Communicating Changes in your Employee Benefit and Wellness Programs to the School Board Staff and...

Communicating Changes in your Employee Benefit and Wellness Programs

to the School Board Staff and the Community

WASDA Spring Conference – May 5-8, 2015

Marty Malloy, Education and Government Practice Group LeaderKevin Clougherty, Senior Account Executive and Partner

2 © 2015 M3 Insurance – CONFIDENTIAL – DO NOT REPRODUCE OR DISTRIBUTE

Key Role of Effective Educational Leader

Increasing Student Achievement

Being a good steward of tax payer funds

Successful referendums (Winning or losing is often the result of a small numberof votes.)

Making your employees active participants in wellness

Bringing wellness to the entire community



Healthier teachers miss less work

Wellness programs reduce absenteeism

Multiple studies link teacher absence to lower student achievement.• NBER for Harvard• Columbia• University of Illinois• Albuquerque Public Schools



Mental Health Wellness is an important part of overall health

According to the CDC:• The mental health of workers is an area of increasing concern to organizations.

Depression is a major cause of disability, absenteeism, presenteeism, and productivity loss among working-age adults.


Increasing Student Achievement: Vendor Summit

A “Summit” of all the Vendors who touch your employees’ health can improve Return to Work or Stay at Work initiatives, and coordinate all the vendor efforts!

Sample Agenda Items• Introduction

• Review of District’s mission / vision

• Round Table discussion of each carrier partner’s resources

• Current financial spend and 2014 expectations

• Next steps


Decreasing Benefit Costs with a Wellness Program

Wellness programs appear to have a very good ROI:• An article in the Harvard Business Review States: Well, it turns out that a

comprehensive, strategically designed investment in employees’ social, mental, and physical health pays off. J&J’s leaders estimate that wellness programs have cumulatively saved the company $250 million on health care costs over the past decade; from 2002 to 2008, the return was $2.71 for every dollar spent.

• From a Rand Corporation Study: the overall ROI was $1.50—that is, a return of $1.50 for every dollar that the employer invested in the program.

• Oregon University of Health & Science Study concludes combining wellness with all employee benefits, including Workers Comp, reduces costs of all benefits by 25%.


Decreasing Benefit Costs with a Wellness Program: Workers Compensation

A study by the National Council of Compensation Insurers found:• There is mounting evidence of obesity contributing to the cost of workers

compensation. Claimants with a comorbidity code indicating obesity experience medical costs that are a multiple of what is observed for comparable non-obese claimants. The study also finds that obesity contributes in significant ways to the length of time during which claimants receive indemnity benefits.

An article from the Journal of Occupational and Environmental Medicine states: • Personal health risk does impact future lost productivity in WC claims even after

adjustment for demographic, health factors, and job type. Employers wishing to reduce the impact of lost productivity should consider a worker's personal health risks as predictors of future lost productivity and may want to address this in broad risk reduction programs.


Decreasing Benefit Costs with a Wellness Program: Workers Compensation

How does this affect your workers compensation cost?• Your workers compensation experience modification will decrease:

Fewer claims will lead to a lower experience modification Medical only claims are reduced by 70% in the experience modification calculation. Healthier employers more likely to return to work before indemnity payment start. Their claims

would fall into the medical only 70% discount• This will also lead to a reduction in your soft costs and lead to higher student

achievement


Case Study of a Successful Referendum

School District of Onalaska:Combined Operations and Capital Referendum – February 18, 2014

School District of OnalaskaEmployee Wellness Program10

11

School District of OnalaskaEmployee Wellness Steering Team

Mission: To build a culture of wellnessVision: We are a district in which people care for themselves, about each other, and model healthy choices for our students.

LEADERSHIP TEAM

LarryDalton

Administrative Representativedalla or 8703

KristenFay

Non-certifiedRepresentativefaykr or 8701

Sarah Thompson

District Wellness Coordinator(YMCA Staff)

thosa or 8716Julie

EversonDistrict Nurse Representativeeveju or 8012

GROUP REPRESENTATIVES

WOW! COACHES· Staff Coaching

· Health Risk Assessment Support· Personal Wellness Planning Support

· Health Information Facilitators

Cami Pietrek

Northern Hills &District Office pieca or 1104

Cheryl Lang

Irving PertzschPupil Serviceslanch or 2207

Kimmi Muellenberg

Eagle Bluffmueki or 3120

Peggy Vogel

Middle Schoolvogpe or 4139

Shelby BuchananHigh School

bucsh or 5109

Mary Beth BilskemperSecretarial

Representativebilma2 or 5034

Kathy Engh

Retiree Representative

[email protected]

TrudyGudie

School Nutrition Representativegudge or 2109

CarlGundersonCustodial

Representativegunca or 2112

Florence Hyatt Board Member Representative

hyafl or 783.2738

Sarah Reynolds

ParaprofessionalRepresentativereysa or 3512

11

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2014 Employee Wellness ProgramEligibility Requirement Information1. Complete July 2013

Health Risk Assessment AND

• Score 71 or higher, OR• Improve your previous year score by 5 points, OR• Complete telephone coaching sessions (if you have not scored

71 or improved by 5 points)

2. Current with age/gender appropriate screeningsAND

• Employee: be current with age/gender appropriate screenings

3. Complete ONE wellness activity from WOW! options

• Keep personal activity log for 2 months• Submit a letter from fitness facility detailing your use of the

facility• Complete 1 WOW! sponsored activity during the school year• Complete 2 months of the “YMCA Employee 5210 Challenge”• Participate in 1 YMCA on-site fitness class

Incentive:$300 gift card awarded in May 2014(This all-purpose debit card may be used for any debit-card-eligible purchase.)


Incentives get Employees’ Attention!

Increase in participation with move to 10% Payroll Deduction incentive!

Of 588 EligibleBiometric Health Screening Participation - 99%

Health Risk Assessment Participation - 92%

Coaching Participation Percentage - 95%


Participation Results by Incentive Type

Incentives can be a valuable tool in gaining participation for the health and wellness program. While there is no single best motivator, experience tells us that some incentives will drive participation higher than others.

The chart on the following slide indicates the ranges of Health Risk Assessment participation results for various types of incentives, ranging from voluntary programs to health insurance premium contributions totaling more than $240.

Source: Trotter Health And Wellness Data

Increasing Program Engagement: Incentive Results


Participation Results by Incentive Type

0102030405060708090

100

Up to 1%3%-10%

10%-15%5%-25%

10%-50%

5%-85% 35%-60%60%-96%

Increasing Program Engagement: Incentive Results

Source: 2009 Benchmarks in Health and Wellness Incentives, Healthcare Intelligence NetworkNote - Color bars show range from lowest to highest participation.

THIS CHART STILL NEEDS WORK-- JH


Outcome Based Program Trends: Company A

Program Design• Must earn at least 150 points to qualify for medical plan discount• Biometric points focused on the five factors related to Metabolic Syndrome:

Blood Pressure, HDL Cholesterol, Triglycerides, Glucose and Waist Circumference.• Fifty points are awarded for each of these categories in which the participant scores

within the Low Risk range

Health Coaching • Onsite Health Coach staffed 32 hours per week

Overall Risk Cohort TrendsRisk Group Previous to Current Year First to Current Year (3 Years)

Low Risk 5% increase 26% increase

Moderate Risk 2% decrease 18% decrease

High Risk 2% decrease 8% decrease


Value in Communication of Pending Change

One immediate success is the increase in participation.

In the transition to a health contingent based programs, employees need to participate in the screening during the base line year (year just before the HC incentive plan year) in order to be able to show the necessary improvements to achieve the financial incentives in the subsequent year.

Otherwise, employer would have had to meet a minimum value on their overall health risk assessment (say 71 of 100 points).


Spectrum of Wellness

Communication Participation Based Health-Contingent

– Wellness Newsletter

– Lunch n Learns

– Community Charitable Events

– Few Incentives

– HRA and N&I Survey

– PredeterminedActivities

– 10K A Day/WW

– Incentives Based on Participation

– HRA and N&I Survey

– Predetermined Activities

– Coaching All Participants

– Incentives Based on Outcomes

Few Compliance Concerns ADA HIPAA-

Non-discrimination

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School District of Onalaska:Transition from Participation-Based to Standard-Based Employee Wellness Program

Calendar 2013 Fiscal 2013-2014 Fiscal 2014-2015 (Proposed) 1) Oct-2012

Healics HRA and report delivery – participation /baseline

1) Participate in Oct-2013 Healics HRA and a report delivery / coaching session

1) Participate in Oct-2014 HRA and report delivery (not a coaching session)

meet one of

• Score 71 points, or • Improve by 5 points

meet one of

• Score 71 points, or • Improve by 5 points

or else Complete risk-targeted coaching sessions (2 if "medium" risk, 3 if "high“or "extreme" risk)

or else Complete risk-targeted coaching sessions (2 if "medium" risk, 3 if "high" risk, 4 if "extreme" risk)

2) Be current with age/gender appropriate screenings



3) Participate in one sustained WOW! wellness

activity3) Participate in one sustained WOW! wellness

activity

• Keep a personal activity log for 2 months • Keep a personal activity log for 2 months

• Submit a letter from a fitness facility

detailing your use of the facility • Submit a letter from a fitness facility

detailing your use of the facility

• Complete 1 WOW! sponsored activity

during the school year • Complete 1 WOW! sponsored activity

during the school year

• Complete 2 months of the "YMCA

Employee 5210 Challenge" • Complete 2 months of the "YMCA

Employee 5210 Challenge"

• Participate in one YMCA on-site fitness

class • Participate in one YMCA on-site fitness

class

All EmployeesQualification Criteria

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School District of Onalaska:Transition from Participation-Based to Standard-Based Employee Wellness ProgramFor All Participating Employees

Information Received by the DistrictCalendar 2013 Fiscal 2013-2014 Fiscal 2014-2015 (Proposed)

1) From Healics - employee: yes / no 1) From Healics - employee: yes / no 1) From Healics - employee: yes / no2) Health provider form (or not) 2) Health provider form(s) - or not 2) Health provider form(s) - or not

3) WOW! participation records 3) WOW! participation records

Calendar 2013 Fiscal 2013-2014 Fiscal 2014-2015 (Proposed)$300 ($150 June, $150 December) included in paycheck

$300 gift card first week of June 2014 $300 gift card first week in June 2015

Qualifying EmployeesIncentive

Available to All EmployeesSupport

Calendar 2013 Fiscal 2013-2014 Fiscal 2014-2015 (proposed)(2) Two-month targeted whole-district

campaigns(3) Two-month targeted whole-district

campaigns(3) Two-month targeted whole-district

campaigns

Fee-based fitness classes offered at all schools

Fee-based fitness classes offered at all schools

Fee-based fitness classes offered at all schoolsUp to two 20-minute personal wellness coaching sessions available to all participants


School District of Onalaska:Multi-Screen Risk Comparison Analysis

Percent by Risk Category Test 1 Test 2

Minimal Risk 86-100Moderate Risk 71-85Medium Risk 61-70High Risk 51-60Extreme Risk 01-50

52.2%27.0%12.6%4.3%3.9%

56.5%24.3%12.6%3.9%2.6%

Average Points by Risk Factor Test 1 Test 2

Tobacco Use (24)Blood Pressure (16)Weight Control (12)Body Fat Percent (12)Total Cholesterol (4)HDL Cholesterol (4)Total/HDL Ratio (4)LDL Cholesterol (4)Triglycerides (8)Glucose (80)GGT (4)

Average Total Points

23.215.18.06.13.53.32.92.86.87.53.7

83.1

23.215.48.07.13.53.33.02.96.77.53.7

84.3


Onalaska Rates

Percentage of Accumulated Decrease in Premium vs. Trend


Sample School Rates

Single and Family Premiums7/2010 - 7/2011 7/2011 - 7/2012 7/2012 - 7/2013 7/2013 - 7/2014

Single $803.46 $742.54 $706.16 $688.50Family $1,822.48 $1,667.02 $1,584.34 $1,544.74Single Difference -7.6% -4.9% -2.5%Family Difference -8.5% -5.0% -2.5%Wellness Impact 1% 3%

7/2010 - 7/2011 7/2011 - 7/2012 7/2012 - 7/2013 7/2013 - 7/2014$0.00

$200.00

$400.00

$600.00

$800.00

$1,000.00

$1,200.00

$1,400.00

$1,600.00

$1,800.00

$2,000.00

$803.46 $742.54 $706.16 $688.50

$1,822.48$1,667.02

$1,584.34 $1,544.74

Single Family

3 year average reduction (combined single & family ) of 15.4% . And 2014’s projected savings show -1.1% plus a -3% Wellness Impact, or a 4 year reduction of 19.6% in insurance premiums . Wellness Initiatives account for 7% of the 19.6% overall reduction. Wellness Initiatives have contributed to approximately to 36% of the overall reduction.


Sample School Rates

Percentage of Accumulated Decrease in Premiums vs. WEA Trend

3 year average reduction (combined single & family) of 15.4% . And 2014’s projected savings show -1.1% plus a -3% Wellness Impact, or a 4 year reduction of 19.6% in insurance premiums . Wellness Initiatives account for 7% of the 19.6% overall reduction. Wellness Initiatives have contributed to approximately to 36% of the overall reduction.


Healthy Schools Benefit the Entire Community

Work that school nurses are doing with the children with chronic conditions really benefit the entire community.

Service is becoming more widespread and more crucial to the integration of the sick children into the school community.

It helps the community at large to better learn and understand how to work with people of all ages that have similar chronic conditions.


School District as Center of the Community

Algoma Wellness Center • Wellness Center is open from 5 a.m. to 8 p.m. • Separate entrance where residents can enter during school hours• Part of a comprehensive initiative to improve the health of the community



Headlines: Algoma Wellness Center Boosts School's Role in Health The new Algoma Community Wellness Center will be the foundation for improving the

health of the entire community, said Nick Cochart, superintendent of Algoma schools.

The wellness center's opening will be celebrated 6-8:30 p.m. Wednesday, March 18, with an open house for the public. A ribbon-cutting ceremony is scheduled for 6:15 p.m. The event

will include hours, refreshments, membership registration and door prizes.

The school district has partnered with Bellin Health and other businesses and private donors to build the center and provide programs to enhance resident's physical health and longevity, financial well-being and lifelong learning opportunities.

"We look at the school district as the center of the community," said Cochart. "We want our schools to be a campus of learning where people of any age can attend.“ The new Wellness Center's design is contemporary with stainless steel signage, white tiles and exposed steel ducts in high ceilings. It features a cardio area and weight, strength and conditioning center. It will be open from 5 a.m. to 8 p.m. daily and has a separate new entrance at the high school where residents can enter during school hours. It also features a room for Zumba, yoga, dance and other classes.

The 20,000-square-foot center is part of a comprehensive initiative to improve the health of the community. Known as "Live Healthy, Live Well, Live Algoma," the program will launch this summer. The $3.3 million cost of the center and renovations to the technology education classrooms at the high school have been funded by private donors, the school district's general fund and a $1 million loan, Cochart said.

Superintendent:“We look at the school district as the center of the community.”(Photo: Karen Ebert Yancey/

Kewaunee County Star-News)


Key Take-Aways: Algoma

Collaborate with the community

Eat Local – High quality nutrition from local sources

Provide staff / students access to high quality nutrition

Make facilities available to the entire community



Farm to School Programs• Vernon County

The Vernon County Farm to School program integrates fresh, whole foods into school lunches and classrooms in southwest Wisconsin while teaching children the lifelong benefits of healthy eating.

http://www.farmtoschoolvc.org/

http://www.farmtoschoolvc.org/



School Gardens• Waupaca School District

The purpose of the Waupaca Community/School Garden is to develop a large, sustainable vegetable garden capable of providing fresh produce to meet the needs of the Waupaca Food Pantry, Bread Basket and other area charitable distributors of foodstuffs. All work at the garden will be voluntary. All produce will be given freely and fairly. All monies raised or donated will be used to purchase plants, seeds or equipment for the production of the garden produce.

http://www.waupaca.k12.wi.us/d_garden.cfm


Southern Door: Partners in Health

VISION:The Southern Door Partners in Health

Wellness Program will promote an environment of positive choices for the

well-being of one’s body, mind and soul as we collectively strive for personal and

community success.

MISSION:The Partners in Health Wellness

Committee will empower the students, staff and Community of the Southern

Door area to promote and model positive attitudes and behaviors through a life-long

commitment to wellness.



2012-2013• Formed a Partners in Health committee comprised of staff, board, and community

agency members

• Developed KEY partnerships with local YMCA , local hospital, and local business association

• Opened up Talon Fitness Center to staff, students, and community

• Wrote grants and created Eagles Walking Trail for school and community

• Initiated Annual Health & Wellness Fair for the school and community

ENGAGE



2013-2014

• Shared local and community wellness newsletters

• Designated representatives to attend county and WELCOA wellness meetings/conferences

• Expanded offerings in Annual Health & Wellness Fair for the school and community

ENGAGE



2014-2015

• Conducted staff, student, and community wellness needs & interest survey

• Created Southern Door Striders – indoor walking club for school and community

• Implemented year two of PEP grant focusing on classroom activities, ropes courses, outdoor winter sports, and community wellness activities

EMPOWER



2014-2015 (continued)• Partnered with Ministry to sponsor “Let’s Go Southern Door” health & wellness

six-session series of wellness workshops for staff and adults in the community

• Partnering with community agencies to reinstate summer Belgian Days 5 & 10K run

• Joined Door County Wellness Works project

• Sponsoring Third Annual Health & Wellness Fair

EMPOWER


Key Take-Aways: Southern Door

Engage, Empower, Excel

• Partnership with community resource

• Embrace internal talent – how to

• Grant writing for community wellness


QUESTIONS?

Communicating Changes in your Employee Benefit and Wellness Programs to the School Board Staff and...

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