Congratulations on implementing an onsite employee wellness program. This is a benefit your employees will tell you is one of the most valuable to them. But now that it’s up and running, you want to be able to measure and report on its success to the C-Suite.
Framework to follow for employee wellness measurement
The shift to a value-based care model is crucial to improving the health of your population while at the same time cutting healthcare costs. We have found that the most comprehensive framework to support a results-based model is the Triple Aim Initiative developed by the Institute for Healthcare Improvement (IHI). Triple Aim focuses on three key areas:
The Patient Experience – Patients should be getting care and concern like they’ve never felt before as opposed to being treated like an encounter only.
Healthcare outcomes – Organizations should be striving to make demonstrable progress in specific healthcare outcomes to increase the health of the population. The focus needs to be on preventative rather than reactive care.
Per capita spend – Patients must be part of the equation and included as much as possible in decisions involving their care. That will make a significant impact in lowering the overall healthcare cost for patients, providers, and insurers.
With that framework in place, you need to be measuring specific KPIs to measure the ROI of your wellness program.
KPIs for ROI
Hard dollar KPIs:
- The value of redirected primary/acute care delivered but not submitted as a claim
- Reduction in utilization of physician and hospital services
- Reduction in work loss days due to illness
Soft dollar KPIs:
- Reduction of presenteeism
- Reduction in turnover rate
- Reduction in saved time away from work
These KPIs should be captured in activity and trends reports for the C-Suite that highlights the performance of your wellness program. These reports provide you with important information on who is accessing services and why, what percent of your population has been screened for health risks and/or chronic conditions (the “target population”), what percent of the target population is engaged with a member of the wellness staff to reduce their risks, and the predicted savings from operations.
These reports will cover the Healthcare Outcomes and Per Capita Spend tenets of the Triple Aim, but the Patient Experience is equally important when measuring success.
Measuring patient or employee happiness
Make sure you are actively seeking feedback from employees, and, if applicable, dependents about your wellness programs. We recommend having comment cards available at the point of care and surveying program participants through both online and/or paper surveys every six months. Use the results to improve processes so you may remove any barriers limiting engagement.
Following these measurement guidelines will produce real, positive results for your company.