01
Neutral default
Without HRA, baseline defaults to 50. Your Org Wellness Score is incomplete until employees complete a real assessment.
Solutions · Health Risk Assessment · Data in
Baseline workforce health without turning wellness into surveillance.
A voluntary in-app assessment captures the numbers that matter. Employees get a private fitness percentage. HR sees aggregate risk patterns that feed the Org Wellness Score.
Individual answers stay private
Aggregate risk for HR
Feeds Baseline 20%
Health Risk Assessment
Result
Good
Blood pressureWithin healthy range
92
Exercise habitModerate frequency
70
BMI & waistMetabolic factors
64
Private to you. Informational only, not a medical diagnosis.
Illustrative UI · employee fitness % and factor view
Workforce health & rewards chain
1
Health Risk Assessment
Data in · baseline screening
2
Workforce health insights
Data out · Org Wellness Score
3
Wellness rewards
Action · effort to points
Why baseline matters
Challenges without a health baseline are half a story.
Step counts and challenge join rates show effort. They do not show whether the workforce is starting from a healthy foundation.
02
Blind targeting
Programs stay one-size-fits-all when risk factors are unknown. High-BMI and sedentary groups need different playbooks.
03
Trust barrier
Employees will not share health data if HR can open individual files. Privacy has to be product architecture, not a footer promise.
Employee experience
A short questionnaire. A clear fitness percentage.
Employees complete HRA on their own from Profile. It is not forced onboarding. Honest answers produce a more useful personal baseline.
1
Open HRA from Profile
Employees find Health Risk Assessment in their profile when the feature is available for the company plan.
2
Answer nine health areas
Blood group, waist, blood pressure, cholesterol, diabetes, smoking, alcohol, exercise, plus age and BMI from the health profile.
3
See fitness % and category
A single score from 0 to 100 with a clear label from Excellent through Critical, plus tips based on risk factors.
4
Retake when health changes
Quit smoking, improve blood pressure, or change lifestyle. Retake the HRA so baseline and Wellness Score stay accurate.
What employees see
Categories that guide attention, not diagnose disease.
Answers are scored into a fitness percentage and one of five categories. The goal is self-awareness and better program design, not clinical labeling.
Excellent
Low health risk indicators
Good
Solid base, room to improve
Average
Some risk factors present
Below average
Multiple factors need attention
Critical
High risk, consult a clinician
Informational, not a medical diagnosis. For any health concerns, employees should consult their doctor. Vantage Fit is a wellness platform, not a clinical system.
For HR & benefits leaders
Aggregate risk you can act on. Individual answers you cannot open.
Use population patterns to design programs. Never browse someone’s blood pressure from the admin console.
-
Risk distribution
See how the assessed population lands across categories and key lifestyle factors at aggregate level.
-
Coverage clarity
Understand who completed HRA versus who still sits on the neutral default baseline of 50.
-
Smarter challenge targeting
Tag-based audiences by risk factor so programs reach the groups that need them most.
-
Truer Org Wellness Score
HRA feeds the Baseline component (20%). More completions mean a score leadership can trust.
Privacy contract: Individual HRA responses stay private to the employee. HR works with aggregate patterns and program-level outcomes, not personal clinical files.
68%Assessed of active
72Avg fitness %*
20%Baseline weight
Category mix · assessed cohort
Program levers from risk tags
Elevated BMI focus
Sedentary segments
Smoking cessation path
BP awareness
Privacy & trust
Built so Legal and employees can both say yes.
HRA only works if people trust it. The product is designed around voluntary completion and aggregate visibility.
Answers stay private
Fitness percentage and factor detail live with the employee. HRA exists to help people understand their own baseline, not to rank them in HR.
Aggregates, not charts of people
Population risk patterns support program design. Individual questionnaire fields are not an admin report for performance management.
Informational wellness tool
Not a medical diagnosis. Critical category messaging points employees toward a healthcare professional when needed.
Voluntary and retakeable
Not forced at signup. Not in Lite Mode. Employees can retake when their health situation changes so the baseline stays current.
Data in → data out → action
HRA is the first link in a measurable wellness system.
Baseline data in. Workforce insights out. Rewards that recognize real effort. One stack, not three disconnected tools.
Data in
Health Risk Assessment
Voluntary screening that sets private fitness % and the Baseline 20% of Wellness Score. You are here.
Data out
Workforce health insights
Org Wellness Score, component trends, and AI observations so leadership sees participation and health signal together.
Explore insights →Action
Wellness rewards
Points for challenge tasks, wallet balance, and gift-card redemption tied to completed effort, not vanity metrics.
Explore rewards →
Questions before rollout
Straight answers on privacy, score, and control.
Is the HRA a medical diagnosis?
No. It is an informational wellness tool that produces a fitness percentage and category from self-reported data. For any health concerns, employees should consult their clinician.
Can HR see individual employee answers?
No. Individual HRA responses are private to the employee. HR works with aggregate risk distribution and program-level views, not personal questionnaire fields.
What if employees skip the HRA?
Completion is voluntary. Without HRA, the Wellness Score uses a default baseline of 50. The rest of the platform still works. Completing HRA simply makes the baseline component accurate.
How does HRA affect the Org Wellness Score?
HRA feeds the Baseline component, weighted at 20% of the Org Wellness Score. The other components are Participation (30%), Activity (30%), and Adherence (20%). More accurate baselines make the overall score more trustworthy for leadership reporting.
Can employees retake the assessment?
Yes. When health situation changes, employees can retake the HRA so their fitness percentage and baseline update. That keeps personal Wellness Score and org-level baseline inputs current.
Enterprise security
Health baseline data your security team can review.
Measure workforce risk patterns without compromising individual privacy. Documentation available during evaluation.
HIPAA
SOC 2
GDPR
ISO 27001
ISO 27701
Ready to baseline workforce health the way employees will actually complete it?
See the HRA flow, aggregate HR views, and how baseline feeds Org Wellness Score in a 30-minute walkthrough tailored to your workforce.
Private employee scores
Aggregate risk for HR
Baseline 20% of Org Score
Informational, not diagnosis
Data in that makes the rest of your wellness stack honest.