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Tidelands Health uses several benchmarks to measure cost savings for their employee wellness and safety programs.  The title of their proactive program is “Culture of Employee Wellness and Safety”.  According to Jeremy Stephens, Tidelands Executive Vice President and CHRO, their program has always been about developing a culture of a healthier and safer employee.  It was not about cost savings.   But cost savings would naturally occur once the culture of health and safety is fully developed.

The following outcomes clearly show that Tidelands has succeeded in developing a healthier and safer employee.

DataFit strength testing for Tidelands new hires and wellness biometric screenings is part of the “Culture of Employee Wellness and Safety” and was implemented in January 2009.

Jeremy states, “Let us keep in mind those programs that have greatly influenced our present excellent employee partner safety record and will equally influence our future success and safety record sustainability. They include such programs as physical agility testing, smart lift, slip resistant shoe program, modified return to work, drug free workplace, physical strength risk assessment (PSRA) and others. Tidelands Health has set a standard that many other hospitals recognize as “best practice” and use our model to replicate similar outcomes.”


First benchmark: Most hospitals use 2% of payroll to determine their spend for workers’ compensation. At one point, Tidelands was at 2.28% of payroll prior to the implementation of their wellness and safety program in 2009. Today, following years of a downward trend, Tidelands workers’ compensation cost is 0.258% of payroll. This represents a 89% reduction in their spend. 

Second benchmark: For workers’ compensation costs, Tidelands uses the US Labor injury statistics for hospitals. The national average for hospitals is 6.7 injuries for every 100 employees. Tidelands is at 2.86 injuries for every 100 employees. Further their experience mod rate in Jan 2009 was 1.01 and today it is 0.58 or a 43% reduction.

Tidelands net savings over the 15-year span is $14,499,751.


Total Medical Per Employee Per Month (PEPM) runs 47% less since the implementation of the Culture of Employee Wellness and Safety program

The national trend for health insurance costs for hospitals has increased on average each year 7.4% since 2010. Tidelands health insurance costs did the opposite since 2010. Instead of increasing each year, Tidelands decreased on average 2.7% per year.

Overall savings on Tidelands Employee Health Plan since implementing their culture of employee wellness and safety program is approaching $30 million.

The chart below shows an independent analysis of Tidelands Culture of Employee Wellness and Safety program by the Gallagher Benefit Services company.

The chart shows dramatic cost savings Per Employee Per Month (PEPM) after implementing the Culture of Employee Wellness and Safety program (January 2009-June 2023 compared to a cohort group prior to implementing the program (July 2002-December 2008).

Gallagher logo

PEPM Claims1

Claim Category July 2002 - December 20082 January 2009 - June 20233 % Change
Total Medical Claims $1,646.21 $878.38 -47%
Claims related to PAT diagnostic categories only4 $480.09 $198.85 -59%


  1. PEPM claims represent employee claims only - no dependent claims are included
  2. Claims for this time period are for all employees on the TH health plan
  3. Claims for this time period are for employees on the TH health plan hired on or after 01/01/2009
  4. Claims related to PAT diagnostic categories include only claims for 1) Diseases of the Musculoskeletal System & Connective Tissue; and 2) Injury & Poisoning (ICD-10 codes M00 - M99 and S00 - T88 respectively)
  5. Claims are retroactively trended to provide accurate comparison

This analysis is for illustrative purposes only, and is not a guarantee of future expenses, claims costs, managed care savings, etc. There are many variables that can affect future health care costs including utilization patterns, catastrophic claims, changes in plan design, health care trend increases, etc. This analysis does not amend, extend, or alter the coverage provided by the actual insurance policies and contracts. Please see your policy or contact us for specific information or further details in this regard.