SECTION12. HEALTHANDWELLNESSPROGRAMS contributions, or allow the worker to avoid a payroll deduction [Figure 12.19]. • Firmswithincentivesforhealthriskassessments,biometricscreening,orwellnessorhealthpromotionprogramswere askedtoreportthemaximumrewardorpenaltyaworkercouldearnforallofthefirm’shealthpromotionactivities combined. Somefirmsdonotofferincentivesforindividualactivities,butofferrewardstoworkerswhocomplete avarietyofactivities. Amonglargefirmsofferingincentivesforanyoftheseprograms,themaximumvalueforall wellness-relatedincentivesis$150orlessin25%offirmsandmorethan$1,000in19%offirms[Figure12.20]. • Firmswithincentivesforhealthriskassessments,biometricscreening,orwellnessorhealthpromotionprogramswere also askedhoweffectivetheybelievedincentiveswereforencouragingparticipation. Thirty-fourpercentoflargefirms offeringincentivesforanyoneoftheseprogramssaidtheincentivesare“veryeffective”atencouragingworkersto participate and 58%saidtheincentivesare“somewhateffective”,while7%saidtheincentivesare“notatalleffective” [Figure 12.21]. • Firmsofferingahealthscreeningprogramorawellnessprogramuseavarietyofmetricstoevaluatetheirhealth promotionprograms,includingparticipation,employeesatisfaction,andreturnoninvestment[Figure12.23]. The Kaiser Family Foundation and Health Research & Educational Trust / Page 194