Turn employee-reported health information and biometric results into a governed, measurable wellness program with nationwide delivery, secure reporting, and practical incentive administration.
Plan Your HRA Program Review Reporting Capabilities
Build a health risk assessment program that produces usable employer insight
A health risk assessment for employers is a validated questionnaire that helps participants identify modifiable health risks and helps plan sponsors understand program needs at the aggregate level. It is not a consumer health quiz and it is not a substitute for medical care. In a well-designed employer wellness program, the HRA is a structured intake layer: employees complete a private assessment, biometric screening supplies objective measures where the program includes screening, and the employer receives de-identified aggregate reporting for program decisions.
PicMed pairs the HRA with onsite biometric screening, virtual completion, and the MyPicMed HIPAA portal. The result is one operating model for participation, incentives, individual follow-up resources, and leadership reporting across a single location or a national workforce. That operating discipline matters when benefits teams must coordinate eligibility files, annual enrollment timing, payroll incentives, brokers, and multiple wellness vendors.
U.S. health care spending reached $4.5 trillion in 2022, according to CMS National Health Expenditures. An HRA gives an employer a defensible baseline for choosing preventive-health touchpoints and measuring engagement.
What an employer HRA includes
A validated, purpose-built instrument
PicMed uses a validated HRA instrument configured around program objectives, population eligibility, communications, and reporting requirements. It can cover health status, preventive practices, risk factors, readiness to act, and other plan-approved questions. Longer is not automatically better.
Before launch, PicMed documents the eligible population, question set, accessibility requirements, biometric-data rules, incentive workflow, and aggregate-reporting thresholds. Benefits leaders receive a program specification—not a generic questionnaire link—that brokers and legal advisors can review before employee communications begin.
Biometric numbers that add clinical context
When an HRA runs with onsite biometric screening, the participant can see self-reported information alongside eligible biometric results, such as blood pressure, BMI, lipid values, glucose, or HbA1c. PicMed does not position this as diagnosis. It is a screening and awareness workflow supported by participant education and direction to appropriate care when a result warrants follow-up.
Program designers may choose fingerstick point-of-care testing for immediate results, venipuncture reference laboratory testing for a broader panel, or both. See the employer biometric and lab test menu for delivery methods and expected turnaround. Using one connected workflow reduces duplicate participant entry, helps validate completion, and keeps the reporting logic consistent across modalities.
The American Diabetes Association recognizes A1C and plasma-glucose testing among the measures used to diagnose diabetes in clinical settings. In employer programs, those measures should be presented within screening scope and paired with clear participant guidance, not treated as an employer-accessible diagnosis record.
Individual action resources and aggregate reporting
Participants receive a secure, self-service view through MyPicMed for eligible HRA completion status and results. Employers receive a separate de-identified aggregate view, including approved participation segments, completion by service type, risk-factor patterns, and incentive status. PicMed applies agreed suppression thresholds so reports support program management without becoming a back door to individual health information.
Incentive design that can be administered and audited
An HRA is often a qualifying activity within a broader incentive design. PicMed supports HRA plus incentive tracking through MyPicMed, including activity completion, eligibility dates, approved incentive values, and export or integration fields agreed during implementation. Employers may use the workflow for an HSA/HRA-related wellness strategy, premium differential administration, points programs, gift-card fulfillment, or another approved plan design. Any financial value, eligibility rule, or reward language remains the incentive design you’ve selected.
Effective incentive administration is specific. It defines the action that earns credit, the measurement period, the alternative standard or reasonable accommodation process where applicable, the data source that verifies completion, and the owner who resolves exceptions. It also distinguishes a screening completion incentive from an outcome-contingent design. That distinction is important for compliance review and for employee trust.
PicMed can pass approved completion data to an employer’s wellness platform, HRIS, benefits administrator, or incentive vendor. Integration scope is documented before launch, including file format, transfer frequency, unique identifier matching, exception handling, and test acceptance criteria. The platform should receive only the minimum data required to administer the selected program.
ADA, GINA, and EEOC considerations belong in program design
HRA programs touch sensitive information. Employers should engage benefits counsel and privacy stakeholders before finalizing any program that requests health information or attaches an incentive. PicMed supports the operational controls required by the employer’s approved design; it does not provide legal advice.
The EEOC’s ADA guidance addresses when disability-related inquiries and medical examinations of employees are permissible, including the voluntary wellness-program context. The EEOC’s GINA Title II fact sheet explains protections related to genetic information. Practical controls may include voluntary participation language where applicable, clear notices, a defined accommodation process, separated employer reporting, limited data access, and review of inducement rules by counsel.
PicMed operationalizes the parts of the plan that a delivery vendor should control:
- Secure collection and transmission of participant information.
- Separate individual and aggregate reporting experiences.
- HIPAA-aligned access controls in MyPicMed.
- Role-based visibility for employer, broker, and administrator users.
- Documented completion and incentive data flows.
- Approved accommodation and escalation routing supplied by the client.
Program compliance is not a template exercise. The correct design depends on plan status, funding, participation requirements, incentive structure, workforce composition, applicable state law, and the employer’s counsel.
Delivery options for a distributed workforce
PicMed supports online HRA completion for remote, hybrid, and geographically distributed employees. For organizations holding onsite events, the HRA can also be positioned within the event workflow so participants complete the assessment before, during, or after their screening appointment. This lets benefits teams use one campaign calendar and one completion record rather than separate wellness initiatives.
Standard planning is 6–8 weeks from program decisions to event readiness. When enrollment timing or a benefits deadline is tight, PicMed can evaluate a 2–3 week compressed delivery model based on scope, sites, participant volume, clinical staffing, and integration requirements. Nationwide services are delivered by regional teams of PicMed W-2 RNs and LPNs, with a common implementation plan and clinical standard across all 50 states.
For onsite delivery, PicMed coordinates event logistics, appointment capacity, clinical staffing, chain-of-custody processes where applicable, participant communications, and post-event reconciliation. For virtual delivery, the implementation plan defines authentication, support routing, completion reminders, and reporting cadence. Both routes feed the same employer-facing reporting layer.
Use HRA data to improve the next program decision
The most useful HRA report helps benefits leaders adjust communications, preventive-care campaigns, navigation, or the next screening menu. PicMed can align aggregate output to the employer’s wellness platform and annual benefits calendar while preserving privacy safeguards.
CDC Workplace Health Promotion frames workplace health as an opportunity to support workers’ health through policies, programs, and environmental supports. For employers, the HRA should be one governed input into that larger strategy—not an isolated annual task.
Explore connected services:
- Onsite biometric screening for clinical screening events.
- Workplace health screenings for broader onsite preventive services.
- Onsite employee wellness programs for program strategy and delivery.
Frequently asked questions
What is a health risk assessment for employers?
It is a validated health questionnaire used to support a workplace wellness program. Participants receive a private experience; the employer receives de-identified, aggregate reporting configured to the approved program purpose.
Can PicMed combine an HRA with onsite biometric screening?
Yes. PicMed can connect HRA completion with eligible biometric measures, event participation, and incentive tracking through MyPicMed.
Does the employer see individual HRA answers?
No. Standard employer reporting is aggregate and de-identified. Access rules, report segments, and suppression thresholds are established during implementation.
Can an HRA support wellness incentives?
Yes. MyPicMed can track approved completion criteria and send the minimum necessary administration data to a designated platform or administrator. The employer and its counsel determine the incentive design.
Is an online HRA available for remote employees?
Yes. Employees can complete the HRA online, with optional integration into onsite screening event communications and reporting.
How long does implementation take?
Standard planning is 6–8 weeks. A 2–3 week compressed delivery may be available when scope, staffing, communications, and integrations can support the requested timeline.
CTA form callout:
Design an HRA that benefits, privacy, and operations can administer
Share your population size, locations, event timing, HRA objectives, preferred incentive workflow, and your benefits and wellness teams. A PicMed program lead will return a proposed implementation plan and a program consultation. Request an HRA Program Consultation
Related-programs internal link block: Build a connected program: Onsite Biometric Screening | Workplace Health Screenings | Onsite Employee Wellness Programs | MyPicMed Portal | Screening Test Menu
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