Welcome to our fall edition of HERO on Health. David Ballard, PsyD, Assistant Executive Director at the American Psychological Association, and HERO board member has written a very insightful column on the development of a psychologically healthy workplace. This approach incorporates not only the dimension of physical health and mental health, but broadens the discussion to include employee involvement, safety, employee growth and development, work-life balance and employee recognition as important to achieving this objective.
The 2012 HERO Forum for Employee Health Management Solutions, held October 2-4, was a great success. We thank the outstanding faculty of keynotes, panelists, and workshop presenters for their highly informative, thought provoking presentations. Certainly the topic of building employee performance through improved health was a key topic, along with excellent discussions on program sustainability, communication, branding, creating a supportive culture and the appropriate use of incentives. Please put September 24-26, 2013, on your calendar to join us for the next HERO Forum to be held in Orlando, FL, at the Disneyworld Hilton Hotel.
The 2012 Annual Report on the HERO Employee Health Management Best Practice Scorecard in Collaboration with Mercer was released during the Forum. It is free and available on the HERO website. read more...
Thursday, November 8, 2012
Industry Voices: Promoting Well-Being & Performance
David W. Ballard, PsyD, MBA
Creating a healthy, high-performing organization takes a firm commitment even in the best of times, and as the recession hit full swing, many organizations had to make some difficult decisions. In a 2011 survey conducted by the American Psychological Association, 64 percent of working Americans reported that their employers had taken read more
Creating a healthy, high-performing organization takes a firm commitment even in the best of times, and as the recession hit full swing, many organizations had to make some difficult decisions. In a 2011 survey conducted by the American Psychological Association, 64 percent of working Americans reported that their employers had taken read more
HERO Happenings
Webinar: A Community- Based Proactive Health Care Model for Small Businesses
January 23, 2013 1 PM - 2:00 PM Central Time
Register
Please join us for a presentation on community-based wellness programs for very small businesses (10 employees or less). Our presenters will be the Greater Somerset Public Health Collaborative (GSPHC) in Somerset County, Maine, which in partnership with HERO, has developed a community-based employee wellness program that demonstrates how small businesses within a community can join together to offer their workers wellness activities that would not normally be economically feasible for groups their size.
Learn about this model and how it complements national health reform, which proposes models to allow small employers to group together to purchase coverage so they can align their wellness strategy with their medical benefits in the same way large employers currently do. By creating a project that gave small employers an opportunity to jointly obtain worksite wellness, this group was able to develop a prototype of an employer-community collaborative approach that offers a full spectrum of health, wellness and medical care protection-along with the use of financial incentives- for small and very small employers.
Partnering with HERO, the GSPHC created a modified version of the Scorecard specifically for these micro-sized employers to use as the tool to qualify for financial incentives based on their score.
We encourage you to register for this session to learn more about this innovative and intriguing approach to making employee wellness and prevention programs available to very small organizations.
Winter Think Tank Leadership Roundtable
The next meeting of the HERO Think Tank will be held February 12-13, 2013 Westin Hotel, Atlanta
RSVP Now
This is a HERO members-only event.
Recent Articles
New Findings and Realistic Solutions to Employee Presenteeism
Corporate financial statements and annual reports highlight the effects of the rising cost of employee health care. It has become a substantial budget item that must be carefully monitored and controlled. Because it is a tangible cost, benefits managers and chief financial officers tend to focus these efforts on controlling health care costs. Yet a much larger employee expense and management opportunity lurks in the shadows –in the form of on-the-job productivity losses resulting from employee health problems, a.k.a., presenteeism.
The HERO white paper “Presenteeism According to Health Behaviors, Physical Health, and Work Environment” which summarizes the findings of our research is now posted on the HERO website.
The objective of this study was to identify the contribution that certain demographic characteristics, health behaviors, physical health outcomes, and workplace environmental factors have on presenteeism (on-the-job productivity loss attributed to poor health and other personal issues). Analyses were based on a cross-sectional survey administered to three geographically diverse U.S. companies in 2010.
This research is complete and has been published in Population Health Management magazine. The research team on this project included: Ray M. Merrill, Steven G. Aldana, James E. Pope, David R. Anderson, Carter R. Coberley, and R. William Whitmer, and members of the HERO Research Study Subcommittee (Jessica Grossmeier, Melodie Carter, Greg Howe, and Steven Merryman).
“Guidance for a Reasonably Designed, Employer-Sponsored Wellness Program Using Outcomes-Based Incentives” HERO, along with the American Cancer Society, American Cancer Network, American Diabetes Association and American College of Occupational and Environmental Medicine have collaborated to produce the first joint consensus document designed to provide guidance on the use of outcomes-based incentives in employer-sponsored wellness programs.
This publication incorporates research, practical application, policy perspectives and a set of basic considerations to help organizations that are considering or implementing this approach in their program development and planning. has been published online by the Journal of Occupational and Environmental Medicine.
Please visit the Incentives Joint Consensus Statement page on the HERO website to access the paper and associated materials.
For more information on these articles and other HERO research visit:
January 23, 2013 1 PM - 2:00 PM Central Time
Register
Please join us for a presentation on community-based wellness programs for very small businesses (10 employees or less). Our presenters will be the Greater Somerset Public Health Collaborative (GSPHC) in Somerset County, Maine, which in partnership with HERO, has developed a community-based employee wellness program that demonstrates how small businesses within a community can join together to offer their workers wellness activities that would not normally be economically feasible for groups their size.
Learn about this model and how it complements national health reform, which proposes models to allow small employers to group together to purchase coverage so they can align their wellness strategy with their medical benefits in the same way large employers currently do. By creating a project that gave small employers an opportunity to jointly obtain worksite wellness, this group was able to develop a prototype of an employer-community collaborative approach that offers a full spectrum of health, wellness and medical care protection-along with the use of financial incentives- for small and very small employers.
Partnering with HERO, the GSPHC created a modified version of the Scorecard specifically for these micro-sized employers to use as the tool to qualify for financial incentives based on their score.
We encourage you to register for this session to learn more about this innovative and intriguing approach to making employee wellness and prevention programs available to very small organizations.
Winter Think Tank Leadership Roundtable
The next meeting of the HERO Think Tank will be held February 12-13, 2013 Westin Hotel, Atlanta
RSVP Now
This is a HERO members-only event.
Recent Articles
New Findings and Realistic Solutions to Employee Presenteeism
Corporate financial statements and annual reports highlight the effects of the rising cost of employee health care. It has become a substantial budget item that must be carefully monitored and controlled. Because it is a tangible cost, benefits managers and chief financial officers tend to focus these efforts on controlling health care costs. Yet a much larger employee expense and management opportunity lurks in the shadows –in the form of on-the-job productivity losses resulting from employee health problems, a.k.a., presenteeism.
The HERO white paper “Presenteeism According to Health Behaviors, Physical Health, and Work Environment” which summarizes the findings of our research is now posted on the HERO website.
The objective of this study was to identify the contribution that certain demographic characteristics, health behaviors, physical health outcomes, and workplace environmental factors have on presenteeism (on-the-job productivity loss attributed to poor health and other personal issues). Analyses were based on a cross-sectional survey administered to three geographically diverse U.S. companies in 2010.
This research is complete and has been published in Population Health Management magazine. The research team on this project included: Ray M. Merrill, Steven G. Aldana, James E. Pope, David R. Anderson, Carter R. Coberley, and R. William Whitmer, and members of the HERO Research Study Subcommittee (Jessica Grossmeier, Melodie Carter, Greg Howe, and Steven Merryman).
“Guidance for a Reasonably Designed, Employer-Sponsored Wellness Program Using Outcomes-Based Incentives” HERO, along with the American Cancer Society, American Cancer Network, American Diabetes Association and American College of Occupational and Environmental Medicine have collaborated to produce the first joint consensus document designed to provide guidance on the use of outcomes-based incentives in employer-sponsored wellness programs.
This publication incorporates research, practical application, policy perspectives and a set of basic considerations to help organizations that are considering or implementing this approach in their program development and planning. has been published online by the Journal of Occupational and Environmental Medicine.
Please visit the Incentives Joint Consensus Statement page on the HERO website to access the paper and associated materials.
For more information on these articles and other HERO research visit:
Scorecard Quarterly Commentary
Dan Gold, PhD & Beth Umland, PhD
The basic assumption behind the HERO Scorecard is that EHM programs based on best practices will produce better outcomes – greater employee participation, improved health risks and better medical plan experience. In the 2010 Scorecard Annual Report, we demonstrated that respondents with higher scores also report better outcomes than respondents with lower scores. Now, with a larger database to work with, we can begin to explore the relationship between specific EHM practices and outcomes.
For this initial analysis, we included only those respondents that measured outcomes. Out of all respondents, 228 had measured the impact
The basic assumption behind the HERO Scorecard is that EHM programs based on best practices will produce better outcomes – greater employee participation, improved health risks and better medical plan experience. In the 2010 Scorecard Annual Report, we demonstrated that respondents with higher scores also report better outcomes than respondents with lower scores. Now, with a larger database to work with, we can begin to explore the relationship between specific EHM practices and outcomes.
For this initial analysis, we included only those respondents that measured outcomes. Out of all respondents, 228 had measured the impact
Program Spotlight: Interview with State of Nebraska, 2012 Koop Award Winner
Interview participants:
Roger Wilson, State of Nebraska
Barb Tabor, HERO
2012 Koop Award summary
HERO:
What have been the keys to your success in creating an effective employee health management program?
Wilson:
The main ingredient to our success has been the ongoing and very visible support of the governor. Not only is he an active participant in the program, but he also promotes the program wherever he goes, even offering his time to reward employees for their accomplishments through things like special commendations and employee celebrations. He’s accessible to employees and walks the walk when it comes to the program.
We also have enlisted a talented team of wellness coordinators and internal staff to manage the program. This staff includes wellness champions in each of our 80 different agencies; these individuals are our feet on the street, working to engage employees in their respective areas. Each of these agencies has its own business model and its own culture, which means we have to understand what they do and what the best way is to incent them. The wellness champions give us this connection to the agencies, and the visible support and involvement of the governor reinforces the state’s commitment to employee health and increases program participation and uptake with all of these departments.
HERO:
When you look back at your program outcomes, what results or outcomes do you feel are
Roger Wilson, State of Nebraska
Barb Tabor, HERO
2012 Koop Award summary
HERO:
What have been the keys to your success in creating an effective employee health management program?
Wilson:
The main ingredient to our success has been the ongoing and very visible support of the governor. Not only is he an active participant in the program, but he also promotes the program wherever he goes, even offering his time to reward employees for their accomplishments through things like special commendations and employee celebrations. He’s accessible to employees and walks the walk when it comes to the program.
We also have enlisted a talented team of wellness coordinators and internal staff to manage the program. This staff includes wellness champions in each of our 80 different agencies; these individuals are our feet on the street, working to engage employees in their respective areas. Each of these agencies has its own business model and its own culture, which means we have to understand what they do and what the best way is to incent them. The wellness champions give us this connection to the agencies, and the visible support and involvement of the governor reinforces the state’s commitment to employee health and increases program participation and uptake with all of these departments.
HERO:
When you look back at your program outcomes, what results or outcomes do you feel are
Research Update
The HERO II Study has been released
The original HERO Study, “The Relationship Between Modifiable Health Risks and Health Care Expenditures”, published in October, 1998, has been a foundational study in this field for many years.
Recently, that study has been updated with a larger pool of employees from multiple companies and with current medical claims and health risk assessment data. The updated study has just been published in the
The original HERO Study, “The Relationship Between Modifiable Health Risks and Health Care Expenditures”, published in October, 1998, has been a foundational study in this field for many years.
Recently, that study has been updated with a larger pool of employees from multiple companies and with current medical claims and health risk assessment data. The updated study has just been published in the
Thursday, August 2, 2012
A Message From Our CEO
We are delighted to announce that HERO, in collaboration with the American College of Occupational and Environmental Medicine (ACOEM), American Cancer Society, American Cancer Society Cancer Action Network, American Diabetes Association, and American Heart Association, have released a joint consensus statement on the use of outcomes-based incentives in workplace wellness programs. The paper, “Guidance for a Reasonably Designed Employer-Sponsored Wellness Program Using Outcomes-based Incentives,” was published by the Journal of Occupational and Environmental Medicine (JOEM) on
Industry Voices: Effective Communication
LaVaughn Palma-Davis
We’re bombarded with messages to improve our lives. Emails, phone calls, TV and even smart phone apps and social media sites tell us how to be happier, healthier, and live better.
So there’s an abundance of competition when it comes to communicating the benefits and news of an employee health program. It’s a battle, but one that’s worth winning.
MHealthy is a comprehensive population health strategy that has been recognized both internally and externally for successfully providing high quality services and creating a culture of health at the University of Michigan (U-M). Now in its fourth year, MHealthy has established a strong foundation for the future and is making measurable progress toward its long-term goals of improving the health status and quality of life of the UM community and helping to control health related costs. The level of health risks in U-M’s population is trending in the right direction. Customer satisfaction is high, and MHealthy is achieving favorable health outcomes. U- M is also seeing a positive trend in both health care costs and self-reported absenteeism.
Scorecard Quarterly Commentary: A Case for Including Spouses in EHM Programs
By, Dan Gold, PhD
There is evidence that comprehensive communications, the use of incentives and a strong culture of health can all help drive increased participation in EHM programs. An often overlooked element that also contributes to the long-term success of EHM programs, however, is the role of family support—specifically spouses. In fact, it’s missing from the term itself: “Employee Health Management”.
Health behavior research has found that other individuals and groups have a profound impact on an individual’s behavior, with spouses being a key influencer. Social support is not only a predictor of initial engagement, but also of long-term success. Spouse support has been associated with higher quit rates for tobacco users, and predicts weight loss adherence as well. While social support contributes to initial participation, its crucial role is in the maintenance of changed behaviors.
Given that a primary objective for most EHM programs is to reduce medical cost trend, it would seem even more important to include a group of members that is driving nearly a third of the health care costs of an organization. Although spouses typically represent only about a fifth of covered members, average cost in an average population is about 30% higher for spouses than for covered employees, adding a greater opportunity for savings.
This analysis of HERO Scorecard data investigated the impact of including spouses in an EHM program. Specifically, it examined whether making key components of EHM programs available to spouses: 1) increased employee engagement; 2) improved the program’s likelihood to impact health; or 3) increased the program’s likelihood to demonstrate savings. The analysis also examined whether including spouses in an overall EHM strategy is associated with the use of other best practices (as demonstrated by higher best-practice scores). Because a key focus was on participation rates, the analysis was limited to employers offering, at a minimum, health risk assessments (HRA) and lifestyle management programs.
Including Spouses in EHM Programs
About two-thirds of all Scorecard respondents indicated that they include spouses in key components of their EHM program. Of those that offer both an HRA and a lifestyle management program, about three-fourths said that spouses are included.
Findings
 |
| *Of those that offered an HRA **Of those that offered Lifestyle Management |
Employers that included spouses in key components of EHM had a higher HERO score than those that did not (117 vs. 100). Both groups were above the database average of 94 because this analysis was limited to employers offering at least an HRA and lifestyle management, which drove up the average score for these subgroups.
While spouse involvement had only a minimal effect on average employee HRA participation rates (52% in programs that included spouses and 50% in those that didn’t), a more dramatic impact was seen in the behavior change programs. Employers that included spouses in key components of EHM reported employee participation rates twice as high as those that did not (28% vs. 14%). The average employee participation rate in tobacco cessation programs was higher in EHM programs that included spouses as well (10% vs. 8%). As other research also suggests, these findings imply that social support likely has a greater impact on engagement in specific interventions than on initial participation.
 |
| *Of those who measured impact and/or outcome. |
To assess the impact on health risks and savings, an analysis was conducted on two sets of questions. Respondents were first asked if they measured the impact of their program on health risks and/or medical costs, and if they did this measurement, what they found.
Among those that measured risk change, 88% of respondents that included spouses in their strategy reported at least some improvement in health risks vs. 81% of respondents that did not include spouses. In addition, 70% of respondents that included spouses reported at least some improvement in medical trend vs. 64% of respondents that did not include spouses. While the magnitude of impact was not evaluated, the findings suggest, at least directionally, that there is a greater likelihood of program success if spouses are included.
Conclusions
While the evidence is supportive, it is important to note that the analysis was descriptive in nature and does not necessarily suggest causation. Other factors, not controlled for in the analysis, also likely influence the results. For instance, larger organizations are more likely to include spouses in their EHM strategies, and as reported in a past commentary, employer size is related to the HERO score.
However, the data support, at least directionally, that those organizations that include spouses in their overall EHM strategy were able to demonstrate increased employee participation, especially in the interventions that matter, as well as a greater likelihood of health improvement and medical cost savings.
While it was encouraging to see that including spouses in EHM strategy is becoming more of the norm, there is still a ways to go. Until we can move Employee Health Management to true Population Health Management, we will be limiting the potential impact of these programs.
Scorecard News
VERSION 4.0 OF THE HERO SCORECARD IN COLLABORATION WITH MERCER
The project to create version 4.0 of the HERO EHM Best Practice Scorecard has launched!
Maintaining a leading measurement tool means keeping up with the industry changes. To ensure the Scorecard remains current with industry direction HERO launched the Version 4.0 project. The project, slated to take approximately 8 months, will address changing issues including measurement, and the special needs of micro businesses. Additionally, the team will examine existing questions for relevance and update the questions or the answer selections as required.
The project team is divided into work groups comprised of experts from across the industry, including individuals from employers, consultants, providers, insurers, universities, and individuals with expertise in key areas. This mix of expertise brings the broadest perspective possible to ensure the Scorecard remains the most comprehensive measurement tool for Employee Health Management available.
When was the last time you took the Scorecard? HERO recommends retaking the survey annually.
New Publications
Toward an Employee Health Management Research Agenda:
What Are The Research Priorities?
AJHP The Art of Health Promotion July/August 2012
David Anderson, PhD
Melondie Carter, DSN, RN
Kristi Rahrig Jenkins, PhD
Terry Karjalainen, PhD
R. William Whitmer, MBA
Exerpt
As employee health management (EHM) programs continue to grow and mature, employers are increasingly interested in gaining a deeper understanding of contributing factors to EHM program success. To lead in this effort, HERO has evaluated the current research, established new research priorities and created a strategic road map to guide our direction. This article will give you insight into the process HERO employed to determine what research priorities are most important to our members and the industry, consistent with the HERO mission.
Purchase this Article
Guidance for a Reasonably Designed, Employer Sponsored Wellness Program Using Outcomes-Based Incentives.
JOEM 54(7):889-896, July 2012
Excerpt
This Consensus Statement was prepared by a Joint Committee of the Health Enhancement Research Organization (HERO), American College of Occupational and Environmental Medicine (ACOEM), American Cancer Society (ACS) and American Cancer Society Cancer Action Network (ACSCAN), American Diabetes Association, and American Heart Association (AHA). This was reviewed and approved by the ACOEM Board of Directors in May 2012
Abstract
Objective: To provide guidance regarding appropriate use of outcomes-based incentives as part of a reasonably designed wellness program designed to improve health and lower cost while protecting employees from discrimination and unaffordable coverage.
Methods: The process included reviewing the literature, regulations, case studies, and other resources while developing consensus through numerous group discussions.
Results: We offer guidance on the elements of a reasonably designed wellness program that should be in place if outcomes-based incentives are deployed and identify strategies to help ensure that effective and fair programs are put in place and evaluated.
Conclusions: We strongly encourage employers using outcomes-based incentives as part of wellness initiatives to incorporate these elements of a reasonably designed wellness program and consider this guidance for the design, implementation, and evaluation of such programs. Download Article Free
THE FOLLOWING ARTICLE HAS BEEN ACCEPTED FOR PUBLICATION
Presenteeism According to Healthy Behavior, Physical Health, and Work Environment.
Population Health Management (date pending)
Ray Merrill, PhD
Steve Aldana, PhD,
James Pope, MD
David Anderson, PhD
Carter Coberley, PhD.
R.William Whitmer, MBA
Studies subcomittee
Recent additions to the Think Tank library:
Three articles were recently submitted on Human Performance by Jack Groppel PhD and Ben Wiegard, PhD.
What Are The Research Priorities?
AJHP The Art of Health Promotion July/August 2012
David Anderson, PhD
Melondie Carter, DSN, RN
Kristi Rahrig Jenkins, PhD
Terry Karjalainen, PhD
R. William Whitmer, MBA
Exerpt
As employee health management (EHM) programs continue to grow and mature, employers are increasingly interested in gaining a deeper understanding of contributing factors to EHM program success. To lead in this effort, HERO has evaluated the current research, established new research priorities and created a strategic road map to guide our direction. This article will give you insight into the process HERO employed to determine what research priorities are most important to our members and the industry, consistent with the HERO mission.
Purchase this Article
Guidance for a Reasonably Designed, Employer Sponsored Wellness Program Using Outcomes-Based Incentives.
JOEM 54(7):889-896, July 2012
Excerpt
This Consensus Statement was prepared by a Joint Committee of the Health Enhancement Research Organization (HERO), American College of Occupational and Environmental Medicine (ACOEM), American Cancer Society (ACS) and American Cancer Society Cancer Action Network (ACSCAN), American Diabetes Association, and American Heart Association (AHA). This was reviewed and approved by the ACOEM Board of Directors in May 2012
Abstract
Objective: To provide guidance regarding appropriate use of outcomes-based incentives as part of a reasonably designed wellness program designed to improve health and lower cost while protecting employees from discrimination and unaffordable coverage.
Methods: The process included reviewing the literature, regulations, case studies, and other resources while developing consensus through numerous group discussions.
Results: We offer guidance on the elements of a reasonably designed wellness program that should be in place if outcomes-based incentives are deployed and identify strategies to help ensure that effective and fair programs are put in place and evaluated.
Conclusions: We strongly encourage employers using outcomes-based incentives as part of wellness initiatives to incorporate these elements of a reasonably designed wellness program and consider this guidance for the design, implementation, and evaluation of such programs. Download Article Free
THE FOLLOWING ARTICLE HAS BEEN ACCEPTED FOR PUBLICATION
Presenteeism According to Healthy Behavior, Physical Health, and Work Environment.
Population Health Management (date pending)
Ray Merrill, PhD
Steve Aldana, PhD,
James Pope, MD
David Anderson, PhD
Carter Coberley, PhD.
R.William Whitmer, MBA
Studies subcomittee
Recent additions to the Think Tank library:
Three articles were recently submitted on Human Performance by Jack Groppel PhD and Ben Wiegard, PhD.
- Biology of Human Performance
- New Balance Association Increases Engagement and Energy Levels with Workplace Movement Program
- A New Performance Paradigm
Research Update
R. Bill Whitmer MBA, Co-Founder HERO
The HERO Research Committee, along with several member organizations, has been actively advancing research designed to inform the employee health management industry and support the efforts of our member organizations. For this issue of HERO on Health, we’ll focus on
New Think Tank Members
Ohio State University
Launched in 2006, Ohio State’s Your Plan for Health (YP4H) is the university’s approach to providing benefits-eligible faculty and staff with the tools and resources that will empower them to become proactive in managing their own health. YP4H's primary focus is on helping faculty, staff and their families reach the healthiest state possible by offering a variety of programs and incentives for identifying and acting on health care conditions, promoting cost-efficient choices based on individual needs, and taking control of health care spending. YP4H services includes biometric health screenings, personal health assessments, health-related financial incentives, personal health coaching, care coordination for chronic conditions, the employee assistance program, education programming and much more. http://nursing.osu.edu/
The Workplace Helpline
The Workplace Helpline is an industry leading Legal and Compliance Services Company, With a patent on its method and technology, HELPLINE has revolutionized the way that Professional Services are brought to carriers, brokers , TPAs and their employer group clients. Through insurance and financial services, HELPLINE provides legal and compliance advice & counsel to thousands of employers in all 50 states. They range from the small to medium size firm in the private and public sectors to large organizations that have in-house legal and HR departments. HELPLINE’s “high touch” Relationship Management approach seamlessly integrates human contact with cutting edge technology and experienced professional expertise to answer and document responses to employers’ specific legal and compliance questions.
www.helpline-group.com
Tufts Health Plan
Tufts Health Plan is a nonprofit organization nationally recognized for its commitment to providing innovative, high-quality health care coverage. The plan offers members and employers an array of health management programs, which support evidence-based approaches to health and wellness
http://www.tuftshealthplan.com/
Launched in 2006, Ohio State’s Your Plan for Health (YP4H) is the university’s approach to providing benefits-eligible faculty and staff with the tools and resources that will empower them to become proactive in managing their own health. YP4H's primary focus is on helping faculty, staff and their families reach the healthiest state possible by offering a variety of programs and incentives for identifying and acting on health care conditions, promoting cost-efficient choices based on individual needs, and taking control of health care spending. YP4H services includes biometric health screenings, personal health assessments, health-related financial incentives, personal health coaching, care coordination for chronic conditions, the employee assistance program, education programming and much more. http://nursing.osu.edu/
The Workplace Helpline
The Workplace Helpline is an industry leading Legal and Compliance Services Company, With a patent on its method and technology, HELPLINE has revolutionized the way that Professional Services are brought to carriers, brokers , TPAs and their employer group clients. Through insurance and financial services, HELPLINE provides legal and compliance advice & counsel to thousands of employers in all 50 states. They range from the small to medium size firm in the private and public sectors to large organizations that have in-house legal and HR departments. HELPLINE’s “high touch” Relationship Management approach seamlessly integrates human contact with cutting edge technology and experienced professional expertise to answer and document responses to employers’ specific legal and compliance questions.
www.helpline-group.com
Tufts Health Plan
Tufts Health Plan is a nonprofit organization nationally recognized for its commitment to providing innovative, high-quality health care coverage. The plan offers members and employers an array of health management programs, which support evidence-based approaches to health and wellness
http://www.tuftshealthplan.com/
Tuesday, July 17, 2012
Press Release
For Immediate Release:
LEADING HEALTH GROUPS OUTLINE GUIDANCE ON OUTCOMES-BASED INCENTIVES
Industry collaboration produces guidance for the use of outcomes-based incentives in employer-sponsored workplace wellness programs
EDINA, Minn. (July 17, 2012)
A forward-thinking new initiative by a group of leading health care organizations has produced the industry's most consensus-driven guidance for the use of outcomes-based incentives in employer-sponsored wellness (or health management) programs.
The guidance is intended to help ensure that worksite wellness programs utilizing such incentives are effective and fair to all employees, and improve health results. Outcomes-based incentives are expected to become more common in the workplace as a result of provisions in the Patient Protection and Affordable Care Act - which encourage their use.
The guidance, which was published in the July 13th issue of the Journal of Occupational and Environmental Medicine, is unique in that it represents the collaborative thinking of six well-respected health care organizations with diverse
LEADING HEALTH GROUPS OUTLINE GUIDANCE ON OUTCOMES-BASED INCENTIVES
Industry collaboration produces guidance for the use of outcomes-based incentives in employer-sponsored workplace wellness programs
EDINA, Minn. (July 17, 2012)
A forward-thinking new initiative by a group of leading health care organizations has produced the industry's most consensus-driven guidance for the use of outcomes-based incentives in employer-sponsored wellness (or health management) programs.
The guidance is intended to help ensure that worksite wellness programs utilizing such incentives are effective and fair to all employees, and improve health results. Outcomes-based incentives are expected to become more common in the workplace as a result of provisions in the Patient Protection and Affordable Care Act - which encourage their use.
The guidance, which was published in the July 13th issue of the Journal of Occupational and Environmental Medicine, is unique in that it represents the collaborative thinking of six well-respected health care organizations with diverse
Monday, May 7, 2012
Guest Posting from Paul Lotharius, President & CEO HealthFitness Corporation
What’s the secret sauce?
Does it really work?
That’s one
of the most common questions I hear when I tell people my company helps workers
improve their health and wellbeing. In our industry, we think it’s important to
test our success: That’s why health management organizations evaluate how a program
itself is performing, its impact on participants, and the total change in cost
and health risk reduction (Merrill, Aldana & Pope, et al. 2011). Employers know the value a population health
management program (PHM) brings, and this hits home when results are reported
with clear,
Tuesday, May 1, 2012
Message from Our CEO
Welcome to the second issue of HERO On Health. We appreciate the many kind comments received about the first issue, and look forward to hearing your thoughts once again. If you have a comment to share, please email me at jerry.noyce@the-hero.org.
Our Industry Spotlight article in this issue comes from Dr. Andy Crighton, Senior Vice President and Chief Medical Officer for Prudential Financial. His topic, building a culture of health in an organization, applies to companies of
Industry Voices
Creating a Culture of Health
By Andy Crighton
A culture of health is one of, if not the most important driver of improving the health of a workforce. John Harris touched on this in the February issue of Hero On Health, which focused on incentives when he stated, “In fact, studies have shown the better the culture and communications effort, the smaller the incentive required to drive
Scorecard Quarterly Commentary
Every quarter, a HERO member is invited to comment on a particular topic derived from an analysis of the most current HERO Scorecard data. We’re pleased to share the most recent commentary from Jessica Grossmeier, PhD, MPH Director, Research at StayWell Health Management
Employer investment in onsite screening services and “know your numbers” campaigns is on the rise. A recent survey of employers indicates 54% of employers
Employer investment in onsite screening services and “know your numbers” campaigns is on the rise. A recent survey of employers indicates 54% of employers
HERO Objectives for the Next Two Fiscal Years
John Harris, HERO Board Chair
As we begin a new fiscal year, I have both the honor and the As we begin a new fiscal year, I have both the honor and the privilege to serve as the Chair of the Board of HERO for the next two fiscal years. I enter the role with confidence because of the outstanding job my predecessor Andy Creighton did, and because of the fine team we have in place including both our paid staff led by Jerry Noyce, and our incredible volunteers. They make the organization hum and have done an outstanding job in taking the handoff from the founding team of Bill Whitmer and Mark Dundon, to advance us to where we are today.
So what does our future hold? To a great extent
Learning Series Webinar:
Organizational Energy: A Primer on Improving Health
Jack Groppel, PhD, Vice President of Applied Science and Performance Training
Jack Groppel, PhD, Vice President of Applied Science and Performance Training
OPEN TO THE PUBLIC /REGISTRATION OPEN
July 11, 2012
1:00 - 2:00 p.m., Central Standard Time
Organizations worldwide are facing a human energy crisis. One only has to review
HERO Events
Research Meeting
July 19, 2012, 8:00 AM - 3:00 PM
Please contact angela.giedd@the-hero.org if you are a Think Tank Member in need of your company login information.
July 19, 2012, 8:00 AM - 3:00 PM
Marriott, Detroit Metro Airport
Join HERO in planning the strategy for upcoming research projects.
Join HERO in planning the strategy for upcoming research projects.
If you are interested in more information on this meeting
please email: jerry.noyce@the-hero.org (HERO members only)
RSVP
please email: jerry.noyce@the-hero.org (HERO members only)
RSVP
Pre-Forum Think Tank Meeting (Members Only)
October 1, 2012
2012 HERO Forum for
Employee Health Management Solutions
October 2-4, 2012
Employee Health Management Solutions
October 2-4, 2012
Radisson Plaza Hotel , Minneapolis, MN
Recent Article
A Review of the Knowledge Base on Health Worksite Culture
JOEM April 2012, volume 54, issue 4, p 414 - 419
Steven Aldana ,PhD; David Anderson, PhD; Troy Adams, PhD; R. William Whitmer, MBA; Ray Merrill, PhD; Victoria George, MPH, Jerry Noyce
JOEM April 2012, volume 54, issue 4, p 414 - 419
Steven Aldana ,PhD; David Anderson, PhD; Troy Adams, PhD; R. William Whitmer, MBA; Ray Merrill, PhD; Victoria George, MPH, Jerry Noyce
Objective: To identify the need for worksite cultures of health, the organizational factors that support worksite cultures of health, the tools that have been used to measure worksite cultures of health, and the research needs related to healthy worksite culture.
Methods: A cross-sectional survey involving a sample of 500 companies representing a broad spectrum of industries and business sectors. A literature review was conducted.
Results: Similar to a culture of safety that encourages safer behaviors and enables a safer workplace, a culture of health provides a supportive work leadership with a favorable work environment and health-related policies that promote employee health and result in substantial decrease in employee health risks and medical costs.
Conclusion: Worksite policies and environments supporting a culture of health are important to helping employees adopt and maintain healthy behaviors.
Forth coming articles
The following articles have been accepted for publication.
· Toward an Employee Health Management Research Agenda: What Are The Research Priorities?
AJHP The Art of Health Promotion Section: expected: July/August 2012
David Anderson, PhD; Melondie Carter, DSN, RN; Kristi Rahrig Jenkins, PhD; Terry Karjalainen,PhD, Whitmer, R. William, MBA
AJHP The Art of Health Promotion Section: expected: July/August 2012
David Anderson, PhD; Melondie Carter, DSN, RN; Kristi Rahrig Jenkins, PhD; Terry Karjalainen,PhD, Whitmer, R. William, MBA
· Presenteeism According to Healthy Behavior, Physical Health, and Work Environment Population
Population Health Management, date pending
Ray Merrill, PhD, Steve Aldana, PhD, James Pope, MD, David Anderson, PhD, Carter Coberley, PhD. R. William Whitmer, MBA, Studies subcomittee
Population Health Management, date pending
Ray Merrill, PhD, Steve Aldana, PhD, James Pope, MD, David Anderson, PhD, Carter Coberley, PhD. R. William Whitmer, MBA, Studies subcomittee
Legislative Update:
Tami Simon, Mercer
Full presentation from the February 2012 Think Tank meeting
Full presentation from the February 2012 Think Tank meeting
Healthy Incentives:
Dr. Michael Parkinson
SR. Medical Director of Health & Productivity, UPMC Health Plan
How health incentive accounts can help reduce spending and improve employee health DR. MICHAEL PARKINSON is senior medical director of health and productivity for UPMC Health Plan, which is part of the UPMC Insurance Services Division
Please contact angela.giedd@the-hero.org if you are a Think Tank Member in need of your company login information.
New Members of the Think Tank
American Heart Association
Laurie Whitsel, Director of Policy Research
http://www.heart.org/HEARTORG/
ACEC Life /Health Trust
Memorial Sloan Kettering Cancer Center
Yum!Brands
Laurie Whitsel, Director of Policy Research
http://www.heart.org/HEARTORG/
ACEC Life /Health Trust
Pat Feyen, President
For the past 45 years ACEC Life/Health Insurance Trust has been dedicated to supporting the health, dental, disability and life insurance need to engineering firms.
Blue Cross & Blue Shield of MA
Blue Cross Blue Shield of Massachusetts has nearly three
million members, and for more than seven decades, the company has focused on
making the vision of high-quality, affordable health care a reality for the
individuals, families, and businesses it serves. Blue Cross Blue Shield of Massachusetts is a community-focused, not-for-profit
health plan headquartered in Boston
Master Brand Cabinets
Robert Jacobs
Executive VP Human Resources
MasterBrand Cabinets,Inc., based in Jasper Indiana is a subsidiary of Fortune Brands Home & Security, Inc. and is the largest manufacturer of kitchen and bath cabinetry in North America.
Theresa Frost-Goodrich
Employee Wellness Program Coordinator
Memorial Sloan Kettering is the world’s oldest and largest private cancer center and has devoted more than a century of patient care and innovative research, making significant contributions to better understand, diagnose and treat cancer.
Yum!Brands
Steve Linden
Wellness Manager
Yum! Brands, Inc., based in Louisville, Kentucky, is the world's largest restaurant company in terms of system restaurants with over 37,000 restaurants in more than 120 countries and territories. Yum! is ranked #214 on the Fortune 500 List and generated revenues of more than $12 billion in 2011. The Company’s restaurant brands - KFC, Pizza Hut and Taco Bell - are the global leaders of the chicken, pizza and Mexican-style food categories. Outside the United States, the Yum! Brands system opened approximately four new restaurants each day of the year. The Company has consistently been recognized for its reward and recognition culture, diversity leadership, community giving, and consistent shareholder returns.
http://www.yum.com/
Become a member of the HERO Think Tank
Contact Angela Giedd, Coordinator of Member Services
angela.giedd@the-hero.org
Become a member of the HERO Think Tank
Contact Angela Giedd, Coordinator of Member Services
angela.giedd@the-hero.org
Research Update
By, Bill Whitmer, MBA & Co-Founder of HERO
The HERO effort to be a leader in employee health management (EHM) research continues to flourish. Since the last issue of the HERO On Health, two new research projects have been published or accepted for publication. Here is a synopsis of these two projects.
Toward Employee Health Management Research Agenda. What Are The Research Priorities?
The HERO effort to be a leader in employee health management (EHM) research continues to flourish. Since the last issue of the HERO On Health, two new research projects have been published or accepted for publication. Here is a synopsis of these two projects.
Toward Employee Health Management Research Agenda. What Are The Research Priorities?
Monday, February 6, 2012
A Message from HERO CEO Jerry Noyce
Welcome to the first edition of the HERO newsletter, HERO ON HEALTH. This quarterly publication is designed to help keep HERO members informed and connected with HERO activities and to provide a vehicle for members and staff to share thoughts, ideas and learning. Each issue will feature an article written by a HERO member on a topic of interest and importance in the world of employee wellness. This first issue features a guest column authored by John Harris, Vice Chair of the HERO Board, and a highly regarded industry expert. We asked John to write a column on the timely and important subject of the use of incentives in a worksite wellness program.
Along with the regular guest column, we will provide an update on HERO research efforts, the latest news related to the HERO Scorecard in collaboration with Mercer, happenings at HERO and a welcome to new members. Periodically, HERO ON HEALTH will spotlight member organizations whose programs successfully utilize employee health management best practices.
Getting back the topic of the use of incentives as a component of a comprehensive wellness program, HERO has been active in engaging a number of our members to serve together on an ad hoc committee, the HERO Incentives Study Committee. This group has been meeting monthly to discuss this subject of incentives with the goal of creating a document that represents HERO’s guidance to employers on the appropriate use of incentives. We are engaged in this work now and have created a document outline to guide our work.
In the midst of this effort, we were contacted by representatives from American Heart Association, American Cancer Society, and American Diabetes Association to see if members of these groups could meet with a small group of HERO members that included a cross section of employers, providers and consultants to determine if we can find common ground in our positions on the subject of the appropriate use of financial incentives linked to the employer health plan. The American College of Occupational and Environmental Medicine has also been invited to send representatives to this gathering. I am hopeful that this meeting will provide a forum to unite these groups in their positions and provide thoughtful guidance to the employer community on this important subject. Stay tuned for more reports.
For members who plan to attend the HERO Think Tank Roundtable, February 29 through March 1, in Tampa, Fla., the subject of incentives will be a topic at the meeting.
Thanks to all our members for their great work in providing leadership and support to HERO.
Here’s to a healthy 2012,
Jerry Noyce
President and CEOHERO
Industry Voices: John Harris
Incentives and the Employee Health Management Industry
By definition, an incentive is an extrinsic reward that is provided to a person unt
il such time that the value to the recipient is internalized (intrinsic value) and thus, sustained. When it comes to health, many employers use incentives in the hopes that their employees will internalize the need to be healthy and achieve lasting behavior change, which ultimately creates a healthier and more productive work force with lower health care costs.
So where do we go from here?
Over the years, the field of employee health management has learned there are a number of virtues and pitfalls to using incentives to encourage people to live healthy lifestyles. The reality is that we still have a lot to learn.
By definition, an incentive is an extrinsic reward that is provided to a person unt
il such time that the value to the recipient is internalized (intrinsic value) and thus, sustained. When it comes to health, many employers use incentives in the hopes that their employees will internalize the need to be healthy and achieve lasting behavior change, which ultimately creates a healthier and more productive work force with lower health care costs. While there are many incentive approaches being used, what do we really know about the effectiveness at present? First, we know they clearly drive participation in health risk assessments (HRAs), coaching, health promotion classes, and other similar offerings. However, very few studies have shown that incentives actually drive sustainable behavior change, improved health, or cost outcomes. We know that incentives are most successful when they are combined with a work culture that is supportive of employee well-being and when they are part of a wider and effective employee communications strategy. In fact, studies have shown the better the culture and communications effort, the smaller the incentive required to drive higher participation levels. We also know that on average, the value of the incentives provided is going up each year, that the bigger the company the bigger the incentive, and that more incentive programs are being delivered through health insurance premium reductions than any other method.
So where do we go from here?
HERO Scorecard in Collaboration with Mercer
QUARTERLYCOMMENTARY: CHALLENGES & OPPORTUNITIES FOR SMALL EMPLOYERS IN EHM FOR SMALL EMPLOYERS IN EHM
Every quarter, a HERO member is invited to comment on a particular topic derived from an analysis of the most current HERO Scorecard data. We’re pleased to share the most recent commentary from Jesse Hercules, CEO of Extracon Science. As mid-sized and small employers move rapidly to develop and enhance their employee health management programs, we turned to the Scorecard data to tell us about their experience and success with employee health management.
How much does employer size matter when it comes to employee health management? Specifically, can small employers, with their more limited resources, hope to achieve as much success with employee health management as larger employers? This commentary uses data from the HERO Scorecard to compare large, medium and small employers in their use of employee health management best practices.
For the purposes of this analysis, consider the following baseline data:
HERO HAPPENINGS
Winter Think Tank Roundtable
February 29 - March 1, 2012
Double Tree Hotel, Tampa, Fla.
(This event is for Think Tank Members only. If you are interested in joining the Think Tank, contact Jerry Noyce.)
Featured presentations and discussions:
Learning Series Webinar:
A Strategic Approach to Employee Well-being and Organizational Performance
(Open to the public)
March 21, 2012
1:00 - 2:00 p.m., Central Standard Time
Register
Join us for this free webinar with David W. Ballard, Psy.D., MBA, Assistant Executive Director of the American Psychological Association, and Connie Roy-Czyzowski, SPHR, CCP, Vice President of Human Resources for Northeast Delta Dental. Dr. Ballard and Ms. Roy-Czyzowski will present a comprehensive, systems-based framework for promoting a workplace culture where both employees and the organization thrive. Using the American Psychological Association’s healthy workplace model, participants will examine the key characteristics of a healthy, high-performing organization, with special attention given to the importance of custom tailoring workplace practices to meet the unique needs of an organization and its workforce. Case examples from award-winning Northeast Delta Dental will demonstrate the application of psychologically healthy workplace principles in a real-world setting, with an emphasis on practical considerations and lessons learned.
HERO Research Meeting(HERO members only)
July 19, 2012
8:00 a.m. - 3:00 p.m.
Chicago, IL
Learn more about upcoming research projects and the strategy behind HERO’s research efforts. If you have questions about HERO research or this meeting, contact Bill Whitmer.
Fall Think Tank Roundtable
(HERO Think Tank Members Only)
October 1, 2012
Radisson Plaza Hotel, Minneapolis, Minn.
Agenda and registration information to come.
HERO Forum for Employee Health Management Solutions(Open to the Public)
October 2-4, 2012
Radisson Plaza Hotel, Minneapolis, MN
Watch the HERO website and your e-mail for details and registration information.
Recent HERO news coverage
Finding Success with Progress-Based Health Incentives
Progress-based incentives reward employees for making meaningful progress toward health goals
by Jerry Noyce, HERO President and CEO
Recent additions to the HERO Think Tank Library
Healthy Incentives, by Dr. Michael Parkinson, Senior Medical Director of Health and Productivity, UPMC Health Plan. Read full article (login required).
Association Between Health Assessment-Derived Summary Health Scores and Health Care Costs, by Nicolaas P. Pronk, Ph.D., Marcia Lowry, MS, Michael Maciosek, Ph.D., and Jason Gallagher, MBA. Read full article (login required).
February 29 - March 1, 2012
Double Tree Hotel, Tampa, Fla.
(This event is for Think Tank Members only. If you are interested in joining the Think Tank, contact Jerry Noyce.)
Featured presentations and discussions:
- VitalSmarts: Stacy Nelson PhD, Senior Consultant at VitalSmarts He will talk about the Six Sources of Influence Model as outlined in the book Change Anything.
- Incentive design discussion: Group discussion of three core incentives models (participation-based, progress-based and outcomes-based). Discussion will build on previous Think Tank dialogues and the recent industry commentary on incentives.
- Legislative update: Tami Simon, JD, Principal at Mercer will share the latest information regarding health care legislation and its impact on employee health management programs.
- Research update: Discussion of new employee health management research and its relevance to employers.
Learning Series Webinar:
A Strategic Approach to Employee Well-being and Organizational Performance
(Open to the public)
March 21, 2012
1:00 - 2:00 p.m., Central Standard Time
Register
Join us for this free webinar with David W. Ballard, Psy.D., MBA, Assistant Executive Director of the American Psychological Association, and Connie Roy-Czyzowski, SPHR, CCP, Vice President of Human Resources for Northeast Delta Dental. Dr. Ballard and Ms. Roy-Czyzowski will present a comprehensive, systems-based framework for promoting a workplace culture where both employees and the organization thrive. Using the American Psychological Association’s healthy workplace model, participants will examine the key characteristics of a healthy, high-performing organization, with special attention given to the importance of custom tailoring workplace practices to meet the unique needs of an organization and its workforce. Case examples from award-winning Northeast Delta Dental will demonstrate the application of psychologically healthy workplace principles in a real-world setting, with an emphasis on practical considerations and lessons learned.
HERO Research Meeting(HERO members only)
July 19, 2012
8:00 a.m. - 3:00 p.m.
Chicago, IL
Learn more about upcoming research projects and the strategy behind HERO’s research efforts. If you have questions about HERO research or this meeting, contact Bill Whitmer.
Fall Think Tank Roundtable
(HERO Think Tank Members Only)
October 1, 2012
Radisson Plaza Hotel, Minneapolis, Minn.
Agenda and registration information to come.
HERO Forum for Employee Health Management Solutions(Open to the Public)
October 2-4, 2012
Radisson Plaza Hotel, Minneapolis, MN
Watch the HERO website and your e-mail for details and registration information.
Recent HERO news coverage
Finding Success with Progress-Based Health Incentives
Progress-based incentives reward employees for making meaningful progress toward health goals
by Jerry Noyce, HERO President and CEO
Recent additions to the HERO Think Tank Library
Healthy Incentives, by Dr. Michael Parkinson, Senior Medical Director of Health and Productivity, UPMC Health Plan. Read full article (login required).
Association Between Health Assessment-Derived Summary Health Scores and Health Care Costs, by Nicolaas P. Pronk, Ph.D., Marcia Lowry, MS, Michael Maciosek, Ph.D., and Jason Gallagher, MBA. Read full article (login required).
RESEARCH UPDATE: BILL WHITMER
RESEARCH IS ON THE MOVE
The Importance of Collaboration
2011 was an extraordinary year for HERO research activities. Five important research projects were completed. The first three projects have been published or accepted for publication in JOEM. They are: “The Impact of Wellness in a Small Business Setting Using Selected Well-Being Indices,” “Evaluation of a Best-Practice Worksite Wellness Program in a Small Business Setting” and “A Review of Corporate Health Culture Knowledge.” 
In addition, two more projects, completed in late 2011, have been submitted for publication. The titles of these research papers are: “Presenteeism According to Healthy Behavior, Physical Health and Work Environment” and “Work Performance and Absenteeism According to Work Environment, Health Behaviors and Physical Health.”
The HERO Research Committees, under the direction of David Anderson, have provided insightful input and expertise that has been a major contributing factor to the success of HERO research production.
The Importance of Collaboration
Collaboration between HERO membership organizations and among individuals associated with those organizations has been critical to the success
NEW THINK TANK MEMBERS
A WARM WELCOME TO OUR NEW MEMBERS/PLEASE VISIT THIER WEBSITES TO LEARN MORE ABOUT THEM
BAE Systems
Best Doctors
Bravo Wellness
Club One
GlobalFit
Google
BAE Systems
Best Doctors
Bravo Wellness
Club One
GlobalFit
Humana Vitality
Invitation Health & Wellness
MHN Health Net, Inc Mollen Clinics
NSA
Nurtur
Pfizer
Preventure
Invitation Health & Wellness
MHN Health Net, Inc Mollen Clinics
NSA
Nurtur
Pfizer
Preventure
Subscribe to:
Posts (Atom)