The OmniWell Model. A wellness partnership for business owners and their employees. Team Excellence, Inc. Houston, Texas

Transcription

1 The newest component of an award-winning HR System developed by Team Excellence, Inc. Houston, Texas

2 The Economic Crisis of Healthcare?? Threatens a company s financial stability for some even survivability Threatens employees job security and their families financial future

3 Everyone Needs Skin in the Game Healthcare is not a right or entitlement. Wellness is an organizational imperative and an individual responsibility.

4 There is Still Time! The private sector can provide better healthcare than the government. Organizations that do the right things now will have a significant business and employee advantage over their competition long into the future.

5 Common-sense Reality There will be no wellness until people change their behavior!

6 Is driven by a proven, award-winning human resource management and leadership system that changes individual and organizational behavior. A system that clearly defines and shares both responsibility and measurable accountability for desired performance and behavioral change within the organization top to bottom.

7 Wellness Reality Check Employer-sponsored health insurance is the largest health insurance market in the U.S. covering about 149 million non-elderly persons. 61% of U.S. employers offer healthcare benefits to employees. Average annual health insurance premiums and worker contributions for family coverage: Total annual premium $ 8,003 $ 15,745 97% increase Employee contribution $ 2,137 $ 4, % increase Increases in insurance premiums have outpaced increases in both workers wages (33% since 2002) and inflation (28% since 2002). Sources: Kaiser Family Foundation and Health Education Trust.

8 Implications to Employers Employers leave employees in a one-off position as they purchase insurance based on costs. Healthcare insurance is typically the number 2 or 3 largest annual budget item. Employers have been unable to influence medical insurance costs. Medical insurance costs are expected to increase by 30% in 2014 due to the Affordable Care Act: Employer-specific claims data Penalties and taxes Other legislation makes the employer role very difficult: HIPAA precludes employers from accessing information to manage healthcare plan design and cost ERISA mandates that employers provide retirement readiness preparation universally for employees

9 Implications to Employees Employees have funded cost shifting, not just through increased premiums but also increased co-pay and out-of-pocket stop loss obligations. Employees have no incentive to become informed healthcare consumers. Employees stress has increased with 71% reporting they would have difficulty meeting financial obligations if pay would be delayed by one week. Employee loyalty to employers has reached a historic low at 47% with 36% of the employed workforce actively seeking other employment. Employees are intolerant of the management guru flavor of the month. Employees are uncertain about their future and only 42% have attempted to compute retirement financial needs.

10 Public Policy 17.5% of GDP is spent on healthcare, but healthcare quality is not reflective of that expenditure. Each 10% growth in healthcare cost results in 120,000 fewer jobs. Source: Rand Corporation 2009 Report. Patient Protection and Affordable Care Act is not well understood. Insurance company networks limit competition and restrict medical practice. Value-based healthcare is not understood nor readily available. Genetic Information Nondisclosure Act, Health Insurance Portability and Accountability Act, Americans With Disabilities Act, and ERISA all have negative impact on wellness initiatives at the employer level. The U.S. healthcare system wasted $750 billion in 2009, 30% of all spending, on unnecessary services, excessive administration costs, and fraud. Source: Institute of Medicine, September 3, 2012.

11 The Opportunity If we as a nation, as employers, as insurers, and as employees do not get this problem corrected now, we will miss a unique opportunity in history. If we choose to take the correct path, all healthcare stakeholders: patients (employees), providers, payers, employers, and tax-paying citizens will benefit greatly. A nation s strength lies in the well-being of its people. Changes in our population, in our working habits, and in our standard of living require constant revision. John F. Kennedy, June 30, 1961.

12 This wellness system WILL NOT SUCCEED without the genuine and sustained commitment and personal engagement of the organization s highest level of leadership.

13 The Next Generation Wellness System The OmniWell Model Physical Wellness Financial Wellness A Holistic Integrated Organization-wide System Award-Winning Team Development Strategy Career Wellness Organizational Wellness

14 Team Development Strategy Award-winning performance management system Holds organization accountable for defined leadership commitments and behavior Holds employees accountable for defined ownership of work and behavior Uses 3 metrics-driven tools to continuously improve performance and communication Includes specific wellness behavior changes for employee job performance reviews A Culture of Accountability

15 Physical Wellness A Culture of Health Partnership with national and local hospital systems Annual prescreening health exams for employees and spouses Ongoing wellness education and individualized patient advocacy Price transparency and quality of medical procedures and outcomes database Healthcare consumerism training Wellness accountability thru job performance evaluations

16 Financial Wellness Accredited personal financial management education Nationally recognized financial education institute with certified financial trainers Individualized employee and spouse financial planning Increased 401-K enrollments and participation improving ERISA regulation compliance Increased job satisfaction and performance resulting from improved personal financial accountability and security A Culture of Security

17 Career Wellness A Culture of Respect Improved trust, communication and teambuilding training Leading-edge individual and team development systems Job ownership and performance improvement thru measurable accountability not compliance Alignment of individual strengths with job and career objectives Increased job satisfaction and morale thru personal ownership of work and individual recognition Substantially reduced personal, team and organizational stress

18 Organizational Wellness Clearly defined organizational and business philosophy Negotiated performance and behavior contracts with every employee Individualized coaching for key leaders Performance coaching system for all employees Reduced turnover Improved morale and productivity Decreased costs Sustainable metrics-driven ROI A Culture of Wellness

19 Physical Wellness Financial Wellness The Next Generation Wellness System The OmniWell Model Additional A Holistic Wellness Integrated Impact Organization-wide System Best-practice insurance plan design and Award-Winning consultation Reduced healthcare insurance costs Agency-neutral perspective Team Development ` Strategy Career Wellness Convert healthcare expense into wellness ROI Organizational Wellness

20 You are invited to learn more Wellness how to live it, love it and lead it!

21 Let us become your strategic partner. Thank you for your time and consideration. For more information please contact: Team Excellence, Inc Post Oak Blvd. Suite 1600 Houston, TX PH: