Employee Wellness: A Combination of Personal Accountability and Corporate Responsibility

Employee Wellness: A Combination of
Personal Accountability and Corporate
Responsibility – Jeff Selander

© 2014 Health Catalyst
www.healthcatalyst.com
Proprietary. Feel free to share but we would appreciate a Health Catalyst citation.
Employee Wellness Program
An individual’s daily health
routines are the best
determinant of both overall
health and a feeling of
wellbeing.
A strong employee wellness
program is no longer a luxury,
but a strategic imperative.
It can be the first step to encouraging better health and
creating meaningful, positive change in the lives of
employees and their families.

Corporate Responsibility
Employers, regardless of
company size, have an important
opportunity to encourage better
health among their employees.
Various programs and incentives
can optimize healthcare spending
and improve employee health:
Wellness
Programs
Healthcare
Insurance
Plan design
Population
Health
Management
Self-Funded
Benefits

Wellness is more than exercising and eating right.
A 2010 Harvard Business Review study defined it as:
Wellness Programs
An organized, employer-sponsored program
that is designed to support employees (and,
sometimes, their families) as they adopt and
sustain behaviors that reduce health risks,
improve quality of life, enhance personal
effectiveness, and benefit the organization’s
bottom line.

Health Catalyst has created a
wellness program, Get Fit, Stay Fit
that strives to meet those criteria.
The program, developed for team
members by team members, uses
gaming principles and behavioral
science.
Teamwork, competition, rewards,
and fun motivates team members to
embrace healthy behaviors and
maintain them over time.
Results to date have been profound.
Wellness Programs

The focus companies are putting
in to plan design today is a prime
indicator of the evolution of the
healthcare system.
It’s no surprise that utilization is
increasing and healthcare costs
have skyrocketed.
New plans and programs, such
as high-deductible health plans
(HDHP) tied to a health savings
account (HSA), were designed to
empower consumers to take
responsibility for their health.
Healthcare Insurance
Plan design

To truly see the value of high-deductible
plans tied to an HSA, adoption of these
plans as a percentage of total plans
offered should be high, certainly greater
than 80%, and ideally closer to 90-100%.
The Health Catalyst HSA plan went
from 50% adoption rate in 2013 to
today’s HAS, as well as traditional
insurance programs where the rate
exceeds 90%.
Healthcare Insurance
Plan design

With the right plan design and
basic economic incentives in place,
employers can begin to add
population health management
(PHM) tools and programs.
PHM enables an employer to more
effectively manage wellness and
healthcare spending among
employees and remain HIPAA-
compliant.
Population Health
Management

Today, efforts are underway among
payers to utilize data and analytics
to define, create, and refine
healthcare insurance plan design.
Over time, employers may be able
to conduct predictive modeling for
employee populations to plan for
the future with greater confidence.
Population Health
Management

Two challenges are inhibiting PHM
from becoming commonplace.
1. Employer access to private
employee health data raises serious
concerns regarding patient privacy.
2. Most employers don’t have access
to payer data and if they do, they
are lacking the tools to perform a
proper analysis.
Population Health
Management

With an effective healthcare
insurance plan design, wellness
programs to encourage greater
accountability, and an analytics
infrastructure that delivers insight,
organizations can feel confident
to take on additional risk and
implement self-funded benefits.
Self-Funded
Benefits

Health Catalyst committed to
become self-funded in 2014.
Self-funding affords team
members the opportunity to
impact, and directly share in,
the benefits of responsible
population management
(including lower premiums or
premium-free months).
Self-Funded
Benefits

Demonstrating to team members
the direct link between company
performance and the cost of
healthcare is essential for a
successful self-funding model.
It provides team members with
an even greater sense of
ownership in the company and a
better understanding of the
impact of their healthcare
decisions on the bottom line.
Self-Funded
Benefits

Personal Accountability Meets
A sustained culture of collective
responsibility provides tangible
benefits to both the company and
team members.
The company is rewarded as the
team member population
collectively manages care costs.
Cost savings, which can grow over
time through sustained steward-
ship, can lead to a number of
rewards for team members.

More about this topic
The Analytics of Health Insurance CO-OPs
A Health Catalyst webinar
How Health Catalyst Ensures HIPAA Security Compliance: 2 Key Components
Clara Pugsley – Corporate Development | Bob White – Director Security & Compliance
Motivating Employees Toward Wellness: There’s an App—and a Program—That Works
Tom Burton – Executive Vice President and Co-founder | Dave Overfelt
Health Catalyst Named a Best Place to Work for Women in Utah
Paul Horstmeier – Senior Vice President
Health Catalyst Named a “Best Place to Work for Millennials”
Health Catalyst
Link to original article for a more in-depth discussion.
Employee Wellness: A Combination of Personal Accountability and

For more information:

Jeff Selander – Prior to joining Health Catalyst, Mr. Selander was CFO at HB
Ventures, a private equity firm in Boise, Idaho. Health Catalyst is Jeff's fifth start-up
as a venture finance professional, and his third as CFO. During his career, Jeff has
assisted CEO's in raising over $250 million in debt and equity from institutional
investors. Prior to HB Ventures, Jeff was the CFO for Great Basin Scientific, a pre-
revenue life sciences start-up. Previous to Great Basin, Jeff played several senior
finance roles for iBAHN Corp., a venture-backed high-speed Internet provider to the
hospitality industry. During his tenure, annual revenues grew from $8 million to $135 million. Mr.
Selander holds an MBA from the F.W. Olin Graduate School of Business at Babson College, Boston,
Massachusetts and a BA in international relations from BYU.
Other Clinical Quality Improvement Resources
Click to read additional information at www.healthcatalyst.com

Employee Wellness: A Combination of Personal Accountability and Corporate Responsibility

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Viewers also liked

Viewers also liked (9)

Similar to Employee Wellness: A Combination of Personal Accountability and Corporate Responsibility

Similar to Employee Wellness: A Combination of Personal Accountability and Corporate Responsibility (20)

More from Health Catalyst

More from Health Catalyst (20)

Recently uploaded

Recently uploaded (20)

Employee Wellness: A Combination of Personal Accountability and Corporate Responsibility