Transcript Document

A Hobbit’s Tale
Putting Wellness and Incentives
to work to create a
Total Health Solutions package
Tale will be told by:
Helen Cansler
IT Manager for Sales & Marketing Systems
BlueCross BlueShield of Tennessee
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About BCBST
The 360 Degree View
Wellness + Incentives
How Did We Get Here?
Why Incentives Don’t Work
Changing Behaviors
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Membership: 3 million members
Facets Customer since 1996
VBB Customer since 2010
Lines of Business
Medical
 Dental
 Vision
 Wellness
 Life
 Voluntary
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It’s a dangerous business,
walking out one’s front door.
– Gandalf
― J.R.R. Tolkien, The Hobbit
Claims
Preventive
Lifestyle
Behaviors
Choices
Attitude
Metrics
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Wellness: Helping the Healthy Stay that Way
Lifestyle: Making Healthier Choices
Chronic: Managing Ongoing Conditions
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Helping the Healthy Stay that Way
 Personal
Health Assessments
 Self Directed Coaching
 Online Consumer Tools
 Biometric Screenings
 Rewards
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Making Healthier Choices
 Lifestyle
Lunch & Learns
 Walking Works
 Targeted Preventive Reminders
 Lifestyle Health Coaching
 Rewards
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Managing Ongoing Conditions
 Healthy
Focus Disease Management
 Targeted Care Campaigns
 Pharmacy Care Management
 Utilization Management
 Rewards
So why do so many wellness programs have less
than 50% participation from employees?
Rewards = Participation
definition:
A reward
or promise of payment
that encourages a person to take
a certain action, behave better,
or work harder.
“There is nothing like looking,
if you want to find something.”
― J.R.R. Tolkien, The Hobbit
Everyone Wanted It
No One Wanted It
Everyone Wants It
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Many Types of Achievements
Alternate Achievements
Many Types of Rewards
Custom Rewards
Methods of Delivery
Limit Rewards
Member UI
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Personal Health Assessment
Biometric Screening
Preventive Screenings
Gym Visits
Engage in Coaching Programs
Online Coaching Modules
Tobacco Cessation
Weight Management
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Gift Cards/Cash
Direct Deposit
HRA Contributions
Enhanced Medical Benefits
Reward File
Points for Gifts
Premium Credits
Better Medical Plan for following year
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What can VBB do?
What do you want it to do?
Tell me what it can do and then I’ll know what
I want it to do.
Give me an idea of what you want to know
about what it can do and then I can tell you
whether it can do that.
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Program 1 – Preventive Achievement
1.
Time Limitation – within the first 90 days
 PHA completion/Biometric Screening
 Reward of $50 Gift Card
2.
Time Limitation and Dependency – 360
days after step 1 is completed
 Preventive Screening
 Custom Reward of file sent to Group for premium
reduction
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Program 2 – PHA / BIO / Fitness Facility
1.
Time Limitation – within the first 90 days
 PHA completion/Biometric Screening
 Reward of $100 Gift Card
2.
Dependency – after step 1 is completed
 Every 12 visits to a participating gym
 Reward of $50 Gift Card
3.
Monetary Limitation - $400 per year
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Program 3
1.
Time Limitation – within the first 90 days
 PHA completion/Biometric Screening
 Reward of $50 Gift Card
 Member identified as qualified for DM
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Dependency – after step 1 is completed
 Member has Diabetic office visit
 Reward of next copays at 50% with DX as reason
3.
Member Completes Diabetic education
 Reward of $50 Gift Card
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Dependency – after step 1, 2, and 3
 Reward next year member receives reduced premium
Lifestyle
Coaching Vendor
Value-Based Benefits
Achievement
File
DM Vendor
PHA
DM
BMS Vendor
Lifestyle
Coaching
3rd Party
Achievement File
Reward Files
BCBST - Facets
Reward
Health Incentive
Program
Configuration
Distribution of Reward Files
Activity
Completion
Sources
Data
Management
Gift Card
HRA
Contribution
Reward File
Enhanced
Medical Benefits
Most wellness incentive programs put 90%
or more of their resources into one key step.
The best programs use a mix of different
programs and incentives to motivate
behavioral change.
When designing a program, be sure to provide
incentives to track accurately, as well as engage in
healthful behaviors.
You’re not just looking for compliance or
participation in one-off events. You’ll want to track
changes in behavior over time.
The #1 incentive that employees ask for in survey
after survey is a monetary reward. But you have to
choose the right monetary reward.
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Employees lose emotional attachment to direct
deposit because they don’t see it.
Rewards need to stay fresh.
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Clear goals to achieve
Frequent rewards for achieving them
Multiple ways to track progress
Rewards are exciting and memorable
All throughout the program
there needs to be clear communication
Assessment
Measurement
Intervention
Ultimate Objective:
Motivate
Employees
Awareness
and keep them
Engaged
for Better Health
Education
Good Behaviors
Points
Cash
Enhanced Benefits
Good Activity + Reward
= Behavior Change
Contact Info: [email protected]