

Learning Objectives

At the conclusion of this session, participants should be able to:

• Contrast the various design structures applied to the incentive program over time.
   
• Describe at least two challenges with mature programs.
   
• Identify one or more strategies for consideration in overcoming obstacles within their incentive program.

Facilitator

Cindy A. Schaefer, RN, MSN is the Manager of Health Promotion at We Energies. Cindy has provided direct nursing care, education and encouragement to employees so they take charge of their health. For the last 10 years her role has been to direct and manage the health education, health promotion, and disease management aspects of We Energies health care strategy. While the Health Enhancement Initiative focuses on individual health, it also collaborates with key stakeholders in the organization to support a healthy workplace. Whereas the Initiative strongly contributes to the core business objective of “being an employer of choice”, it also supports the financial objectives surrounding health care expenditure stabilization and workplace productivity. In October, 2007 Cindy accepted the C. Everett Koop National Health Award on behalf of her company.

About the Company

We Energies (www.we-energies.com)
We Energies is the principal utility subsidiary of Wisconsin Energy Corporation. It serves more than 1.1 million electric customers in Wisconsin and Michigan's Upper Peninsula. We Energies 4800 employees manages and maintains over 45,000 miles of power lines, that is enough cable to wrap around the earth twice, and 20,000 miles of gas main lines.

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