By focusing on reducing health risks and changing corporate culture, Alliance Data has achieved high participation rates and meaningful changes in employees’ health risks over the life of the program. Overall participation is at 90% and the proportion of people at low health risk has increased from 29% to 42% over the past five years. In addition, on-the-job productivity losses due to health problems have dropped seven percent and absences from work due to illness or injury are down ten percent. The healthyAlliance program has built a culture of wellness by developing a recognizable brand, utilizing incentives, and adopting a variety of communication methods and environmental supports to promote health improvements among workers. Medical claims-based analyses show a decrease in the number of claims due to preventable illnesses.
Narrative Description of Program
Alliance Data has a commitment to our associates’ health and wellbeing. To promote this commitment, the healthyAlliance program was created in 2004 and is a comprehensive program to moderate health care costs as well as provides over 6,500 Alliance Data associates and their families with resources and incentives to cultivate healthy lifestyle behaviors.
Our goal is to create a culture of health while helping associates create better habits, maintain healthier lifestyles, reduce health risks and encourage the appropriate use of the health care system in times of need. healthyAlliance is an integrated part of the company’s overall strategy and strives to fulfill Alliance Data’s core values of Work Together, Give Back to our Communities and Have Fun. healthyAlliance is funded through the benefits budget and is offered to all U.S. associates at no cost.
The healthyAlliance program includes interventions for risk areas such as improving physical fitness, weight management, proper nutrition, tobacco cessation, preventive care, high risk pregnancy and disease prevention and management as well as services including health screenings, health assessments, consumer engagement, occupational safety training, ergonomically correct workstations, healthy vending machine and cafeteria choices and an EAP. Alliance Data uses a multi-media modality to communicate and provide access to these comprehensive programs.
The healthyAlliance culture is introduced to new associates during their new hire training where they are guided through several educational components. Leadership is educated and updated at least annually on the progress and results of the healthyAlliance program. The leadership team is also involved in the program planning each year, including incentive amount and budget allocation. Alliance Data works with external experts to conduct lunch and learns and educational programs, as well as encourage community and local involvement. This ensures that the culture of health engages the newest associates, veteran associates and leadership.
|Company Name and Address||Alliance Data17665 Waterview ParkwayDallas, TX 75252|
|Contact Person||Kim Berdinsky|
|Total number of individual participants||6,260|
|Number of currently actively enrolled||6,260|
|Access to Program||Associates and their families.|
|Program targeted at Healthy People 2000 and/or Healthy People 2010 goals||Yes|
|Program goals (in priority order)||(1) Encourage associates and their families to make positive and healthier lifestyle choices to reduce health risks and maintain low risks.(2) Incentive achievement of 80% or greater.(3) Reduce the health care costs associated with preventable claims.(4) Decrease health related productivity loss.|
Narrative Description of Evaluation Results
Alliance Data’s healthyAlliance program relies on several sources of data including health assessment results, national benchmarking data and associate satisfaction to evaluate behavior change over time. Data is compared against prior performance benchmarks, and ongoing program evaluation focuses on participant satisfaction, program participation rates, health risk reduction and cost outcomes.
Alliance Data monitors the overall outcomes and effectiveness of its healthyAlliance components year over year. While a cohort analysis would be the most beneficial study, Alliance Data faces several unique challenges which make this type of study unfeasible.
With the challenges that a changing population brings, Alliance Data focuses on overall effects such as reduced risk and cultural penetration.
Comprehensive Indicators of Program Success
Since program participation is a driver of overall program impact, Alliance Data offers a benefits integrated incentive in the form of a medical premium discount for all associates who elect medical coverage and complete specific program elements. The incentive design is structured to allow individuals to choose from a comprehensive array of options appropriate for individuals across the continuum of health.
- Since 2004, 85% of eligible associates achieved the healthyAlliance Incentive. The requirements to achieve the incentive have increased year over year while the incentive achievement has not decreased.
- Since 2004, health assessment participation has consistently reached or exceeded 90% for all incentive eligible associates compared to 50% across the Staywell book of business (BOB).
- Since 2004, nearly 40% of eligible associates have enrolled in targeted health coaching programs.
- Participant satisfaction rates have exceeded 90% for the health assessment and targeted health coaching programs.
- The number of low risk associates (0 to 2 health risks) has increased steadily throughout the life of healthyAlliance from 29% in year one to 42% in year five.
- Year over year Intervention level participants decreased total health risks by 5%.
- Alliance Data has decreased the percentage of claims due to preventable conditions from 41% to 34% of total claims.
- On-the-job productivity loss due to health problems decreased 14.6%.
- Absences from work due to illness or injury decreased 10.3%.
- The medical plan’s Nurseline directed over 81% of calls to lower cost, more appropriate levels of care.
- Alliance Data’s EAP was utilized at a rate of 9.4% compared to the Cigna BOB of 3.3%.
- Over 40% of eligible associates participate and complete the Healthy Pregnancy Healthy Babies program; as a result, premature births have decreased by 10%.
The following are verbatim remarks made by the reviewers:
- 6260/7503 participation last year
- Multiple features
- Nice variety of yearly programs
- On-site fitness centers with class offerings
- Programs that combine physical activity with charity (Relays, Habitat for Humanity)
- Culture Change—improvements in stairwells, healthy cafeteria, healthy vending
- Incentive available to all completers
- Health coaching that enabled improvements in high and moderate risk categories
- Improvements in absenteeism, presenteeism, and productivity
- 85% completion rate
- Serious evaluation
- Sober assessment, non-biased presentation
- Excellent incentive
- 85% participation
- Comprehensive, well-targeted program
- High participation – 90%; 40% participation in coaching program
- Incentives for program participation – medical premium reduction
- Overall low risk prevalence has increased 29 %-> 42% over 5 years (which years?) – high risk 18%->10%
- Lifestyle related costs are down 41%->34%
- Productivity loss down 14.6% - 8.00% -> 6.83%
- Absence down 10.3% (2004-2007) 2.34->2.10 – savings of $60.25/ee – seems reasonable
- Premature births down 10% -- 40% participate in healthy pregnancy program
- Overall cost analysis is reasonable – actual vs. StayWell BoB
- Good participation rates.
- Leadership involved.
- Do make use of incentives.
- Good participation
- Good narrative description
- Good overall evaluation results
- Good range of program offerings
- Program is comprehensive and includes EAP and Nurseline.
- Reaches out to new hires during new hire orientation. Reports to leadership annually. Encourages involvement in community walks and runs and supports them by sponsorship and allowing fund raising. Initially the health assessment was rewarded with an incentive and since the start they have increased the requirements for receiving an incentive.
- 85% qualify for the healthy Alliance incentive each year. 90% health assessment participation. 40% participate in targeted health coaching.
- Focus is on preventive claims, down from 41% to 31%.
- Evaluation of productivity loss applies some of the recent methodology to determine the relationship between health and productivity.
- Recognized the limitations of their evaluation and inability to do a quasi-experimental design.
- Overviewed risk change with evidence of movement in the right direction.
- Comprehensive program that includes clearly articulated goals, attractive communication, reasonable staffing, questionnaire and biometric screenings, online and telephone coaching, environmental supports (eg. fitness center, stairways), events to engage employees, and opportunities to help others. Innovative incentive program. Participation rates are high in overall program, incentive efforts and coaching.
- The reductions in overall numbers of health risks and improvements in behaviors through coaching sessions are very encouraging.
- Associates & families funded from committed benefits budget
- Orientation to program for new hires
- Incentive of medical premium discounts
- Ongoing since 2004 with a reported 85% qualifying/receiving incentives
- Increase in number of low risk employees over 5 years
- Explained data constraints regarding evaluation methodology approach. Integrated benefit design and premium reduction to drive participation. Incentive requirements evolve over the program lifespan. High levels of participation in the health assessment and lifestyle management programs. Cultural support through on site activities, campaigns and site specific activities. Strong communications. Impact on risk is well documented. Good to see a multi-year effort of sustained program activity and participation. Absence and presenteeism efforts seem strong.