Publications

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The (EHS) Health Action Plan 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. Our 2017 Health Action Plans addressed inadequate sleep, increasing energy, stress, weight management, physical inactivity, hypertension, dyslipidemia, managing and preventing diabetes, managing low back pain, allergies & asthma, digestive health, tobacco use, and living well or 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 to make an impact on their Division as well as Sandia's overall risk levels and ultimately healthcare costs.

The (EHS) Health Action Plan 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. Our 2017 Health Action Plans addressed inadequate sleep, increasing energy, stress, weight management, physical inactivity, hypertension, dyslipidemia, managing and preventing diabetes, managing low back pain, allergies & asthma, digestive health, tobacco use, and living well or 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 to make an impact on their Division as well as Sandia's overall risk levels and ultimately healthcare costs.

This document is a summary report of the health risk appraisal for Sandia employees during CY16.

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The Sandia National Laboratories’ (SNL) Corporate Behavioral Health Program is a workplace based program that 1) assists in the early identification and resolution of personal concerns which may impact job performance, 2) assists managers and the organization in addressing productivity issues, and 3) supports the SNL commitment to provide a safe and healthful work environment. The program is offered to approximately 10,711 employees in New Mexico. The Behavioral Health Program is a corporate program combining services in NM and CA. It is integrated with other occupational health and clinical services including disability, disease management and preventive health programs. In addition, Sandia’s Behavioral Health Program interfaces with external organizations in Human Resources, the Department of Energy and Security through the Clinical Evaluation (CE) Human Reliability Program (HRP) and Workplace Violence programs. The program supports Sandia National Laboratories’ mission to safeguard national security, the environment, the public and is a proactive approach to early identification, intervention and assessment. Last, it reduces barriers to accessing mental health services and assists with reducing health care costs attributed to illness or injuries related to unhealthy lifestyles and behaviors. The EAP team is comprised of a professional staff including a licensed Clinical Psychologist who has a NM state license for psychotropic medication prescriptive authority, is board certified in Clinical Neuropsychology, and a Certified Employee Assistance Professional (CEAP), a licensed professional clinical counselor NM State Licensed (LPCC) and a licensed Marriage and Family counselor (MFT) who is also a Certified Employee Assistance Professional and who holds a doctorate in counseling psychology.

This Executive Summary provides highlights from the company's full report quantifying the link between health conditions and their business outcomes based on 828 employee survey responses (8% of the workforce) to the HPQ-Select employee questionnaire. These highlights provide key findings on the magnitude of lost productivity, the prevalence of key chronic conditions, their treatment, key conditions driving lost productivity and the potential business impacts of improvements. Details on each of these dimensions can be found in the full report.

Based on the Sandia employee population's "Health Risk Status" and average Wellness Score," Sandia will strive to exceed benchmarks from the University of Michigan Health Management Research Center (HMRC). The HBE Health Action Plan initiative targets the key health risks identified through the 8-15-80, model by engaging employees to change their own healthcare story. HBE identified the most prevalent of the health risks amongst our population through the University of Michigan's health assessment tool, and used that data to build Health Action Plans. Our 2014 Health Action Plans addressed tobacco use, inadequate sleep, excessive stress, weight management, physical inactivity, hypertension, dyslipidemia, managing and preventing diabetes, managing low back pain, allergies, heartburn/gatroesophageal reflux disease (GERD) and living well or maintaining low risk for those individuals who do not have a chronic condition to manage. These plans connected 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 and post-assessments to encourage building of behavioral and emotional skills that promote health and facilitate lifestyle changes over a minimum of three months. In CY2014, the average participation in a Health Action Plan was 34% with 3,840 individuals completing 5,521 Health Action Plans (a 25% increase from CY2013). Not only have the metrics revealed significant health improvements, but these improvements are evident in Sandia's health care costs as well. From 2009 - 2014, National health care costs have increased 7-8% per year (40% over 5 years). During the same time period, Sandia's health care costs have only increased 7.8% (5x lower than the national average) even though Sandia's population grew 19%.