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Wellness Program Return-On-Investments: Benchmarks, Strategies and Case Studies for Proving the Value of Your Wellness Initiatives
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Overwhelmingly, proving Return-on-Investment (ROI) of a workplace wellness and health promotion program to senior management ranks as the top concern expressed by professionals responsible for the administration and management of their organizations wellness programming, according to the Workplace Wellness Management Year End Survey.
Almost 40 percent of large companies in the United States spend more than $200,000 annually on wellness programs, and 20 percent spend at least $1 million, according to a report released last fall by the Business Roundtable, a Washington, D.C.-based association. The cost of wellness programs is becoming increasingly visible and is therefore being scrutinized by senior management.
Wellness managers must prove the financial viability of wellness programs to ensure senior management’s continued support of their programs.
"Programs and initiatives will be competing for the limited funds, and those that are able to demonstrate ROI will be in a better position to survive the budget and programmatic cuts anticipated," according to one survey respondent.
Despite the attention on ROI, many wellness managers don't know the ROI of their programs.
What makes wellness programs' ROI so difficult to calculate? And why are published wellness program ROIs been so inconsistent? How do you document the ROI from your wellness programs?
Join the Wellness Program Management Advisor for "Wellness Program Return-on-Investment: Benchmarks, Strategies, and Case Studies for Proving the Value of Your Wellness Initiatives," scheduled for Tuesday, August 26, 2008 from 1:30 – 3:00 PM EDT.
Hear from Highmark about their four year study of their 12,000 employee wellness program that has been called "the most comprehensive and scientifically sound studies undertaken to date on wellness ROI." And learn how companies are banding together to standardize the ROI calculation for wellness programs.
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Learning Objectives:
- Strategies for proving the value of your wellness programs
- Overview of the "Alliance for Wellness Program ROI," a non-profit inter-company cooperative, formed to promote corporate wellness programs by demonstrating, through an objective ROI measurement, that wellness programs are an investment rather than an expense to a company
- Benchmaking results from Buck Consultant’s Study " "WORKING WELL: A Global Survey of Health Promotion and Workplace Wellness Strategies," that analyzed responses from 555 organizations representing approximately 7 million employees
- The average cost per employee of wellness programs
- Reduction in healthcare costs attributed to wellness programs
- Case Study: The Impact of Highmark’s Employee Wellness Programs on 4-year Healthcare Costs
- Case Study: Henry Ford Health System – How measuring ROI has influenced their wellness programs
- Live question and answer session
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Who Should Attend?
Workplace wellness managers, wellness/health educators, health coordinators, human resources executives, risk managers, health promotion directors, wellness coordinators, staff educators, employee assistance professionals, hospitals, managed care organizations, health insurers, major employers, government employers, colleges and universities, operations managers, plant managers, exercise specialists, cardiopulmonary rehabilitation coordinators, employee health services managers, employee health nurse managers, occupational health directors, fitness center managers, health systems administrators, disability managers, corporate fitness managers, managed care executives, disease management professionals, nurse managers, employee relations administrators and consultants.
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Presented by:
Brian T. Day, EdD
Director of Advanced Analytics
Highmark
Dr. Brian Day is currently the Director of Advanced Analytics and has been employed at Highmark for 7 years. His department is responsible for developing innovative strategies in trending disease and costs, developing ROI models, and conducting financial and clinical analysis of both internal and external initiatives sponsored by Highmark.
Brian completed his doctorate in Educational Psychology at West Virginia University in January 1999. The dissertation was titled; “Using Stages Of Change To Examine Fear, Threat, Efficacy, And Safety Climate Perceptions In Health Care Workers Who Routinely Handle Needles And Sharps.” The research examined the effect of perceptions on safety behavior.
Prior to employment at Highmark, Brian worked at the National Institute for Occupational Safety and Health (NIOSH) for 9 years as a statistician and health communications researcher and consultant. Before NIOSH, Brian was a project coordinator at Western Psychiatric Institute and Clinic and oversaw the operations and evaluation of a multi-year, 400 plus family, longitudinal research study investigating the fire setting behavior among children.
Barry Hall, FSA
Principal
Buck Consultants
Barry is a Principal in the Clinical Health Consulting and Global Technology Solutions practices of Buck Consultants, an ACS company, where he leads global research and strategic development of new products and services that support wellness and health care consumerism. In this role, Barry consults with employers to create and deploy innovative “health and wealth” strategies utilizing health data analytics, communications, and interactive tools and technologies. Barry is a Fellow of the Society of Actuaries and a recognized expert in health promotion and technology, with numerous awards and publications to his credit. He is frequently quoted in international news publications and has appeared on CNN and BBC television.
Robert Salter, SPHR
Director, Employee Health & Wellness
Henry Ford Health System
- Master’s in Human Resources-Organizational Development Eastern Michigan University
- 15 graduate hours in Human Resource Administration, Central Michigan University
- Master’s of Theological Studies, St. John Seminary, Plymouth M
- Bachelor of Arts degree in Philosophy, minor in Theology and the Humanities, Sacred Heart Seminary College, Detroit, MI
- 2004 HFHS, Employee Health and Wellness clinic and services, Director
- 2001 HFHS, Organizational Performance and Learning department, senior consultant
- 1998 Henry Ford Health System, Disability Manager (Detroit)
- 1993 HR Generalist J&L Specialty Steel, Training coordinator and Safety Officer (Detroit)
- 1991 Educational Data Systems, Inc., Training consultant (Dearborn, MI)
- 1977 Bishop Borgess High School, faculty (Redford, MI)
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*CD Only: - $227
Questions About this AudioConference CD? Call 1-800-431-7571
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