The document outlines services to help organizations manage healthcare costs including: conducting claims data analysis to identify high-cost benefits and users; developing strategies to forecast return on investment of disease prevention and management programs; and designing wellness programs that financially incentivize employees to improve health. The services also aim to demonstrate to management how embracing wellness increases productivity and profits through investing in recruiting, training, and retaining quality employees.

1. I developed a consulting practice to broker services that will:
a) Conduct aggregate health care claims data analyses to ferret out which
benefits are being used and who is using them. The finished report will
highlight the need for self-care demand management wellness programs and
intensive case management needs for the 1-3% of the population responsible
for 85% of disability costs. These analyses will be all inclusive (group
health, workers' comp, STD/LTD, Mental Health, Pharmacy, FMLA, ADA,
etc.) so an accurate panoramic landscape of an organization's "compensated
absence management program" is developed.
b) Develop strategies for decision support that forecast the financial rate of
return on disease prevention, disease management and occupational health
programs taking into account both the medical and economic costs of
disease through a series of "what if" analyses where several variables can be
altered simultaneously. Such variables include the cost of interventions,
employee demographics (age/gender), medical treatment costs, health risk
factors and expected success rates of intervention programs. Additionally,
the economic cost of employee absenteeism is incorporated into the total
cost of treating disease, i.e., productivity losses, retraining costs, relocation
costs, recruitment costs, disability costs and inflation rates. Senior
management always challenge wellness programs for their efficacy and ROI
potential. This will give the ultimate decision makers all the information
they need to determine whether various medical interventions and types of
preventive care programs are cost-effective since it quantifies the cost-
benefit potential used to treat or manage diseases.
c) Design criteria-based and financial-incentivized wellness programs to
integrate into existing benefits plans to reward employees and their
dependents for improving their health status, reducing unscheduled
absences, not incurring workers' comp claims, using preventive health
screening services and a variety of other benefits to the bottom line. This
program rewards everyone who participates in taking personal responsibility
for their health and becomes a benefit with an annuity.
LeClair & Associates B.R.A.I.N. ~ T.R.U.S.T.
Building Relationships Around Interactive Networking ~ Trading Resources Using Shared Technologies

2. d) Demonstrate to senior management how productivity and profitability are
byproducts of embracing wellness and safety into their corporate culture and
it doesn't occur by accident. Risk Management involves investing in the
development of a closed-loop system for recruiting, hiring, training and
retaining quality employees and is the best self-insurance program an
organization can have. The critical elements of this closed-loop system
include:
* On-site critical review of job tasks and physical demands of each
job to develop a Job Description and Safety Analysis that quantitatively
defines job demands as well as objective specification of "essential" and
"non-essential" functions. This analysis includes specification of minimum
physical standards for each job and determination of appropriate
measurements of worker physical capabilities to perform that job.
* Production of Videoscript videotape with descriptive commentary
for each job.
* On-site physical ability testing of each employee to develop and
document a Job Baseline Performance Ability Analysis of each worker
before an injury occurs. Customized isometric test protocols are developed
that simulate the actual tasks required of the job. These same test protocols
are utilized for on-site pre-placement and return-to-work assessments.
* Annual re-testing of each worker to identify potential work related
deterioration and determine medical impairments that may develop over
time.
* Development of a facility-specific Job Crossover Analysis and
Management Implementation Guide for use in job placement and return-
to-work decisions.
In the event of controversy over an individual's return-to-work capability,
insurers and legal staff have the objective pre-injury data essential to cost-
effective resolution. All documentation is consistent with U.S. Dept of
Labor Standards, ADA compliant, and in accordance with hazard, safety and
training requirements of OSHA and ISO9000.
What's not to like?
LeClair & Associates B.R.A.I.N. ~ T.R.U.S.T.
Building Relationships Around Interactive Networking ~ Trading Resources Using Shared Technologies

3. These are the basic elements to start a relationship with any organization.
Since most companies are trying to get a handle on these 'problems', it's a
good place to start. It also makes it easier when someone asks, "What do
you do?" and I respond with "I'm in the business of helping people who
think they are paying too much for healthcare." If they are responsible to
manage costs (in some way), usually, one of the above areas will inevitably
come up.
LeClair & Associates B.R.A.I.N. ~ T.R.U.S.T.
Building Relationships Around Interactive Networking ~ Trading Resources Using Shared Technologies