• Employee Communications
  • About Us
  • Client Work
  • Our Team
  • Creative Solutions
  • Recognition
• Compliance
  • Crosscheck
• Executive Compensation and Corporate Governance
  • Corporate/Board Governance
  • Executive Compensation
  • Not-for-Profit and Higher Education
• Health & Welfare Benefits
  • Innovative Plan Design Strategy and Analysis
  • Claim Audits
  • Dependent Eligibility Audits
  • Budgeting/Financials
  • Data Mining and Benchmarking
  • Wellness/Individual Health Management
  • Health Plan Compliance
  • Network Analysis
  • Prescription Drug Benefits
  • Vendor Competitive Bidding and Renewal Negotiations
  • Funding Arrangements
  • Retiree Health and VEBAs
  • Healthy Enterprise Initiative
  • Consumer-Driven Health Plans
• HR Technology and Automation
  • Business Case Development
  • HR Business Process Redesign
  • HR Software & Services Selection
  • Insource/Outsource Decision
  • Process & Technology Assessments
  • Project Management & Implementation Oversight
• International HR and Benefits
• Investment Consulting
• Organization and Talent
  • Strategic Workforce Planning
  • Organization Design and Assessment
  • Operating Models and Work Systems
  • Talent Standards, Development and Succession
  • Retention Management
  • Strategy Execution
  • Human Resources Functional Effectiveness
  • Employee Value Proposition
  • Effective Performance Management
• Performance and Rewards
  • Pay for Performance
    • Incentive Plan Design
    • Base Pay Delivery
  • Total Rewards Strategies
  • Compensation Structure
    • Job Structure and Evaluation System
    • Salary Structure
    • Pay Equity
  • Effective Performance Management
• Retirement Benefits
  • Actuarial Services
  • Plan Design
  • Plan Governance
  • Risk Assessment and Mitigation
  • Investment Management
• Sales Force Effectiveness
  • Sales Strategy Development
  • Sales Force Organization
  • Sales Strategy Execution
  • Sales Strategy Support

Wellness/Individual Health Management

One way employers can contain costs and better serve employees is by encouraging employees to take care of their own health. Through behavioral programs that reduce the prevalence and severity of illness in a population, employees can enjoy a better quality of life, and the plan's claims costs will decline.

There is increasing evidence that wellness and disease management programs can improve patient health and reduce costs. For example, a recent study monitoring a community-based diabetes management program demonstrated an 18% reduction in per participant claims costs after 2 years and a 39% reduction after 5 years.

Sibson works with plan sponsors to establish effective health management programs that support employees and their dependents. These programs include:

• Wellness and prevention programs
• Chronic disease management
• Catastrophic claims management
• Patient education and self-help programs
• Complementary care alternatives
• Incentive programs

To learn more, see:

• "Is Your Wellness Program a Scattershot Effort... or on Target to Serve Employees and the Organization," June 2008 Perspectives
• "DOL Issues Checklist for Wellness Programs," March 10, 2008 Capital Checkup