Keynote

The Impact of Health Care Reform on Employee Health Management

View this presentation

Healthcare reform is one of the most talked about political-social issues in the United States. Nearly all the approaches to healthcare reform being debated include prevention as a major component. This is an extraordinary opportunity for the employee health management (EHM) industry and for many corporate and provider organizations that have interest in programs and services to enhance the health, productivity and well-being of the workforce. To maximize this opportunity, it is imperative that the EHM industry and the individuals involved become totally up to speed on the overall healthcare reform dynamic, where EHM fits in and how to maximize the role and effectiveness of worksite health promotion. This Keynote discussion presents a detailed overview of the role EHM in healthcare reform.

Learning Objectives

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

1. Determine the potential for employee health management to become a part of healthcare reform.

2. Explain the health and financial outcomes for employee health management if it is part of healthcare reform.

3. Define specific EHM research projects that would be meaningful to the healthcare reform effort.

Facilitator

Kenneth Thorpe, PhD, Robert W. Woodruff Professor and Chair of the Department of Health Policy & Management, in the Rollins School of Public Health of Emory University, Atlanta, Georgia.  He also co-directs the Emory Center on Health Outcomes and Quality. He was the Vanselow Professor of Health Policy and Director, Institute for Health Services Research at Tulane University. Ken was previously Professor of Health Policy and Administration at the University of North Carolina at Chapel Hill; an Associate Professor and Director of the Program on Health Care Financing and Insurance at the Harvard University School of Public Health and Assistant Professor of Public Policy and Public Health at Columbia University.  Ken has also held Visiting Faculty positions at Pepperdine University and Duke University and was Deputy Assistant Secretary for Health Policy in the U.S. Department of Health and Human Services from 1993 to 1995.  In this capacity, he coordinated all financial estimates and program impacts of President Clinton’s health care reform proposals for the White House.  He also directed the administration’s estimation efforts in dealing with Congressional health care reform proposals during the 103rd and 104th sessions of Congress.

About Rollins School of Public Health - Emory University (www.emory.edu)

At the Rollins School of Public Health (RSPH), students learn to identify, analyze, and intervene in today's most pressing public health issues. The school's location in Atlanta, referred to as the "Public Health Capital of the World," also is home to the U.S. Centers for Disease Control and Prevention; CARE; the national home office of the American Cancer Society; The Carter Center; the Arthritis Foundation; numerous state and regional health agencies; and the patient care, teaching, and health-related research programs of Emory University's Woodruff Health Sciences Center. This setting is ideal for hands-on research, collaborations with the world's leading public health agencies, and interdisciplinary work with national and international organizations.

Gallup-Healthways Well-Being Index
General Session

View this presentation
View this handout

Gallup and Healthways have entered into a 25 year partnership to create a new official statistic of the daily state of American health and well-being. To address these issues, Gallup began conducting 1,000 telephone surveys every day, seven days a week (major holidays excluded). 355, 334 telephone interviews were completed from January 2, 2008 to December 30, 2008. It is anticipated this same number of surveys will be completed each year. The survey relies in live interviewers (not automated), dual frame, random-digital sampling and random selection. The project merges data on social research, clinical research, development expenditures. Scores are available for life evaluation, environmental health, physical health, healthy behavior, and basic access. The Well-Being reports are produced at the state and U.S. Congressional District levels.

Learning Objectives

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

1. Describe the magnitude and operations of the Gallup telephone survey protocol.

2. Explain the anticipated values of the Well-Being Index.

3. Define the potential uses of the Well-Being Index state and U.S. Congressional District reports.

Facilitators

Katie Wreed Bell, Partner Gallup Well-Being Index joined Gallup in 2005 as a Healthcare Practice Partner.  bringing 12 years’ experience in consulting with healthcare leaders on productivity, employee engagement, succession planning, patient loyalty, and nurse recruitment and retention.  Before joining Gallup, Katie worked as a consultant for The Advisory Board Company. During this time, she served as the nursing executive center practice lead for the company’s client services team. Prior to this experience, she served as the healthcare practice leader for a publicly held human capital management consulting firm. While with both those firms, she regularly advised healthcare executives and management groups in the areas of strategic planning, operational restructuring, and organizational development. Katie received her bachelor’s degree in education from the University of Nebraska-Lincoln. She is currently pursuing her master’s degree in business administration.

John Harris, MEd, Senior Vice President of Healthways, a company specializing in health management in the corporate and health insurance sectors. Before joining Healthways, he was the co-founder of Harris HealthTrends, Inc., an entrepreneurial corporation specializing in the prevention of disease and the reduction of health care costs, and served as its Chief Executive Officer for over 18 years. John serves on the Board of Directors of Mercy Health Partners and on the Board on Trustees of Lourdes College. John speaks internationally, and has been the author of numerous publications on employee health. John has a Bachelor of Science degree from Grand Valley State University in 1977, and a Masters in Education degree from The University of Toledo, in 1982. He has nearly 30 years of experience in the health management field.

About Gallup (www.gallup.com)

Gallup has studied human nature and behavior for more than 70 years. Gallup's reputation for delivering relevant, timely, and visionary research on what people around the world think and feel is the cornerstone of the organization. Gallup employs many of the world's leading scientists in management, economics, psychology, and sociology, and our consultants assist leaders in identifying and monitoring behavioral economic indicators worldwide. Gallup consultants help organizations boost organic growth by increasing customer engagement and maximizing employee productivity through measurement tools, coursework, and strategic advisory services.

About Healthways (www.healthways.com)

Healthways is a proactive, creative, total Health and Care Support^SM organization thinking in new ways about your health. By offering the broadest array of services; adhering to the highest standard of delivery; encouraging individual engagement; and providing proven, validated outcomes Healthways is leading the expanding industry by setting a new standard in healthcare. For twenty-five years, Healthways has proven its financial, operational, and program value with large, recurring revenues, positive cash flow, and validated outcomes.

The Role of State and Regional Coalitions in EHM
General Session

View Larson presentation 
View Henning presentation
View Palermo presentation

State and local coalitions and councils are highly important to the overall success of EHM. The reason is that in many cases, they work with small to mid-size corporations, and it is well documented that over 90% of all companies are in this bracket. The Mid-America Coalition on Healthcare is an exception to working with small companies. This organization has created the Kansas City Coalition (KC) which is made up of 17 large Kansas employers who have nearly 450,000 covered lives. They use value-based benefits concepts. The details will be discussed.

Learning Objectives

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

1. Describe the level of EHM acceptance and success among state and regional coalitions.

2. Identify  several coalitions that have long term success in the delivery of EHM programming and services.

3. Become familiar with the EHM techniques.

Facilitators

Sara Palermo, VP- Mid-America Coalition on Healthcare The Coalition is a non-profit organization of 60 large employers (covering 300,000 lives regionally and 1.5 million world-wide). Sara has primary responsibilities for managing the Coalition’s Value Based Benefits initiative, The Kansas City Collaborative (KC2), and initiatives linked to improved public-private partnerships with organizations such as state departments of health, the Centers for Disease Control and Prevention, and Region VII Health and Human Services. Her activities include providing leadership to Missouri and Kansas Departments of Health Heart Disease and Stroke Prevention State Advisory Boards. She is also a member of the National Business Coalition on Health and the National Transitions of Care Coalition Advisory Board, and the American Heart Association’s Community Strategies Council.  Sara received her bachelor’s degree in Psychology from Avila University, and her Masters in Business Administration from Keller Graduate School.

Lisa Henning, Executive Director- WorkWell Inc.  the local Council that services the Lincoln, Nebraska area. Lisa attended the University of California at Los Angeles, and has worked in the field of public health for the past twenty years. Most recently, she has assisted the Governor’s Office in the development and administration of the Governor’s Excellence in Wellness Award.  Lisa serves as the Nebraska representative to the National Network of Wellness Councils.  She has presented to several local and national conferences.  Her work was presented to the United States Senate in 2005 as one of the top two programs funded by the Centers for Disease Control to defend a national $100 million dollar block grant.  Lisa’s greatest accomplishment is her marriage to Kent for 25 years and two wonderful children, Brendon and Makaela.

About WorkWell (http://lancaster.ne.gov/city/health/educat/workwell/index.htm)

 is a local non-profit wellness council in Lincoln, NE, that has partnered with the Nebraska Department of Health since 1986. WorkWell provides wellness services to more than 130,000 employees and family members from Lincoln and the surrounding area, and was instrumental in bringing Lincoln to the status of a Well City USA in 2000.  This collaboration has trained over 50 individuals from local hospitals on evidence based EHM. Nebraska Governor, David Heineman has created a wellness award for citizens who become physically fit and lose weight. The National Network of Wellness Councils, which reaches out to small and mid-size businesses in eleven states will be discussed.

View this presentation

The U.S. spends over $2 trillion every year on healthcare, yet we are not getting the best value for that investment. The costs associated with healthcare are bankrupting families and small businesses, putting corporations and industry at a competitive disadvantage, and straining public resources. Increasing healthcare costs and decreasing worker productivity are motivating American businesses to examine strategies to improve employee health and contain health costs that are driven largely by chronic diseases and related behavioral risk factors. Reducing the costs of treatment associated with preventable conditions is part of the reform solution. This requires a greater emphasis on prevention through promoting healthy environments and behaviors. The workplace is an important platform to reach large number of adults with interventions designed to prevent disease and improve health. This session will focus on the efforts of the Centers for Disease Control and Prevention (CDC) to encourage employers to adopt evidence-based policy, environmental, and systems change prevention strategies in the workplace to make healthy choices, easy choices for employees.

Learning Objectives

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

1. Describe the role of prevention in health system transformation.
    
2. Explain CDC’s role in workplace health promotion.
    
3. Describe public health policy, environmental, and systems change strategies for improving employee health.

 About the Facilitator

About the CDC (www.cdc.gov) Centers for Disease Control and Prevention

The Centers for Disease Control and Prevention (CDC) serves as the national focus for developing and applying disease prevention and control, environmental health, and health promotion and health education activities designed to improve the health of the people of the United States.

Audience -Panel Discussions

Strategies for EHM Success in an Economic Down Turn

The current economy is a concern for many in the EHM industry.  In response, there is extraordinary attention directed to the creation of strategies that minimize the impact of an unfriendly economy.  These strategies build a solid and convincing case for the value of EHM during times of downsizing, longer hours, and greater stress.  The rationale is that during these trying times, optimal health, less absenteeism, and increased productivity are required for corporate success.  Those involved in the creation of these invaluable EHM strategies will provide the details.  Employers who have used these pro-EHM strategies will explain how they do it and describe the expected results.

Learning Objectives

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

1. Identify the major impact the economy has had on employee health management

2. Describe at least two strategies to minimize the impact of a down economy on employee health management

3. Describe the specific employee health management benefits that result from the use of tested and proven strategies

About the Panelists

Sue Willette (Moderator) is a Senior vice President & Chief Growth Officer, StayWell Health Management. With over 20 years of industry experience, Sue brings specialized expertise designing, implementing and evaluating integrated programs that address the health of an employer’s population.Sue is responsible for the creation of new and effective strategies that expand the StayWell business base. Prior to joining StayWell, Sue was a Worldwide Partner and the National Health and Productivity Leader for Mercer. Earlier, Sue worked for an international pharmaceutical company. Her responsibilities included designing, developing and implementing an IS training program, which supported a national network of hospitals and clinics for a clinical weight management program. Sue holds a B.A. in Interdepartmental Communications, with concentration in Business and Health, from St. Cloud State University.

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

Gregg O. Lehman, Ph.D, President and CEO of HealthFitness.  Gregg is a nationally recognized leader in health management services and brings more than 20 years experience in the health care industry. Prior to HealthFitness, he served as president and CEO of INSPIRIS, a Nashville-based specialty care medical management company. Gregg also was president and CEO of Gordian Health Solutions Inc., a health management company, and president and CEO of the National Business Coalition of Health. In addition to serving on numerous national boards, he works with the Health Care Purchasing Institute through Academy Health, the eHealth Initiative, the National Quality Forum, the National Patient Safety Foundation, and other purchasing/quality organizations that promote value-based purchasing and market-based reform. Gregg has a doctorate and Master of Science degree from Purdue University.

Jennifer Pagels, Trek Bicycle, Manager of Human Resources. In that position she is responsible for leading and implementing a fun and flexible culture through the development and delivery of benefits design, compensation programs, and HRIS systems. Jennifer has been instrumental in a full benefit plan restructure which included plan design changes, vendor renegotiations and the implementation of required participation in wellness programs. She received a BS from the University of Wisconsin – Eau Claire and a MBA from the University of Wisconsin – Madison.

Chris Ryan, SHPS, Inc., Executive Vice President and Chief Strategy and Marketing Officer,has more than 20 years of strategy, human resource, and healthcare experience from positions at Deloitte & Touche, Watson Wyatt, and Hewitt Associates. He is a strong proponent of healthcare reform and consumer health advocacy, and was the principal architect of the 2007 SHPS Health Practices Study.
 Chris is also the primary author of two SHPS’ books  Making Consumerism Work: A Practical Guide to Transforming Healthcare (2006) and Making Medicaid Work: A Practical Guide to Transforming Medicaid (2007). Chris holds a master’s degree in business administration from the Kellogg Graduate School of Management at Northwestern University and a Bachelor of Arts degree in physics from the University of Chicago.

Town Hall Meeting on EHM Benchmarking and Best Practice

View Noeldner presentation
View Davis-Palma presentation
View Goetzel presentation

Considerable attention has been given to employee health management benchmarking and best practice over the past several years. Because of this, major advancements have been made, some of which have been a better understanding of benchmarking, a more gradual approach to best practice and the beginning of the identification of outcomes. This session consists of an in-depth overview of the current status of benchmarking and best practice. Next, a university and several corporations will describe how they have used benchmarking and best practice to build and monitor the success of employee health management programs. There will also be an update on the new HERO Scorecard V3.0.  For those who want more information on the Scorecard, there is a Workshop titled, “Learning About and Using the Scorecard V3.0.”

 Learning Objectives

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

1. Become familiar with the current status of employee health management benchmarking and best practice.

2. Recognize the importance of benchmarking and best practice in the construction and monitoring of employee health management programs.

3. Receive information and knowledge about the new HERO Scorecard V3.0.

About the Panelists

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

LaVaughn Palma-Davis, MA is the Senior Director for University Health and Well-Being Services at the University of Michigan, a Midwestern University with over 40,000 employees.  In this role, she provides leadership for the implementation of the MHealthy strategic plan, 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.  LaVaughn provides direction to numerous programs and services including:  wellness and risk reduction services, employee assistance programs, occupational health clinical services, ergonomics, and community health promotion outreach.  LaVaughn has over 25 years of experience in health promotion and health care administration, having served in a variety of capacities for the UM Health System as well as for Blodgett Memorial Medical Center.  She also was the project director for leadership development strategy for the Health System. LaVaughn received her B.S. in Health Education from the University of Dayton and her Master's Degree in Public Health Education from Central Michigan University.        Ron Goetzel, PhD - VP, Consulting & Applied Research – MedstatReuters and Research Professor - Emory University - At Medstat and Cornell, Ron is responsible for leading research projects and consulting services focusing on the relationship between health and well-being, and work related productivity. He is nationally recognized and widely published in the areas of return-on-investment (ROI), data analysis, program evaluation, outcomes research, and health and productivity measurement. Ron has served as Principal Investigator for projects supported by Medicare, NHLBI, and CDC, as well as dozens of business organizations, including HERO. Before joining Medstat in 1995, he was with Johnson & Johnson Health Care Systems. He has doctoral and M.A. degrees in Applied Social Psychology from New York University.        Dr. Steven Noeldner, PhD is a Principal 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. Dr. Noeldner has over 25 years of industry experience, which includes clinical practice in cardiac and pulmonary rehabilitation, hospital administration, university teaching, research, consulting, wellness programming, corporate HPM, and senior management.  Dr. Noeldner’s education includes a M.S. in Adult Fitness – Cardiac Rehabilitation and a Ph.D. in Exercise Science with concentrations in Sport Psychology, Exercise Physiology, and Biomechanics. He is certified by the American College of Sports Medicine as a Program Director.  He has written and published numerous articles and text book chapters, and has served as a reviewer for several professional journals.

 Workshops

Alliance Data
2009 Koop Award Winner

View this presentation

healthyAlliance, Alliance Data’s comprehensive health improvement program, has been a part of Alliance Data’s culture since 2004.  One cornerstone of the program is a benefits-integrated, tiered incentive design which requires associates to participate in multiple programs each year and boasts an 85% incentive completion rate year over year.

This presentation will provide an overview of the program, including our communications strategy, engagement activities, integration with internal departments and external vendors, and local worksite efforts with onsite coordinators.  Presenters will also share strategies for achieving annual health assessment participation rates of 90% and coaching participation rates of 40%.  Since program launch in 2004, low health risk prevalence has increased 45% and the percentage of claims due to preventable conditions has decreased 17%.

Attendees will learn about recent study results measuring the program's impact on health-related costs and why Alliance Data was recognized for its wellness achievements by the Council on Employee Benefits, the World Health Organization, and the American Heart Association.

Learning Objectives

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

1. Define 3 strategies for building a culture of health.

2. Apply key incentive tactics to encourage active participation.

3. Discover how programmatic and impact data can be used to drive program strategies and measure health-related cost outcomes.

Facilitator

Kim Berdinsky Kim is the Benefits Manager for Alliance Data.  Accomplishments within the Benefits arena include early adoption and high membership of a consumer driven plan and implementation and continued growth of our health improvement program, healthyAlliance.  Kim received a BBA in Finance from Texas State University, a MBA from the University of Texas at Dallas as well as her SPHR certification. She’s worked in various HR management roles for 18 years and was a winner of Alliance Data's prestigious Chairman's Excellence Award in 2008.  Alliance Data was recently recognized by the American Heart Association as a Platinum level Start! Fit-Friendly Company.  Alliance Data is dedicated to the health and wellbeing of our associates and continuous improvement of our programs. 

Lisa Smith is the Wellness Programs Manager for Alliance Data. In the 8 years she has been with the company, she’s developed the onsite fitness center and wellness programming at their corporate offices to include lunch and learn seminars, onsite massage therapy, personal training services, group exercise classes, and annual health fairs. Lisa was selected for the Alliance Data’s prestigious Chairman’s Excellence Award in 2003.  She assists the Benefits Department with the management of healthyAlliance and travels to the company locations to teach wellness seminars and train the onsite coordinators. Lisa holds a B.S. in Kinesiology from the University of North Texas, and is a certified group exercise instructor

About Alliance Data (www.alliancedata.com)

Alliance Data and its family of businesses is a leading provider of loyalty and marketing solutions derived from transaction-rich data.  Through the creation and deployment of customized solutions that measurably change consumer behavior, Alliance Data helps its clients to create and enhance customer loyalty to build stronger, mutually beneficial relationships with their customers. The Company manages millions of customer relationships for some of North America's largest and most recognizable brands, helping them grow their businesses and drive profitability. Headquartered in Dallas, Alliance Data employs approximately 7,000 associates at approximately 50 locations worldwide.  Alliance Data is a leading provider of marketing-driven credit solutions, and is the parent company of Epsilon®, a leading provider of multi-channel, data-driven technologies and marketing services, and LoyaltyOne™, which owns and operates the AIR MILES® Reward Program, Canada’s premier coalition loyalty program.

American Cast Iron and Pipe

View this presentation

American Cast Iron Pipe Company (ACIPCO) was founded in 1905 on the basis of The Golden Rule..."Do unto others..." an unusual management principle at the turn of the century.  Since 1915, ACIPCO has delivered onsite care to its employees and their families.  This commitment has been integral in the journey of creating a culture of trust and has made ACIPCO successful in the manufacture and delivery of the highest quality products at a fair and consistent price. Rich benefits and a unique profit-sharing plan grew to include a comprehensive wellness program that consistently engages over 80% of the workforce; all which have contributed to a less than 1% turnover rate.  Programs that provide positive health outcomes include a certified diabetes education program recognized by the American Diabetes Association, nutrition and weight management, fitness, tobacco cessation, screening and health coaching, EAP, and Wellness University.

In addition to injury prevention ACIPCO offers onsite physical rehabilitation and work conditioning for employees with work-related injuries.  The attributed costs savings "paid" for the onsite fitness center in just 3 years.  Long ago ACIPCO invested in Wellness because it was the "right thing to do;" then through the years has demonstrated the favorable ROI that is a characteristic of a management-supported, high-touch program.  ACIPCO has been rated many times "One of the top 100 places to work for in the country," and was also featured on the front of USA Today for its efforts to keep employees healthy.  This workshop will share a story that has become a part of history, and provides a blueprint for program success.

Learning Objectives

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

1. How a culture of trust and other key factors allow for engagement of more than 80% of the workforce in a wellness program creating a positive environment and resulting in favorable health outcomes

2. How the broad range of employer-offered health-related programs can be managed strategically to impact the bottom line

3. How incentives can be effectively managed to provide the vital ingredient of a corporate health strategy

Facilitator

Sheri Snow, Manager of Wellness for American Cast Iron Pipe Company, will share her practical and innovative approach to health improvement and wellness programs. As an expert in the field of health promotion and wellness with over 15 years of experience as a practitioner and leader of a national recognized program, Ms. Snow provides a practical approach to engaging over 80% of your workforce in wellness programs, while also yielding favorable outcomes that impact the bottom line.

About American Cast Iron Pipe Company (ACIPCO) (www.acipco.com)

American Cast Iron Pipe Company (ACIPCO), founded in Birmingham in 1905, is a manufacturer of ductile iron pipe, fire hydrants and valves for the waterworks industry and steel pipe for the energy industry. ACIPCO's diversified product line also includes spiral-welded steel pipe, fire pumps, centrifugally cast steel tubes, static castings and fabricated assemblies. ACIPCO employs about 3,000 people at its Birmingham plant and seven subsidiary plants. A pioneer in human relations, ACIPCO is committed to the wellbeing of its workforce. Employees enjoy excellent benefits, including model wellness and professional development programs

Berkshire Health Systems
Motivating Health Care Workers to Care for Themselves

View this presentation

A typical day in the life of a health care provider includes treating and helping those with illness and disease resulting from lifestyle and lack of good preventive health care.  So as health care providers, we should know best how to care for ourselves so that we don’t eventually become patients with these same types of illnesses and preventable diseases...…right?  Not so!  While we are great at administering powerful drugs to abort heart attack and stroke, and research has led to surgical and radiological interventions to treat these serious life-threatening conditions, we still have high blood pressures, high cholesterol levels, and poorly managed diabetes, just like everyone else!  The Wellness at Work program was a call to 911 for BHS employees. Berkshire Health Systems (BHS), a community hospital system situated in rural Western Massachusetts, launched the Wellness at Work program to improve the health of 3,200 employees and to bend the health cost curve. BHS has demonstrated health improvement through validated external research and a decrease in member cost for a newly-created wellness benefit plan.  In utilizing the HERO scorecard to design a best practice framework, this serious wellness program has engaged more than 85% of employees with high touch, high tech strategies over a three year period, and has achieved health risk reduction in 96% of over 500 employees!

Learning Objectives

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

1. Explain key components of a hospital-based results-oriented wellness program.

2. Identify proven cardiovascular health risk reductions from a targeted wellness screening intervention and potential impact on the health of the organization.

3. Understand health system program challenges and expected “roadblocks” including health care worker engagement and creative strategies to overcome.

Facilitators

Bobbie Orsi, MS, RN, Director Berkshire Occupational health and Wellness, has more than 30 years of experience in emergency, critical care nursing, wellness and community outreach. She has a Bachelor’s Degree in Nursing from the University of Massachusetts, and a Master’s Degree in Health Promotion from Nebraska Methodist College. Bobbie has been a leader in the design and implementation of a results-oriented wellness program at Berkshire Health Systems (BHS), and for local employers representing more than 10,000 employees. This past year, Bobbie led the integration of the BHS Occupational Health program with the Wellness at Work program in an effort to deliver an integrated health management program for local employers. She also directs community outreach services including program direction for the BHS Community Health Van. Bobbie has been a visionary in creating non-traditional partnerships and in bringing employers together around employee health.

Jenna Grelle Larmee, MA, RN, Worksite Program Manager,  has a background in Medical/Surgical and Oncology nursing, personal and group counseling, health promotion and fitness. She received a Bachelor’s in Psychology from Keene State College, Master’s in Psychology from State University of New York New Paltz, and a Bachelor’s in Nursing from the University of Massachusetts. Jenna’s work as Worksite Program Manager focuses on the implementation and growth of evidenced-based wellness programs at local companies and municipalities within Berkshire County.  Utilizing the skills of clinical wellness nurses and personalized employee wellness screening and coaching interventions, she helps an organization improve its’ own health and the health of its’ employees.  She values the importance of creating “a culture of wellness” at the workplace, home and in the community, personally strives to lead a healthy lifestyle and motivates others to do the same.

About Berkshire Health (www.berkshirehealthsystems.com)

Berkshire Health Systems is the leading provider of comprehensive healthcare services to residents of and visitors to Berkshire County, Massachusetts and surrounding communities in Eastern New York, Northern Connecticut and Southern Vermont. BHS operates two hospitals, including Berkshire Medical Center in central Berkshire, ranked among the top 5% of hospitals nationwide by HealthGrades, the leading independent healthcare ratings organization, and recipient of HealthGrades 2009 Distinguished Hospital Award for Clinical Excellence, and Fairview Hospital, a critical access hospital serving the southern Berkshire region.

Citigroup

View this presentation

After the global financial crisis Citigroup would seem an unlikely place to find a cutting-edge EHM program.  Yet this year Citi will offer more incentives for employees to be healthy--and more ways for them to improve their health--than in any other year.  This session will explore Citi’s new EHM efforts and review how we get the most from existing programs. We will explore Citi’s current health promotion initiatives: including 17 on-site fitness centers; eight medical clinics; ongoing health screenings and vaccinations; and an employee assistance program. Then we’ll look at how these programs are being integrated with Citi’s new, incentive-driven efforts. These include an online HRA; personal health records; a DM program; a 24-hour nurse hotline; healthcare advocate service; as well as lifestyle management tools for healthy employees. We’ll also discuss the unique challenges posed by rolling out this program at a large company with a highly disperse population.  1998 Koop Award Winner

Learning Objectives

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

1. Explain how a comprehensive Employee Health Management (EHM) program is implemented at a very large company with a disperse population.

2. Describe how existing health promotion programs such as fitness centers and medical clinics can help leverage participation in disease management and other more targeted EHM programs.

3. Evaluate potential benefit plan design changes in response to EHM program results.

Facilitator

Niko Triantafillou, National Manager of Health Promotion, EAP and Lifeworks for Citigroup.  Niko is responsible for health promotion initiatives for Citi’s 126,000 US employees, and manages Citi’s EAP and Lifeworks programs.  He sits on the executive team that oversees strategy for Citi’s17 on-site fitness centers and 8 on-site medical clinics, and serves as a liaison between Corporate Benefits and Citi Health Services.  Prior to joining Citi, Niko spent 11 years in corporate wellness with the leading fitness management companies. Using his technology background, he has worked on a number of web-based projects for Citi, as well as other projects in and outside the health promotion field.  Niko earned a BA in exercise physiology from Hampshire College.

About Citigroup (www.citi.com/domain/home.htm)

Citigroup (together with its subsidiaries) is a global diversified financial services holding company whose businesses provide a broad range of financial services to consumer and corporate customers.  Citigroup has more than 200 million customer accounts and does business in more than 100 countries.

View this presentation

The Platinum program at ECA has demonstrated continued cost savings over its nearly twenty year history. Highlights of the program include a 95% participation rate, year over year reduction of its high risk population, and one on one nurse planning and goal setting sessions. The program has strategically benchmarked with Healthy People 2010 goals, of which it has successfully met or exceeded six of the eight objectives set forth for a healthy workforce. Effective corporate leadership, program management, and clinical interventions have led to a comprehensive program with measurable results that are reflected in a 5 year Cohort assessment of health data.

Learning Objectives

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

1. Translate health promotion measures into cost savings through strategies that are consistent with organizational goals.

2. Discover if your wellness program management goals and objectives will be effective against current challenges in the market.

3. Explore incentive strategies that have been effective tools in learning, behavior change, and risk reduction.

Facilitators

J. Michael Forbes, Vice President of Administration and Treasurer – Mike graduated from Glenville State College in 1982 with a BA degree in Business Administration with majors in Finance and Accounting and a minor in Economics. Mike received a Masters Degree in Business Administration in 1990 from Marshall University and also completed the Financial Management Program for Senior Financial Executives at Stanford University in 1991.  Mike has been the key ECA leader with overall responsibility for the ECA Platinum Wellness program for most of its twenty year history.  His responsibilities include the administrative functions of the company including its health plans, human resources, retirement plans, employee benefits plans and its treasury functions. Mike reports directly to the CEO and president.

M. Kelly Sadd, RN Wellness Director – Corporate Health Practioner for ECA since August 2000.  Kelly received her BS in Nursing from West Virginia University and is scheduled to complete her Masters in Health Promotion in December 2009. She has performed various services for ECA’s Health Management Program as their Wellness Nurse.  Kelly has met yearly with program participants to consult with them regarding health risks indicated as a result of health screens.  She assists individuals in developing goals and an action plan to reduce identified risks.  Kelly acts as a coach and conducts follow-ups for participants to further their progress toward meeting their goals.  She refers persons on a case-by-case basis to services and resources provided through ECA’s Health Management Program.  Yearly evaluations are also carried out to determine goal achievement and incentive disbursements.  As Wellness Director, Kelly promotes a healthy lifestyle through workshops and presentations, community outreach, flu shot and B/P clinics, weight loss programs, and activity programs.

About Energy Corporation of America (www.eca-eaec.com)

Energy Corporation of America is the culmination of 40 years of growth and diversification. The company combines Appalachian Basin natural gas development, deep exploration, marketing, and pipeline gathering and transportation to industrial end users, utility purchasers and other customers with higher risk, higher reward exploratory drilling in Texas and internationally.

Energy Corporation of America continues to expand its traditional oil and gas activities while maintaining a readiness to seize and integrate new opportunities with precision and profitability.

Learning About and Using the HERO Best Practice Scorecard

View this presentation

Whether you've already used the HERO Scorecard or want to learn more about how others have, join some of the Scorecard developers and organizations that have used it to learn about this important new online tool that allows employers to benchmark their EHM programs and compare their results to a normative database.  If you have completed the Scorecard already, join us to share your experience and how you are using the data. If you have not completed the scorecard and want to learn about the tool, the available reports and the value it can deliver, then this session will provide that information and address your questions.

Learning Objectives

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

1. Become familiar with the use of the HERO Scorecard and methods for submitting EHM information

2. Identify the current state of the art and science of EHM benchmarking and best practice

3. Become familiar with the EHM techniques

Facilitators

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

Sue Lewis, M.Ed., is Senior Vice President of Health and Productivity Solutions for IncentOne. Ms. Lewis has over 18 years of experience in the healthcare and population health management industry offering a broad range of knowledge and expertise. Prior to joining the Company, Sue was Vice President of Strategic Business Development for Optum, a Specialty Health Division for UnitedHealth Group. At Optum, Ms. Lewis specialized in partnership & acquisition development, sales management, product development and product management. Prior to joining Optum, Sue was Senior Vice President of Sales and Marketing for Gordian Health Solutions, a leading population health management company. Sue is a Board Member of the Health Enhancement Research Organization (HERO) and is actively engaged in numerous organizations that focus on health & productivity management. Sue earned her B.S degree from the University of Vermont and her M.Ed. from The George Washington University. Dr. Steven Noeldner, PhD, Principal 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. Dr. Noeldner has over 25 years of industry experience, which includes clinical practice in cardiac and pulmonary rehabilitation, hospital administration, university teaching, research, consulting, wellness programming, corporate HPM, and senior management.  Dr. Noeldner’s education includes a M.S. in Adult Fitness – Cardiac Rehabilitation and a Ph.D. in Exercise Science with concentrations in Sport Psychology, Exercise Physiology, and Biomechanics. He is certified by the American College of Sports Medicine as a Program Director.  He has written and published numerous articles and text book chapters, and has served as a reviewer for several professional journals.

Lincoln Industries
Wellness as a Business Strategy
(2008 Koop Award Winner)

View this presentation

“Wellness and healthy lifestyles are important to our success.” This statement is one of nine Beliefs that has helped shaped Lincoln Industries’ culture.  At Lincoln Industries, wellness is a part of the business strategy. This workshop will walk participants through the evolution of wellness at Lincoln Industries, and it’s sure fire method of engaging 100% of its people in wellness. This workshop will give examples on how to build wellness into business strategy through leadership development, recruitment, company-wide trainings, individual and company performance objectives, and strategic planning.

Lincoln Industries received the 2008 C. Everett Koop National Health Award and is a five time Great Place to Work Top 25 Small Company to Work for in America.  Each quarter all people are required to attend a “mini” health screening. In addition, 89% participated in a Health Risk Assessment and 67% participated in a full metabolic blood profile. In 2004, tobacco use was at 42%, today only 17% use tobacco.  Since the integration of wellness and safety, incurred medical/indemnity worker’s compensation costs have decreased 713%

Learning Objectives

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

1. Explain how wellness practices have helped shape the culture and business opportunities of Lincoln Industries.

2. Integrate wellness programs into different areas of the business.

3. Measure how wellness impacts the bottom line of business.

Facilitators

Hank 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 aftermarket 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 hours a day, 7 days a week.  He is the architect of an empowerment program that trusts people to make decisions for 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.

Tonya Vyhlidal, MEd, CHPD, is Director of Wellness, Safety, and Life Enhancement. Tonya is responsible for the strategic development of Lincoln Industries wellness, occupational health and safety.  She is responsible for the development of wellness initiatives that earned Lincoln Industries the 2008 C. Everett Koop Health Award.  Tonya also serves on the Lancaster County WorkWell Board; CDC Worksite Obesity Prevention and Control panel, WELCOA Medical Advisory Council, and Lincoln in Motion Board.

Greg Howe, MS is the Wellness Specialist at Lincoln Industries.  Greg is responsible for the development, implementation and management of wellness and health promotion activities.  Before joining Lincoln Industries, Greg worked as an exercise physiologist working in health promotion and cardiac rehabilitation at Alegent Health.  Greg also serves on the American Heart Association Board.  Greg graduated from the University of Nebraska-Lincoln with a BS in Exercise Science and MS in Nutrition and  Health Sciences.

About Lincoln Industries (http://www.lincolnindustries.com/)

Lincoln Industries is a two time recipient of the WELCOA platinum award, the 2007 recipient of the Innovation in Prevention Award from the U.S. Department of Health, a 2008 American Heart Association Fit Friendly company and a 2008 C. Everett Koop National Health Award Winner.  This year Lincoln Industries Wellness made national media when CNN featured Lincoln Industries on “Fit Nation”, the Wall Street Journal included Lincoln Industries in a best practices article and the Health Promotion Practitioner magazine featured Lincoln Industries in an article about worksite wellness.

 M.D. Anderson Cancer Center
Wellness Program - Going for the Gold

View this presentation

The University of Texas M.D. Anderson Cancer Center was the first healthcare and National Cancer Institute system to be accredited by the CEO Cancer Gold Standard.  The Be Well program provides 24/7 wellness program opportunities to 18,000 employees.  The Be Well program is a five wellness coach team that utilizes a programming model that provides multiple touch points and reaches between 1,250 – 5,000 employee “touches” each month.  This session will share with participants what has worked and not worked in maximizing a multiple touch point strategy, increasing participation, and increasing management buy-in.  Wellness is now part of the M.D. Anderson culture and participants will walk away from this workshop with more passion for the creativity and innovation it takes to engage employees, sustain behavior change, and hold employees accountable for their health and well-being.      

Learning Objectives

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

1. Define multiple touch points relative to EHM programming.

2. List three programming concepts that lead to program design and implementation success.

3. Describe 10 program ideas that will increase program participation immediately.

Facilitator

William B. Baun has more than 32 years experience in worksite health promotion management/programming and directs the Employee Wellness program at The University of Texas M. D. Anderson Cancer Center in Houston, Texas.  He is Chair of the CEO Cancer Gold Standard initiative, which is focused on worksite cancer prevention, early detection, and ensuring access to the best available treatment. 
 
Prior to joining M. D. Anderson, he managed the Tenneco Health Promotion program.  The Tenneco program received the Washington Business Group on Health’s “Worksite Wellness Award”, Forbes’ “Healthiest Company” recognition and was the first worksite awarded the “C. Everett Koop Health Project Award”.  William has numerous wellness leadership awards and is a Fellow of both Association of Worksite Health Promotion and the American Alliance Health Physical Education Recreation and Dance Research Consortium.  He is a member of the Board of Directors for the National Wellness Institute, Houston Wellness Association, CAN DO (a community childhood obesity effort) and is the Chair of the Mayor’s Wellness Council in Houston. 

He has a B.S. in Economics/Government from Louisiana State University, a Master's degree from University North Texas in Exercise Science, and doctoral work in Human Organizational Systems from the Fielding Institute.

About M.D. Anderson Cancer Center (www.mdanderson.org/)

Celebrating more than six decades of Making Cancer History®, The University of Texas M. D. Anderson Cancer Center is located in Houston on the sprawling campus of the Texas Medical Center. It is one of the world’s most respected centers devoted exclusively to cancer patient care, research, education and prevention.

The mission of The University of Texas M. D. Anderson Cancer Center is to eliminate cancer in Texas, the nation, and the world through outstanding programs that integrate patient care, research and prevention, and through education for undergraduate and graduate students, trainees, professionals, employees and the public.

View this presentation

This interactive workshop will provide insights into what labor union leadership and membership think about EHM programs, and how employers can effectively partner with them to achieve optimal support, participation, and outcomes.  A case study of a successful EHM program, sponsored by a Taft-Hartley trust fund, will be presented.  An interactive presentation about the opportunities, challenges, and roles for all stakeholders in an employer-union collaboration will lead to an open discussion among presenters and workshop participants about their real-life experiences in working with labor unions.  The workshop will also outline key success factors of the employer-union partnership for an effective EHM program.

Learning Objectives

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

1. Describe what labor unions (leadership and membership) think about EHM programs

2. State vital roles in EHM planning and support for employers and labor unions

3. Identify key success factors in collaborating with unions to provide EHM programs that result in favorable outcomes for all stakeholders

Facilitators

John A. Williams, Director of the Teamsters Warehouse Division which covers distribution of grocery, food service, and general commodities involving approximately 130,000 members.  Williams joined the Teamsters in 1968 and became an Organizer with the Western Conference of Teamsters in 1974.  In late 1975 Williams became a Business Representative with Teamsters Local Union No. 117 in Seattle, Washington, and in 1992 became the Secretary-Treasurer [Principal Officer of the Local].  During Williams’ tenure, Local 117 more than doubled its membership and is today the third largest local in the Teamsters Union.  In 2002 President James Hoffa appointed Williams as Director of the Warehouse Division.  In addition to his Warehouse Division responsibilities, Williams is Secretary-Treasurer of Teamsters Joint Council No. 28 in Washington State and is a Trustee on the Western Conference of Teamsters Pension Trust and Co-Chair of the Washington Teamsters Welfare Trust.
 

Dr. Steven Noeldner, PhD, Principal 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. Dr. Noeldner has over 25 years of industry experience, which includes clinical practice in cardiac and pulmonary rehabilitation, hospital administration, university teaching, research, consulting, wellness programming, corporate HPM, and senior management.  Dr. Noeldner’s education includes a M.S. in Adult Fitness – Cardiac Rehabilitation and a Ph.D. in Exercise Science with concentrations in Sport Psychology, Exercise Physiology, and Biomechanics. He is certified by the American College of Sports Medicine as a Program Director.  He has written and published numerous articles and text book chapters, and has served as a reviewer for several professional journals.

About Mercer (www.mercer.com)

Mercer serves all areas of benefits consulting and brokerage needs for clients. Their innovative and proven solutions for emerging growth and mid-sized employers, combined with expertise as a leading consultant to large employers, bring clients an unparalleled breadth of knowledge and solutions. Organized to help clients of all sizes provide health and other benefits programs that are designed to fit their business goals while improving their employees' satisfaction and overall health and welfare. We provide services to assist our clients in all areas of health and benefits, including: benefits design and delivery; benchmarking and data analysis; outsourcing; and compliance. Mercer's Total Health Management practice is a leader in working with organizations to develop health and absence management strategies, select and implement vendor programs, and measure and evaluate outcomes. 

View this presentation

Piedmont Natural Gas is applying a unique approach to employee health and effectively creating a healthier, more productive workforce. By taking this approach, Piedmont generated 80 percent employee participation in 2007 and 78 percent in 2008 in screenings and its health risk assessments, allowing the company to reduce employee health risks and contain costs. Just two years after launching its health management program, the company hit a critical milestone: It avoided raising employee and company contributions to medical premiums in 2009.
Supported by a unique approach to incentive design and the policies and programs it developed to create a culture of health, Piedmont realized many significant results. Its average high risk factors per person dropped from 2.82 to 2.57 from 2007 to 2008. Improvements in blood pressure included a drop in stage one hypertension from 15.3 to 8.5 and high risk cholesterol dropped from 47.0 to 43.0 percent for the same time period. Nutritional improvement, a decrease in depression and anxiety and increased participation in physical activity are also included in Piedmont’s overall success rate.

Learning Objectives

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

1. Describe the benefits of creating a culture of health by implementing policies and programs including senior-level support, performance evaluations based on wellness, internal mission statements and strategies for 100-percent interaction with employees.

2. Identify a unique approach to incentive design that rewards individual employees, encourages team collaboration and competition and provides company-wide awareness.

3. Discuss ways to help employees achieve significant health risk reductions, while driving down health care costs.

Facilitator

Renee H. Metzler, PHR, Director of Compensation and Benefits at Piedmont Natural Gas. Renee has more than 20 years experience in benefits and human resources, working extensively with health care and disability insurance plans. Renee understands the positive impact a comprehensive health promotion initiative can have on an organization. She holds a Professional in Human Resources (PHR) certification and earned a Bachelor of Arts degree from the University of Mary Washington.

About Piedmont Natural Gas (www.piedmontng.com)

Piedmont Natural Gas is an energy services company primarily engaged in the distribution of natural gas to more than one million residential, commercial and industrial utility customers in North Carolina, South Carolina and Tennessee, including 62,000 customers served by municipalities who are wholesale customers. There subsidiaries are invested in joint venture, energy-related businesses, including unregulated retail natural gas marketing, interstate natural gas storage and intrastate natural gas transportation.

Scripps Health
Achieving Success in Turbulent Times

View this presentation

Scripps first introduced an employee wellness program called Scripps Wellness in March, 2004. Now in its fourth year, 93% of all eligible employees are enrolled in the program. Significant improvements in overall population risk were achieved by the end of FY08, thirty months after the program was first made available to employees. Among all employees completing annual Health and Productivity Assessments, the low risk population increased by 8.4%, and a similar decrease in the high risk population was documented. Risk due to a lack of physical activity declined by 13.1%, risk due to dietary fat consumption decreased by 8.0%, and risk due to insufficient fruit and vegetable consumption decreased by 9.0%. Results among the cohort participating in three Health and Productivity Assessments show an overall improvement of 14% in population risk. Program satisfaction is high, with 96% rating the program as good or excellent. Program participants earned more than $2.2 Million in incentives over the first three years of the program’s existence. The Scripps Wellness program was awarded three gold medals for excellence by the Health Care Communicators of San Diego in 2008 and 2009, and the Silver Bernays Award by the Public Relations Society of America in 2008. The Scripps Wellness program has achieved success through carefully crafted communications and program design. The internal and external challenges that the Scripps Wellness program faced as it evolved, and the strategies that proved successful in overcoming these challenges will be the focus of this workshop. Attention will be given to the psychosocial and cultural barriers to success in a challenged industry during turbulent economic times.

Learning Objectives

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

1. Describe specific psychosocial and cultural artifacts that influence wellness program participation.

2. Formulate communication strategies that are congruent with predominant cultural and psychosocial environments.
          

3. Align program design and communication to drive culture change within an organization.

Facilitator

Hamilton Mears, Manager of Corporate Wellness and Health Promotion for Scripps Health in San Diego, California. Hamilton designed and currently oversees the Scripps Wellness Program, a comprehensive program that has been in place since early 2006 and currently enjoys an enrollment of more than 11,500 of the organization’s 12,900 employees. Hamilton has been with Scripps for 14 years, and supervised outpatient rehabilitation services at one of Scripps’ largest hospitals prior to being asked to develop a corporate wellness program. He has a long standing interest in understanding the psychosocial issues and underlying neurobiology that motivate human behavior.  Hamilton was educated at the University of North Carolina in Chapel Hill, with degrees in Biology, Physical Education, and Physical Therapy. He is a Fellow of the Advisory Board Company in Washington, DC. In addition to his work in corporate wellness and as a physical therapist, Hamilton spent almost a decade with Becton Dickinson doing research in applied physiology and cellular toxicology.

About Scripps Health (www.scripps.org)

Scripps Health operates five hospitals and nineteen medical clinics dispersed throughout the greater San Diego region. With about 13,000 employees and 2,600 affiliated physicians, Scripps Health is one of the largest healthcare organizations in California. Scripps Health was listed among Fortunes “100 Best Companies to Work For” in 2008 and 2009. Other recent awards include being named as one of the countries 50 Best Employers for Workers Age 50 and Over by AARP, and listed among the Working Mother 100 Best Employers by Working Mother Magazine.

View this presentation

Vanderbilt University has over 20 years experience in wellness programming that has created a strong foundation toward building a culture of wellness at Vanderbilt University, including the Vanderbilt University Medical Center. The Go For The Gold program, in place for 6 years, supports faculty and staff in recognizing personal modifiable health risks and provides education and programming to reduce health risks or maintain low risk health status.  Program goals are to have high annual participation, keep those at low risk for disease at low risk, coach the high risk to improved health, minimize the rise in health care costs, and maximize productivity.  The program is part of Vanderbilt’s overall health and wellness initiatives. The core activities of Go For The Gold consist of a “Bronze Level”, which requires voluntary completion of a yearly Health Risk Assessment to identify risk; the “Silver Level”, which requires additional completion of a log of wellness actions; and the “Gold Level”, which requires additional viewing of an online video to develop health consumer skills.  Go For The Gold is a voluntary program serving benefits-eligible faculty and staff. Annual participation is high (82%), the low risk population is increasing (81%), and the overall wellness score of the population has increased 9% over 6 years.

Learning Objectives

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

1. Become acquainted with the selection of wellness program components that will best align with their organization’s goals.

2. Recognize the importance of data gathering and analysis, as well as metric and outcome selection, to the successful implementation and sustainability of a wellness program.

3. Receive information about practices that can either enhance or discourage participation in wellness programs.

Facilitator

Mary Yarbrough, M.D., M.P.H. is the Director of Health and Wellness at Vanderbilt University and Medical Center in Nashville, TN.  She has responsibility for Occupational Health Services, which serves approximately 17,000 faculty and staff at Vanderbilt.  In addition, she has responsibility for Health Plus, Vanderbilt’s health promotion program, and the Employee Assistance Program for faculty and staff.  Prior to coming to Vanderbilt, Dr. Yarbrough served as the Director of Environmental Epidemiology for the State of Tennessee.  She received her B.Sc. in Biomedical Engineering and her M.D. from Vanderbilt University.  Dr. Yarbrough completed her residency in Internal Medicine at Vanderbilt and in Preventive Medicine at Johns Hopkins.  She is an Assistant Professor of both Medicine and Preventive Medicine at Vanderbilt, is boarded by the American Board of Preventive Medicine in both Occupational Medicine and Public Health and General Preventive Medicine, is boarded by the American Board of Internal Medicine and is a former Luce Scholar. 

About Vanderbilt University (www.vanderbiltuniversity.edu)

Commodore Cornelius Vanderbilt had a vision of a place that would “contribute to strengthening the ties that should exist between all sections of our common country” when he gave a million dollars to create a university in 1873. Today, that vision has been realized in Vanderbilt, an internationally recognized research university in Nashville, Tennessee, with strong partnerships among its 10 schools, neighboring institutions and the community.

Vanderbilt offers undergraduate programs in the liberal arts and sciences, engineering, music, education and human development, as well as a full range of graduate and professional degrees. The combination of cutting edge research, liberal arts and a distinguished medical center creates an invigorating atmosphere where students tailor their education to meet their goals and researchers collaborate to solve complex problems affecting our health, culture and society.