Integrating its employee wellness, productivity and health care programs into a unified strategy helped Kraft Foods Group reduce its medical spending growth trend from 8% in 2009 to 1.2% in 2012. In addition, the Dallas-based food giant increased employee participation in health risk assessments from 39% to 99.5% between 2009 and 2010. Its employees have improved clinical outcomes and better health, based on health risk scores.
The magic bullet: Through an integrated strategy since 2010, the company has targeted its outreach efforts. Examples: a high-deductible health plan and health savings account, a four-tier prescription drug benefit program, surcharges for employees who opt out of healthprograms and incentives of up to $500 for each employee who takes steps to manage and improve his or her own health.
The company worked with, vendors and managers. It asked employees for feedback, collected and reviewed metrics and made adjustments to the programs when necessary.
Notes Kathy McAlpine, senior director of benefits, the company didn’t rush the program. “The overall strategy has to be implemented thoughtfully, with an understanding that changing behavior is a process and too much change too quickly can be overwhelming,” she says.
Contact: Kathy McAlpine, (847) 646-4538.
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