Biometric Screening Supersedes the Value of the Health Risk Assessment. Presented by: Lisa M. Holland, RN, MBA, CCWS

Transcription

1 Biometric Screening Supersedes the Value of the Health Risk Assessment Presented by: Lisa M. Holland, RN, MBA, CCWS

2 Biography Health and Wellness industry subject matter expert Over 18 years of experience Senior level positions: BlueCross BlueShield UnitedHealthcare Aetna Successfully worked with hundreds of mid to large employers including: Bank of America Lockheed Martin JPMorgan Chase

3 The Definition of Insanity Doing the same thing over and over again and expecting different results Albert Einstein

4 Evolution of the Health Risk Assessment The concept of the Health Risk Assessment (HA) dates back to the 1970s and was a tool used to support patient assessment by physicians. Over the years and through the s, the tool was used to gather population data to support studies such as the Framingham Study and ultimately made it to employer wellness programs (primarily through health insurance carriers) in the late 1990s and early 2000s. Today s (HA) is a self-reported measurement tool that identifies individual health risks based on a subset of questions aimed at determining current and potential health risk. HA OBJECTIVES: Assess health status Estimate the level of health risk Inform and provide feedback to participants Motivate behavior change to reduce health risks

5 Value Consideration--Regulatory Concerns Genetic Information Non-Disclosure Act 2008 (GINA) This legislation prohibits employers from asking pertinent family history questions in an HRA when the employer links incentives to HRA completion. Family history can be an important piece of information that can support medical trend forecasting of a population. The elimination of these questions significantly reduces the value of the outcome aggregate data.

6 Value Consideration Client Funding Arrangement Full Insured Employers Vs. Self Funded Employers Evolution of the Health Risk Assessment

7 Value Consideration Self Reported Data HRA s are self-reported tools. As such, the reliability and validity of the outcome data is questionable. Generally, the best way to validate HRA data is to include biometric screening in conjunction with an HRA campaign, then crosswalk the outcome data against the employer medical trend reports. This method improves validity but adds administrative burden and costs since the employer must now fund the incentives for the HRA AND pay for biometric screening.

8 Value Consideration Population Health Risks There is significant and readily available data that concludes that roughly 75% of all chronic disease can be prevented or delayed by changing certain lifestyles and health behaviors. Body Weight Stress Safety Belt Usage Physical Activity Blood Pressure Happiness (Life Satisfaction) Smoking This information alone assists employers with easily targeting interventions and programs without the use of an HRA.

9 Obesity Drives Chronic Disease

10 Employer Views are Changing

11 Employees Just Checking a Box Incentive strategies are not working!! Employers spending a lot of time communicating and dollars incenting, but the awareness and behavior change objectives are not happening.

12 What s Wrong With this Graph? Source: 2012 B.Swift Wellness & Benefits Administration Benchmarking Study.

13 What Measurement(s) Supersede a HA? Employers can maximize their wellness investment by implementing high level Biometric Screenings Easy to implement Offers ah ha moment for participant Real-time and relevant Time data-transfers to improve coordination of care Improve Care/Case Management outreach for High Risk participants

14 The Four* Critical Factors Blood pressure Cholesterol (full lipid panel) Body Mass Index (BMI) Tobacco Use (Self-reported or Measured) Note: While there are four critical factors a full lipid panel introduces additional measured in addition to the critical four.

15 Integration and Timely Outreach Real-Time Results Streamline data exchange and information sharing Timely Outreach Higher Participation Higher Engagement

16 Health Awareness Biometric screenings offer individuals the opportunity to have that ah ha moment. Greatest impact for teachable moment/readiness to change. Health Coaching to ask questions and lead the participant to logical next steps.

17 Value-Based Wellness Design Benefit Design: Consumer Directed Health Plan Biometric Screenings Cholesterol (Panel) Blood Pressure Body Mass Index Tobacco Use (Self-reported or measured) Health Campaigns and Interventions focused on the Big Three Diet/Nutrition and/or Weight Exercise/Physical Activity Tobacco cessation Policy and Programs

18 The Choice is Yours The bottom line is that there are pros and cons to implementing a health risk assessment. Every employer needs to understand both sides of the value equation in order to determine if a health risk assessment is the right choice for their : Company Culture Budget

19 Contact Information Thank You Lisa Holland, RN, MBA, CCWS President The StayFit Plan (216)