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 Ottumwa
Regional Health Center has seen a 25% decrease in
absenteeism for those participating in the wellness program
compared to those individuals who do not participate. Workers
compensation claims have also declined from 205 claims in
2001 to 154 in 2003. The decrease in claims can be directly
attributed to the implementation of an ergonomic/lifting program
that was introduced in 2001.
Ottumwa
Regional Health Center has a 98% participation rate
in the health risk assessments. This has increased from 62%
the first year of the program in 1997.
At
ARAG North America, absenteeism has been
reduced since introducing a wellness program in 1995. On average,
employees have one less sick day a year.
A
conservative savings of $47,000 in medical costs and productivity
costs from 25-30 smokers kicking the habit each year based
on the Healthmetrics analysis measures was found at Pioneer
Hi-Bred International, Inc. Consistently, they have
approximately 25-30 new participants in their Cut Out Tobacco
program who have quit smoking.
Mary
Greeley Medical Center experienced a 106% increase
in participation in their wellness profile initiative in FY
04. Implementing the Health eStrategies online health risk
appraisal made it simple and quick for employees to complete
the HRA at home or work. Another factor contributing to this
success was the linkage of wellness profile participation
to the organization's Gain sharing program. This program rewards
staff members based on hospital-wide performance as measured
by improvements in patient satisfaction, quality of care,
and financial stability. A participation rate of 75% was needed
to meet the Gain sharing goal and ensure a financial payout
to all employees.
Drake
University focuses on monitoring the impact of wellness
on employee health care claims. In 2002, the average cost
per wellness participant who made claims on the PPO plan was
$425.24. The cost per non-wellness participant on the same
plan was $554.55. For the HMO plan in 2002, the average cost
per wellness participant who made claims was $1,217.40 as
compared to 1,266.65 per non-wellness participant.
Drake
University has also seen tremendous participation
in their programs. 88.8% of employees participate in
one or more programs provided. Nearly 85% of faculty
and staff participate in the annual wellness screening and
38.7% participate in the screening plus at least one other
program.
An
extensive study conducted at Principal Financial Group
found that medical claims for employees
who regularly exercised were up to $724 less than those who
did not regularly exercise. Also, losses from absenteeism
were lower in terms of dollars for exercisers who lost an
average of 20.9 hours compared with lost worktime of 36.63
hours for nonexercisers.
Principal
Financial Group found that
regular exercisers tended to have worked at the company longer
(10.94 years) than those in the nonexercise group (9.32 years).
Exercisers also had higher performance ratings in which employees
are rated in a 1-4 scale for work performance.
EMC
Insurance Companies
found that employees that do not use the EMC fitness facility
average 4.83 STD days compared to employees that exercise
more than 12 times per month who use an average of 2.4 STD
days. EMC has a 56% participation rate in its worksite wellness
program.
As
compared to a statistically matched group of non-participants,
participants in the 2001 Wellmark Blue Cross and Blue
Shield Health Incentive Program:
-Avoided,
on average approximately $800 in medical and
pharmacy expenses per person;
-
Avoided, on average approximately $400 in medical costs related
to chronic lifestyle conditions per person.
-Decreased
total sick leave by 17 hours per person.
-Saved
the company a total of $265,250.
In
a 2003 survey, 61% of respondents reported increasing their
activity and 56% reported eating more healthfully as a result
of participating in Health Matters programs.
Mercy
Medical Center-North Iowa
demonstrated that 24 employees went from depressed to non-depressed.
Using HERO data ($1500 per year) saved in health care claims
costs and Harvard's Ronald Kessler productivity estimates
(average of $288 per week per employee in salary equivalent
of lost productivity) a savings of approximately $120,000
as a result of the wellness program. |
