Second Edition | October 2011
MHealthy Leadership Update: INSIDE THIS ISSUE: Rewards Health questionnaire helps | Leading by example | How we are doing | Mhealthy and your benefits

A WORD FROM PRESIDENT COLEMAN

Mary Sue Coleman photo""The University of Michigan advocates fitness, disease prevention and policy research to advance health, quality of life and longevity. Succeeding in our own campus community requires time, planning and persistence to change our norms and individual health behaviors. Our workplace wellness and health management programs are important to improving our individual and community health and reducing long-term health costs.

In this edition, we continue to share our progress, including positive movement toward health risk reduction.  I am proud also to recognize seven U-M leaders who are working hard to support healthier behaviors at work. I hope you find their stories as inspiring as I did.
The University's Health Goals Leading by example

  • Improve our community’s health, productivity, and quality of life while reducing health care costs

  • Address the significant health needs of our diverse population

  • Maintain the health and vitality of those who are well, help those at risk, and reduce risk by increasing participation in healthy behaviors and  quality programs and services

  • Build a university culture that supports and sustains healthy lifestyles

Photo of a group of healthy people
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"" Carol J. Boyd, Director, Institute for Research on Women and Gender Keith Soster, Food Service Director, University Unions "" Linda Larin, Chief Administrative Officer, Cardiovascular Center Christopher Tremblay, Executive Director of Enrollment Management, Interim Director of Financial Aid, U-M Dearborn ""
  "" Grace Brand, Nurse Manager, 5W Mott Pediatric Medical-Surgical Unit Cheryl Soper, Controller and Director, Financial Operations Valerie Castle, Chair, Pediatrics ""  
             
  Click on a photo to learn more!

As a U-M leader, your support and involvement is crucial in influencing change. Research suggests that workplace health management programs like MHealthy are most effective when these four pillars exist:

  • Leadership engagement at all levels

  • Quality programs and services

  • Supportive environment

  • Recognition, incentives and rewards

Meet seven exemplary leaders who are leading the way as U-M progresses toward a campus culture of health. Learn how they are motivating and encouraging their faculty and staff to live healthier lives, and get valuable advice on how to promote employee health in your area.

Contact us: MHealthy can help you create a healthier work environment in your department or unit. Email mhealthy@umich.edu or call 734-647-7888.

HOW ARE WE DOING? AN UPDATE ON UNIVERSITY PROGRESS

Health Risk Level Percentage by Year ChartMHealthy is an investment in prevention and risk management strategies that help reduce long-term health care costs. Our focus is on maintaining the health of the well and helping those at risk for illness and injury to reduce their risk. 

MHealthy’s two main health risk goals are: (1) increase the number of people who are low risk; and (2) decrease the number of people who are high risk.  Based on health questionnaire results from 2009, 2010 and 2011, the data indicate progress toward these goals. The number of participants who are low risk for poorer health has increased.  Additionally, those in the medium and high health risk level categories have decreased
(see “Health Risk Level Percentages by Year” graph).

A change over two years cannot be considered a trend that affects short-term costs. However, even small decreases in medium and high risk levels is significant in a population of more than 38,000 benefits-eligible employees, which can translate into significant reductions in long-term health and productivity costs.1

Health Risk Level Percentage by Year ChartIn contrast, if we do nothing to impact health costs, U-M’s projected costs will continue to increase, as illustrated in the graph on the right. For example, in 1999, 7.4 percent of the university’s total employee compensation budget was spent on health benefit contributions. By 2009, it rose to 11.6 percent, with projections as high as 17.9 percent by 2029.

If we can reduce our population’s health risks (high blood pressure, high cholesterol, stress, tobacco use, obesity, etc.), we have the opportunity to reduce this rate of health care cost increase. We will continue to monitor the university’s actual health costs over time to determine if we are successfully impacting our cost trend.

1Baicker, K, Cutler D, Song Z. Workplace wellness programs can generate savings. Health Affairs. 2010;29(2):304-311

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Rewards Health questionnaire helps Leading by example How we are doing