Working Well is CIGNA Corporation’s initiative to keep its 38,000 U. S. employees healthy, and at work. The program has an annual budget of 3.5 million dollars, is implemented at all of its 365 domestic offices and utilizes local site coordinators to maintain a human interface with employees. Working Well has a broad range of programs for all employees with special emphasis on issues of concern to women who make up 80% of CIGNA’s population.
Working Well is CIGNA Corporation's initiative to keep its 38,000 U. S. employees healthy, and at work. The program has an annual budget of 3.5 million dollars, is implemented at all of its 365 domestic offices and utilizes local site coordinators to maintain a human interface with employees. Working Well has a broad range of programs for all employees with special emphasis on issues of concern to women who make up 80% of CIGNA's population. Key programs include:
- Working Well Moms: Over three-quarters of CIGNA women are of childbearing age. Our lactation program is geared to encouraging and supporting our working moms' decision to breast-feed their babies and to continue breast-feeding upon return to work. Our strategy is to alert CIGNA women about the benefits of breast-feeding and to provide individual lactation consultation and work site facilities, education, equipment, and supplies.
- Triumph: Disabled employees are the targets of this behavioral modification effort. At risk employees are provided with skill training and support to improve their health, adopt healthy life styles and reduce the likelihood of a future disability leave.
- Osteoporosis screening: At risk employees are identified through educational seminars and personal assessment surveys, and are given an opportunity for a pDEXA Health Scan. Nurses consult with each at risk individual providing them with follow-up recommendations and encouragement to make necessary behavioral changes.
- Flu Shots:The flu shot program provides free immunization inoculations at all significant employee locations. The immunization program is aimed at reducing absenteeism and the workplace spread of the flu virus.
|Program Name||Working Well|
|Company Name and Address||CIGNA Corporation1601 Chestnut St., TL 37BPhiladelphia, PA 19192-2371|
|Contact Person||Catherine L. Hawkes, MSN
Assistant Vice President, Working Well
|Program Category||Worksite basedIntegrated systems of care|
|Total number of individual participants||278,400|
|Number of currently actively enrolled||36,400|
|Access to Program||Entire employee population with particular emphasis on programs for female employees and individuals at high risk|
|Program targeted at Healthy People 2000 and/or Healthy People 2010 goals||Yes|
|Program goals (in priority order)||(1) Improvie employee health(2) Promote a corporate wellness culture(3) Position CIGNA as an employer of choice(4) Establish a measurable value of productivity|
Working Well Moms
CIGNA's corporate lactation program was the subject of a study conducted by the UCLA Center for Healthier Children, Families and Communities. Results of the study revealed that the program is exceeding its defined goals.
- Breast feeding initiation and duration rates exceed the Healthy People 2010 Objectives
- Breast feeding duration rates for participants are 72 percent at 6 months and 36 percent at 12 months, significantly higher than control groups and US data
- Decreased pharmacy costs: 62 percent fewer prescriptions for breast fed children
- Decreased medical cost: program saves company 240K in healthcare expenses
- Reduced absenteeism: program participants have 74 fewer absences/100 mothers, a savings of 60K in lost time annually
- Removed socioeconomic disparities in participants so that job grade and education were not predicators of breastfeeding at 6 and 12 months
CIGNA's Triumph program was the subject of an internal study comprised of pre and post-test evaluation to measure changes in health risk resulting from the program. Results of the study revealed that the program is effective in reaching the company's highest risk short-term disability population.
- 86 percent met personalized health goals
- Significant reduction in health risks in 4 of the 5 top risks
- Improvement in SF-12 scores—increase in both the Mental Component Summary (pre-intervention score was 40 to post 45); and Physical Component Summary (pre-intervention score of 41 to post 44)
- Healthcare costs savings of $162/program participant
CIGNA expanded its osteoporosis-screening program this year and 1,124 employees participated. An internal evaluation was based on three data sources: demographic and risk factor data obtained at the time of the screening, specific T scores and a six month post screening survey. Results outline that the program met and exceeded defined goals.
- 170 employees had osteopenia (21.7 were less than 45 years old and 7 were men)
- 43 percent of women with osteopenia and 14 percent with osteoporosis were initially categorized low after taking a risk assessment
- 62 percent with abnormal results discussed them with their primary care physician; 42 percent had pDEXA scans and 38 percent started medication
- 92 percent initiated at least 1 behavior change with an average of 3.5 changes
- 75 percent talked to daughters and mothers about reducing osteoporosis risk
This national program reached 12,500 CIGNA employees in 1999. The program was evaluated internally with a survey of 2,471 employees at nine CIGNA worksites. Respondents were qualified on flu shot status and their attendance data was evaluated for the 1999-2000-flu season. Results demonstrate that program validates return on investment in employee population.
- 29 percent less absenteeism vs. employees not getting a shot (122 workdays absent vs. 157 days absent per 100 employees)
- 54 percent did not miss work due to flu or upper respiratory illness
- Savings of $33 per employee was realized in lost time
- Total program cost was $141,250. Overall return on investment was 3:1 ($412,500 saved vs. $141,500 cost)
Reviewers found this an excellent overall program, with strong data for effectiveness and cost-effectiveness of the breast-feeding and flu shot programs particularly. There is good participant and company buy-in. The program is directed at specific cost-reduction areas. The local site coordination is a strength. Papers have been accepted at several conferences. The flu shot program showed an RDI of 3:1. Study was well-designed, with an intervention and two control groups, with external study by UCLA.
Reviewers found evidence for the osteoporosis program not as strong, and participation rates in some programs to be low and to need attention. Self-selection bias may have been present. Many other areas, such as self-management, low birth weight babies, and a self-efficacy component could well be included. Additional formal external study would be useful.
Overall, a strong, focused program with excellent documentation of effectiveness in some areas.