A breath of fresh air

Employers & Orginizations

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To Our Health! (TOH!) is a member-driven organization of individuals and healthcare professionals. Our mission is to make health and wellness accessible, affordable and easy to understand. TOH! supports members in improving their health by offering an array of individually tailored resources designed to make the complex health care system easier to navigate.
TOH! is committed to enhance the health care delivery focus from disease management to include substantive prevention and wellness protocols.

 

Employer Plan:

TOH! offers a unique approach to employee wellness. We have analyzed existing wellness models and developed an approach that builds on proven strategies while narrowing chronically occurring gaps in coverage. Our process is designed to support employers who are implementing a new wellness program as well as those who seek to improve existing programs. Unique to our process is our multi-faceted health profile. In a single step, TOH! assesses employee health, provides an estimate of the overall employee health costs, and assists employers in evaluating existing wellness programs. This approach allows businesses to make informed decisions about their wellness program and offers strategies for selectively augmenting and cost-effectively replacing existing programs with TOH! membership packages.

 

What are the benefits of using risk assessments and wellness profiles in an employee wellness program?

Individual profiles highlight specific health risks for each employee.(1)

Profiles allow for aggregated individual reports that provide an overall view of employee health.

The profiles can be used to guide wellness program planning aimed at improving employee health, improving productivity(2) and reducing premium costs.(3)

If done well, providing wellness profiles is an important service that benefits both employees and employers. They support a corporate culture of caring while improving employee productivity.(4)

 

What is unique about TOH!’s employee wellness profiles?

Wellness profiles provide the foundation of TOH!’s consumer-directed approach. Instead of relying on community ratings and cost sharing, tiered membership packages and discounted à la carte health services make it possible for individuals to only purchase what they know they need and are motivated to use.

TOH! uses its wellness profiles as part of a more comprehensive assessment process that includes: individual health status; organizational alignment between identified health needs and program services; and estimating health expenses with ROI potentials.

In addition to guiding program development, TOH! uses profile data to improve recruitment, participation, and program evaluations.(5)

The profile can be completed onsite or online.

 

What is the TOH! employer plan?

TOH!’s services can easily supplement, replace or reinforce existing wellness infrastructure. An à la carte menu allows employers to purchase only the services that are relevant and functional to improving their employees’ health.

TOH! provides unique coaching and advocacy options that are shown to promote positive lifestyle change.(6) These services are necessary for improving employee health.(7) Programs that do not include employees in selecting health goals and receiving ongoing support inadequately support company goals of optimum health and wellness.(8)

TOH! and employers share the same organizational goals—healthy, satisfied members. Employer-based TOH! membership packages are designed to save employers money and help them make informed and timely decisions about their organization’s and employees’ health.

 

 (1) Brown SC, Geiselman PJ, Copeland AL, Gordon C, Richard-Eaglin A. Reliability and validity of the Personal Wellness Profile (PWP) Questionnaire in African American college women. J Cult Divers. 2008;15(4):163–167.
(2) ‘Health-related productivity costs are significantly greater than medical and pharmacy costs alone, on average 2.3 to 1.’ (Loeppke R, Taitel M, Haufle V, Parry T, Kessler RC, Jinnett K. Health and productivity as a business strategy: a multiemployer study. J Occup Environ Med. 2009;51(4):411–428.)
(3) ‘Majority of the studies [worksite-based] showed positive cost-effectiveness results and some demonstrated cost-beneficial or positive ROI estimates.’ (Shekelle et al. Health Risk Appraisals and Medicare. 2003. Available at: http://www.rand.org/pubs/reprints/RP1225.html)
(4) Programs that used HRA feedback plus counseling plus health promotion resulted in beneficial health impacts. Those that used feedback alone or feedback plus counseling did not. (Shekelle et al. Health Risk Appraisals and Medicare. 2003. Available at: http://www.rand.org/pubs/reprints/RP1225.html)
(5) Employee wellness program participation is generally low across programs, less than 20%. Less than half of programs are regularly evaluated and only two percent provide savings estimates (Mattke S, Liu H, Caloyeras J, et al. Workplace Wellness Programs Study. 2013. Available at: http://www.rand.org/pubs/research_reports/RR254.html)
(6) Using coaches to create tailored interventions, individuals are able to become more active in their own care, generating a positive impact on health outcomes while using fewer health services. (Hibbard JH, Greene J, Tusler M. Improving the outcomes of disease management by tailoring care to the patient’s level of activation. Am J Manag Care. 2009;15(6):353–360.)
(7) In a diabetes management and coaching program, patients were included in the goal setting process. Those who compared their health scores with recommended guidelines and selected their own goals improved the most in their areas of highest risk. (Estabrooks PA, Nelson CC, Xu S, et al. The frequency and behavioral outcomes of goal choices in the self-management of diabetes. Diabetes Educ. 2005;31(3):391–400.)
(8) Studies show that providing health risk assessment feedback ‘is welcome by the patient and is actionable.’ (CDC – A Framework for Patient-Centered Health Risk Assessments. Available at: http://www.cdc.gov/policy/opth/hra/)