Keas
@KeasKeas is an employee engagement platform that fulfills employer benefit desgins. #WeTaketheStairs #healthmanagement #healthtech
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@Keas Personlised benefits could cut costs of employee healthcare #LetsGetDigital digitalhealthage.com/personlised-be…
We agree with @RANDCorporation on this: "Broad un-targeted programs don't work." That's true! #prev15
Keas Take: If you consider lifestyle programs on-site wellness centers, it's no wonder you're getting terrible results. #prev15
Lifestyle Management programs WILL drive reduction of costs if they're relevant, easy to access and have real marketing behind them. #prev15
Wellness programs don't save $ @RANDCorporation: Keas take: Why? They aren't integrated, aren't personalized & comms are terrible. #prev15
Prevention programs: poor participation rates w/out incentives @RANDCorporation (Keas take: marketing of prev programs is terrible) #prev15
Programs w incentives have higher participation rates - 50% with any reward, substantial rewards (+$100) up to 70% @RANDCorporation #prev15
"Comprehensive programs have highest participation rates" - #prev15 @RANDCorporation
Five typical configurations of "wellness programs"says RAND - fall between disease management, screening, lifestyle management. #prev15
@bmerberg agreed! In short, incentives are just a start of behavior change. But intrinsic motivators designed for specific risks are needed.
Next up: Dr. Soeren Mattke, MD, Senior Scientist and Managing Director, RAND Health Advisory Services #prev15
@bmerberg what do you disagree with? Difficult for us to share our full opinion on Twitter in 140 characters. :)
Need to look at multiple parameters to determine CAD risk into an algorithm that weights them appropriately. #prev15
Half of all people who have heart disease, first presentation of this is they are dead or have a heart attack. #prev15
New speaker -- heart disease is a silent process. Everyone has sign of heart disease starting at age of 8. #prev15
A number of unresolved issues - these proposed EEOC regs only address ADA, nothing on GINA yet. #prev15
EEOC is proposing 30% on participatory and health-contingent programs. Not willing to allow 50% limit for tobacco biometric findings #prev15
EEOC acknowledges in writing that incentives can be used - can't exceed 30% of total cost of employee-only coverage #prev15
EEOC says employers must provide notice re: what medical information will be obtained, what will be used, who will receive it, etc #prev15
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