HERO Forum for Employee Health Management Solutions
Hyatt Regency-Chicago O’Hare Airport
September 18-20, 2006

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CREATE EXECUTIVE COMMITMENT & CORPORATE CULTURE

(Workshop Core Component Emphasis)

Facilitated by Dow Chemical Company

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Building a corporate culture that believes in, and values health is a critical piece of the Dow Health Strategy (DHS). The strategy is grounded in a strong business case, aligned closely with key corporate strategies and strategic themes. The DHS has been developed and refined through a collaborative effort between the Health Services, Human Resources and Public Affairs functions. From the beginning, the strategy was clearly articulated as much more than an "initiative", but more of a way of doing business that needed to be embraced and continuously refined over the years to meet company goals. The general approach was to first build awareness and garner support from the leadership within these functions. A few of the efforts that are driving the development of a "culture of health" include:

1. Getting the CEO involved in the Partnership for Prevention "Leading by Example" program
    
2. Building a benefit plan design that encouraged preventive health services
    
3. Implementing an "aligned incentives" pilot program to encourage quality medical care
    
4. Becoming involved in a 4 year study through a grant from NIH to study the impact of environmental interventions on obesity
    
5. Developing a "Health Index" as a part of our corporate sustainability goals
    
6. Currently working on incorporating educational curriculum on the value of health into Dow leadership training

In addition, the metrics we have established, which are reported annually to the Office of the Chief Executive, reflect not only changes in health, health care costs, and health-related productivity, but also the building of a culture of health.

About The Facilitator

Gary Billotti, MS – Global Leader, Health & Human Performance
Gary is responsible for contributing to the strategic design and on-going review, and for leading the implementation of the Dow Health Strategy. This is a global, cross-functional effort between the Environmental, Health & Safety, Human Resources and Public Affairs functions within Dow. The ultimate goals of this approach are improved health, effective management of health-related costs, and improved health-related performance. Prior to joining Dow, Gary worked over ten years for Johnson & Johnson Health Care Systems, where he led the design and implementation of over a dozen corporate employee health management programs for companies such as Ford Motor Company, General Motors, Sears, Hormel, AT & T and Saturn. Gary has a Masters’ Degree from Kent State University. He has spoken at multiple national and international conferences, and has been a contributing author on several published research studies. Currently, he is involved in a major, NHLBI study, designed to better understand the impact of environmental and cultural approaches on obesity.

About the Company

Dow Chemical Company ( www.dow.com ) – Dow is a diversified chemical company that harnesses the power of science and technology to improve daily living. Dow has 42,000 employees who deliver products and services in 175 countries. These products and services include the provision of fresh water, food, pharmaceuticals, paints, packaging and personal care products. Annual sales are in excess of $42 billion.

CREATE HIGH PARTICIPATION & FULLY INTEGRATED PROGRAMS 

(Workshop Core Component Emphasis)

Co-facilitated by Alcon, Inc. and the Affinia Group, Inc.

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View the Affinia  presentation

Alcon, Inc. and the Affinia Group, Inc., working completely independent from each other, designed and facilitated totally integrated health care systems that are remarkably similar. All elements of the health care plan, health promotion (health assessment, risk intervention, ROI analysis), disease management, nurse line, self-care, mental health, care coordination, communication services, and fitness center (Alcon) are totally integrated. In an attempt to minimize siloing, there is major emphasis on communications across all the provider organizations. At the Affinia Group, employees sign a “Partnership in Health Covenant”. The program at Alcon, Inc. is called “My Health-ENJOY”. Programs for both companies have been operational for over one year. At the initial open enrollment, 97% of the eligible employees and dependents registered for a comprehensive health assessment… at both companies!

About the Facilitators

Bob Soroosh, MBA – Director, Benefits Administration
Bob has over 15 years experience in the after market automotive parts business. During this time, he has been Director of Training for Clevite Engine Parts and Director of Benefits Administration at the Affinia Group. He has an undergraduate degree from Baylor University and MBA from the University of Colorado. Bob is recognized as an innovator in the area of benefits administration. Bob’s daughter is a physician and wife is a nutritionist.

Don Snyder, MPA – Director, Corporate Benefits & Health Services
Don’s responsibility is global…U.S. employee benefits, worker’s compensation, disability management, and occupational health, which includes over-sight of the company medical clinic. He also provides design review for benefits programs around the world. He has 27 years work experience, which includes benefits management at Beech Aircraft and Alcon, Inc. Don has an undergraduate degree from Wichita University and an MPHA from the University of Alabama. Don is another of the nations forward thinking, highly innovative benefits directors.

About the Companies

The Affinia Group (www.affiniagroup.com )
The Affinia Group, Inc., is a global supplier of top quality automotive components for under hood and under vehicle application (brakes, chassis, filters, etc). In North America, the Affinia family of brands include Wix Filters, Raybesto, and Aimco brake products, and McQuay-Norres and Spicer chassis parts. Other brand names are available in South America and Europe. Affinia has over 11,000 employees in 19 countries around the world.

Alcon, Inc. (www.alconlabs.com)
For the past eight years, Alcon, Inc. has been one of FORTUNE magazine’s “100 Best Companies To Work For”. Most recently, it was number 34. The company has about 12,500 employees who work at locations across the United States and 75 foreign countries. Alcon, Inc. is a dominate force in the discovery, development, and manufacturing of sophisticated laser eye and cataract surgical equipment; and a number of ophthalmic pharmaceutical products for glaucoma, contact lens care, eye allergies, eye infections, and dry eye.

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UNDERSTANDING OBESITY AT THE WORKPLACE – PROMISING APPROACHES

(Workshop Core Component Emphasis)

Facilitated by HealthPartners

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Among workers, unhealthy weight is highly prevalent and leads to a variety of diseases and disorders that generate a significant burden on both direct and indirect costs for most companies across the country. Despite the fact that new products and services are introduced to the worksite that address overweight, the number of people affected continues to increase, however, successful approaches to weight management are available. This workshop provides an overview of the health and business-related issues associated with obesity, such as impact on health, health care costs, and productivity indicators. It also provides an overview of the results of a systematic review of obesity interventions on weight loss to establish a basic recognition of the promise of weight management programs. Finally, it provides insights into program design principles that allows for obesity to be addressed across the entire health continuum and the entire employee population. The workshop introduces a series of propositions directly aimed at addressing obesity at the worksite with the intention to generate a dialogue among the audience with the objective of identifying “promising practices” currently being implemented in the worksite setting.

About the Facilitator

Nico Pronk, PhD – VP, Health & Disease Management
Executive Director, HealthPartners Health Behavior Group - Nico is responsible for health promotion, disease prevention, and disease management programs for the HealthPartners employees and plan members. He is also the Executive Director for the Health Behavior Group. As a Senior Research Investigator at the HealthPartners Research Foundation, he conducts research in the areas of behavior change, population health improvement, and the impact of system-level change on health-related outcomes. Nico serves as a member of the Clinical Obesity Research Panel (CORP) at the National Institute of Health, AHIP (Alliance of Health Insurance Panel) Obesity Initiative Advisory Board, and is Chairman of the American College of Sports Medicine Interest Group for Worksite Health Promotion. He has published over a dozen books and book chapters, and over 100 scientific articles in the areas of exercise and physical activity, behavioral change, and the impact of health risk factors and the integration of health management strategies in population health initiatives. He has a doctoral degree in Exercise Psychology from Texas A & M University and completed a post-doctoral fellowship in Behavioral Medicine at the University of Pittsburg School of Medicine.

About the Company

HealthPartners (www.healthpartners.com) – HealthPartners is the largest consumer governed, non-profit health care organization in the United States. There are nearly 10,000 employees who provide a wide range of integrated health care services to patients in over 50 locations. The Health Behavior Group, which is a separate business unit, implements high impact, person centered behavior change programs that are supported by documented evidence of effectiveness.

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WEB-BASED GLOBAL COMMUNICATIONS & CV RISK ASSESSMENT RESEARCH

(Workshop Core Component Emphasis)

Facilitated by General Electric – Energy

GE Energy Health Services has a web-based computer application program called the 5-10-25 Challenge. It has been operational for over four years. The program guides and coaches individuals to eat at least 5 servings of fruits and vegetables daily, walk 10,000 steps and maintain a body mass index of less than 25. Based on reported behaviors, participants are provided with improvement guidelines. On a monthly schedule, participants are asked to report on their diet, exercise and weight for the previous 30 days. The interventions provided includes: encouraging personalized emails, personal coaching, videos, and web chats. All receive graphic feedback and encouragement to join a team. A careful analysis of outcomes indicate that improvements were statistically significant at the p=<0.05 level. Another part of the GE Energy program centers on Cardiac Risk Assessment research, which was funded by the CDC. It centers on cardiac risk coaching within the 5-10-25 format. The results to date suggest that inter and intranet tools may have a beneficial role for large employers attempting to maintain and improve the health of the workforce.

About the Facilitator

David S. Pratt, MD – Director, Health Services & Medical Operations
Dr. Pratt is a board certified internist, with sub-specially certification in pulmonary medicine and medical management. He has been with GE Energy for over ten years. Prior to this time, he was Corporate Medical Director for Hershey Foods, and developed a number of medical services for Bassett Healthcare. Dr. Pratt heads a team that operates 10 occupational medicine sites in North America, Hungary, France, Italy, Norway, United Kingdom and China. The employee health management activities that Dr. Pratt’s group manages includes: active health consumerism, cardiovascular risk reduction, fitness, obesity interventions, diabetes prevention, smoking cessation, travel medicine, influenza control, and general health advocacy. Dr. Pratt has been on the medical faculty of Columbia University, The State University of New York at Albany, and Penn State University. He is the author or co-author of more than 50 scientific articles and book chapters. His current interests include reducing variation in health care practices, developing better preventive services for working men and women at job sites, and malaria prevention.

About the Company

GE Energy (www.geenergy.com)
GE Energy has about 40,000 employees around the world, with about 22,000 of this number being in the United States. The company designs and manufactures wind, water, gas, and steam turbines that generate rotational and electric power. In addition, GE Energy builds electrical generators, nuclear power plants, photovoltaic panels, electrical controls, anti-pollution, and monitoring devices.

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BUILDING A PSYCHOLOGICALLY HEALTHY WORKPLACE

(Workshop Core Component Emphasis)

Facilitated by IBM

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IBM’s Well-Being Management Systems (WBMS) is incorporated into the “fabric” of the business. It is central to IBM’s efforts to drive employee well-being improvements consistently around the world, while allowing the flexibility to accommodate customized programs that meet specific local needs. This system is vital to the innovation, productivity, and morale of a highly dynamic business environment where an increasing percentage of the employee population is remote and mobile. Proactive programs and interventions include employee involvement, physical fitness incentives, work/life balance programs, web-based assessments, classroom workshops, web-based training/information, condition (disability) management, and an integrative mental health care program that partners with other health programs both internally and externally. Measurements include innovative use of global employee surveys, pre/post intervention analysis, health risk assessments, health benefits data mining and both use and effectiveness condition (disability) management and employee assistance programs. This Workshop addresses the implementation processes, successes of these programs and how the Well-Being Management System model is used in all IBM initiatives.

About the Facilitator

Juan Prieto, CSW, CEAP – Health Benefits, Program Manager
Mary Cummins, RN, CWCP - Senior Manager, Health Services
Juan is responsible for the design, implementation, and management of the Health Benefits Program at IBM. He has developed the Care Advocacy Model for the mental health care program and is also responsible for the development of clinical innovation in health benefits. He is leading IBM’s effort on health care fraud and is involved as the liaison between health benefits and the Diversity Program. Before joining IBM, Juan was responsible for the administration of Liver Transplant Program at Mount Sinai’s Medical Center. He has an undergraduate degree in psychology from Cornwell University, and a Master’s in Social Work from Columbia University.

Mary is the Sr. Health Service Manager for the West and has been in her position for 25 years. During her career, she has lead and participated in multiple Well-Being programs. Currently, she is part of the Global Resilience work group. She also participated in the development of and also manages the IBM National Occupational Injury Reporting Center, where all employees in the U.S. report work related incidents, worker compensation is filed, and OSHA recordability is determined. Mary was recently named the Minnesota Occupational Health Nurse of the Year.

About the Company

IBM (www.ibm.com) - IBM is the FORTUNE 10 Corporation with 300,000 employees around the world. The company provides a wide spectrum of business consulting, IT services, computer products, and software. The IBM vision is to combine deep business expertise, powerful research capabilities, and innovative ways of thinking – together with business process design and systems, and application integration capabilities.

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UNDERSTAND INTEGRATION & VENDOR MANAGEMENT

(Workshop Core Component Emphasis)

Facilitated by Eastman Chemical Company

The Eastman Integrated Health organization was established to improve the health and productivity of Eastman employees by integrating all health-related from a “total population” health perspective, with a strong focus on vendor management. Vendor management is a critical issue, which is not often discussed in an open purchaser – vendor environment. Eastman’s integrated model features several resources including comprehensive health promotion, online decision-support and e-health platform, prescription drug carve-out, health advocate and chronic condition management, and a medical decision support tool for treatment options. These services are also effectively integrated with Eastman’s onsite medical facilities from an occupational health perspective. This Workshop provides an overview of Eastman’s integrated model, including specific actions taken to create an environment to create, implement, and sustain integration among its vendors. Unique features of Eastman’s integrated model is discussed, including its approach toward health risk management, employee engagement, and vendor management. A summary of lessons learned concerning total program integration will be provided.

About the Facilitators

David H. Sensibaugh, MBA – Director, Integrated Health – David has devoted his entire professional career to the fields of human resources, including personnel services, compensation and employee benefits. He has been with Eastman Chemical for 25 years. Under his leadership, the mission for the Eastman Integrated Health Organization is to integrate all health related services in order to improve the health of employees, covered dependents, and retirees. David has an undergraduate and MBA from Virginia Tech.

Lloyd L. Herlong – Integration Partners Manager – Lloyd is the primary relationship manager for vendors that provide health related services for health risk management and wellness, 24 hour nurse line/EAP, occupational medicine, data aggregation, process measurement, and pharmacy safety and quality. Lloyd has worked at Eastman for 28 years. He has a degree in Industrial Engineering from Auburn University.

About the Company

Eastman Chemical Company (www.eastmanchemical.com) – Eastman Chemical Company manufactures and markets chemicals, fibers, and plastics worldwide. It provides key differentiated coatings, adhesives, and specialty plastic products. Eastman is the largest producer of PET polymers for packaging, and a major supplier of cellulose acetate fibers. The company, which was founded in 1920, is in the FORTUNE 500, with 12,000 employees.

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DEVELOP CORPORATE RESPONSIBILITY AND PERSONAL ACCOUNTABILITY

(Workshop Core Component Emphasis)

Facilitated by Sutter Health

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Sutter Health Partners started as an innovative health management program with two hospital affiliates and after five years of sequential experience has been endorsed by Sutter health for its 43,000 employees This program is an ERISA compliant health benefits program with a high degree of emphasis on prevention. It includes a face to face coaching model with financial incentives for HRA completion and successful attainment of agreed upon health outcome goals. The active partnering of the coach with the employee in outlining steps to achieve health goals is a key factor in our success. Metrics will be outlined in this workshop, including: improvement in triglycerides, LDL, BMI, Systolic and diastolic blood pressure; member satisfaction levels and financial performance. This highly proactive approach ensures that attention to risk factors that are precursors to diseases such as diabetes, cardiovascular disease and obesity will create the greatest opportunity for the employer to improve health status and reduce costs associated with preventable disease. Steps taken in starting this program as a pilot and ramping to large scale will be outlined along with lessons learned and best practices attained.

About the Facilitator

Margaret D. Sabin, MHSA – CEO, Sutter Health Partners
VP, New Product Development, Sutter Health Systems -  Margaret was named as one of the Bay area’s “100 Most Influential Women in Business” by the San Francisco Business Times, for 2003 and 2004. Before joining Sutter Health, she was CEO of the Marin General and Novato Community Hospitals. Previous positions include: CEO of the Yampa Valley Medical Center (Steamboat Springs, CO) and CEO of Swedish Medical Center (Englewood, CO). Margaret currently leads a team (Sutter Health Partners) that is responsible for assisting the Sutter health system to become fully self-insured and for implementing a lifestyle management and disease management program. Margaret is an American Council on Exercise certified athletic instructor and holds an undergraduate degree from Villanova University and a Masters of Health Services Administration from George Washington University in Washington, DC.

About the Company

Sutter Health (www.sutterhealth.org) – Sutter Health is a family of not-for-profit hospitals and physician organizations that share resources and expertise to advance the quality of health care. The organization serves over 100 communities in northern California. Sutter Health consists of 28 hospitals, along with centers specializing in cancer care, children’s health, complimentary medicine, heart care, home health/hospice, mental/behavioral health, pregnancy & childbirth, and transplant medicine. These services are delivered by over 43,000 employees.

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CREATE A CULTURE OF HEALTH

(Workshop Core Component Emphasis)

Facilitated by Johnson & Johnson

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In 2002, after analyzing the impact of its integrated health and wellness programs, Johnson & Johnson developed a strategy to link health promotion measurable outcomes and risk reduction goals to cost savings. This is the "Healthy People" program. Its premise is that the health of the individual is inseparable from the overall health of the corporation. The program focuses on the interrelationship of health and productivity and targets smoking, blood pressure, cholesterol, and inactivity. The workshop will discuss the implementation of the strategy, the results, and how the Company's sustained integrated health efforts have built a global culture of health. J&J strives to provide an optimal culture and environment for employee health. One of the more visible places to effect healthy lifestyle habits is through food offerings. To that end, Johnson & Johnson strives to create healthy cafeterias, vending and catering, to encourage environmental change interventions and to support employees’ efforts to reduce their risk primarily for hypertension, high cholesterol, cancer and obesity. Specifically Johnson & Johnson seeks to provide nutritionally dense whole foods (NDWF) at all eating opportunities within the organization and to educate employees on the benefits of this pattern of eating. We call this Eat Complete.

About The Facilitator

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

About the Company

Johnson & Johnson (www.jnj.com) - Johnson & Johnson, through its operating companies is the world's most comprehensive and broadly based manufacturer of health care products, as well as a provider of related services, for the consumer, pharmaceutical, and medical devices and diagnostics markets. The more than 230 Johnson & Johnson operating companies employ approximately 116,000 men and women in 57 countries and sell products throughout the world.

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CREATE TEAM BUILDING & COMMUNICATIONS

(Workshop Core Component Emphasis)

Facilitated by Kellogg Company

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Started in the early 1980’s, the Kellogg “Feeling G-r-r-reat” program has evolved from two fitness centers at the corporate office, to a significant business strategy. The focus is on optimizing employee health, improving work performance, controlling health care costs, and making Kellogg a great place to work. 100 years ago this year, the Kellogg Company was founded, based on the creation, of what was then understood to be health foods. This beginning has created a unique, century-old culture that has morphed into a significant modern-day employee health management (EHM) program. Several factors are important to this program: Team Building and Communications. The team-based approach, which is central to Kellogg operations, is evident in the team building approach to EHM activities. A major part of the EHM program is “communication that works”. Interacting and talking about health and how to improve it is a major reason for success. The executive management expects and receives data.

About the Facilitator

Cydney B. Kilduff – Assoc. Director, Work / Life & Wellness
Cyd is responsible work/life and health promotion strategy development, program design and execution for U.S. based employees. This includes “Feeling Gr-r-reat”, a multi-dimensional health promotion program designed to reduce health care costs and improve productivity. Prior to this assignment, Cyd led Recruiting and Staffing for Kellogg, where she implemented an innovative initiative to outsource the entire recruiting function. Prior to Kellogg, Cyd was Senior Vice President, Corporate Staffing at a large mid-western regional bank holding company. Cyd also previously worked in HR with the Federal Reserve Bank in San Francisco. Cyd holds the Senior Human Resource Professional (SPHR) certification from the Society for Human Resource Management (SHRM), and is a member of SHRM’s National Diversity Special Expertise Panel. Cyd is a born and raised Californian, and received her bachelor degree in business from Cal Poly, San Luis Obispo.

About the Company

The Kellogg Company (www.kelloggcompany.com ) – The Kellogg Company is the world’s leading producer of cereal and a leading producer of convenience foods, including cookies, crackers, toaster pastries, cereal bars, frozen waffles and meal alternatives. There are about 25,000 employees around the world. Kellogg products are manufactured in 17 countries and marketed in 180 countries. In 2005, sales were about $10 billion.

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HOW DOMESTIC AND INTERNATIONAL EXPERTS APPROACH EMPLOYEE HEALTH MANAGEMENT GLOBAL APPLICATION

(Workshop Core Component Emphasis)

Facilitated by: The International Institute for Health Promotion
at American University

This Workshop is in the Panel-Audience Discussion format.

Just as employee health management (EHM) is expanding in the United States, there is corresponding interest to know what is happening in regard to global application. There is equal interest in learning how to spread EHM programming and services to work locations beyond the U.S. The global application of EHM is moving in two directions. One is based on U.S. corporations providing programs and services in countries around the world. The other is foreign based companies providing EHM for employees in the U.S. Each approach has unique objectives, challenges, and opportunities. This Workshop, which is in the Panel-Audience format, brings together domestic and international panelists who have extensive experience in the creation and delivery of global EHM programs and services. Some of the global application issues they will address are:

• The status of EHM programming and services in selected countries around the world.
• The specifics of what their organizations are doing and accomplishing.
• The success they have had, the methods they use, and outcomes achieved.
• What are the common barriers in acceptance and success and does it vary from one country to another.

As with other Workshops, the audience has ample time to interact with the panelists with comments, questions, and answers.

The Facilitators

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ACHIEVE GLOBAL APPLICATION & RISK REDUCTION

(Workshop Core Component Emphasis)

Facilitated by VOLVO/Mack Truck

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The Health For Life wellness program was rolled out to VOLVO and Mack Truck North America in 2004. The program is available to non-bargaining and bargaining unit employees. Program components include; Health Risk Assessments, Biometric Screenings, Focused Educational Workshops and Courses, Lifestyles Intervention and Disease Management Programs, Targeted Health and Wellness Campaigns, Self Care Programs, Help Line, Fitness Center Management and Consulting, Research and Evaluation. In 2005, nearly 4,000 Mack and VOLVO employees in North America participated in the HRA and health screening program. The reduction in a wide variety of health risks were significant and beyond that expected. A detailed plan is in place that defines the expected reduction in modifiable health risks for future years. The Workshop also reflects on the status of employee health management activities in Denmark and Sweden.

Jeffrey E. Burtaine, MD – Corporate Medical Director
Dr. Burtaine is a Diplomat on the American Board of Preventive Medicine and Certified in Occupational Medicine. At VOLVO/Mack Truck, he is responsible for the strategic direction of the occupational medicine program, which includes administration, program planning, and direct clinical screens. Due to the international nature of VOLVO, Dr. Burtaine travels extensively to provide employee health management advice and council to operations in a number of countries. He has been at VOLVO/Mack Truck for twelve years. Prior to this, he was with Kraft Foods. Dr. Burtaine has an undergraduate degree from John Hopkins and a medical degree from New Jersey College of Medicine.

About the Company

VOLVO/Mack Truck (www.volvo.com) – In 1927, the first VOLVO automobile rolled off the assembly line in Gotenborgh, Sweden. Today, VOLVO automobiles are available around the world. VOLVO is the world’s secosnd largest manufacturer of heavy trucks, with the Mack and Renault brands. In addition, the company manufactures large buses and heavy-duty construction equipment. VOLVO AERO produces high-tech aircraft, rocket and gas turbine engines. VOLVO PENTA builds maine engines, propellers, and inboard systems. VOLVO has over 81,000 employees with production facilities in 25 countries and does business in over 185 markets. The VOLVO Group has net sales of about $40 billion.

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ALIGNING METRICS WITH BUSINESS STRATEGY

(Workshop Core Component Emphasis)

Facilitated by Pioneer Hi-Bred International, Inc.

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Aligning health management metrics and strategy with the corporate business strategy is critical to demonstrating value to the business and maximizing business performance that is affected by poor health. Pioneer has developed a unique business model that proactively promotes a culture of integrated preventative health and wellness as a business strategy supporting four key market channels:

• Maximum employee engagement and capability
• Attraction/retention of a world-class workforce
• Quality, efficient and sustainable affordability of health care
• Safety goal of zero occupational injuries and illnesses

Recognizing that a number of factors drive these business objectives beyond preventative health and wellness, internal business partners have collaborated to establish a 3-tiered metrics scorecard to evaluate impact. This integrated approach eliminates the “silo” approach and challenges in attempting to assess impact by a single intervention. The workshop will provide an overview of Pioneer’s approach to aligned metrics along with the opportunity to work through a sample scorecard for your own organization.

About the Facilitator

Jill Norris MPH, RN, CHES – Manager, Global Preventative Health & Wellness - Jill has over 17 years of experience in the health and wellness field. She has provided leadership for the integrated health management strategy at Pioneer for over 12 years and is responsible for managing a comprehensive program for employees and their families worldwide. She also oversees the executive health program, employee assistance program, work/life benefits, reward and recognition programs, and has a collaborative role with the Benefits Manager on benefit plan design, disease management, and health care consumer education. In addition to her role at Pioneer, she actively serves on the Global Health Team for Pioneer’s parent company, DuPont. Jill is a registered nurse, with a Bachelor of Science degree in Community Health Education with an emphasis in Exercise Science, and will be graduating with a Master’s Degree in Public Health in May, 2006. She is also a Certified Health Education Specialist. Prior to her career at Pioneer, she started the first formal wellness program at Wellmark Blue Cross Blue Shield of Iowa. In addition, she has worked as a cardiac surgical nurse, a clinic nurse/wellness consultant, and as a fitness trainer/aerobics instructor

About the Company

Pioneer Hi-Bred International, Inc. (http://www.pioneer.com) – Pioneer Hi-Bred International, Inc., a DuPont company, is the world's leading developer and supplier of advanced plant genetics to farmers worldwide. With headquarters in Des Moines, Iowa, Pioneer develops, produces and markets a full line of top-quality seeds and forage and grain additives and provides services to customers in nearly 70 countries. There are 6,500 employees worldwide.

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A Wake Up Call for Corporate America

Facilitated by HERO

The current health care system will not survive in it's present format. It is a matter of economics and other factors. Health care cost increases are much higher than initially anticipated. Based on an estimated increase of 7.3% per year over the next decade, health care costs will increase 220% by 2012. This means the cost for average family PPO coverage will increase from about $8,000 today to approximately $18,000 per year in 2012. This is more than employers, employees and governments are able and willing to pay. Many forms of changes are being proposed, most of which of change are manipulations of the current diagnosis - treatment system. One of the changes that must take place is well-defined and effective health oriented Investment in Human Capital. This presentation provides well-documented and referenced background on why the health care system must change and presents a convincing case for Investment in Human Capital.

About the Facilitator

R. William Whitmer, MBA has been involved in workplace health promotion for nearly 30 years. In 1976, he founded and became the President and CEO of Wellness South, a full service workplace health promotion provider and consultant firm. In 1996, Bill became the founder , President and CEO of the Health Enhancement Research Organization (HERO). HERO is a national coalition of employers that united to create systems of synergy in order to facilitate quality workplace research to enhance the health and productivity of their employees. Bill is author of WHITMER'S GUIDE TO TOTAL WELLNESS (Doubleday, NY, NY, 1989), chapters for three textbooks and over 40 scientific and lay publications. He is a frequent speaker at national conferences and symposia. The American Journal of Health Promotion recently published a special issue on "The Financial Impact of Health Promotion". One of the articles identified the ten most important articles ever published on the impact of health promotion on health care cost, as selected by a panel of 8 scientists and health promotion experts. Bill is author on 3 of the 10 articles.

Panel - Audience Discussions

Format – A typical Panel Discussion has a panel member present a specific point of view on a given topic. Another panel member then provides a contrary perspective…and the audience sits and listens. The Panel – Audience Discussion is different, and as the phrase implies, the audience is involved…very involved. At the Panel – Audience Discussion, the panel members provide their brief overviews of the topic, then members of the audience are welcome to share their comments, critique, opinions, questions, and answers. This unique back and forth method is the most effective way to advance the topic under discussion.

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One of the most excruciating needs of the employee health management (EHM) discipline is for recognized definitions and standards, which can lead to benchmarking and Best Practice. Why is this important? Employers need accepted benchmarks so they can evaluate their programs. With the creation and operation of normative databases, the employers can compare their benchmarks with other employers who have a similar work force and working conditions. Benchmarking is also essential for the wide variety of providers that are involved in developing and delivering EHM programs and services. For well over one year, the HERO Forum Think Tank has worked to develop and refine the HERO Employee Health Management Best Practice Scorecard (Scorecard). The first distribution and public discussion of the Scorecard is part of this Panel – Audience Discussion. In addition to discussing the Scorecard, the Panel members will share their thoughts on Best Practice. Members of the Audience are requested in advance to be prepared to comment on issues such as:

•     Why is benchmarking and Best Practice important?
   
•     What methods of benchmarking and Best Practice are you using?
   
•     Can benchmarking and Best Practice lead to certification and/or accreditation?

The intent is to depart this gathering with a better understanding of the current status of benchmarking and Best Practice.

Panel Members

K. Andrew Crighton, MD – VP, Chief Medical Officer
Prudential Financial

As the CMO, Dr. Crighton is responsible for the Prudential health and wellness programs, along with domestic and international health and
safety issues. He also has oversight for Prudential’s medical clinics, fitness facilities, employee assistance programs, return to work, and work/life vendors. Dr. Crighton is a member of the American College of Physicians, the American College of Physician Executives, and the American College of Occupational & Environmental Medicine. He is certified by the American Board of Internal Medicine. Dr. Crighton’s interests are in total health management including health care effectiveness and it’s interaction on productivity in a corporate environment.

David Anderson, PhD – VP, Program Strategy & Development
StayWell Health Management

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David is the architect of StayWell’s health risk assessment and targeted behavioral – change intervention models. He also has oversight of the scientific and technical refinement of risk assessment, behavioral change, and cost impact estimation programs. Prior to joining StayWell, David worked for 10 years at Control Data, where he was a leader in creating one of the first successful corporate health management programs. David is a member of the HERO Board of Directors and Editor of the Population Health Strategies section of the American Journal of Health Promotion. David is the author of a number of published articles, especially those defining the impact of modifiable health risks or medical expenditures.

Ron Goetzel, PhD – VP, Consulting & Applied Research, Thomson Medstat
Director, Cornell University Institute for Health & Productivity Studies

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At Medstat and Cornell, Ron is responsible for leading research projects and consulting services focusing on the relationship between health and well-being, and work related productivity. He is nationally recognized and widely published in the areas of return-on-investment (ROI), data analysis, program evaluation, outcomes research, and health and productivity measurement. Ron has served as Principal Investigator for projects supported by Medicare, NHLBI, and CDC, as well as dozens of business organizations, including HERO. Before joining Medstat in 1995, he was with Johnson & Johnson Health Care Systems. He has doctoral and M.A. degrees in Applied Social Psychology from New York University.