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Presentations, abstracts, learning objectives and bios from the 2011 HERO Forum will remain available for 90 days after the Forum concludes.  After December 15, 2011 HERO members will be able to access the presentations in the HERO library. To view presentations you will need to log in ID and password.

Keynote Session

Mike Trueblood, Vice-President  & CFO Karsten Manufacturing Making a Birdie Out of a Bogie in Health Opening Keynote View this presentation In 2010 Ping’s management team, looking for a new way to engage its employees in wellness programs, developed a Corporate Health Challenge.  Focusing on two basic elements for better health:  weight loss and exercise, Ping’s executive team challenged their employees to “Beat the executives”.   Forty percent of Ping’s employees responded to the 10-month Health Challenge which included departmental competition and monthly reporting and made significant inroads in advancing wellness in the company culture.  Over 20% of those participating had weight loss of 5% or more, and we had 2.2 Million minutes of exercise reported.  The key to success?  Executive buy-in and participation, incentives for articipating and prizes for winners. The big surprise: The camaraderie that developed in Ping's workforce.

Learning Objectives

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

1. Explain the role of leadership in creating a culture of wellness in an organization.

2. Identify creative methods to engage employees in the wellness process.

3. Determine critical steps in the implementation of corporate wellness/health promotion efforts.

About the Speaker

Mike Trueblood is Vice President and Chief Financial Officer at Karsten Manufacturing Corporation, the parent company of PING, maker of Ping golf clubs and golf products.  Prior to joining Karsten in 1996, Mike was a Senior Manager at Price Waterhouse.  In addition to his CFO responsibilities, Mike is active in the employee benefits arena at Karsten, participating on the 401(k) administrative and investment committees and chairing the benefits committee.   Mike is a graduate of Oral Roberts University and is a Certified Public Accountant.
 
Company Profile

PING designs, manufactures and markets a complete line of golf equipment including metal woods, irons, putters and golf bags. The family-owned company was founded in 1959 in the garage of the late Karsten Solheim, a mechanical engineer with an extensive background in the aerospace and computer industries. His frustration with his putting inspired him to design his own putter, which created a “pinging” sound when striking a golf ball. This sound was the source of the name now synonymous with innovation, quality and service throughout the world of golf. Solheim and his company are credited with numerous innovations that became industry standards, including perimeter weighting, custom fitting and the use of investment casting in the manufacturing of golf clubs.  His insistence on adhering to strict engineering principles and tight manufacturing tolerances raised the level of product performance and quality throughout the golf industry.  Solheim is the only person to be inducted into the World Golf Hall of Fame as a golf club manufacturer. Today, the Phoenix-based company is under the direction of Solheim’s youngest son, John A. Solheim.  PING game-improvement products can be found in more than 70 countries.

Chris Cartter, General Manager MeYou Health The Socialization and Gamification of Behavior Change Closing Keynote No presentation available for this session For decades, health behavior change programs have been fine tuned to guide participants through goal-driven, step-wise programs that are highly tailored to the individual. Yet, even the best programs yield only modest participation, often heavily incentivized, hampering their ability to truly impact the public's health. Meanwhile, the dramatic rise of the social Internet and the wildly successful online social games have transformed the landscape of what's possible. Facebook, with its 750 million users, creates an unprecedented social infrastructure developers can use to jump start a new generation of socially activated behavior change apps. Social network science can reveal patterns of social connection and influence, allowing us to create the first generation of health apps that engage not just an individual, but their real-world social network. User interaction patterns gleaned from successful games can be used to design realistic, genuine experiences that engage people in a personal journey towards well-being, not just a one-time interaction with an "intervention".  Learning Objectives After the conclusion of the session, participants should be able to: Discuss the importance of creating behavior change applications that leverage the real-world social networks of participants.  Explain how "game mechanics" can make the experience of using behavior change programs more fulfilling. Envision a future where health programs are truly social and capable of engaging a mass audience in a collective journey towards greater health and well-being

About the Speaker

Chris Cartter has worked in the areas of networking technologies, health and social change for over 25 years. He is currently General Manager at MeYou Health (MYH), a social well-being company and Boston-based subsidiary of Healthways (Nasdaq: HWAY). Before starting MYH in 2009, Chris was Senior Vice President of Internet Innovation at Healthways. He came to Healthways in 2006 through the acquisition of QuitNet, an online smoking cessation company where he served as President & CEO from the time the program was spun out of Boston University (BU) in 2001. For eight years while at BU, Chris led the development of online services for Join Together, a Robert Wood Johnson Foundation funded substance abuse resource center at the BU School of Public Health.

About the Company

MeYou Health is a well-being company dedicated to engaging, educating and empowering people to pursue, achieve and maintain a healthy life. Our products help people effectively engage their social networks for support, while creating fun Web and mobile experiences that encourage people to become mindful of the small actions they can accomplish every day. Located in Boston's historic South End, MeYou Health was founded in 2009.

"HOW TO DO IT" Workshops

Beaumont Health System
Engaging from the Top Down and the Bottom Up

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Abstract

Beaumont Health System’s multi-year plan and strategy centered on building a health-minded culture that supports the whole health of their employees. Now in its fifth year, the program is experiencing overwhelming success, with almost 70% employee and spouse participation and a 4-year ROI of 2:1.  The presentation will explain how the plan has become an integral part of the hospital’s strategic operations. The presentation will outline Beaumont’s unique approach to encouraging wellness which uses the METs “Metabolic Equivalents” measure as a key foundation for their program.
 
Learning Objectives

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

1. Understand the importance of leadership support for wellness program success and have practical examples of leader engagement strategies.

2. Develop an evolving, 5 year incentives strategy based on current positioning and needs.

3. Understand and apply the need to collect, analyze, and apply outcomes data for directed and purposeful health promotion programming.

About the Speaker

Tom Spring, MS is Programs Manager of Corporate, Business, and Community Health Promotion for Beaumont Health System and Beaumont Business Health Strategies in Metropolitan Detroit. Tom is an adjunct instructor in the exercise science programs for both Oakland Community College and Oakland University and is an associate professor in the School of Internal Medicine within the Oakland University/William Beaumont School of Medicine.  Tom also serves as a consulting content expert in exercise science and health promotion for a variety of organizations and education providers. In addition to teaching, Tom also authored numerous published scientific papers and abstracts and has authored and/or co-authored 4 book chapters related to exercise science. Tom earned a master’s degree in exercise physiology from Oakland University in 2000 along with a graduate certificate in complementary medicine & wellness. He is also certified as a Clinical Exercise and Health Fitness Specialist with the American College of Sports Medicine (ACSM) and Fellow of the American Association for Cardiovascular and Pulmonary Rehabilitation (AACVPR).

About the Company

Beaumont Health System is a 238- bed hospital located in Royal Oak, Michigan. Since opening in 1955, Beaumont Health System has evolved to over 1,700 beds and main campuses at Royal Oak, Troy, and Grosse Pointe. The hospital employs over 18,000 people, offers care and services in 90 specialties and operates over 50 alternate sites of care spanning 28 communities in Metro-Detroit. All of Beaumont’s hospitals have achieved Magnet status and were also recently ranked first among Detroit metro area hospitals in U.S. News & World Reports’ Best Hospitals in the metro area rankings.

BP
How To Combine HERO Scorecard Best Practices With Emerging Innovations to Drive
Best-In-Class Results

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Abstract

The BP "Becoming a Healthier You" program is a comprehensive, population-based, integrated program which experienced extraordinary participation rates during its first program year. This session will share how BP implemented best practices in addition to testing new innovations in health management by using the HERO Best Practices Scorecard as an organizing framework. BP will also share lessons learned and associated results for health advisor calls, one of the innovations tested in its first year.
 
Learning Objectives

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

1. Assess best practice strategies that BP implemented and how they implemented them.        

2. Identify at least four specific engagement strategies used to drive high participation rates in first program year.       

3. Contrast BP best practices with those demonstrated to be effective in published research.   

4. Differentiate best practices strategies from emerging innovations (not yet best practices) that BP implemented during the first program year.

About the Speaker

Karl Dalal, MS is Director for U.S. Health and Welfare Benefits at BP.  He leads a team responsible for all aspects of the design, delivery and administration of BP’s health and welfare benefit programs offered to more than 80,000 employees and retirees. Prior to joining BP in January 2010, Karl was the Director of Healthcare, Insurance and HR Programs for Ford Motor Company.  Karl started work in 1986 as a financial analyst at Ford.  He has 24 years of experience in healthcare, benefits, human resources, finance and accounting. He presently serves on the board of Dossia, a non-profit personal health platform company as well as on the Aetna client advisory group.

About the Company

BP is one of the world's leading international oil and gas companies, providing its customers with fuel for transportation, energy for heat and light, retail services and petrochemicals products for everyday items.  In 2010, the Company had over $297 billion in sales and had 79,700 employees in 29 countries.

Comcast Corporation

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Abstract
In the past two years, Comcast has lead his team in a transition of the health programs at Comcast to become more proactive – focusing on a high-touch engagement model that uses a combination of consumer tools and personal support that allows for appropriate decision-making as employees navigate the system and process of health & welfare.  This process has simultaneously provided for measurable cost avoidance while providing an extremely high employee satisfaction with the programs it supports.

About the Speaker

Andy Rosa is the Senior Director of Health & Welfare Benefits for Comcast Corporation, one of the nation's leading providers of entertainment, information and communications products and services.  He is responsible for the strategic and operational direction of the health care, disability and leave administration programs and other work/life benefits for over 120,000 employees and their families nationwide including the NBCUniversal joint-venture. Previously Andy worked for Independence Blue Cross in Philadelphia.

Learning Objectives

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

1. Understand the need to meet employees and their families where they are rather than where we would like them to be.
     
2. Understand how to take advantage of existing behavior to create engagement and trust.
      
3. Understand the financial costs and results of such a program.

About the Company

Comcast Corporation is one of the nation's leading providers of entertainment, information and communications products and services. Comcast is principally involved in the operation of cable systems through Comcast Cable and in the development, production and distribution of entertainment, news, sports and other content for global audiences through NBCUniversal. Comcast Cable is one of the nation's largest video, high-speed Internet and phone providers to residential and business customers. Comcast is the majority owner and manager of NBCUniversal, which owns and operates entertainment and news cable networks, the NBC and Telemundo broadcast networks, local television station groups, television production operations, a major motion picture company and theme parks.

Corinthian Colleges Inc.
Limited Resources, Lots of Locations:  Creating a Wellness Program for Multi-Location Companies.

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Abstract

Corinthian Colleges, Inc.’s wellness plan, “My Healthy Advantage”, is only 3 years young, spreads across more than 100 locations and has no full-time dedicated wellness staff.  Yet, the company has been able to create a full service wellness plan, which includes:

• On-site biometric screenings with 45% participation

• Health Assessment with 55% participation

• Various participation incentives including gift cards, a Points Bank incentive program and health care premium discount

• Data integration between benefit vendors

One size does not fit all.  And there are lots of challenges to implementing a successful wellness program on a limited budget when your company is spread across multiple locations.  Understanding that there is still much to do in the program, and more participation to gain, the program is well on its way to achieving a culture of health and changing lives.
 
Learning Objectives

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

1. Describe and outline how a wellness program can be successfully implemented in a multi-location company with minimal wellness staff.

2. Identify key strategies and unique program components that worked at this organization that allow you to think about what can work within your culture.

3. Provide methods and tactics used to create a wellness program and champion network that employees embrace and integrates with other benefit plans.

About the Speaker

Sheri Feibush is the Benefits Director at CCi.  She has been with company for 3.5 years and is responsible for the design, development and execution of the company’s benefit plans that are offered to approximately 12,000 employees.  She implemented My Healthy Advantage, CCi’s wellness program in January 2009 which has seen great success to date.   She has 17 years of experience in the fields of Human Resources and Benefits.  Sheri holds a Bachelor’s of Business Administration in human resource management and a bachelor’s of science in communication from Ohio University.

Company Profile

Corinthian Colleges, Inc. is one of the largest for-profit, post-secondary education companies in North America, with more than 105,000 students and approximately 16,000 employees at over 120 U.S. and Canadian campuses. Founded in 1995, CCi changes lives by providing students the skills they need to pursue the careers they want. Through three distinct school brands, Everest, WyoTech and Heald College, they offer short-term diploma and/or associates, bachelor's, and master's degree programs in a variety of popular career fields such as healthcare, legal, criminal justice, business, information technology, transportation technology and maintenance, and construction trades. 

Google
Fitting Fitness to Company Culture and Competitive Advantage

No presentation available for this session

Abstract

How do you engage users in a strong and unique company culture?  Google attempts to entice usership by creating programs that mesh well with our own products and culture.   The presentation will review how Google approaches ROI for programs as well as how they are attempting to create a systematic/user-driven approach to bring people along the value chain of our employee health offerings.  How technology is leveraged in general as well as specifics on Google body will be discussed as well.  We will talk through the challenges of being at a young, de-centralized, and fast growing company
 
Learning Objectives

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

1. Map fitness programs to competitive advantage of company without using ROI on healthcare costs as a basis

2. Match fitness/recreation programs to company culture to better drive engagement.

3. Get familiar with Google body add how it will add value in the health space?

About the Speakers

Josh Glynn has been the Global Fitness Program manager for just under 5 years.  He has seen massive growth in size and scope of both the company and employee health program.  He has implemented programs worldwide that range from fitness and other health services (Physical Therapy, Chiropractic etc) to internal product consulting and testing.

Newton Cheng is the Fitness Programs Manager and has been with Google for 3 years and formerly worked in electrical engineering.   He has scaled current operations as well as brought in new and innovative programs as well as technology solutions that have helped reach populations which had not previously been engaged.

Company Profile

Google’s mission is to organize the world‘s information and make it universally accessible and useful. Beginning in 1996, Stanford University graduate students Larry Page and Sergey Brin built a search engine called “BackRub” that used links to determine the importance of individual web pages. By 1998 they had formalized their work, creating the company you know today as Google.  Since then, Google has grown by leaps and bounds. From offering search in a single language we now offer dozens of products and services—including various forms of advertising and web applications for all kinds of tasks—in scores of languages. And starting from two computer science students in a university dorm room, we now have thousands of employees and offices around the world.

Lincoln Nebraska
WorkWell

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Abstract

The Lincoln-Lancaster County Health Department is the first public health entity at either a state or local level to recognize the value of population-based public health through worksite programs.  Through the sponsorship of their local worksite wellness council, businesses and government have formed a successful public/private partnership.  Their twenty-five year history and success has inspired their State Health Department to expand the worksite wellness infrastructure across the state of Nebraska.  In this program, participants will learn how worksite and public health are a natural fit, lessons learned over a quarter of a century, and how you can mobilize your local resources to engage American in health.

Learning Objectives

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

1. Identify worksite wellness as a public health strategy

2. Explain The Nebraska model

3. Identify at least one way how public health business plans fit with local, state, and national public health outcomes

About the Speaker

Lisa Henning is the Executive Director of WorkWell, Inc. She has worked in the field of public health for more than twenty years. Most recently, she has assisted the Governor’s Office in the development and administration of the Governor’s Excellence in Wellness Award. She is Vice President of the National Network of Wellness Councils.  Her work was presented to the United States Senate in 2005 as one of the top two programs funded by the Centers for Disease Control to defend a national $100 million dollar block grant.   Most recently, she has assisted the Governor’s Office in the development and administration of the Governor’s Excellence in Wellness Award.  Her work was presented to the United States Senate in 2005 as one of the top two programs funded by the Centers for Disease Control to defend a national $100 million dollar block grant.

Company Profile

WorkWell, Inc. the local Council that services the Lincoln, Nebraska area. Lisa has worked in the field of public health for more than twenty years. WorkWell provides wellness services to more than 130,000 employees and family members from Lincoln and the surrounding area, and was instrumental in bringing Lincoln to the status of a Well City USA in 2000. 

Medical Mutual of Ohio
Data Driven and Employee Centric

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Abstract

Medical Mutual of Ohio presents an overview of their award winning wellness strategies and initiatives, along with data analysis of the program’s impact on healthcare costs, lost workdays and risk status. The presentation includes a discussion on program components and strategies that have proved to be successful in engaging and sustaining employee participation.

Learning Objectives

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

1. Identify core strategies and program offerings that contribute to successful employee wellness programming.

2. Identify the impact of wellness programs on healthcare costs and health risk.

3. Describe strategies that enhance employee engagement and retention in wellness programs.

About the Speaker

Connie Beutel is the Supervisor of Health and Wellness at Medical Mutual of Ohio where she develops health promotion and wellness initiatives for Medical Mutual employees and clients. She has over twenty years of experience in comprehensive health promotion and health management strategies for corporate as well as community settings. Since joining Medical Mutual in 2006, Connie assisted in developing Medical Mutual’s award winning wellness program, designed to generate sustained employee engagement and impact healthcare costs, productivity and the corporate culture.

Company Profile

Medical Mutual of Ohio, a mutual health insurer, was founded in 1934 and is the oldest and largest health insurance company based in Ohio. Throughout its history the company has served its customers through high-quality, affordable group and personal health insurance plans; and third-party administrative services to self-insured group customers.
 
Medical Mutual of Ohio has won several industry awards including the C. Everett Koop National Health Award, National Business Group on Health Best Employers for Healthy Lifestyles, American Heart Association Fit Friendly Companies Platinum Award, Healthy 50.

State of Kansas - HealthQuest
How Kansas Keeps its Wellness Program on Track in the Changing Worksite Wellness Landscape

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Abstract

HealthQuest is viewed as a key business strategy to improve the health and well-being of employees, retirees, spouses, and dependents while dramatically reducing health care costs for the state of Kansas.  Find out how an award-winning public employee wellness program evolved from a sleepy little program to a comprehensive, value-based health management program.  No longer a well-kept secret, HealthQuest invites you to look behind the curtain to see how they keep focused on their mission while bullets are flying, names are being scraped off name plates, and top level managers are replaced with every administration change.  Using adaptability, unique program strategies, and lessons from so-called failures, HealthQuest exemplifies the state motto:  “To the Stars through Difficulties.” 

Learning Objectives

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

1. Recognize and incorporate appropriate engagement strategies that would work well in their employee culture including incentives, high and low-tech tools, and unique programs.

2. Develop an effective real-time communication strategy incorporating social media tools, a communications calendar, and Human Resource/Wellness Champion networks 

3. Analyze their program failures and retool to produce program successes. 

About the Speaker

Cheryl Miller manages the award-winning State of Kansas health management program, HealthQuest.  She has a master of science in exercise physiology and community health from the University of Kansas and a master of arts in English from Western Michigan University.  She has worked for over 20 years within various state networks (HR, wellness champions, and senior managers) to improve employee health and well-being.  In addition to managing provider contracts and program outcomes, she presents seminars and workshops on all aspects of wellness.   A trained life coach, Cheryl uses high touch and technology to connect with employees in all corners of the state via her wellness blog, Facebook, Twitter, telecasts, YouTube videos, webinars, and live events.

Company Profile

HealthQuest is part of the State of Kansas employee health plan and was one of the first state employee wellness programs offered in 1988. Since its inception, HealthQuest has undergone evolutionary changes.  The program now serves 80,000 employees, retirees, dependents and spouses.  HealthQuest is a comprehensive program offering an Employee Assistance Program (EAP) and a suite of incented programs provided by Alere Health including health screening, online health assessment, health coaching, nurse line, tobacco cessation, health and wellness portal resources, condition management, and onsite programming. 

Union Pacific
Life Matters: A Social and Emotional Approach to Well-Being

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Abstract

Union Pacific’s goal is to make up the healthiest workforce in America.  An early architect in employee wellness programming, we have been dedicated to improving the health of our workforce for decades.   Throughout the years, we have learned that it is important to focus on the big picture and maintain an overall culture of health in the workforce.  This presentation, we will outline how Union Pacific adapted an approach beyond the physical health aspect of employee wellness programming and specifically how a multi-modality approach on social and emotional well-being can impact physical health.

Learning Objectives

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

1. Identify the methods that Union Pacific used to refine and create a more effective progra

2. Articulate how social and emotional intervention shape overall well-being

3. Understand how a multi-modality approach impacted program engagement

About the Speaker

Jacklyn K. Austad is the General Director, Health Promotion for Union Pacific Railroad.  In her current position she is responsible for the design, communication and implementation of health promotion and wellness programs for 50,000 management and union employees.  Jacklyn earned a bachelor of business administration degree in accounting from the University of Iowa in Iowa City, Iowa.  She also has earned a MBA from Creighton University in Omaha, Nebraska.  She earned her certification as a Senior Professional in Human Resources in 2001.  She serves on the boards of the Wellness Council of the Midlands, Live Well Omaha, the March of Dimes and the executive committee of Go Red for Women.

Company Profile

Union Pacific Corporation owns one of America's leading transportation companies. Its principal operating company, Union Pacific Railroad, links 23 states in the western two-thirds of the country. Union Pacific serves many of the fastest-growing U.S. population centers and provides Americans with a fuel-efficient, environmentally responsible and safe mode of freight transportation. Union Pacific's diversified business mix includes Agricultural Products, Automotive, Chemicals, Energy, Industrial Products and Intermodal. The railroad emphasizes excellent customer service and offers competitive routes from all major West Coast and Gulf Coast ports to eastern gateways. Union Pacific connects with Canada's rail systems and is the only railroad serving all six major gateways to Mexico, making it North America's premier rail franchise.

University of Louisville
Beyond Wellness ‑ Integrating Health & Disease Management into a Self-insured Health Plan

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Abstract

The University of Louisville will discuss its award-winning Health Management Program, "Get Healthy Now," inaugurated in 2005, it currently has a 70% active employee participation and returns $2.70 in health care savings for every $1.00 invested.  We will discuss strategies to develop active disease management programs in diabetes, COPD, and mental health with early assessment suggesting potential health care savings up to 35% for program participants in year‑over‑year health care expenditures through reduced in‑patient admissions and emergency room visits for these high cost conditions.  This session is particularly relevant to self-insured organizations/institutions that are seeking effective integration strategies for health and disease management programs into health plan design.  Participants will share examples of their own experience and compile an inventory of "best practices" in health and disease management strategies for self-insured health plans.

Learning Objectives

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

1. Identify proven strategies for reducing health care costs through the integration of health & disease management programs in a self-insured health plan.

2. Distinguish the important aspects of return on investment (ROI) for health & disease management programs ‑‑ both in terms of cost savings and improved health outcomes for employees.

3.  List a compilation of "best practices" for promoting employee health and containing long-term health care costs. 

About the Speaker

Patricia Benson, MEd, is the director of the University of Louisville Health Management Program, an integral part of a comprehensive benefit package offered to university employees. This successful initiative was implemented under Benson’s leadership in 2005 as a health care cost containment strategy and has received national, state and local recognition as a highly effective health management model. She received her Bachelor of Science and Master of Education from the University of Louisville.

Company Profile

The University of Louisville is a state-supported research university with three campuses: Belknap Campus, the Health Sciences Center and the Shelby Campus.  Under the leadership of its seventeenth president, James R. Ramsey, the University of Louisville has become known for its teaching, research, service to community, and the advancement of educational opportunity for all citizens. With an enrollment of 21,000, its academic programs attract students from every state and from all over the world.  It is well positioned to fulfill the mission assigned to it by the state legislature: to become "a premier, nationally-recognized, metropolitan research university."

General Sessions

Legislation
Integrating Health Promotion into National Health Policy

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Abstract

The Affordable Care Act includes 37 separate provisions to enhance health through healthy lifestyle.  Collectively, these provisions have the potential to accelerate the evolution of the health promotion field by at least a decade and to make health promotion programs available to the majority of the American public.  This presentation will describe several of provisions most important to employers including differential health plan premiums tied to achieving lifestyle goals, grants for small business health promotion programs, technical assistance in program evaluation, national surveys of program prevalence and a national prevention plan.  It will also provide a glimpse into how these provisions went from concept to law and the role of employers and health promotion providers in ensuring they are implemented in the most effective way.

Learning Objectives

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

1. Describe at least three provisions in the Affordable Care Act that integrate health promotion into national policy.
     
   
2. Describe how these provisions were incorporated into the Affordable Care Act
     
   
3. Describe the role they need to play to ensure these provisions are implemented in the most effective way

About the Speaker

Michael P. O’Donnell, PhD, MPH, MBA is Founder, President and Editor-in-Chief of the American Journal of Health Promotion. He has helped more than 100 employers, health care organizations, government agencies, foundations, and health promotion providers develop new health promotion programs and refine existing programs.  He has served in leadership roles in four major health systems. He is also Founder and Chairman Emeritus of Health Promotion Advocates, a non-profit policy group created to integrate health promotion strategies into national policy. They were successful in developing six provisions that passed as part of health care reform.  Michael has co-authored 7 books and workbooks, including Health Promotion in the Workplace, which has been in continuous publication for 25 years, he was  a Senior Fulbright Scholar and visiting professor in Seoul Korea, and has an ongoing interest in stimulating global health promotion efforts.

Research Update 

 View the Aldana presentation
View the Anderson presentation
View the Whitmer presentation

Abstract

For the first four years of HERO Operations, nearly full time was devoted to the facilitation of employer health management (EHM).  During this time break through research was published.  About fifteen months ago, HERO made the decision to return to the world of facilitating and publishing unbiased and high quality research.  Over the past year HERO has received funding to conduct five research projects; Two studies have been published with a third currently under review and two other research projects underway.  During this process, HERO has been working on new and innovative methods to increase the acceptance and accessibility of EHM research.  To move the effort forward, HERO has created the Consortium for Health Enhancement Research (CHER).  The objective of CHER is to create a collegial environment where all factors of health oriented research can be discussed in a trusting and honest fashion.  The goal is to bring together organizations from across the country to share the cost of research projects in which they have common interests.  The CHER approach has the potential to increase the volume of unbiased high quality research.

Learning Objectives

After the conclusion of this session participants should be able to:

1. Describe the five research projects that HERO has published
      
   
2. Explain how the HERO Consortium for health Enhancement Research (CHER) operates
      
   
3. Define the potential impact of CHER

About the Speakers

	David Anderson, PhD is Senior Vice President & Chief Health Officer and a co-founder of StayWell Health Management, a leading provider of health management programs and services. Since 1985 he has been the primary architect of StayWell’s population health strategies, programs and tools. David also shares corporate strategic leadership and has consulted on client programs that have won nearly 50 major industry awards. David has conducted groundbreaking research of the effectiveness and cost impact of StayWell programs and coauthored several landmark studies. David is past Chairman of the Board of the Health Enhancement Research Organization (HERO) and currently is the chair of the Research Committee, he serves on the Board of the Health Project, which administers the C. Everett Koop Award, and is Editor of the Population Health section of the American Journal of Health Promotion.  A licensed psychologist, David has published numerous professional papers and speaks regularly on health management issues.
	Bill Whitmer, MBA, is Director of Research and Co-Founder, of HERO. Over the past 14 years, HERO has facilitated and published important and frequently referenced employee health management research. More recently, the HERO Think Tank has become operational and taken a prominent position in creating national employee health management policy, strategy, leadership, and infrastructure.  For 20 years prior to HERO, Bill was Founder, President & CEO of Wellness South, one of the first full service employee health management provider-consulting firms. During this time, Bill was Co-Principal Investigator in the $3 million, NIH funded employee health management research project for the employees of the municipal government of the City of Birmingham, Alabama.
	Steven Aldana, PhD is one of the nation’s foremost experts on healthy living and worksite wellness.  During his more than 20 years in academia, Steven authored over 70 scientific papers and 6 books on health risk management, healthy living, and health promotion programs. Currently, Steven is the CEO of Wellsteps, a turnkey worksite wellness solution that leads the nation in wellness program deployment and engagement. He is a national bestselling author and his books are used by over 500,000 Americans and 4,500 companies and corporations.  Harvard says his book, The Culprit and The Cure, "is better than the best medicines".

Scorecard
2011 Annual Report

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Abstract

This presentation will provide a summary and interpretation of current results of the HERO EHM Best Practice Scorecard in Collaboration with Mercer™ database in the form of an Annual Report.  The database contains responses of over 500 organizations of all sizes that have completed the HERO Scorecard as of June 30,, 2011.  In addition to describing the prevalence of EHM best practices across respondents, an interpretation of the results and commentary about their meaning will be provided.  The presenter will also highlight opportunities for the use of the HERO Scorecard and the Annual Report to evaluate participants’ current EHM strategies.

Learning Objectives

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

1. Utilize the HERO Scorecard Annual Report to describe the prevalence of EHM best practices across current Scorecard respondents

2. Identify best practice EHM elements that contribute to positive outcomes as reported by Scorecard respondents

3. Evaluate your organization’s strategic plan against benchmarks and best practices

About the Speaker

Steven Noeldner, PhD is a Partner and a Senior Consultant in the Total Health Management specialty practice of Mercer. He serves on the THM practice’s Leadership Team and is a national resource and expert in the areas of strategic planning, program design, behavior change, and program evaluation. He also serves as the Chair of HERO’s Research Study Subcommittee.  Steven has over 25 years of industry experience, which includes clinical practice in cardiac and pulmonary rehabilitation, hospital administration, university teaching, research, wellness programming, corporate HPM, senior management, and consulting.

Company Profile

Mercer is a leading global provider of consulting, outsourcing and investment services, with more than 27,000 clients worldwide. Mercer consultants help clients design and manage health, retirement and other benefits and optimize human capital. The firm also provides customized administration, technology and total benefit outsourcing solutions. Mercer’s investment services include global leadership in investment consulting and multimanager investment management.  Mercer has a global network of 20,000+ consultants who work with clients in more than 40 countries to develop integrated solutions that address global and country-specific challenges and opportunities.

Scorecard Case Study - Dover Corporation
How an Organization Uses the Scorecard to Drive Business Results

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Abstract

StayWell Health Management, with the use of the  HERO Scorecard, has formalized the use of the tool.  Learn from Dover Corporation – a diversified global manufacturer, how the HERO scorecard was positioned, implemented and used to set a baseline and develop strategies for adopting Best Practices across the enterprise.

Learning Objectives

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

1. Explain the role of the HERO Scorecard in creating Best Practices.

2. Describe the importance of using the HERO Scorecard as a benchmarking and motivational tool.

3. Apply Employee Health Management strategies within an organization using the HERO Scorecard.

About the Speaker

Amy J. Katzoff CEBS, is Health & Wellness Manager for Dover Corporation, a Fortune 500 diversified manufacturer.  In this role she oversees the health and wellness benefits for Dover’s 18,000+ U.S. employees, including integrating the benefit programs across over 50 distinct operating entities.  Previously she led the U.S. health and welfare functions at both Abbott Laboratories and Kraft Foods, Inc. where she focused on comprehensive clinical and wellness programs, including a value-based insurance design pilot (Abbott) and achieving industry leading CDHP results (Kraft Foods).  She has over 20 years of benefits experience, which also includes positions as  National Account Director for United Healthcare, leading a middle-market health and welfare consulting practice for McGladrey and Pullen, and product development positions at two national insurance companies.  She is author of two books, including “What Should Employers Do Now About Health Care Reform?”  (Irwin Professional Publishing, 1994) Amy previously served as Chicago Chapter president of the International Society of Employee Benefits Specialists and sits on the client advisory committees of several national health and wellness organizations.

Company Profile

Dover Corporation is a $7+ billion diversified global manufacturer of innovative components, equipment and support services for a variety of applications in the industrial products, engineered systems, fluid management and electronic technologies markets. For over 50 years, Dover has been providing its customers with outstanding products and services that reflect the Company’s commitment to operational excellence, innovation and market leadership.  Today, Dover encompasses 35 reporting companies and 33,000 employees around the world.

“Keys to Engagement"
A WHO Healthy Workplace Framework-Driven Panel Discussion

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Abstract

Engaging employees in health improvement activities is one of the top priorities for any employee health management program.  However, “engagement” has been defined in various ways and a systematic approach to “engagement” without context is difficult to achieve.  Hence, it is the purpose of this panel presentation to introduce the recently developed World Health Organization’s (WHO) Healthy Workplaces Model as a contextual model to guide the panel discussion.  Furthermore, the panel will focus on five keys to engagement; namely, leadership, corporate culture, incentives, communications, and research—themes that will be highlighted throughout the 2011 HERO Forum.  Emphasis will be placed on the relationship between these keys to engagement and the WHO Healthy Workplaces framework.  Active participation by the audience will be encouraged through questions for the audience and opportunity to share insights and thoughts.

Learning Objectives

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

1. Describe the WHO Healthy Workplaces framework.

2. Relate the “Keys to Engagement” to the WHO Healthy Workplaces framework.

3. Evaluate how leadership, corporate culture, incentives, communications, and research relate to engagement in programs.

About the Panelists

	Moderator:
	Nicolaas P. Pronk, PhD is Vice President for Health Management and Health Science Officer for JourneyWell at HealthPartners in Minneapolis, Minnesota and is a Senior Research Investigator at the HealthPartners Research Foundation. Nico holds an adjunct faculty position as Professor of Society, Human Development, and Health at the Harvard School of Public Health and is widely published in both the scientific and practice literature and a national and international speaker on population health and health promotion. He is president of the International Association for Worksite Health Promotion (IAWHP) and a member of the Task Force on Community Preventive Services. Formerly, Nico served on the Clinical Obesity Research Panel at the National Institutes of Health, the Carter Center Medical Home initiative, the Defense Health Board (Armed Forces Epidemiological Board), the Health Promotion Advisory Panel at NCQA, and the Institute of Medicine’s Committee to Assess Health Promotion Programs at NASA.
	Panelists:
	David Anderson, PhD is Senior Vice President & Chief Health Officer and a co-founder of StayWell Health Management, a leading provider of health management programs and services. Since 1985 he has been the primary architect of StayWell’s population health strategies, programs and tools. David also shares corporate strategic leadership and has consulted on client programs that have won nearly 50 major industry awards. David has conducted groundbreaking research of the effectiveness and cost impact of StayWell programs and coauthored several landmark studies. David is past Chairman of the Board of the Health Enhancement Research Organization (HERO) and currently is the chair of the Research Committee, he serves on the Board of the Health Project, which administers the C. Everett Koop Award, and is Editor of the Population Health section of the American Journal of Health Promotion.  A licensed psychologist, David has published numerous professional papers and speaks regularly on health management issues.
	John Kaegi, is chief strategist for Healthstat, a NC-based employer health management company, and he was most recently the Blue Cross and Blue Shield of Florida’s (BCBSF) chief strategy officer.  John is currently pursuing his dream of teaching and is also deeply involved in shaping health care reform.  John’s experience includes four decades of marketing, communications and strategic planning.  He joined BCBSF in 2002 as chief marketing executive and introduced a disciplined marketing process with customer/market intelligence as its base.  Prior to joining BCBSF, John held leadership positions with Vytra Health Plans in New York, LaQuinta Inns in Texas and Kindercare Learning Centers in Alabama. In 1994, he was named in Advertising Age magazine’s “Marketing 100,” recognizing his success in rebuilding the market value of LaQuinta Inns.
	Don Snyder, MPHA - is Director, Corporate Benefits & Health Services - Alcon Labatories, - Don’s responsibility is global…U.S. employee benefits, worker’s compensation, disability management, and occupational health, which includes over-sight of the company medical clinic. He also provides design review for benefits programs around the world. He has 27 years work experience, which includes benefits management at Beech Aircraft and Alcon, Inc. Don has an undergraduate degree from Wichita University and an MPHA from the University of Alabama. Alcon, Inc. has about 13,000 employees and sales in more than 180 countries.
	C. Joseph (Joey) Cadle, MD, FACOG, is the national director of Clinical Client Engagement and serves as the primary physician liaison for more than 25 of Kaiser Permanente’s largest national accounts.  Joey's current responsibilities include oversight and supervision of a team of 20 clinicians who also participate in regional client-facing activities. A board-certified obstetrician/gynecologist practicing with Kaiser Permanente for 10 years, he served as chief of the Ob/Gyn department in 2007 and 2008.  Prior to this role, Dr. Cadle was managing physician of three medical office buildings, served as lead physician for a team in the Ob/Gyn department , and was a key contributor to the successful implementation, deployment, and team optimization of  KP HealthConnect (Kaiser Permanente’s electronic health record).

This session will once again “take the pulse” of the overall state of scientific evidence related to the impact of employee health management (EHM) programs on health, medical costs and productivity outcomes.  Using a Structure-Process-Outcomes framework, an emphasis will be placed on “practice-based research” focused on real-world questions that require credible answers.  The moderator will begin by updating what is known in the field, comment on evidence gaps especially those noted by the National Institute for Health Care Management, and frame provocative questions on where future research should be directed.  Additionally, this session will address some of the methodological and practical barriers to conducting rigorous evaluations, producing generalizable findings, and sharing knowledge. Following an opening introduction by Dr. Goetzel which will set the tone for the panel, ach contributor will be asked to identify current “innovative” research likely to be noticed by academic and policy experts outside the health promotion community.  Next, panelists will talk about what they think are the priorities for future research in the area, to be concluded in the next three years.  Panelists will also comment on the best ways to conduct such research, and include thoughts on methods and funding sources.

Learning Objectives

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

1. Cite three major studies conducted in the past three years that have significantly influenced the EHM field.

2. Identify three major gaps in worksite research that need to be addressed in the near future

3. Participants will report three study designs that will attract the attention of researchers and policy makers outside the health promotion community.

About the Panelists

	Moderator
	Ron Goetzel, PhD is Director of the Emory University Institute for Health and Productivity Studies (IHPS) and Vice President of Consulting and Applied Research for Thomson Reuters.  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 Thomson Reuters 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.
	Panelists
	Vicki George, MPH, is the National Executive Director of Program Evaluation, HealthWorks and Product Innovation for Kaiser Permanente. She is responsible for evaluating the HealthWorks portfolio of services and pilot projects. HealthWork programs are designed to support employer efforts to improve the health and productivity of their employees through worksite programs and interventions. Vicki also represents Kaiser Permanente in a number of external forums dedicated to research and improvement of the health care industry. Prior to joining Kaiser Permanente, Vicki was the co-founder and Executive Director of the Pacific Business Group on Health where she launched one of the most successful business coalitions in the US.
	Stephen Hartley is the Senior Director of Analytics, for the health and  wellness products at OptumHealth.  He has more than 18 years of experience in the health care industry. Currently, Stephen and his team of research and data analysts are responsible for development and execution of an analytic agenda to assist in product research, design, execution, and evaluation for OptumHealth’s Health & Wellness products.  Prior to joining OptumHealth, Stephen worked in reporting, analytics, and data management for SHPS, Principal Financial Group, and J.F. Molloy & Associates.  Stephen is a graduate of Butler University.
	Carter Coberely, PhD is the Director of Health Research and Outcomes at Healthways.  Prior to joining Healthways, Carter served as the Chief Information Officer and Vice President of Business Intelligence of Consortium Health Plans (CHP) where he was responsible for all information technology and business intelligence research. CHP is a health plan owned market intelligence and analytics company dedicated to articulating the value of health care outcomes improvement for large national employers. During his time at CHP, Dr. Coberley helped create an informatics and analytics strategy for the organization, and also contributed his expertise to the design,operation, and analysis of data from one of the largest health care data warehouses ever created.

Outcomes-Based Incentive Strategies
Why, Why Not and How...

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Abstract

The 2010 health care reform legislation endorsed the use of wellness incentives by group health plan sponsors and specified when premium reductions, rebates or other rewards may be given to an enrollee contingent on “satisfying a standard that is related to a health status factor.” Encouraged by this legislation, many employers are moving toward what are often referred to as “outcomes-based” incentives, where financial rewards are typically tied to whether employees are within healthy ranges on biometric measures. The current landscape for outcomes-based incentives varies considerably — from employers philosophically opposed to any financial incentives to those who aspire to tie sizable incentives solely to employee health outcomes. Although a few employers are already eliminating rewards not tied to health outcomes, several factors line up against the exclusive use of biometric outcomes as the most effective strategy for producing population-wide improvements. Some individuals fall so far short of the health standard it is neither realistic nor even healthy for them to try to attain it in the time required to earn the reward. Clearly, outcomes based or participation based approaches to incentives each have merits and shortcomings. We also introduce a “progress-based incentives” strategy that addresses Goldilocks dilemma; that outcomes based incentives are too hard and participation based incentives are too soft. 

Learning Objectives

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

1. Identify key features of the Affordable Care Act and describe their impact on employer’s use of financial incentives in employee health management (i.e., premium differential limit changes, HIPAA limits, define reasonable alternative standards).
      

2. Define “outcomes based” incentives and compare and contrast the advantages and disadvantages of this approach compared to “participation based” incentives.

3. Discuss cost-benefit and ROI issues associated with financial incentives.  (The point of diminishing returns when an intervention pipeline has higher numbers of pre-contemplators.)

About the Panelists

	Moderator
	Sue Willette is Senior-Vice President & Chief Growth Officer, StayWell Health Management. 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 responsible for the creation of new and effective strategies that expand the StayWell business base. Prior to joining StayWell, Sue was a Worldwide Partner and the National Health and Productivity Leader for Mercer. 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
	Kathleen Harris is the Vice President of Benefits at Time Warner.  Time Warner is the world’s leading media and entertainment company and has over 30,000 employees worldwide. Time Warner is comprised of 4 divisions:  HBO, Time Inc., Turner, and Warner Bros. each of which maintain unrivaled reputations in their respective categories. Kathleen is responsible for the strategic direction of Time Warner’s U.S. health and welfare and retirement plans.  Kathleen leads the Benefits Council and works closely with the divisions of the company on the strategic planning and delivery of Time Warner’s benefit programs. Prior to joining Time Warner, she spent several years as a benefits consultant with Watson Wyatt and Towers Perrin.
	Charlie Salter is Vice President, of Compensation and Benefits. Prior to joining ConAgra, he held senior compensation and benefit management positions at Chevron (formerly Unocal), GenCorp, AutoNation, and AlliedSignal (now Honeywell). Charlie earned a bachelor’s degree in industrial management and a master of business administration degree from the University of Akron. He is a Certified Compensation Professional, a Certified Employee Benefits Specialist (CEBS), and serves on the American Benefits Council’s Board of Directors
	Rhonda Willingham serves as Executive Vice President, Sales for Alere’s Health Improvement division and is a member of the executive management team.  She joined Alere in 2008 and has 25 successful years in healthcare services working with various organizations, including health plans, employers and government entities. She is responsible for developing and executing the company’s new client relationships for health management services.  Rhonda was a member of Blue Cross Blue Shield of Tennessee’s Gordian Health Solutions, where she was responsible for the company’s sales and marketing initiatives. She also spent 10 years with CorSolutions (now an Alere company) during which time she had numerous roles within sales and account management.

Abstract

Many parallels exist between a brand marketer’s role and their use of advertising and those of an employer and their communications messages and channels. Think of health improvement as your brand, your employees as the consumer target market, their behavior change as sales, and sustainable engagement as brand loyalty and you have a formula for an advertising campaign.  In this discussion we will look at best practices and strategies for effective communications with employees and look at the lessons we can draw from effective advertisers and their ability to affect behavior.

Learning Objectives

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

1. Understand the strategic relevance of advertising development to employee health communications
      
2. Understand the value of delivering integrated and on-going messages to support health behavior change to their workforce  
      
3. Develop a communications plan that can be more enticing and effective

About the Panelists

	Moderator
	Frank Hone is Director, Sustainable Engagement, Healthways.  Frank’s role is to understand and identify strategic opportunities to enhance member engagement for our customers.  An important driver in this work is his “Sustainable Engagement Framework” which focuses on the seven elements that can be leveraged to more effectively encourage member interest and action relative to health and well-being initiatives.  This framework and many of his perspectives in this area are drawn from his extensive experience in consumer advertising and marketing, and in particular, direct-to-consumer (DTC) advertising of prescription drugs.  The challenges of encouraging health behavior change can often be addressed through effective strategic marketing.  Before joining Healthways, Frank led Healthcentric Partners Inc., a healthcare consumerism strategy and consulting firm, which was built off his book, Why Healthcare Matters: How Business Leaders Can Drive Transformational Change (HRD Press, September 2008).
	Panelists
	Maureen Corcoran joined Prudential Financial in 1983 and has held positions in the Comptroller’s and Corporate Human Resources Departments of the company. In 1990, she joined the Human Resources organization to help launch the company’s Diversity Initiative. In various capacities since then, Maureen has worked with Prudential businesses to develop strategies, tools and interventions to leverage diversity and work/life solutions for business success. Maureen has strategic oversight for Prudential Financial's Work/Life Initiative and diversity critical issue management. She is also responsible for the integration of diversity and work/life into company communications to help articulate Prudential’s commitment and practices in support of those initiatives.
	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.
	Sean McManamy is Vice President, Product Management for HealthFitness. Sean is responsible for the development and ongoing performance of HealthFitness’ product solutions, with an emphasis on condition management, member advocacy and integrated engagement services. Prior to HealthFitness, he was vice president, product development and marketing for fellow Trustmark subsidiary, CoreSource, where he was responsible for ongoing development of the company’s data analytics and population health management programs. Sean holds a Bachelor of Arts in journalism from Marquette University.

Networking Tables

Culture
Hosted by:  David Anderson, PhD, StayWell and Greg Howe, Lincoln Industries
Corporate Culture is a key ingredient in successful programming.  Discuss the ways we create and use corporate culture to our advantage.

HERO Scorecard in Collaboration with Mercer
Hosted by: Steven Noeldner, PhD, Mercer and Jennifer Flynn, Mayo Health Solutions
The Scorecard can have a significant impact on your business.  Trade tips on how to use your score to improve your business results and interpretation of questions. 

Integrating Employee Wellness Programming
Hosted by: Esther Nash, MD, OptumHealth
Want to share best practices/lessons learned about integration and synergy, whether or not there are different "vendors" or all these services from one vendor

Measurement Standards
Hosted by: Ed Framer, PhD, Health Fitness Corporation
Measurement standards are often controversial.  Discuss do we need them, and how should we set them?
Culture

Universities
Hosted by: LaVaughn Palma Davis, PhD, University of Michigan
Network with other individuals who face the unique challenges of working in a university setting.

Well Being Index
Hosted by: John Harris MEd, Healthways
The Wellbeing Index is a multi-year, million person (and growing) survey.  Discuss what it can tell us and what it might mean to you.