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Consensus Statement of the Health Enhancement …

JOINTCONSENSUSSTATEMENTB iometric Health Screening for EmployersConsensus Statement of the Health Enhancement Research Organization, american College of Occupational and Environmental Medicine, and CareContinuum AllianceEmployer wellness programs have grown rapidly in recent years with theinterest in making an impact on employees Health . Successful programs aredelivered through comprehensive solutions that are linked to an organization sbusiness strategy and championed by senior leadership. Successful employeehealth management programs vary in the services, yet typically include thecore components of Health risk identification tools, behavior modificationprograms, educational programs, as well as changes to the workplace envi-ronment and culture.

JOINT CONSENSUS STATEMENT Biometric Health Screening for Employers Consensus Statement of the Health Enhancement Research Organization, American College of Occupational and Environmental Medicine, and Care

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1 JOINTCONSENSUSSTATEMENTB iometric Health Screening for EmployersConsensus Statement of the Health Enhancement Research Organization, american College of Occupational and Environmental Medicine, and CareContinuum AllianceEmployer wellness programs have grown rapidly in recent years with theinterest in making an impact on employees Health . Successful programs aredelivered through comprehensive solutions that are linked to an organization sbusiness strategy and championed by senior leadership. Successful employeehealth management programs vary in the services, yet typically include thecore components of Health risk identification tools, behavior modificationprograms, educational programs, as well as changes to the workplace envi-ronment and culture.

2 This article focuses on biometric screenings and wasintended to provide employers and other stakeholders with information andguidance to help implement a successful screening program as part of an over-all employee Health management approach. The article is organized into foursections: goals and key success factors; methods and oversight; operationsand delivery; and engagement and wellness programs have grown rapidly in recentyears with the interest in making an impact on employees programs are delivered through customized, integrated,comprehensive solutions that are strongly linked to an organization sbusiness strategy and firmly championed by senior leadership andmanagers throughout the organization.

3 Successful employee healthmanagement programs vary greatly in the services that are delivered,yet they all typically include the following core risk identification tools: Health risk assessments (HRAs)and biometric screenings, such as body mass index (BMI), bloodpressure, cholesterol, and glucose modification programs: Health coaching, tobacco ces-sation, weight management, nutrition and diet, exercise, stressmanagement, and workplace programs: Health fairs and seminars, on-site andon-line Health to workplace environment and culture:tobacco bans,altering buildings and grounds to encourage walking, Health -ier foods in workplace cafeterias and vending machines, andwellness-related management training and performance emphasize the importance of offering a wide vari-ety of Health -improving activities to meet a diverse range of needsand preferences among employees.

4 This article focuses on biometricThis Consensus Statement was prepared by a Joint Committee of the HealthEnhancement Research Organization (HERO), american College of Occu-pational and Environmental Medicine (ACOEM), and the Care ContinuumAlliance (CCA). This document was reviewed and approved by ACOEM inMay requires all substantive contributors to its documents to disclose anypotential competing interests, which are carefully considered. ACOEM em-phasizes that the judgments expressed herein represent the best available evi-dence at the time of publication and shall be considered the position of HERO,ACOEM, and CCA, and not the individual opinions of contributing correspondence to: Ron Loeppke, MD, c/o Marianne Dreger, MA,ACOEM, Elk Grove Village, IL 60007 2013 by american College of Occupational and EnvironmentalMedicineDOI: and was intended to provide employers and other stake-holders with information and guidance to help implement a suc-cessful biometric screening program as part of an overall employeehealth management approach.

5 It is organized into the following 1: Goals and Overarching ConsiderationsThis section covers the overarching goals and key success fac-tors for employers considering or reevaluating screening is intended to put screenings in context and to help employersdecide whether a screening program is appropriate and what shouldbe the goals of the 2: Methods and OversightThis section is intended to help employers become aware of thevarious screening methods available and to determine which methodsare most appropriate for the success of their program. This sectionalso describes regulations and standards that govern, measure, orattempt to standardize the various screening 3: Operations and DeliveryThis section is intended to help employers determine the mostappropriate options for implementing a screening program.

6 It dis-cusses the major operational considerations that drive success, whileidentifying the common challenges faced by employers when im-plementing biometric Health screening programs. This section alsodiscusses important factors to consider when exploring biometricscreening options or 4: Engagement and EvaluationThe final section addresses approaches, including incentives,for driving participation and engagement in screenings as well as themajor considerations for evaluating the success of a program. It isintended to help employers maximize the value and impact of 1: GOALS AND OVERARCHINGCONSIDERATIONSWhat is Biometric Screening?The US Centers for Disease Control and Prevention definesbiometric screeningas the measurement of physical characteristicssuch as height, weight, BMI, blood pressure, blood cholesterol, bloodglucose, and aerobic fitness that can be taken at the worksite and usedas part of a workplace Health assessment to benchmark and evalu-ate changes in employee Health status over time.

7 Biometric healthscreenings are increasing in popularity and are being implementedby an increasing number of should be viewedas part of an overall Health management program. As important aswhatscreeningsare, is what screeningsare not. Biometric screeningsare not a replacement for regular medical examinations or wellnessvisits with a Health care provider. They are also not a mechanism fordiagnosing 2013 Lippincott Williams & Wilkins. Unauthorized reproduction of this article is Volume 55, Number 10, October 2013 JOEM Volume 55, Number 10, October 2013 Biometric Health Screening for EmployersPurposes of ScreeningsThe ultimate goal of implementing biometric screenings aspart of an employee Health management program is to reduce healthrisks, improve Health status, reduce Health care costs, and improvethe productivity and performance of the workforce.

8 Companies andother organizations implement screenings to:1. Identify Health risks for both individual employees and across theemployee population2. Stratify a population to identify opportunities to improve healthwhile addressing Health care costs3. Structure benefits plan design to address identified Health risks4. Target Health interventions to manage and mitigate identifiedhealth risks5. Establish a baseline from which improvements can be measured(both individual and group)6. Tailor Health management programs to individual employee needs7. Provide data to help motivate employees to take appropriate ac-tions to improve their health8. Identify objective measures on which incentive programs can beestablished9.

9 Refer individuals to their respective Health care providersAlthough there is anecdotal evidence that some employeesmay take actions that improve their Health based solely on receiv-ing results from a biometric screening, the value of screenings ismore fully realized when they are integrated into an overall healthmanagement program that offers various approaches, interventions,incentives, and environmental support to help employees and em-ployers act on the data integrated into a well-designed Health management pro-gram, screenings can play an important role within the context ofprimordial, primary, secondary, and tertiary prevention efforts. Pri-mordial prevention is the prevention of risk factors before they hap-pen by implementing changes (eg, changes in the work environment,such as smoke-free policies or healthy food offerings).

10 Primary pre-vention includes interventions designed to modify adverse levels ofrisk factors (such as excess body weight, tobacco use, or high bloodpressure) once they are present, with the goal of preventing an prevention focuses on screening and early detec-tion, while tertiary prevention is focused on evidence-based diseaseand disability management to reduce complications, costs, and dis-abling conditions. Therefore, secondary prevention in the workplaceis focused on engaging employees in appropriate wellness and caremanagement Versus DiagnosingEmployer-provided Health screenings are not appropriate fordiagnosing disease. Only physicians or other appropriately creden-tialed Health care providers responsible for the care of a patient canand should diagnose disease.


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