The employer’s trusted resource for onsite health, fitness, pharmacy and wellness centers
Currently, NAWHC invoices members for dues renewals on the month the member joined the organization. In an effort to streamline the membership process, we will invoice membership renewals 60 days prior to renewal. A member may move their renewal date to accommodate their fiscal year or budget timing. When you receive your invoice, let us know if you want to change the date selected for you. The bundle administrator for the group may also add/delete/change any member listed. This can be done at any time.
The Impact of CDHPs & HSAs on Population Health & Financial Wellbeing
This event was hosted by NAWHC’s partner, the Midwest Business Group on Health. At this program, discussions from leading experts, employer case studies and the latest consultant research on:
Finding the Right Clinic Provider: Interviewing Keys
One of the key factors determining the success or failure of an onsite clinic is the quality, compassion and personality of the physicians and nurses providing the care. An employer-sponsor must be part of the interviewing process to ensure potential clinic providers fit into the culture of the organization, understanding the job tasks, the languages and work environment. This webinar is intended to provide key insights into finding the right people to serve your population.
18th Annual Congress on On-Site Employee Health Clinics
NAWHC was a sponsor and exhibitor at the 18th Annual Congress on On-Site Employee Health Clinics in Scottsdale, AZ. At this program, learning what it takes to build and streamline facilities that meet innovative visions for healthcare and wellness was the focus. Learning about the benefits associated with expanding current on-site health facilities was also discussed. Furthermore, practical solutions to operate a cost-effective healthcare program while providing quality healthcare was discussed.
Harley-Davidson Museum, Milwaukee, WI - - some sessions available via webinar
Topics included telehealth services, integrating behavioral health services, pain management programs, vendor selection, pharmacy services and best practices in fitness programs and other practical solutions to increasing the value of your centers.
Members can get a recording, view the past NAWHC programs and obtain a summary of the 5th Annual Forum sessions on the Program Materials page of the NAWHC website, including:
Measuring the Performance of Health & Wellness Centers
At its September 7th Annual Forum, NAWHC released its new Guidebook on Measuring the Performance of Health and Wellness Centers.” The Guidebook includes definitions, strategies, metrics and case studies on measuring performance of new, mature, small and large worksite health centers. There are sections on utilization, financial, clinical and satisfaction performance sets. The Guidebook is FREE for NAWHC members. Non-members may purchase it for $125.00.
Vendor Landscape Guide
One of the key needs/issues faced by employers is finding the right worksite onsite or near-site clinic partner to contract with to design, hire staff, manage and deliver quality and cost-effective services to their covered populations. A good vendor or provider partner can reduce costs and absenteeism, while improving employee health and productivity. To address this challenge, the National Association of Worksite Health Centers (www.nawhc.org) is partnering with KLAS Research in a project to compile an independent report on the strengths and weaknesses of worksite health vendors that you may work with or may be considering.
NAWHC invites you to confidentially participate by highlighting improvements you would like to see in the industry and to share your feedback on your worksite health vendor(s) at this link. KLAS will then follow-up to briefly discuss your experience. Each employer organization that participates in the study will receive a complimentary copy of the key findings and will have opportunity to join a NAWHC/KLAS webinar discussing the research and learnings.
If you have any questions about the study, please contact KLAS directly:firstname.lastname@example.org.
For more information, contact email@example.com.
EDUCATION AND BENCHMARKING COMMITTEE
NAWHC is forming an Education and Benchmarking Committee to identify the topics for 2018 educational programs and benchmarking surveys, as well as any recommended speakers for events.
If you’re interested, please contact firstname.lastname@example.org.
NAWHC WEBSITE AND LINKEDIN GROUP
Be sure to visit our redesigned website at www.nawhc.org and stay abreast of developments in worksite health and clinics by joining the NAWHC LinkedIn Group.
Thank you for your interest and involvement with NAWHC. Contact Larry Boress with any questions or suggestions.
Carly Deer, Senior Benefits Leader, Target Corporation, has been elected by the NAWHC Board as its new Chair. David Hines, Director, Employee Benefits, Metro Nashville Public Schools, was elected as the NAWHC Secretary/Treasurer. Congratulations to Carly and David as the new elected leaders of NAWHC.
Following Larry Boress’ announcement that he is stepping down after 12 years as President and CEO (and 26 years as a staff member) of the Midwest Business Group on Health (MBGH), effective at the end of 2017, the NAWHC Board created a Workgroup on the Future of NAWHC. The Work Group met on two occasions to determine how NAWHC’s leadership and operations should proceed. The Work Group recommended Larry retain as its Executive Director and continue its strong relationship with MBGH to support its operations. The Chicago-based MBGH is one of the nation’s largest and most respected coalitions of self-funded employers, is a co-founder of NAWHC, along with the LaPenna Group, and hosts the NAWHC office and meetings. Discussions were held with MBGH leadership, which supported continuing the current arrangements. Larry indicated his interest in continuing to serve NAWHC as its Executive Director for the foreseeable future. He plans to work part time, spending half the year in a new home in Goodyear, AZ, and the other half in the Chicago area. Moving forward, formal agreements will be made with Larry Boress and between NAWHC and MBGH to continue the growth, stability and future activities of NAWHC.
NAWHC 5th Annual Forum: Increasing Utilization and Services in Worksite Clinics September 7, 2017 Members can get a summary of all the sessions, access to most of the slide presentations, as well as a recording of the speakers, on the Program Materials page of the NAWHC website.
High Blood Pressure Support and other No-Cost Tools and Programs to Maximize Workplace Health Centers and Activities- Webinar, October 12, 2017: 12:00 PM - 1:00 PM CT
Learn about American Heart Association’s free suite of Workplace Health Solutions tools at this free webinar. AHA’s Corporate Health Engagement program provides the Workplace Health Achievement Index, My Life Check, Check. Change, Control hypertension program and additional employee engagement strategies and resources.
NAWHC 6th Annual Forum - September 6, 2018, Harley-Davidson Museum, Milwaukee, WI
Next year, NAWHC will host the 6th Annual Forum at the Harley Davidson Museum in Milwaukee. Save the date for this informative event.
Occupational Health and Beyond: The National Association of Occupational Health Professionals Conference- October 16-18, 2017, InterContinental Hotel, 505 Michigan Avenue, Chicago, IL
NAWHC members are invited to attend the annual conference of its new partner, the National Association of Occupational Health Professionals. Larry Boress, NAWHC Executive Director, will keynote the conference. Topics include issues facing both employers and occupational health professionals: fatigue, recreational marijuana, DOT nuances and mechanics, direct contracting, Avoiding OSHA recordable events and workplace violence. NAWHC members can register for a oneday rate of $149.
14th West Coast Executive Forum on On-Site and Near-Site Employee Health Clinics, October 18-19, 2017, Double Tree Resort Paradise Valley, Scottsdale, AZ (Sponsored by World Congress)
Hear employers and health system executives share their experiences on clinic implementation, effective ROI calculation, and engaging a diverse population. NAWHC’s Executive Director, Larry Boress, serves as conference chair for this event. Members get a $200 discount off the registration fee. Contactlboress@mbgh.org for the discount code.
At its September 7th Annual Forum, NAWHC released its new Guidebook on Measuring the Performance of Health and Wellness Centers.” The Guidebook includes definitions, strategies, metrics and case studies on measuring performance of new, mature, small and large worksite health centers. There are sections on utilization, financial, clinical and satisfaction performance sets. The Guidebook is FREE for NAWHC members. Non-members may purchase it for $125.00 by completing the application. To obtain your copy, contact email@example.com.
Under a series of grants from the Foundation for Chiropractic Progress, NAWHC has conducted surveys and roundtables of employers and clinic vendors on views, uses and training of chiropractors. A press release will be developed on the findings and results of the surveys are available to NAWHC members.
In addition, as a result of this activity, a NAWHC member, Metro Nashville School Districts, developed and is now sharing its job description for a Doctor of Chiropractic to serve as part of its clinical team. The document includes the roles of the DC in the clinic, as well as required training and experience criteria. A copy of the job description is available to NAWHC members by contacting firstname.lastname@example.org.
To help members in their selection and comparison of clinic vendors, NAWHC is working with KLAS, a research firm which provides transparency and insights on vendors. This project will include employer surveys and interviews to develop both a simple Vendor Landscape Guide to compare vendor capabilities/offerings and a report to share early insights showing client input/feedback. KLAS anticipates differentiating vendor service offerings in onsite care by showing key pillars for what each vendor does do and what they do not do. The research report will capture client input around why vendors were selected, what value is derived, and what challenges clients are facing. NAWHC members will receive invites to participate. Please take the time for this important and valuable project. For more information, contact email@example.com.
Following a review by the NAWHC Medical Director Council and Board, NAWHC has joined the CLIA Waiver Coalition. This entity was formed to encourage the FDA to grant additional waivers to the Clinical Laboratory Improvement Act (CLIA) to allow ambulatory facilities, such as worksite clinics, to conduct low-complexity lab tests without having to employ a laboratory-certified technician. With the growth in technology, more lab tests can be safely and accurately performed in onsite and near-site health centers and NAWHC is dedicated to helping expand the number of lab services available to patients using these centers. For more information, contact firstname.lastname@example.org.
Employers continue to face health care benefit costs that outstrip the inflation rate, while quality, access and satisfaction with the health system is declining.
Many employers have decided to optimize their benefit dollars by offering an onsite or near-site clinic to their covered populations. This benefit solution is not limited to large manufacturers, as employers of 200+ can obtain the savings and improvements such a facility can bring to your bottom line, productivity and retention rate.
Worksite health programs were initially developed to provide first aid and emergency care to employees working in remote or dangerous locations. Over time, many employers decided that offering a company nurse or doctor was a good approach to treat injuries and provide occupational health services
to comply with federal and state workplace requirements. The medical personnel, usually an RN, was also available to manage absences, prepare employees for foreign travel and provide a minimal level of acute care services.
According to a recent survey by the National Business Group on Health, close to 50% of large employers, those with over 5000 worker, have onsite or near-site clinics, and by 2020, two-thirds will have such facilities. The National Association Worksite Health Centers (www.nawhc.org) has found that 30% of employers of all sizes currently offer some form of health care services at the worksite. Today, the services provided at the worksite run the entire spectrum of health care, including not just medical, but dental, vision, physical therapy, chiropratic, lab and pharmacy services are being offered.
Leading employers are beginning realize that by offering the services that force employees to leave work, they can reduce the cost and better manage the health of their covered populations, while improving productivity, since they’ll have reduced the number of situations and the time off the job by workers seeking medical care.
An employer-sponsored health center can serve as the hub of the worksite wellness wheel in integrating and analyzing ALL the data from vendor and employer-sponsored health related programs and activities. At the same time, the onsite clinical staff increase the engagement of their workers in the multiple preventive and condition management programs they offer. This type of population health approach effectively identifies unnecessary services, gaps in care, opportunities for savings and quality variations to be addressed.
Employers looking at or offering such facilities should be careful not to let their clinic become just another fragmentation of the health care system. Worksite centers need to connect and share patients data with a patient’s own physician. It also offers a source of primary and acute care for those 40-60% of employees who don’t have a personal physician.
Patients see their physician 1-2 times each year, for 7-12 minutes per visit – hardly enough time to enable the provider or the patient to communicate or drill down on physical and mental health issues.
However, people are at their workplace 1000-2000 hours a year, which gives the employer a tremendous opportunity to engage, educate, monitor and motivate employees to learn about and address key health issues and conditions.
To enable employers to better understand and expand on the value of “health and wellness” centers, the National Association of Worksite Health Centers (NAWHC) was formed in 2012. The Chicago-based NAWHC (www.worksitehealth.org) is the nation’s only non-profit association supporting employer sponsors of onsite, near-site and mobile health, fitness, pharmacy and wellness centers. It also offers a new “Guidebook on Measuring the Performance of Worksite Health and Wellness Centers” to enable employers to understand and use credible metrics and approaches to ensure they're getting true value of their investments in their clinics.
An onsite health center can serve as a vehicle to achieve many health benefit objectives, including efforts to reduce medical cost trend by avoiding utilization of unnecessary care; improve health of covered population; integrate all worksite health care, preventive and wellness programs; and reduce absenteeism, while improving productivity.
The presence of the clinic can also increase the visibility and access to other benefit programs and services, now available via a warm handoff between providers and vendors. The consolidated data now can track patient use of service and referrals and allow vendors to collaborate on a patient’s care management. Onsite fitness centers, often underutilized, can also be integrated into the health center’s physical therapy and cardio programs. Finally, the integration enables easy collection and measurement of the center’s performance and impact on the population’s health and employer’s benefit costs.
Tomorrow’s onsite center will serve as the integrator and hub of an employer’s health data and activities. In doing so, employers, with the cooperation of local providers and the support of their vendor partners, will finally be able take control of their health care spend, while assuring their workforce easy access to quality providers, at little of no costs. This will enable employers to achieve population health management and reduce cost, while improving health, productivity and their firm’s bottom line.
Larry Boress is Executive Director of the National Association of Worksite Health Centers and can be reached at email@example.com.
A new study comparing different levels of exercise shows the value of ANY type of fitness efforts. Read about it in this story.
In the article below, it's noted that many workers don't even know if their employer offers behavioral health services. Make sure you have your EAP or coaches available for warm handoffs when someone visits the center and their provider identifies the need for a referral. This article below provides some insight and direction.
A new article looks at the wellness trends for 2017:
Social Well-being - helping employees have opportunities to feel good about themselves by giving back to the community
Expanding the definition of "total well-being" - looking a wellness beyond physical health, but at mental, emotionla, financial health
Sleep Health - examining the impact of poor or limited sleep on productivity and helping employees address their individual problem
Reducing Use of Prescription Drugs- developing programs to identify conditions where drugs aren't needed or to help individuals talk to their physicians about drug selection and use
Mindfullness - sharing information on mono-tasking, taking intentional digital breaks, and building face-to-face social connections.
Measurement - using measure to validate welllness programs.
Do these match what you will do?
The National Committee on Quality Assurance (NCQA) rated 1,012 private/commercial, Medicare and Medicaid plans as part of the NCQA Health Insurance Plan Ratings 2016-2017.
105 (10%) received a top rating of 4.5 or 5.0 out of 5. A comparably small number, 27 (3%), earned the lowest ratings of 1.0 to 2.0.
See all Health Insurance Plan Ratings at this link: http://healthinsuranceratings.ncqa.org/2016/Default.aspx.
CHICAGO – Jan. 6, 2015 – Employers are increasingly finding the use of onsite and near-site clinics as a successful strategy in controlling health care costs, enabling easy access to medical services, improving employee health, enhancing engagement in worksite programs– and ultimately increasing productivity, according to a survey of 255 employers by the non-profit National Association of Worksite Health Centers (NAWHC), with support from PwC US. NAWHC conducts an annual survey of employer sponsors of onsite clinics to enable them to benchmark their operations and policies.
“Especially in light of health care reform, onsite clinics are increasingly being recognized by employers of all sizes as a valuable benefit to reduce costs and absenteeism, while serving as the hub to integrate all worksite programs, and increase employee health and satisfaction,” said Larry Boress, NAWHC executive director. “Onsite clinics are not just for jumbo employers. We found an increasing number of employers of all sizes are running these themselves or finding willing partners among local providers and vendors.”
According to NAWHC and other industry research, the greatest return for clinic value is among employers who experience high emergency room use for non-emergency conditions, show high levels of lost time from unscheduled medical issues, or have covered populations that show low utilization of existing primary care, preventive screenings or condition management programs and services.
The survey included employers throughout the U.S. Of the 255 respondents, 75% said they offered some form of worksite health program or providers are their locations, while 43% indicated that they have an onsite or near-site clinic. Among the responding employers, 8.34% said they had less than 500 employers, 11.67% indicated 501-5,000, 27.5% 5,001-10,000, 20% 10,000-25,000, and 15.83% had more than 25,000 employees. Respondents represented a variety of industries including manufacturing (30%), financial services (12%), health care services (12%), government (8%) and technology (5%). An executive summary of the survey can be found HERE.
Download this article HERE.
A recent survey from Mercer found that work site clinics are becoming an increasingly popular way to control health care spending and even enhance employee productivity.
Until recently, work site clinics were largely popular only at Fortune 500 companies, however, the trend is now spreading to local governments and mid-size companies of 250 or more employees.
Generally, the care received at the clinic is free to the member and there is an added convenience factor for employees. Work site clinics to date have primarily experienced their return on investment for the employer by providing more efficient care at the worksite clinic rather than paying claims from community physicians. However, the next generation of clinics are in the process of being rolled out and offers a more compelling value proposition and much greater associated health care savings.
The following are key concepts of this next generation of worksite clinics and how they will drive significant reductions in health care costs for employers.
Worksite vendors are more increasingly willing to deliver these services with some portion of the compensation being at risk. The greater the savings to the employer, the greater the potential bonus for the vendor. In this model both the client and vendor have incentives that are congruent.
How these vendors are measuring savings or return on investment varies. The most accurate way to determine the saving generated from the on-site clinic is to compare the annual cost of health care (pmpy) for members eligible to use the clinic (“study group”) vs. members who are not eligible to use the clinic (“control group”). This provides the employer with a direct comparison of the two groups’ costs and a direct measurement of the savings.
Before the clinic even is launched, the employer benefits from powerful analytic software tools that can filter through the previous year’s claims data to determine gaps in care for
individuals and identify “high risk” members that require additional intervention. These high-risk members can be invited to visit the clinic and enroll in on-site programs designed to ensure quality care and improved outcomes.
The clinicians at the worksite clinic can build a medical home model program. The medical home model understands that chronic diseases require input from multiple providers and specialists and are often difficult to manage for providers as well as the patient. The worksite clinician can act as a coordinator of care ensuring quality, cost effective, evidence based medicine is delivered. In addition to educating the patient on their condition, the “coordinator” communicates to all physicians involved in the care of the patient. This program acts as a very effective disease management program with member engagement levels routinely above 80 percent. The worksite clinic enrolls members who are at high risk based on the analysis of gaps in care mentioned above. Common diseases that are coordinated include diabetes, heart disease, asthma, arthritis, and chronic pain.
Traditionally employers have relied solely on the carriers to negotiate agreements with providers. However, these agreements are not necessarily in the best interest of the employer or the patient. Not only can more favorable pricing be negotiated from quality providers but also, the agreements have no quality guarantees associated with them. Worksite vendors have a unique opportunity to identify high cost procedures and hospitalizations and negotiate case rates directly with providers and hospitals with built in quality performance guarantees. Significant savings for employers and members as well as improved patient outcomes are the results of these arrangements.
Worksite clinicians, now armed with comprehensive pricing and quality metrics, can effectively act as patient advocates assisting members with making informed medial decisions. Patients, with the assistance of the worksite clinic, can comfortably choose a cost saving option for a diagnostic or clinical procedure knowing that they are receiving quality health care for the right price.
Worksite clinics have the ability to attach current member health risks to future costs allowing the clinics to develop targeted wellness programs that zero in on future cost drivers. In addition, the clinic can provide useful health care budget estimates to the employer’s benefits department when planning for next year.
The worksite clinic is often not available for remote employees and dependents. Telemedicine, quickly becoming a mainstream method of care delivery, can address this issue. Telemedicine, via telephonic and two way video communication, can allow patients to receive medical evaluation and treatment. Not only can this be offered to members that do not have access to the on-site clinic, but also members with access to the clinic have a resource for after hours care.
The clinic offers year round, on-site, integrated wellness programs that cannot only drive participation, but are very effective in modifying healthy lifestyle behaviors amongst members. Clinicians are being cross-trained as certified health coaches and up to 15% of the visits to the clinic are being utilized as purely health coaching sessions.
In summary, employers are looking for employee health solutions that offer a one-stop shop for effective health care cost containment. The next generation of worksite clinics promises to offer just this. The on-site clinic builds trust and relationships with members, which facilitates engagement in wellness, disease management, and patient advocacy programs driving improved outcomes and lower costs.
Download this article HERE.
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