Publications

Abstract not provided.

Sandia National Laboratories (SNL) Employee Health Services (EHS) program believes that good health is essential to getting the most out of life, which is why we offer a variety of worksite wellness programs that put employees in control of their own health. These programs are based on current research and strategies that are proven to minimize risk and decrease the impact of illness through early detection and treatment. Services includes Health Assessments, the Virgin Pulse (VP) online wellness platform, and Health Action Plans (HAP) which include one-on-one education, organizational health initiatives, a video library, an events calendar, onsite fitness facilities, and group fitness classes. Participation in these programs help employees and their spouses earn funding for their Health Reimbursement Accounts (HRAs). The EHS Health Action Plan (HAP) initiative targets the key health risks identified through the 8-15-80 model by engaging employees to change their own healthcare story. EHS identified the most prevalent of the health risks amongst our population through Health Risk Assessment (HRA) and used that data to build Health Action Plans (HAPs). The 2020 Health Action Plans addressed improving upon inadequate sleep, lack of energy, stress, weight, physical inactivity, cardiometabolic issues (hypertension, high cholesterol, diabetes), low back pain, allergies, asthma, digestive health, tobacco use, and living well to maintaining low risk for those individuals who do not have a chronic condition to manage. These plans connect employees with our onsite registered dietitians, fitness professionals, health coaches, physical therapists, and physicians as appropriate. In addition to addressing the physical aspects of health, the plans also emphasized pre/post-assessments to encourage building behavioral and emotional skills that promote health and facilitate lifestyle changes over a minimum of three months. Just one risk reduction or behavior change can make an impact on the health of the participant’s Division as well as Sandia’s overall risk levels and ultimately its healthcare costs. Sandia employees achieved an Overall Wellness Score of 69 based on the WellSource Health Assessment (the same as last year). A score of 70-100 is considered “Doing Well”, and a score of 40-69 is in the “Caution” category. Overall in CY 2019, Sandia saw a 34% participation rate in Health Action Plan (HAP) programs (up from 33% in CY 2019) with an 89% completion rate (4% lower than CY 2019). Overall, 5,039 (347 more than CY 2019) individuals participated in 8,329 HAPs, which is 1,005 more than the last calendar year (7,324).

Abstract not provided.

Abstract not provided.

The mission of Employee Health Services (EHS) at Sandia National Laboratories is to positively and efficiently impact the health of Sandia through patient-centered, cost-effective, community-connected care in support of its mission and people. We strive to continuously improve the delivery of health and wellness services. For the past few years, we have modeled our health programs around findings from the 2010 World Economics Forum (WEF): there are 8 top health risks and behaviors that drive 15 chronic conditions which account for 80% of the total health-care costs for all chronic illness worldwide. The WEF goes on to state that information and innovation are the keys to prevention, and EHS has decided to take a strong stand in both categories by utilizing health scorecards and department dashboards to visualize and share metrics with Sandia Leadership to foster improvements in employee wellness and optimize wellness offerings. Finally, these 2 types of information-sharing tools allow us to track the dollars spent and saved on our wellness programs, and show leadership where there is risk, where there is progress, and where there is need by providing current data that gives monthly, quarterly, and yearly feedback.

Abstract not provided.

Abstract not provided.