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Well-Being Is the New Wellness
Kathleen D'Appolonia of PNC and Jason Pagels of ComPsych
About the Speakers
Why Well-Being
Why Integrate Programs
PNC Living Well
Strategy
Management Involvement
Employee Engagement
Results
Integration Tips
Q&A
Agenda
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Kathleen D’Appolonia, PhD
Senior Vice President, Workplace Solutions, The PNC Financial Services Group
Responsible for wellness and work-life effectiveness
During her tenure, PNC named to Working Mother 100 Best Companies list 13 times
Named Work Life Legacy Award winner by the Families and Work Institute
Board of trustees for Corporate Voices for Working Families, 2006-2014
M.A. and Ph.D. in psychology at the University of North Carolina and B.A. in psychology from Skidmore College
About the Speakers
Jason Pagels
Director of Business Development at ComPsych
Advises employers on behavioral health, EAP,
FMLA/absence management and wellness/well-being programs
Prior to ComPsych, was VP of Sales at wellness engagement company focused on population health management, patient education and health
communications
MBA from Loyola University, bachelor’s from DePauw University
About the Speakers
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Productivity
Obesity and chronic health conditions cost the
U.S. $153 billion per year in lost workplace productivity
Employees who aren't engaged in their jobs cost U.S.
employers $550 billion per year
Child care worries cost employers $300 billion per year
Why Well-Being
Absenteeism
Absences related to chronic health conditions cost employers $84 billion per year
Unscheduled absences cost $3,600/year for hourly workers and $2,650 for salaried
Health Costs
Premiums have increased 26% in last 5 years
Prescription drug spending increased 13.1% in 2014 alone
Why Well-Being
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ComPsych®Wellness Report:
40 percent say an emotional or physical health problem has interfered with normal activities with family, friends, neighbors or groups
36 percent say they are tense or anxious much of the time
32 percent are unable to stop thinking about problems
43 percent did not receive good support from friends and family in the past six months
21 percent have felt down, depressed or hopeless in the past month
Why Well-Being
Losing weight, eating right, exercising and quitting smoking − difficult when stressed, depressed or have poor social support
Comorbidity between conditions such as heart disease/stress, obesity/depression, etc.
Wellness programs must combat the underlying
problems of unhealthy lifestyle choices to effect lasting change
Stress comes in many forms − financial, legal, caregiving − and must be addressed
Counseling/coaching component is key
Why Integrate Programs
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Boosts utilization
Builds trust
Produces better results
Why Integrate Programs
$345 billion in assets
One of largest U.S. banks in deposits and branches
53,000 employees; 2,700 branches in 19 states + D.C.
PNC initiated a wellness program following a major acquisition to bring cohesiveness to the new, larger organization
Wellness served as a way to integrate the cultures of PNC and former National City Bank
One of PNC's corporate values is Quality of Life, defined as:
About PNC
We advocate for the physical, financial and personal well-being of our employees, customers and communities, and we support the pursuit of work-life balance.
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PNC Objectives
Reduce health care cost for employees and for the company
Provide a supportive culture, with robust tools to help employees reduce their risk factors
Integrate tools and messaging to address the contributory factors of work/life stress and financial stress
Engage employees as well as all levels of leadership – make managers accountable
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Tools, resources, opportunities and solutions to support employees’ wellness efforts
Programs are designed and integrated to fit all aspects of employee life inside and outside of PNC
Messaging: Being a healthy and engaged employee can help you perform maximally at
your job and enhance your success, and reduce your health care costs
PNC Living Well
PNC Living Well – Program Integration
Money
Make good financial decisions
Work/Life
Effectively manage responsibilities
Health
Reduce health risks
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PNC Living Well: Health
GuidanceResources®
Online Health Assessment
Health Coaching
Biometric Screenings
Tobacco Cessation Support & Reimbursement
Customizable Health Tools and Trackers
Fitness and Wellness Challenges
Fitness Discount Program
Flu Shot Clinics
Expert Medical Opinion
PNC Living Well: Money
GuidanceResources®
Financial Consulting
- Telephonic or Online
Legal Consulting
Webinars
Financial Planning for Life
The Five Pillars of Personal Finance
The Importance of Participating in Your Employer’s Retirement Plan
Employee Discount Program
PNC Exclusives, Local Offers, National Offers
Discounts on PNC Products and Services
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PNC Living Well: Work/Life
PNC Just In Case Care
Back-Up Child Care
GuidanceResources®
Employee Assistance Program
Help with everyday issues
Elder and Adult Care Management Services
New Mothers Rooms
Flexible Work Arrangements
Grow Up Great and Volunteerism
PNC Living Well 5-Year Strategy
May 2010
Jan 2012
Jan 2013
Jan 2014
Jan 2015
• Introduce programs
• Drive awareness
• Introduce new vendor:
GuidanceResources
• Increase participation
• Evaluate PNC’s risk profile
• Target risks with programs and outreach
• Measure YoY change
• Expand employee accountability for health
• Emphasize making small healthy decisions every day
• Celebrate 5-year Anniversary
• Create healthy work environment
• Incent increasing activity
• Leadership engagement
Our Vision: To enable employees to make smart, healthy choices every day as a means to reduce PNC’s health care cost and increase the productivity of the business.
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Alignment of Wellness & Health Care
In 2014, PNC introduced full replacement High Deductible Health Plan with Health Savings Account
With transition to HDHP, we have focused messaging on health care consumerism and health management
PNC Living Well messages reinforced these ideas:
Education on use of Health Savings Account or a financial wellness tool
Manage your health to prevent illness and avoid cost
Earn incentives deposited into your HSA to offset health care costs
Take healthy steps to avoid tobacco surcharge
Wellness Credits for all Employees
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Management Involvement
Leaders help to increase active participation in wellness – Engage leaders to set the tone
– Starts with encouraging all employees to complete a health assessment – Encourage employees to ‘know their numbers’ by getting a biometric screening
either onsite or as part of their annual physical
– Encourage employees to participate in activities to reduce risk (e.g., health coaching, workplace challenges, tracking their diet and exercise, etc.)
Create a work environment that makes the healthy choice the easy choice many times a day
– Signage to take the stairs instead of the elevator – Availability of standing desks
– Healthy vending and cafes
– Standing meetings; walking meetings – Stand-up breaks
– Tobacco-free campus
PNC’s Health Risk Profile
0%
5%
10%
15%
20%
25%
30%
35%
40%
High Risk Moderate Risk Low Risk
The PNC employee health risk profile:
Risk is assessed based on number of risk factors such as high Blood pressure, cholesterol, glucose, triglycerides, BMI, and behavioral factors such as tobacco use, low exercise, poor nutrition, lack of sleep, etc.
High risk: 5+ risk factors Moderate risk: 3-4 risk factors Low risk: 2 or fewer risk factors Note: Profile based on 15,000 employees who completed a PNC Living Well Health Assessment
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Leading Risk: Lack of Exercise
63%
69%
29%
21%
65%
74%
0%
10%
20%
30%
40%
50%
60%
70%
80%
Wellness Score Risk
BMI Cholesterol Glucose Blood Pressure Exercise
% Employees with Mod-High Risk
PNC Risk Stratification
Impact of Risk on Health Cost, Absenteeism
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
Low risk Moderate risk High risk
Health cost by risk level
0 0.5 1 1.5 2 2.5 3 3.5 4 4.5
Low risk Moderate risk High risk
Absenteeism (avg days) by risk level
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Results
$704 $704
$0
$288
PARTICIPANTS NON-PARTICIPANTS
PNC Health Care Expense Growth Per Employee (2012-2013)
(data normalized for type of health plan and demographic data)
Baseline Excess
• The average PNC health care cost avoidance among the 17,000 wellness participants in 2013 was $288.
• Total cost avoidance:
$4,895,712
Results: Employee Engagement
Annual PNC Employee Engagement Survey in 2014.
Gallup’s standard employee engagement questions, plus PNC wellness question:
“PNC provides tools that help me manage my health, financial wellness and personal life.”
Employees who answered with a “5” to the Wellness item are 14.3 times more likely to be classified as engaged.
Engaged Employees PNC provides tools that help
me manage my health, financial wellness, and personal life.
14.3 (Odds Ratio)
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Additional Tips
Structure for holistic support
Employee initiates participation in wellness program or receives proactive call from coach due to health
assessment results
Health Coach assesses employee barriers to healthy behavior change and identifies behavioral health issue
Health Coach informs employee of benefits and works in tandem with EAP to ensure appropriate referrals and resources are provided
Additional Tips
Process
Health assessment identifies moderate and high-risk employees
Triggers outreach from coach
Coach works with employee on plan for reaching health goals
Coaches trained to listen for additional issues that can be resolved with EAP/work-life and makes referral
Program gets employees to think of EAP for stress issues, not just depression and marital problems
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Additional Tips
Examples of cross-referrals
Spouse was engaged in health coaching; was also referred for child care help.
An employee was actively engaged in health coaching, also beginning divorce proceedings. Health coach referred for legal and financial resources.
An employee was facing challenges with an elderly parent; coach referred her for elder care support for her father.
This additional help strengthens relationship between employee and coach and helps build trust and accountability; employee is more invested when he/she knows person on the line cares.
Q&A
Jason Pagels
Director of Business Development ComPsych
312-595-7460
jpagels@compsych.com
Kathleen D’Appolonia
Senior Vice President, Workplace Solutions The PNC Financial Services Group
412-768-8404
kathleen.dappolonia@pnc.com
