Intervoice’s Success With Consumer Directed Health Care
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This presentation show the methodology Intervoice used to hold overall health care expenses flat for three consecutive years.
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Feldmann on The Evolution of Your Plan For Health
This document summarizes the evolution of Ohio State University's "Your Plan for Health" (YP4H) program, which aims to control rising healthcare costs while improving faculty and staff wellness. Key points include: YP4H has helped reduce annual cost trends and avoid over $3 million in costs from 2006-2009 through risk identification programs. However, an aging workforce and rise in chronic conditions presents ongoing challenges. YP4H 2.0 seeks to engage more individuals through personalized and predictive approaches aligned with the university's culture of wellness. Future strategies include high-performance plan designs, integrated care delivery between providers and plans, and continued focus on population health management.
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This document summarizes the results of a study on a unique proven wellness program. The study provides definitive proof that the program leads to improved health outcomes and reduced healthcare costs. The program engages employees and spouses through individual health coaching, biometric screening, and financial incentives for participation. Data shows participation rates and healthcare claims decreased while program costs for employers were neutral.
Health Contingent Wellness Programs Draft PowerPoint with BH Edits
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.
Proven Strategies for Tackling Health Care Cost
This session will motivate you to be more proactive in considering major strategies to reduce health care costs.
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The document provides a roadmap for employers to improve employee health and organizational productivity through a three-phase process. It outlines seven key elements for developing a comprehensive health strategy including establishing an organizational health vision, securing management commitment, addressing workplace policies, using health metrics, setting health goals, implementing value-based insurance, and integrating medical homes. The roadmap is intended to guide employers from basic health programs in Phase 1 to a fully integrated health management strategy in Phase 3.
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Evalu8 72009
Journal Communications implemented a value-based benefit design to improve health outcomes and control costs. They promoted high-quality, low-cost providers and reduced barriers to preventive care. They also managed chronic diseases through a pharmacy compliance program offering coaching and incentives. Wellness programs were integrated, using data to connect participants with the right resources and motivate healthy behaviors. Through engagement and prevention, they achieved better health outcomes while lowering healthcare spending.
Stratum Benefit Solutions Presentation
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.
Stratum Benefit Solutions Presentation
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.
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6 Innovative Approaches Employers Can Take to Control Health Plan Costs
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Financial Wellness Programs: Advisor Tools
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an opportunity to differentiate your practice and broaden your reach. Employers are increasingly seeking to offer holistic financial education that benefits both the employees and the company itself.
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This document discusses keys to renewing interest in a corporate wellness program that has lost momentum. It identifies improving incentives, sharpening communications, and tailoring the program to the specific employee population as important factors. Improved incentives could include subsidizing more of the program's cost. Clear and consistent messaging through various channels is also important. Understanding employee demographics can help design programming that resonates better, such as including spouses or focusing on team-building activities for certain groups. Maintaining engagement is important to shift more employees to lower health risk levels over time.
WebMD-Ascension Case Study
Ascension is the largest non-profit health system in the US with over 1,900 locations across 23 states. In 2014, they launched their first national wellness program through a partnership with WebMD to address the common health risks faced by employees, such as obesity and high blood pressure. The program achieved a 50% participation rate in its first year through a strategic communication plan. Leadership is supportive of the program and its goals of cultivating a culture of health. Looking ahead, Ascension aims to continue adapting the program and its resources to offer value to all employees.
Overview of an Open-Platform Health Plan that Lowers Costs and Improves Perfo...
It's hard to gauge how well a health plan is performing. Do our employees understand and get the most out of their benefits? How effective is our wellness program? Are we paying too much for services? These are typical questions. An Open-Platform Health Plan is a self-funded health plan with unique features that allow an employer to establish, track and review performance benchmarks and reduce their exposure to risk.
HLU Consultants, Inc. is a privately held, independent consulting firm based out of Cincinnati, OH since 1961. The consultants at HLU successfully bring together a tremendous amount of industry expertise, valued partners and innovative technologies to design a better, cost-efficient health plan around a customer’s workforce. They help employers establish meaningful benchmarks so they can gauge the success of their plan with a focus on reducing costs, improving outcomes and helping employees successfully navigate the complex healthcare system.
HLU Presentation.Email.Secure
The document introduces HLU Consultants, an independent consulting firm that offers an alternative to traditional health plans through an open-platform, self-funded model. This model provides employers more control over their health plans, lower costs through reduced claim costs and a focus on wellness, and simplified administration. The model analyzes claims data to identify overcharges and strategizes ongoing cost control. In contrast to traditional brokers, HLU acts independently without incentives to select the best solutions for each client.
Article: The Importance of Measuring the Effectiveness of a Wellness Program
Is your company seeking to measure the financial impact of its wellness program? Message me to learn more about how USI can help.
PrimePay_benefit_services_ebook
The document discusses different pre-tax benefit options for small businesses including Flexible Spending Accounts (FSAs), Health Reimbursement Arrangements (HRAs), and Health Savings Accounts (HSAs). It provides details on what each option is, the eligibility requirements, tax benefits, and considerations for employers in setting up and managing the accounts. The goal is to help small businesses determine the right pre-tax benefits to offer employees in order to attract talent and help offset rising health care costs.
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Health Contingent Wellness Programs Draft PowerPoint with BH Edits
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