A Unique Proven Wellness Program with Fact based Financial and Health Results

Finally, a wellness design breaks through the barrier of insufficient evidence. The peer reviewed and internationally published article describes the design, this document provides the details as they relate to the program that provides the

services and factual results. The results proves companies can lower healthcare costs and improve the health and productivity of employees1

Your Program must include 6 critical elements:

1 Use Best Practices of behavioral change. Personable health coaches developed rapport and trust and then use powerful questions to engage people in their own self-directed change.

2.Individual accountability must be an integral part of the program design.

3. Must engage the majority on your health plan including spouse participation. The level of employee and spouse participation in the incentivized worksite health plan steadily increased over the study period. (See graph 3 at bottom)

4. Engage Older Adult’s. Engage those 49 plus in wellness that typically have higher costs and claims. (See graph 4 at bottom)

5. Motivate the Majority. In some situations over 50 percent of all insured adults associated with the companies were being held accountable to work with a coach on an ongoing basis until they no longer had health risks.

6. Engage the men, not just the women, during the study participation rates increased the percentage increased, men compared with women. (See graph 6 at bottom)

3. 4. 6.

Workplace wellness logically should improve employee health but until now there was no definitive proof. Now evidence has been published that an opt-in program encompassing biometric testing and a personal wellness profile led to improved health and reduced healthcare costs.2

“Designing a wellness program that works is not simple- and poorly designed programs don’t work. This carefully- constructed retrospective study of a successful wellness program in four Utah companies helps out what works and how strongly it works. .3

1 Research authors: Ray M. Merrill and Grant Merrill, Department of Health Science, College of Life Sciences, Brigham Young University, Provo Utah. Dr.

Ray Merrill received his PhD and MPH from Arizona State university and Harvard University respectfully2

Stephen C. Schimpff, MD. Former CEO, University of Maryland Medical Center. Author, “The Future of Healthcare Delivery: why it must change and How it Will Affect You”.3

Joe Flower CEO, The Change Project, Inc Author “Healthcare Beyond Reform: Doing it Right for Half the Cost”

A Unique Proven Wellness Program with Fact based Financial and Health Results

This study provides definitive proof that Orriant produces the results driven by their unique FIRM model, both health and financial. The program also provides bottom line results for the company and monthly cash incentives for participants.

The Measurable Results Available with the Orriant Program:

A Unique Proven Wellness Program with Fact based Financial and Health Results

Number of claims per year according to Medical costs per year according to participant status and year participant status and year

Orriant’s objective is well-being and lower premiums at no cost to the employer. Orriant uses its proprietary Financial Impact and return model to create a client specific contribution based participatory underwriting strategy to fund the program at no cost to the employer. WITH THE EVIDENCE TO BACK IT UP reviewed in previous section, peer reviewed & published results.

A Unique Proven Wellness Program with Fact based Financial and Health Results

Below is a table showing three different strategies for you to consider: conservative, moderate and aggressive based on 1,000 employees and their spouses. The variable is the monthly incentive amount per person. The higher the incentive the higher the participation will be and the greater the impact will be on longer term health, productivity as well as healthcare claims. The “Estimated Program Costs” are for the full year and include all the services provided by Orriant.

There is an upfront cost associated with getting everyone assessed at the beginning of the year, but by the end of the year, the subsidy from the non-participants makes up most of the cost of the program and it can be a cost neutral strategy or make money as in the Conservative and Moderate strategies. Orriant services can be provided al-a cart. These estimates assume a typical 60% health standard and include spouses.

The “Net Cost with Fitbit” includes offering all participants a Fitbit activity tracking device partially subsidized (25%) by your organization.

Orriant has built a full data integration with Fitbit one of the industry’s most popular fitness tracking companies. Participants can easily synchronize any Fitbit device with their Orriant online portal where their Fitbit tracking data seamlessly uploads into their account, which gives them credit for their physical activity goals.

StrategyDescription

MonthlyIncentive

Initial Participation

Average Coached

Est. Program Costs PEPM

Net Program Costs/Yr.

Net Cost with Fitbit

Conservative $49.00 63% - 68% 438 – 535 $26.41 ($95,181) ($76,751)

Moderate* $59.00 73% - 78% 510 – 618 $29.74 ($40,533) ($19,393)

Aggressive $69.00 82% - 87% 577 – 694 $32.81 $35,733 $59,356

A Unique Proven Wellness Program with Fact based Financial and Health Results

Coach Background and Training

All Orriant health coaches are certified in Orriant’s proprietary health coaching certification process. Orriant is one of the first health coaching companies in the country. Each Orriant health coach has a minimum of a 4-year health science degree and many have master’s degrees.

Neutral CostWith the use of our 10-year proven wellness calculator (FIRM), we help each client design an optimal participatory underwriting strategy that will maximize the program’s long term impact on health and healthcare costs while at the same time, be cost neutral to the company.

FIRM - Orriant has one of the most sophisticated wellness calculators in the industry with over 10 years of experience at projecting utilization and program costs for health-contingent wellness programs. Orriant calls this calculator the FIRM which is an acronym for Financial Impact and Return Model.

Incentive – There are numerous ways to develop an incentive strategy; however, Orriant has found the most effective incentive for most populations is to use a discount on employee contributions towards health insurance premiums.

Shifting Employee Contributions – Most clients will create the incentive by increasing the employee contribution for all employees across the board and then discounting that contribution for those who participate in the wellness program. This allows for the creation of an incentive at no cost to the employer. However, some employers will pay for the whole incentive or a portion of it. The FIRM can be used to project any combination.

Subsidy – Employers who use this shift in employee contribution strategy to create their incentive also benefit from a subsidy that is created by those who don’t participate who are now contributing new funds that can be used to subsidize the cost of the wellness program. This is how so many of Orriant’s clients are actually making money every year on their wellness program.

Balance – Obviously, most companies don’t intend to make money on their wellness program; but rather plan to break even. The optimal balance is to design a strategy that generates the highest level of participation to drive down healthcare costs in the long run, while generating just enough subsidies to pay for the program.