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But do they work?
Given the available data, it's hard to parse how much
of the reported savings from such programs come from
improved health, and how much from the frequent
pairing of such programs with high-deductible policies.
"We just don't know how effective (incentives) are,"
Volpp says. There is pretty good evidence they help
smokers quit, he says, but less that they prompt
workers to lose weight and keep it off.
Volpp says the medical literature shows they work best
when participants have choices: get below a certain
BMI, or lose 5% of current body weight, for example.
And, he says, rewards should be immediate. "If you
want the employee to do a health assessment or
(medical) screening, you should give them the reward
right after they do it," Volpp says.
At Jones Lang LaSalle, workers who make a pledge —
on the honor system — that they don't smoke, or will
take a stop-smoking class, and achieve a healthy
weight, get 10% off their contribution toward insurance
premiums.
USA Today/ - News, Seg, 02 de Abril de 2012
CLIPPING INTERNACIONAL (Supreme Court)
In 2010, the firm added a cash bonus program,
offering $50 to workers who get a physical and another
$50 for every one of four medical tests they take:
weight, blood pressure, glucose and cholesterol, plus
an extra $50 if they do all the tests. If they meet
specified goals — or complete a coaching program —
they receive the money as a cash bonus. Spouses and
domestic partners are also eligible, says Howard
Futterman, senior vice president of benefits.
Last year, 65% of employees participated. While it's
early, he says, indications are the program is having
an impact on costs: Health spending rose 6% in 2010,
but only 3% in 2011.
"Our long-term goal is to make health and well-being
part of our culture and everyday values," Futterman
says. "When people start doing it naturally and you
don't have to pay them for it, that's when you know
you've succeeded."
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