Greater Omaha Packing Company - North American Meat Institute · 2008-09-02 · •Third...
Transcript of Greater Omaha Packing Company - North American Meat Institute · 2008-09-02 · •Third...
Greater Omaha Packing Company
Benefits of On/Off the Job Wellness Programs – Cost
Containment April 3, 2007
Kathleen Krantz, Vice President Technical and Human Resources
Managing On/Off the Job Wellness Program
A short story of perseverance…
The Corporate Culture Started
in 1920
A family-friendly
workplace
•Third generation, privately owned•Located in heart of corn country
•15,000hd/week•First rate customer service
•$900 Million in sales•Dedicated to employee and food safety
Greater Omaha -21st CenturyWho we are….
Greater Omaha Packing ….an aerial view of where
Our stately Cattle Processing Facility... a showcase of the 21st
century
Our Fabrication Processing Room …the pride of our boxed beef programs
What..An Award-Winning Culture
Greater Omaha Packing Company was voted one of the “BEST PLACES TO WORK” in Omaha in 2005, and was presented the Award by the Omaha Chamber of Commerce
Kathleen Krantz VP Technical and Human Resources
725 EMPLOYEES
Henry Davis, CEO, leads the team
Our Associates walk through these doors…the finest food production team in the world
Recognizing over 60% of our workforce with 5, 10, 15, 20, Years of Service
Goals for Employee WellnessOn and Off the Job
GOP strives to provide a healthy environment for everyone with an unyielding focus on the health, safety, and betterment of both employees and their families
Best Practices of our Safety, Health and Wellness programs
Management Buy – In at all levels
CEO to Supervisor, at least a few on each level
Create a Cohesive Wellness Team
Nurses, Community Health, Medical Insurance Team Members as a Steering Committee
Collect Data with Health Questionnaire –
Use a qualified contractor Find the best way to administer this for your company
Develop a Safety/Wellness taskforce
Taskforce of staff members to promote and assist in implementation of programs
Health Fairs provide an essential part of the program for information sharing and access of resources for the program
A Checklist for Development
Craft an Operating Plan Write goals with objectives with their interventionsShort-term and long-term goals are essentialDerive plan from employee questionnaires and use guidance from team members.Insurance Medical Claims utilization data should be used as a tool for customized plan design
Measurement of outcomes for baseline dataUse a health benchmark program, both national and regional, to determine corporate return on investment Utilize the resources of a third party (Simply Well or Wellness Council of America are excellent resources)
Measure your outcomes
GOP Wellness Structure
Wellness committeeAnnual health fairsSimplyWell provides on-site preventative screeningsSimplyWell offers a comprehensive health risk appraisalOn site physicals and educationElectronic Education
Challenges and Benefits
Challenges -Time constraints of employee education based on the cultural differences of healthcare in the paradigm shift from disease management to disease preventionBenefit – GOP has been involved in health and wellness program education for over 12 years and utilizes the strength of SimplyWell to impact change through the utilization of a very sophisticated on-site, on-line program
Solutions…
SimplyWell is the medical partner with our employees offering
Comprehensive Data and BenchmarkingBi-lingualHIPAA compliantTPA solutionExcellent medical resources for disease management and prevention
SimplyWell offers
Continuous on-site training through classroom setting “lunch and learns” using 3-12 minute snippets from the SimplyWell on-line video trainingExecutive Summary and bench-marking data used to determine educational programs
SimplyWell…An On and Off the Job Wellness Program
SimplyWell Program is Free to all employeesSimplyWell program is available to all GOP employeesIndividual Investment of 2% of total healthcare premium cost PEPM.Investment of Kiosks to assist employees with on-site education in Learning Center Medical Health Coordinator assists in the initial stages of implementation
Greater Omaha’s Learning Center provides Employee Education
Our Employees have the opportunity to learn people skills/life skills on-site
Health and Wellness information All levels of English and SpanishBasic Computer skillsPrepare for Citizenship
Our SimplyWell partner provides a…Personal Health Record solution offers
A portable Personal Wellness Profile based on individual employee historyA Bi-lingual website solution with health modulesPHR accessed on-line in a protected websiteEmployer solutions to IT development of PHR
Opportunities.. Prevention of Risk and Disease Management
Phone coaches will call 2-4 times per yearHealth tracking for exercise, diabetes management, High Blood pressure
Administration of Systems
GOP assists in the conversion to paperless Personal Health Record systems working with SimplyWell system education of employeesSimplyWell is the TPA managing all of the hardware, software, disaster recovery, and IT for Greater Omaha
Example of a Personal Health Management Website
Personal Wellness Profile - Online
Personal Wellness Profile - Online(continued form)
A Healthy Employee is a Productive Employee
Objectives of 360 ReviewReview Risk DataDefine consulting needs Evaluate program participation and adoption rate of the populationReview communication and incentive strategies for the GOP wellness objectivesProvide strategic planning support
Survey ResultsParticipation by Site Site Survey Results
Solutions & RecommendationsDemo new features
FeedbackDiscussion of Action Steps for 2007 – 08 plan year
2006 Survey
73% of all employees surveyed felt that GOP was concerned about their health and safety.
86% were very or mostly satisfied with their work.
Areas of low risk - 2006
Good lifting 91%Seldom stressed – coping well 88%Good social support 88%No exposure to violence 94%
High Risk: Substance abuse - 2006
Heavy Alcohol Use 3% Drink and drive 6%Drug abuse 2%
High Risk: Home Safety - 2006
Limited or no seat belt use 4%No smoke detector 10%No helmet 15%
Nutrition Score - 200665% Good to Excellent
Breakfast 74% Daily or almost dailySnacks 76% Almost everydayFast food 44% Seldom or neverFats in diet 17% Primarily low fatWhole grains 35% 3-6+ per dayDark leafy vegetables 12% 5+ per weekSalt 52% Seldom or never
GOP Health Risk Percentage
0102030405060708090
100
Poor Nutrition
Improving Fitness
High CancerW
eight Management
Coronary Risk
Chol > 200GlucoseSmokersBack CareStress M
anagement
High Alcohol
High Blood Pressure
2006
Risk Data Repeat Participants
Safety Score
67.3%18.0%5.2%9.5%2006
+1.5%
16.5%
Good
+1.7%
65.6%
Excellent
+0.2%-3.5%Change
5.0%13.0%2005
FairPoorYear
Safety
72.8%
77.0%
Yes & Think so –that my employer is concerned about my
health & safety
7.1%
8.0%
Drink and Drive/Rid
e
33.0%
43.2%
Wears helmet if
applicable
90.4%
89.6%
Mostly -Always lifts
properly
90.2%
83.0%
2006
88.9%
78.1%
2005
Properly working smoke
detector
Always wears
seatbelt
Year
Source: Group Summary as of 11.27.2006 – 2005 & 2006
Exercise Programs
Risk Data Repeat Participants
15.4%7.3%15.6%20.4%41.3%2006
+5.1%+0.1%+0.2%-6.6%+1.2%Change
15.4%
3 days/wk
7.2%
4 days/wk
10.3%
5+ days/wk
27.0%40.1%2005
1 to 2 days/wk
No ProgramYear
Body Mass Index (BMI)
24.7%37.1%31.7%40.1%2006
+2.2%+6.8%+9.6%-4.1%Change
30.3%
Women(overweight, 25+)
22.5%
Women (obese, 30+)
22.1%44.2%2005
Men (obese, 30+)
Men (overweight, 25+)
Year
Source: Group Summary as of 11.27.2006 – 2005 & 2006
GOP Preventable Risk Scores
2002 none to one risk = 26.0%2003 none to one risk = 32.1%2004 none to one risk = 6.8%2005 none to one risk = 28.1%2006 none to one risk =29.2%
05
101520253035404550
None 1 Risk 2-3 Risks 4-5 Risks 6+ Risks
20022003200420052006
Outcomes-Employee Perspective
Low Attrition rates send strong message of employee acceptance of Wellness programsSimplyWell is the cornerstone of family health conversion in healthy lifestyle changesSimplyWell offers solutions for bridging the gap of making healthy choices based on individual needs and health risk assessmentsOver 1200 employees and family members attend GOP Health Fair annually
Employer Advantages…Return on Investment
Provides a solution to managing claims and overall healthcare costsAfter three years with program, negotiated a 4.4 % decrease for group medical insurance premium rates for 2006 plan year compared to the National Average of an 18-30% increase5-year Self-Funded costs savings vs. Standard Premium of $3M to corporate bottom-line
$4,117 $8,376 2005/2006
$4,862 $7,368 2004/2005
$4,911 $6,020 2003/2004
$4,437 $5,239 2002/2003
Greater OmahaNatl. Ave.
$5,239$4,437
$6,020$4,911
$7,368
$4,862
$8,376
$4,117
$0
$5,000
$10,000
2002/2003 2003/2004 2004/2005 2005/2006
Annual Health Plan Costs
Natl. Ave.Greater Omaha
Greater Omaha Packing’s – Annual Health Plan Costs per Employee
Outcomes ofBest Practices
Greater Omaha Packing Co., Inc. received the Platinum Well Workplace Award from the Wellness Council of America in 2004.The Award is for the commitment of the company towards the health and welfare of our employees both on and off the job.
Corporate Culture.. Safety Outcomes
Greater Omaha Packing Co., Inc. received the Platinum Safety Award of Honor for thirteen consecutive years of our Safety Injury Record and Loss Control Prevention Program from the National Safety Council in 2006.
Summary
Continuous education of Coronary Risk, Smoking, Cholesterol, and Diabetes Management Programs Cancer, Nutrition and Fitness through “Wellness Challenge Programs”Enrollment should exceed 85% in 2007
Our story continues…A “Work in Progress”
A healthy employee is a productive employee
Benefits of Wellness – On/Off the Job