EFFECTIVE BUSINESS COMMUNICATION CHAPTER 2 THE SEVEN C’s OF EFFECTIVE COMMUNICATION.
Survey Results - Gulfshore Insurance€¦ · worksite wellness, has identified the seven best...
Transcript of Survey Results - Gulfshore Insurance€¦ · worksite wellness, has identified the seven best...
2013 Survey Results
_____________________________________________________
Wellness Benefits
Introduction • Stability is the watchword in this year’s wellness benefits
survey, despite the swirling uncertainty of the past several months.
• After a year fraught with anxiety over a still torpid economy coupled with a sea change stemming from the implementation of the Affordable Care Act, many wondered whether employers would continue participating in wellness programs in the same numbers.
• However, survey results show that interest in wellness programs remains high, as more than three-quarters of respondents are offering a wellness program or are considering it.
• Other certainties remain as well: Offering comprehensive benefit packages is still a great way to attract and retain high-quality employees. But with the rising cost of health care, it can be difficult. Many employers have chosen to offer wellness benefits and programs in addition to their health care plans in an effort to promote healthy habits among employees and decrease employee medical claims.
• The results of this year’s Wellness Benefits Survey will help you get a feel for how employers across the country are using wellness programs, and what they are experiencing as a result.
• The purpose of this survey was to discover the current trends in wellness programs and gauge future employer needs as more companies include wellness benefits in their overall health plans.
• A total of 1,282 respondents completed this survey.
Table of Contents
• Demographics………………………..3
• Your Health Plan…………………….5
• Your Wellness Program………….6
• Use of Incentives…………………..8
• Wellness Staff………………………..9
• The Seven Cs………………………...10
• Wellness Program Needs………11
• Health Risk Assessments……….12
• Disease Management……………13
12% 8%
8%
16% 18%
5%
6%
10%
17%
Demographics
This survey was completed by employers in all
50 states and the District of Columbia. Like last
year, the overwhelming majority of survey
responders were from organizations employing
fewer than 500 employees.
In which region is your organization based
(the most employees)?
How many employees does your organization
employ?
_____________________________________________________
What is your organization’s annual revenue?
_____________________________________________________
In which industry/sector does your
organization operate?
97% Yes
No 3%
Do you plan to make any changes to the funding
mechanism for your primary health plan in the
next year?
Your Health Plan
Almost 100 percent of respondents are offering
health benefits to their employees. Of those, 60
percent are likely to ask their employees to pay
more for the health insurance in 2014. Fifty-
three percent of respondents find workplace
wellness programs to be a least a somewhat
effective way of helping employers control the
increasing costs of health insurance.
____________________________________________________
Please indicate the likelihood of making changes to your health plan in the next year.
Very Likely
Somewhat Likely
Not Too Likely
Not at All Likely
Don’t Know
Increase the amount employees pay for health insurance 25% 35% 20% 13% 7%
Increase the amount that employees pay for deductibles 10% 26% 40% 16% 7%
Increase the amount employees pay for office visits, copays or coinsurance
6% 24% 44% 17% 9%
Increase the amount employees pay for prescription drugs 5% 22% 47% 17% 9%
Drop coverage completely 1% 1% 12% 79% 6%
Introduce tiered networks for office visits or hospital stays 3% 14% 31% 32% 19%
Offer high-deductible health plan with a Health Reimbursement Arrangement
16% 15% 23% 34% 13%
Offer HSA-qualified high-deductible health plan 25% 12% 20% 32% 12%
Very Effective Somewhat
Effective
Not Too
Effective
Not Effective at
All
Don’t
Know
Workplace
wellness
programs 12% 41% 15% 13%
28%
Disease
management
programs 10% 35% 16% 3%
37%
Consumer-
driven health
plans (ex.
HDHP
combined with
an HSA)
9% 31% 14% 3%
43%
Higher
employee cost
sharing
8% 35% 24% 7%
26%
Tighter
managed care
networks
4% 25% 25% 6%
40%
Smoking
cessation
programs 12% 30% 19% 5%
34%
Your Wellness Program There remains a high level of interest in workplace wellness programs, with 78 percent of respondents currently using or considering a wellness program, which is slightly more than in 2012. The top two reasons for implementing a wellness program are improving employee health or reducing absenteeism, and decreasing health care costs, in line with last year’s findings. Seventy percent expect a reduction of health care costs resulting from the implementation of a wellness program, 5 percent more than last year. Of all respondents, 72 percent believe their wellness program has been successful in improving the overall health of their employees, down from 75 percent in 2012. The most popular workplace wellness programs are health risk assessments, workplace wellness competitions, and distributing a health and wellness newsletter. _____________________________________________________________ Has your organization moved towards a focus on improving
employee health through wellness programs?
____________________________________________ Due to the Affordable Care Act's regulations
concerning wellness programs, my
organization is:
What top three factors influenced your decision to
implement a workplace wellness program?
Do you expect that your wellness program will reduce your overall health care costs?
If you have seen a reduction in costs as a
result of your wellness initiative, where have
you realized a savings?
_________________________________________________
72% Yes
No
28%
Do you think that your wellness program has been
successful in improving the overall health of your
employees?
What types of programs do you offer as part of your
wellness initiative?
__________________________________________________________
Use of Incentives
Studies show that incentives often increase wellness
program participation and can play a significant role in
determining the overall success of a workplace wellness
program. Sixty-two percent of respondents understand
this and are now using incentives in their wellness
programs, up nine points from the previous year.
62% Yes
No 38%
____________________________________________________________
Do you offer an incentive for participation in your
wellness programs?
If so, what type of participation incentives do
you offer?
______________________________________________________
Wellness Staff
This year’s survey reveals that employers are still
reluctant to hire additional staff for their wellness
programs, with only 14 percent willing to bring in
trained individuals to administer the program, down
from 15 percent last year.
Additionally, employers are dedicating slightly less time
for wellness administration as compared to 2012 survey
data.
_____________________________________________________________
86% No
Yes 14%
Have you hired any trained staff to run your
wellness program?
If so, what is their background?
______________________________________________________
If you have not hired a professional to
specifically run your wellness program,
who assists with your program?
________________________________________________
What percentage of a full-time position is
allocated to wellness?
________________________________________________
The Seven C’s
_____________________________________________
The Wellness Councils of America (WELCOA),
an organization dedicated to the promotion of
worksite wellness, has identified the seven
best practices (The Seven C’s) for employers
to follow when building a comprehensive,
effective worksite wellness program within
their organization. The seven steps are:
1. Capture senior level support.
2. Create a wellness team.
3. Collect data that will drive your
health initiatives.
4. Craft an annual operating plan.
5. Choose appropriate health
initiatives.
6. Create a supportive environment.
7. Consistently evaluate your
outcomes.
Your broker has resources to help you to
implement the WELCOA best practices.
87% Yes
No 13%
Have you captured senior level support for your
wellness program within your organization?
53% Yes
No 47%
Have you created a wellness team within your
organization?
52% Yes
No 48%
Have you collected and analyzed data to drive what
health initiatives you offer as part of your wellness
program?
69% No
Yes 31%
Have you crafted an operating plan to guide and
support your wellness initiatives?
67% Yes
No 33%
Have you created a supportive wellness environment?
55% Yes
No 45%
Do you evaluate the outcomes of your wellness
initiatives?
What evaluation methods do you use?
Please check all that apply.
_______________________________________________________
Wellness Program Needs
Aside from the barriers of time and money, lack of
employee participation is frequently the reason
wellness programs fail. Though there was a small
growth in overall participation since 2012, 67 percent
of employers that offer wellness programs still have
employee participation levels at or below 50 percent.
To combat these statistics, employers are devoting
more money to wellness programs. The survey shows
an increase of 5 percentage points in employers that
are spending $50 or more per employee on wellness
programs.
__________________________________________________________
What percentage of your employees
participates in company-sponsored wellness
programs?
What is your annual budget per employee per
year for the wellness program?
______________________________________________________
What is the biggest barrier you encounter
regarding wellness programming?
_____________________________________________________
What are your greatest areas of need with
regard to wellness program resources in the
next two years?
_________________________________________________
In the past year, have you done any of the
following?
_____________________________________________________
Health Risk Assessments
A health risk assessment is a technique for
determining the presence of disease and
estimating the risk that someone with certain
characteristics will develop disease within a
given time span. It can be used by employers
to identify major organization-wide health
problems. In 2013, the percent of employers
offering a health risk assessment remained at
36 percent (the same as in 2012), while the
percentage of employers leveraging these
assessments to encourage wellness program
participation fell by one point.
64% No
Yes
36%
Do you give your employees the option of completing a
health risk assessment to help them to identify potential
health risks?
53% No
Yes
47%
Do you offer a financial incentive to employees
who complete a health risk assessment?
59% Yes
No
41%
Do you use your health risk assessment as a way
to encourage participation in your wellness
program?
Do you offer any of the following biometric
screening programs?
___________________________________________________
Disease Management
Disease management means reducing
health care costs and improving the quality
of life for individuals with chronic diseases
by preventing or minimizing the effects of
those diseases through integrative care.
Diabetes, cholesterol and high blood
pressure are popular disease management
programs.
The number of employers including disease
management as part of their health plan
offerings decreased by 3 percentage points
in 2013. The most popular disease
management programs remain treatments
for diabetes, high cholesterol and
hypertension.
What types of disease management
programs do you offer?
_________________________________________________
70% No
Yes
30%
Do you include disease management in any of your
health plan offerings?
96% No
Yes
4%
Do you offer financial incentives to employees
who participate in disease management programs?
Do you have an employee assistance program?
51% Yes
No
49%
Contact BB&T Insurance Services to discuss how these
survey results and this benchmarking information can assist you in your future
benefit plan strategies.
This survey was conducted in the summer of 2013 through the website provided by BB&T Insurance Services. The survey was anonymous, so responses have not been validated for statistical significance or margin of error. © 2013 Zywave, Inc. All rights reserved.