Orbis
RFP Response
Page 8
47. Describe how you incorporate wellness initiatives into your overall plan designs.Wellness over time
In our experience, we have worked with many wellness companies, and there are thousands more that provide countless program options. In our opinion, one of the most important, yet overlooked, features of a Wellness program is its sustainability. More often than not, a company engages in a Wellness program with passion and good intentions, only to find that commitment fizzles over time as administration complexity outweighs the passion.
While we at Innovo have extensive resources and experience, including dedicated Wellness experts, at hand at NFP, it is inevitable that your HR department has to be heavily involved. Therefore, when evaluating and managing a wellness program, we typically recommend closely evaluating time and budget, as well as beginning with a deep dive of the organization’s claims experience over time. When you evaluate claims trends as compared to peer groups, you can identify areas of unique concern and areas to concentrate for wellness programs.
Amplifying existing resources
To minimize cost, we encourage maximizing the use of carrier programs that you already have access to. If you are using Oxford, you likely have access to some of the programs offered by its parent company, United Healthcare. We routinely help clients’ employees access United tools like:
- Motion (for employees with HSAs)
- The Peloton app with thousands of free fitness classes
- Rally that combines personalized recommendations and rewards
- Real Appeal with online coaching
- Quit for Life tobacco cessation
- Virtual healthcare visits
- Behavioral health virtual care, although there is a cost for this service
- Sanvello to help employees manage stress, anxiety and depression
Additionally, as an Innovo client, you would have access to cost-effective NFP options that bring together various product and vendor integrations, program ideas and incentive strategies.
Looking ahead
If and when you are ready to develop a more robust, yet sustainable, program, we can guide the creation, helping the team to consider managing risk factors and incenting people to take healthy actions, whether through HSA contributions, premium credits or points-based rewards.
Together, we will weigh the benefits of using an outside wellness provider, engaging more of the health carrier’s resources, and leveraging our wellness resources as well. Either way, our goal of working with you on wellness will be developing a program that is both effective but also sustainable.
48. What steps do you take to help a company assess potential for implementation of wellness initiatives?
In our opinion, one of the most important, yet overlooked, features of a Wellness program is its sustainability. More often than not, a company engages in a Wellness program with passion and good intentions, only to find that commitment fizzles over time as administration complexity outweighs the passion.
While we at Innovo have extensive resources and experience, including dedicated Wellness experts, at hand at NFP, it is inevitable that your HR department has to be heavily involved. Therefore, when evaluating and managing a wellness program, we typically recommend closely evaluating time and budget, as well as beginning with a deep dive of the organization’s claims experience over time. When you evaluate claims trends as compared to peer groups, you can identify areas of unique concern and areas to concentrate for wellness programs.
50. Describe how your firm would assist and engage in health fairs and other employee engagement/wellness initiatives.
In addition to our responses above regarding employee engagement and wellness, we also offer one-on-one employee coaching, helping them to complete their health assessment forms and leverage programs that are already in place. Over the years, we have also become experts at incenting employee participation through rewards.