 Coalition and today she's going to address the leading health concerns in Sheboygan County and collaborative community efforts to help Sheboygan County residents live better and longer. Second will be Tammy Flora. Tammy is Vice President of Human Resources at Baster's Gallery who you may remember from this gala was the manufacturer of the year for 2012. She has a bachelor's of science and business administration, human resource management from the University of Wisconsin-Plattville and is SPHR certified. She joined master's gallery in 1996 when the company was just starting to grow with 120 employees and as I mentioned they were just recently recognized as the manufacturer of the year and they currently employ 430 employees. The third speaker will be Vicki Butson and Vicki is employed at Kurt Joa where her title is benefits and wellness coordinator and she has held her certification as a professional in human resources since 2004 and is proud to be on the faculty status with the Wellness Council of America. She is living proof that wellness works over time because she can now tolerate and even enjoy eating some vegetables without having the urge to vomit. I wasn't going to say the word but I couldn't think of a different one to say so. And last but not least is Kelly Belt and Kelly is a health and wellness sales representative at Prevea Health who happens to be our sponsor has been for the last couple years and is again this year thanks to Prevea. For the past two years she has worked with local companies and identifying implementing and evaluating health and wellness initiatives. So with that I think I'll turn it over to Jean to start and then maybe you may all think about your own wellness experiences at your places of employment and maybe we can even share some of those during the question and answer portion. So with that, Jean. Thanks Dave and I hope everyone enjoyed the green beans. I thought they were delicious. I'm very excited today to share information about Healthy Sheboygan County and before I start I just would like to see a show of hands of how many have heard about Healthy Sheboygan County Coalition. The numbers are increasing. That's a good thing and after today hopefully you'll share this with family and friends because I think our health is central to our life. And I'm going to see if I can make this work together so essentially we're working together to build a healthier community. The Healthy Sheboygan County Coalition actually is a blend of healthcare providers, public health leaders in the community, businesses, schools, community members, faith community, looking at how we can collaboratively work to improve the Healthy Sheboygan County. We want everyone to be living better longer. So again community based collaborative initiatives. As a nation we all know that we can do better. The United States spends more on medical care and medical research than any other country and our longevity. We live the 40th. We have the highest 40th highest longevity rate so about the average person born today will probably live to be about 78 years of age but we also know that if our current rates of obesity continue that it's likely we will start to see a decrease in our longevity. This particular slide I think is really important because often when we think about health we think about our relationship with our medical provider which is very important. But if we really want to have an impact on the lives of people we need to think about what really contributes to their wellness or their health. And what the slide essentially shows is that if we were to decrease the rate of premature death 40% could be positively affected by changing behaviors. So essentially if we if we lose our you know over change from being overweight or obese or stop smoking that will have a bigger impact than the medical care that you can obtain at any health care provider. It takes the whole circle though and I think it's important for us to recognize that. As a local health department we're charged to do a community health assessment at least every 3 to 5 years. Back in 2010 we put together a community health assessment and today I'm going to share some of that data. Back in June of 2011 we actually shared this with community members and determined what we felt were the leading areas that as a healthy Sheboygan County coalition we needed to address and work together on. And the data that's following will demonstrate what we came up with. We identified that the 5 leading causes of health concern in Sheboygan County were dental access, mental health issues, health literacy, alcohol, tobacco and drugs and physical activity, obesity and nutrition. In terms of some of the health data related to these issues. Oral health is an issue that many of us that are able to see a dentist on a regular basis don't even think about. But when we looked at our data and looked at medical assistance usage among individuals that in seeing their dentist. We have about 18,000 individuals in Sheboygan County that are currently enrolled in Medicaid and at that time in 2008 only about 20% had regular dental care. At that point in time and in 2011 when we met there were no dentists in Sheboygan County accepting new medical assistance patients. So access to care was a significant problem. And at that time we just did a one year retrospective study of how many individuals went to the emergency rooms and area hospitals for dental care and there were 379 that were seeking dental care in the emergency rooms. We know that's not the most cost effective way. Later in my presentation I'll tell you about some exciting updates. Mental health is also a concern in Sheboygan County access to psychiatric care is especially problematic for children with psychiatric or behavioral issues, as well as for those individuals with medical assistance or who have no health insurance. Local suicide rates exceed the state and the national rate. And when we looked at Aurora had done or excuse me, this is County health dad rankings. We had a higher rate of individuals who reported they had poor mental health days than in other places in the country. One area that kind of surprised me when I went into the June call to action forum, I didn't expect that health literacy would hit the radar screen in our community. But really those in attendance felt that that was a leading problem in many of our health care facilities and and amongst our Sheboygan County residents, really knowing how to effectively navigate the health care system and to understand what what or how important their role is in actually making health choices and health decisions. The next area of concern was alcohol and drugs. And we know that Sheboygan County is 29 or 29 percent of Sheboygan County adults report excessive or binge drinking. That's probably not a surprise. We know that our operating while intoxicated rates are higher than Wisconsin average. We also know that there are a number of motor vehicle accidents associated with drinking is higher than average. And that we are seeing an increase in alcohol and drug related hospitalizations. We know in terms of tobacco an estimated 20,000 Sheboygan County residents or smokers adults. We also know that those rates exceed state and national numbers. And that 17.5 percent of Sheboygan County high school students smoke. We also know that in terms of activity and nutrition and Kelly's going to be talking more about that later that some survey results show that overweight and obesity and Sheboygan County is of concern. Recent Aurora survey indicates that 61% of those who responded consume two or more servings of fruit per day and that actually went down from 2011 when we look back at 2008 data and that 23% consume three or more servings of vegetables and that only 51% of Sheboygan County residents exercise according to the CDC guidelines. So just real quickly, I'm going to just breeze through a few more things. As a result of that call to action, our healthy coalition healthy Sheboygan County put together a community action plan and that's available on our website. It's magnets out by the door that you can take along to take a look at that and I think that there will be some key action steps that you may be able to apply to workplace. The dental access or another significant change in our community is now we have a Lakeshore Community Health Center, which is actually HRSA funded federal funding that healthy Sheboygan County with other community partners wrote for a grant and we're funded. We now have a clinic on North A Street and many of you have probably seen the building where Dr. Kellner had been previously providing dental services, medical services and behavioral health services to show that needs Sheboygan County residents. The Mental Health Committee is really trying to increase the awareness in the community of mental health as an issue and to remove the stigma. They certainly are getting information out about suicide prevention and crisis cards and I have some of those here as well. That's something that they've also worked on is it's the drug drop offs. Our local sheriffs or local police departments have been very good in terms of having a safe drop off for for medications so that they don't get in the hands of others or inappropriately used. The Health Literacy Committee we've surveyed 1000 Sheboygan County residents as well as health care providers and we're in the process of putting together a community action plan which we hope to unveil in October of this year to really help folks that are navigate the health care system and we'd welcome any of your participation and what makes sense in your work site. Alcohol and the AODA Committee has really done a lot in terms of trying to change the social norm associated with alcohol and drug use in Sheboygan County really working with the schools on life of an athlete program and other evidence based programs to hopefully reduce the incidence of alcohol and drug abuse, tobacco use in Sheboygan County. Education is key to that. We're also working with our area health care providers to make sure that they're using evidence based screening tools that can identify individuals early so they can get appropriate treatment that they need. I'm going to defer probably to Kelly on the scan committee. She's got exciting news to share there and I just have a couple additional points that I really these are the take home messages that I'd like you to go with today. As a society we need to stop thinking of how there's something obtained in hospitals and doctor's offices but instead of something that starts in families, schools, workplaces, playgrounds and parks and in the air we breathe and the water we drink. It's time to think or to that we expand the way we think about health to include how to keep it not just how to get it back. And I guess this is my plug. We really need you. We need you to be aware of the community health plan. Try to implement as much as you can in your work site in your homes and your schools and your families. We join a committee. We have several committees. Our website I think provides a lot of information. I'd be happy to talk with you more about the opportunities and please feel free to contact us. Only together will we all work effectively to live longer and better. Thanks. And I'm going to do my best to not hit my head on one or the other. So I'll try to stay well while I'm up here. So I'm Tammy Flora. I work with Masters Gallery Foods in Plymouth and I had been asked by John Rogers to come today to talk about a creative way that we decided we were going to take control of our own destiny as it related to our health insurance of our employees. And we consider the Center for Health and Wellness an investment in the health of our employees. And we've started it in July of 2007. I have my own little clicker here. So there we go. All right. So our current business partners basically what it is is it's a consortium of a bunch of different companies in the Plymouth area that have come together to offer health and wellness services for their employees. So it includes Masters Gallery Foods in Plymouth Foam. We were the two grandfathered companies that started the center and also includes P.T.X. Services which formerly was BSV Logistics is in the sister company to Plymouth Foam that provides all of their trucking. So they're a very small company but that's how they joined the consortium. And then our most recent additions Van Horn Automotive Group and the City of Plymouth. So I'm proud to say we do have a public employer in the group. So for those of you who might work for a public entity it is possible. As far as the services that are available at our center on the side of the... Why don't you come show me. Oh this right here. This side. Okay thank you. All right. I apologize because it looked much bigger on my screen. So for those of you in the back of the room. The services that are available at the center it's basically a doctor's office. And right now our employees have access to a nurse practitioner, a physical therapist, a chiropractor that was our most recent addition, a health coach, a dietitian and their school laboratory and full radiology at our facility. We are very lucky because what we do is we lease space from Prevea. Prevea just built a beautiful new facility on the corner of 23 and 57 in Plymouth and they built it large and that was good for us. So we were able to secure a leased area of that building. So we have full access to their radiology and laboratory. So the best of both worlds. And then we also have the ability they have an urgent care at that facility. And on the days that our center is not open our employees can use the urgent care we call that wrap around care. And they've negotiated a nice urgent care rate with us. So we pay that for our employees when they go there. And then the employees don't have to go to the emergency room on those days. So that's a good thing for us. As far as the business reasons for why we all got together and decided that this is what we needed to do. All of these companies that are listed are not large enough quite honestly to probably do this financially on their own. And make a goal of it and have enough utilization. So the business reasons were common between all of the companies. And for those of you who are business owners and work for businesses these are all going to be pretty clear reasons. But the first being to improve the productivity of our employees. To improve the overall mental emotional and physical health of our employees independence through the use of preventative medicine wellness programming and education. To control absenteeism and promote presenteeism which we want them there at work. And to collectively reduce health care costs for the employer and as well for the employee. Because this saves them a lot of money as well. And to maximize the economies of scale and share the fixed costs that the center has. And that would be the real estate the lease the staff and the equipment. So we all share those fixed costs across all of these companies. And then the next would be to control workers compensation claim costs and reduce disability claims. It provides a convenient access to care for our employees and their dependence. We encourage employees who might otherwise not seek treatment to seek medical attention because it's it's available and it's there and it's free. We've been able to reduce lost time and time on work restrictions and preventing occupational injury and illness from occurring in the first place. And it has really helped from a recruitment and retainment standpoint. From our workforce. We hear all the time. Thank you all the time people coming to my door telling me how thankful they are that the company has done this for them. As far as the bottom line savings we do work with purveyor. They are our contracted service provider so basically all of the staff that work at the center are purveyor employees. So we have no liability in that no malpractice insurance or anything that's all purveyor and they offer us contracted rates so we save a lot of money over the traditional health care model by doing that. We keep our people at work and healthy by doing this which is a definite goal of I'm sure of all of yours. We have been able to control our health care spend and and I'm going to give you some numbers but these are only master's gallery foods numbers. I'm only speaking to our company's experience but master's gallery has seen only a nine percent overall plan increase in the past five years. So for those of you who have health insurance for your employees you know that nine percent in one year is good. Arts has been nine percent in total over five years. So we've been doing this since 2007. So I was asked earlier if our experience is proving that this is working and I think that's probably a pretty good statistic to share. We have much lower employer turnover rates. We didn't have a high turnover rate but we just don't see as many people voluntarily deciding to leave the organization. Lower accident rates and workers comp claims and a much improved employee morale and commitment to our organization. All right here's the good stuff. So these are the actual costs per employee for us to have this facility. And again this is just master's gallery foods so our cost. So I started from the 2007 when we started and opened the facility. The average employee count is our master's gallery only and then what it cost us per employee to do this. That number is a year per employee for a year. And then up as it goes up and I've made some notes on 2008 that was when we actually had to do a build out in the space that we were leasing. It wasn't big enough. It started to grow too fast. So you'll see a jump in our expenses in 08. Then I had made some notes on the 2011 number. That was the year that Van Horn and City of Plymouth joined us. And obviously then you start to see that per employee number coming down because that's spreading out more of those fixed costs. And it also was the year that we moved to the prevail location. And I can't speak enough to how great that was for the group to be able to do that and have full access to all of those facilities in a brand new building. And we were just really fortunate that that worked out at that time. We had outgrown our previous location which was downtown in Plymouth in a former retail spot that we made into a doctor's office. We outgrew it and started looking and fortunately Prevea had just finished building our new center for us. So it worked out good. And then 2012 the $180,000 number. We did add health coaching the chiropractor and an extra physical therapist that in 2012. So $450 a year per employee is what it costs us because of that ability for us to spread that out amongst the companies. And then the next number I wanted to share with you is the workers comp to show you that it's it's working 2007 at the bottom up to the current our workers comp year ends at the end of June. You'll see our mod rate. For those of you who do workers comp for your company the lower the number below one the better. So our mod rate has has gone down. It did jump a little bit in the last year but they always use the previous three years of claims. But I did make a note after talking with our broker a little bit I wanted to be able to support the numbers that were up here. I included the number of claims that are in these numbers and then gave you a percentage of how many claims per employee. You see how that has progressively gone down. We have progressively grown our workforce from 223 and 07 to the 428 that we are today. So it obviously is paying off for us. Some added perks. I just wanted to mention pervaya by partnering with pervaya we've been able to really expand our workforce. We've been able to do a lot of work on that. We've been able to do a lot of work on that. We've been able to do the wellness programming that we did before this even started. So we have some we call them get fit classes that they offer for us at the facility. We have a it's like a boot camp for those of you who work out that has been really successful. We're in our fifth 12 week program of that with 38 participants. They do lunch and learns for us. They do those all at our center so that they can do all of the blood draws and come up with all of the laboratory numbers for us. They do our flu shot clinics, wellness fairs, all different types of wellness programming which I'm sure several of you have already seen that pervaya can offer. And they also have those pervaya well said series which are really well received by our employees as well. I just put a testimonial in here. This is one of our employees and I have to laugh because it kind of even looks like him a little bit. But Michelle who's with me today, well Michelle Galway I'd like to just point her out because she's my kind of cheer leader about our wellness program. So she does all of my wellness programming for me so she's been a huge advantage for me to continue to grow this but this is just an example of what one employee has been able to do. He's a 44 year old male employee and before he started working out you can see his weight and I probably brought my cheaters. His weight was 232 pounds, total cholesterol 231, triglycerides 273, HDL 46, LDL 147, that's the lousy one, that's not good. Resting pulse 65, blood pressure 145 over 80 he was on medication. Then he went through our get fit program and after the get fit program he was down to 218, his total cholesterol had dropped to 158, triglycerides were down to 140, HDL was at 43, LDL was at 84, resting pulse 48 and blood pressure 107 over 68 and today this was probably six months ago I would say he continues to do a full intense workout. He does this insanity program for those of you who know insanity. So he went from doing nothing to doing the insanity program every day of the week, which is wonderful. So we've changed his lifestyle and we've changed a lot of people's lifestyles by the things that we're doing at Masters and we're promoting with them. So I just I want to be able to tell you guys that we were a small company who kind of took a leap of faith that this appeared to be a good idea and we were going to try to take control of our own destiny as it relates to health care. And it's proving to have paid off for us. So for those of you who are from small companies don't walk away going well, there's no way we could do this. We're too small. If you have enough folks in the area that would be willing to gather together and kind of join forces, it is possible. And a little birdie tells me that there are some local Sheboygan companies that are very close to having this be come to fruition for them too. So it is a possibility. So hopefully you can hear me. I've got a cold and my voice is a little lower than it. We have a comedian. Okay, here we go. I don't speak professionally very often, so I'll do my best here. You've heard some of this before. Can you see these slides? It takes courage and commitment for a business to make employee health a strategic initiative. A small percentage of our insured population can generate a disproportionate share of medical claims costs for the employer. However, our culture of health goes beyond improving the health of the 20% of our at-risk employees. It is equally important to engage the 80% of the healthy employees to ensure that they stay healthy. When done right, wellness programs create healthy activities to meet the unique needs of the individual. They foster personal accountability and empower employees to achieve their personal health goals. After all, healthy employees drive down claims costs. Thus, dawns the understanding that we must engage our employees in behavior that ensures good health. Corporate wellness was born out of this realization. There is much to do in the wellness arena. You cannot do it alone. Ask for help. I'm going to give you as much information as time will allow. My main topic is vitality and it may not be the perfect match for your company. But I encourage you to watch for a few helpful nuggets of insight that you might find along the way of my presentation. My employer is Kerchie Joe Incorporated, one of the world's leading manufacturers of machinery. We've been in business for 80 years and currently have 400 plus employees that are skilled which include electrical and mechanical engineers and assemblers, machinists, technicians, financial, sales, and administrative staff. We work two shifts, six days a week with varying start times within each department. Plus we have a weekend shift. 88% are men and 12% are women. The average age is about 43 which includes part-timers two of which are in their 80s. Of the 387 full-time employees 358 are enrolled in our medical plan. 259 are family coverage and 99 are single-plan coverage for a total of 1,112 bodies that we have covered under our medical plan. While we want all of our employees to be healthy we have that special interest in the medical claims of those that are insured employees and their families. Thus our wellness committee like your companies have its work cut out for them. The cornerstone of our wellness program is our two-part health risk assessment. Part one consists of the blood draw and the biometrics and part two is the results of our operations. Our 98% participation rate is a direct result of a 50% discount incentives in the medical premium offered to those who participate in the health risk assessment. This is not going to show up very well. I apologize. It's the slide that shows all the different activities that we have going on in our wellness plan. Our wellness committee has been slowly evolving the culture over seven years now. Some of the programs are now part of the life at Shoah. Others like Prevea's get fit exercise class are new and set to begin in March. So we create new programs and we discard those that no longer fill a need. It's a constant movement responding to the need of the employee as we create new behavior changes. But there's no standard definition of who will participate at any given time to any particular program. There's just a few small precious few that are thrilled and overjoyed at any given launch. So in fact reaching 70 to 80% rate of participation is the gold standard that we try to get virtually impossible to attain. So we try to create programs with and for our employees and not to them. This encourages regular participation and the folks are happy with the wellness program which brings me to the main focus of my talk. Back in 2010 Shoah's benefits committee realized that we needed to do more to engage our employees and our businesses. We were doing fine in our health risk assessments by lowering our risks slightly each year. But we were starting to plateau and we were also concerned about the number of claim costs for our spouses and our family members the children. So we turned to our broker and our humanities vitality program for three years. The three-step approach it starts with an interactive website that takes your health risk assessment results and it creates a personal health assessment pathway tailored for every member for the employee for and for the spouse anyone 18 years and older. And then as you improve your health through online tracking and interactive you attain goals and you earn rewards and the employee gets rewarded for exercising losing weight stopping smoking and more. The big selling points for us were that while some employees within Kurchoa weren't comfortable participating in the work setting vitality allows the employee to independently set goals and meet them at work or when and where they want it to and also the whole family can have fun earning vitality points by participating in activities it could be after school through rec department or school activities softball programs and then they can also have fun shopping at the vitality online mall. So this is the interactive personal website they see when they're on vitality it starts with this website that promotes engagement it features a vitality age that is again represented by your health risk assessment age results and it shows a point status over there there's a 500 points that this person has earned so far and more and then the next here it says there's a goal that was set and it's encouraging this is something I think they're biking and walking and they have 28 more days to go for that and the last thing they earn recent points they just earn 10 points for doing something so it's whenever you go on there they're encouraging you and there's multi layers on this website uh-uh so human vitality provides broad incentives for more than 30 activities it's not just based on fitness but also on education prevention and healthy living so for instance I have some things listed in yellow I'm just going to get down here so I can see terrific Tuesdays it's something that we have purveyor coming in for they do a lot of talks during our lunch hour and although participants if they go to about 90% of them we get vitality points for that uh-uh helix is our health process we get a bunch of points for having that done max pro is our uh-uh flu shots uh-uh weight watchers we have on-site weight watchers programs if our folks didn't do so well and helix and then they uh-uh in our health risk assessments and then they end up losing weight during the year well they get points then they don't have to wait till the next year to get points on the vitality we do that we get points for that so there are a lot of activities and then probably the exercise classes and we have our golf league we're fortunate enough to have a golf course on our site and I just found out that our golf league players are going to get vitality points for that this year so that's if they don't drink beer on the course so anyway so let me see my so let me see if I can continue here so this is the last slide on that part of it so members start earning points immediately as soon as they engage in vitality and there's five different statuses the more points they earn they move into another status level and the further along the status level they go the cheaper the products are on the virtual website benefit for them there's this little stimulus for them we've had folks we found out that last year one fellow he bought a lawn mower we have other people that bought bikes girl in our in our human resources office bought a designer handbag I didn't even know they were out there iTunes cards Amazon gift cards flat screen TVs just depends so some people are savers so they are going to get that TV other people are spenders they want that immediate you know reward so they get the the the the iTunes cards you know or the movie passes or the two for one dinner you know it all depends it's all up to you it's all individualized so it's a lot of fun they're having fun with this our current program fit well with vitality it was a really good match and after a year it's becoming part really about 50% of our insured folks are engaged many of our employees are wearing pedometers I have a pedometer on right now we're wearing them all the time we're wearing them all the time we wear them on a daily basis a year ago before vitality partnered with Joa maybe a handful of people wore them but just our wellness committee 50 pedometers already so we sell them we sell them for half price we buy them through Humana and then we sell them half price it's happening people do it have its change vitality has helped pull some of the pieces that we didn't that weren't quite working pulled it together and it's beginning to catch fire once this January is health risk assessment numbers get loaded onto vitality the talk around the water coolers is going to start again and people are going to be asking hey Greg what's your vitality age you know as I recently heard a local health care professional prevea proclaim high deductibles don't keep claim costs down healthy people do Joa is continually working on our culture of wellness and it's a win-win vitality may just be just what you need it's working for us at Joa there are a lot of resources for you to tap the granddaddy is well coa the wellness council of America which is the premier leader in wellness it's website is filled with tools educational webinars flyers resources you name it the state chapter chapter has an annual conference that is not to be missed you don't have to be a member to attend locally I'd recommend attending preveas bi-monthly wellness meetings held at Black Wolf Run for support for inspiration from other local businesses our next speaker can give you more information on that terrific opportunity thank you perhaps you received an email from the Sheboygan chamber who helped us facilitate a survey last year the purpose of the survey really was to identify what are some current activities that the business community is doing locally in the way of health and wellness and then we wanted to also identify what are some of the needs that employers have in the way of employee health and wellness so the survey was completed in May of 2012 there were 116 companies that did respond to that this is going to be difficult to see so I apologize but essentially we did ask you know one of the top things we were asked to speak to today is what can small companies do what large companies are doing and we can see here that the majority of respondents in this survey did in fact have fewer than 50 employees so this is this was the statistic from how many people work in your entire company so worldwide but then when asked how many people work in your company in Sheboygan County in fact 75% indicated again that they had fewer than 50 employees so I want you just to again as I think Tammy you are a smaller company a lot of this can still apply to you and sometimes partnering with another organization is the way to make it happen but so we recognize that there's a need for that additionally we asked people to indicate their business classifications so you know what kind of organization are you and we had really I think a great variety of manufacturing and services healthcare retail finance so just many different services then additionally we asked folks you know what kind of tools and resources would be helpful to you you know and so we received things information such as how to evaluate a wellness program who's a person I can talk to for ideas some sample letters things like that so as a committee we took a look at what kind of things do we use in our own programs what kind of things can we share with people while COA I think is a fantastic resource there are other groups such as the National Wellness Institute that has some great ideas but additionally we also identified with the Wisconsin WorkSite Wellness Toolkit which is actually a kit that the scan committee has referred to for some time so essentially what this is is that it is a no-cost resource available today and get some information on how to begin a wellness program maybe how to revamp it things like that this they have a new version this is actually produced by the Wisconsin Department of Health Services so they implemented a resource kit in 2010 it's actually a second edition they had revised it based on some feedback that they had and initially launching it and such so it's a really great resource on what has been effective and you can see here too you know that some of the focus areas are reducing the risk factors to chronic disease poor nutrition inactivity and tobacco use so what what I'm also introducing is a training that we're going to be offering for no charge there's some sign-up sheets at your tables where you'll be able to learn you'll receive a step-by-step guide on how to assess your work site identifying what types of activities to implement and then links to information and how to implement in ways to determine effectiveness so again it's all out there on the website but this will be a day for you to kind of walk through network there will be an opportunity for you to ask for help for a mentor for someone who's currently has implemented what they've learned along the way some of the great companies that have already done it have a lot of insight and so additionally at that time if you're a company such as that it's a great opportunity for you to come and speak with folks who are just starting out and such the trainer for that program is coming up John Morgan is his name and let me just get you his title here he's the physical activity coordinator for the Wisconsin Department of Health and he will actually be presenting this program in April he also provided a little bit a few statistics that I thought were interesting that I wanted to share with you today as well here is a statistic from the Harvard School of Public Health a news news file for dollars and cents of chronic disease only 251 dollars is spent per person on public health measures that prevent medical medical conditions before they occur versus 8,086 that is spent on medical care per person per year so that's after the fact so that's a ratio of 32 to 1 that we're spending on the after care versus prevention so I thought that was a very interesting statistic additionally and I think I think Jean you spoke a little bit about this as well but basically a lot of the chronic disease that we're seeing a lot of it has to do with the lifestyles that we're living world health organization estimates that 80% of heart disease stroke type 2 diabetes and 40% of cancer could be prevented if we could get Americans to stop smoking to eat healthier and to get in shape so here's the fact which we have proven today by some of our previous speakers is that you can change behavior you can reduce health risks and it will reduce health care costs a little bit return on investment this is a study from an issue brief in September of 2005 from the Wisconsin public health and health policy institute there's lots of reports out on what and as Tammy started off her talk to talk about health and wellness as being an investment so you know the return on investment two to five dollars for every one dollar spent as an average you know that's recognized in the industry again noting some of the things which I think is worth looking at all of that so again this is just an invitation for you all to join us April April 10 at Sargenna Implemです who is kind enough to offer their venue for the training that will be happening and the purveyor are also providing lunch they partner to provide lunch so that will be a great opportunity I wanted to tell you a little bit about what we're doing at Prevea under the umbrella of health and wellness with corporate groups. We kind of look at it as a pyramid and we truly believe that the foundation of the health and wellness experiences education and awareness. It's hard to know if you're not doing well if you don't know how you're doing, right? Fitness programming has been a great addition to our service offerings as well as medical programming and then the on-site clinics, which you heard a bit about. I'll tell you about some of these programs as well. Although not a lot of detail on the on-site clinics, I knew Tammy would be covering that. So we talk about what are some of the traditional offerings that we've seen in the workplace and we had things like occupational medicine, work or safety, ergonomic assessments. Are you sitting at your computer correctly? Productivity management, screenings and blood work and health risk assessments. Some of the newer offerings, what we did at Prevea is we took a look at what we're doing in our clinics and asked what can we bring on-site to the employer to make it more convenient to have that camaraderie with the employees and to be where they are for the majority of their day or a good majority of the day. So we developed in partnership with the Sports Corps the on-site fitness programs and I'll show you a success story that we had in addition to what some of the other folks had as well. We're doing additional on-site medical screenings, the chronic disease programming. I'll talk a little bit more about lunch and learns, wellness consulting, nutrition services and then the on-site health and wellness clinic. So for education, there's a lot of different resources and ways that you can get this to employees. Again the scan website is a great place. WellCo is a great place. Prevea does actually also offer you can you know sign up to be on our mailing list and receive some flyers and posters and things like that. And lunch and learns, we do come on-site, have our providers come out and speak on specific topics. Wellness challenges is a really fun way to get education. So doing things like when you do your biggest loser challenges and things like that to have you know emails that go out that give people information on why it's healthy to lose weight, things like that. It just makes it, if you're in a competition, sometimes makes education not really feel like education. And then also having lunchroom displays where you're looking at maybe portion sizes or you know how the amount of salt that you see in chicken nuggets and all kinds of good little tidbits that you get visuals from there. So here's just a statistic on a group we worked with, Mayor Price Financial in Green Bay. They participated in the get fit program, which again is a 12-week program. We come in and get your employees moving. You really don't need anything more than an empty conference room for us to come in to get you moving twice a week for an hour each day. And we'll bring in things that are easy to transport so you can bring in things such as your yoga mats, exercise balls, exercise bands, things like that. And we're going to get you moving. And we see this over and over and over again, the return on investment and the accomplishments that these participants make. In this particular class, there were 12 participants that completed the initial testing and measurements. The group had a total weight loss of 81 pounds, an average weight loss of 6.75 pounds per person. The total inches lost were 78 inches. And again, per person, the average inches lost was 6.5 inches. Average strength improvements in the upper body was 18.5 percent. In the core, 34 percent. And lower body, 63 percent. And it really is amazing, you know, to be at some of these post-evaluation events and to see people doubling how many push-ups they could do than they could do 12 weeks prior and things. So it's very inspiring. Medical programming is where we're focusing more on really targeting individuals in a chronic disease state or in a pre-chronic disease state. So your pre-diabetics, folks with metabolic syndrome who are at a high risk for diabetes, stroke, heart attack, is really focusing on, again, education for these folks. They meet twice a week for 10 weeks. They receive education and they're also getting fit. And so we're getting them moving again twice a week. We had done an initial, this was actually statistics from our pilot program, which is a couple years old now, but we had 14 people screened. 11 of them actually qualified to be in the program. And then it just tells a little bit about the program here. They do set goals, their own goals, and try to meet them throughout. So after 12 weeks, again, the group lost a combined 85... I know I was conflicting in that it's now a 10-week program. At this time it was a 12-week program. So they lost a combined total of 85 pounds. They decreased their body mass index of 14.66 points, but more importantly, they changed the quality of their lives and invested in healthier lifestyles. A significant shift that they've made. They've actually, out of 211 employees who were over the five years, moved 50... They used to have, let's see, 98 employees in the low category. Excuse me, if that's wrong. They had... I need my readers to here. 65. Can I read 55? 55 in the low category, low risk. You want to be in low risk. They now have 98 individuals in the low risk category. And they also shifted from having 102 people in the medium category to 80. I think a lot of them went to low. And they also reduced significantly. I can't read it here. I apologize. I don't have the numbers. You can read it. Thank you. So decrease the amount of people who have high risk. So, yes, wellness programming does work. Find out what works for you. You know, not every program is for everyone. Not everyone needs a biggest loser challenge, but maybe they need some different ideas on how to be healthy and make small changes that make a big difference. So that's it. And I know there are clinics that are up and running. Has there been any determination of whether businesses could be added, even as a group? Or, yes. Well, we actually are always open to learning of new ones in the climate area. We've talked to some because I've been in HR in this area for over 15 years. I know most of the HR folks, but generally what becomes an issue is the travel to the climate. They're concerned that their employees will not travel to the climate. So you may want to speak about some of the opportunities coming to the Schwoigen area, but we are always more than open to talk to companies that might be interested in joining us. Our smallest group, PTX, has 36 employees. So just to give you an example. I would agree with that. We do have some Schwoigen employers who are working on a clinic. We're hoping to open on July 1st. And so I think just talk to us or talk to each other, like Tammy said. We're happy to let you know what's happened. And if you are talking amongst yourselves with other employers, you know, for this opportunity, we can take the presentation. Thank you for that information, Amy. Absolutely. Bring us here and get a chamber and talk about it. Absolutely. That's a really great idea. Right. Great. One thing I didn't touch on which may be a question that some of you have is we basically take the number of employees that each company has in January and again in July. And that's the number that we use to prorate those fixed costs. And then each company pays their own medical costs. So as they are seen by the providers and incur the actual service charges, they get a separate bill for them for that. So is that over and above your numbers that you showed for employee? No, that's ours. The numbers I shared had everything in it. Okay, all the fixed costs and all of the variable medical costs. And Tammy, did what the employer paid when they went to all that provider? Our employees do not pay anything. It's free of charge. That's an important point. So master's gallery pays all of that. But there's some employers that probably have. Yes, they do. They do have a fee that helps offset some of that cost for the employer, but also I say we can figure it out together. Right. The clinic that's in Plymouth is is it big enough feasible to have like a session out there where people companies might be interested would come up, go out there and hear more details, but also be able to see what actually is out there. Sure, we, we actually what we have meetings that we utilize the conference room that purveyor has in that building. So even, you know, depending on the side of the group, we use the physical therapy space. Yes. Yeah, I think we could just do with it. Okay, did you work at the facility? I was just going to say, don't forget about the April session on worksite wellness because I think there'll be some dialogue there to bring up the opportunity to speak with some of the girls that have a program. And we'll promote that too. I see representative Endley, right? Can I jump in just for a quick second? Yes. Hot off the press. Apologize I was planning on being here, but I'm meeting a two rivers that ran late. So now I've got another one running late too. But based on the subject matter of today, there is a bill out for co-sponsorship that just came out in an effort to help produce a healthier, more productive workplace in Wisconsin. We're introducing the Healthy Jobs Act. Basically, what it is, it's a tax credit for small businesses. If they begin a wellness program within their company. So with my normal modus operandi is when I get bills, as I obviously read the bill first, then I do some research on it. And then I check with both sides. If there's a side that I think is pro and con, I check with both of them. I'm getting very positive feedback. But what better way than to talk to you guys and maybe just by a show of hands? Would you be in support of me voting for a bill that would offer a tax credit? Is it an income tax credit or property tax credit or a sales tax income or franchise? What's that? Income or franchise up to 30% of the cost. Small business specifically small business on this bill. Any trade tax? I think it's some of the numbers that I caught when I first came in, kind of jibed with mine as far as what the payback is on a wellness program. So I don't see any downside, but it'd be good just to see what you all think. Manufacturers are facing nothing in terms of the fact that there's sort of like a benefit for them. Well, that's undetermined yet, I guess. That has been talked about and we don't have an answer for that yet on the manufacturing side. Okay, great. Thanks. Okay, thank you. Okay, I think we're, if any questions, I think the speakers might be available for questions afterwards or at their place of employment. So again, I'd like to thank them all for sharing some of these two bits of knowledge.