WELLNESS WORKGROUP. July 24, 2018

Transcription

1 WELLNESS WORKGROUP July 24, 2018

2 2 Today s Agenda Welcome & Introductions Discussion: Diabetes Prevention Overview information including: CDC s 6/18 Initiative, National Diabetes Prevention Program, review article on workplace interventions, and analysis of digital Diabetes management tools Evaluation of 1199SEIU Diabetes Prevention Program at Mount Sinai Beth Israel Updates & Sharing: Highlights from National Business Group on Health 8 th Annual Employer- Sponsored Health and Well-being Survey Upcoming Programming

3 3 Discussion: Workplace Diabetes Prevention

4 CDC 6 18 Initiative: Accelerating Evidence Into Action The CDC is targeting six common and costly health conditions tobacco use, high blood pressure, healthcare-associated infections, asthma, unintended pregnancies, and diabetes and 18 proven, specific interventions. CDC is providing resources and facilitating discussions with: Purchasers Payers Providers Regarding their role in improving health and controlling health care costs.

5 5 Preventing Diabetes: Diabetes Prevention Program (DPP) Year-long structured program focused on behavior medication, managing stress, and peer support. National Diabetes Prevention Program (DPP) evidencebased lifestyle change program CDC Diabetes Prevention Recognition Program 1,000+ recognized organizations throughout the United States and U.S. territories Growing number of payers are covering DPP or DPP like programs; see Table 7 of October 2017 Diabetes Prevention Programs Report by Center for Evidence-based Policy Medicare DPP first preventive service model to receive actuarial certification for expansion via the CMS Innovation Center New billing code CPT 0403T available as of 1/2016 to CDCrecognized organizations providing DPP Many healthcare organizations are integrating referrals to CDC-approved providers into EHR workflows

6 6 Effectiveness of Workplace Diabetes Prevention Programs: Systematic Review 22 studies published between 2000 and 2017 Involved adult participants diagnosed with Type 2 diabetes or pre-diabetes Workplace setting Focus on lifestyle behaviors Study design: 6 experimental design, 16 quasi-experimental/treatment vs. control Wide variation in study size and employer type Intervention: 8 tested a DPP intervention; remaining sought to increase healthy eating, physical activity, and/or self-management of risk factors Intervention length: weeks, usually with 1 hour weekly sessions Outcome measures: biometric, self-reported adherence to diet and exercise recommendations, ad psychosocial measures; usually measures at 6 and/or 12 months after intervention

7 7 Effectiveness of Workplace Diabetes Prevention Programs: Findings and Discussion Studies demonstrated consistent health improvements in biological measures, self-reported behavioral adherence, and psychosocial variables 3 main outcomes across studies: A1C, BMI/weight loss, blood pressure Discussion Promising findings, but poor research design of many studies limits applicability Not enough known about effectiveness with minority participants, nor about impact of employer support (i.e., paid time to attend DPP class) Citation: Brown S, Garcia A, Zuniga J, Lewis K. Effectiveness of workplace diabetes prevention programs: a systematic review of the evidence. Patient Education and Counseling 101 (2018):

8 8 Digital Health Tools & Solutions That Support Diabetes Prevention Plethora of digital tools; difficult to know which are effective and can complement existing program approaches Delivery avenues: Employer, Health Plan, Provider, Direct-to-Consumer Evaluation conducted by Northeast Business Group on Health Examined total of 25 digital solutions organized into 6 primary capabilities Digital group-based health course with live coaches (7) Integrated glucometer with enhanced communication features (2) Scripted algorithm-driven coaching (3) Device data download and display (3) Provider-based care management platform (4) Individualized live coaching (6)

9 9 Digital Health Tools & Solutions That Support Diabetes Prevention Engagement score calculated based on points related to: Educational content (4 points possible) Personal information tracking (1 point possible) Social (6 points possible) Coaching and clinicians (5 points possible) content/uploads/2016/03/digital- Diabetes-Online.pdf

10 10 Evaluation of 1199SEIU Diabetes Prevention Program at Mount Sinai Beth Israel

11 Updates & Sharing

12 Embracing a Broader Definition of Well-being: Highlights from 8 th Annual Employer- Sponsored Health and Well-being Survey National Business Group on Health and Fidelity Investments

13 13 Embracing a Broader Definition of Well-Being Eighth Annual Employer-Sponsored Health and Well-Being Survey Online survey conducted at the end of 2016 Participants were members of the National Business Group on Health, and clients of Fidelity Investments 141 respondents 10% in healthcare Focus was on definitions of well-being, programming offered, incentives used, and inclusion of spouses/domestic partners in programs Report Citation: National Business Group on Health and Fidelity Investments. Eighth Annual Employer-Sponsored Health and Well-Being Survey. Brenna Shebel, Director. March 2017

14 14 Key Takeaways 86% of companies include well-being as part of their business strategy Reported motivations for well-being programs by survey participants were: controlling healthcare costs, and improving employee engagement/productivity 30% connect employee well-being to key institutional metrics An increasing number of firms are including employee financial security, community involvement, and social connectedness in their definition of well-being Employers are increasing their investment in both financial and nonfinancial incentives for wellness

15 % of respondents that include the measure in their well-being strategy 15 Expanding the Definition of Well-Being 100% 90% 99% 100% 98% 99% 96% 100% 84% 90% 87% 80% 77% 76% 76% 70% % % 48% 45% 40% 30% 20% 10% 0% Physical Health Emotional/Mental Health Financial Security Community Involvement Social Connectedness Job Satisfaction Purpose in life or "Spiritual Contentment"

16 16 Health Risk and Condition Management Program Offerings

17 17 Increased Prevalence of Treadmill Desks, Ergonomic Support, and Fitness Wearables

18 18 Increase in Emotional and Mental Health Offerings

19 19 Increase in Inclusion of Community Involvement Programs

20 20 Increase in Inclusion of Financial Security Programs

21 21 Use of Financial Incentives Over three quarters of organizations include incentives for spouses/domestic partners Average financial incentive has increased from $521 in 2013 to $742 in 2017 Participation by both employees and spouses/domestic partners has increased slightly over the last 2 years Outcome-based incentives remain less common (31%)

22 22 Use of Non-financial Incentives ~50% of companies offering non-financial incentives found at least one type helpful Raffles: 52% Employee/Group Recognition: 39% Charitable giving: 29% PTO: 26%

23 23 Future Investment in Wellness Programs Expanding or continuing at the same level

24 24 Biometric Screening and Wellness Portal (with HRA) Shared Services RFP Vendor selected via rigorous RFP process Total of 26 proposals received Currently negotiating final GPO contract Plan to make announcement and send out materials soon Enormous thanks to our Expert Advisory Panel!

25 25 Wellness Workgroup: Future Meeting Dates & Other Programming Wellness Workgroup Meetings (all meetings are 9:30-11:30am) Tuesday, September 18 th Pain Management for Employees examining roles of Employee Wellness, Workers Comp, and Occupational Health Tuesday, November 13 th Other Programming Planning fall Workplace Violence Prevention Symposium Learning about NYC Health + Hospitals Helping Healers Heal Program Exploring other programming related to resiliency and prevention of burnout