2007 Winners

Healthy Living - Pepsi Bottling Group

• Description
• Contact Person and Summary Data
• Evaluation Summary
• Evaluation Documentation
• Critique

The Pepsi Bottling Group Healthy Living Program offers employees and their families a comprehensive, well-formulated, and well-resourced health and productivity management system for health improvement and cost savings.  Starting with the administration of a health risk assessment (HRA), the company offers several engagement opportunities for participants and follow-up lifestyle management, nurseline, disease management and immunization programs.  Meaningful incentives are provided to employees who participate in the program, which has resulted in good participation rates.  The company uses effective marketing and branding techniques to sell “health” as a product.  Further, the program has stimulated increased cross-organizational collaboration and vendor program integration.  Pepsi Bottling Group reports meaningful health improvements and risk reduction from its program, and a return on investment of $1.70 for every dollar spent.  The company has conducted several evaluations of its efforts using multiple research partners.  It is clear that the Healthy Living Program is based on proven methods for designing, implementing and evaluating an effective workforce health promotion initiative.

Lifestyle Rewards - We Energies Health Enhancement Initiative

• Description
• Contact Person and Summary Data
• Evaluation Summary
• Evaluation Documentation
• Critique

The WE Energies Health Enhancement Initiative has been in operation for about a decade.  It has achieved a cumulative 85% participation rate since its inception and annually enrolls about 50% of its employees in the program.  Initiative goals, including health and financial improvements, are well aligned with its overall program design.  An integrated strategy encompasses health management, safety, work-life balance, disease management and a supportive work environment Employees are offered a significant annual incentive of $300 to complete a health risk assessment (HRA), which in turn, drives several health promotion programs.  A University of Michigan longitudinal analysis of cost trends showed lower medical, absence and workers’ compensation cost increases for participants compared to non-participants.  For example, participants’ health care cost increases averaged 8.9% over 6 years compared to 13.3% for non-participants.  Annual medical savings were estimated as averaging $264 per participant.  Additionally, significant risk reductions have been achieved across most risk categories over a three-year period.

Honorable Mentions Awarded To:

Behavioral Health Care Management - HealthPartners

Health Care Partnership - Houston Independent School District

Vital Lives - International Truck and Engine Corporation