Janice McHugh

Johnson & Johnson, Нью-Брансуик, New Jersey, United States

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Publications (3)8.11 Total impact

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    ABSTRACT: Abstract As evidence accumulates on the risk factors for cancer, it is becoming clearer that employers can play a significant role in the fight against the disease by creating a workplace conducive to lowering health risks. The CEO Roundtable on Cancer's CEO Cancer Gold Standard Program defines what companies can do to prevent cancer, detect it early, and ensure access to the best available treatments for those who are afflicted with the disease. This article describes how Johnson & Johnson incorporated the Cancer Gold Standard Program into its existing health promotion initiatives. Then, a framework is proposed that employers can use to monitor progress in cancer prevention and treatment enhancement efforts. Finally, health care eligibility, claims, and health risk assessment data are analyzed to quantify Johnson & Johnson's progress since implementation of the Cancer Gold Standard Program. Companies interested in initiating or furthering their health promotion efforts should consider joining groups such as the CEO Cancer Gold Standard. Collectively, companies have the ability to influence policy makers, payers, and the industry at large in changing behaviors and creating a culture of health and wellness in the fight against cancer. (Population Health Management 2013;16:xxx-xxx).
    Population Health Management 05/2013; 16(5). DOI:10.1089/pop.2012.0090 · 1.51 Impact Factor
  • Rachel M Henke · Ron Z Goetzel · Janice McHugh · Fik Isaac ·
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    ABSTRACT: Johnson & Johnson Family of Companies introduced its worksite health promotion program in 1979. The program evolved and is still in place after more than thirty years. We evaluated the program's effect on employees' health risks and health care costs for the period 2002-08. Measured against similar large companies, Johnson & Johnson experienced average annual growth in total medical spending that was 3.7 percentage points lower. Company employees benefited from meaningful reductions in rates of obesity, high blood pressure, high cholesterol, tobacco use, physical inactivity, and poor nutrition. Average annual per employee savings were $565 in 2009 dollars, producing a return on investment equal to a range of $1.88-$3.92 saved for every dollar spent on the program. Because the vast majority of US adults participate in the workforce, positive effects from similar programs could lead to better health and to savings for the nation as a whole.
    Health Affairs 03/2011; 30(3):490-9. DOI:10.1377/hlthaff.2010.0806 · 4.97 Impact Factor
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    ABSTRACT: To quantify the impact of weight gain or weight loss on health care costs. Employees completing at least two health risk assessments during 2002 to 2008 were classified as adding, losing, or staying at high/low risk for each of the nine health risks including overweight and obesity. Models for each risk were used to compare cost trends by controlling for employee characteristics. Employees who developed high risk for obesity (n = 405) experienced 9.9% points higher annual cost increases (95% confidence interval: 3.0%-16.8%) than those who remained at lower risk (n = 8015). Employees who moved from high to lower risk for obesity (n = 384), experienced annual cost increases that were 2.3% points lower (95% confidence interval: -7.4% to 2.8%) than those who remained high risk (n = 1699). Preventing weight gain through effective employee health promotion programs is likely to result in cost savings for employers.
    Journal of occupational and environmental medicine / American College of Occupational and Environmental Medicine 01/2011; 53(1):8-16. DOI:10.1097/JOM.0b013e31820451fd · 1.63 Impact Factor