Health programmes for school employees: improving quality of life, health and productivity

School health programmes in the 21st century could include eight components: 1) health services; 2) health education; 3) healthy physical and psychosocial environments; 4) psychological, counselling, and social services; 5) physical education and other physical activities; 6) healthy food services; and 7) integrated efforts of schools, families, and communities to improve the health of school students and employees. The eighth component of modern school health programmes, health programmes for school employees, is the focus of this article. Health programmes for school employees could be designed to increase the recruitment, retention, and productivity of school employees by partially focusing each of the preceding seven components of the school health programme on improving the health and quality of life of school employees as well as students. Thus, efforts to improve the quality of life, health, and productivity of school employees may be distinct from, but integrated with, efforts to improve the quality of life, health, and education of students. School employee health programmes can improve employee: 1) recruitment; 2) morale; 3) retention; and 4) productivity. They can reduce employee: 5) risk behaviours (e.g., physical inactivity); 6) risk factors (e.g., stress, obesity, high blood pressure); (7) illnesses; 8) work-related injuries; 9) absentee days; 10) worker compensation and disability claims; and 11) health care and health insurance costs. Further, if we hope to improve our schools' performance and raise student achievement levels, developing effective school employee health programmes can increase the likelihood that employees will: 12) serve as healthy role models for students; 13) implement effective school health programmes for students; and 14) present a positive image of the school to the community. If we are to improve the quality of life, health, and productivity of school employees in the 21st century: school administrators, employees, and policymakers must be informed about the need and the means to do so; school employee health programmes must become part of the culture of education and the expectation of educators; and colleges that prepare school administrators and other school employees must provide the pre-service and in-service training, research, development, and leadership to make it happen. This article outlines ten actions that can be taken by school districts to build or improve school employee health programmes, and a list of websites that provides more detailed information about such programmes.     

The cost of depression in the workplace

Depressive disorders in employees and their dependents pose a major occupational health challenge, with implications for productivity, competitiveness, disability program utilization and medical care costs. The following article shows just how big an impact depression has had on the benefit programs of a major Midwestern employer--generating over half of all mental healthcare diagnoses and claims and even more days of disability and 12-month recidivism than chronic physical complaints such as heart disease, diabetes, high blood pressure and low back pain.     

Health and productivity management: establishing key performance measures, benchmarks, and best practices

Major areas considered under the rubric of health and productivity management (HPM) in American business include absenteeism, employee turnover, and the use of medical, disability, and workers' compensation programs. Until recently, few normative data existed for most HPM areas. To meet the need for normative information in HPM, a series of Consortium Benchmarking Studies were conducted. In the most recent application of the study, 1998 HPM costs, incidence, duration, and other program data were collected from 43 employers on almost one million workers. The median HPM costs for these organizations were $9992 per employee, which were distributed among group health (47%), turnover (37%), unscheduled absence (8%), nonoccupational disability (5%), and workers' compensation programs (3%). Achieving "best-practice" levels of performance (operationally defined as the 25th percentile for program expenditures in each HPM area) would realize savings of $2562 per employee (a 26% reduction). The results indicate substantial opportunities for improvement through effective coordination and management of HPM programs. Examples of best-practice activities collated from on-site visits to "benchmark" organizations are also reviewed.     

How to present the business case for healthcare quality to employers

Many employers in the US are investing in new programmes to improve the quality of medical care and simultaneously shifting more of the healthcare costs to their employees without understanding the implications on the amount and type of care their employees will receive. These seemingly contradictory actions reflect an inability by employers to accurately assess how their health benefit decisions affect their profits. This paper proposes a practical method that employers can use to determine how much they should invest in the health of their workers and to identify the best benefit designs to encourage appropriate healthcare delivery and use. This method could also be of value to employers in other countries who are considering implementing programmes to improve employee health. The method allows a programme that improves workers' health to generate four financial benefits for an employer - reduced medical costs, reduced absences, improved on-the-job productivity, and reduced turnover - and uses accurate estimates of the benefits of reducing absences and improving productivity.     

Integrated Health Management

Patients now have a more active role in medical decisions than ever before. Their growing participation has influenced the health industry enormously, and is undoubtedly an irreversible trend. With access to abundant health information, patients are more informed about disease, diagnosis, and treatment options. Demand management supports patients by encouraging and enabling appropriate use of this information by using decision and self-management support. Demand management call centres also integrate information from other sources, and measure and report the outcomes of care. An effective demand management programme enhances a physician’s practice by helping patients make use of relevant information and accomplish the directives for care. Physicians also benefit from increasingly efficient communication technologies that allow electronic transfer of ‘real-time’ patient care data. Thus, the demand management programme becomes an essential liaison between patient and physician rather than an unwanted interloper. Moreover, involving physicians in the development, implementation, and management of the demand management programme will promote acceptance and cooperation.Transcending the boundaries of their original design, demand management programmes have expanded their utility by providing non-clinical customer services and by reaching out to individuals who are most likely to benefit from support. Through inbound and outbound telephonic exchange, the demand management programme has become an excellent repository for collecting and consolidating patient-specific data that can be used to monitor health status, influence health behaviours and track outcomes. Demand management may soon become the fundamental backbone of integrated health management’s web of coordinated data streaming from multiple sources, delivering information where and when it will be used most effectively, and ensuring the programme’s continuing focus on the patient.     

Occupational health in Brazil

Brazil is a recently industrialised country with marked contrasts in social and economic development. The availability of public/private services in its different regions also varies. Health indicators follow these trends. Occupational health is a vast new field, as in other developing countries. Occupational medicine is a required subject in graduation courses for physicians. Specialisation courses for university graduated professionals have more than 700 hours of lectures and train occupational health physicians, safety engineers and nursing staff. At the technical level, there are courses with up to 1300 hours for the training of safety inspectors. Until 1986 about 19 000 occupational health physicians, 18 000 safety engineers and 51 000 safety inspectors had been officially registered. Although in its infancy, postgraduation has attracted professionals at university level, through residence programmes as well as masters and doctors degrees, whereby at least a hundred good-quality research studies have been produced so far. Occupational health activities are controlled by law. Undertakings with higher risks and larger number of employees are required to hire specialised technical staff. In 1995 the Ministry of Labour demanded programmes of medical control of occupational health (PCMSO) for every worker as well as a programme of prevention of environmental hazards (PPRA). This was considered as a positive measure for the improvement of working conditions and health at work. Physicians specialising in occupational medicine are the professionals more often hired by the enterprises. Reference centres (CRSTs) for workers' health are connected to the State or City Health Secretariat primary health care units. They exist in more populated areas and are accepted by workers as the best way to accomplish the diagnosis of occupational diseases. There is important participation by the trade unions in the management of these reference centres. For 30 years now employers organisations have also kept specialised services for safety and occupational health. Although they are better equipped they are less well used by the workers than the CRSTs. At the federal level, activities concerned with occupational health are connected to three ministries: Labour, Health and Social Security. The Ministry of Labour enacts legislation on hygiene, safety and occupational medicine, performs inspections through its regional units and runs a number of research projects. The Ministry of Health provides medical care for workers injured or affected by occupational diseases and also has surveillance programmes for certain occupational diseases. The Ministry of Social Security provides rehabilitation and compensation for registered workers. In spite of a decrease in the number of accidents at work during the past 25 years, working conditions have not improved. Changes in the laws of social security in the 1970s discouraged registration and reporting of occupational injuries and diseases. In consequence death rates due to accidents increased. With the implementation of the CRSTs, the recorded incidence of occupational diseases has risen, not only because of improved diagnosis, but also because of stronger pressure from the unions and better organisation of public services and enterprises. Received: 24 February 1997 / Accepted: 14 March 1997     

Group Practice in Occupational Medicine

Unions have been formed to improve economic standards of employees and occupational health, have subsequently pressed for family health services, and have achieved group medical practice coverage in many areas. In the process of industrialization in America, workmen’s compensation legislation was introduced as an employee benefit in a separate stream of development; thus, the current separation of health services into two systems-occupational and general medical care. This separation, while still justified today, can eventually be eliminated under a national health insurance scheme guaranteeing all health care as a right, including the care of workers injured on the job. This would leave to employers and employees, working in cooperation with technical experts, the task of improving working conditions so that job-related injury and illness may eventually be eliminated.     

Health, safety, and productivity in a manufacturing environment

The Health and Productivity Management model at International Truck and Engine Corporation includes the measurement, analysis, and management of the individual component programs affecting employee safety, health, and productivity. The key to the success of the program was the iterative approach used to identify the opportunities, develop interventions, and achieve targets through continuous measurement and management. In addition, the integration of multiple disciplines and the overall emphasis on employee productivity and its cost are key foci of the International Model. The program was instituted after economic and clinical services' analyses of data on International employees showed significant excess costs and a high potential for health care cost reductions based on several modifiable health risk factors. The company also faced significant challenges in the safety, workers' compensation, and disability areas. The program includes safety, workers' compensation, short-term disability, long-term disability, health care, and absenteeism. Monthly reports/analyses are sent to senior management, and annual goals are set with the board of directors. Economic impact has been documented in the categories after intervention. For example, a comprehensive corporate wellness effort has had a significant impact in terms of reducing both direct health care cost and improving productivity, measured as absenteeism. Workers' compensation and disability program interventions have had an impact on current costs, resulting in a significant reduction of financial liability. In the final phase of the program, all direct and indirect productivity costs will be quantified. The impact of the coordinated program on costs associated with employee health will be analyzed initially and compared with a "silo" approach.     

Objective measurement of work absence and on-the-job productivity: a case-control study of US employees with and without gastroesophageal reflux disease

OBJECTIVE: To establish an association between gastroesophageal reflux disease (GERD) and increased work absence, as well as reduced productivity while at work, by using objective productivity measurements. METHODS: Retrospective case-control analysis of a database containing US employees' administrative health care and payroll data for employees (N = 11,653 with GERD; N = 255,616 without GERD) who were enrolled for at least one year in an employer-sponsored health insurance plan. RESULTS: Employees with GERD had 41% more sick leave days (P < 0.0001), 59% more short-term disability days (P < 0.0001), 39% more long-term disability days (P = 0.1910), 48% more workers' compensation days (P < 0.0001), 4.4% lower objective productivity per hour worked (P = 0.0481), and 6.0% lower annual objective productivity (P = 0.0391) than the employees without GERD. CONCLUSIONS: GERD is associated with a significant impact on employees' work absence and productivity while at work as measured using objective data.     

From scientific evidence to operative practice: towards a model of occupational medicine based on on efficacy evidence

There is increasing interest in improving health care practice and in providing evidence-based health care, that is, care in which different stakeholders consistently consider research evidence when making decisions. Quality of health care is presently viewed as a goal towards which different health care settings are geared. In comparison with this approach and in spite of the large development potentialities, occupational health practice is only at the beginning of the process. ILO convention No. 161 already pointed out the need to provide customers with quality-oriented services and evidence-based services. Occupational health practice can be analysed by means of a general system model already established for health care systems including input (structure, management, personnel, equipment), process (activities, performance), output (advice, recommendation), outcome (good life quality, sickness absence, work ability). All these elements can be critically measured with appropriate indicators to evaluate their efficacy. Despite general agreement about the importance of such analysis, there is a lack of data on the efficacy of prevention programmes. According to the evidence-based medicine model, which is commonly used by many other medical specialties, occupational health physicians could adopt a similar approach in order to implement more efficacious interventions. The evidence-based paradigm consists in the conscientious, explicit and judicious use of available best evidence in making decisions about health care problems. The practice of evidence-based medicine means integrating individual expertise with the best current evidence from systematic research. Evidence-based occupational health should implement this innovative approach to evaluate and to improve the efficiency of prevention services by means of the ability to (i) formulate the questions on the problem; (ii) search for scientific evidence; (iii) critically evaluate scientific evidence; (iv) use evidence as a key element for the decision process.     

An analytical framework of physician productivity and variation in utilization.

The utilization of medical services by patients is an important determinant of doctor productivity, but this factor does not appear to have been given much attention in previous studies. In order to answer the question of why is there a wide variation in doctor output at low level medical facilities in China, an analytical framework of doctor productivity and utilization is developed. The simulation model is used to produce data that can be analyzed by such a framework. Great uncertainty about patient flows is one reason for the average lower and varying doctor productivity in lower level health facilities. Until uncertainty can be reduced, more flexibility is needed at the lower level to cope with changing utilization patterns and patient characteristics. The management by doctors of non-patient care activities (preventive programmes, medical research, teaching, and administration) is crucial to any approach to using doctor resources more effectively and efficiently.     

Screening for pre-diabetes and diabetes in the workplace

BACKGROUND: Diabetes is an increasingly prevalent and burdensome disease in working populations. In settings with established occupational medical programmes, there may be opportunities to intervene in a positive way to reduce the burden of this disease. AIM: To integrate diabetes screening and prevention into an existing occupational medical programme. METHODS: Screening to detect potential cases of pre-diabetes and diabetes was conducted in a large working population using differing criteria to define risk groups over a 2-year period. Classification of new cases was based on fasting plasma glucose, random plasma glucose or oral glucose tolerance test (OGTT). RESULTS: Among 13,086 employees screened via fasting or random glucose, there were 96 diabetes and 650 pre-diabetes cases detected. Among high-risk employees, 20 new cases of pre-diabetes and 8 cases of diabetes were detected in 84 employees assessed by OGTT. The percentage of employees with new findings increased with increasing age (2.3%, under age 40 compared to 11.4% for age 50 years and above) and body mass index (2.6, 6.1 and 11.4% among normal weight, overweight and obese employees, respectively). CONCLUSIONS: Given the likely magnitude of unrecognized diabetes and pre-diabetes cases, further interventions are being implemented targeting all employees and not just those who require routine occupational medical examinations.     

A consideration of economic impact of schistosomiasis

An attempt is made to estimate the economic effects of schistosomiasis, a disease known to be endemic in 71 countries or islands with a total population of about 1 362 million persons, of whom approximately 124 905 800 are infected. These data are based on prevalence rates representing, for the most part, single stool or urine examinations; the actual number of cases is undoubtedly much greater. This analysis refers only to resource loss attributable to reduced productivity. The annual loss from complete and partial disability is estimated to be US $445 866 945 in Africa, US $755 480 in Mauritius, US $16 527 275 in South-West Asia, US $118 143 675 in South-East Asia, and US $60 496 755 for the Americas. The total estimated annual world loss amounts to US $641 790 130 but this sum does not include the cost of public health programmes, medical care, or compensation for illness.     

Differences in the use of health care facilities and patterns of general risk factors in farmers with and without occupational health care programs.

To investigate whether differences in the use of health care facilities and the distribution of risk factors were related to the accessibility of occupational health services, 912 farmers in a large research project were studied. Information was collected from nine different localities in rural areas, using questionnaires, standardized interviews, physical examinations, and blood tests. The results showed that there was hardly any difference in the use of general health care facilities between the groups. Those with occupational health services generally had more medical visits, but also had fewer diagnoses of cardiac disease. Known risk factors were present more often in the group without occupational health services. The work of the occupational health care service and the individual's interest in health questions appeared to be of significance in the way the risk factors were distributed.     

Differences in the Use of Health Care Facilities and Patterns of General Risk Factors in Farmers with and without Occupational Health Care Programs

Abstract

To investigate whether differences in the use of health care facilities and the distribution of risk factors were related to the accessibility of occupational health services, 912 farmers in a large research project were studied. Information was collected from nine different localities in rural areas, using questionnaires, standardized interviews, physical examinations, and blood tests. The results showed that there was hardly any difference in the use of general health care facilities between the groups. Those with occupational health services generally had more medical visits, but also had fewer diagnoses of cardiac disease. Known risk factors were present more often in the group without occupational health services. The work of the occupational health care service and the individual's interest in health questions appeared to be of significance in the way the risk factors were distributed.     

Impact of Disease and Health Management Strategies on Formulary Design and Management

Although Medicare risk plans have been withdrawn in a number of US geographical areas, the size and dollar value associated with the senior demographic group is too large for health plans to ignore.Unlike other developed nations, the US government offers to Medicare-eligible citizens a choice between payment methods for health services. The fee-for-service reimbursement system (Medicare Parts A and B) has been in effect for 30 years; capitated prepaid Medicare risk plans (Medicare+Choice), the subject of this article, are a more recent addition. Active discussion has emerged on how best to pursue disease management in the Medicare risk environment.Disease management must constructively address comorbidities and realise bottom-line medical management savings. With limited medical management resources and a requirement for near-term results, successful programmes will anticipate and concentrate on the tiny fraction of members who generate a large portion of costs.In the future, health plans will make use of the Internet to share essential information across fragmented delivery systems and individually engage seniors, who are increasingly on-line, in their care.     

Lipid Clinics as Disease Management Programmes in the United States

Aggressive lipid disorder therapy in both primary and secondary prevention has been shown to reduce progression of coronary heart disease, reduce mortality and clinical events and ultimately reduce healthcare costs. Outpatient cardiac centres, diabetic treatment clinics, multispecialty medical groups, primary care medicine, and health management organisations currently have a unique opportunity to establish cost-effective lipid management programmes.Lipid clinics involve more than drug therapy and formulary management. Lipid clinics fit well within the genre of disease management; they target algorithmically driven therapy to high risk populations using intensive patient education, frequent follow-up and proven behaviour change strategies. Properly planned and organised, lipid clinics significantly enhance therapeutic compliance and lipid goal achievement compared with usual care. Successful lipid clinic operation also requires judicious staffing, sufficient patient volume, efficient referral mechanisms, tracking of outcomes measures, business development skills, and eventual integration with more comprehensive cardiovascular disease risk reduction services.This systematic approach to lipid management and cardiovascular disease risk reduction will afford meaningful opportunities for physician groups and integrated healthcare systems who aspire to reduce the unnecessary burden of premature cardiovascular disease.     

Activities of occupational health professionals in academic environments

We surveyed American and Canadian medical schools to assess the extent to which occupational health professionals provided services to their own institutions. Ninety-two of 155 schools (60 percent) responded to a mailed questionnaire. Forty-six (51 percent) of the respondents had an occupational health service distinct from an employee health service. Two thirds of the respondents provided occupational health services to business and industry. Such professionals based in nonclinical departments were more likely to provide educational and epidemiologic services for hospital employees than were professionals based in clinical departments. In those institutions with risk management, biohazards, or health and safety committees, less than one half of the occupational health professionals in those institutions were members of those committees. Five respondents felt that there were financial disincentives to providing occupational health services to their institution's employees. We conclude that academic-based occupational health professionals have inadequate input into the provision of such services at their own institutions.     

Use of health services by Finnish employees in regard to health-related factors: the population-based Health 2000 study

Objectives

The aims of this study were to describe the use of occupational health services and other health care of Finnish employees and to examine associations between health problems and risks, and primary care visits to occupational health nurses and physicians and other health care.

Methods

A nationally representative sample of 3,126 employees aged 30–64 participated in the Health 2000 study, which consisted of a health interview, questionnaires, a clinical health examination, and the Composite International Diagnostic Interview. The use of health services was measured by self-reported visits.

Results

During the previous 12 months, 74 % of the employees visited occupational health services or municipal health centers, 52 % visited only occupational health services. From a third to a half of employees with lifestyle risks, depressive disorders or other health problems visited occupational health professionals. Obesity, burnout, insomnia, depressive mood, chronic impairing illnesses, and poor work ability were associated with visits to occupational health nurses. Among women, musculoskeletal diseases, chronic impairing illnesses, and poor work ability were associated with visits to occupational health physicians. Lower educational level, smoking, musculoskeletal diseases, chronic impairing illnesses, and poor work ability were associated with visits to health center physicians.

Conclusions

This study showed the importance of occupational health services in the primary health care of Finnish employees. However, a considerable proportion of employees with lifestyle risks, depressive mood, and other health problems did not use health services. Occupational health professionals are in an advantageous position to detect health risks in primary care visits.