Frost negotiated free biometric screenings and cash incentives from the medical carrier for employees who completed a health risk assessment and participated in relevant lifestyle management programs. We coordinated an onsite health fair and have hosted educational seminars for employees and management. Several individuals reported seeking appropriate medical care for health risk factors of which they were previously unaware.
This group implemented Frost Free (tobacco cessation program) and Frost Fitness (physical activity program), tying the program metrics to the health plan through a value-based design model. Employees were provided with resources to improve their physical activity and quit tobacco usage, tying outcomes to employee premium contributions. 84% of participants engaged in programming on a weekly basis, and not one employee reported a negative work-life experience when surveyed.
Our customer implemented a wellness program in 2005, including onsite fitness facilities. At that time they received a 10% renewal increase on their health plan and as the wellness program has matured, their improved claims experience resulted in a 5% rate decrease for 2008/2009. All of this was done with no plan design modifications.
Frost developed an employee wellness committee and allocated internal champions, including a communications coordinator and graphic design specialist. Since then, the company has launched a branded program, hosted successful health fairs, instituted a quarterly newsletter, run weight loss challenges, hosted on-site seminars and fitness programs, delivered biometrics screenings and flu shots, and hosted small group tobacco cessation programs. As their culture developed, they migrated to a value-based insurance design model, tying outcomes of the program to employee contribution rates. Frost supported this transition with benchmarking data through our association with Milliman as well as providing a compliance review from our internal compliance team.