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| Keynote | HOW TO DO IT | Innovators | General Session | Panel | Networking Table |
Abstracts
Review the summaries of sessions for the 2012 HERO. For an overview see the agenda.
| Keynote Sessions |
General
Mills: Branding
Employee Health & Wellness
Julia Halberg, MD, MS, MPH
Vice President, Global Health & Chief Medical Officer
General Mills
As a company of champions General Mills has been building and sustaining a 27-year culture of health through leadership support, innovative programming, and wellness champions now located around the globe. To continue this journey General Mills has launched an employee wellness marketing strategy to leverage brand building tools to advance our reputation and increase awareness for our programming. The company is developing global brand architecture, a plan to win, and a high-level communications strategy for our employee health programs. The brand is designed to drive employee awareness of Global Health programs and energize them to participate, create a unifying brand that resonates globally but is flexible enough to allow for local innovation and reinforce small, doable lifestyle changes that encourage and empower employees. This keynote session will discuss how the General Mills marketing approach was developed, the resources required and ideas for its implementation, as well as the importance of alignment with the company’s mission and values.
Learning Objectives
After the presentation, those in attendance should be able to:
- Describe how a brand strategy provides critical consumer
insights into our employees’ health and wellness thinking.
- Recognize how the brand architecture helps focus all health and
wellness marketing efforts.
- State how this branding process drives the communication plan.
- Explain the importance of senior leadership support and alignment with company mission and values
About the Speaker
Dr. Julia Halberg, MD is the Vice President, Global Health & Chief Medical Officer and she leads the company’s global approach to preventive care, health education, wellness programs, and medical treatment. She joined General Mills in 2001 as the director of Health Services. She is also an adjunct assistant professor at the University of Minnesota, in environmental and occupational health where she mentors environmental/public health PhD candidates, medical students, and occupational medicine residents. She serves on the Occupational Medical Residency and the Midwest Center for Occupational Health and Safety (MCOHS) advisory boards. Dr. Halberg earned her medical degree from the University of Connecticut, and she earned a master’s degree in biology/ecology and a master’s of public health degree in epidemiology from the University of Minnesota.
Organizational
Performance: Building Energy from the Individual to the Enterprise
Jack Groppel, PhD
Co-founder of the Human Performance Institute, and Vice President of
Applied Science and Performance Training at Wellness & Prevention, Inc
As biological and behavioral beings, change is difficult for us. Additionally, there are individual and team stories that dictate behaviors, and often business performance. Therein lies the problem for people in the ‘business of health’ industry. While employees are working hard, and are very busy, many are simply not aligned with organizational goals. This keynote will address how energy is the fundamental currency of high performance, and how healthy employees can truly ignite their performance. Barriers to a productive workforce and how change can take place within individuals, teams, leadership and the enterprise will be outlined. Discussion will center on how organizational and leadership stories must align with health and high performance. This will allow an examination of how organizations can make change possible.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
- Describe the historical perspective of how (and one possible
explanation why) our health has deteriorated over the last half
century.
- Clarify how the health of individuals, teams, and leadership can
impact (positively or negatively) the enterprise as a whole.
- Describe the rationale for storytelling to help leaders identify the strategic implications of healthy individuals, teams and leadership, to the success of the organization.
About the Speaker
Dr. Jack Groppel, PhD is the Co-Founder of the Human Performance Institute, and Vice President of Applied Science and Performance Training at Wellness & Prevention, Inc., a Johnson & Johnson company. He is an internationally recognized authority and pioneer in the science of human performance, and an expert in fitness and nutrition. He served as an Adjunct Professor of Management at the J.L. Kellogg School of Management at Northwestern University and he authored “The Corporate Athlete” , a book on achieving the pinnacle of corporate performance and co-authored “The Corporate Athlete Advantage”. Dr. Groppel developed the Corporate Athlete® concept for his training program while serving as an associate professor of kinesiology and bioengineering at the University of Illinois, helping both business executives and athletes increase performance levels.
Work Affects Health or Health Affects
Work? Why Businesses Must Consider Both
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Seth Serxner, PhD |
Wendy Lynch, PhD Co-Director, Center for Consumer Choice in Health Care Altarum Institute Founder, Lynch Consulting |
Dr.
Bruce Sherman, MD, FCCP, FACOEM Medical Director Employers Health Coalition |
Health and productivity are related… but which
is the cause, what are the effects? Does better health lead to
improved performance? Or do high-performing workforces value and protect
their health more? Two experts
will take opposing positions that will challenge audience assumptions
about how employers can encourage optimal health and performance.
Each speaker will present solid evidence about why
their hypothesis is a stronger strategy for managing cost and improving
work and health outcomes. Each will attempt to convince you which
approach is best. They will also admit (grudgingly) what both strategies
share in common. Who is right? You will have to decide
Learning Objectives
At the conclusion of this presentation, participants should be able to:
- Describe two different employer approaches
to workforce health improvement
- Assess existing research in support of
these contrasting strategies
- Compare and contrast the relative merits of these approaches when used in isolation or when combined
About the Speakers
Moderator: Seth Serxner, PhD is Chief Health Officer and Senior Vice President of population health for OptumHealth Care Solutions. Seth brings the breadth of his experience in academia, industry and consulting to his role. He is a board member, executive committee member and Vice President of the C. Everett Koop Health Project. He also sits on the editorial review board of the American Journal of Health Promotion and edits and is a reviewer for peer review journals such as the Journal of Occupational and Environmental Medicine and Health Affairs. Dr. Serxner earned his MPH from the University of California, Los Angeles, and a PhD from the University of California, Irvine, where his research focused on health promotion and disease prevention in social ecology
Wendy Lynch, PhD
has been making the connection between human and business performance.
Her career has included roles as faculty at the University of Colorado
Health Sciences Center, Senior Scientist at Health Decisions
International, and Principal at Mercer Human Resource Consulting. She
now serves as Co-Director of the Center for Consumer Choice in Health
Care at the Altarum Institute and runs her own consulting firm. She also
holds an adjunct position of Associate Professor at IUPUI in
Indianapolis and earned a Doctorate in research and evaluation
methodology from the University of Colorado at Boulder. She has
applied her skills in research design and evaluation to several pivotal
studies in the fields of health management, productivity assessment and
human capital management. Dr. Lynch has also author of the books
“Who Survives?” and “Aligning incentives, Information and Choice.”
Dr. Bruce Sherman, MD, FCCP, FACOEM,
is the Medical Director with the Ohio-based Employers Health Coalition,
where he brings health management strategies to employer members, and
leads the analytics strategy for the Coalition’s member health data
warehouse. He also serves as the consulting Corporate Medical Director,
for Wal-Mart Stores, Inc. In this role, he supports the development of
integrated, value-based health and performance management strategies for
the organization's associates and family members. He is on the
leadership board of the Patient-Centered Primary Care Collaborative, a
multi-stakeholder initiative to advance the patient-centered medical
home, where he co-chairs the Center for Employer Engagement. He
continues to serve as a member of the clinical faculty in the Department
of Medicine at the Case Western Reserve University School of Medicine.
Dr. Sherman received his MD from New York University School of Medicine,
his MA from Harvard University and his bachelor's degree from Brown
University. Dr. Sherman is board-certified in internal medicine.
| "HOW TO DO IT" Workshops |
American Water
"Pilot Shows Face-to-Face Interactions Drive
Program Enrollment"
Abstract
With the goal of evaluating the impact of a personal face-to-face approach on employee enrollment and engagement, American Water conducted a pilot study of Healthy Interactions’ Conversation Map® methodology, a high-touch, low-tech interactive model that includes one-on-one interactions between employees and trained healthcare professionals. The sessions were conducted at 12 sites in 30 days. Review the data and our analysis; we will look at the results of the study and the marketing approaches used for attracting interest, creating a buzz and driving registration.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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Describe the Healthy Interactions model and Conversation Map methodology.
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Review the effectiveness of the Healthy Interactions model (Conversation Map) at enrolling and engaging employees in health management programs.
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Analyze the impact of creating innovative and promotional strategies on attracting interest and driving higher pre-registration rates.
About the Speaker
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DTE Energy
"Incentives and Beyond: New Approaches to
an Old Problem – Behavior Change"
Abstract
In 2010, DTE Energy re-engineered their Energize Your Life program – a health and wellness initiative aimed at improving the health of their employees, retirees and spouses. Comprehensive in nature, the program focuses on four key areas: Connect and communicate with employees, retirees and their families; develop a high energy – health supportive environment and culture; encourage personal accountability for health and; provide support and guidance for health improvement. While the overall program was re-designed, elements of the original program remained such as union negotiated participation incentives and requirements for activities such as completing a Health Assessment or participating in smoking cessation. As a result, in the first two years since launch, DTE Energy and their health management partner RedBrick Health have administered as many as 5 different incentive structures for the various employee populations at one time. DTE and RedBrick Health have also collaborated on designing and implementing new and innovative approaches to health behavior change based on emerging behavioral models – to develop a program design that utilizes both extrinsic and intrinsic motivation.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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List common mistakes in health behavior change and ways to overcome them
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Identify the challenges involved in administering multiple incentive programs
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Summarize best practices in incentive design as part of a comprehensive, best-practice health and wellness strategy
About the Speaker
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Eastman Chemical Company
"Engaging Families in the Wellness Journey"
Abstract
Eastman Chemical Company’s Wellness Program and healthy lifestyle initiatives span 20 years. Eastman has experienced positive results by reducing employee risk factors, but realized that changing the health risks of employees alone was not enough. Our employees and families have the same risk factors the rest of the nation experiences, such as obesity and physical inactivity. Eastman examined ways to take the wellness program to the “next level”. Innovative ideas that would work for both employees and their dependents were recommended. Hence, the idea for a “Families for a Healthier Eastman” team was born! This session will focus on the ways this enthusiastic team of spouses and employees has embraced the wellness journey and enabled not just employees, but the entire family to rally around the wellness effort. Both their strides and struggles in three focus areas (food/nutrition, physical activity, and education/motivation) will be reviewed.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
- Identify how family involvement can
improve health outcomes
- Determine both advantages and pitfalls to
implementing a families initiative
- Develop a plan for your own company/organization to engage families and community in health improvement
About the Speaker
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GlaxoSmithKline
"The Endgame: Planning with
the end in mind to build a sustainable high performance culture”
Abstract
GSK embraces the link between employee engagement and shareholder value. Realizing the importance of employee engagement, it aspires to enhance the energy and resilience of all GSK employees globally by the end of 2014 through their participation in our programs and through cultural influences. A dedicated Energy and Resilience Center of Excellence collaborates across the enterprise with business leaders and human resources to further build a healthy, high performing culture that positively impacts productivity measures. The "end-game” model provides an intuitive framework for designing a measurement plan that ensures efficiency and effectiveness. This is done by first defining the ultimate mission, or sustainable change at a business level. Just as a financial advisor asks, “What do you want your life to be like when you retire?” The end-game evaluation model asks, “What do you want the lives of employees to be like when Environment, Health, and Safety programs achieve results at scale?”
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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Articulate the business case for enhancing energy & resilience within their organizations
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List tools for developing a comprehensive strategy for enhancing energy and resilience in their organizations
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Address potential roadblocks early on–such as a lack of connection to specific business strategies, superficial communication with business leaders and mangers, and misalignment between what is taught in programs and what behaviors are rewarded in practice.
About the Speaker
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LL Bean
"Pushing Beyond Participation –Using
measurement and evaluation to create sustainability"
Abstract
Measuring and evaluating your Wellness program can help you gain management support and buy-in, which is critical to program longevity. And it can do much more. It can tell you whether or not your current programs are working, whether your employees are engaged, the impact your efforts have had over time and can provide critical insights that can greatly impact future program design. In this workshop, we will discuss and demystify the role that measurement plays in designing a successful wellness program. We will explain what to measure, how to measure it and the data role in the long-term success of your program. To date LL Bean has seen a 4.5 to 1 return on investment based on claims analysis. Hear the secrets to their wellness program success and how they have been able to effectively track, measure, and evaluate program impact.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
- Explain the importance and multiple
benefits of measuring and evaluating Wellness program efforts.
- Discover strategies for effectively
measuring program success.
- Illustrate successful implementation of measurement strategies and the impact that data has on program evolution.
About the Speaker
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Marsh & McLennan Companies
"Putting a “Twist” on Traditional Recruitment Models"
Abstract
Pure outbound telephonic recruitment models have historically had mixed success in driving program enrollment and engagement. Marsh and McLennan Companies put a “twist” on traditional models by pilot-testing a model that incented participants to complete a health assessment and contact a health advisor to discuss the results. This session will look at the results of this study and how they drove over 40% of the population to ultimately enroll in a health coaching program.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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Articulate the mixed success of traditional enrollment and engagement models.
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Describe the Health Advisor model and its financial incentive structure.
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Understand the effectiveness of the Health Advisor model at enrolling and engaging individuals in health coaching programs.
About the Speaker
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Pfizer
Assessment of Gaming on Employee Health & Wellness
View this Presentation
Abstract
More than ever, employers need new, innovative ways to build and maintain a happy, healthy and engaging workplace. Pfizer has adopted innovative social networking and gaming technologies to their existing health/wellness platform and are giving session participants a firsthand look at their experience. Pfizer will share the implementation, resource requirements as well as the extent to which gaming technology has impacted employee engagement, satisfaction and behavior change in their employees.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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Define an innovative technology platform which will demonstrate how social networking and gaming technologies can impact health and wellness programming.
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Articulate how and why Pfizer has integrated this platform into its present Health and Wellness program strategy.
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Summarize how employee participation and continuous engagement can translate to overall satisfaction and behavior change in their employees.
About the Speaker
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Prudential Financial,
Inc.
"Creating and Sustaining a Culture of Health"
Abstract
Building a culture of health in an organization takes more than incentives and programs. Although Prudential's onsite medical clinics have been in place for over a hundred years, it is only recently that they believe they have a culture of health supported by most areas of the organization. Sustaining and nurturing a culture cannot be accomplished by one department but must become the fabric of an organization. Prudential will describe stories and information of their success while sharing the ongoing challenges they face.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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Identify the key elements of a culture of health
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Appraise one's progress on developing a culture and methods for improvement
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Detect key roadblocks to implementing a culture of health
About the Speaker
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Sprint
"An Innovative Approach to Wellness:
Engaging, Social, and Successful"
Abstract
The goal of the Sprint Get Fit health challenge was to combat inactivity head on, as well as its consequences -- obesity, rising health care costs, and lost productivity. This 12-week challenge was deployed across Sprint’s 40,000 geographically dispersed population and measured participants’ weight loss, pedometer steps and exercise minutes. Unique, innovative engagement strategies garnered Sprint a 40% participation rate. Innovative social media tools never before seen in the wellness arena were used to invite fellow co-workers to join the movement, communicate amongst teams, and encourage lagging participants, motivating registrants to complete the entire 12 week challenge. The results? Those who completed the challenge averaged an amazing 8.4 pounds of weight loss, or 1.3 BMI points, and 45 minutes of daily exercise.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
- Utilize social networking, gaming and
competition to create a successful social wellness program
- Discuss and compare innovative tools,
technologies, and media platforms that can be applied to the
wellness industry, such as eCoaching and mobile messaging
- Leverage existing competitive groups within organizations into your culture of healthArticulate steps to maximize program effectiveness by driving top-to-bottom engagement
About the Speaker
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University of Michigan
"A Strategic Approach to building an Engaging and
Sustainable Program"
Abstract
MHealthy is a comprehensive population health strategy that has been recognized both internally and externally for successfully providing high quality services and creating a culture of health among the University of Michigan’s 40,000 employees. MHealthy employs a variety of strategies for engaging its employees through engagement of leaders at the university and health system, engagement at the work unit level, environmental and cultural supports, and the accessibility of effective programs and services. Through these tactics as well as the development and implementation of a long-term strategic plan, MHealthy has made solid progress toward goals of reducing health risks in its population and controlling health related costs. MHealthy has established a strong foundation for the future and serves as a sound model for employee health improvement.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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Describe how to engage various levels of a company to champion a culture of health, from engaging leaders to utilization of work unit wellness champions and regional wellness coordinators to engage employees throughout the organization.
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Describe a variety of environmental and cultural supports that are integral to creating a culture of health.
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Describe how accessibility of effective programs and services, including successful communications, can be integral in employee engagement.
About the Speaker
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| Innovators Workshops |
Communication Differentiation Strategy
Abstract
In order to achieve optimal program outcomes, a comprehensive worksite health program must be designed to reach the entire employee population. Most employers have diverse workforces that include various job functions, education level, primary language spoken, and even more factors that drive differences. The most effective health management programs must consider the different barriers that exist for their varied populations and address each through distinct program strategy and design. Effective worksite wellness communication is not a “one size fits all” strategy. Employers can realize a high engagement rate and that result in improved health behaviors and reduced health care costs following the first year of their program when comprehensive programming is combined with a communication differentiation strategy.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
- Identify and understand the components of
an effective communication strategy
- Understand effective communication
differentiation
- Identify messaging and communication strategies based on client’ specific needs
About the Speaker
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The Impact of Physical Activity Programs on Company Culture and Costs
Abstract
HRAs and biometric screenings are important tools for collecting information about the overall health of an employee population, but they do not drive behavior change. While disease management programs reduce costs for participants, too few employees use them. As a result, healthcare costs continue to climb. But properly designed and executed physical activity programs inspire engagement, create sustainable participation, positively impact biometrics, and turn employees into raving fans. Learn how Allstate, KBR, Penn National Insurance and others earned engagement rates exceeding 50% and adherence rates as high as 75%, improving their corporate wellness cultures and driving positive returns on their investment.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
- Summarize a new model for evaluating
wellness programs.
- Explain why even small increases in
physical activity, such as walking, can be the preferred modality.
- List multiple references to research regarding American attitudes toward exercise.
About the Speaker
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Innovation at Work: How two companies took a fresh approach to communications to sustain engagement
Abstract
With health care reform endorsing wellness incentives, many employers are integrating sizable incentives into their health plans to promote participation in programs. Research indicates strong organizational communications can make incentives more effective, potentially reducing the size of incentive needed to achieve similar participation rates. In addition, strong communications provide a more sustainable engagement strategy than incentives alone can offer. This session will provide a brief overview of the research on communications strategies as a driver of program engagement. It will also profile two unique communications strategies used by employers with mature health management programs to bolster participation in their programs including: the development of a unified brand strategy for integrated health and wellness; the use of internal data to develop targeted communications. An interactive panel discussion will follow, allowing each employer to speak to the challenges and lessons they learned as they implemented their respective communications strategies. They will also share recommendations for employers wishing to implement similar strategies.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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Summarize what is known from the research about the impact of communication on participation in programs.
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Describe at least two different communications strategies that employers have used to promote participation in programs.
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Identify at least one challenge that must be overcome when implementing one of the communications strategies profiled in the presentation.
About the Panelists
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Obesity in the Workplace: Science and Strategies
View the
Carter/Kelly presentation
View the Kerl presentation
Abstract
With adult and childhood obesity still on the rise, employers are searching for innovative strategies to engage their workforce in healthy behaviors to control rising healthcare costs. This workshop examines exciting new research from the University of Nebraska, Lincoln which uncovers the potential of wellness to step up and make a social and economic difference in the fight against obesity. Recognizing this potential, the presentation dives into work from the University of Alabama which translates research to practice. We will share a framework of successful obesity prevention and management programs including key elements that are organized simply to keep the participants engaged. Exploring current economic trends, research studies, and various available resources, this workshop examines the value of protecting an investment in the employees of today and the workforce of the future.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
- Understand of the economic toll that
obesity has on employers
- Understand the benefits and framework of a
successful obesity prevention and management program
- Become familiar with partnerships and
resources related to obesity prevention and management at the
workplace
- Identify steps to begin an obesity management program at your workplace
About the Speakers
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Overcoming Misdiagnosis: How Savvy Employers are Bettering Health Care
Abstract
In today’s overburdened health care system, misdiagnosis is a public health crisis. The American Journal of Medicine finds 15% of medical cases are misdiagnosed, while global health company Best Doctors reporting correcting diagnoses in 29% of the US cases it took on last year. With one-third of the $2.7 trillion spent on health care considered to be wasted dollars, forward-thinking companies are tackling this issue head on. Using a “Clinical Integration” model is ensuring all of their health programs are best matched with each employee’s particular needs. The end result is correcting more misdiagnoses – an impressive 317% increase in cases in the past year alone. The session will address data showing a 20% increase in cost savings increase per case, and 56% higher program utilization. We will illustrate 29% and 60% improvements in correcting misdiagnoses and treatments, respectively, under Integration, and how employers are targeting high-cost claims to reduce their overall health care spend.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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Understand how misdiagnosis happens and how leading employers are working to combat it
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Integrate health care vendors to work together to ensure accurate diagnosis and treatment
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Implement strategies and develop programs to reduce high cost claims
About the Speaker
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Personalized Messaging: the key to increasing employee engagement in preventative health and wellness programs
Abstract
Plan sponsors need new tools of engagement that can help detect and address the unanticipated barriers that may be preventing many employees from engaging in healthier habits. We will look at the newest in sophisticated, technology-driven, engagement tools that allow plan sponsors and employers to highly customize health and wellness messaging to individual members. These personal health communications are generated using cutting edge data and content platforms that customize outreach based on an individual’s health history, life situation (i.e., age, gender, ethnicity, household status, plan selection, current level of engagement in healthcare), health engagement profile, and medical resources (i.e., physician contact and plan coverage).Such personalized communications make it much easier for covered individuals to take action by connecting the dots in health and wellness programs.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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Identify the secrets to dramatically increasing member/employee participation in health and wellness programs
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Understand the barriers to participation and how to effectively overcome them
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Articulate techniques that other industries and retailers have successfully used to increase direct response to their communications and how those practices can be applied to enhance engagement in health and wellness programs
About the Speaker
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 Lisa
Shu, PhD is a visiting assistant professor at the Kellogg School of
Management at Northwestern University. Dr Shu teaches the MBA course on
Negotiations. Shu studies the
architecture of morality through examining the antecedents and
consequences of ethical decision-making. In the laboratory and
field, she investigates the psychological costs of unethical
behavior, and proposes ways to avoid the costs of dishonesty
through interventions in the social context. She tests
strategies that promote ethical decision-making over the long
term in order to identify moral nudges that can be effective
across a diversity of cultural settings. Her work has been
featured in media and academic outlets such as CBS MoneyWatch, Investor's Business Daily,
Organizational Behavior and Human Decision Processes, and
Proceedings of the National Academy of Sciences. Dr Shu received her PhD in Organizational
Behavior and Psychology from Harvard University.
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The value of worksite-based influenza vaccination campaigns targeting both employees and families
Abstract
The supporting evidence is clear: influenza accounts for 12% of absences, and 80% of infected employees have impaired performance. Immunization rates remain low despite the proven value of vaccination (ROI $13-$50/vaccinated worker). This interactive workshop will highlight evidence from a recent study to open a discussion about the effectiveness of educational programs, care delivery innovations, and family involvement in worksite health programs. The Worksite Influenza Vaccination Study evaluated methods of increasing immunization rates among employees. Researchers found that implementing multi-faceted, evidence-based, customized educational programs did not significantly change employee beliefs or eliminate misconceptions, yet addressing perceived barriers and enhancing worksite access to free vaccine improved immunization rates among both employees and dependents. Join in a thought-provoking discussion that will explore larger issues related to program design, individual decision-making, and the importance of engaging both employees and their families in wellness initiatives.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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Describe the impact of worksite-based educational programs, care delivery innovations, and family involvement on outcomes
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Articulate the importance of worksite strategies for engaging both employees and families in health initiatives
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Identify strategies for improving program engagement while minimizing costs
About the Speakers
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Wellness Incentives – What Role in Engaging Employees is a Health and Performance Culture?
Abstract
With health care reform endorsing wellness incentives, many employers are integrating sizable incentives into their health plans. While they have potential benefits, incentives can have unintended consequences. They may increase participation but stifle results by attracting those not yet ready to change. Even offered as “carrots,” employees may view incentives as “sticks” intended to control them. Incentives can also decrease intrinsic motivation, the engine of long-term behavior change. This session reviews participation-based versus outcomes-based incentives, proposing that “progress-based” rewards may engage more employees by providing hope of earning incentives through realistic health improvement. It will also discuss the role of healthy culture in sustaining incentive-induced change. The presentation concludes by focusing on the endgame of creating a health and performance culture, and considering strategies needed for wellness incentives to contribute to achieving this ultimate goal. Session attendees will then divide into discussion groups, with the task of determining whether and how wellness incentives will be used in creating a health and performance culture at a hypothetical company. The session will conclude with each group presenting their plan.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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Summarize what is known from research and practice about the impact of financial incentives on participation and population health.
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Describe risks and unintended consequences of incentives and how to avoid them.
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Have hands-on experience planning the role of wellness incentives within the context of creating a long-term health and performance strategy.
About the Speaker
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| Panels |
Latest Findings in EHM Research
View Victoria George presentation
View Ron Goetzel presentation
View Nicolaas Pronk presentation
Abstract
An annual event at the HERO Forum is to “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. Once again, 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, what is new, and what still needs to be discovered. He will then 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.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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Cite three major studies conducted in the past three years that have significantly influenced the EHM field.
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Identify three major gaps in worksite research that need to be addressed in the near future.
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Report three study designs that will attract the attention of researchers and policy makers outside the health promotion community.
About the Panelists
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Financial Incentives: A Tool to Improve Health?
Abstract
At the 2011 HERO Think Tank meeting, the topic of financially tied, Outcomes-Based Incentives sparked opposing views and lead to a thoughtful and unprecedented open dialogue between employer, provider and consumer advocacy groups providing balance between the common goals of improved employee health while ensuring consumer health protection. The Health Enhancement Research Organization (HERO), American College of Occupational and Environmental Medicine (ACOEM), American Cancer Society, American Diabetes Association, and American Heart Association joined together to identify key components of a reasonably designed wellness program using outcomes-based incentives, including provisions of the Patient Protection Accountable Care Act. In the absence of significant research, this collaboration provides joint guidance for the many employers evaluating or implementing incentives based on measureable results in order to successfully improve the health of their employees, increase engagement and ultimately reduce health care costs.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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Describe the process of evaluation, cooperation and output in finding common ground and development of the Consensus Statement of the Health Enhancement Research Organization (HERO), American College of Occupational and Environmental Medicine (ACOEM), American Cancer Society, American Diabetes Association, and American Heart Association.
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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).
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Define the key components of a reasonably designed outcomes-based incentive employer sponsored wellness program.
About the Panelists
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 Robert Jacobs
is Executive Vice President of Human
Resources at MasterBrand Cabinets, Inc. (MBCI) since 2009. MBCI
is part of Fortune Brands Home and Security. Prior to joining
MBCI, Jake was Vice President – Human Resources at
Simonton Windows. Prior to Simonton, Jake was with Omron
Electronics holding various leadership roles in Human Resources,
IT and Supply Chain. He also has had leadership roles in HR at
Alfa Laval, RMT, Wells Manufacturing, Colt Industries, Miller
Brewing and Boise Cascade. Jake has a Bachelor of Science degree
in Psychology from Boise State University. |
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 Laurie
Whitsel, PhD is the Director of Policy Research for
the American Heart Association, helping to translate science
into policy at a national level in the areas of cardiovascular
disease and stroke prevention and health promotion. She also
currently serves as President of the National Coalition for
Promoting Physical Activity (NCPPA). NCPPA represents a diverse
blend of associations, health organizations, and private
corporations and is a leading force in the country promoting
physical activity and fitness initiatives, advocating for
policies that encourage Americans of all ages to become more
physically active. She is on the expert panel for the Alliance
for a Healthier Generation’s Healthy Schools Program, she is a
sector co-leader for implementation of the National Physical
Activity Plan, she participates on a national healthy restaurant
initiative with the Rand Corporation, and has served as a
reviewer for the Preventing Chronic Disease Journal, the Centers
for Disease Control and Prevention’s School Health Policies and
Programs Study and the CDC’s School Health Guidelines to
Promote Lifelong Healthy Eating and Physical Activity Among
Young People. She is a member of the AHA’s National
Scientific Council on Nutrition, Physical Activity, and
Metabolism. |
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Abstract You’ve launched your health management program and the initial results are positive. Employees are more active; you’re seeing reductions in employee health risks; and engagement is high. Everyone is happy. But after the initial excitement of launch has ebbed and organizational priorities shift, how do you keep your health management initiative from becoming a memory? Or better yet, how do you shift wellness from being a corporate initiative to a pillar of the corporate culture? This session will discuss the strategies for designing and implementing a health management program to engage employees for the long-term. Learning Objectives At the conclusion of this presentation, participants should be able to
About the Panelists
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Moderator:
Lets Look Into the Future of EHM
Abstract
Employer sponsored health programs are undergoing significant change influenced by Healthcare Reform, evolving delivery models for primary prevention, and wellness and the expansion of wellness programs at the worksite. With the explosion of technology enabled engagement tools the gradual acceptance of alternative social media to help track, engage and measure progress on improving health, we are truly undergoing a revolution in the wellness and health space that is global in nature. Come hear from four leading edge employers and learn what their plans are for the future direction of how wellness and health promotion will play a leading role in their business strategy to attract and retain talent and help manage the fundamental lifestyle drivers of poor health and work effectiveness.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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Understand the micro and macro trends that will play a role in what and how prevention and wellness programs will evolve at each employer for the future.
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Determine how health care reform influences health and wellness programs in place today and how the expansion of wellness incentives will be applied post 2014
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Examine the transformational implications of technology and social media on health engagement, data integration and the ability to help make informed business decisions.
About the Panelists
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 Josh Glynn has been the Global Fitness Program manager for just under 6 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. |
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 Bob Soroosh, MBA, is Director of Benefits for Affinia Group Inc., a leading manufacturer of automotive components. Bob earned his Executive MBA from the University of Colorado, and completed a BA in Communications at Baylor University. Mr. Soroosh 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. Prior to Affinia, he held management positions with the Clevite division of Dana Corporation, as Vice President of Organizational Development and Director of Training. During his twenty-year tenure there, Mr. Soroosh led several organizational development and training initiatives. As Director of Training, he is the author of numerous training programs, and has conducted educational seminars in the USA, Canada, and the UK. |
| Special General Sessions |
Non-Exercise Activity Thermogenesis (NEAT): Building a NEAT Culture
Abstract
While exercise continues to be an important part of a healthy lifestyle, growing evidence suggests that reducing sedentary behavior may be as important. By implementing NEAT concepts developed by Dr. Levine and his research staff at Mayo Clinic over the past decade the introduction of a NEAT corporate culture is possible. This presentation will discuss in detail what NEAT is and why it is important to our daily lives, the evolution of NEAT based corporate research programs, and current and future corporate initiatives.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
- Explain what Non–Exercise Activity
Thermogenesis is.
- Recognize the importance of NEAT and its
role in the obesity epidemic.
- Determine what NEAT promoting methods can be implemented in their workspace.
About the Speaker
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HERO EHM Best Practice Scorecard in Collaboration with Mercer – Annual Report
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 650 organizations of all sizes that have completed the HERO Scorecard as of March 31, 2012. 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:
- Utilize the HERO Scorecard Annual Report
to describe the prevalence of EHM best practices across current
Scorecard respondents
- Identify best practice EHM elements that
contribute to positive outcomes as reported by Scorecard respondents
- Evaluate your organization’s strategic plan against benchmarks and best practices
About the Speaker
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Scorecard Case Study - Zions Bancorporation
Abstract
Zions Bancorporation used the HERO Scorecard results to focus on key, low cost opportunities to promote wellness initiatives. The HERO Scorecard results identified the strengths and areas of potential improvement in our wellness program. Using suggestions from our scorecard results Zions Bancorporation built on our strengths and addressed some gaps in our wellness initiative program strategy.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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Identify the strengths and areas of potential improvement in their wellness initiatives using the HERO Scorecard results.
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Apply suggestions from the HERO Scorecard results to their wellness initiative strategy.
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Recommend strategies to their management team that will build a stronger wellness initiative.
About the Speaker
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Janet Ogden is the Vendor Relations Manager of the Zions Bancorporation’s Benefits Department. Janet oversees the benefit vendor administration of the benefit plans for all the Zions Bancorporation employees, with plan value totaling upwards of $650 million. Additionally, in this role, she supports the benefit team by overseeing all vendor file exchanges, resolving escalated vendor issues, participating in the communications planning and other benefit projects. She provided leadership in Zions’ new health and productivity management program and the outsourcing of the FMLA administration for the entire enterprise. |
HERO Research Report
View Anderson presentation
View Coberely presentation
Abstract
This session will review the 2012 project highlights and 2013 goals for HERO Research. An overview of the HERO measurement standards project will be presented as well as the research projects currently accepted for publication. The science of well-being will be addressed, including the latest research on relationship of well-being to human performance and health care costs. Results suggest individuals with higher well-being have higher performance on job performance, less absenteeism lower levels of presenteeism, and are less likely to leave the company. Additionally, there will be an update on the HERO Research Partners (HRP) project. The HRP project is a unique and different approach to generate research funding and increase the number of individuals and organizations involved in EHM research. The objective is for organizations to collectively and equally fund research projects that are of common interest.
Learning Objectives
At the conclusion of this presentation, participants should be able to:
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Describe the HERO Research Committee operations
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Determine the effectiveness of well-being
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Identify how the HERO Research Partners operates
About the Speaker
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| Networking Tables |
Accreditation of Employer Health Management Programs
Abstract
This networking session will address current interests of employers to benchmark and accredit their health management programs. The emphasis will be on accreditation. The discussion will focus on:
- The value of accreditation
- The difference between employer accreditation and vendor accreditation
- Organizations that provide benchmarking and accreditation
Participants will share their thoughts around efforts they may be considering or have taken as well as the business case for accreditation.
About the Networking Leader
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Abstract
This discussion will focus on the challenges
and opportunities in creating an employer and community health
initiative. We will address the dynamics of how a multi-stakeholder
group of employers, health plans, retailers and hospitals can together
address community wide health. To launch the conversation we will look
at a collaboration, where the group identified a mechanism for
obtaining” real time” health metrics while promoting consumer
engagement.
About the Networking Leader
Kirk Woodruff currently serves as Executive Director for Stayhealthy Inc. and formerly acted as Johnson & Johnson’s National Director for Strategic Alliances for the company’s minimally invasive surgery divisions. As an acknowledged health care strategist, Mr. Woodruff speaks regularly on health care innovation, the impact of emerging technologies on health care process and evolving contracting strategies. During the past few years, he has worked extensively on projects which leverage technology to enable community wide healthcare transformation. Mr. Woodruff serves on the Health Leadership Council for the National Business Group on Health and is a founding member of WeTEC.
Developing Measurement Standards for the EHM Industry
Abstract
HERO and CCA are making good progress with a joint project to develop a comprehensive set of standard measures that employers, consultants, and vendors can use to assess the effectiveness of their health management programs. Join us for a preview and discussion of the work in progress.
About the Networking Leaders
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Increasing and Sustaining Program Engagement through Targeted Communication Strategies
Abstract
Significant industry attention has been focused on the role of financial incentives and organizational culture to drive program participation. Less attention has been paid on the use of communication strategies despite published research on the independent contribution communication strategies on program participation rates. In addition, employers understand the need for alternative engagement strategies that may be more sustainable and effective for driving intrinsic motivation to support long-term program outcomes. Join us to discuss targeted communication strategies to promote program participation.
About the Networking Leader
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Some companies find answering the Scorecard to be a very straight forward process; they answer the questions, obtain their score, and are able to analyze their answers and results in order to move forward in a positive manner. But what about those company’s who struggle on how to answer certain questions?
- What defines a strategic plan?
- What if some of our objectives are
measurable and some are not?
- What if our CEO is on board with EHM but the rest of our senior leadership team doesn’t give EHM the time of day?
Then what next? We received our score and a benchmark report, but where do we begin and what do we address first? This networking table will discuss the struggles people have when the questions “don’t appear to apply us” and is aimed at using the user’s guide along with your critical thinking about what you know about your company’s (or the companies you consult) EHM program.
About the Networking Leader
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Universities
Universities, take this opportunity to network, share and learn from other University colleagues implementing employee health and well-being programs. Discuss what’s new and what’s on the horizon, including unique challenges, creative approaches, leadership engagement strategies, culture change efforts and evaluation results.
About the Networking Leader
Abstract About the Networking Leader
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Phone: 952-835-4257 FAX: 952-831-0848 ©HERO 2009