1. Prudential HealthSolutions
Diane Hettinger RN MPH CEBS
Director Health & Wellness
Keith Winick MS
Wellness Manager
April 23, 2012

2. Prudential at a Glance
Employees: Worldwide - 40,000; U.S - 19,000
Businesses: Life Insurance, Annuities, Retirement-related
Services, Mutual Funds, Investment Management, Real Estate
Services
Assets Under Management: $883
billion (as of 06/30/2011)
Founded: 1875 by John Fairfield
Dryden
Headquarters: Newark, New Jersey
2

3. “Health is a state of complete physical, mental and
social well-being and not merely the absence of disease
or infirmity.”
– World Health Organization
3

4. Prudential is committed to improving
health and well being in every part of
our population.
 Multidisciplinary team of nurses, physicians, exercise physiologists,
registered dietitians, EAP, safety, business and administrative
professionals overseeing a broad array of programs and services such
as onsite clinics, fitness centers, EAP counseling, health screenings,
coaching, etc.
 Early adopter of Mental Health parity in benefit design.
 All medical programs cover preventive services at 100%.
 Introduced consumerism programs in 2006.
 Top priorities include integrating health & productivity and eliminating
health disparity in population.
4

5. H&W Balanced Health Wheel
5

6. Balanced Health Wheel
Physical

7. Balanced Health Wheel (continued)
Mental Physical

8. Balanced Health Wheel (continued)
Social Physical
Mental

9. Balanced Health Wheel (continued)
Financial Physical
Spiritual Mental
Social

10. Balanced Health Wheel (continued)
Financial
Spiritual
Social Physical
Mental

11. Balanced Health Wheel (continued)
Financial
Spiritual
Social Physical
Mental

12. Balanced Health Wheel (continued)
Financial
Spiritual
Social Physical
Mental

13. Balanced Health Wheel (continued)
Financial
Spiritual
Physical
Social
Mental

14. Balanced Health Wheel (continued)
Financial
Spiritual
Physical
Social
Mental

15. Balanced Health Wheel (continued)
Spiritual
Social
Mental
Physical
Financial

16. Health Management Strategy
 Aligning with company’s mission
 Individualized employee interaction (holistic approach)
 Strong leadership commitment
 Integrated approach to wellness and disease management
 Comprehensive and targeted communication strategy
 Create and nurture a Culture of Health and Performance at
Prudential
16

17. Health & Wellness Focus
Employee Organization
and Business
& Family Groups
17

18. Employee & Family
Outcomes
Integrated
Holistic
Employee &
Family
Approach
18

19. Organization & Business Groups
Outcomes
Support & Align
with
Organization &
Business
Groups
Company Mission
19

20. Optimizing Human Capacity
Healthy employees help your business…
Optimal Health Business Benefits
• Physically Energized • Stamina
• Emotionally Connected • Collaboration
• Mentally Focused • Strategic Judgment
• Spiritually Fulfilled • Commitment
20

21. Leadership Commitment
21

22. Health Summit
22

23. EVOLUTION OF HEALTH & WELLNESS PROGRAMS AT
PRUDENTIAL 2011 – Integrated
2010
Health Coaching,
Partnership with
Healthy Team Award
Lifestyle Challenge
Benefits (Surcharges)
2010: Healthy Team Award, Lifestyle Challenge, Wellness Champions
Weight Watchers Subsidy (30%)
Wellness Champions, Weight Watchers Subsidy (30%) 2009
Healthy Stairwells
Culture of Health Webinars
THM Strategy
Know Your Numbers
Nutritionist
2009: Culture of Health Webinars, Know Your Numbers, 2008
Healthy Stairwells, THM Strategy, Nutritionist Expanded Health Coaching (Healthyroads)
2007 Pru Today Healthy Living Series
Wellness Incentive (HRA)
2008: Expanded Health Coaching (Healthyroads) Internal Health Coaching 2006 Total Health Management
Prudential Health Solutions (HRA) CDHP HDHP
2007: Wellness Incentive (HRA), Biometric Screenings
-Cholesterol
Travel Consultations 2005 Ask The Doctor On-site Fitness
Centers and
Pru Today Healthy Living Series -Glucose
-Blood Pressure
Data Warehouse
Health Fairs
Hypertension Mgmt Program Discounts
-BMI – Body Fat Intranet Site Wellness Seminars Prudential Life Solutions
Care Counselors
-On-Site Clinics Flu Vaccines Child care Discounts EAP Services Internal/External
2006: Internal Health Coaching,
Prudential Health Solutions (HRA), Total Health Management, CDHP & HDHP
2005: Biometric Screenings - Cholesterol, Glucose, Blood Pressure, BMI/Body Fat; Onsite
Clinics, Travel Consultations, Data Warehouse, Intranet Site, Flu Vaccines, Health Fairs,
Care Counselors, Ask The Doctor, Hypertension Mgt Program, Wellness Seminars, Child
Care Discounts, On-site Fitness Centers and Discounts, Prudential Life Solutions, EAP
Services Internal/External
23

24. Health and Wellness Program Categories
 Clinical
 Fitness
 Nutrition
 Wellness
 Employee Assistance Program
 Work Life
 Return To Work/Accommodations
 Safety
24

25. WebMD Component
 Prudential HealthSolutions
• Active employees, dependents, and retirees are eligible for portal
• HQ participation goal is 70% over 3 years
• $150 HQ + 2 Wellness Incentive – Only active employees are eligible. Must
complete HQ plus two lifestyle activities from list. Deadline 11/30/12
• $200 surcharge on health insurance premium if HQ not completed by 11/30/12
• Telephonic Health Coaching to support Healthy Lifestyles
• Specialized Tobacco Cessation Coaching
• Next Steps: Distributed Model/Portal Enhancement
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26. Healthy Lifestyle Challenges
 Challenges offered twice a year (Spring and Fall)
 Holistic approach
 Usually about 6 weeks
 Team and individual components
 Prizes for reaching goal and team winners
 Next Challenge begins April 16th – “Tour De Pru”
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27. Multi-channel Communication Strategy
 Available and accessible to all active employees
 Healthy Living Articles on our Intranet
 Culture of Health Webinar Series
 Personal Success Stories on Pru Today and Leader
Magazine
 Intranet Home Page links to Healthy Food Choices offered
by Dining Services
 Home mailers during benefit enrollment period Wellness
27

28. Health, Life and Wellness Intranet Site
 Valuable tool for health improvement messaging
 Bulletins and events for health improvement and
programming messages
 Wellness calendars with upcoming programs
 Linked throughout the company intranet and many of our
business division sites
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29. Communication to Business Leaders
 Well communicated at company meetings, town halls and
via lived/taped videocasts
 Business group specific reports
 Summarize results of H&W initiatives
 Disability and medical cost data
 Recommendations based on business unit results
 Consult with managers and attend employee meetings
29

30. Reaching Diverse Populations
 Communicate to diverse populations throughout Business
Resource Groups
 Health information presented at local and national
meetings
 Communication ramped up during Diversity Recognition
Month
 Presentations on Prudential’s health disparity research
 Links to H&W site on Diversity site and vice versa
30

31. Outcomes
31

32. HealthQuotient (HQ) Participation
Participation
15,246
Completed
Responded to HQ 23% HRA
Did Not
19,800 77% Complete
HRA
Eligible participants
32

33. Change in Health Risk
Edington Risk Levels
Active Employees with HRA participation in both years 1 and 3
(n = 9,616)
100%
High Risk, 6% High Risk, 5%
90%
Moderate Risk,
19%
80%
Moderate Risk,
39%
70%
60%
50%
40%
Low Risk, 77%
30%
Low Risk, 57%
20%
10%
0%
HRA Year 1 HRA Year 3
(Sept 07 - Sept 08) (Jan - Dec 2010)
Low Risk Moderate Risk High Risk
33

34. Risk Migration
Edington Risk Migration
100% 1%
7%
10%
26%
80% 29%
60%
44%
100% 100% 100%
89%
40%
65%
20%
30%
0%
HRA Yr 1 HRA Yr 3 HRA Yr 1 HRA Yr 3 HRA Yr 1 HRA Yr 3
Low Risk in Mod Risk in High Risk in
Yr 1 Yr 1 Yr 1
(n = 3981) (n=2791) (n = 479)
Low Risk Mod Risk High Risk
34

35. ROI: Risk Migration Cost Change
2008
Med/High Risk Med/High Risk Low Risk Low Risk
Medical Costs Medical Costs Medical Costs Medical Costs
$3,977 $3,299 $2,753 $2,283
+12% -1% +37% +10%
Med/High Risk Low Risk Med/High Risk Low Risk
Medical Costs Medical Costs Medical Costs Medical Costs
$4,452 $3,268 $3.760 $2,506
N= 1256 N= 1926 N= 425 N= 3531
2010
In addition, cost of treatment for acute conditions between 2008 and 2010 remained the same
for groups that became or stayed in the low risk category compared to a 21% increase for the
groups that became or stayed in the high risk category.
Net combined Savings is $1,334,331. Cost of program for this time period was
$944,241 resulting in an ROI of 1:1.4
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36. Next Steps
 More Engagement
 Chronic Disease Management
 Health Disparities
 Continuing to Improve Outcomes
 Global Initiatives
36

37. Questions
37