Model Programs
The PFCD is in the process of collecting and assembling information about innovative and proven-effective chronic disease prevention and management programs from across the country so that individuals, communities, employers, and other groups can access this information from a single source.
Below is a sample of programs recognized as achieving success in improving health and wellness.
This list will be updated on an ongoing basis.
The City of Asheville, N.C. and the APhA Foundation - The Asheville Project
The Asheville Project began in 1996 as an effort by the City of Asheville, North Carolina, a self-insured employer, to provide education and personal oversight for employees with chronic health problems such as diabetes, asthma, hypertension, and high cholesterol. Today, the Asheville Project has inspired a new health care model for individuals with chronic conditions. Unlike other experiments, the Asheville model is payer-driven and patient-centered. Employers are adopting this approach as an additional health care benefit to empower their employees to control their chronic diseases, reduce their health risks, and ultimately lower their health care costs.
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APhA Foundation - The Diabetes Ten City Challenge
The Diabetes Ten City Challenge is an innovative program from the APhA Foundation that employers and communities can use to fight diabetes and reduce health care costs by implementing the APhA Foundation's Patient Self-Management Program. Employer groups in ten communities were invited to establish a voluntary health benefit for employees and dependents. Using incentives, employers encourage people to manage their diabetes with the help of pharmacist coaches, physicians, and community health resources. As employers are facing rising health care costs, the Diabetes Ten City Challenge program model provides the employer with an enormous incentive with reduced overall medical costs.
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Fairview Health Services – Fairview Alive
Fairview Health Services introduced its employee health management program, Fairview Alive, in 1996. The company gave out employee health kits and held health education activities and targeted intervention programs in order to engage employees, company leaders, and physicians. As a result of these efforts, 74% of Fairview employees participated in some aspect of the Fairview Alive program during its first year. At the end of the year, program participants had saved $100 more in medical costs for that year than non-participants. Fairview Health Services was a winner of the C. Everett Koop National Health Award in 2003.
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Healthy Hawaii Initiative Tobacco Settlement Project
The Healthy Hawaii Initiative is a statewide program to improve health across the state. The Initiative works to reduce obesity, increase physical activity and improve nutrition for all people of Hawaii as well as remove the disparities in health among ethic groups in Hawaii. The initiative focuses on school- and community-based programs and public and professional education to promote healthy lifestyle changes. As a result of the initiative, leisure time activities not involving physical activity decreased from 25.5 percent in 1999 to 18.3 percent in 2003. Positive results, such as a decrease of 0.2 percent in the number of obese and overweight adults, with the rest of the United States increasing by 3.0 percent, show that the Healthy Hawaii Initiative is effective.
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Johnson & Johnson – Johnson & Johnson Health and Wellness
Johnson & Johnson Health & Wellness Programs have saved the company over $38 million from 1995 to 1999, according to study findings published in the Journal of Occupational and Environmental Medicine in January and May of 2002. Much of this may be due to their tremendous employee participation rate: about 90% of eligible employees (approx. 43,000) participated in the HRA or intervention programs. The Health & Wellness Programs integrate disability management, occupational health, employee assistance, work-life programs, wellness, and fitness.
Johnson & Johnson was a winner of the C. Everett Koop National Health Award in 2003.
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Marriott International Inc. – Wellness and You!
Wellness & You! is a comprehensive wellness program that Marriott created for the 3,800 employees in their corporate headquarters. The program was created in acknowledgement of the link between the financial health of the company and the health and well-being of the employees. Wellness & You! offers a fitness facility, educational resources and counseling, food service tailored to improved nutrition, on-site health services, health risk appraisals, and an incentive program for participants. The estimated total savings by Marriott is $44,800 annually. Marriott was a winner of the C. Everett Koop National Health Award in 1995.
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Motorola – Global Wellness Initiatives
Motorola's wellness programs have been extremely successful, affecting more than 56,000 U.S. employees, their family members, and Motorola retirees. The programs focus on prevention, employee awareness, disease management, screenings, and risk appraisals, as well as other preventive techniques. According to a study of U.S. employees completed by the Motorola Wellness Initiatives, for every $1 Motorola invests in Wellness benefits, $3.93 is saved, giving participating employees and Motorola approximately $6.5 million annual savings in medical expenses for lifestyle-related diagnoses (e.g., obesity, hypertension, stress). Motorola was a winner of the C. Everett Koop National Health Award in 2002.
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Pitney Bowes – Health Care University
A Fortune 125 company with 23,000 employees nationwide, Pitney Bowes is considered a leader in employee wellness programs. To address rising health care costs, Pitney Bowes created the Health Care University (HCU), an integrated health care approach that gives credit for healthy behaviors, provides on-site medical and fitness centers, offers screening for a variety of chronic conditions, and educates employees through seminars. Analysis showed a cost savings of 7% for participants when compared to non-participating employees. Pitney Bowes was a winner of the C. Everett Koop National Health Award in 1996 and 1998.
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USAA – Take Care of Your Health
Launched in 2002, USAA's Take Care of Your Health® program has reduced workplace absences significantly, saving the company an estimated $105 million three-year savings. Program participants have reported statistically significant decreases in weight, smoking rate, and health risk factors. They have also seen significant increases in office productivity. Stating as its goal to "imbed wellness into USAA's culture by creating an environment that promotes health and wellness," overall participation in the program has increased to 68.5% companywide in 2005. USAA was a winner of the C. Everett Koop National Health Award in 2006.
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University of Texas School of Public Health -- CATCH
CATCH, managed by the University of Texas School of Public Health, has been labeled a breakthrough elementary school obesity prevention and child health program. It seeks to improve health and wellness practices in schools by increasing physical activity and teaching healthy dietary practices. CATCH is comprised of four components: Go For Health and Hearty Heart Classroom Curriculum; CATCH Physical Education; Eat Smart School Nutrition Guide; and family Home Team activities. Together, these four parts create a holistic approach to developing healthy lifestyles for children from kindergarten through fifth grade. To ensure the program is implemented in schools correctly, CATCH professional staff provides schools with on-going technical assistance to ensure success. The program is active in 1,911 Texas schools, reaching about 900,000 school children.
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Washoe Country School District (WCSD) -- WCSD Wellness Program
The WCSD Wellness Program of Reno, Nevada is an inventive series of programs that promote healthier living and wellbeing. Washoe County School District works to keep the program focused on encouraging a healthier lifestyle among employees in hopes that this will create better role models for students while driving down healthcare costs. All members and spouses of the district's health plan have a $40 per month contribution to the Wellness Program. This contribution can be reduced to zero by engaging in healthy actions each year such as those related to achieving ideal blood pressure, decreasing tobacco use, and maintaining a healthy body mass index. Since 2001, participants were found to be among those employees with the lowest healthcare cost. A 7 percent reduction in claims as well as fewer overall claims among participants indicates that the program is effective. This program won the 2006 Innovation in Prevention Awards from the U.S. Department of Health and Human Services.
