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Bringing unity to a diverse group of decentralized companies and employees was core to the objectives of
Dover Corp. when the company launched its employee health management program in 2011. Dover, a worldwide, diversified manufacturer of industrial products, consists of four business segments and 34 operating companies within those segments along with more than 20 subsidiaries functioning under the 34 operating companies. Dover’s workforce of more than 34,000 employees (17,000 in the U.S.) is spread across more than 200 locations.
In management's view, creating a consistent approach to employee health improvement across the operating companies, while allowing these companies to maintain their individual personalities and cultures, was essential to Dover’s success.
Dover partnered with a health care benefits consultancy to overhaul its health care strategy and to launch a single, comprehensive program that integrated numerous health benefit partners, including a national health plan, pharmacy benefits manager, three regional health plans and supplier partners for health management, vision, dental, life insurance, disability and data warehousing. StayWell Health Management was engaged to provide health assessments and lifestyle coaching, an on-site wellness manager, disease management, health advocacy, nurseline services and integration support as part of Dover’s larger program.
The employee health management program, called Dover Health Support Services, launched in the fourth quarter of 2010 with health advocacy services. Wellness and clinical programs launched in early January 2011. The program features the following components:
Annual personal health assessment for employees and spouses. Of the eligible population, 45 percent completed the health assessment. Similar to many companies, employees participated at a rate 20 percent higher than spouses. The average number of health risks was 3.5 per respondent, with the predominant risk factor being weight (74 percent of participants are at risk for being overweight). Healthy eating, blood pressure, back care and stress were among the other common risk factors.
Personal health coaching. Employees and spouses who completed the health assessment and were found to be at risk for back care, blood pressure, cholesterol, nutrition, physical activity, stress management, tobacco or weight were eligible to participate in health coaching sessions via telephone and mail. The initial enrollment target of 30 percent was achieved, which translated into more than 1,900 health coaching participants.
Disease management. Dover employees who have been diagnosed and are being treated for a chronic condition such as asthma, diabetes, chronic obstructive pulmonary disease (COPD), congestive heart failure and coronary artery disease were given the opportunity to enroll in a disease management program to help them manage their condition and make lifestyle changes that can improve their health status. Participation in this program has increased to 20 percent since January 2011.
Incentive program. Employees and their spouses received a financial incentive in the form of a Visa gift card for completing the annual health assessment and a health screening that included their base-level biometric results. Nearly 9,300 eligible participants (6,951 employees and 2,338 spouses) had achieved the incentive by May 2012.
We’re very pleased with the implementation and early results from this culture-changing effort,” said Amy J. Katzoff, CEBS, health and wellness manager at Dover. “This program requires all of our supplier partners to work together to deliver a high-quality experience for our employees and operating companies, many of whom had not participated in wellness or clinical programs before. Our programs have generated a positive response from the operating companies and strong senior management support. By knowing our numbers and our health risks, we have focused the operating companies' leadership on improving those risks and the health of the Dover population.”
To enhance Dover’s wellness efforts in 2012, the incentive program will reward employees for calling a health advisor to discuss the results of their assessment and to determine which program offerings suit them best. Dover’s 2012 incentive will require the completion of this additional step to help drive member awareness of these available support programs and to enhance member engagement.
StayWell Health Management offers a population health management solution that improves employee health and reduces health care costs before they happen. Our solutions help clients control health care spending and increase productivity.
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