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UA Wellness Plan Guiding Principles

UA Wellness Plan Guiding Principles. Measurement Establish a baseline of all employees UA is building baseline through biometric testing and physician forms in April – June 2014 Continuous Measurement for areas of improvement Incentives and Communications

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UA Wellness Plan Guiding Principles

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  1. UA Wellness Plan Guiding Principles • Measurement • Establish a baseline of all employees • UA is building baseline through biometric testing and physician forms in April – June 2014 • Continuous Measurement for areas of improvement • Incentives and Communications • Completion of biometrics and health risk assessment to reduce employee charges (Implemented for FY15) • Utilize point system to reduce medical plan employee charges in future years • Reward outcomes and not just activity • Target high risk individuals • Reduce health risk factors • Improve employees health thru tools and programs • Telephonic Coaching and Wellness Portal

  2. UA’s Wellness Program Goals • UA’s Wellness Program Goals • Establish a culture of wellness • Emphasize utilization of no cost preventive services • Continue to identify the risk factors or problem areas for the University of Alaska members • Help University of Alaska employees improve their health by providing tools and programs • Slow the rate of increase in health plan costs • Keep Healthy People Healthy

  3. Influence the Economic Behaviorof Your Population More Effective/More Savings Less Effective/Less Savings Incentive Employee Engagement How are you driving participation? Disincentive No Tie to Employee Contributions Are you linking to your health plan? Yes <10% of the cost of the health plan Incentive/Disincentive How large is your incentive/disincentive? >10% of the cost of the health plan Participation Participation/Outcomes How are you measuring success? Achieving healthier outcomes

  4. Wellness – What We Believe • Healthcare Reform is going to increase medical trend over and above current projections • Participants must have “skin in the game” through active engagement and financial accountability. • Incentives should drive participation and reward those who do achieve results • Integrated claim, Health Risk Assessment, and Biometric data establish the Risk Profile and allow for continuous program measurement • Targeted and population based, integrated with plan design and outcome based • Outcomes should be tracked by improving aggregate health status: • BMI, Blood Pressure, Cholesterol/Fasting Glucose and Tobacco Use • Long-term health improvement and cost reduction can only be achieved with: • High consumer engagement (80% over 3-5 years)

  5. Proposed Wellness Strategy FY 2015 – July 1, 2014 • Preferred Employee Pricing with Biometric Screening and Health Risk Assessment (HRA) completion for employee and spouse • Biometrics reported via service centers, screening events or doctor form • On-site biometric screening events from April to June 2014 • Reduced employee charges of $600 for Employee and $600 for Spouse FY 2016– July 1, 2015 • Completion of Biometrics and Health Risk Assessment required to be eligible for accumulation of points and employee preferred pricing • Employees and Spouses achieve point level that determines FY 2016 (July 1, 2015) employee preferred pricing • Introduce new streamlined number of activities required to get points

  6. Incent Healthy Behaviors – FY 2016 (Example) • Need other Ideas from the University of Alaska

  7. Points to Preferred Pricing – FY 2016 (Example)

  8. Outcomes based Wellness Strategy – FY 2017 FY 2017 – July 1, 2016 • Implement Metabolic Syndrome & Non-Tobacco Outcomes based Wellness plan • Communicate in FY 2015/2016 • Employee charges for FY 2017 (July 1, 2016) - Achieve 3 out of 5 Wellness Categories • Components • Collection of Biometric Data – Baseline established in FY14 & FY15 • Collection of Biometric Data Spring 2016 – Determines FY17 Employee Charges • Collect Biometrics thru service centers, on-site events or doctor visit • Healthyroads aggregates information and provides file to the University of who achieved 3 areas for July 1, 2016 (FY17) Employee Charges • Potential to add Tobacco as part of the outcomes based plan

  9. WOMEN HDL Cholesterol ≥ 50 Triglycerides < 150 Waist Circumference < 35 inches (not pants size) Blood Pressure < 130/85 Fasting glucose < 100 MEN HDL Cholesterol ≥ 40 Triglycerides < 150 Waist Circumference < 40 inches (not pants size) Blood Pressure < 130/85 Fasting glucose < 100 2017 Outcomes Employee and Spouse must achieve 3 out of the 5 measures Can add Tobacco in the future

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