First statewide examination of more than 300 employers shows declines in every risk factor DENVER, CO – Early findings from the first study of statewide wellness programs reveal reductions in health risks in workers receiving wellness services. The study is charged with determining the impact of wellness programs on health risks, productivity and workers’ compensation costs. The study, which is examining worksites using Pinnacol Assurance’s Health Risk Management program, shows that program participants have experienced a 25 percent drop in cancer risk, a 35 percent decline in smoking rates and a 25 percent reduction in depression risk in just three years. “We’re seeing improvements in health throughout Colorado and for businesses of all sizes,” said Karen Curran, Pinnacol’s Director of Health Risk Management. “While we’ve known the impact wellness programs have had on large organizations, these results show that wellness programs also work extremely well for small businesses. While the study has shown that wellness programs have reduced health risks and improved productivity, data on workers’ compensation costs is not yet available because researchers are still gathering a critical mass of claims information.” Participants in the Health Risk Management program have also decreased stress risks by 23 percent and have shown double-digit improvements in fitness and nutrition levels. Researchers have seen a decline in almost all chronic condition groups as well as a 12.5 percent decrease in the number of participants with three or more chronic conditions. Curran will present three years of data from the five-year study April 30th at the 2014 Colorado Culture of Health Conference, where employers and health professionals can learn more about wellness programs. The study includes 330 Pinnacol Assurance policyholders across the state, employing just over 31,000 eligible participants. Half of the policyholders in the study have less than 49 employees. Pinnacol, Colorado’s largest provider of workers’ compensation insurance, is conducting the research in partnership with the University of Colorado School of Public Health, the Integrated Benefits Institute, Emory University, and Colorado State University. Factors that impact the cost and frequency of a workers’ comp claim include high blood pressure, diabetes and obesity. Employees participating in the HRM program complete a health risk appraisal and receive a wellness profile that provides them with information on their health risks as well as their healthy behaviors. They also have access to telephone coaching, tobacco cessation resources, online help and podcasts for additional support. In addition, some employers may offer incentives (ranging from gift cards to premium discounts for health insurance) for participation. Pinnacol provides employers in the program with planning guidance and implementation assistance. The employers also receive aggregate reports detailing workforce risk factors. The study has shown important differences in engagement rates and outcomes between small and large employers. Large employers appear to have lower worker participation rates and – unlike small companies - participation at large firms seems to be linked to incentives. “The results indicate that although it is resource intensive to reach out to small employers, the results may ultimately more than offset the effort required,” said Lee Newman a professor at the CU’s School of Public Health and co-director of Health Links Colorado, which is focused on providing wellness resources for small employers. The HRM study will continue through 2015.   For more information about the Colorado Culture of Health Conference visit: http://www.coloradocultureofhealth.org

Join us for the 7th Annual Colorado Culture of Health Conference on April 30th at the Denver Marriott City Center. This full-day conference is dedicated to helping employers design value-based benefits and health management programs. Attendees will have the ability to attend a wide variety of educational sessions that address a range of issues - from developing a basic wellness program to creating an advanced wellness initiative with top-level management buy-in. Speakers include wellness experts from the Colorado School of Public Health, Pinnacol Assurance, U.S. Centers for Disease Control, the Anschutz Wellness Center and leaders from employers such as CoBiz Financial and Denver Water, that have implemented successful wellness programs. Please visit www.ColoradoCultureofHealth.org for a full list of speakers and break-out sessions. We hope to see you there.

The Leapfrog Group has reported a drop in the rate of maternal early elective deliveries nationally. In 2010, the Leapfrog Group began asking hospitals to report early elective deliveries. Regarded as the gold standard in evaluating hospital performance, the Leapfrog Hospital Survey measures and publicly reports on national standards of safety, quality and efficiency. About 750 hospitals, accounting for about half the births in the United States, complied. According to Lisa Binder, president and CEO of Leapfrog, the rates they found shocked a lot of people. Even hospitals didn’t know how high their rates were. While the American College of Obstetricians and Gynecologists has warned against early elective deliveries — inductions or cesarean (C-section) procedures performed prior to 39 completed weeks gestation without medical necessity — for more than 30 years, the 2010 Leapfrog results showed these deliveries accounted for 17 percent of neonatal births. In 2013, the government’s Centers for Medicare and Medicaid Services began requiring hospitals to report dada on elective deliveries. By measuring and publicizing rates of early elective delivery, purchasers and providers have been able to see the financial and health implications of their procedure choices. In the case of early deliveries, clinical trials have shown that infant mortality is at least 50 percent higher for babies delivered at weeks 37 or 38 weeks, versus being delivered at 39 or 40 weeks. These babies are also more likely to suffer breathing, feeding and developmental problems. Besides health risks, elective C-sections also cost a lot more than traditional child birth. And due to an increased risk of complications, fewer early deliveries also means fewer babies in the neonatal intensive care unit – one of the most expensive rooms in the hospital. Last year the national average was down to 4.6 percent, a drop of 73 percent in three years. Colorado was one of the nation’s leaders, with a rate of 3 percent (see chart for a year-by-year comparison). “In health care, we talk about a 1 to 2 percent change as spectacular — wow, we’ve really improved,” said Leah Binder, the president and chief executive of The Leapfrog Group. “I have never in my career seen anything like the progress we’re seeing on early elective deliveries.” Measuring and publicizing rates of early elective delivery has revealed the dimensions of the problem. It tells the hospitals how they are doing, allows patients to choose safer hospitals, creates competition for hospitals to increase their safety standards, and creates the basis for payment reform around delivery procedures. The Colorado Business Group on Health is proud to be part of the solution as the Colorado Leapfrog Regional Rollout. The mission of the Leapfrog Group is to activate leaps forward in the safety, quality and affordability of health care by making the American public aware of a small number of compelling and easily understood advances in patient safety. Their mission is to do so by specifying a simple set of purchasing principles designed to promote these safety advances, as well as overall customer value. Early Elective Deliveries in Colorado and Nationally | Create Infographics

On Thursday, March 13th, employers will gather at the Antlers Hilton in Colorado Springs from 11:00am to 3:00pm to help shape the healthcare landscape in our community through the use of existing resources and programs. Sponsored by the Colorado Springs Regional Business Alliance, the Colorado Business Group on Health, and Merck Pharmaceuticals, this information packed event is designed to give business leaders the opportunity to learn, share and explore innovative solutions for health care issues impacting the community. Key speakers include William J. Cherrier with Colorado Springs Utilities, Katherine Blaire, Senior Policy Advisor of Health to the Governor’s Office, and Dr. Bruce Sherman, Consulting Corporate Medical Director for Wal-Mart Stores and Director of Health and Productivity Initiatives for the Employers Health Coalition of Ohio. “There are some fabulous collaborations and partnerships in southern Colorado and great potential to make a truly meaningful impact on the health care system in that region,” states Donna Marshall, Executive Director of the Colorado Business Group on Health. Employers have an impactful role to play in how health care delivery and benefit design evolve in their marketplaces. Interested parties can visit http://www.eventbrite.com/e/good-health-businesses-making-a-collective-impact-registration-10511715825 to register until Wednesday, March 12th, or pay $20 at the door. Members of the Colorado Springs Regional Business Alliance and the Colorado Business Group on Health can participate at no charge. A full agenda is also available on line. Dr. Bruce Sherman, Consulting Corporate Medical Director for Wal-Mart Stores and Director of Health and Productivity Initiatives for the Employers Health Coalition of Ohio, will speak on Employer Strategies in a post-ACA environment. “Anytime a community or region approaches innovation in health care collectively, the potential for change is powerful and practical.” -Dr. Sherman

  Want to encourage your employees to carpool, bike, or use public transit to get to work?   Here's an easy way to look up the commute options in your area! Visit mywaytogo.org (also linked from image below) and enter your information. The site will bring up a list of transportation options and show you the CO2 emissions, calories burned, or costs incurred for each option.  

Are you interested in learning more about employer health care strategies and local projects that are changing the way employer's buy health care? Each month, the Colorado Business Group on Health organizes an event for our members and friends to network and learn about programs that are adding value to the health care system and policies that are affecting our local market. Please visit the Calendar Page at www.cbghealth.org to see when our next meeting will be. Our monthly board packets are available for download here. If you would like to attend one of our upcoming meetings or request additional information about CBGH, please email [email protected] We look forward to seeing you at one of our upcoming meetings! Sincerely, Nicole Meyer Communications Manager Colorado Business Group on Health 12640 W. Cedar Drive, Suite A Lakewood, CO 80228 303-922-0939 (phone) 303-922-0938 (fax) Changing The Way Employers Buy Health Care! Upcoming Events Thursday, February 13 CBGH Monthly Meeting Tuesday, February 18 Denver Business Journal: Health Care - What's Next? Thursday, March 13 CBGH Monthly Meeting* *Special Event in Colorado Springs      

Director of Total Rewards (Job ID 71) Original Job Posting: Jan. 9, 2014 Description: Human Resources 235 paid days per year FTE: 1.0 Salary Range: Commensurate with experience Essential Functions and Objectives: The Director of Total Rewards champions innovative, "best in class" Human Resources practices and leadership that will enable the district to meet its progressive goals. Provide direction, leadership and delivery of customer-focused human resources services and solutions to designated district executives, administrators, managers, and employees. Responsible for region/quadrant as well as district-wide programs. Areas of service may include benefits, compensation, and other areas. Directly manages and mentors assigned staff, and effectively oversees budget, fiscal and resource responsibility. Develop, communicate and administer competitive total rewards strategies, including compensation, benefits, retirement, engagement and other work experience programs, that are cost effective and consistent with labor market trends and organizational objectives. Ensure compliance with all governmental regulations related to compensation and benefits programs. Provide leadership to and direct supervision of total rewards team members through effective coaching and performance management. -Resolves disputes and communicates with clients in cases that cannot be routinely handled by members of the total rewards team. Oversee the review, communication, and implementation of the annual benefit programs open enrollment process and the annual total compensation review. Oversees collection, audit and evaluation of data to ensure regulatory compliance and evidence-based decision making. Participates as an active member of the HR Leadership Team to develop high impact solutions that meet organizational objectives. Other duties as assigned. Knowledge, Experience, & Other Qualifications: Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) certification required. CCP or CBP preferred. A minimum of seven (7) years' Human Resources experience. Five (5) years or more management experience in a customer-focused, fast-paced environment. Experience in re-engineering operations and processes, developing new strategies, and leading change initiatives. Demonstrated experience in problem solving, customer relationships and partnerships, project management, risk taking, encouraging diversity and quality orientation. Experience and proficiency with Microsoft Office (e.g. Excel, Word, Access and PowerPoint). Education Requirements: Essential: Bachelor's degree in Human Resources, Business or related field. Advanced degree preferred. About Denver Public Schools: Our Human Resources Team is an integral part of DPS. Although we aren’t always in the schools, we’re in it for the kids. We work closely with our school leaders to ensure we’re putting great teachers in every classroom, and take great care to ensure DPS hires and retains the highest quality candidates for all roles throughout the district. We do this by incorporating our Shared Core Values—Students First, Integrity, Equity, Collaboration, Accountability and Fun – into everything we do. Additionally, we support retention of our valued team members in a variety of ways including facilitating professional development and performance management activities and designing and managing Total Rewards Programs to help Team DPS achieve health and wellness for themselves and their families. When you join us, you join a dedicated, diverse team of over one hundred professionals who come from many walks of life. One thing we all share is a deep sense of commitment to support Denver Public Schools’ vision: Every Child Succeeds. Denver Public Schools is committed to meeting the educational needs of every student with great schools in every neighborhood. Our goal is to provide every child in Denver with rigorous, enriching educational opportunities from preschool through high school graduation. DPS is comprised of 185 schools, including traditional, magnet, charter and pathways schools, with an enrollment of 88,000 students. Of those, 58% of the school district's enrollment is Hispanic, 20% is Caucasian, and 15% is African American. Seventy-two percent of the district's students qualify for free and reduced lunch. Under the leadership of Superintendent Tom Boasberg and guided by the tenets of The Denver Plan, DPS has become the fastest-growing school district in the country in terms of enrollment and the fastest- growing large school district in terms of student academic growth. DPS is committed to establishing Denver as a national leader in student achievement, high school graduation and college career readiness. Denver Public Schools is an Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, national origin, sex, sexual orientation, age, disability, or any other status protected by law or regulation. It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors. For more information about this job, or to apply, please visit https://dpsjobboard.dpsk12.org/ltmprod/CandidateSelfService/controller.servlet?context.dataarea=ltmprod&webappname=CandidateSelfService&context.session.key.HROrganization=1&context.session.key.JobBoard=EXTERNAL&_saveKeys=true&JobPost=1&JobReq=71&context.session.key.noheader=true

Please join Donna Marshall, Executive Director of CBGH, tomorrow afternoon at Business for Health: A Forum on Fostering Healthy Workplaces. Donna will participate in a panel with Kelly Brough of the Denver Metro Chamber, Khanh Nguyen from the Colorado Health Foundation, and Larry Wolk from the Colorado Department of Public Health & Environment. Their panel, “Why do we need healthy workplaces? How can we help businesses create healthy workplaces?”, will explain the impact of health to an employer’s bottom line and productivity. This meeting is hosted by the Vitality Institute and the Denver Metro Chamber of Commerce at Excel Energy’s offices. For more information, or to register, please visit: http://www.eventbrite.com/e/business-for-health-a-forum-on-fostering-healthy-workplaces-registration-9053915505

Among the businesses eyeing the growing market for employer self-funding is one of Colorado's health systems, the University of Colorado Health. Starting in January, the University of Colorado Health is going to start offering a range of self-funded plan options to employers with at least 75 workers, under a new division called UCHealth Plan Administrators, formed through the merger of two legacy plan administrators in the state, Medical Network and United Medical Alliance. With six hospitals and a number of clinics and pharmacies across the state, the University of Colorado Health is billing itself as one of the only health systems in the Rocky Mountains to offer administrative and benefit design products for employers looking to self-fund. “Employers are beginning a new era of directly providing coverage and care for their employees, and our focus is on helping them navigate this efficiently and simply,” Kathy Major, executive director and VP of UCHealth’s new division, said in a media release. “In addition to the cost savings, we’re bringing these businesses and employees into a network of physicians and nurses that is among the best in the country,” Major said, noting self-funding savings estimates of 10 to 20 percent for many employers. The two merged administrators forming the new division handle enrollment, claims processing and other administration for part of the University health system and for 19 other large employers with about 19,000 individual and family members. With the new offerings, UCHealth is hoping to attract new businesses from greater Denver and northern and southern Colorado. Major, who previously worked for Colorado’s largest third party administrator, CNIC Health Solutions, said a key part of their goal is to “customize a benefit approach designed to meet each individual employer’s needs, balancing cost with quality,” with self-funded administrative services for high deductible plans, health savings and reimbursement accounts and prescription drug plans, along with stop-loss insurance. Plan members will also have their electronic medical records available to them remotely. “That means people can see their own test results as soon as they become available, monitor their health histories, request appointments and email their physicians 24/7, thus taking control of their own care,” Major said. In addition to avoiding a number federal benefit regulations and the premium excise tax, UCHealth noted in a media release than self-funded plans don’t have to pay Colorado state insurance premium taxes. Story Shared From HEALTHCARE PAYER News: http://www.healthcarepayernews.com/content/colorado-health-system-gets-self-funding-biz