The document discusses balancing labor costs and quality patient care. It describes issues impacting the healthcare industry like reductions in payments and increasing costs. It outlines a workforce management solution using a labor productivity tool to track efficiency, identify variances, and make recommendations. The solution helped a 300-bed hospital reduce premium labor costs by $400,000 in the first year and improve labor productivity by $1.8 million with an ROI of 5 months. Within 2 years it led to reductions in premium labor costs, FTEs, and labor expenses.
Health Contingent Wellness Programs Draft PowerPoint with BH EditsDresden Maddox
The document outlines plans for developing an outcomes-based wellness program at HarbinStrong. It defines outcomes-based programs as incentivizing employees for meeting specific health goals. The purpose is to encourage healthy behaviors and reduce healthcare costs. Methodology discusses researching legislation, other programs, and health benchmarks. Examples show participation rates increased over 95% and insurance claims decreased by 1-3% with incentives for meeting biometric goals. Implementation should consider phasing in requirements and tracking progress.
This document provides an overview of the Heal n Cure medical wellness center and its Inspire program. Key points include:
- Heal n Cure offers primary care services through board certified physicians to treat the underlying causes of illness.
- The Inspire program implements recommendations to deliver multi-component wellness care including behavioral changes, medical treatment, education and personalized plans.
- Research shows the Inspire program reduces healthcare costs by decreasing urgent visits and invasive treatments for conditions like obesity, diabetes and heart disease treated through the program.
This document discusses Accountable Care Organizations (ACOs) and the transition to value-based healthcare. It notes that healthcare reform puts up to 6% of hospital revenue at risk through penalties for poor performance. It also describes ACOs as assuming financial risk through Medicare shared savings programs in exchange for an opportunity to gain new revenue by providing better care at a lower cost. The document suggests that ACOs will need new patient engagement strategies to succeed and that improving medication adherence may be one of the lowest hanging fruits for achieving cost savings and profitability under the new models.
The document discusses trends in employer-sponsored healthcare benefits for open enrollment season in 2015. It discusses how many employers are requiring employees to actively select benefits during open enrollment rather than defaulting to the previous year's selections. It also discusses the rise of consumer-driven health plans and health savings accounts/reimbursement arrangements, as well as the growing popularity of private health exchanges and wellness programs paired with financial incentives. Finally, it discusses how employers and others in healthcare are increasingly leveraging technology to streamline processes and communications.
What should you know about Employee Wellness Programs in 2014 and Beyond? We've released an infographic, which provides an overview of the different types of wellness programs and their benefits, as well as a look at the trends among employers across the country regarding employee health and wellness.
The document discusses balancing labor costs and quality patient care. It describes issues impacting the healthcare industry like reductions in payments and increasing costs. It outlines a workforce management solution using a labor productivity tool to track efficiency, identify variances, and make recommendations. The solution helped a 300-bed hospital reduce premium labor costs by $400,000 in the first year and improve labor productivity by $1.8 million with an ROI of 5 months. Within 2 years it led to reductions in premium labor costs, FTEs, and labor expenses.
Health Contingent Wellness Programs Draft PowerPoint with BH EditsDresden Maddox
The document outlines plans for developing an outcomes-based wellness program at HarbinStrong. It defines outcomes-based programs as incentivizing employees for meeting specific health goals. The purpose is to encourage healthy behaviors and reduce healthcare costs. Methodology discusses researching legislation, other programs, and health benchmarks. Examples show participation rates increased over 95% and insurance claims decreased by 1-3% with incentives for meeting biometric goals. Implementation should consider phasing in requirements and tracking progress.
This document provides an overview of the Heal n Cure medical wellness center and its Inspire program. Key points include:
- Heal n Cure offers primary care services through board certified physicians to treat the underlying causes of illness.
- The Inspire program implements recommendations to deliver multi-component wellness care including behavioral changes, medical treatment, education and personalized plans.
- Research shows the Inspire program reduces healthcare costs by decreasing urgent visits and invasive treatments for conditions like obesity, diabetes and heart disease treated through the program.
This document discusses Accountable Care Organizations (ACOs) and the transition to value-based healthcare. It notes that healthcare reform puts up to 6% of hospital revenue at risk through penalties for poor performance. It also describes ACOs as assuming financial risk through Medicare shared savings programs in exchange for an opportunity to gain new revenue by providing better care at a lower cost. The document suggests that ACOs will need new patient engagement strategies to succeed and that improving medication adherence may be one of the lowest hanging fruits for achieving cost savings and profitability under the new models.
The document discusses trends in employer-sponsored healthcare benefits for open enrollment season in 2015. It discusses how many employers are requiring employees to actively select benefits during open enrollment rather than defaulting to the previous year's selections. It also discusses the rise of consumer-driven health plans and health savings accounts/reimbursement arrangements, as well as the growing popularity of private health exchanges and wellness programs paired with financial incentives. Finally, it discusses how employers and others in healthcare are increasingly leveraging technology to streamline processes and communications.
What should you know about Employee Wellness Programs in 2014 and Beyond? We've released an infographic, which provides an overview of the different types of wellness programs and their benefits, as well as a look at the trends among employers across the country regarding employee health and wellness.
With the launch of the public insurance exchanges in October 2013, and many other provisions of healthcare reform that took place on January 1, 2014, there are still several questions about ACA (Affordable Care Act) implementation and timing.
This timeline, compiled from the Kaiser Family Foundation's Ultimate ObamaCare Survival Guide, explains how and when the provisions of the health reform law will be implemented over the next several years.
What does the new Affordable Care Act mean to you? How are businesses and employees adapting to the timeline? Learn More from Healthcare Trends Institute.
What effects are wellness programs having on the workforce and healthcare in general? With 76% of employers offering some form of wellness program, resource, or service to employees last year, how much has this changed over the years, and what has worked?
The latest infographic from the Healthcare Trends Institute demonstrates the effects of wellness programs, the most popular incentive-based health improvement programs, the importance of proper design in wellness, and future improvements that employers can expect in coming years.
Today's companies must begin to look at employee health, not as a cost, but an investment. Data show conclusively that the health status of a company's employees is directly correlated to the profitibility and competitiveness of the company. This is not an American challenge, but a global challenge and responsibility. This was a keynote address to a dozen major US corporations in May, 2008. I'm happy to discuss with anyone of interest.
The Health Payer Council, headed up by Roger Green and Associates, Inc. (RG+A) takes a look at the perceptions medical directors and pharmacy directors of different cost management and payer strategies. Take a look.
Developing core metrics for employee health managementHealthFitness
There are currently few standards around how the health management industry discusses and measures effectiveness. However, this is about to change.
HealthFitness’ Ed Framer, Ph.D., director of health and behavioral sciences, is the co-leader of a collaborative project between the Care Continuum Alliance and the Health Enhancement Research Organization to develop standard metrics for employee health. At the World Congress Wellness & Prevention 3.0 Conference, May 8-9, 2013, he presented an update on the project and project scope.
Employee Wellness Programs: Tips for Implementing a Wellness Program for Your...Parsons Behle & Latimer
This document discusses tips for implementing an employee wellness program. It defines wellness programs as programs and activities offered through employer-provided health plans to help employees improve their health and reduce healthcare costs. Wellness programs ask employees to adopt healthier behaviors and provide medical information. They aim to address chronic diseases and increase employee wellbeing and productivity. Research shows wellness programs can reduce employer healthcare costs and absenteeism. The document provides examples of wellness program policies and components for success. It also discusses legal guidance around making programs voluntary and ensuring privacy of medical information under the Americans with Disabilities Act.
Integrating and Adapting Social & Behavior Change The Why, the What and the H...CORE Group
This document discusses aligning health programming using behavioral outcomes to improve impact and coordination. It argues that intervention-driven programming can dilute impact by creating silos and lack of shared accountability. A behavior-centered approach focuses investments on integrated strategies to change key behaviors that drive issues like maternal and child mortality, such as seeking care for pneumonia or using modern contraceptives. This approach must be applied at all levels from donor portfolios to implementing partner projects. It promises increased coordination, shared accountability, and adaptive management among implementing partners.
The document discusses how using design180 can help reduce healthcare costs and improve productivity for self-insured employers. It explains that rising costs are shifting to employees and unmanaged diseases impact profitability. It then discusses how value-based health management recognizes the value of a healthy employee and shares accountability to monitor, measure, and manage healthcare spending and outcomes. The document seeks to answer questions about seeing ongoing costs and results, employee compliance with treatments, the impact of ensuring compliance, the impact of cost shifting, and how employee wellness impacts productivity.
The document provides 10 tips for starting a workplace wellness program to promote heart health. It recommends establishing leadership support, assessing employee health risks, and planning educational programming and incentives to encourage healthy behaviors. Evaluation of outcomes is important to measure the program's impact on health, productivity and costs. Regular assessment allows for continuous improvement of the wellness program over time.
As healthcare costs rise for employers and employees, one of the trends that has been reshaping the market is that of defined contribution—specifically through a defined contribution marketplace. With an average savings per employee of 9.1%, the benefits to employers is immense. See how defined Contribution is changing the healthcare and benefits marketplace as we know it.
This document outlines a new partnership model for health systems to expand their market share by working with employers to reduce healthcare costs. It notes that employers are looking to partner with providers who can lower costs while improving outcomes and that traditional wellness programs focused on prevention have shown little direct impact on claims expenses. The document recommends that health systems implement onsite clinics and chronic disease management programs targeting high-cost populations as these have been shown to lower costs in the short-term and allow employers to reduce premiums and become self-insured. Case studies are presented showing how these approaches have stabilized costs for employers.
Total Well-Being is the nation’s leading provider of Personalized Corporate Well-Being. Our solutions yield sustainable engagement and behavior change – resulting in managed healthcare costs.We develop a custom wellness strategy that is tailored to optimize your unique culture and your employee’s health, happiness, and productivity.
Five years in, and the Affordable Care Act continues to command conversation in the benefits landscape. Industry players are still scrambling to implement new provisions, keep healthcare costs down, create infrastructure to support new reporting requirements, and develop new payer, provider and care delivery models.
This has, in turn pushed the respective hands of health plans, who have had to change their strategies to fit both the consumerization of insurance and the standards set forth under the ACA.
With end-users in the forefront, health plans must take the strategy implemented 15 years ago with the rise of the internet, and push the marketing and communication initiatives into overdrive to gain and retain customers.
Health plans are shifting their mentality and communication, ant the best of the best are putting time, money, and energy into literacy and new business initiatives.
To simplify, a health plan needs to put the consumer at the center of every decision it makes.
However, in order to plan, communicate, and effectively market to consumers, your health plan must know the consumer, the technology, and the future.
If you’re looking to grow your health plan, we have just released a new guide to help your health plan leverage trends in the post-reform consumer marketplace.
In our latest whitepaper, we share the keys to success for health plans, including the following:
Consumer Trends: Top 5 Healthcare Executive Consumer Strategy Points, Today’s Healthcare Consumers: Six Types of Consumers You Need to Know, Millennial Consumers Special Report
Technology Trends: Big Data, Administration Technology, Payment Technology, mHealth and more.
Future Trends: Accountable Care Organizations, The Future of Telehealth, Continues Rise of Private Exchanges
All of this, and insights on how to make it work for your health plan.
Download this detailed guide, Health Plans: Your Guide to Leveraging Trends in the Post-Reform Consumer Marketplace, free from the Healthcare Trends Institute.
http://www.evolution1.com/health-plans-your-guide-to-leveraging-trends-in-the-post-reform-consumer-marketplace.html
The document is a resume for Michael Medvedev that summarizes his experience as a results-oriented leader with a proven record of optimizing organizational operations through strategic thinking and hands-on work. He has over 20 years of experience in management, business development, and operations roles for healthcare and biotech organizations.
Workplace wellness programs have become increasingly common as companies recognize their benefits. In 2016, 84% of U.S. companies offered wellness initiatives or planned to expand them. Common programs include health screenings, weight loss programs, and nutrition programs. Participation rates increased when incentives were added. Wellness programs can reduce healthcare costs and improve productivity by reducing absenteeism and diseases. The majority of employers see positive returns on their wellness investments through lower costs and a healthier workforce.
Provides an overview of wellness program trends, including a look at the role of prepaid wellness cards as a central component of employer wellness programs. We will also look at meaningful incentive thresholds and identify obstacles to program adoption.
This study provides definitive proof that Orriant's wellness program produces measurable health and financial results. The program uses a proprietary FIRM model and coaching approach to engage employees and lower healthcare costs with no employer cost. Orriant customizes an incentive and participation strategy for each client to maximize impact while ensuring the program is cost neutral through subsidies from non-participating employees. Wellness coaches guide participants through personalized plans to improve health outcomes and control claims spending.
The document discusses Advantage Workplace Wellness (AWW), an innovative digital health and wellness program. AWW promotes wellness in the workplace through technology-integrated programs that foster behavioral changes, measure health outcomes, and reduce costs. AWW's personalized wellness coaching and resources are accessible online 24/7. Evaluation of health metrics shows AWW programs lower medical and absenteeism costs, providing a 30% return on investment. The document advocates for wellness programs as a necessity to contain healthcare expenses and improve productivity.
Reducing Health Insurance Costs The Year Aheadcheryllagun
The document discusses strategies for lowering healthcare costs in 2009. It notes that healthcare costs have been rising faster than inflation for several years. However, companies can take steps now to reduce costs for 2009 by implementing effective employee health and wellness programs. Such programs have been shown to generate a return of $2.50-$5.81 for every dollar spent by increasing productivity, lowering absenteeism and medical costs. The key is to create programs that engage employees and encourage real behavioral changes through incentives and accountability. Measuring outcomes is also important to demonstrate savings to insurance providers.
With the launch of the public insurance exchanges in October 2013, and many other provisions of healthcare reform that took place on January 1, 2014, there are still several questions about ACA (Affordable Care Act) implementation and timing.
This timeline, compiled from the Kaiser Family Foundation's Ultimate ObamaCare Survival Guide, explains how and when the provisions of the health reform law will be implemented over the next several years.
What does the new Affordable Care Act mean to you? How are businesses and employees adapting to the timeline? Learn More from Healthcare Trends Institute.
What effects are wellness programs having on the workforce and healthcare in general? With 76% of employers offering some form of wellness program, resource, or service to employees last year, how much has this changed over the years, and what has worked?
The latest infographic from the Healthcare Trends Institute demonstrates the effects of wellness programs, the most popular incentive-based health improvement programs, the importance of proper design in wellness, and future improvements that employers can expect in coming years.
Today's companies must begin to look at employee health, not as a cost, but an investment. Data show conclusively that the health status of a company's employees is directly correlated to the profitibility and competitiveness of the company. This is not an American challenge, but a global challenge and responsibility. This was a keynote address to a dozen major US corporations in May, 2008. I'm happy to discuss with anyone of interest.
The Health Payer Council, headed up by Roger Green and Associates, Inc. (RG+A) takes a look at the perceptions medical directors and pharmacy directors of different cost management and payer strategies. Take a look.
Developing core metrics for employee health managementHealthFitness
There are currently few standards around how the health management industry discusses and measures effectiveness. However, this is about to change.
HealthFitness’ Ed Framer, Ph.D., director of health and behavioral sciences, is the co-leader of a collaborative project between the Care Continuum Alliance and the Health Enhancement Research Organization to develop standard metrics for employee health. At the World Congress Wellness & Prevention 3.0 Conference, May 8-9, 2013, he presented an update on the project and project scope.
Employee Wellness Programs: Tips for Implementing a Wellness Program for Your...Parsons Behle & Latimer
This document discusses tips for implementing an employee wellness program. It defines wellness programs as programs and activities offered through employer-provided health plans to help employees improve their health and reduce healthcare costs. Wellness programs ask employees to adopt healthier behaviors and provide medical information. They aim to address chronic diseases and increase employee wellbeing and productivity. Research shows wellness programs can reduce employer healthcare costs and absenteeism. The document provides examples of wellness program policies and components for success. It also discusses legal guidance around making programs voluntary and ensuring privacy of medical information under the Americans with Disabilities Act.
Integrating and Adapting Social & Behavior Change The Why, the What and the H...CORE Group
This document discusses aligning health programming using behavioral outcomes to improve impact and coordination. It argues that intervention-driven programming can dilute impact by creating silos and lack of shared accountability. A behavior-centered approach focuses investments on integrated strategies to change key behaviors that drive issues like maternal and child mortality, such as seeking care for pneumonia or using modern contraceptives. This approach must be applied at all levels from donor portfolios to implementing partner projects. It promises increased coordination, shared accountability, and adaptive management among implementing partners.
The document discusses how using design180 can help reduce healthcare costs and improve productivity for self-insured employers. It explains that rising costs are shifting to employees and unmanaged diseases impact profitability. It then discusses how value-based health management recognizes the value of a healthy employee and shares accountability to monitor, measure, and manage healthcare spending and outcomes. The document seeks to answer questions about seeing ongoing costs and results, employee compliance with treatments, the impact of ensuring compliance, the impact of cost shifting, and how employee wellness impacts productivity.
The document provides 10 tips for starting a workplace wellness program to promote heart health. It recommends establishing leadership support, assessing employee health risks, and planning educational programming and incentives to encourage healthy behaviors. Evaluation of outcomes is important to measure the program's impact on health, productivity and costs. Regular assessment allows for continuous improvement of the wellness program over time.
As healthcare costs rise for employers and employees, one of the trends that has been reshaping the market is that of defined contribution—specifically through a defined contribution marketplace. With an average savings per employee of 9.1%, the benefits to employers is immense. See how defined Contribution is changing the healthcare and benefits marketplace as we know it.
This document outlines a new partnership model for health systems to expand their market share by working with employers to reduce healthcare costs. It notes that employers are looking to partner with providers who can lower costs while improving outcomes and that traditional wellness programs focused on prevention have shown little direct impact on claims expenses. The document recommends that health systems implement onsite clinics and chronic disease management programs targeting high-cost populations as these have been shown to lower costs in the short-term and allow employers to reduce premiums and become self-insured. Case studies are presented showing how these approaches have stabilized costs for employers.
Total Well-Being is the nation’s leading provider of Personalized Corporate Well-Being. Our solutions yield sustainable engagement and behavior change – resulting in managed healthcare costs.We develop a custom wellness strategy that is tailored to optimize your unique culture and your employee’s health, happiness, and productivity.
Five years in, and the Affordable Care Act continues to command conversation in the benefits landscape. Industry players are still scrambling to implement new provisions, keep healthcare costs down, create infrastructure to support new reporting requirements, and develop new payer, provider and care delivery models.
This has, in turn pushed the respective hands of health plans, who have had to change their strategies to fit both the consumerization of insurance and the standards set forth under the ACA.
With end-users in the forefront, health plans must take the strategy implemented 15 years ago with the rise of the internet, and push the marketing and communication initiatives into overdrive to gain and retain customers.
Health plans are shifting their mentality and communication, ant the best of the best are putting time, money, and energy into literacy and new business initiatives.
To simplify, a health plan needs to put the consumer at the center of every decision it makes.
However, in order to plan, communicate, and effectively market to consumers, your health plan must know the consumer, the technology, and the future.
If you’re looking to grow your health plan, we have just released a new guide to help your health plan leverage trends in the post-reform consumer marketplace.
In our latest whitepaper, we share the keys to success for health plans, including the following:
Consumer Trends: Top 5 Healthcare Executive Consumer Strategy Points, Today’s Healthcare Consumers: Six Types of Consumers You Need to Know, Millennial Consumers Special Report
Technology Trends: Big Data, Administration Technology, Payment Technology, mHealth and more.
Future Trends: Accountable Care Organizations, The Future of Telehealth, Continues Rise of Private Exchanges
All of this, and insights on how to make it work for your health plan.
Download this detailed guide, Health Plans: Your Guide to Leveraging Trends in the Post-Reform Consumer Marketplace, free from the Healthcare Trends Institute.
http://www.evolution1.com/health-plans-your-guide-to-leveraging-trends-in-the-post-reform-consumer-marketplace.html
The document is a resume for Michael Medvedev that summarizes his experience as a results-oriented leader with a proven record of optimizing organizational operations through strategic thinking and hands-on work. He has over 20 years of experience in management, business development, and operations roles for healthcare and biotech organizations.
Workplace wellness programs have become increasingly common as companies recognize their benefits. In 2016, 84% of U.S. companies offered wellness initiatives or planned to expand them. Common programs include health screenings, weight loss programs, and nutrition programs. Participation rates increased when incentives were added. Wellness programs can reduce healthcare costs and improve productivity by reducing absenteeism and diseases. The majority of employers see positive returns on their wellness investments through lower costs and a healthier workforce.
Provides an overview of wellness program trends, including a look at the role of prepaid wellness cards as a central component of employer wellness programs. We will also look at meaningful incentive thresholds and identify obstacles to program adoption.
This study provides definitive proof that Orriant's wellness program produces measurable health and financial results. The program uses a proprietary FIRM model and coaching approach to engage employees and lower healthcare costs with no employer cost. Orriant customizes an incentive and participation strategy for each client to maximize impact while ensuring the program is cost neutral through subsidies from non-participating employees. Wellness coaches guide participants through personalized plans to improve health outcomes and control claims spending.
The document discusses Advantage Workplace Wellness (AWW), an innovative digital health and wellness program. AWW promotes wellness in the workplace through technology-integrated programs that foster behavioral changes, measure health outcomes, and reduce costs. AWW's personalized wellness coaching and resources are accessible online 24/7. Evaluation of health metrics shows AWW programs lower medical and absenteeism costs, providing a 30% return on investment. The document advocates for wellness programs as a necessity to contain healthcare expenses and improve productivity.
Reducing Health Insurance Costs The Year Aheadcheryllagun
The document discusses strategies for lowering healthcare costs in 2009. It notes that healthcare costs have been rising faster than inflation for several years. However, companies can take steps now to reduce costs for 2009 by implementing effective employee health and wellness programs. Such programs have been shown to generate a return of $2.50-$5.81 for every dollar spent by increasing productivity, lowering absenteeism and medical costs. The key is to create programs that engage employees and encourage real behavioral changes through incentives and accountability. Measuring outcomes is also important to demonstrate savings to insurance providers.
Listening to employers how health systems-masterCentralPAHEF
On March 3, 2016 at Highmark Blue Shield there were healthcare executives gathered for the Healthcare Executive Forum of Central PA's quarterly event. The three speakers shared their experiences, which opened doors for discussion and furthering healthcare in our transition of providing quality care. These speakers included: The speakers were: Moderator: Terry Madonna, Director of the Center for Politics and Public Affairs, Franklin and Marshall College; Speakers: John Holmes, VP, Finance-Population Health and Payor Contracting, Wellspan Health; David Vasillaros, Esq., The Benecon Group; Diane Hess, CLU CEBS, Interim Executive Director, Lancaster County Business Group on Health. This American College of Healthcare Executive's event was worth 1.5 face to face credits. Visit our website for full biographies and more at www.centralpa.ache.org.
This document discusses the business case for implementing worksite wellness programs. It finds that such programs can reduce healthcare costs by 26% and lower worker absenteeism and disability costs by 28-30% by encouraging early detection and treatment of diseases. Employees participating in wellness programs average 1.2 fewer days of lost productivity per year compared to non-participating employees. The document advocates for employers to replace a reactive healthcare payment model with proactive wellness screenings and education to improve employee health and productivity over the long term.
The Covenant Care program offers an alternative to traditional employer-sponsored health insurance that focuses on managing real healthcare costs and risk factors. It provides integrated wellness programs, biometric screenings, and incentives to encourage healthy behaviors and reduce costs driven by lifestyle-related conditions. Case studies show the program helped organizations reduce claims costs by up to 62% while improving employee health outcomes. The program offers a capped risk alternative that provides downside protection similar to fully insured plans while allowing benefits customization and potential upside savings like self-funded plans.
The document discusses Covenant Care, an alternative to fully insured employer health plans for groups of 25-250 employees. It offers fixed monthly funding caps and integrated wellness programs. Case studies show cost savings of up to 62% for employers who implemented this strategy of focusing on risk shifting rather than cost shifting through wellness programs and tools like biometric screenings, medical advocacy, telemedicine, and reinsurance contracts. The strategy addresses the root cause of rising costs, which are largely due to lifestyle-related and preventable chronic conditions.
The document discusses how rising healthcare costs are negatively impacting business profits and recommends that companies treat healthcare benefits like a major business objective. It promotes the strategy of population health management, which uses data analytics to identify high-risk employees, develop health improvement plans, and partner with employees and providers to implement initiatives that can save companies millions annually through reduced claims costs and an overall healthier workforce. Adopting this approach treats employee health as a business decision that is critical to achieving strategic corporate goals.
Three Keys to a Successful Margin: Charges, Costs, and LaborHealth Catalyst
How can cost management and complete charge capture protect and enhance the margin?
In this webinar, we will look at 2024 margin pressures likely to impact your organization’s financial resiliency. This presentation will also share how organizations can move from Fee-for-Service to Value; bringing Cost to the forefront.
This document provides an analysis of a medical plan cost gap and the benefits of implementing HealthCheck360°'s performance-based health management program. It summarizes that HealthCheck360° can effectively limit rising healthcare costs through systematically keeping healthy employees healthy, improving unhealthy employees' health, and better chronic condition compliance. The program offers cost effectiveness, ease of administration, and verifiable results. Graphs and data show how the program can reduce costs by 1% annually and save over $400,000 in 5 years compared to doing nothing. HealthCheck360° uniquely integrates participatory, activity-based, and outcome-based programming to manage population health and drive cost savings.
Healthcare payer medical informatics and analyticsFrank Wang
The document discusses healthcare payer needs and solutions for addressing rising costs, consumer engagement, data management, and other drivers of change. It outlines the business value of improved information management, and describes key building blocks for accountable care like EHR integration, data sharing, analytics, and outcomes reporting. Use cases are provided on stratifying members for different care interventions and reducing costs through case management of high-risk, high-cost individuals.
Why Every Biz Should Consider Cdhp From Tbajanderson87
- Consumer driven health plans (CDHPs) can save employers 20-40% on premium contributions and lower long term costs through reduced trend and utilization. Employees also benefit by becoming healthier consumers of healthcare.
- A study found CDHPs can save employers up to 29% compared to standard PPOs due to decreased over-utilization, increased preventative care, and participation in wellness programs.
- CDHPs empower employees through health savings accounts that allow tax-free savings for current and future medical costs while also building wealth over time. However, a gradual transition plan is needed and lower-paid employees may not contribute.
Workplace productivity is an estimate of how efficiently organizations utilize their resources to accomplish business objectives. Improving productivity is important because increasing it can increase revenue using the same or fewer resources.
A healthy care strategy webinar versionC. Rod Maxson
This document discusses an alternative healthcare strategy called Health Excellence Plus that aims to help individuals take control of their medical costs. It presents several components: avoiding costs through wellness programs; preventing costs with minimum essential coverage; managing costs with HSAs; mitigating costs using telemedicine and tools; and containing remaining costs through medical cost sharing. Members pay for routine care themselves but are supported for larger medical needs. The strategy is presented as a compliant alternative to ACA plans that also allows individuals to become independent contractors and potentially earn income through referrals.
Firms that stated health benefits were important for attracting or selecting employees were more likely to offer primary preventive health programs like fitness and weight loss. Firms that saw benefits as important for employee selection or productivity were also more likely to offer disease management programs for conditions like diabetes. The importance of benefits for selection or productivity did not correlate with firms having preventive services excluded from deductibles.
Bertus Van Niekerk: Unlocking the True Potential of Integrated Occupational H...SAMTRAC International
This presentation argues that the value of occupational health and safety, and corporate wellness programmes, can be increased exponentially through an integrated information system. This is accomplished by integrating data collected from a host of standalone safety technologies with an electronic health record, corporate wellness and ERP systems.
Cypress Benefit Administrators is a full service Third Party Administration (TPA) company. We specialize in helping companies outsource Flexible Spending Accounts (Section 125), HRA, HSA, and COBRA. Additionally, we provide expertise in self-funded medical plan administration.
POV Healthcare Payer Medical Informatics and AnalyticsFrank Wang
1) Healthcare payers are facing increasing pressures to reduce costs while improving quality of care and consumer engagement. This is driving needs for modernized claims processing, population health management, and business intelligence solutions.
2) The document discusses various healthcare informatics and analytics solutions that can help payers address these challenges, including solutions for claims processing, care management, utilization management, disease management, wellness programs, and compliance and regulatory reporting.
3) It provides examples of how analytics can be used for cost containment, care coordination, and enabling accountable care through risk stratification, predictive modeling, and outcomes measurement.
Healthcare Process Improvement: Six Strategies for Organizationwide Transform...Health Catalyst
Healthcare processes drive activities and outcomes across the health system, from emergency department admissions and procedures to billing and discharge. Furthermore, in the COVID-19 era’s uncertainty, process quality is an increasingly important driver in care delivery and organizational success. Given this broad scope of impact, process improvement is intrinsically linked to better outcomes and lower costs. Six strategies for healthcare process improvement illustrate the roles of strategy, skillsets, culture, and advanced analytics in healthcare’s continuing mission of transformation.
Similar to Getting In Control Of Health Care Costs (20)
Healthcare Process Improvement: Six Strategies for Organizationwide Transform...
Getting In Control Of Health Care Costs
1. Getting in Control of Health Care Costs Chuck Kiskaden – Health Benefits Advisors Bill Bryant – CEO GroupHealthBid.com
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8. Where Are New Cost Control Options Going to Come From? Unavoidable Costs Cost Sharing (5% to 10%) Coverage Elections (0% to 15%) Plan Selection (5% to 10%) Provider Selection (5% to 10%) Prescription Therapies (5% to 7.5%) Disease Management (5% to 10%) While no silver bullets will solve the health care crisis, aggressive strategies in two to four areas will have a dramatic impact.