Biometric Screenings and Data Reporting

In the early days of corporate wellness, companies weren't doing much with the mountain of data generated by their programs. Today, it's a very different story. Biometric screening results are integrated with health risk assessment data. Populations are stratified by risk for outreach and coaching. Complex incentive programs are coordinated and managed. Wellness in 2013 is data-centered and data-driven.

Manual data processing is simply not the way of the future. Aside from being expensive, error-prone, and time-consuming, old-fashioned data entry is just so 20th century. It amazes me that some screening vendors still rely on manual data-collection methods.

Existing paperless solutions didn't quite fit the bill, so we created our own and named it ScreenSMART. Instead of paper results forms, our screeners use tablet devices to record data and transmit it to our secure database, in real time. ScreenSMART requires no IT support and uses SSL protocol encryption -- the same level of security used by banks to protect online transactions.

It's also free. We didn't think it was fair to ask our clients to pay more for technology that everyone should be using anyway!

For more information about ScreenSMART and how it can improve the data flow of your next screening, just drop us a line.

Workplace Wellness: An Entire Office Goes Vegan

When the Washington Post declared Wellness Corporate Solutions the healthiest workplace in the Washington, DC area -- how's that for a shameless plug? -- several of our current employees said that simply working in our office had made them healthier. I call it positive peer pressure: if your coworkers eat well and junk food is scarce, you might be less likely to bring in fast food for lunch. It would just seem out of place.

Physicians Committee for Responsible Medicine (PCRM) has gone about fifty steps further by actually banning all food that isn't vegan. (You can read all about it in today's Washington Post.) Every new employee is notified when they're hired that their office is a vegan-only zone.

It may seem like madness to some, but I see a method it it. PCRM has a clear mission -- to promote preventive medicine -- and they expect their workplace to reflect that mission. Whatever you feel about the policy, you have to admit: they certainly have the courage of their convictions!

Wellness Program Incentives and Discrimination

One of the lingering questions about wellness program incentives, especially outcomes-based programs that require employees to meet specific health benchmarks to qualify for a reward, is how they'll be viewed by the courts. It's definitely an issue to watch.

Judith Lichtman, Senior Advisor at the National Partnership for Women & Families, recently submitted testimony about wellness incentives to the Equal Employment Opportunity Commission. Her opinion is that some results-based incentive strategies could be seen as a violation of employment nondiscrimination laws if they penalize women, older employees, or racial minorities disproportionately. (Thanks to our friend at Kaiser Permanente for the tip!)

Hospital Charges No Longer a Secret?

A few weeks ago, I was struck by Steven Brill's report for Time magazine on out-of-control hospital billing. (Time subscribers can read the full article online.) Even as a health care professional, it was stunning to learn how costs vary widely from one hospital to another, or even from one patient to another. Being without health insurance is such a double-edged sword -- not only do you have to pay everything out of pocket, but you're also charged the highest possible rates.

One crucial point is that hospitals keep their price list under lock and key. The "chargemaster," as they call it, is a closely-guarded secret. At least, until now.

Imagine heading to your local car dealership to shop for a new ride. You step onto the lot, expecting to browse various models and compare prices, but instead the dealer simply hands you the keys to your new car -- along with the bill. By the time you realize you've bought a car you can't afford, it's too late: if you don't pay up, you could face bankruptcy.

Now take this story a step further. What if you found out that another dealership sells exactly the same car for thousands less? Or, even worse, that your own dealer was selling the same car to another customer for a fraction of what you paid. Hospitals are not used-car lots, but I'm sure you understand my point. It's impossible to make reasonable choices about our health care if we don't have all the facts.

The federal government just released the prices hospitals charge for 100 common procedures, and the results are astounding. Here in Washington, D.C., the same service can be fifty, sixty -- even ninety thousand dollars more expensive at some hospitals.

A few people grumbled that Brill's article only stated the obvious (health care costs are out of control!) without suggesting a solution. Now we see that his hard work is paying off, forcing a little sunshine into the complex world of health care. I think that's a step in the right direction!

3 Qualities of a Successful Wellness Program Manager

Launching a wellness program can be intimidating. There's so much to consider -- communications, programming options, incentive design -- and let's face it, human resources professionals are some of the busiest people around. They need expert guidance and administrative help.

When you select a wellness vendor, make sure you'll receive the support of a single program manager who truly understands your population. I believe three qualities are most important:

1. Education. Our program managers possess at least a master's degree in a health-related field, and many have additional certifications. The wellness field is changing every day, and it's essential to work with a professional who understands the latest techniques and trends.
2. Experience. Your program manager is your wellness partner, not just a point of contact. Whether you're thinking about tweaking your incentive program or planning next year's wellness initiatives, you need an expert in your corner to advise you.
3. Passion. Wellness is not a short-term proposition -- it's a long-term investment in the health of your employees. You deserve to have a wellness partner who genuinely cares about employee wellness and is dedicated to your success.

One of the best ways to understand wellness is to speak to a program manager. They truly are the wellness experts. If you have questions about your current programming, or if you're considering launching a new wellness initiative, drop us a line or leave a comment below. We'll be happy to help.

5 Things to Consider Before Launching Wellness Incentives

On Friday I blogged about Mary, a wellness participant whose life was changed by participating in a wellness challenge. It’s the kind of story all of us at Wellness Corporate Solutions love to hear -- but as wellness professionals, we know that Mary’s success was only possible because she chose to participate. We provided the resources, but it was up to her to take the first step.

How can we encourage others to do the same?

Believe it or not, this question is controversial. Some companies have instituted aggressive incentive plans that actually penalize non-participation, or even tie incentives to specific health outcomes. If you’re currently considering options, I would offer the following advice:

1. Take your time. Before launching an incentive strategy, give your wellness program time to establish itself as an integral part of your corporate culture. Employees should view wellness as a benefit, not just as a path to a monetary incentive. To generate participation organically, survey your employees and design programming around their specific needs.
2. Keep it simple. Confused employees are unlikely to participate. Avoid introducing too many incentive requirements too quickly, and work with your wellness vendor to design a plan that is easy to grasp.
3. Communication is key. It’s essential to communicate program specifics early and often. If employees don’t understand how the incentive works or why you’re implementing it, you risk jeopardizing the integrity of the program.
4. Choose wisely. There is no magic formula for employee engagement, so choose an incentive that makes sense for your corporate culture. Some employees appreciate a premium discount or a free gym membership, while others respond better to a tangible incentive. Your wellness partner should suggest options that fit your population.
5. Consider employee morale. Before implementing a stringent outcomes-based incentive strategy, remember that wellness is a long-term investment in your employees’ health. Your wellness program should make every employee feel like an asset -- not a liability. 

If you’re not sure which incentive strategy is right for your group, rely on your wellness vendor. Seek their advice. A wellness partner who understands your culture will be able to point you in the right direction.  If you still have questions, let us know. We’d be happy to help.