Motorola - Global Wellness Initiatives (2002)

Critique

The following are verbatim remarks made by the reviewers:

• Serious, major, well-supported program
• High participation rates
• Ongoing evaluation by external group (MEDSTAT)
• 4:1 ROI
• Thorough multifaceted evaluation
• Well-conceived multi-dimensional intervention

• This program has many strengths, including high participation rates, comprehensive program, requiring a preventive screening every two years to be involved in the HAP program, the wellness reimbursement initiative, offering programs to dependents and retirees, receiving funding from a savings pool, relying on evidence-based strategies for the medical components of the program, continuous evaluation efforts, encouraging proactive patient/physician partnerships, efforts to create a healthy culture, and clear plans for the future

• This program includes employees but also spouses, dependents, same sex partners and retirees. There is an 80 to 90% participation rate. Strategies have been adopted in keeping with HP 2010 goals. The program is comprehensive and includes some innovative programs such as shift work wellness and children’s aerobics and nutrition in addition to the traditional program components. Corporate support is evidenced by the formation of a Wellness Shared Services Team and funding from a Work/Life and Wellness fund, allocating $6M/yr.
• A three-year study of regular exercisers (on-site members and the reimbursement group) vs. non-participants showed that for every dollar spent $3.93 was saved based on hcc savings and disability reduction.
• A stated ROI for the flu program reflects a break-even re: to cost.
• Evaluation of the Health Advantage Plan is underway and plans are to do a 10 year projection of potential savings

• Huge corporate investment for a broad-based politically correct health related benefit

• Overall good program. Nice mix of program results.
• Great to see a continued commitment to health from an industry facing economic difficulties.
• Good tie-into benefits –clear example of how health promotion can be linked and supported by a health plan.

• Meets all Healthy People 2010 objectives.
• Comprehensive program available to employees, spouses and retirees.
• Participation is great
• Comparison of ppt. vs. non-ppt. medical costs
• Extensive evaluation studies