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tv   Government Access Programming  SFGTV  December 14, 2017 4:00pm-5:01pm PST

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it isn't uncommon to have this drop off and it probably is somewhat took tell tale there was unanne drop off and the other thing that you have here, are the list of locations and i included that not just as a thank you to those departments and those champions who actually found rooms for these things, can you imagine trying to book a conference room once a week for 12 weeks and every other week for a year in the city where we're so space constricted, it takes a lot of work but it also shows all the different types of workers so we were out at dp yard and we were at the library and we were at laguna honda so a lot of different work environments in this study. so slide 18, of those folks and we lose weight what percentage
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of weight did they lose and some say d.p.p.66% of them lost weight so those in the online d. p.p.63% of them lost weight and that's of the people who showed up at the end to get measured. on slide 19 the average weight loss so we measured them at six months and again at 12 months and it's really important to see if it was holding up you expect a bigger weight loss at the beginning of a program but sustain tag isn't as easy so what we saw was at six months, they had about a four to five pound weight loss and the online group started to regain by the end and the work site group lost a little bit more so most importantly they sustained that after six months because you don't expect the biggest amount of weight loss in the first six
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months. slide 20. this is people who participated that were over weight versus obese because there are -- it's incredibly important looking at those high-risk obese folks trying to reduce them because they're probably closer to becoming pre diabetic or diabetic than the over weight but they're also, they tend to respond differently so what was great to see was the work site program both over weight and obese folks lost five to six pounds but you did not see the obese participants lose very much weight at all. slide 21 is, i bet you had to read this one twice. so this is about how many pounds they lost. so based on how many sessions they showed up for so in theory
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if they come to more sessions they're do better. the people in the work site program who didn't come to more than eight sessions actually gained seven and a half pounds which say negative seven and a half pound loss and the people who came to eight or more sessions averaged the weight loss of seven pounds and looking at slide 22 we asked participants what they liked and what they didn't like six and 12 months so some of the helpful features that showed up or having a lifestyle code so both programs had a lifestyle coach but one was in-person and one was e-mailing with you, right. and tracking food intake was a key factor and the content people actually learning the educational information behind all of these classes was really
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important to folks and some of the barriers to participation was the farm at and some thought it wasn't conducive to them and another barrier was they lost interest and another barrier was poor resources so you can see that there was the folks in the work site program reported the helpful features a lot more frequently and the people in the on online program reported barriers more frequently. >> on slide 23 you have a quote that i could have just not given you any of this presentation and just given you their quote sums up everything about the on site program that was successful. and slide 24, we asked them why they participated and -- when we asked them if being offered by
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the employer was important 83 to 86% that was a major motivator for them and having no cost was a major motivator for them so some of the implications of this incredible long is that i am person programs are an important component of an he can tive well-being program and it doesn't mean that online programs aren't going to be an important part but when it comes to something as important as a very integrated behavior change like weight, this study showed that the i am person program was substantially more helpful, folks appreciate no cost programs this program in the community cost $400 and just that up front cost can be a huge barrier for folks. sometimes i equate the work place to schools if you want to teach kids something you get to them at schools if you want to tell adults something get to
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them at work and people hearing things from their employer because they spend most of their time and so it's just important that the employer be promoting resources whether it's something at the work place or just what the health plans are offering and it's important that we continue to communicate and through the employer it's the flyers in their office and it's the champions telling them it's not just unfortunately it can't just be things we mail home to them it has to be things they're getting at work. and hopefully you took the time to watch the video and we have seven different videos up on our website now and as we look for a different reason we were looking for videos when people wanted to be the face of our better everyday brand and it just happened she was in the diabetes s prevention program and it had a big impact but her story talked a lot about how her work place makes it easier are for her to engage and it's been
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a big opportunity for her but she's one of our big success stories with the 23-pound weight loss during the program and so take a look at that and hear it from a real people and the real workers. >> i would like to have the representative from kaiser to come forward for just a few questions that i have and i thank you stephanie for the overview of the program. are you doing this type of program with any other of your employers, this type of not approach or pilot? >> sure a number of employers are interested in this and some are -- we have not done this sort of a formal research study with any other of our employer customers. >> to the degree that there's any other comparative data with other employers within your contractor to partner and what is your plan, what's your larger
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outcome here from your standpoint? >> we're enthusiastic about it and stephanie and what is in it for and you what do you plan to do with it and. >> we're looking at how we offer the program -- >> the ymca who delivered the program here and they are
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nationally going to leader in this program so we right now are looking at 9 learnings using different models and they will help us formulate with our strategy. >> members any questions? >> i have a couple questions, one is i'm assuming that the class ideas on the employee's own time that they were not provided during working hours? because i mean the -- i want to know what the average age was because you know, if you can do it any time and go over with your coach at 6:00 in the morning for the young technology people what's the age and make sure i'm clear about the on sight timing of the classes. >> i'll have to full the average age we have all the demographics
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and we are looking to publish soon and i have some of these findings but, to answer your question when it was offered it was offered during the work hours at the dpw cesar chavez yard it was at the beginning of the day before they went out so it was slightly different and it was designed to be facilitated by bringing it to you by making it free but it was not designed to take away from work time. >> the other question i have, as a diabetess prevention study and we know that weight is an important part but insulin resistance is related to exercise, tolerance and lean bod owe weight so do you actually have the ability to get a
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hemoglobin a-1c and the active participants or some other objective measure that would actually relate directly to diabetess or pre diabetess as a opposed to just weight? >> so, the screening was weight plus the cdc weight screener and we chose not to do a blood draw because of the realities of recruitment are hard and it's very hard to get people to show up to an information session to commit to a 12-month program to come once a week for 12 weeks to be like and we're going to take your blood twice was more than we thought we could handle and the screener is approved way of doing it according to the diabetess prevention protocol so we opted for the screener instead but it was looking at other risk factors in addition to weight. but that is why we don't have
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the hemoglobin a-1credit data. >> you presented one aspect of the screener which was weight, i gathered. or weight change. as opposed to you know, b.m.i. or any of the other parameters on the screen so you have the other parameters to look at in this group not just their absolute weight gain or loss but also some, something else that might be associated with elevated blood sugar. >> the other outcomes that we have everything was also done in b.m.i. i felt it's easier for people to wrap their head around a five-point weight weight loss than a .1% reduction in b.m.i. was harder and they are correlated and we also had had waist circumference change so there's trouble there and what
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we don't have yet but we will have is the report physical activity which will be really valuable as well. there's a lot of the survey data that hasn't been processed yet and we only had the pre imposed physical assessment data in. >> commissioner sass. >> just wanted to get an understanding of how you collect some of the weights. if people are coming to a work place session are they being weighed in each session? is that done or is this monitor ed and tracked? >> yes, so the folks who participated in the work site program were encouraged to weigh in each time. >> what about the online people? is this an honor system? >> they self-report that. >> we can't really validate the two -- it's an honor system online and how do you really
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draw conclusions between two different kind of methods for determination. >> it's a job of correctioning. >> throughout the program weight was tracked in those two different ways but the six month and 12 month assessment everyone came back to be physically measured. >> other questions from commissioners. >> well thank you for your initial efforts in this area and we look forward to more. to the longer report andel correlations and comparatives with other employers and we appreciate your partnership with us on this project and these are public comments. thank you, again. >> all right. we are ready to move on to item 10. thank you. >> clerk: item 10 discussion item network and heath plan issues if any.
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>> network and health plan issues. and this is normally where we have our perspective plan representatives to come forward and we have one coming. please do. and you are -- >> would you -- >> i am lisa and the company that provides the online voluntary benefits enrollment services. >> i'm going to ask you again to just don't be afraid of the mic, bend the head so it's right at you like you are getting ready to eat it. >> ok. >> all right. >> so we provide the online voluntary online enrollment services as well as third party administration services to reconcile the payroll and pay the carrier invoices so the two issues we feel we need to bring fourth to make you aware and one
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is last thursday e.b.s. experienced a reduce in force and i want to assure the board and the city that the people who were let go were not part of the team that takes care of san francisco and their employee and we'll be able to continue with our services. and customer service call center or any of the people that are behind the scene taking care of the city's benefits. >> so you had a reduction force but not impacting in the service staff that are working with us. thank you for that notification. >> and the second issue is part of what we do on the third party administration site is pay the carriers and we have additional benefits that we provide to m.e. a. and one of the carriers that we work with the westbound
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-- benefits are grandfathered so they're not offered anymore and we changed our payment method and went from paper check to electronic and a. c.h. and this is recent and it's across board with all our clients having a hard time applying the payments so there's about 15m.e.a. members in this group of about 200 that we're working on to fix. >> all right. so with the system change and the payment system you've run in though issues and i'm sure that director greyson and the staff have been working with you on these items? >> all right. >> can you remind the board how long they have been provided services forks h.s.s. in the city?
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>> and last year it was the first year we decided to provide volunteer in the city and they administered that for us. >> well thank you for giving us a heads-up to both of these issues. we appreciate it very much. that is a sign of a true partner >> the m.a.a. for this member? >> say that again? >> have you reached out? >> i am reaching out. i've got about, i've been through about half and i'm working on it. >> because m.a.a. might be able to provide you more help because they have more information about their members and they have a monthly meeting and they could sell it out to their members. >> thank you. >> all right. >> thank you. >> i'd like to speak from united healthcare. >> united healthcare is there anyone here from united healthcare? >> commissioner breslin has a few questions, comments or
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observations. and you are -- >> shannon hoff united heath care. >> so anyway, i got many phone calls, complaints from members saying they got these phone calls constantly about signing up for the home visits. to the point of they feel harassed speaking of harassment, yeah, and so i mean, you have to have someway of making one call knowing it was called because people don't pick up their phone anymore and they say it's just like these robocalls, they don't even, you know, and then i personally got five at least and i don't know how many more but five for sure and then i also got three for the flu shot so i said can't you make a note that you made the call, left a recording and that's it. i mean -- >> i can take that back. >> i don't understand the whole visit thing, who is it benefitting? someone is making something from
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this or planning something from this? >> so we did pull some calls and we had 5,000 house calls completed this year and we would like to come and do a presentation to the board on the house calls program and bring a house calls nurse to speak about the program. >> that's fine but don't keep calling members. >> i can take the calls back so based on the complaint that came out of the october board meeting , we did pull the calls and we did find that there were three to five calls made i think there was a back and fourth some were calls in to united healthcare and some were calls out but they were looking at that and they are looking at the out reachs and a member can always request to be put on a do -not-call list and they should cease. >> it's alarming because you have an important message for you about your healthcare so
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some people are like oh, wow, what's the matter here so you know it's that thing like it's an emergency. >> i can take that feedback back >> it's not good it's annoying. >> any other comments for united healthcare? ok, thank you very much for being here today. any other reported issues from any of our planned representatives? things we ought to know about or things that you are thinking about doing and have done and wish you had, would be doing in the future? none of that, all right, thank you. we'll go to discussion item -- is there any public comment? we do have public comment. ok. in the next item. discussion item number 11. >> clerk: item 11 discussion item opportunity to place items on future agendas. >> den he is cruger active
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retired firefighters spouses. happy holidays to everybody and seeing how this is the holiday season i have a wish list. >> well, all right. >> actually noted. >> real quick. for next year rates and benefits this is just a pre notice, i'd like to see him look in to improving the hearing aid situation. i think it's archaic that you get one hearing aid every two years and it is possible that as soon as you get a new one your old one dies. i'd like to see something like three years for two new ones and maybe a co pay back if you have to get another one in between that and half of it a quarter of it would be nice. >> hearing aid benefit. >> number two, cater aks which i am now experience and i think it's also a shame that with our insurance they start out, this is what you get for a cataract
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operation and now if you have $5,000 more for each eye you get the best. it's so sad that there's something in between our insurance that can't be halfway up to that $5,000 per eye. and then the third one, seeing now we're doing so well with delta dental, possibly a two-tier dental system i know it's a lot to work around, the same as we have a two-tier vision system and happen owe holidays to everybody. >> thank you very much for those suggestions and we'll take them under advise. as we look at benefits design in the future. discussion item 12. >> clerk: opportunity for the public to comment on any matters within the board's jurisdiction. >> is there any public on any comment the board has under its jurisdiction? hearing and seeing none, on
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behalf of the board we want to wish everyone a very happy holiday and this meeting stands adjourned.
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