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Perpsectives_May

internal seminar on current industry topic
by

Michelle Rosowsky

on 22 May 2015

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Transcript of Perpsectives_May

Marathon Health's informal advisory network:
Leslie Arcana, Director of Consulting Services at HUB Int'l Gulf South, Metairie, LA
Russell Berman, Executive Vice President at Hayes Companies, Minneapolis, MN
Greg Howe, Wellness Manager at Lincoln Industries, Lincoln, NE
Franck Labiche, HR Director at Laitram, Harahan, LA
Leonard Martin, City Manager of Carrollton, TX
Catherine Hamilton, VP of Strategic Planning at BCBS of VT, Berlin, VT
Perspectives
Wednesday, May 13, 2015
Compliance:
ACA, ADA, EEOC, ERISA, HIPAA, and taxation

Return-on-investment
"Not everything that can be counted counts, and not everything that counts can be counted."
--Einstein

ROI =
Gains from investment -- Cost of investment
Cost of investment
What are the GAINS?
"Hard dollar" (direct cost) savings:
Redirected Care (primary, occupational)
Rx drug savings
Reduction in specialty/hospital services
Saved time away from work
ROI = 2:1 or 3:1
Beyond ROI
Cost = MH annual fee + implementation fees
"Wellness community lost credibility with claims of 6:1 ROI."
--Leslie Arcana, HUB Int'l

"Moving away from ROI is not realistic in the for-profit business world. They have to be able to explain every dollar invested."
--Russell Berman, Hayes Companies

"If you're asking: 'We paid Marathon Health $1,000,000; show me where I saved $1,000,001?' you are in it for the wrong reason."
--Leonard Martin

"You either believe in it or you don't."
--Greg Howe

"Even in your own life, how do you put a dollar value on your health? Do you avoid an illness because you don't want to spend the money to treat it?"
-- Leonard Martin
Marathon Health's ROI calculation
"Soft dollar" (indirect) savings:
Presenteeism improvement
Turnover reduction
Supporting our clients as they make sense of confusing regulations
Highly effective cultures of health
leadership support
occupational safety
benefit design
behavioral economics/
incentives
environmental
hazards
substance & alcohol
abuse
data management
emergency
preparedness
communication
health
education
access to
nutritional foods
healthcare
consumerism/
direct contracting
occupational
health
travelers
health
mental health
financial
stability
Where do we fit? How much value can we have?
preventive
screenings
access to
primary care
Immediate:
Cost containment
Mid-term:
Better management of
chronic conditions
Long term:
Healthier culture as competitive advantage
stress management
social connections
tolerance for failure/safe to innovate
purpose
Variables affecting ROI:
client's initial data
engagement levels
staff required
time (how many years out)
Value over time
What enables you?
productivity
culture
performance
loyalty
recruiting
presenteeism
engagement
Health & productivity research
morale
Healthways: Gallup-Healthways Well-Being Index
HERO: Employee health research, policy, strategy
IBI (Integrated Benefits Institute): Health and productivity at work
Dr Ray Fabius, et al: Market performance of companies that nurture "cultures of health"
City of Rockford: "This employee used to be one of our more difficult employees."
Lincoln Industries: "...He has taken on additional responsibilities...He's now our 'go-to' guy..."
What is the real value of improving health of a workforce?
Are we moving away from an obsession with ROI to sustainable cultures of health?
Healthy Employees:
Better outcome for
investors,
taxpayers,
communities
U.S. economy
Skepticism
Health Affairs blog: "Workplace Wellness Produces No Savings" (Lewis, et al.)
"...we have found that wellness programs produce a return-on-investment of less than 1-to-1 savings to cost."

poor research design
over-screening
coercive
lack of coordinated strategy
Full transcript