Get access to the exclusive HR Resources you need to succeed in 2018.
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 14 cities across the U.S. this fall.
Gain the skills you need to rise to the next level in your career. Jon us at SHRM's Leadership Development Forum, October 2-3 in Boston.
41% use or plan to use incentives tied to goal achievement
A national survey on employee health incentives and penalties found that 82 percent of employers offer some form of incentives or disincentives, with 41 percent using or planning to use outcomes-based incentives to increase engagement and participation in employer-sponsored programs (for instance, linking incentives to the achievement of targeted biometric goals), according to the May 2013 report, EmpEloyer Survey on Incentives, Disincentives & Outcomes-Based Incentives. The survey, sponsored by the not-for-profit Midwest Business Group on Health (MBGH), was fielded in April 2013 among businesses from a variety of industries and sizes.
“Most employers find that unless they offer some form of incentive, employees and dependents often don't participate in programs that are meant to prevent and reduce chronic disease, resulting in millions of benefits dollars being wasted,” said Larry Boress, MBGH president and CEO.
Key findings from the responding employers follow below.
•Blood pressure (used by 86 percent).•Body-mass index (81 percent).•Cholesterol (73 percent).•Glucose and Hemoglobin A1c (68 percent).•Waist circumference (59 percent).
•Blood pressure (used by 86 percent).
•Body-mass index (81 percent).
•Cholesterol (73 percent).
•Glucose and Hemoglobin A1c (68 percent).
•Waist circumference (59 percent).
•$250 to $500 for 27 percent of those offering programs.•$100 to 250 for 22 percent.•$500 to $1,000 for another 22 percent.
•$250 to $500 for 27 percent of those offering programs.
•$100 to 250 for 22 percent.
•$500 to $1,000 for another 22 percent.
Stephen Miller, CEBS, is an online editor/manager for SHRM.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 10,000 companies