No, today is not my birthday and I am not 100 years old!

This post reflects my 100th post on this blog since I began keeping track of them.  There were a few posts before I started keeping track, but not many.  If you had said to me back when I started that I would reach 100 posts, I probably would not have believed you.

I would like to thank Michaela Conley, founder of ID Wellness for her constant support and encouragement (if not insistence) that I start blogging on ID Wellness.  If it had not been for Michaela and both her technical and moral support, I doubt I would have initiated this adventure on my own.   Thank you Michaela.

Secondly, I want to thank you the readers.  While I wish we could have more of a two way conversation, the volume of Internet spam trying to get into the comments section makes that impossible.  Even with the spam filters in place, the volume of spam messages getting into the comments pending file just took too much time to sift through them to continue accepting them. I find it amazing that even with the filters in place and comments being closed, there are currently still approximately 160 comments in the pending folder. 

So while we may not be able to interact, please believe me when I say that I am very gratified each and every time a new subscriber report hits my inbox.  Thank you for your interest in what I have to say. 

Now it is time to get on to the second hundred…..

Bill McPeck

Two new research studies are available related to small businesses. They were both in the May 10, 2012 edition of Preventing Chronic Disease, published by the CDC. Here is the link to the edition: http://www.cdc.gov/pcd/current_issue.htm

“Increasing Evidence-Based Workplace Health Promotion Best Practices in Small and Low-Wage Companies, Mason County, Washington, 2009.”  Sharon S. Laing, PhD; Peggy A. Hannon, PhD, MPH; Amber Talburt, MPH; Sara Kimpe; Barbara Williams, PhD; Jeffrey R. Harris, MD, MPH, MBA

Researchers at the Universityof Washington PRCevaluated the implementation of the American Cancer Society’s (ACS) HealthLinks, a workplace health promotion program, in 23 small and low-wage companies in Mason County, Washington. Businesses that participated in HealthLinks received resources and support from ACS to select and implement best practices in workplace health promotion. These are practices designed to reduce behaviors that put employees at risk for chronic diseases. Results showed that businesses that used HealthLinks significantly increased their implementation of physical activity programs (29% to 51%) and health behavior policies (40% to 81%) focused on limiting or banning tobacco use and promoting healthy eating and physical activity.

“Cost-Effectiveness of Health Risk Reduction After Lifestyle Education in the Small Workplace.” Jorie C. Allen, MS; James B. Lewis, ScD; Anthony R. Tagliaferro, PhD

Investigations suggest that worksite health promotions in large companies decrease employer health costs and the risk for chronic disease. However, evidence of the success of such programs in small organizations is lacking. The purpose of this study was to determine whether a worksite health promotion program improves health risk and is cost-effective for a small employer. At 12 months, low-density lipoprotein cholesterol, total cholesterol, and number of metabolic syndrome markers were significantly higher in the comparison group than in the intervention group. Total cholesterol was significantly lower at 12 months than at baseline in the intervention group. Waist circumference and number of metabolic syndrome markers increased significantly from baseline in the comparison group. Cost-effectiveness of the intervention was $10.17 per percentage-point reduction of low-density lipoprotein cholesterol and $454.23 per point reduction in coronary heart disease risk. This study demonstrated the cost-effectiveness in a small organization of a worksite health promotion that improved low-density lipoproteins and coronary heart disease risk in participating employees.

I regularly serve as an article peer reviewer for several professional journals.  I recently reviewed an article about how employers might respond to the costs associated with specialty drugs. I thought some of theinformation in the article might be on interest to the worksite wellness community.

In 2000, only one specialty drug was on the list of the top selling drugs.  By 2014, the pharmaceutical industry forecasts that six of the ten top selling drugs will be specialty drugs, with specialty drugs holding the top three spots. 

According to an AARP research study cited in the draft article, the average annual cost for one specialty drug is now more than $34,550.  The draft article noted that specialty drugs can have an annual price tag as high as $750,000.

As possible employer cost control strategies, the draft article suggested that employers consider restructuring existing drug formularies, increase co-pays for specialty drugs and establish a 10 – 30 percent employee co-insurance requirement. 

The draft article suggested that co-pays be no larger than $100 per specialty drug prescription fill.  The 2011 co-pay average was $61 – $84 dollars.  The draft article noted that when employee co-insurance is more than $125 per month, the utilization of specialty drugs drops precipitously. 

I thought this information was worth sharing with the worksite wellness community, especially given the prediction that specialty drugs will, by 2014, account for six out of the top ten drugs used.  This suggests to me that awareness and education wellness program interventions may need to begin to address the issue of specialty drug use.

I also found it interesting that individuals appear unwilling to pay more than $125 per month in co-insurance costs for drugs that range in price from $2,900 to $62,500 per month.  I understand that there may be many employees who simply cannot afford the $125 per month in co-insurance costs.   

Personally, I wonder how many employers are going to be willing to pay for the $2,900 – $62,500 per month per member costs associated with specialty drugs either.  If the pharmaceutical industry’s predictions come true, this may be yet another reason that drives employers from employer sponsored health insurance to defined contribution health insurance.

Yesterday, I started a four part Webinar training on developing ROI measurements.  The free training is being sponsored by Training Magazine Network and is being taught by Patti Phillips, Ph.D., CEO of the ROI Institute.

I was surprised to learn in yesterday’s training that an ROI figure should never be presented by itself.  The ROI figure should always be presented within the context of a larger program evaluation.  Generally, as I am sure you are aware, what we see in the worksite wellness arena is the ROI being reported alone. 

The training has three more sessions scheduled for May 29, June 12 and July 10.  You can register for this free class here: http://www.trainingmagnetwork.com/account/login

I recently attended the first community stakeholders meeting for the Viridian – CDC National Healthy Worksite Program (NHWP) in Somerset County Maine. Somerset County was one of seven counties nationwide to be selected for this program. 

The meeting was well attended by both public and private employers, public health organizations and healthcare providers. 

During the open discussion section of the meeting, one of the attendees asked what the numbers were related to wellness program impact on employee retention.  No one in attendance could offer any specific numbers.

Intrigued by the question, I did a Google search.  I thought you might be interested in the numbers I found:

• “Almost half (45%) of employees at small or mid-size companies reported that they would stay at their jobs longer because of employer sponsored wellness programs, according to the latest Principal Financial Well-being Index.” Source link: http://www.corporatewellnessinsights.com/2011/05/wellness-programs-increase- employee.html
• “According to a study by Optum Health and GfK/Roper which surveyed 1,400 white and blue collar employees, more than eight in ten employees believe that workplace health and wellness programs show that an employer really cares about their employees.  In addition, over 80% of those surveyed said that employer sponsored health and wellness programs would encourage them to stay longer with their employer.”  Source link: http://www.walkingspree.com/corporate-wellness-programs-promote-loyalty-in-the-workplace/
• “Employees are eight times more likely to be engaged in their work when their employers make wellness a priority, according to a white paper from Right Management, a subsidiary of Manpower, Inc.  The study also found that:
• An organization is four times more likely to lose talent if its employees have an unfavorable view of its wellness efforts
• When wellness is a priority, employees are 3.5 times more likely to say they are being encouraged to be creative and innovative.”  Source link: http://ebn.benefitnews.com/blog/bythenumbers/wellness-programs-linked-to-employee-engagement-retention-2682914.html  

Health Intelligence Network reported in their April 18, 2012 Chart of the Week the results of their third annual e survey on health and wellness coaching.  The survey was conducted in August of 2010, with a total of 161 health care organizations responding to the survey.

According to the survey responses, incentives were being offered in health coaching programs as follows:

• Enrollment – 59.5%
• Program Completion – 56.8%
• On-going Participation – 48.6%
• Goal Achievement – 32.4%
• Other – 8.1%

Here is the link to the chart:  http://www.hin.com/chartoftheweek/health_coaching_program_incentives_printable.html

As I have posted before, I do book reviews and article peer reviews for several professional journals.  One of the journals created an author’s page for me on their authors Website.  So far, I have uploaded 30 documents of my writings and powerpoint trainings to the page. The publisher has notified me that 6,267 individuals have downloaded something from my page.  I never would have guessed that so many individuals would have ever be interested enough in my materials to download one of them.  Go figure….

Frank Magourilos, a Certified Prevention Specialist from New Mexicohas written an article “Prevention and Wellness Practices in a 21^st Century Environment: What We Have and What We Need.  The article was published in the April 2012 edition of Corporate Wellness Magazine. 

While the article’s slant is mostly about prevention from the behavioral health perspective, I thought his comments were applicable enough to physical health  prevention that it was worth calling the article to your attention.

You can find the article here:  http://www.corporatewellnessmagazine.com/article/prevention-and-wellness-practices.html

In our workplace health promotion literature and in our conversations we talk a lot about creating a culture of health.  While health related strategies are often put forth, what I don’t see and hear a lot about are strategies on how to identify and subsequently change an organization’s culture.  I also don’t see and hear a lot about the role of the wellness coordinator in creating or managing organizational culture change.  As a result, I have researched, written and presented on these topics.  I have also completed Judd Allen’s Wellness Culture Coach training and certification program so I am now licensed to use the Wellness Culture Coach Toolkits in the areas of organizational culture assessment, wellness leadership, peer support and household wellness.

An additional resource I found forinformation about organizational change management is an organization called Prosci and its Change Management Learning Center.  Prosci recently completed its seventh change management benchmarking study.  Respondents to the study were change management practitioners from around the world.  The study examines a range of change management topics.

The participants in the 2011 benchmarking study identified seven trends they see in the discipline and practice of change management. 

Trend #1:  Greater awareness of the need for and value of change management.  Greater value is being placed on change management and its contribution to the success of change related projects and initiatives. 

Trend #2:  Increased use of change management methodologies, tools and language. Respondents reported an increase in the development of in house change management competencies. 

Trend #3:  More engagement of change management activities and earlier integration with project management programs. Project managers are asking for more change management support. 

Trend #4:  More resources and positions are being devoted to change management. More resources, funding and time are being devoted to change management.  

Trend #5:   A greater demand for change management training and certification, along with an increase in training of middle and upper management in change management processes. 

Trend #6:  Increased leadership acceptance of and support for change management.  An increase in change management competency was reported for middle and upper managers.

Trend #7:  An underestimation of the work required and resources (time, funding and staffing) necessary for success change management.

To learn more about the change management resources available from Prosci, go to: http://www.change-management.com 

I recently read and reviewed for Amazon the new book by Rose Gantner titled:  Workplace Wellness, Performance With A Purpose.

Each chapter of the book concludes with five questions for the reader to contemplate and answer about their worksite wellness program.  I thought the questions were worth repeating here either as printed in the book or as modified by me.  This may result in the questions totaling more than five.

As a worksite wellness coordinator, how would you answer these questions about your organization’s wellness program?

1. Whose responsibility is it at your company to create a focus on maintaining or improving health and well-being?
2. Does your company utilize a total health management concept? What programs and services are covered? Are these adequate?
3. Does your organization offer a employees a health risk assessment?  Has your organization stratified its employees into low, moderate and high risk health categories? 
4. How does your senior management lend support for your wellness initiatives?
5. What is the next actionable step you can take to start or improve your worksite wellness or employee health management program?
6. How are safety, quality, and wellness initiatives aligned with your organization’s strategic goals and objectives?