Motorola

More than 56,000 U.S. employees, their family members and Motorola retirees benefit from Motorola’s wellness programs. They are offered as part of a state-of-the-art rewards package that continually evolves based on employees’ needs and often exceeds their expectations.

Program Strategies and Goals

Since its founding, Motorola has demonstrated commitment to the health, well-being and personal growth of employees, their families and the communities where they live and work. Our long-term wellness strategy continues to focus on preventive care, healthy living, high-quality care, employee satisfaction and consumer education. Wellness program goals focus on:

• Enhancing education, prevention, and wellness strategy and design
• Demonstrating return-on-investment to continuously evaluate wellness impact
• Advocating a healthy culture within Motorola and the external community in our goal to attract and retain key talent;and
• Integrating and aligning benefits with Motorola business to support business/HR clients.

Nature of Interventions

In addition to the preventive focus of Motorola’s Health Advantage Plan medical plan, additional wellness programming emphasizes employee awareness, assessment/screening and behavior change through on-site group education, self-directed programs, telephonic counseling and decision support service. Support programs/policies include:

• Disease management (i.e., asthma, cancer, depression, diabetes, infectious disease)
• Flu immunizations, cancer screenings (mammograms, prostate), smoking cessation
• Health screenings and health risk appraisals
• 24X7 nurse telephone line, health fairs
• Back care
• On-site/external wellness centers
• Children’s aerobics and nutrition
• Stress management, shiftwork wellness

Staffing

Part of Motorola’s Human Resources organization, the Wellness Shared Service team consists of 35 full-time and 18 part-time employees. Additionally, various other task force members and wellness site representatives throughout North America partner with the team to integrate wellness programs, including representatives from Employee Assistance Program, Environmental Health and Safety, Employee Relations and Occupational Health Resources.

Funding Source

Established in 1996, the Work/Life and Wellness Fund grants $6 million annually for the development of new best-in-class work/life and wellness programs. This fund was developed based on savings realized in implementing a new health management program that focuses on preventive care. All new programs must be business value-added, demonstrate a return on investment and have national application.

Methodology

Motorola leads a strategic, data-driven Wellness Shared Service approach throughout the corporation to promote health and well-being for all Motorolans, their family members and Motorola retirees. The focus is on evidence-based programs—those wellness initiatives that have been deemed effective by medical specialty organizations. Evaluation plays an integral role in both our philosophy and our programming for continuous improvement.

We utilize the following evaluation strategies, tools and methodologies designed to assess actual program impact and subsequent return on investment for the corporation: aggregate health reports, claims data, cost savings, customer satisfaction surveys, focus groups, health behavior change, interest surveys, need assessments, program utilization and other data sources that adapt to changing business needs over time. Standards for evaluation of data are established utilizing key internal and external liaisons. Highlights include:

Wellness Reimbursement Initiative

Wellness Centers operate at 15 major U.S. Motorola facilities with membership fees completely covered for active employees and a minimal fee for retirees. Employees who do not have access to an on-site Motorola Wellness Center (or choose to use a non-Motorola facility for any reason) may utilize the company’s Wellness Reimbursement Benefit of $240 (minus applicable tax) to help cover membership fees at qualified external fitness centers.

A recent U.S. study completed by the Motorola Wellness Initiatives team proves that an investment in wellness pays off in a big way for both employees and Motorola. The three-year baseline study focused on employees who regularly used the U.S. on-site Motorola Wellness Centers or used the reimbursement benefit for membership at external, non-Motorola fitness centers. The results were powerful—for every $1 Motorola invests in Wellness benefits, $3.93 is saved. For the U.S. in 2000, that meant a $6,479,673 savings! The study also showed that:

• Participating employees see a nominal 2.5 percent increase in annual aggregate health care costs compared with an 18 percent annual aggregate increase for non participants
• Participating employees and Motorola enjoy an approximately $6.5 million annual savings in medical expenses for lifestyle-related diagnoses (e.g., obesity, hypertension, stress) compared with non-participants
• Motorola saves nearly $10.5 million annually in disability expenses compared with non-participants

Flu Vaccination Program

In 2001, 13,159 individuals (employees, dependents, retirees and contractors) participated in our corporate flu vaccination program, which was a 45% increase of participants from 2000. 86% of the participants responded that they were satisfied with the program overall and appreciate the convenience of the program. Wellness Initiatives determined that Motorola identified a return on investment of approximately 1.2:1.2 for the 2001-2002 flu season by using the conservative model from Achieves of Internal Medicine.

Health Advantage Plan (HAP) Program

This preventive healthcare plan emphasizes and supports proactive patient/physician partnerships, screenings and positive lifestyle choices. Of the active population, 74.79% of employees choose to participate in HAP over HMOs and the basic indemnity plan.

To remain eligible for HAP, employees must complete a health screening once every two years, which measures height, weight, body composition, blood pressure and blood composition (triglyceride, total cholesterol, HDL, LDL and ratio). For convenience, Motorola administers on-site screenings at over 50 Motorola locations. On-site participants are offered additional testing options including bone density, Colocare®, glucose, Prostate Specific Antigen (PSA) blood test, and the Health Power Profile, an innovative Palm Pilot™ prevention-focused lifestyle analysis.

During 2001, 21,015 participants were screened during the on-site events. Overall, our data demonstrated that this was an average healthy population, as compared to national norms. Cholesterol levels of over 200 were identified for 45% of the population (13% had cholesterol levels above 240). Thirty-nine females and 29 males were found to be at over two times the average risk for heart disease.

Of the participants, 4,206 ordered screenings for prostate cancer. Eighty-one were found to have abnormal results. Prostate screening increased 3.7% over the previous year and abnormal results decreased by 2.4%.

The Health Power Profile questionnaire was completed by 20,419 participants with 71% demonstrating that they were successfully managing all of the controllable risk factors.

Motorola offers Wellness Initiatives to its 56,000 U.S. employees. The company invests approximately $6.0 million annually in the development and operation of its wellness and work/life programs. Over a three-year period, participants in the Wellness Centers and Wellness Reimbursement Benefit Programs increased their annual lifestyle related health care costs by 2.5% while non-participants’ costs increased by 18%. This translated to an annual savings of $6.5 million in lifestyle related medical expenses and $10.5 million in disability related expenses. These savings yielded a 3.93 to 1.00 return on investment (ROI). A flu vaccination program achieved a 1.20 o 1.00 ROI during the 2001 – 2002 flu season. Additionally, 46 individuals concluded an 8-week tobacco cessation program in which 15 became tobacco free.

• Motorola_Wellness Reimbursement Initiative Study

The following are verbatim remarks made by the reviewers:

A

• 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

B

• 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

C

• 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

D

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

E

• 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.

F

• 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