Wellness Incentives & Outcomes Based Design Verona Area School District At VASD, our commitment to wellness stems from and is tied to the belief that finding and keeping the best talent in our industry is at the core of our success. You've heard it many times at VASD: We care about you. A big step in caring about your whole life is doing everything we can to integrate wellness into our culture. The Cost of Healthcare Nationally, the picture is alarming; currently the US pays $2.8 trillion annually in health care costs, about $7.7 billion per day (according to 2012 Kaiser). If we were to stack that $7.7 billion it would reach 520 miles high which is the equivalent of 9,152 Green Bay Packer football fields! It’s clear we cannot sustain this out of control spending. But what can be done? Research is directing us to look at prevention and wellness as an answer. Currently there are about 2 million deaths annually and ½ are due to preventable causes. According to the CDC 80% of heart disease and stroke cases, 80% of type 2 diabetes cases and 40% of cancer cases could be prevented if we did just 3 things…..stop smoking, start eating healthier and moving more. Where We Stand: Health Insurance For the calendar year that ended December 31st, 2013, VASD had $11.5 million dollars in expenses but only $7.8 million paid in premiums. That means our insurance paid $1.46 for every $1.00 we paid in premium. If we were not under the 5 year guaranteed premium program, our renewal increase would have been 54%. Our consulting firm determined that the 54% renewal increase calculated by the WEA was “fair, reasonable, and competitive with the regional market.” Recalculating the renewal with our consultant’s benchmark values showed a renewal premium increase higher than WEA’s (64.82% vs. 54.90%). Our guaranteed premium program is in force until July 1st 2016. But that deadline is approaching fast. We need to reduce our medical claims costs to have a better chance of managing our premiums when July 2016 arrives. Empowering You VASD has been working hard in supporting you to make healthier decisions for yourself and your family. We will continue to provide you with educational opportunities and easy access and supportive wellness programming. The subject of wellness forces all of us to contemplate how intentional we are being about taking care of ourselves. You, your family and friends, your work and work product and your communities are all impacted by how intentional you are about wellness. We want to be the change. We are committed to the health of our organization and the health of our employees. In order to support and encourage employees in being physically active, we are introducing our 2014-2015 Wellness Program. Our program will include opportunities for challenges, education, comradery and continued health. We hope that by offering you this program in advance it will be easier to find time (or motivation) to be active at work. 1 Wellness Incentives & Outcomes Based Design Verona Area School District Our Results: Wellness Aggregate Results for the Health Risk Assessment (HRA) and Biometric Screening: 2013-2014: Total Participants (514 Participants / 1130 Eligible) – 46% Participation Rate Employees (486 Participants / 725 Eligible Employees) – 67% Participation Rate Spouses (32 Participants /405 Eligible Spouses) – 8% Participation Rate Average BioScreen Score – 856 out of 1,000 Leading Areas of Risk (HRA) – Skin Health (72%), Nutrition Habits (70%), Physical Activity (59%), Personal Safety (47%) Leading Areas of Risk (Bioscreen) – Percent Body Fat (58%), BMI (53%), Total Cholesterol (38%), Cholesterol/HDL Ratio (32%) Wellness Program: Incentive Design Over Time No HRA Sept 2013 –Aug 2014 Oct 2014 – Aug 2015 Sept 2015 – Aug 2016 Premium Differential 12% Employee Premium Differential 13% Employee Premium Differential 14% Employee (Applied in Jan-June) (Applied in Jan – June) Premium Differential 11% Employee Premium Differential 12% Employee Premium Differential 10% Employee (Applied in October) (Tentative) (Applied in Sept) HRA HRA & Biometric Screening Process Outcome Based Program 2 Check $25 (WEA) Employee $25 (WEA) Spouse Gift Card $25 (WEA) Employee $25 (WEA) Spouse Gift Card $25 (WEA) Employee $25 (WEA) Spouse Gift Card $150 Employee Gift Card $150 Employee $150 Spouse Gift Card $100 Employee $100 Spouse NA NA $200 3 About M3 Founded in 1968, M3 Insurance is Wisconsin’s largest privately held commercial insurance agency, providing employee benefits, property & casualty, executive benefits, employer-sponsored retirement plans and personal lines. The professionals at M3 are aligned to specialized industry groups, serving clients across the country from five Wisconsin offices. M3 is consistently ranked in the top 1% of insurance brokers nationwide and has been named to the list of Best Places to Work in Insurance by Business Insurance magazine. 4
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