Obesity Prevention Summit 2010 Workplace Incentives by Debbie Bellenger Lexington Medical Center
History • Health Directions started The Great Weight Challenge in 2003 – Initial launch was for LMC employees – Went county-wide with: • Chambers of Commerce • Local Schools • Local Businesses – Offered to LMC employees in: • 2006, 2008, 2009, 2010
Program Components • Week 1 : Exercise and Weight Loss • Week 2 : Exercise Session • Week 3 : Knowing how much to eat • Week 4 : Exercise Session • Week 5: Understanding Nutrition Specifics • Week 6: Exercise Session • Week 7: Exercise Session • Week 8: Maintaining Success
What was new for 2010? • Bigger teams – 10-15 people per team • Points for weekly homework assignments, daily food and exercise journals, attendance, and more. • Exercise sessions during four of the eight lessons. • Participant orphanage • Cash prizes – 1 st Place = $5000 – 2 nd Place = $2500 – 3 rd Place = $1000
Impact of Weight Loss on CVD Risk Factors Risk Factor ~5% Weight 5-10% Weight Loss Loss HbA1c Decrease Decrease Blood Pressure Decrease Decrease Total Cholesterol Decrease Decrease HDL Cholesterol Increase Increase Triglycerides Decrease
2010 Statistics • 422 employees participated – 210 completed the program • Total weight loss for completers : 2119.5 lbs. – Average of 10.9 pounds/employee! – 2009: 1221 pounds, 220 employees • Total weight loss for all participants: 3257.5 lbs. – Average of 7.7 pounds/employee
Comparative Data with Cash Incentive 2009 2010 • Total # of employees: 289 • Total # of employees: 422 • Total completed: 220 • Total completed: 210 • Weight lost for completed • Weight lost for completed participants participants – 1221 pounds – 2119.5 pounds – 5.5 pounds/employee – 10.9 pounds/employee • Weight lost for all • Weight lost for all participants participants – 1966.5 pounds – 3257.5 pounds – 6.8 pounds/employee – 7.7 pounds/employee
History • PATH (Positive Approaches Towards Health) has been an employee incentive for years. • The model is a voluntary health screening for LMC employees, volunteers, spouses, and chaplains. • Summer Grand Slam – Screenings offered from May-August only
PATH Program Changes • Upon the opening of LMC’s Wellness Center in 2005, the PATH program introduced some changes. – Personal Wellness Profile • 2006 : Introduced Wellness Discount • 2007 : Introduced Online PWP • 2008 : Fitness related prizes were given to participants • 2009 : PATH not offered, new model being created • 2010 : – Annual screening in participants birthday month – 1 complete screening/week, Labs only daily – No Wellness Discount, optional programs
Increase in Participation 2007 2006 2005 2004 Employees 2082 2097 1796 1633 Spouses 573 523 368 156 Volunteers 150 138 115 126 Chaplains 16 19 19 11 Total 2821 2777 2298 1926
Top 5 Health Risks for LMC Employees Percent of LMC Health Risk Employees Affected 2008 2007 2006 Weight Management 78% 75% 78% Cancer Risk 64% 66% 67% Poor Fitness 58% 63% 65% Poor Nutrition 58% 62% 67% Coronary Risk 34% 34% 39%
Employee Wellness Programs Offered • Managing High Cholesterol • Managing Diabetes • Heart Smart Class • Living Well with Diabetes • Wellness for Life • Lose to Live • Live Light • Nutrition 101 or 201 • Fitness 101 or 201 • Fresh Start Smoking Cessation • Health Directions Membership and/or Personal Training
Are We Making A Difference? 2008 2007 2006 Need 47% 51% 52% Wellness Program Do not need 53% 49% 48% Wellness Program
Projected Savings • Average medical claim of LMC Employee PATH participant : $7,751/year* • Actual average medical claim of LMC Employee: $8,600/year • Average medical claim of company with ongoing wellness programming: $2,673.93* • Preventative costs savings: $1,611.59/employee* Preventative costs savings for LMC: $1,953,249.14/year* *As estimated by Wellsource
Health Incentive • Free screening – Comparable service at physician’s office would cost approximately $200 • Risk stratification • Disease awareness • Spouses invited
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