Biometric Screening Research Articles

Eight-Year Health Risks Trend Analysis of a Comprehensive Workplace Health Promotion Program.

Research has shown that workplace health promotion (WHP) efforts can positively affect employees’ health risk accumulation. However, earlier literature has provided insights of health risk changes in the short-term. This prospective longitudinal quasi-experimental study investigated trends in health risks of a comprehensive, eight-year WHP program (n = 523–651). Health risk data were collected from health risk assessments in 2010–2011, 2013–2014, and 2016–2017, applying both a questionnaire and biometric screenings. Health risk changes were investigated for three different time-periods, 2010–2013, 2014–2017, and 2010–2017, using descriptive analyses, t-tests, and the Wilcoxon Signed Rank and McNemar’s test, where appropriate. Overall health risk transitions were assessed according to low-, moderate-, and high-risk categories. Trend analyses observed 50–60% prevalence for low-, 30–35% for moderate-, and 9–11% high-risk levels across the eight years. In the overall health risk transitions of the three time-periods, 66–73% of participants stayed at the same risk level, 13–15% of participants improved, and 12–21% had deteriorated risk level across the three intervention periods. Our findings appear to indicate that the multiyear WHP program was effective in maintaining low and moderate risk levels, but fell short of reducing the total number of health risks at the population level.

A Comparative Analysis of Biometrics Types: Literature Review

This study provides a thorough analysis of the various biometric types, including their advantages and disadvantages. It compares the different types and provides details about false acceptance and false rejection rates, along with their equations. Biometric screening systems are used to test and identify persons using their physiological or behavioral characteristics. Using only one recognition device is not suitable for identification systems. Multi-factor authentication can improve system security by using two or more kinds of security types, such as passwords and cards, but this is not an ideal security scheme. Passwords may be forgotten or inputted incorrectly, or the identification card may be stolen. To verify and classify people using their physiological attributes, biometric devices are used. These technologies can be classified as either behavioral or physiological biometrics. The former has many shortcomings, such as noisy data, inter-class similarity, intra-class variability, spoofing and universality, which reduce the system’s accuracy. The success rate of recognition and verification is, however, substantially improved by multimodal biometric sensing and processing systems, which leverage the detection or processing of two or more behavioral or physiological traits.

Correlating Grip Force Signals from Multiple Sensors Highlights Prehensile Control Strategies in a Complex Task-User System.

Wearable sensor systems with transmitting capabilities are currently employed for the biometric screening of exercise activities and other performance data. Such technology is generally wireless and enables the non-invasive monitoring of signals to track and trace user behaviors in real time. Examples include signals relative to hand and finger movements or force control reflected by individual grip force data. As will be shown here, these signals directly translate into task, skill, and hand-specific (dominant versus non-dominant hand) grip force profiles for different measurement loci in the fingers and palm of the hand. The present study draws from thousands of such sensor data recorded from multiple spatial locations. The individual grip force profiles of a highly proficient left-hander (expert), a right-handed dominant-hand-trained user, and a right-handed novice performing an image-guided, robot-assisted precision task with the dominant or the non-dominant hand are analyzed. The step-by-step statistical approach follows Tukey’s “detective work” principle, guided by explicit functional assumptions relating to somatosensory receptive field organization in the human brain. Correlation analyses (Person’s product moment) reveal skill-specific differences in co-variation patterns in the individual grip force profiles. These can be functionally mapped to from-global-to-local coding principles in the brain networks that govern grip force control and its optimization with a specific task expertise. Implications for the real-time monitoring of grip forces and performance training in complex task-user systems are brought forward.

Evaluation of Cadmium Chloride-Induced Toxicity in Chicks Via Hematological, Biochemical Parameters, and Cadmium Level in Tissues.

Cadmium is a heavy metal and a non-biodegradable environmental contaminant, and its omnipresence ensures its recurrent exposure to humans and animals. Its intake by chicks leads to fatal implications. Cadmium chloride (CdCl2) because of its bio-accumulative nature is an emerging threat to the poultry industry as well as to the humans which consumes these cadmium-intoxicated chickens. In the current study, the target was to elucidate the toxic effects of CdCl2on body weight, hematological, and biochemical parameters as well as its bioaccumulation in different organs of broiler chicks. Various concentrations of CdCl2 (0, 12, 24, 38, and 48mg/kg body weight) were administered orally to five groups (A, B, C, D, and E)of broiler chicks, respectively. The biometric screening of the exposed birds was carried out by hematological parameters such as packed cell volume (PCV), total erythrocyte count (TEC), mean corpuscular hemoglobin concentration (MCHC), total protein, white blood cells (WBC), and hemoglobin (Hb), as well as biochemical parameters superoxide dismutase (SOD), low-density lipoprotein (LDL), glutathione peroxidase (GPx), and high-density lipoprotein (HDL) with commercially available kits. Metal accumulation in different organs was detected using atomic absorption spectrophotometer. The compound exposure produced a varied impact on broiler birds. Hematological parameters showed a significant decrease except for WBC. Biochemical parameters also decreased significantly in a dose-dependent manner. However, it was revealed that the body weight of chickens was not affected considerably after CdCl2 exposure. A direct relationship was detected between the accumulation of metal within tissues (lungs, heart, and flesh) and exposure frequency. It can be deducedthat an increase in Cd deposition in tissues may lead to an alteration in hematological-biochemical markers which may significantly contribute to systemic toxicity in broilers.

Exercise Is Medicine on Campus®: A Pilot Study

The primary objective was to (a) test the effectiveness of an Exercise Is Medicine® on Campus (EIM-OC) program in a university setting and (b) compare the baseline levels of physical activity, mental health, and physical health with post-EIM-OC levels. Referred and consenting students ( n = 9) participated in a 12-week program. At pre- and postprogram, participants completed measures of current health behaviors, obstacles to physical activity, health goals, physical activity history, biometric screening (resting heart rate, blood pressure (BP), waist-to-hip ratio, body composition percentage via bioelectrical impedance, cardiovascular and muscular endurance baseline, and flexibility), perceived stress, and self-compassion. All of the participants adhered to 100% of the program. Participants experienced a decrease in resting heart rate, body composition, and BP and an increase in sleep, physical activity, and self-compassion. The program will be implemented with a larger sample of referred students with the goal of reducing risk or prevalence of chronic disease.

Biometric indicators can be early signs of declines in activities of daily living functioning among the Indonesian elderly

BackgroundSigns associated with the onset of disability can be useful in disability projection and have significant implications in elderly care policy. ObjectiveTo explored the associations between biometric screening indicators and declines in activities of daily life (ADLs) functioning among the Indonesian elderly. MethodsThis is a prospective longitudinal cohort study. The Indonesian Family Life Survey (IFLS) 4 conducted in 2007–2008, and IFLS 5 conducted in 2014–2015 were used to assess the association between biometric indicators and ADLs at baseline and follow-up. ResultsFindings revealed that 22.3% of participants surveyed in 2007–2014 had become disabled in terms of ADLs. Anemia status, stage 2 hypertension, lung capacity, and a longer sit-to-stand time were associated with ADLs. ConclusionThese findings are important to help early detection and potentially help the prevention of ADLs in elderly people in the future. Accuracy of disability estimation could possibly be improved if including biometric parameters.

Financial Incentives and Employer-Sponsored Health Activities.

To understand how employer-sponsored incentives and participant-level characteristics drive health activity engagement. Multivariable hierarchical logistic regression models evaluated 283,365 individuals eligible for incentives through health savings accounts, health reimbursement accounts, health incentive accounts, gift cards, and other means, and estimated log odds of (1) completing a health survey; (2) participating in a biometric screening; (3) attaining a biometric target; (4) participating in a weight loss program; undergoing (5) breast, (6) colorectal, or (7) cervical cancer screening. Larger incentives were associated with higher odds of participating in biometric screenings only (2% higher for every $25). Obesity, tobacco use, and lack of primary care were associated with lower odds. Employers may wish to tailor incentive plans to the unique characteristics and needs of their populations to better drive participation in sponsored health activities.

59-LB: Risk of Type 2 Diabetes Is Reduced in the Second Year of a Digital Diabetes Prevention Program in a Workplace Setting

Background: A digital Diabetes Prevention Program (dDPP) has been shown to reduce the 8-year risk of diabetes in the first year of implementation in a workforce setting. We asked whether the dDPP reduced the risk of diabetes in a second year. Methods: Individuals were included in the study if they (i) participated in an employer-sponsored wellness program with year-end biometric screening for 4 consecutive years (2016 to 2019), (ii) had prediabetes-range fasting glucose (100 to 125 mg/dL) or Hb1Ac (5.7% to 6.4%), (iii) a BMI ≥25 kg/m2 at the end of 2017, and (iv) completed ≥9 lessons in a dDPP initiated at the beginning of 2018. In the first year of the dDPP, individuals participated in weekly online lessons. In the second year, no new content was introduced, but individuals had access to lessons delivered in year 1. Results: The baseline characteristics from the 2017 year-end screen are provided (Table). On average, participants (n=401) completed 25.1 lessons (SD: 12.3). In the second year of intervention, levels of BMI, fasting glucose, triglycerides and HDL-C, all components of the 8-year diabetes risk score, improved relative to changes observed in the year before intervention. The 8-year risk of developing diabetes was also reduced (Table). Conclusions: The risk of developing type 2 diabetes was reduced in the second year of a dDPP. Disclosure C.E. Birse: Employee; Self; Quest Diagnostics. M.S. Fragala: Employee; Self; Quest Diagnostics. A.R. Arellano: None. L.A. Bare: Employee; Self; Quest Diagnostics. C. Castro Sweet: Employee; Self; Omada Health. R.J. Lagier: Employee; Self; Quest Diagnostics. Employee; Spouse/Partner; Thermo Fisher Scientific.

Effects of a Workplace Wellness Program on Employee Health, Health Beliefs, and Medical Use

Many employers use workplace wellness programs to improve employee health and reduce medical costs, but randomized evaluations of their efficacy are rare. To evaluate the effect of a comprehensive workplace wellness program on employee health, health beliefs, and medical use after 12 and 24 months. This randomized clinical trial of 4834 employees of the University of Illinois at Urbana-Champaign was conducted from August 9, 2016, to April 26, 2018. Members of the treatment group (n = 3300) received incentives to participate in the workplace wellness program. Members of the control group (n = 1534) did not participate in the wellness program. Statistical analysis was performed on April 9, 2020. The 2-year workplace wellness program included financial incentives and paid time off for annual on-site biometric screenings, annual health risk assessments, and ongoing wellness activities (eg, physical activity, smoking cessation, and disease management). Measures taken at 12 and 24 months included clinician-collected biometrics (16 outcomes), administrative claims related to medical diagnoses (diabetes, hypertension, and hyperlipidemia) and medical use (office visits, inpatient visits, and emergency department visits), and self-reported health behaviors and health beliefs (14 outcomes). Among the 4834 participants (2770 women; mean [SD] age, 43.9 [11.3] years), no significant effects of the program on biometrics, medical diagnoses, or medical use were seen after 12 or 24 months. A significantly higher proportion of employees in the treatment group than in the control group reported having a primary care physician after 24 months (1106 of 1200 [92.2%] vs 477 of 554 [86.1%]; adjusted P = .002). The intervention significantly improved a set of employee health beliefs on average: participant beliefs about their chance of having a body mass index greater than 30, high cholesterol, high blood pressure, and impaired glucose level jointly decreased by 0.07 SDs (95% CI, -0.12 to -0.01 SDs; P = .02); however, effects on individual belief measures were not significant. This randomized clinical trial showed that a comprehensive workplace wellness program had no significant effects on measured physical health outcomes, rates of medical diagnoses, or the use of health care services after 24 months, but it increased the proportion of employees reporting that they have a primary care physician and improved employee beliefs about their own health. American Economic Association Randomized Controlled Trial Registry number: AEARCTR-0001368.

Évaluation d’un outil de mesure avec affichage de la norme en temps réel pour les biométries fœtales

ObjectivesMost of the ultrasound machines include a tool allowing real-time display of the standard value of the biometric measurement being taken. Our hypothesis was that this tool influences the sonographer as measurements are taken, by inducing a normalization, thus a tendency towards the 50th percentile. The objective of this study was to evaluate the impact of a real-time display of the standard value in prenatal ultrasound screening. MethodsWe conducted an observational, prospective, controlled and open study including all patients who underwent a prenatal ultrasound scan in the 2nd or 3rd trimester at the University Hospitals in Strasbourg between December 2017 and June 2018. Exclusion criteria were the presence of a fetal morphological abnormality or a karyotypic abnormality. The tool being tested was the real-time display on screen of the gestational age, of which the measurement corresponds to the 50th percentile. The measurements were retrospectively transformed into Z-scores. The main end-point was to compare the distribution of Z-scores between the groups. ResultsWe included 3551 ultrasound examinations: 696 performed with the tool and 2796 performed without. Fifty-nine scans were excluded due to morphological abnormalities. There was no statistically significant difference between the Z-scores distributions of measurements performed with or without the tool, regardless of the parameter studied. There was also no difference in the detection of pathological measurements: below the 10th percentile or above the 90th percentile. ConclusionThe use of such a tool does not seem to be detrimental to biometric screening, but on the other hand does not seem useful either.

Multimodal Biometric Recognition: Fusion of Modified Adaptive Bilinear Interpolation Data Samples of Face and Signature using Local Binary Pattern Features

Biometric based authentication systems use particular person characteristics which might be based on either behavior like voice, signature etc. or body structure like face, iris, palm print, fingerprint, etc. The performance of any unimodal biometric arrangement is depending on elements like surroundings, atmosphere, and sensor precision. Also, there are numerous trait unique demanding situations which include pose, expression, growing old and so forth for face reputation, occlusion and acquisition related problems for iris and terrible high-quality and social popularity related troubles for fingerprint. Hence, fusion of more than one biometric samples, traits or algorithms to achieve quality performance is another way to reap the better overall performance. In current scenario many researchers concentrating on Multimodal Biometrics with new fusion techniques ideas. We propose a new method of feature level fusion which uses Modified Adaptive Bilinear Interpolation (MABI) method to increase the resolution of data sample, which gives better features for fusion which gives more accurate results. In this work, experiment is done on AT&T face Cambridge University Computer Laboratory and MCYT signature Biometric Recognition Group datasets with combination of both unimodal and multimodal traits. K Nearest Neighbor (KNN) and Ensemble methods are used for classification. The proposed biometric system can be used in biometric surveillance, biometric screening for secured places, forensic applications etc.

Workplace Well-Being Factors That Predict Employee Participation, Health and Medical Cost Impact, and Perceived Support.

This study tested relationships between health and well-being best practices and 3 types of outcomes. A cross-sectional design used data from the HERO Scorecard Benchmark Database. Data were voluntarily provided by employers who submitted web-based survey responses. Analyses were limited to 812 organizations that completed the HERO Scorecard between January 12, 2015 and October 2, 2017. Independent variables included organizational and leadership support, program comprehensiveness, program integration, and incentives. Dependent variables included participation rates, health and medical cost impact, and perceptions of organizational support. Three structural equation models were developed to investigate the relationships among study variables. Model sample size varied based on organizationally reported outcomes. All models fit the data well (comparative fit index > 0.96). Organizational and leadership support was the strongest predictor (P < .05) of participation (n = 276 organizations), impact (n = 160 organizations), and perceived organizational support (n = 143 organizations). Incentives predicted participation in health assessment and biometric screening (P < .05). Program comprehensiveness and program integration were not significant predictors (P > .05) in any of the models. Organizational and leadership support practices are essential to produce participation, health and medical cost impact, and perceptions of organizational support. While incentives influence participation, they are likely insufficient to yield downstream outcomes. The overall study design limits the ability to make causal inferences from the data.

For Physical Laborers with Type 2 Diabetes, Telephonic Health Coaching is not Enough to Improve A1C.

Telephonic health coaching has been studied extensively as an interventional approach for chronic disease management. No studies have been conducted evaluating the outcomes of a multiyear study on health coaching participation and glycated haemoglobin (A1C) changes. Chronic disease has been widespread in physical laborers, with a high onset of type 2 diabetes. The purpose of this study was to establish the efficacy of telephonic health coaching as a means to manage type 2 diabetes in adults with physical labor occupations. The eligibility criteria were: 1) Adults aged 20-80 during the study entirety; 2) A diagnosis of type 2 diabetes; and 3) Yearly A1C and Body Mass Index (BMI) testing via verified biometric screenings. Participants completing health coaching for at least 2 years during the study period were assigned to the experimental group and participants who only had yearly biometric screening were assigned to the control group. From 2014-2018, 350 participants met the inclusion criteria. The mean age at baseline was 56 years (SD 8.26), with a mean baseline A1C of 7.14% for the test group, and 5.41% for the control group. Pre-post test changes saw an increase in A1C of 0.85% in the test group, and 0.95% in the control group. BMI changes were not statistically significant. Further study is needed to refine current telephonic health coaching programs for disease management. This study suggests that the efficacy of telephonic health coaching in its current form is not enough to improve BMI outcomes in patients with diabetes, and over the phone coaching alone is insufficient to improve patient A1C levels and sustain them for long-term.

When Workplace Wellness Programs Work: Lessons Learned from a Large Employer in Texas

ABSTRACTBackground: Workplace wellness programs have been widely implemented to promote employee health outcomes and reduce health costs. However, little is known about how designs of wellness programs matter for best promoting positive employee health outcomes. Purpose: This research aims to identify the most effective designs of workplace wellness programs resulting in positive employee health outcomes. Methods: We conducted endogenous treatment analyses to compare the effectiveness of three wellness programs (diabetes prevention, hypertension prevention, and nutrition classes) on employees’ health outcomes. Data were analyzed from 24,117 full-time employees who received the pre- and post-intervention biometric screening in 2012–2016 at a large employer in Texas, U.S. Results: Unlike the mixed effects in diabetes and hypertension prevention programs, the nutrition program, which exhibited a high level of topic relevance, impact, and intensity, significantly decreases all four biometric indicators: decreasing systolic blood pressure (4%), diastolic blood pressure (10%), glucose (2%), and cholesterol (26%), which improves health outcomes. Discussion: This study prompts health educators to consider comparative effectiveness of workplace wellness programs for maximized impact on employees’ health outcomes. Translation to Health Education Practice: Designing wellness programs with high topic relevance, impact, and intensity should be emphasized in implementing workplace wellness programs.

Individual health outcomes secondary to a nurse-led coalition-based health promotion program for underserved diverse populations.

This study describes the impact of various levels of participation in a nurse-led coalition-based wellness program on participant outcomes related to body mass index, blood pressure, diabetes risk, and lifestyle behaviors in a Midwest rural county. This descriptive study used de-identified data collected by program staff over a 26-month period to evaluate participant outcomes. Participants were predominantly female with a mean age of 49years; 41% identified as Hispanic. Lifestyle behavior surveys and biometric screenings were used to collect data. Latent Growth Class Analysis and logistic regression were used to analyze the data. Monthly wellness programming including screenings, health education and referrals were provided to participants at various sites in a rural community. Over a 26-month period, 3,004 visits were made by 820 participants. Four clusters for participants (n=287) who had made three visits or more were identified, providing insight into meaningful interindividual differences for repeat participants. Overall, repeat participants either maintained or improved their blood pressure over time. Indirect outcomes including policy, system, and environmental changes were also noted. Coalitions can positively affect the health of populations through these types of programs at the individual and population level.

Investigation of the variants at the binding site of inflammatory transcription factor NF-\u03baB in patients with end-stage renal disease

BackgroundA chronic inflammatory state is a prominent feature in patients with end-stage renal disease (ESRD). Nuclear factor-kappa B (NF-κB) is a transcription factor that regulates the expression of genes involved in inflammation. Some genetic studies have demonstrated that the NF-κB genetic mutation could cause kidney injury and kidney disease progression. However, the association of a gene polymorphism in the transcription factor binding site of NF-κB with kidney disease is not clear.MethodsWe used the Taiwan Biobank database, the University of California, Santa Cruz, reference genome, and a chromatin immunoprecipitation sequencing database to find single nucleotide polymorphisms (SNPs) at potential binding sites of NF-κB. In addition, we performed a case–control study and genotyped 847 patients with ESRD and 846 healthy controls at Tri-Service General Hospital from 2015 to 2016. Furthermore, we used the ChIP assay to identify the binding activity of different genotypes and used Luciferase reporter assay to examine the function of the rs9395890 polymorphism.ResultThe results of biometric screening in the databases revealed 15 SNPs with the potential binding site of NF-κB. Genotype distributions of rs9395890 were significantly different in ESRD cases and healthy controls (P = 0.049). The ChIP assay revealed an approximately 1.49-fold enrichment of NF-κB of the variant type TT when compared to that of the wild-type GG in rs9395890 (P = 0.027; TT = 3.20 ± 0.16, GT = 2.81 ± 0.20, GG = 1.71 ± 0.18). The luciferase reporter assay showed that the NF-κB binding site activity in T allele was slightly higher than that in G allele, though it is not significant.ConclusionsOur findings indicate that rs9395890 is associated with susceptibility to ESRD in Taiwan population.

Description of a pharmacist-led diabetes prevention service within an employer-based wellness program

ObjectivesTo describe a pharmacist-led diabetes prevention service piloted within an employer-based wellness program. Practice descriptionA pharmacist-led ambulatory care clinic within a school of pharmacy that provides wellness services to university employees. Practice innovationImplementation of a diabetes prevention service using opportunistic A1C screening within a biometric screening program. Patients with a prediabetes-level A1C from July 2016 to March 2019 were invited to participate in the National Diabetes Prevention Program (NDPP). EvaluationComparison of baseline characteristics of participants with normal and elevated A1C. Evaluation of participation in the NDPP and changes in clinical values at the subsequent biometric screening appointment for individuals with a prediabetes-level AlC. ResultsA1C testing of 740 individuals identified 69 participants (9.3%) with a prediabetes-level A1C and 7 (1.0%) with a diabetes-level A1C. Compared with those with a normal A1C (< 5.7%), participants with an elevated A1C were more likely to be older, nonwhite, obese, and physically inactive, to have a sibling with diabetes, higher random blood sugar (RBS), lower high-density lipoprotein (HDL), and more likely to have hypertension. Twelve patients participated in the NDPP, although most attended only 1 session. Attenders had a significantly lower baseline weight and body mass index (BMI). There were no significant differences in the changes in A1C, BMI, weight, RBS, or HDL between attenders and nonattenders approximately 1 year later. ConclusionThis pilot demonstrated that opportunistic A1C testing could be incorporated into an ambulatory care clinic within a pharmacist-led employer-based wellness program. Uptake and retention of the NDPP were poor. Barriers to NDPP participation need to be investigated and addressed to improve service impact.

57-LB: The Wellness Bus: Closing the Gap in Type 2 Diabetes Prevention and Promoting Population Health

More than 150,000 Utahns have diabetes, costing the state over one billion dollars each year. The risk for developing type 2 diabetes is significantly higher among members of minority racial or ethnic groups. The Wellness Bus is a mobile health unit that aims to reduce the burden of type 2 diabetes in Utah’s underserved communities. The program represents a unique partnership between researchers, community health workers, student volunteers, and community health partners. Objective: To describe the characteristics and needs—both medical and social—of community members being served by the Wellness Bus in its first 6 months of implementation, and to discuss how the mobile health unit and its partners are addressing these critical gaps in access to care. Methods: Participants included 501 individuals who visited the Wellness Bus’s weekly neighborhood sites between June and December of 2018. Participants were ages 18 to 88 years (Mean age = 46.8), 50% Female; 28% white; and 67% Hispanic/Latino. Descriptive data from routinely-collected assessments during Wellness Bus visits at the weekly sites including participant self-report surveys, biometric screenings, and social service referrals were analyzed with R statistical software. Results: Of all individuals, 57% reported Spanish as their primary language, 67% were uninsured, and 61% did not have a primary care provider; 23% had been previously diagnosed with diabetes or prediabetes. More than half of high-risk individuals had HbA1c levels &amp;gt; 5.7. Mean BMI = 29.8, with 82% overweight or obese; more than half screened with elevated blood pressure. Service referrals were made for 160 individuals, most to community medical/dental services. In regard to the social risk assessment, 35% reported experiencing food insecurity. Through the first 6 months of the Wellness Bus program, we have gained an understanding of our communities’ needs and are addressing these gaps. We are developing strategies to increase the number of follow-up visits. Disclosure R.L. Marcus: None. B.L. Bannon: None. R.K. Delaney: None. A. Fagerlin: None.

77-LB: Digital Behavioral Counseling in a Workforce Setting Reduces 8-Year Risk of Developing Type 2 Diabetes

Background: Digital behavioral counseling has previously been shown to reduce levels of risk factors for diabetes including fasting glucose and HbA1c. We asked whether the 8-year risk of developing diabetes could be reduced within the first year of a digital counseling program. Methods: Individuals were included in the study if they (i) participated in an employer-sponsored wellness program with year-end biometric screening for 3 consecutive years (2016, 2017, and 2018), (ii) had prediabetes-range fasting glucose (100 to 125 mg/dL) or Hb1Ac (5.7% to 6.4%), (iii) a BMI ≥25 kg/m2 at the end of 2017, and (iv) completed at least 9 lessons in a digital behavioral counseling program initiated at the beginning of 2018. Paired t-Tests were used to assess changes in yearly trajectories of diabetes risk factors before and after intervention (Table). Results: The baseline characteristics of the cohort at the 2017 year-end screen are provided (Table). On average, participants (n=460) were engaged in the counseling program for 9.1 months (SD: 1.2) and completed 25.1 lessons (SD: 12.3). After participation, levels of all biometric variables included in the 8-year risk model* shifted in a favorable direction; the 8-year risk of developing diabetes was reduced (Table). Conclusions: Digital behavioral counseling was effective in reducing risk factors and the 8-year risk of diabetes during the first year of the program. Disclosure C.E. Birse: Employee; Self; Quest Diagnostics. Stock/Shareholder; Self; Quest Diagnostics. M.S. Fragala: Employee; Self; Quest Diagnostics. A. Satish: None. K.C. McNamara: Employee; Self; Omada Health, Inc. C.M. Castro Sweet: Employee; Self; Omada Health, Inc. R.J. Lagier: Employee; Self; Quest Diagnostics.

The Association Between Incentive Designs and Health Assessment or Biometric Screening Completion.

To identify statistically significant predictors for completing a Personal Health Assessment (PHA) or biometric screening from attributes of incentive designs. A cross-sectional study was conducted that included 426,694 members from 56 employer groups who required a PHA or screening as part of their incentive during 2016. Incentive designs that combine high-value with immediate disbursement can relatively increase employee PHA participation by as much as 66% over plans with low-value and delayed disbursement (56.7% vs 34.1%, P < 0.001). Surcharge component was a significant predictor of PHA completion (P < 0.001); similar predictors were found for screening completion. This study identified several significant predictors of PHA or screening completion, including: monetary value, time to disbursement, disbursement method, and frequency. Our findings are consistent with prior research in human behavior responses to positive reinforcement.