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ADT
Abacus Health Solutions
AbilTo
Accolade, Inc.
Aetna
Affinia Group
Alere
American Council of Engineering Companies Life/Health Trust 
American Heart Association
American Psychological Association
American Specialty Health
Aon Hewitt Consulting
BAE Systems Inc.
Barry-Wehmiller Companies, Inc.
Best Doctors
BioIQ
Blue Cross & Blue Shield of MA
Blue Cross & Blue Shield of MN
Boeing Company
Bravo Wellness, LLC
Businessolver
Central Michigan University
Corning Incorporated
Corporate Health Partners 
Covidien
DTE Energy
Dow Chemical Company
Eastman Chemical Company
Engaged Health Solutions
Enquiron
EXOS WORKS
Ergotron, Inc.
Findley Davies
Gardant Global Inc.
GlobalFit
Goldman Sachs
Google
Graco
Health to You
HealthFitness
HealthPartners
HealthSTAT, Inc.
Healthways
Healthyroads, Inc.
Hennepin County HealthWorks
Hooper Holmes
Howard County Public School System
HUB International
Humana Vitality
Hylant
IBM
INTEGRIS Health, Inc.
Intermountain Healthcare/Selecthealth
Interactive Health
Johnson & Johnson
Kaiser Permanente
Keas
Kimberly-Clark Corporation
Life Time Fitness
Lincoln Industries
Limeade
LL Bean
Lockheed Martin
Lockton Companies
Marsh & McLennan Agency
MasterBrand Cabinets
Mayo Clinic
Medical Mutual of Ohio
MediFit Corporate Services
The MetroHealth System
Mercer
MHN/Health Net
Michigan State University
National Academy of Sports Medicine
National Security Agency
NextEra Energy
Norton Healthcare
Nurtur
Ohio State University
Onlife Health
Optum
Oregon Center for Applied Science
Performance pH
PepsiCo
Pfizer
Preventure Inc.
Prudential Financial
Quest Diagnostics
RedBrick Health
Sanofi, US
Schwan Food Company
Shape Up
SeeChange Health Solutions
Shell
Spafinder Wellness, Inc.
St. Jospeh Health
State of Nebraska
StayWell Health Management
Target Corporation
Towers Watson
Truven Health Analytics
Tufts Health Plan
Universities Wellness Alliance of Kentucky
University of Alabama
University of Arizona
University of Iowa
University of Michigan
University of Minnesota
US Preventive Medicine
UPMC Health Plan
VAL Health
Vanderbilt University
Virgin Pulse
WebMD Health Services
Wells Fargo
Yale University

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

Julia HalbergGeneral Mills: Branding Employee Health & Wellness
Julia Halberg, MD, MS, MPH

Vice President, Global Health & Chief Medical Officer
General Mills

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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:

  1. Describe how a brand strategy provides critical consumer insights into our employees’ health and wellness thinking.
      
  2. Recognize how the brand architecture helps focus all health and wellness marketing efforts.
      
  3. State how this branding process drives the communication plan.
      
  4. 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.


Jack GroppelOrganizational 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

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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:

  1. Describe the historical perspective of how (and one possible explanation why) our health has deteriorated over the last half century.
      
  2. Clarify how the health of individuals, teams, and leadership can impact (positively or negatively) the enterprise as a whole.
      
  3. 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


Seth Serxner
Wendy Lynch Bruce sherman

Seth Serxner, PhD
Chief Health Officer
and Senior Vice President of population health
Optum

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

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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:

  1. Describe two different employer approaches to workforce health improvement
       
  2. Assess existing research in support of these contrasting strategies
      
  3. 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"

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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:

  1. Describe the Healthy Interactions model and Conversation Map methodology.

  2. Review the effectiveness of the Healthy Interactions model (Conversation Map) at enrolling and engaging employees in health management programs.

  3. Analyze the impact of creating innovative and promotional strategies on attracting interest and driving higher pre-registration rates.

About the Speaker

Margaret Fenner-GulledgeMargaret Fenner-Gulledge, Physician Assistant, MBA, is the Manager of Health and Wellness at American Water and brings 25 years of experience in managing award-winning wellness programs to the organization. She, along with the institutions she worked for, has won awards such as the Ad Wheel, American Heart Association’s Gold Level, National Business Group on Health Award and the Philadelphia Business Journal’s Healthiest Employer Award. Ms Fenner-Gulledge holds an MBA in Healthcare Administration and is a physician assistant. She is on the board of multiple organizations including Wellness Council of America‘s board of advisors.


DTE Energy
"Incentives and Beyond: New Approaches to an Old Problem – Behavior Change"

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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:

  1. List common mistakes in health behavior change and ways to overcome them

  2. Identify the challenges involved in administering multiple incentive programs

  3. Summarize best practices in incentive design as part of a comprehensive, best-practice health and wellness strategy

About the Speaker

Susan BaileySusan Morgan Bailey is the manager of health and wellness at DTE Energy, a Detroit, Michigan-based energy company In her role, she applies her passion for empowering others to lead healthy, happy, high-energy lives by designing, implementing and coordinating evaluation of an award-winning health and productivity management strategy which serves more than 20,000 employee, retiree and dependent members of the DTE Energy family. She is a Certified Intrinsic Coach® and Certified Health Education Specialist with a Bachelor of Science in Education from Central Michigan University.  She also holds a Master of Science degree in Health Promotion from the University Of North Carolina, Charlotte.  Most recently, Ms Bailey was recognized as an expert in the field of health promotion when she was appointed to the Editorial Board of the publication of the International Association for Worksite Health Promotion in 2010, in addition to serving as a founding board member of the Michigan Wellness Council.


Eastman Chemical Company
"Engaging Families in the Wellness Journey"

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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:

  1. Identify how family involvement can improve health outcomes
       
  2. Determine both advantages and pitfalls to implementing a families initiative
      
  3.  Develop a plan for your own company/organization to engage families and community in health improvement

About the Speaker

Diane ReedDiane Reed is the Integrated Health Manager for Eastman Chemical Company.  With Eastman since 1979, Diane has spent the majority of her career in the quality and organizational effectiveness arena.  During this time, Diane developed quality processes and led initiatives with health plan administrators, community leaders, and health care providers.  In her current role, Diane is responsible for advancing the integrated health strategy for Eastman Chemical Company, a multinational corporation with sales in excess of $7B.  The mission of Eastman’s Integrated Health organization is to integrate all health-related services to improve the health and productivity of employees and their dependents. Diane received her BS in marketing from the University of Tennessee.


GlaxoSmithKline
"The Endgame: Planning with the end in mind to build a sustainable high performance culture”

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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:

  1. Articulate the business case for enhancing energy & resilience within their organizations

  2. List tools for developing  a comprehensive strategy for enhancing energy and resilience in their organizations

  3. 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

Julia BrandonJulia Brandon, PhD, Director of Environment, Health & Safety Excellence GlaxoSmithKline, is part of the Organizational Research and Design Team. She has over 10 years of experience in leadership and organizational development, applied research and instruction. Most recently she has been managing research projects, evaluating GSK’s employee programs to accelerate the company’s strategic initiatives, and working with staff to develop key metrics that communicate organizational performance through dashboards. Previously she served as an assistant professor of psychology at Elon University and adjunct faculty at the Center for Creative Leadership, working on research for their Women in Leadership program. She has been teaching yoga and other wellness programs in corporations, non-profit organizations, and schools for over twelve years.  Dr. Brandon is a workshop leader of stress reduction techniques that are derived from yoga and scientific research on work/ life balance and  is known for her warmth and energizing spirit.
    

Jeannie JonesJeannie Jones, MA, Manager, Health & Well Being, GlaxoSmithKline has worked in the field of Corporate Health & Wellbeing for over 20 years; her experience spans manufacturing, telecommunications and pharmaceuticals. In her roles, she has helped create, implement, and evaluate integrated solutions promoting employee health and wellbeing in large corporations. She is in the Health, Sustainability and Performance Center of Excellence and was certified by the Human Performance Institute to deliver Energy for Performance workshops at GSK. She also received her certification in the Intrinsic Coaching methodology and Human Capital Strategist designation from Human Capital Institute. Ms. Jones earned a Masters in Exercise Science from East Carolina University


LL Bean
"Pushing Beyond Participation –Using measurement and evaluation to create sustainability"

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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:

  1. Explain the importance and multiple benefits of measuring and evaluating Wellness program efforts.
       
  2. Discover strategies for effectively measuring program success.
      
  3. Illustrate successful implementation of measurement strategies and the impact that data has on program evolution.

About the Speaker

Susan TuftsSusan Tufts is the Wellness Program Manager at LL Bean. Susan's programming efforts has reduced  employee smoking rates from 24% in 1985 to less than 7% today; tobacco free grounds, subsidized healthy offerings in our cafeterias and vending machines and a comprehensive health risk assessment program that is integrated with our Benefits plan. LL Bean has experienced significant reduction in health risk factors, and impressive cost savings including a 5.3:1 ROI from our Healthy Lifestyles program  – evaluated through multiple claims analyses.  Ms Tufts has degrees in Nursing, athletic training and exercise physiology/cardiac rehabilitation.



Marsh & McLennan Companies
"Putting a “Twist” on Traditional Recruitment Models"

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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:

  1. Articulate the mixed success of traditional enrollment and engagement models.

  2. Describe the Health Advisor model and its financial incentive structure.

  3. Understand the effectiveness of the Health Advisor model at enrolling and engaging individuals in health coaching programs.

About the Speaker

Ray GoldbergRay Goldberg is Vice President, Benefits Strategy & Economics at Marsh & McLennan Companies.  In his role, he drives health and financial benefits programs that support the wellbeing of Marsh & McLennan Companies' 52,000 colleagues worldwide. HE has 25 years of experience in HR, Benefits, Technology, and Operations − including leadership roles at Bankers Trust, Deutsche Bank and Lucent Technologies. He is a recognized expert in the areas of wellness, retirement and HR technologies.  Mr. Goldberg has a degree in computer science from Columbia University



Pfizer
Assessment of Gaming on Employee Health & Wellness

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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:

  1. Define an innovative technology platform which will demonstrate how social networking and gaming technologies can impact health and wellness programming.

  2. Articulate how and why Pfizer has integrated this platform into its present Health and Wellness program strategy.  

  3. Summarize how employee participation and continuous engagement can translate to overall satisfaction and behavior change in their employees.

About the Speaker

Rick BrunoRick Bruno is the Senior Director Health and Wellness at Pfizer. He joined Pfizer in 1988 as a health and fitness specialist. Following a series of promotions within the Corporate Human Resources division he was named Sr. Director Health and Wellness in 2009.  He is responsible for Pfizer’s on-site fitness centers, physical therapy, on-site clinics, ergonomics, health promotions, employee’s assistance and work/life programs.  The Pfizer health and wellness program has received the C. Everett Koop award in 1999 and 2010.  He also served as an adjunct professor at Long Island University in the exercise science department. Mr. Bruno holds a BS in exercise science from SUNY Cortland and an MS in exercise physiology from Queens College.


Prudential Financial, Inc.
"Creating and Sustaining a Culture of Health"

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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:

  1. Identify the key elements of a culture of health

  2. Appraise one's progress on developing a culture and methods for improvement

  3. Detect key roadblocks to implementing a culture of health

About the Speaker

Andy CrightonK. Andrew Crighton, MD is Chief Medical Officer for Prudential Financial, which is the FORTUNE 64 Corporation. In this role he manages Health and Wellness with oversight of domestic and international employee health and safety issues; as well as Prudential’s medical clinics; fitness facilities; Employee Assistance and Return to Work programs; and Work/Life vendors. .  His interest lies in total health management including health care effectiveness and its interaction on productivity in a corporate environment.  Dr. Crighton is a Clinical Associate Professor of Medicine at Seton Hall University, serves on the board and executive committee of the New Jersey Arthritis Foundation and is co-chair of the Newark, New Jersey Cancer Initiative


Sprint
"An Innovative Approach to Wellness:  Engaging, Social, and Successful"

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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:

  1. Utilize social networking, gaming and competition to create a successful social wellness program
  2. Discuss and compare innovative tools, technologies, and media platforms that can be applied to the wellness industry, such as eCoaching and mobile messaging
  3. 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 

Collier CaseCollier Case is Director of Benefits for Sprint Nextel Corporation. He is responsible for the strategic design, implementation, communication, and vendor contracting for Sprint’s health, wellness, life, disability and retirement programs covering 40,000 active and 3,000 retired employees. His team supports Sprint’s on-site health clinics and fitness centers, as well as numerous other employee support programs including employee discounts, education assistance and employee assistance plans. Sprint’s programs have won numerous recognitions including the National Business Group on Health Gold Award for Best Employers for Healthy Lifestyles. Mr. Case currently serves on the board of the Mid-America Coalition on Health Care and advisory panel for the Partnership for Workplace Mental Health. Prior to joining Sprint in 2002, he spent more than 20 years supporting benefits strategy, administration and labor relations for Westar Energy, UMB Bank, and LTV Steel. Mr. Collier obtained his BA in psychology from Miami University, Oxford, Ohio and master of labor and human resources from The Ohio State University, Columbus, Ohio.


University of Michigan
"A Strategic Approach to building an Engaging and Sustainable Program"

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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:

  1. 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. 

  2. Describe a variety of environmental and cultural supports that are integral to creating a culture of health.

  3. Describe how accessibility of effective programs and services, including successful communications, can be integral in employee engagement.

About the Speaker

LaVaughn Palma-DavisLaVaughn Palma-Davis, MA is currently the Senior Director for University Health and Well-Being Services at the University of Michigan.  In this role, she provides leadership for strategy, program implementation, marketing/communications, financial management, operations and evaluation.  MHealthy, the University’s population health management program, is an ambitious collaborative effort to leverage the University’s resources to promote the health and well-being of faculty, staff, dependents and retirees and contain health care costs.  MHealthy also provides wellness and risk reduction services to UM Health System patients and the community. She has served in a variety of capacities for the UM Health System as well as for Blodgett Memorial Medical Center.  She also served as the project director for leadership development strategy for the Health System and oversaw the UMHS Child Care Center.  Ms Palma-Davis received her BS in health education from the University of Dayton and her master's degree in public health education from Central Michigan University.

Innovators Workshops

Communication Differentiation Strategy

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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:

  1. Identify and understand the components of an effective communication strategy
      
  2. Understand effective communication differentiation
         
  3. Identify messaging and communication strategies based on client’ specific needs

About the Speaker

Brenda SchmidtBrenda Schmidt brings more than 25 years’ experience in health program management, healthcare marketing, business development, worksite health strategic planning, and practical-application of effective health behavior change models. She has successfully developed multiple strategies that support a healthy corporate culture including those within hard to reach industries. These strategies have proved to be instrumental in reducing health care expenditures for Viridian’s clients.  She is an Adjunct Professor in the Health Sciences Department at Arizona State University, and a member of the HERO Think Tank. Ms. Schmidt is leading the National Healthy Worksite Program, an implementation contract awarded to Viridian through the Centers for Disease Control and Prevention.
     

Marissa HudsonMarissa Hudson brings over 10 years of industry experience to the organization. With a background that includes extensive experience as a health educator, program manager and strategic account manager. She has been instrumental in designing effective strategies to maximize program engagement and outcomes for Viridian’s clients and partners nationwide. She is chair of the Implementation Team for the National Healthy Worksite Program, a contract awarded to Viridian through the Centers for Disease Control and Prevention. Ms. Hudson has successfully developed multiple strategies that support a healthy corporate culture including those within hard to reach industries. These strategies have proved to be instrumental in reducing health care expenditures for clients


The Impact of Physical Activity Programs on Company Culture and Costs

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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:

  1. Summarize a new model for evaluating wellness programs.
        
  2. Explain why even small increases in physical activity, such as walking, can be the preferred modality.
       
  3. List multiple references to research regarding American attitudes toward exercise.

About the Speaker

Robert GoldsmithRobert Goldsmith is the Executive Director Employee Health for Novartis Pharmaceutical Company, where his responsibilities include oversight of occupational health, emergency medical services, acute care, and wellness programs.  Prior to his employment with Novartis, he served as Associate Global Medical Director for the General Electric Company and had been in private medical practice in his hometown of Stamford, Connecticut.   Dr. Goldsmith received his medical degree from Albert Einstein College in New York, trained at Greenwich Hospital and the Yale-New Haven Medical Center and earned his MS in Public Health from the University of Connecticut.
   

Andy GreenbergAndrew Greenberg is Senior Vice President of Marketing and Product Development at GlobalFit where his responsibilities include developing new products, designing and implementing marketing plans, and overseeing market research, trend analysis, and strategic alliances.  He has spent nearly 20 years creating and delivering technologies that help individuals achieve healthy behavior change.  Prior to joining GlobalFit Andy was co-founder and Executive Vice President at FitLinxx, Inc., which he helped grow from its initial concept to the installation of its interactive exercise coaching and feedback technology at more than 700 fitness facilities in the U.S. and Europe. Andy graduated from Cornell University with a degree in Physics and holds patents for the development of the FitLinxx technology and GlobalFit Destination: You application.


Innovation at Work: How two companies took a fresh approach to communications to sustain engagement

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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:

  1. Summarize what is known from the research about the impact of communication on participation in programs.

  2. Describe at least two different communications strategies that employers have used to promote participation in programs.

  3. Identify at least one challenge that must be overcome when implementing one of the communications strategies profiled in the presentation.

About the Panelists

Jessica GrossmeierModerator: Jessica Grossmeier, PhD, is Vice President of Research for StayWell Health Management. In this position, Grossmeier provides research consultation and oversees the design and implementation of studies that examine population health processes as well as health and financial outcomes of health management programs. Dr./ Grossmeier holds a Doctor of Philosophy degree in Public Health from Walden University, a Master ofPpublic Health degree from the University of Minnesota, and a Bachelor’s degree in Exercise Science from the University of Wisconsin.
  

Karen MarchiKaren Marchi is Health and Wellness Manager for Bayer Corporation, responsible for delivering wellness benefits to Bayer’s 13,000 US-based employees.  Bayer is a global enterprise with core competencies in the fields of health care, nutrition and high-tech materials. Prior to joining Bayer’s corporate team, she was Benefits Manager for MEDRAD, Inc., a Bayer subsidiary, that is among an elite group of only five companies to have twice won a Malcolm Baldrige National Quality Award.  In addition to corporate benefit management positions, she has held human resource consulting roles with Mercer and Ernst & Young.  Ms. Marchi earned dual degrees in business and economics from the University of Pittsburgh and she currently serves on the Board of Directors for the Pittsburgh Business Group on Health. 

Lisa MrozinnskiLisa Mrozinski, Total Rewards Manager for Robert W. Baird & Co. is responsible for the overall design, strategy and integration of Baird’s total rewards programs including retirement, health, welfare, wellness, time/work/life and non-monetary benefits. She has 20 years of total rewards experience in both an employer and consulting capacity. She serves on the Board of Directors of the Wellness Council of Wisconsin, on the Milwaukee Public Schools Joint Health and Productivity Committee. Ms. Mrozinski graduated from Marquette University with a BA in Communications.
    

 

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:

  1. Understand of the economic toll that obesity has on employers
       
  2. Understand the benefits and framework of a successful obesity prevention and management program
       
  3. Become familiar with partnerships and resources related to obesity prevention and management at the workplace
       
  4. Identify steps to begin an obesity management program at your workplace

About the Speakers

Melondie CarterMelondie Carter, RN, DSN of Associate Professor in the Capstone College of Nursing, University of Alabama. She is a highly respected practitioner of employee health and wellness and an integral member of the Office of Health Promotion and Wellness.  Additionally, Melondie is a nurse, teacher, researcher, lecturer, and writer.  Her teaching is focused in the areas of Community Health and Introduction to Professional Nursing.  Her research interests are focused in the areas of decision support for nursing, and the effectiveness of corporate wellness programs in small industry. Melondie earned her BSN. from the Troy State University, her MSN in adult health, as well as her DSN in community mental health with a functional role of nursing service administration from the University of Alabama at Birmingham
  

Rebecca KellyRebecca Kelly, PhD, RD, CDE serves as Assistant Professor and Director of Health Promotion and Wellness for the University of Alabama. She is a leader in the field of corporate wellness, health and productivity management, and performance nutrition. Rebecca is a registered dietitian, exercise physiologist and certified diabetes educator. Over the span of 15 years, she has led a nationally recognized health and wellness program for a manufacturing company in Birmingham, AL. Rebecca's expertise is in creating a culture of health and productivity excellence through her ability to engage a high level of employees in wellness initiatives. Dr. Kelly completed both her doctoral and master's degrees from the University of Alabama at Birmingham and received her bachelor's degree in nutrition and food science from Auburn University.
  

Spencer KerlSpencer Kerl is a Senior Pre-Medicine student at the University of Nebraska, Lincoln, and will graduate with degrees in psychology and biology.  He  has spent nearly four years working with WorkWell, a Nebraska worksite wellness council, developing healthy tools and incentive programs, and assisting the in Health Risk Assessment development, administration, and analysis. He has received grants and performed research for several pediatrics fields at UNL, including pediatric psychology, and the relationship between worksite wellness and childhood obesity and nutrition.  Mr. Kerl intends to go to medical school, and then pursue a career as a physician in the United States Army.


Overcoming Misdiagnosis: How Savvy Employers are Bettering Health Care

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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:

  1. Understand how misdiagnosis happens and how leading employers are working to combat it

  2. Integrate health care vendors to work together to ensure accurate diagnosis and treatment

  3. Implement strategies and develop programs to reduce high cost claims

About the Speaker

Evan FalchukEvan Falchuk, JD, serves as Vice-Chairman of Boston-based Best Doctors, Inc... He has worked at Best Doctors for the past 13 years, and currently serves as Vice Chairman where he leads Public Affairs, Public Relations and Public Speaking efforts.  Prior to this role, the Boston native directed global operations related to providing Best Doctors’ services as COO of the company.  He also served as General Counsel. And, as President & CSO, he defined and established short- and long-term corporate objectives that built shareholder value for Best Doctors.  He also oversaw hospital and physician contracts for payments of international medical claims in the US and abroad as Director of Network Development when he first joined the global health company.   Prior to joining Best Doctors, Mr. Falchuk was an attorney at Washington, DC’s Fried, Frank, Harris, Shriver and Jacobson, where he focused on internal investigations and SEC enforcement cases. Mr. Falchuk currently serves on teams at several nationally prominent health policy organizations, including the National Coalition on Health Care, the American Benefits Council, and the National Business Group on Health.


Personalized Messaging: the key to increasing employee engagement in preventative health and wellness programs

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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:

  1. Identify the secrets to dramatically increasing member/employee participation in health and wellness programs

  2. Understand the barriers to participation and how to effectively overcome them

  3. 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

Prashant SrivastavaPrashant Srivastava, PhD is Chief Operating Officer and cofounder of Evive Health, LLC in 2007 to encourage employees to seek appropriate healthcare and live healthier, more productive lives. Dr. Srivastava, PhD directs product development, healthcare analytics and operations for Evive Health. Prior to founding Evive Health, Srivastava directed clinical operations for Focused Health Solutions. Dr. Srivastava earned an MBA from the University of Chicago (’05) and a Ph.D. in Chemical Engineering from Michigan State University.

 

Lisa ShuLisa 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.

The value of worksite-based influenza vaccination campaigns targeting both employees and families

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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:

  1. Describe the impact of worksite-based educational programs, care delivery innovations, and family involvement on outcomes

  2. Articulate the importance of worksite strategies for engaging both employees and families in health initiatives

  3. Identify strategies for improving program engagement while minimizing costs

About the Speakers

Bruce ShermanDr. 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. Bruce 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. Bruce continues as a member of the clinical faculty in the Department of Medicine at the Case Western Reserve University School of Medicine. .He 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.

Cori OfsteaCori Ofstead is the CEO of Ofstead & Associates, Inc. where she leads a multidisciplinary team that specializes in designing and conducting real-world studies to validate healthcare guidelines, treatments, and product claims.  As an epidemiologist with 25 years of research experience, her findings regarding guideline adherence and decision-making by healthcare providers and patients have been published in several peer-reviewed journals. The results of her studies have contributed to changes in national policies about healthcare worker vaccination, and they have been cited in guidelines published by the CDC, the Joint Commission, and the Infectious Diseases Society of America.  She currently serves as a reviewer for Vaccine, the American Journal of Infection Control, and the American Public Health Association. Cori specializes in interpreting scientific evidence for diverse audiences. Prior to founding Ofstead & Associates, Ms. Ofstead coordinated outcomes research projects at InterStudy and the American Group Practice Association.


Wellness Incentives – What Role in Engaging Employees is a Health and Performance Culture?

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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:

  1. Summarize what is known from research and practice about the impact of financial incentives on participation and population health.

  2. Describe risks and unintended consequences of incentives and how to avoid them.

  3. 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

David AndersonDavid R. Anderson, PhD, LP is Senior Vice President & Chief Health Officer and a co-founder of StayWell Health Management, a leading national provider of health management programs and services. Since 1985 he has been the primary architect of StayWell's population health strategies, programs and tools. He also shares corporate strategic leadership and has consulted on client programs that have won nearly 50 major industry awards. He has conducted groundbreaking research of the effectiveness and cost impact of StayWell programs and coauthored several landmark studies. He is past Chairman of the Board of the Health Enhancement Research Organization (HERO) and chairs its Research Committee, 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. He has also served on expert panels for CMS, CDC/P, NIOSH, NCQA, and AHRQ.
  

Paul TerryPaul E. Terry, PhD is the Chief Executive Officer of StayWell Health Management, a leading national provider of health management programs and services... He returned five years ago to StayWell, where he began his health management career, after serving as President and CEO of the Park Nicollet Institute, a health care research and education organization. He was a two time Senior Fulbright Scholar, a Group XV Kellogg National Fellow and a principal investigator of a three year CDC funded study of the effectiveness of different models of worksite health promotion. The programs that he has led have won the C. Everett Koop National Health Award and he is co-author of four books including “Well Advised: Your Guide to Making Smart Health Decisions.” Dr. Terry earned his PhD from the University of Minnesota and his masters from Minnesota State University at Mankato, where he was honored with the Distinguished Alumni Humanitarian Award.

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:

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

About the Panelists

Ron GoetzelModerator: Ron Goetzel, PhD, is the VP of Consulting & Applied Research for Truven Health Analytics and Research Professor - Emory University - At Truven and Emory, 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, and multiple businesses, including HERO. Dr. Goetzel is also President and CEO of The Health Project, which is responsible for the C. Everett Koop National Health Awards. Since 1994, The Health Project has been the premier organization that identifies and recognizes exemplar health promotion programs.
  

Vicki GeorgeVictoria George is the National Executive Director, Program Evaluation, HealthWorks and Product Innovation for Kaiser Permanente. She is responsible for evaluating Kaiser Permanente’s workforce wellness programs and pilot projects. The workforce wellness programs are designed to support employer efforts to improve the health and productivity of their employees. Ms George 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, Ms. George 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.
  

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


Financial Incentives: A Tool to Improve Health?

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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:

  1. 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.

  2. 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).

  3. Define the key components of a reasonably designed outcomes-based incentive employer sponsored wellness program.

About the Panelists

Rhonda WillinghamModerator, Rhonda Willingham  is the 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. She previously worked for 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. She has successfully led the sales process and implementation of numerous organizations including innovative integration initiatives and population development with a particular focus on health and wellness impacts. Ms. Willingham earned a BS degree in nursing from the University of Florida.
   

David AndersonDavid R. Anderson, PhD, LP is Senior Vice President & Chief Health Officer and a co-founder of StayWell Health Management, a leading national provider of health management programs and services. Since 1985 he has been the primary architect of StayWell's population health strategies, programs and tools. He also shares corporate strategic leadership and has consulted on client programs that have won nearly 50 major industry awards. He has conducted groundbreaking research of the effectiveness and cost impact of StayWell programs and coauthored several landmark studies. He is past Chairman of the Board of the Health Enhancement Research Organization (HERO) and chairs its Research Committee, 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. He has also served on expert panels for CMS, CDC/P, NIOSH, NCQA, and AHRQ. Dr. Anderson is a licensed psychologist and has published numerous professional papers and speaks regularly on health management issues.
  

Alan BalchAlan Balch, PhD,  is the Vice President of the Preventive Health Partnership for the American Cancer Society (ACS), the American Diabetes Association (ADA), and the American Heart Association (AHA).  The goal of this joint initiative is to encourage the prevention and early detection of cancer, diabetes, heart disease and stroke by increasing public awareness about healthy lifestyles, increasing the focus on prevention among healthcare providers, and supporting public policy to increase funding for and access to prevention programs and research.  Mr. Balch previously held the position of Executive Director of Friends of Cancer Research – a Washington D.C. based non-profit that works with members of the medical, scientific, and advocacy community to identify and overcome barriers to the advancement of cancer research. 
 

Robert JacobsRobert 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.
    

Ron LoippkeRon Loeppke, MD, MPH, FACOEM, FACPM is Vice-Chairman of U.S. Preventive Medicine (USPM), and serves as co-chair of the company’s International Advisory Board. USPM provides primary, secondary and tertiary prevention services for employers, health plans, and government entities as well as directly to consumers. He is Board Certified in Preventive Medicine; Fellowship trained in Occupational Medicine and is a Fellow of both the American College of Occupational and Environmental Medicine (ACOEM) and the American College of Preventive Medicine, (ACPM). Dr. Loeppke is chairman of the Integrated Benefits Institute (IBI) and is a member of the Board of Directors of ACOEM. He also serves as Co-Chairman of the ACOEM Section on Health and Productivity, which is actively involved in defining and establishing measurement criteria for research in health and productivity initiatives, as well as assimilating input from practice experts in the field, employers, corporate medical directors, employer coalitions, pharmaceutical companies, the provider community and other key stakeholders on the frontlines of the health and productivity arena.
 

Laurie WhitselLaurie 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.

Pathways To Sustainability

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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

  1. Analyze and discuss the key factors that contribute to program sustainability.

  2. Identify communications and incentive strategies that drive engagement over time.

  3. Illustrate examples of successful and sustainable health management programs.

About the Panelists

JaegerModerator: Missy Jaeger is a Senior Director and leads the WebMD Health Management Consulting group.  She has responsibility for client strategy in collaboration with the WebMD team as well as the client team and has oversight for the WebMD Onsite Services team. Missy has been in the health management industry for over 20 years, has managed worksite health promotion programs for two Fortune 500 companies, one where her work helped contribute to receipt of the C. Everett Koop National Health Award. She most recently worked as a Principal in the Total Health Management practice in a leading HR consulting firm. There she worked with clients designing, implementing and evaluating Health Management programs, and specifically, integrating the programs with the clients overall benefits strategy.
      

Catherine BaaseCatherine M. Baase, MD, is the Global Director of Health Services for The Dow Chemical Company. She has direct responsibility for leadership and management of all Occupational Health, Epidemiology, and Health Promotion staff and programs around the world. In addition to these roles and along with the Global Director of Benefits, she is responsible for the Dow Health Strategy. Dr. Baase is also involved in health policy and health issue management at Dow. Previously, she was the Director of Health Care Strategic Planning with direct responsibility for the US health benefit plans.  Dr. Baase is also on the Board of Directors of the Partnership for Prevention and on the advisory boards of The Institute for Health and Productivity Management as well as the US Cochrane Center.  

Andy CrightonK. Andrew Crighton, MD is Chief Medical Officer for Prudential Financial, which is the FORTUNE 64 Corporation. In this role he manages Health and Wellness with oversight of domestic and international employee health and safety issues; as well as Prudential’s medical clinics; fitness facilities; Employee Assistance and Return to Work programs; and Work/Life vendors. His interest lies in total health management including health care effectiveness and its interaction on productivity in a corporate environment.  Dr. Crighton is a Clinical Associate Professor of Medicine at Seton Hall University, serves on the board and executive committee of the New Jersey Arthritis Foundation and is co-chair of the Newark, New Jersey Cancer Initiative.

 

Hank OrmeHank Orme joined Lincoln Industries in May 1999 after retiring from a 33- year career with Whirlpool Corporation.  He joined Whirlpool as a management trainee and worked in several different departments including human resources, sales, and operations.  In the 13 years prior to retiring from Whirlpool, he was responsible for the operations of different business units, beginning with the after market unit in 1986.  Next, he started Whirlpool's' tele-services unit, which today has more than $500 million in sales.  In his last position at Whirlpool, hew was in charge of the company's China operations.  He joined Lincoln Industries in April, 1999 and was named the company's president in October, 2001.  Hank's biggest contribution to Lincoln Industries success has been his impact on the company's culture.  Hank knows every employee and the people of Lincoln Industries know he is available 24 yours a day, 7 days a week.  He is the architect of an empowerment program that trust people to make decisions fro themselves.  The result is a high performance company where people are not afraid to fail.  In the end, Hank has helped build a culture where people trust him and each other.

 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:

  1. 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.

  2. 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

  3. 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

Shelly WolffModerator: Shelly Wolff is the East Division Health Management Leader in the Health and Group Benefits Practice for Towers Watson. Miss Wolff is a health and productivity expert who provides a wide variety of strategic consulting services in all aspects of health management, care management, wellness and prevention, and strategic planning with clients. She has extensive experience working with employers to design and implement health management programs. Prior to joining Towers Watson, Shelly came from General Electric where she was responsible for their Workplace absence, disability and health programs for nine years. Her expertise extends outside the U.S. having led global initiatives within GE that resulted in higher productivity, improved access to medical care, higher employee satisfaction and better financial results for the business units due to lower replacement costs. Miss Wolff holds a MBA from the University of St. Thomas, Minneapolis, MN and Masters Degree in Vocational Rehabilitation Counseling from the University of Minnesota.

Patricia BensonPatricia Benson, MEd is Director, Get Healthy Now, University of Louisville. Ms. Benson 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 Ms. 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.

Josh Glynn

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. 

Steve LaffertySteve Lafferty is currently one of two directors of benefits at Target Corporation and is responsible for all health and wellness benefits for more than 300,000 Target team members in the U.S. In addition to overseeing the health and wellness benefit plan design and implementation, he is also responsible for the development and implementation of Target’s cross-company well-being strategy which impacts all aspects of the team member’s experience at Target. Mr. Lafferty has been in this current role since November, 2007. Prior to joining Target, Mr. Lafferty held various Merchandising positions with Office Depot in Delray Beach, FL and The Home Shopping Network in St. Petersburg, FL. Steve received his bachelors  from the University of Florida.

Bob Soroosh

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

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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:

  1. Explain what Non–Exercise Activity Thermogenesis is.
      
  2. Recognize the importance of NEAT and its role in the obesity epidemic.
      
  3. Determine what NEAT promoting methods can be implemented in their workspace.

About the Speaker

Gabe KoeppGabriel Koepp, MHA, BS, Project Manager Mayo Clinic in Rochester, Minnesota. He has developed and managed projects that research mobile healthcare delivery and active environments. Numerous research projects have been publicized on local media, and nationally on ABC. Gabriel was also the Director of Clinical Services for Muve Incorporated, an award winning Mayo Medical Venture Company founded in 2007. Mr. Koepp received a bachelor’s of Science degree in kinesiology from the University of Minnesota and a masters of Healthcare Administration degree from Andrew Taylor Still University in Kirksville, Missouri.


HERO EHM Best Practice Scorecard in Collaboration with Mercer – 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 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:

  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 NoeldnerDr. 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.  Dr. Noeldner received his M.S. in adult fitness – cardiac rehabilitation and a PhD in exercise science with concentrations in Sport Psychology, exercise physiology, and biomechanics.


Scorecard Case Study - Zions Bancorporation

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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:

  1. Identify the strengths and areas of potential improvement in their wellness initiatives using the HERO Scorecard results.

  2. Apply suggestions from the HERO Scorecard results to their wellness initiative strategy.

  3. Recommend strategies to their management team that will build a stronger wellness initiative.

About the Speaker

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

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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:

  1. Describe the HERO Research Committee operations

  2. Determine the effectiveness of well-being

  3. Identify how the HERO Research Partners operates

About the Speaker

David AndersonDavid R. Anderson, PhD, LP is Senior Vice President & Chief Health Officer and a co-founder of StayWell Health Management, a leading national provider of health management programs and services. Since 1985 he has been the primary architect of StayWell‟s population health strategies, programs and tools. He also shares corporate strategic leadership and has consulted on client programs that have won nearly 50 major industry awards. He has conducted groundbreaking research of the effectiveness and cost impact of StayWell programs and coauthored several landmark studies. He is past Chairman of the Board of the Health Enhancement Research Organization (HERO) and chairs its Research Committee, 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. He has also served on expert panels for CMS, CDC/P, NIOSH, NCQA, and AHRQ. Dr. Anderson is a licensed psychologist and has published numerous professional papers and speaks regularly on health management issues.
   

Dr. Carter Coberley is the Director of Health Research and Outcomes at Healthways. This team is focused on leveraging advanced analytics to measure and improve the health and well-being of millions of individuals worldwide.  Over the years this team has published numerous peer reviewed research studies on outcomes and well-being improvement. Carter received his Ph.D. in Biomedical Sciences with a specialization in Bioinformatics from the College of Medicine at the University of Florida, and his bachelor’s degree in Microbiology from Oregon State University.

 
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

Seth SerxnerSeth 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



Connecting Community and Employers

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

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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

Ed FramerEdward Framer, PHD is Director, Health AND Behavioral Sciences. Edward brings expertise in behavioral medicine, health assessment, behavior analysis, preventive health services, organizational psychology, and health promotion/disease prevention interventions. A behavioral psychologist with a doctorate in clinical psychology from the University of North Texas, Edward has been involved in the development of health assessments for more than 25 years. Prior to HealthFitness, he served as vice president of health sciences for HealthCalc Network, a science-and-technology-based health promotion firm which HealthFitness acquired in 2005. A past-president of the Society of Prospective Medicine, Edward’s professional background also includes serving as the southwest director of behavioral medicine for Health Management Resources, a Boston-based company specializing in the treatment of high-risk obesity and as the first Director of Wellness and Prevention for the Harris Methodist Health System of Fort Worth, TX.
  

Beth UmlandBeth Umland is Mercer’s Director of Research for Health & Benefits. She manages Mercer's flagship National Survey of Employer-Sponsored Health Plans, as well as number other annual and topical surveys, producing data and reports that are used widely by employers, the health care industry, the media, and health policymakers.  Beth was part of the team that created Version 3 of the HERO Scorecard in collaboration with Mercer, and is currently leading the team charged with developing Version 4.  She is also on the steering committee of the joint HERO/CCA Employee Health Management Measurement and Standards project. 


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

Jessica GrossmeierJessica Grossmeier, PhD, is Vice President of Research for StayWell Health Management. In this position, Grossmeier provides research consultation and oversees the design and implementation of studies that examine population health processes as well as health and financial outcomes of health management programs. Dr./ Grossmeier holds a Doctor of Philosophy degree in Public Health from Walden University, a Master ofPpublic Health degree from the University of Minnesota, and a Bachelor’s degree in Exercise Science from the University of Wisconsin.



Scorecard Lessons

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

Linday VogtLindsay Vogt, MPH, CHES began working at Capital BlueCross in 2008 as a Senior Health Education Consultant and is currently the Senior Health Management Consultant. She primarily works with Capital BlueCross Health & Wellness vendors and provides staff development to the Health Education & Wellness team who. Prior to joining Capital, Lindsay was the Integrated Learning Systems Coordinator for the Pennsylvania Department of Health, Office of Public Health Preparedness, and designated PA State Distance Learning Coordinator (DLC) by the Centers for Disease Control and Prevention (CDC). She received her Bachelor’s degree in Psychology from Sweet Briar College in Sweet Briar, VA and holds a Masters Degree in Public Health from Loma Linda University School of Public Health, Loma Linda, CA. Lindsay is also a Returned Peace Corps Volunteer (Morocco 1998-2000) and is a Certified Health Education Specialist through the National Commission for Health Education Credentialing.


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

LaVaughn Palma-DavisLaVaughn Palma-Davis, MA is currently the Senior Director for University Health and Well-Being Services at the University of Michigan.  In this role, she provides leadership for strategy, program implementation, marketing/communications, financial management, operations and evaluation.  MHealthy, the University’s population health management program, is an ambitious collaborative effort to leverage the University’s resources to promote the health and well-being of faculty, staff, dependents and retirees and contain health care costs.  MHealthy also provides wellness and risk reduction services to UM Health System patients and the community. She has served in a variety of capacities for the UM Health System as well as for Blodgett Memorial Medical Center.  She also served as the project director for leadership development strategy for the Health System and oversaw the UMHS Child Care Center.  Ms Palma-Davis received her BS in health education from the University of Dayton and her master's degree in public health education from Central Michigan University.


Workplace Stress & Resilience

Abstract
What Are Your Organization’s Greatest Strengths?” We will discuss ways for organizations to prevent stress, enhance well-being, provide screenings and/or educational resources for building coping and resilience skills, and help employees with disabling distress to successfully remain in or return to the workplace.

About the Networking Leader

Nancy SpanglerNancy Spangler, PhD is a Consultant to the Partnership for Workplace Mental Health at the American Psychiatric Foundation.  She is experienced in developing population health management, disease management, and health and organizational change strategies, including nine years with Saint Luke’s Health System in Kansas City, Missouri, and 18 with her own consulting firm, Spangler Associates, Inc. Her varied clients have included employers, managed care organizations, benefits consultants, pharmaceutical companies, professional organizations, and governmental agencies. She currently works with the Partnership for Workplace Mental Health (a program of the American Psychiatric Foundation) to promote innovative and effective approaches to addressing workplace mental health. Dr. Spangler has BS and MS degrees in occupational therapy and a PhD in therapeutic science from the University of Kansas.

 




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