Wellness Program Participation and its Association With Reduction in Health Risks and Health Care Costs: One University’s Story

Abstract

Purpose Evaluate if there is a(n): 1) reduction in health risk behaviors and 2) association between health and wellness initiative participation and claims costs decreases overtime. Design Health risk behavior change consisted of the analysis of pre (2009) – post (2019) measures of health questionnaire participants. The medical and pharmaceutical claims costs evaluation consisted of a time-series (2016-2019) design with a comparison group. Setting A large mid-western university with a health system. Sample The health risk behavior sample ranged from 5215-5399, depending on the variable of interest. The medical and pharmaceutical costs sample used a cohort of participants (participating all 4 years, n=11114) and non-participants (not participating all 4 years, n=4776). Intervention Comprehensive employee health and well-being initiative. Measures/analysis McNemar’s tests were used to identify bivariate associations between 2009 and 2019 health risks. The claims cost analysis used propensity score matching based on select demographics and linear mixed-effects regression modeling. Results Results show statistically significant (P > .001) improvements (ranging from −2.1% to −12.5%) in 7 of 8 health risk behaviors. 2016 and 2019 claims costs have a lower statistically significant (P > .001) percent increase for participants (32.6%) compared to non-participants (47.5%). Conclusion Employers, may consider implementing a comprehensive health and wellness program as part of their strategy to assist in health behavior risk reduction and health care cost containment.

Wellness Program Participation and its Association With Illness-Related Absenteeism and Turnover

“…For related analyses on the association of HWI participation and its association with reductions in health risk behaviors, please see the study by Jenkins and Bales. 16 "This HWI supports the university's philosophy that well-being encompasses the whole person with many factors playing a role in achieving balance, purpose and vitality at work and home. The initiative is dedicated to delivering effective, evidence-based health and well-being programs and services that improve people's lives and foster a culture of health at the university.…”

“…The risk score is an indication of an individual’s healthcare consumption expressed relative to a score of 100, which indicates an average cost based on the population the model was built on. A score over 100 indicates that the individual is expected to cost more than average and a score below 100 indicates that the individual is expected to cost less than average.” Text in quotes is derived from the study by Jenkins and Bales 16 …”

“…The HWI’s foundation are programs and services that require active participation with evidence-based content offered through various modes to meet the needs of the diverse university population. Broadly, the HWI’s programs address the following health behavior areas: physical activity/movement, tobacco cessation, alcohol use, nutrition and weight concerns, mental and emotional well-being, and sleep (in 2020), as well as services for occupational health and ergonomics.” For related analyses on the association of HWI participation and its association with reductions in health risk behaviors, please see the study by Jenkins and Bales 16 …”

“…Text in quotes is derived from the study by Jenkins and Bales. 16 The objective of these analyses is twofold, to evaluate whether there is an association between (1) HWI participation and illness-related absenteeism (IRA) overtime and (2) HWI participation and turnover among employees from a large university with a health system. More specifically, we hypothesize that (1) participants, compared with nonparticipants, will have a lower percent increase in IRA overtime and (2) HWI participants will have lower odds of turnover overtime compared with nonparticipants.…”

“…Yet, to date, there have been few studies evaluating the association between HWI participation” on absenteeism and turnover in a university setting. Text in quotes is derived from the study by Jenkins and Bales 16 …”