HealthCare Consumerism Superstars 2013

ISSUE || Annual 2013

Showcasing Innovative Health and Benefit Management

An Rx for Health Care

From lobbying for HSAs to founding HealthEquity, Dr. Neeleman’s worked to change health care from the inside out Also Including Proctor & Gamble, Cummins, MGM Resorts, Darden Restaurants and More The Top 25 Industry Innovators

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magazine of The Institute for HealthCare Consumerism)

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We are proud to highlight those unsung heroes who are making a difference in the arena of health care consumerism and worthy to be called Superstars.

In our eighth year, we have identified 61 innovative companies, executives, brokers and consultants in various categories, including leadership, plan design, implementation and more who are superstars in the area of health and benefit management.

We profile the best of the best in health and benefit management. Learn best practices of implementation from these Superstars and see if their innovative solutions would be a perfect fit for your company.

John J. Robbins Senior Memorial HealthCare Consumerism Leadership Award 14 Stephen Neeleman, MD, CEO HealthEquity, Inc.

Most Effective Private Exchange Implementation

Administration, Blue Cross Blue Shield Federal Employee Program

27 Danielle Kirgan

41 Erica Ullman

SVP of Total Rewards and HR Shared Services, Darden Holdings

Global Wellness Manager, Life Technologies

43 Art Swain

28 Bill Pellicano

VP of Human Resources, Grand Lake Health System

CEO, PrimePay

29 Marne Oberg

44 Dennis Branch

Vice President, HR and Corporate Communications, AIC

VP Human Resources, NA, AGCO

45 Sandra Morris

30 Vito Ponzio

U.S. Benefits Design, Procter & Gamble

46 Beth Francis

Senior Vice President, BioScrip

Most Innovative Employee Communication & Education Award

Most Innovative Employee Empowerment Award

31 Diane Pozdolski

CEO Leadership Award 17 Bob Chapman CEO, Barry-Wehmiller

18 Thom Mangan CEO, United Benefit Advisors

19 Jason Gorevic CEO, Teladoc

Most Innovative Health & Benefit Plan Design Award 21 Sandra Foster SVP of Human Resources, BeavEx, Inc.

22 Milt Ezzard Senior Director, Global Benefits, Activision Blizzard

23 Jeff Ellis VP & CFO, Corporate HR Shared Services

John Socha Executive Director, Health Care Operations, MGM Resorts International

24 Julie Eng Director, Benefits/HRIS/Retirement Services, St. Luke’s Health System

25 Helene Sanford Director, HR and Compensation, Intersil

Chief Human Resources Officer, Baptist Health System

VP of Compensation, Benefits and HRIS, BCBS of Minnesota

48 Jennifer Flory

32 Debra Bisgaard Retirement Services Manger, Black Hills Corp.

Senior Manager, Health Plan Operations, State of Kansas

33 Hamilton Mears

Public Policy Leadership Award

Wellness Plans Administrator, Scripps Health

49 Greg Scandlen

34 Robin Vickers

Senior Fellow, Health Care, The Heartland Institute

Manager of Benefits, Health, Welfare & Compliance, Baylor College of Medicine

Most Innovative Broker Award

HR Visionary Award

51 Elena Merino

36 Susan Eutizzi

President & CEO, The Meridian Group

52 John Hearn

Director, Compensation & Benefits, Roundy’s Supermarkets, Inc.

Principal, The Benefit Company

37 Vincent Colonna

53 Thomas Beal

Director, Benefits, Broward Health

President & CEO, Beal Benefit Solutions

38 Sean O’Keefe

Most Innovative Partner-Consultant Award

Business Manager, Trumbull Board of Education

54 Eric Grossman

Most Effective Population Health Management Award

Senior Partner, National Exchange Leader, Mercer

39 Martha Whiteman

55 Beverly Gossage

Health Improvement Strategy Director, Cummins

President, HSA Benefits Consulting

56 Don Weber

40 Josh Smith Director, Product Development and Benefits

Managing Director, PricewaterhouseCoopers

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LEARN.CONNECT.SHARE.

INNOVATOR AWARD WINNERS Top Five 2013 Industry Innovators:

2013 Industry Innovators: 64 Intrepid

59 Shawn Jenkins

64 Grand Rounds

CEO, Benefitfocus

60 Bob Natt

Brian Berchtold, Director of Business Development, hubbub health

65 empowris

Executive Chairman, Alegeus Technologies

65 New Benefits 66 Fusion Health

61 Josh Stevens CEO, Keas

66 WageWorks

62 Mark Thierer

68 MasterCard

Chairman and CEO, Catamaran Rx

68 eflexgroup

63 Bryce Williams Managing Director, Towers Watson’s Exchange Solutions

69 Healthsparq 69 CieloStar 70 Apollo Healthcare 70 hubbub health 71 Evolution1

DEPARTMENTS

71 Accolade

6 Publisher’s Letter

Mark Thierer, Chairman & CEO, Catamaran

Josh Stevens, CEO, Keas

John Reynolds, CEO, CieloStar

Giovanni Colella, MD, CEO and Co-Founder, Castlight Health

72 Castlight Health

The Institute for HealthCare Consumerism Highlights Leaders in Changing Health and Benefits Landscape

72 bswift 73 Bloom Health 73 Stat Health Services

7 Industry Awards Briefs

74 Avidia Bank

t Inaugural Global Healthy Workplace Awards t Hospital Website Transparency Awards

74 CodeBaby

9 IHC FORUM Making Consumerism Work Dates for FORUM & Expo in Atlanta; Forum West in Las Vegas Benefits for Attending FORUM What’s New at FORUM Super Saver Rates

75 Solution Provider Profiles 82 Resource Guide/Ad Index

ON THE COVER: Dr. Stephen Neeleman, Founder and CEO, HealthEquity, has been named this year’s recipient of the John J. Robbins, Sr. HealthCare Consumerism Leadership Award. Through his founding role at HealthEquity, the nation’s largest dedicated HSA trustee, and his lobbying on behalf of health savings accounts, Dr. Neeleman has been — and continues to be — a prominent advocate for the advancement of health care consumerism.

COMING UP NEXT: In 2014, The Institute for HealthCare Consumerism continues its leading coverage of health care consumerism. For the January/February issue of HealthCare Consumerism Solutions, we will look at the most important health reform compliance issues for employers, brokers and other stakeholders.

Throughout 2014, we will also be expanding our coverage of private and public exchanges with the HealthCare Exchange Solutions supplement publication.

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PUBLISHER’S LETTER

Showcasing Innovative Health and Benefit Management

www.theihcc.com VOLUME 9 NO. 8 | ANNUAL SUPERSTARS 2013

Published by FieldMedia LLC 292 South Main Street, Suite 400 Alpharetta, GA 30009 Fax: 770.663.4409 CEO

Doug Field @ theihcc.com MANAGING DIRECTOR

Brent Macy

During a time of major upheaval in health and benefits, The Institute for HealthCare Consumerism is highlighting those individuals and organizations who are actively changing our broken health care system for the better. At this time of disruption, it is important to recognize the emerging leaders and innovators.

With this year’s HealthCare Consumerism Superstars, the eighth annual edition, we see the health care consumerism mega-trend continue its forward movement and validation by the market. As represented in these pages, many major U.S. employers are implementing consumerism strategies to great results.

On the cover of this year’s issue is Dr. Stephen Neeleman, Founder and CEO, HealthEquity. As we approach the 10th anniversary of health savings accounts, it is only fitting that we award Dr. Neeleman, who has been a tireless advocate for consumer-directed health care, with the HealthCare Consumerism Leadership Award.

This year’s issue also features a number of new categories. To recognize the rapid growth of the private exchange space, we have introduced the “Most Effective Private Exchange Implementation” category. This year’s four winners represent an array of different organizations that have successfully implemented a private exchange. This category also recognizes employers that have effectively utilized defined contribution funding.

We have also reworked the Industry Innovator Awards and added an exclusive Top Five category. Congratulations to this year’s Top Five Industry Innovators: Alegeus Technologies, Benefitfocus, Catamaran, Keas and Towers Watson’s Exchange Solutions.

As we end another year and look forward to a successful 2014, I hope that the industry finds positive examples, success stories and innovative solution providers within these pages to help the health care consumerism mega-trend move forward.

Congratulations to all Superstars and Industry Innovators.

MANAGING EDITOR

Jonathan Field SENIOR EDITOR

Heather Loveridge hloveridge@theihcc.com ACCOUNT MANAGER

Joni Lipson ART DIRECTOR

Kellie Frissell MARKETING COMMUNICATIONS MANAGER

Lana Perry ASSOCIATE DIRECTOR OF EDUCATION SERVICES AND PROGRAMS

Dusty Rhodes CHAIRMAN OF IHC ADVISORY BOARD

Ronald E. Bachman, CEO, Healthcare Visions EDITORIAL ADVISORY BOARD

Kim Adler, Allstate; Diana Andersen, Zions Bancorporation; Bill Bennett; Doug Bulleit, DCS Health; Jon Comola, Wye River Group; John Hickman, Alston+Bird LLP; Tony Holmes, Sanders McConnell, TSYS Healthcare; Roy Ramthun, HSA Consulting Services LLC; John Young, Consumerdriven LLC WEBMASTERS

Kevin Carnegie Tom Becher ASSOCIATE WEB ADMINISTRATOR

Tim Hemendinger DIRECTOR OF CONFERENCE SPONSORSHIP/ CORPORATE MEMBERSHIP/REPRINTS

Rogers Beasley BUSINESS MANAGER

Karen Raudabaugh

HealthCare Consumerism Solutions™ Volume 9 Issue 8 Copyright ©2013 by FieldMedia LLC. All rights reserved.

HealthCare Consumerism Solutions™ is a trademark of FieldMedia LLC. HealthCare Consumerism Solutions™ is published eight times yearly by FieldMedia LLC., 292 South Main Street, Suite 400, Alpharetta, GA 30009.

Sincerely,

TO SUBSCRIBE: Make checks and money orders payable to HealthCare Consumerism Solutions ™ magazine 292 S. Main Street, Suite 400, Alpharetta,

Doug Field CEO/Publisher dfield@fieldmedia.com

at the following rates: single copy $7.50; $75.00/yr in the U.S., $105/yr in Canada and $170/yr international. Please contact FieldMedia at 404.671.9551 PRINTED IN THE U.S.A. HealthCare Consumerism Solutions™ is designed to provide both accurate and authoritative information with regard to the understanding that the publisher legal advice is required, the services of a professional adviser should be sought.

The magazine is not responsible for unsolicited manuscripts or photographs.

Send letters to the editor and editorial inquiries to the above address or to

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INDUSTRY BRIEFS

global study by Global Corporate Challenge found that 86 percent of employees worldwide don’t participate in their organization’s wellness programs.

Companies of all sizes from 29 countries submitted workplace programs for award consideration. The submissions were reviewed

lens of the World Health Organization (WHO) Healthy Workplace Model for Action, which includes the physical work environment, psychosocial work environment, personal health resources and leadership in these areas were chosen to present their programs

Care Continuum Alliance Announces Winners of the 2013 Outstanding Leadership in Population Health Awards Care Continuum Alliance (CCA) presented the 2013 Outstanding Leadership in Population Health Awards to 14 researchers from Accenture, Banner Health, Carolina Advanced Health, Disease Management Purchasing Consortium, Indiana University School of Medicine, Ohio Department of Medicaid, Ohio State University Wexner Medical Center, Optum, Silverlink Communications, Sun Health, Telcare and UnitedHealthcare for their contributions to the population health management industry.

winners were chosen.

UBA Names Mary Drueke of Swartzbaugh-Farber Partner Staff Person of the Year

provider of health care reform compliance content, has announced the results of its annual Ubbie Awards with Mary Drueke FSA, Vice Partner Staff Person of the Year award for 2012.

The Care Continuum Alliance, the leading organization for the population health management industry, announced the awards at the closing reception of the CCA Forum 2013, the industry’s annual meeting. The association has presented its widely recognized industry awards since 1999. For the second year in a row, along with its customary peer-reviewed process, CCA presented a juried format in which panels of experts selected one presentation from each of four categories and the posters exhibition.

compliance information and other support tools to complement the entrepreneurial spirit and innovation of its community of top local market experts around the country. Partners contribute to the national platform in a variety of ways, especially through time and talent. Mary Drueke is no exception. As a member of the UBA Client Compliance Solutions Committee, she has been instrumental in identifying industry trends and timely PPACA legislation topics to help educate employers nationwide.

Inaugural Global Healthy Workplace Awards And Summit Winners Announced in London

The Ubbie Award announcements came at UBA’s 2013 Spring Conference held in Rosemont, Ill., which saw a record attendance

Congratulations to Alexandra Health, Royal Dutch Shell and Toyal America who were named 2013 winners in the inaugural Global Healthy Workplace Awards and Summit. These employer programs shine as examples of how the workplace can serve as the entry point to improving global health and wellness. The search for the healthiest workplaces in the world was sponsored by the Cigna Foundation and hosted by the Global Knowledge Exchange Network (GKEN) together with International Health Consulting and i-genius, whose common goal is to promote awareness of emerging better practices in health promotion and wellness in the workplace.

Partners. UBA’s annual Spring Meeting is an opportunity for UBA

Identifying these winning healthy workplaces so that other employers worldwide can learn from them is especially timely, as a new

emerging trends.

NAHU Awards Congressman Burgess Top Advocacy Honor Earlier this year, the National Association of Health Underwriters (NAHU) awarded Congressmen Michael Burgess (R-TX) with the Spirit of Independence Award for his work in preserving the role of the health insurance agent. Every year, NAHU awards individuals who exhibit an independent spirit and provide outstanding service to

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the U.S. with a focus on health care issues. The congressman joins an esteemed list of past recipients that include key policymakers, White House advisors and other health care leaders.

Award recipients must contribute to the development of resources and education necessary to help employers effectively manage their the best people.

As a physician, the congressman has spent his entire life working to provide the best health care available to all Americans, including his work as the founder and chairman of the Congressional Health Care Caucus. He has also exhibited political courage by protecting the role of the nation’s health insurance agents and brokers in the private market delivery system. He has sponsored bills calling for the exclusion of agents from medical loss ratio calculation and supporting the inclusion of these licensed and experienced professionals in health care exchanges.

Hospital Website Transparency Awards and Top Hospitals to be Announced at Leapfrog Group’s Annual Meeting On December 3, 2013, The Leapfrog Group will hold its annual meeting, an intimate gathering of key decision-makers from health care stakeholders and national collaborators. Following the meeting in Washington D.C., representatives from Leapfrog’s 2013 Top Hospitals will be honored for their achievements at the evening’s Top Hospital Reception.

The event will also highlight winners of the Hospital Website Transparency Awards. This awards program, now in its second measures that are useful and easy to understand for patients, payers, transparency/reporting, design, credibility, literacy and connectivity. the Hospital Website Transparency Award.

Applicant hospitals will also have an opportunity to highlight any innovations within the application categories, as well as website

The Health Enhancement Research Organization (HERO) announced that David Anderson, Executive Vice President and Chief Health recipient of the HERO Bill Whitmer Leadership Award. Anderson was chosen for this award based on his sustained leadership in enhancing the practice of employee health management and for fostering measurable improvements in health-enhancing behavior change and workplace health.

In his role at StayWell, Anderson oversees the design of the company’s population health strategies, assessment models, and behavior change programs. He is also a nationally recognized expert in workplace health initiatives. Anderson has authored or co-authored more than 50 peer-reviewed journal articles and given more than 100

HERO Names Hank Orme Recipient of Executive Health Champion Award The Health Enhancement Research Organization (HERO) announced that Hank Orme has been named the recipient of the HERO Executive Health Champion Award. Orme is the former president of Lincoln Industries and a co-founder of Performance between operational and cultural performance. The Executive Health Champion Award recognizes a person of senior leadership status who has made outstanding contributions toward the advancement of employee health management within their company. According to

submissions will be evaluated by a panel of judges, and up to three hospitals may receive the Hospital Website Transparency Award with Distinction based on their innovative practices and their overall application score.

leadership plays in establishing and maintaining a culture of health in the workplace.

UBA Names Mountain West Benefits “Partner Firm of the Year”

The National Association of Health Underwriters (NAHU) honored Trei Wild as the recipient of the Harold R. Gordon Award at the 83rd Annual Convention in Atlanta. This award is the health insurance industry’s

2012. The Ubbie Awards are in recognition of innovation, quality of work, professionalism and contributions to programs that enhance business practices for the greater good of the entire organization.

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HERO Selects David Anderson as Recipient of the Bill Whitmer Leadership Award

Annual Superstars 2013 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

Trei Wild Receives NAHU’s Highest Honor

industry’s greatest accolade, the Harold R. Gordon Memorial Award, which recognizes the recipient as the industry’s Person of the Year.

The recipient is selected by a committee of past award recipients that carefully reviews individuals nominated for their contributions made to the industry.

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The Institute for HealthCare Consumerism Congratulates the Winners of the Eighth Annual Superstars Awards With the eighth annual issue of , The Institute for HealthCare Consumerism is continuing its tradition of recognizing and honoring the forwardthinking individuals, innovative solution providers and cuttingedge organizations that are making a difference in our health care system by moving the consumerism mega-trend forward.

This year’s issue is the largest, most comprehensive yet produced, covering a wide array of U.S. businesses, including Activision Blizzard, Cummins, MGM Resorts International, Proctor & Gamble, Roundy’s Supermarkets, AGCO, Baylor College of Medicine, Life Technologies, Darden Restaurants and others.

Also, for this year’s issue, a new category, “Most Effective Private Exchange Implementation,” has been added to recognize the trailblazing employers who are implementing private health success. This year’s winners include Darden Restaurants — who notably implemented Aon Hewitt’s private exchange to positive results during last year’s open enrollment — BioScrip, PrimePay and AIC.

unprecedented seven recipients for this year’s “Most Effective Population Health Management” award. Despite challenges to the

As the 10th anniversary of health savings accounts nears, we have also recognized several leaders throughout the history of HSAs. CDHC pioneers Beverly Gossage and Greg Scandlen have been awarded “Most Innovative Partner-Consultant” and “Public Policy Leadership” awards respectively, and this year’s John J. Robbins, Sr. HealthCare Consumerism Leadership Award recipient is Dr. Stephen Neeleman, Founder and CEO, HealthEquity, the oldest and largest dedicated health savings trustee.

demonstrate that wellness has a considerable role — perhaps more important than ever — in contemporary U.S. businesses. These award winners have designed next-generation wellness programs

Throughout his career, Dr. Neeleman has been a tireless advocate for health care consumerism through his founding role at HealthEquity and as a practicing general and trauma surgeon at Intermountain Healthcare system. It is this combination of experience that gives Dr. Neeleman one of the most convincing perspectives on why this country needs consumerism in health care.

Keas and Towers Watson’s Exchange Solutions — have made a considerable impact in advancing health care consumerism in 2013.

has also added a “Top Five Industry Innovators” category as part

These are only some of the highlights from the top 60+ HealthCare Consumerism Superstars showcased in this issue.

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JOHN J. ROBBINS SENIOR MEMORIAL HEALTHCARE CONSUMERISM LEADERSHIP AWARD

An Rx for Health Care

D

uring the early ‘90s, life was stressful for Dr. Stephen Neeleman. He was studying for his medical school admissions test, the MKAT, his wife was pregnant and he developed his own medical issue.

He went to a doctor, thinking his insurance would cover the visit. It was denied, due to a pre-existing condition — a stomachache. Neeleman paid the doctor out of pocket, all the while wondering what the purpose of health care really was.

Fast forward a year or so and Neeleman and his wife Christine elated, until their daughter began having seizures. She needed brain surgery; the process further cemented Neeleman’s conviction that health care needed to change.

He envisioned re-introducing consumerism to health care, allowing people to pay for non-major medical events out of a savings account. It would also help bridge the gap that was growing between patients and their physicians.

“This was before medical savings accounts or anything similar so when the medical savings account law passed in 1996, I paid particular interest to that,” Neeleman said.

The time still wasn’t right, though. Five years went by, and Neeleman continued to mull over his ideas. The very next year he “I knew then I needed to bring a solution to the market that could really help people,” he said.

And so HealthEquity was born, approximately one year before health savings accounts became law. days in the beginning. He had to balance early shareholder demands, client needs and team member issues in an emerging market. To top it off, prior to 2004, employers with more than 50 employees could not offer HSAs to their employees.

Ever the visionary, Neeleman began lobbying in Washington, D.C. for the passage of HSAs as part of the Medicare Modernization Act. He met with members of Congress and Senate, when HSAs became available on January 1, 2004. A little over two years later, in February 2006, HealthEquity was approved by the Now HealthEquity is the nation’s oldest and largest dedicated health savings trustee, serving more than 800,000 health care accounts with more than $1.2 billion in deposits.

“Our number-one job was and always will be to help people make the transition to HSAs or other consumer-directed health care type accounts. This can be a really scary thing for those who’ve always just paid a comfortable co-pay, so HealthEquity provides some wonderful technology and solutions in that regard,” Neeleman said.

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into place a 24/7 customer service model. Whether someone has a question at two in the afternoon or two in the morning, HealthEquity is there to answer their question and provide help.

“That’s been our model from day one — help the end consumer,” he said. “We’ve done so by making the technology and service great but we’ve also had some really key partnerships that have led to our success. They refer us to members and we’ve found that acknowledging those partnerships that lead us to those members has been critical to our success.”

For the past six-plus years, HealthEquity has met or exceeded all contracted service level agreements. They answer hundreds of thousands of calls per year; approximately 25 percent of those are answered after business hours or on weekends when most of HealthEquity’s competitors are not available.

To make that feasible it takes a certain caliber of employee, or “team member” as Neeleman calls them. His leadership skills over the years have proven invaluable to HealthEquity’s success.

“We’re all on the same team, working to carry out our company spend their health care dollars,” he said. “I think you really have committed to that mission then we’re on track.”

To that end, HealthEquity’s more than 300 team members are called purple people. Purple people go above and beyond to help others, including other team members, customers, partners and people in the communities they serve. In addition, HealthEquity has appointed a “culture club” and “wellness team,” which are both dedicated to fostering company culture and keeping employees happy and healthy.

As a testament to Neeleman’s leadership and company values, HealthEquity was recently named as one of Utah’s “Best Companies to Work For” by

Neeleman though, a general and trauma surgeon at Intermountain Healthcare system during his days “off” from HealthEquity, he’s found it gives him a unique and helpful perspective.

“I don’t practice every day but I do get the chance to interact every week with patients that have their own health needs. And a growing number of them actually have health savings accounts,” he said. “It’s always interesting to hear what their problems and challenges are.”

But what really drives him is interacting with HealthEquity’s members.

“Recently I’ve been able to connect with members that are on

one end of the spectrum — just starting their HSAs and struggling to understand how to pay bills and budget, etc.,” Neeleman said.

“I’ve also talked to physicians who have, believe it or not, more than $40,000 each in their HSAs. They’re trying to think through how they continue to leverage those dollars for their retirement.

How do they use it to possibly pay long-term care insurance premiums and things like that?”

As Neeleman discovered more and more people asking how to invest their health care dollars, he and his team at HealthEquity “We’ve found that roughly 10 percent of our members not only want to become savers with their health care dollars but they want to be able to invest them. Our HealthEquity Advisor provides customized, member-level advice for growing their money,” he said.

HealthEquity Advisor offers professional guidance and access to online tools, including how much cash to keep in an HSA, how much to invest and how to optimally diversify amongst best-inclass mutual funds to minimize risk and maximize growth.

focusing on some innovation around payments.

“I also think, across the spectrum, there are some real opportunities to combine wellness with HSA contributions. We have some employers that have married the notion of wellness and HSAs, which is pretty exciting to know people can grow their HSA balance by providing more wellness.”

Neeleman’s entrepreneurial spirit hasn’t gone unnoticed by others. In June, he was named an Ernst & Young Entrepreneur of the Year for the Utah division in the health care products and services category.

“Steve is a brilliant businessman with a vision borne of his experience as a caregiver. His passion inspires everyone at the company to deliver outstanding service to our members and partners,” said Jon Kessler, chairman of the board of HealthEquity.

Neeleman’s also been appointed by Utah’s Governor, Gary Herbert, to serve as a board member of HIP Utah, Utah’s high-risk insurance pool. In addition, he serves on the Council for Affordable Health Insurance HSA Working Group and on America’s Health Insurance Plans’ HSA Leadership Council.

Prior to obtaining his medical degree from the University of Utah, Neeleman worked as the general airport manager for Morris Air (later acquired by Southwest Airlines), based Stephen D. Neeleman, M.D. in Salt Lake City. There he

Chief Executive Officer and Founder

think about how they are spending their health care dollars.”

Neeleman believes, if health care stays on the right track, by 2018 we could see adoption rates approaching 50 percent of the commercially insured. He also thinks there’s a great opportunity to allow Medicare recipients to have HSAs. Research shows that there are close to 80 million baby boomers “If you believe that roughly 10 percent of people are in an HSA or consumer-directed plan throughout the country, we’re talking about hundreds of thousands of people going from a consumerdirected plan in their commercial product to going into Medicare and not having access to a CDHP,” he said. “It doesn’t make sense to me. Why when you turn 65 do you need to quit being a better consumer with health care? Or get penalized through more taxes?”

As he’s sought to answer those questions, Neeleman and HealthEquity have partnered with other companies in the industry to raise research dollars. focused on Medicare and Medicaid and seeing how HSAs fare there,” Neeleman said.

“Some may not know that in the MSA legislation passed as part of HIPAA, there was the ability to have, for lack of better words, a Medicare MSA. Unfortunately, that disappeared with the HSA law.

It’s not something new, though; we’re just trying to get back to the future.”

And, for Neeleman and HealthEquity, the future is very promising.

Company: HealthEquity Headquarters: Draper, Utah Website: www.healthequity.com Nature of Business: The nation’s oldest and largest dedicated health savings trustee Key Executives: Jon Kessler, Executive Chairman; Darcy Mott, Chief Financial Officer

technology and excellent customer service to succeed in a rocky industry. This innovative struggling competitors. It’s the same model he’s also using to help another struggling industry — health care.

“I think we are at a critical time because there’s enough traction in consumer-directed health care and HSAs that if we continue to do our job it could really be a motivation for change,” Neeleman said.

“I see it on the provider side now — providers needing to behave differently, provide transparency and real-time cost and treat people more like customers, which is fantastic. I also certainly see it on the consumer side

www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2013 15

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CEO AWARD

Driving Engagement Through People-centric Leadership

I

n the July/August issue of , we ran a cover feature on Bob Chapman, CEO, Barry-Wehmiller, Inc., a St.Louis-based industrial manufacturing and consulting

the history and evolution of Chapman’s characteristic leadership philosophy and what he calls the “Guiding Principles of Leadership,” guidelines that demonstrate organizational commitment to employees’ personal growth and success.

Although Barry-Wehmiller is not a health care organization and Bob Chapman is not directly involved in health care or employee

company. Workers’ compensation costs are about half of the industry average, and the company is experiencing vibrant growth.

Chapman, however, is quick to point out that they didn’t do it to lower workers’ compensation costs, health costs or even to increase revenue. For Chapman, it is simply the right thing to do.

As we move deeper into the era of health care reform and serves as a leadership example for other organizations looking to drive employee engagement and improve the well-being of their workforce.

stories of 2013 for .

The emphasis of the story, however, was very relevant to the health care consumerism mega-trend. After all, engagement is at the heart of health care consumerism, and effective employee engagement cannot happen without a top-down organizational embrace of many of the ideas that Chapman routinely discusses.

At the core of Chapman’s people-centric leadership and the way we touch the lives of people.” And while traditional measures of corporate success also demonstrate a strong growth for BarryWehmiller, Chapman’s primary focus is on the personal growth of his team members. Other metrics of success are secondary.

Today, stress, depression and obesity are at high levels and are work-related problems are very likely playing a large role in causing these issues. According to Chapman and his leadership team, means as well.

Truly human leadership has the potential to make a dramatic

Bob Chapman

Chief Executive Officer

of all employees in the workforce. Ultimately, employees who feel in our communities. For Chapman and his team, leadership is about creating an environment that fosters success not stress.

While corporate leaders adopting a truly human leadership style may not be the panacea for all workforce problems, it is a huge step in the right direction and, according to Chapman, the right thing to do. Chapman draws a direct correlation to many of our society’s problems — broken families, broken marriages, broken lives — to the fact that much of our nation’s workforce goes home each night believing that their employer does not care for them.

Ultimately, the gist of truly human leadership can be summed would want your son or daughter treated in their careers,” Chapman said.

Through wellness initiatives, by caring about team members’

Company: Barry-Wehmiller Companies, Inc. Headquarters: St. Louis Website: www.barry-wehmiller.com Number of Employees: Approx. 7,000 Nature of Business: A global supplier of manufacturing technology and services across several industries Key Executives: James W. Lawson, Chief Financial Officer; Jeffrey D. Giles, Director of Corporate Development; Sean Murphy, Leader of Sales Compensation Programs; Jim Hertel, Vice President, Culture and People Development

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SUPERSTARS & INNOVATORS 2 0 1 3

A W A R D S

CEO AWARD

Mangan Leads Benefits Professionals Through Time of Change

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n the summer of 2012 — two years and a few months since the Affordable Care Act was signed into law — Thomas Mangan, a twenty-

Following a successful career involving stints as a regional president for USI Insurance Division of HUB International Limited, SouthWillis and CEO of Corporate Synergies Group, Thom Mangan was brought on to lead UBA's 140 Partner Firms through the most chaotic period of And UBA couldn't have found a man better suited for the job.

In the one year since Mangan has been at the helm of UBA, the organization, a unique community of more than 140 of the most successful and most trusted independent

to offer their workers the advantages of large with a wide choice of carriers, while allowing subsidy-eligible employees to go to government exchanges.

These two new offerings are just two examples of how UBA continues to innovate and help its Partner Firms and their employer clients through the often choatic post-ACA landscape.

The organization also regularly offers industry-leading health reform compliance and articles, webinars, surveys and other means, UBA provides a blueprint for its Partner Firms to excel despite the current industry disruption. UBA's Employee Resource Center, HR Insider and tools offered.

One of the biggest strengths of United

Thomas Mangan Chief Executive Officer

Company: United Benefit Advisors (UBA) Headquarters: Indianapolis, Ind. Website: www.ubabenefits.com

states, Canada and the United Kingdom, UBA

In the fall of 2013, UBA continued its cutting-edge leadership when it announced the launch of two private health insurance exchanges, exclusive to UBA Partner Firms. contribution model and will serve large group employers (more than 50 employees) and provide a full suite of services such as online enrollment, an employee contact center, accounting, payroll deduction reporting and billing. employers with 50 or fewer employees — which account for 96 percent of all U.S. businesses —

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Annual Superstars 2013 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

Partner Firms have strong connections with their local business communities and share this knowledge with other Partner Firms throughout the country. Business clients of a UBA Partner Firm have access to the same state-of-theart solutions and tools of a large consulting/

Through the choas of the health care industry, Thomas Mangan has lead United professionals — to new heights and has aligned the organization to be a continued leader in the

Number of Employees: 2,000+ benefits professionals in UBA Partner Firms Nature of Business: A community of more than 140 of the most successful and most trusted independent employee benefits advisory firms in North America and Europe Key Executives: Linda Rowings, J.D., Chief Compliance Officer; Bill Olson, Chief Marketing Officer

SUPERSTARS & INNOVATORS 2 0 1 3

A W A R D S

CEO AWARD

Making Virtual Office Visits a Reality

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hen Jason Gorevic became CEO of Teladoc in 2009, telehealth was still a relatively new idea. Not only did Gorevic have the challenge of building the infrastructure, an incredibly rigorous clinical program and a scalable model, he and his team also had to educate potential clients and the industry in general. screaming from the mountaintops — evangelizing about the opportunity for telehealth to improve care and reduce costs,” Gorevic said.

That “evangelizing” paid off, though. In 2012, Teladoc posted 75 percent growth; this year, 85 percent growth.

“We’ve shifted from having to explain what telehealth is to getting inquiries from the largest employers, health plans and health systems in the country,” he said.

Since the beginning, Teladoc has offered patients the opportunity to consult with a physician via phone or secure online video for non-emergency medical issues. Teladoc physicians complete more than 150,000 consults annually, have an average of 15 years experience, and score a 95 percent patient satisfaction rate. Teladoc has reached six million members while working with national employers, health plans, physicians and partners.

The company’s success isn’t surprising when you consider Gorevic’s track record. Twenty years ago, he decided to enter the health care industry, seeking to make a difference in people’s lives.

Since then he’s created and managed a number of health care innovations. During his tenure at Oxford Health Plans, he designed, service staffed by registered nurses. That model is now the industry standard.

Before Teladoc, Gorevic worked at WellPoint, Inc, in various capacities, including senior vice president, chief marketing and acquired Lumenos. He drove enterprise-wide adoption of Lumenos’s consumer-directed health plan, which became the company’s fastest growing product.

He then brought a wealth of experience to Teladoc as well as the leadership skills to take the company to the next level.

“I’ve been very fortunate to have worked with great teams throughout my career, and Teladoc is no exception,” Gorevic said.

“I’m proud of, and humbled by, the incredibly talented management team that we’ve assembled.

“In the end, a company’s success is dependent on having the right people to carry out the strategy. My job is to work with my team to set the strategy and priorities, make sure the right people are in the right roles and then make sure we stay focused. We’ve been relentless about this process at Teladoc, and it has really showed in our success as a company.”

As for Teladoc’s success as a whole, according to Gorevic, their focus on delivering easy access to high-quality care has led them to be nimble, innovative and driven to be the industry leader.

“Teladoc is unlike most innovations in health care — payers, providers and patients are all fans of the model.

There aren’t many companies that can say that,” he said. “I’m energized every day by the knowledge that we are making a meaningful difference in patients’ lives by improving access to high-quality care while reducing costs.”

Always moving forward, Teladoc launched several new initiatives this year, including partnering with HealthSpot. The alliance allows them to offer the Healthspot Station©, a fully-enclosed kiosk with multiple hightech, digital biometric devices tied to Teladoc’s network for a seamless, integrated patient experience.

“This year we have from the National Committee for Quality Assurance for physician credentialing, scoring 100

Jason Gorevic CEO, Teladoc

Company: Teladoc Headquarters: Greenwich, Conn.

Website: www.teladoc.com Nature of Business: The first and largest telehealth provider in the nation Key Executives: Mark Hirschhorn, Executive Vice President and Chief Financial Officer; Henry DePhillips, M.D., Chief Medical Officer; Mike King, Chief Sales Officer

company in the United States to have achieved this credentialing “Most recently, we have released our new mobile apps for iOS and Android. This unrelenting pursuit of innovative solutions has led us to be recognized by Red Herring and Fast Company. So as we look ahead into the next year, our goals are to continue to expand into new technologies, clinical offerings and markets.”

Gorevic’s love of innovation extends to his work life. He has a day.

“If you’re on a conference call with me, there’s a good chance I’m in the middle of a walk,” he said.

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SUPERSTAR 2013 AWARD WINNER

Sandra Foster

Senior Vice President, Human Resources

Company: BeavEx Incorporated Headquarters: Atlanta Website: www.beavex.com Number of Employees: 650 Nature of Business: Logistics and management of transportation services Key Executives: Mark Tuchmann, Founder & Chief Executive Officer; Doug Duskin, Chief Financial Officer; Terry Carter, President & Chief Operating Officer Key Solution Providers: Intrepid, Northwestern Mutual, United Healthcare, Simply Engaged Wellness Program, Teladoc, Personal Health Advocate, Assurant Short-term and Long-term Disability

PLAN DESIGN

Foster, BeavEx Create Next Generation, Full-Replacement CDHP

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s the nation's leading provider of time-critical, same-day transportation and logistics services to businesses, Atlanta's BeavEx Incorporated has experienced rapid growth over the past few years.

Typically, the company's growth outpaced their claims; however, during the past calendar year, claims were spiraling, and they needed a new strategy.

As logistics company with a widely distributed workforce, the challenges were unique. The company has 89 locations from Massachusetts to California,

As Senior Vice President, Human Resources, plan that would be suitable for her diverse employee population and also help alleviate some of the burden of health costs from the company's bottom line.

Working with broker-consultant Liz Frayer and her team at Intrepid, Foster implemented a fullreplacement consumer-driven health plan (CDHP).

However, that was really only the beginning. Foster wanted to surround the CDHP with an array of

Foster's plan design also included Teladoc's telehealth program, a personal health advocate service and many other decision-support tools.

When designing the new plan, Foster wanted to give her employees tools to become better health care consumers — not just a higher deductible. The new plan also stressed the importance of corporate wellness and preventive care.

In addition to the preventive care now included in medical plans through the Affordable Care Act, BeavEx introduced a preventive drug card, which covers generic medications for certain conditions, e.g. high cholesterol, high blood pressure, with no co-pay or deductible.

months, the year-over-year showed a decrease in claims by over 20 percent. With better educated employees, BeavEx has also seen a 58 percent reduction in emergency room utilization and 84 percent lower co-pays (down from $17.21 to $2.68), results that directly correlate to the addition of the

in the gaps for BeavEx's employees. the CDHP, we reached out to some employees for

costs and a win for the company in lower overall

questions was, 'What happens if I am injured in an

Overall, the full-replacement CDHP has been a huge success at BeavEx with both the employees and management. With Liz Frayer and Intrepid as her partner, Foster has designed a plan that goes well beyond simply giving BeavEx employees a higher deductible.

Through effective communication and education, she helped employees understand the importance of preventive care and wellness. With tools like Teladoc and a health advocacy service, Foster has given employees the tools to become successful health care consumers.

While consumer-driven health plans have proven their ability to save employees and employers money, it is plan designs from Superstars like Sandra Foster that show the true potential of consumerdriven health care.

of the new plan. I won’t have had an opportunity to build up my HSA yet.'

“We were able to address this concern by installing an optional low-cost, employee-paid accident plan that they could elect. This small step put many employees at ease knowing that they would have more financial resources available to them in the event of an accident.”

installing an optional low-cost, employee-paid accident plan that they could elect. This small step put many employees at ease knowing that they would

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SUPERSTAR 2013 AWARD WINNER

PLAN DESIGN

Milt Ezzard

Senior Director, Global Benefits

Transforming Benefits through High-tech, Personalized Approach

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onsumer engagement is paramount to Activision Blizzard’s business. After all, they are the creators of Call of Duty®, Skylanders® and World of Warcraft – some of the world’s most successful entertainment franchises. Yet, when it came to their discovered they needed to up their game.

Cue Milt Ezzard. Hired just this year, this HR professional brought the same level of innovation games. Ezzard began collaborating with his team to major design changes and didn’t hesitate to become a

customer centricity.

“We noticed immediately the opportunity to match data with outcomes, as data had not been utilized in the past to manage the targeting of health management programs to population health longterm risks and immediate needs,” Ezzard said. “This was also a culture of conventional medical plan offerings with cost shifting as a strategy to manage expense versus engaging employees to take a more active role in choosing appropriate health care and managing personal health.”

Sticking with the “out-of-the-box” thinking, Ezzard chose to partner with Jiff, a digital health company, to track incentive participation and serve as a marketplace of applications, services and devices.

“We work in an extremely creative, innovative and artistically and technically talented culture. The requirements of elegance of design, functionality and

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Ezzard purchased FitBits for every employee who wanted one and incentivized use by giving employees and their spouses chances to earn $250 or $500, deposited into their HSA or HRA account. Ezzard is on investment for the company.

“While the incentive design is consistent for all employees, the aesthetics of the app are customized to each of the company’s design studios. For example, an employee working on Call of Duty will see a military look and feel to their app while an employee who works on Skylanders® will see their studio’s theme and branding,” said Eva Carlson, senior associate at Mercer. “Custom messaging is available to encourage and notify employees where they are with incentive earnings. partner, this is the most high-tech, personalized approach Mercer has seen in relationship to any client’s incentive strategy. We plan to replicate Milt’s strategy where appropriate so other clients can achieve the same success.”

For Ezzard, success boils down to the data. His intent is to take data output from the program and incorporate it with their medical data warehouse.

Headquarters: Santa Monica, Calif.

Website: www.activisionblizzard.com Nature of Business: Interactive entertainment software Number of Employees: 7,500 Key Executives: Robert Kotick, President & Chief Executive Officer; Dennis Durkin, Chief Financial Officer; Chris Walther, Chief Legal Officer; Humam Sahknini, Chief Strategy and Talent Offier Key Solution Providers: Mercer, JIFF, Cigna

For Ezzard, success boils down to the data. His intent is to take data output from the program and incorporate it with their medical data warehouse.

Then, they can determine if there is a correlation between participating in the program and changes in medical care metrics.

high,” he said of their decision to partner with Jiff.

“We are sub-branding our app for each of our independent studios. That will give each subgroup of our population a greater sense of identity with the product, while the data and outcomes are integrated at the corporate level.”

Activision Blizzard’s 2014 incentive design

meaningful and impactful in a positive way, so that employees and family members profoundly ‘get’ that our company takes a real interest in their wellbeing,” he said. “Additionally, we want to make the program available to our employee groups across the globe, which will require complying with cultural norms and government standards. We want to increase employee engagement scores, and over the long term,

tracking through FitBit or food journaling through

investment in this area.”

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Company: Activision Blizzard

SUPERSTAR 2013 AWARD WINNER

Jeff Ellis

VP & CFO, Corporate HR Shared Services (pictured) and

PLAN DESIGN

John Socha

Executive Director, Health Care Operations

Company: MGM Resorts International Headquarters: Paradise, Nev. Website: www.mgmresorts.com Number of Employees: 60,000+ Nature of Business: A global gaming and hospitality company, operating a portfolio of destination resort brands, including Bellagio, MGM Grand, Mandalay Bay and The Mirage Key Executives: James Murren, CEO; William Hornbuckle, President & Chief Marketing Officer; Corey Sanders, Chief Operating Officer Key Solution Providers: Catamaran

Building a Health Plan Around Access to Primary Care Physicians

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he resorts and casinos of MGM Resorts International are recognized around the world as premier gaming and hospitality properties. The company owns 24 destinations that are renowned for their exceptional quality and service.

When it came time to make a decision regarding Corporate HR Shared Services and John Socha, Executive Director, Health Care Operations, applied these same best-in-class principles. When looking for the best health care option for their more than Resorts International conducted extensive research on best practices for health care delivery.

The team sought input from health care delivery thought leaders and reviewed case studies of established programs. They soon discovered that every source led back to the importance of a delivery system predicated upon direction of care from the primary care physician.

The result? One of the most innovative and

medical care when it was needed; appropriately value physician’s time, but also base provider reimbursement on quality outcomes.; facilitate patient engagement and accountability; use technology to help physicians collect and review and proactively managing the health of their patient population.

The MGM Resorts Direct Care Health Plan was innovatively built around local, independent physicians throughout the community, linking them together through technology, training, and a common goal to improve healthcare in Southern Nevada.

The Direct Care Plan debuted on January 1, 2012, with Catamaran as their PBM partner.

More than 2,500 team members signed up with total enrollment greater than 5,000 lives (including dependents). What the team found was that patients able to get the expert medical care they needed. In percent of the membership complied with the annual

Ellis, Socha and their team created their own plan, called the MGM Resorts Direct Care Health Plan, built upon the principles of a patient-centered medical home — a model of care that emphasizes care coordination and communication to center primary care on patient needs.

Ellis, Socha and their team created their own plan, called the MGM Resorts Direct Care Health Plan, built upon the principles of a patient-centered medical home — a model of care that emphasizes care coordination and communication to center primary care on patient needs.

In order to do this, the team developed direct contractual relationships with 18 primary care physicians and spent countless hours determining how to best adapt the principles of the medical home model to the unique challenges that Nevada’s health care system presents (50,000 of their employees reside in Nevada).

They concluded that the plan would need to give their employees prompt/immediate access to

physical requirement. This helped in diagnosing large numbers of previously undiagnosed conditions, including hyperlipidemia, hypertension, diabetes, and colon cancer.

In 2013, the team has continued to improve the plan, adding new primary care physicians, keeping the plan focused on patient care and nearly doubling its enrollment. The satisfaction rating among those who have opted-in is 88 percent.

In addition to the positive program results, MGM Resorts International is proud that its work will assist other employers in the community as the company is making the details of its plan and research available to other self-funded employer plans in the community.

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SUPERSTAR 2013 AWARD WINNER

Julie Eng

PLAN DESIGN

Director of Benefits

Eng Proves Outcomes-based Wellness Program Pays Off

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t St. Luke’s Health System, their mission of improving health starts with employees and their families. Helping them achieve healthy lives has always been a priority but one that’s become somewhat challenging as costs increased.

“We’ve found the best way to overcome that challenge is to create a culture of wellness, where we engage our employees and their families in healthy behaviors and reward them for achieving healthy Several years ago, St. Luke’s began implementing wellness through a traditional participation-based program. While it yielded positive results, it didn’t move them any closer to their engagement and consistent measurable outcomes goals. What it did do, though, was serve as a foundation for the current wellness culture now embedded throughout the organization.

“This foundation provided us an opportunity to introduce St. Luke’s Healthy U, which is an outcomebased wellness program that is coupled with health plan premium discounts,” Eng said.

Eng and her team worked closely with executive leadership and the wellness teams to design the program. Annual results have shown a 94 percent participation rate for the past three years. In addition, the program helped reduce pre-diabetes by

of value-based insurance design components to further increase consumer engagement, improve outcomes and, most importantly, reduce costs,” Eng said. “We are fortunate that St. Luke’s employees understand the challenges we are facing as an employer and health care system, and have embraced the need for change.

“Much of the success we have achieved in our early work wouldn’t have been possible without the support of our employees and our executive leadership as well as the close partnership we have with the wellness program professionals at St. Luke’s.”

The success of the program can be seen throughout the system, especially concerning diabetes management. Employees and their dependents with diabetes can receive glucometers, lancets and glucose testing strips free when they are in compliance with the wellness standards.

According to Eng, this approach provides a win/ win for both the members and the plan, as better everyone.

“The most rewarding part of the work we do is to see individuals discover their ‘why’ for embracing wellness, and to see how they make the commitment to invest in themselves and ultimately

“The most rewarding part of the work we do is to see individuals discover their ‘why’ for embracing wellness, and to see how they make the commitment to invest in themselves and ultimately achieve a positive change. I am fortunate that I hear about story after story from employees who have transformed themselves through a commitment to wellness.”

76 percent; reduced pre-hypertension by 68 percent and reduced tobacco use by 28 percent.

For those that have neck and back pain symptoms, Eng orchestrated another key program implemented by the health plan, in conjunction with This program allows employees to either self-identify, or, through referrals, seek initial evaluation at no cost with 90 percent coverage for recommended nonsurgical interventions.

“In the last two years, we’ve introduced a variety 24

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achieve a positive change. I am fortunate that I hear about story after story from employees who have transformed themselves through a commitment to wellness,” Eng said.

“I am grateful every day for the opportunity to work in health care and to be part of an organization like St. Luke’s that does not waver on its commitment to our employees and the patients that we serve. This is an exciting and challenging time to be in health care. I could not think of anywhere else I would rather be!”

Company: St. Luke’s Health System Headquarters: Boise, Idaho Website: www.stlukesonline.org Number of Employees: 11,000 Nature of Business: A not-for-profit health system Key Executives: Dr. David Pate, M.D., J.D, President & CEO; Maureen O’Keeffe, Vice President, Human Resources; Beth Gray, System Director, Clinical Integration: Consumer Engagement & Wellness

SUPERSTAR 2013 AWARD WINNER

Helene Sanford

PLAN DESIGN

Director, HR and Compensation

Company: Intersil Corporation Headquarters: Milpitas, Calif.

Website: www.intersil.com Nature of Business: The design, development and manufacturing of high-performance analog semiconductors for communications, computing, high-end consumer and industrial Number of Employees: 1,100+ Key Executives: Necip Sayiner, President & CEO; Tom Tokos, Senior Vice President, General Counsel & Secretary; Vern Kelley, Senior Vice President, Human Resources Key Solution Providers: Financial Finesse, Financial Soundings and Putnam Investments

Helping Employees Live Financially Successful Lives

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hen semiconductor maker Intersil decided to provide employees with unlimited

retirement planning guidance, it created its own private-label program, Intersil Wealth Living. Under the guidance of Helene Sanford, director of human resources and compensation, Intersil partnered with Chepenik Financial to design the new program.

“We had already created a wellness program for

with most engaging with the program multiple times.

Through Financial Finesse, employees have

Healthy Living so we used this opportunity to

Retiremap offers a holistic retirement planning tool, while Financial Soundings mails employees personalized retirement projects, along with recommendations on changes. They can also utilize an online tool to help them develop a personalized saving and investment strategy based on their

Sanford.

“The plan had excess revenue remaining in the ERISA budget (plan expense account). Management

“I think communication and the quality of the material available to our employees have really driving the success of this program,” Sanford said.

“The plan had better than 90 percent participation with an average deferral of 9 percent, and now we have 96 percent participation with the average deferrals at almost 10 percent.” and our retirement committee felt our employees would be best served by additional education opportunities that would help them prepare for retirement beyond the offering from a 401(k) service provider.”

Financial Finesse, Financial Soundings and Retiremap.

“We wanted to private label the program as Intersil Wealthy Living, so we could have the spectrum of ideas, and ownership of the brand that it was our program...not an off the shelf product,” she said. “Working with our consultant, we have the ability to plug and play different products that

“Next on the horizon will be to focus on social media and using #intersilwealthyliving via Twitter and other methods of engaging the technologyfocused employees at Intersil. Our goal is to provide them with current intellectual data that can help them make good personal stewardship decisions.”

Sanford and her team have been thrilled at the level of excitement employees have demonstrated about the retirement plan.

“We took something very good and made it great! Even before these ideas were implemented, we had a solid plan,” she said. “The plan had better than 90 percent participation with an average deferral of 9 percent, and now we have 96 percent participation with the average deferrals at almost 10 percent.

The plan was developed around a three step manage-plan-invest framework, with unlimited sure they had access to various tools to help them in each of the steps. In one year, approximately 45 percent of Intersil employees have used the service,

most valued asset, our people’s lives!”

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SUPERSTAR 2013 AWARD WINNER

Danielle Kirgan

PRIVATE EXCHANGE IMPLEMENTATION

Senior Vice President of Total Rewards and Human Resources Shared Services

Company: Darden Holdings Headquarters: Orlando, Fla. Website: www.darden.com Number of Employees: 200,000+ Nature of Business: Multi-brand restaurant operator with brands such as Olive Garden, Seasons 52, LongHorn Steakhouse and Bahama Breeze Key Executives: Clarence Otis, Jr., Chief Executive Officer & Chairman; Gene Lee, Chief Operation Officer & President; Ronald Bojalad, Senior Vice President, Group Human Resources; Daisy Ng, Senior Vice President, Chief Human Resources Officer Key Solution Provider: Aon Hewitt

Darden Leads the Way to Private Exchange Adoption

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he announcement in the fall of 2012 that Darden Restaurants, operator of well-known national brands such as LongHorn Steakhouse and Red Lobster, would be moving its active employee population into Aon Hewitt's private exchange, called the Corporate Health Exchange, made serious waves in human resources, health care and employee As an early adopter of a private exchange,

Prior to implementing Aon Hewitt's exchange, Darden had a single PPO plan that had not been management process to adopt the Corporate Health From vision to execution, Kirgan managed an 11 month process with her HR team across 2,000 restaurants nationwide. Darden did not have an intranet to connect all of their employees, therefore time ever, included open enrollment messaging on

U.S. employers.

As Senior Vice President of Total Rewards and Human Resources Shared Services for Darden Holdings, Danielle Kirgan was the primary HR professional responsible for pioneering the company’s participation in Aon Hewitt’s Corporate fully-insured private health exchange for large companies.

As an early adopter, together with Sears Holdings and Aon plc, Darden implemented the exchange effective January 1, 2013, positioning the company as an innovator through the implementation of new and sustainable employee

and enter orders. Her team went on the road for weeks at a time meeting with managers to increase understanding at the store and regional level.

So far, the results have been outstanding.

Enrollment in the exchange options were well distributed for medical, dental and vision options, and employees reported very high levels of satisfaction in their choice of plans and choice of insurance companies. In addition, employees now have a better appreciation of what Darden contributes to their medical insurance cost.

These days, Darden has been able to keep the increase in its health insurance costs to low singledigit percentages, which has made health insurance

These days, Darden has been able to keep the increase in its health insurance costs to low single-digit percentages, which has made health insurance more affordable for Darden’s full-time employees.

In fact, at the time of implementation, private exchanges for active employees were just being introduced to the market and therefore were not yet a proven concept. As a visionary, however, Kirgan

more affordable for Darden's full-time employees.

In the emerging private exchange space, Kirgen

both the company and its employees.

She became the HR champion to drive adoption of this vision by her executive team and ultimately by the colleagues of Darden. She also became a voice for the industry, sharing insights about her experience with other employers, industry associations and the media.

administration has changed not only her own organization but has led the way for many employers to come.

Superstar. Her work in pioneering a new model

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SUPERSTAR 2013 AWARD WINNER

PRIVATE EXCHANGE IMPLEMENTATION

Bill Pellicano

Chief Executive Officer

Payroll Provider Leads Health Benefits Shift with Co-branded Private Exchange

B

ased in West Chester, Pennsylvania, PrimePay is one of the nation’s leading providers of payroll,

Since 1986, the company has been a trusted partner in helping employers nationwide manage their employee population through an array of awardwinning services. ents numerous challenges. As a whole, human reod of tremendous change with health care reform and consumerism continuing to transform the industry.

Faced with ever-growing health care costs, today’s employers are clamoring for ways to control

are expanding service offerings by embracing a to a true consultative model and striving to enhance their expertise in HR, workforce management and compliance.

Amid all of this change and uncertainty, Bill

his company’s existing solution portfolio, allowing them to go to market with a comprehensive offering

underpinnings of an exchange — tightly integrated to solutions that are already a part of their core business, such as consumer directed health care (CDHC) plans and accounts, COBRA and payroll.

With the introduction of a private exchange to its product portfolio, PrimePay expects to help employer around enrollment, event management and premium settlement and by supporting a wider array of funding models.

For broker partners, PrimePay expects to deliver revenue expansion opportunities through add-on solutions that are complementary to current agency business strategies and in alignment with market direction.

To fuel The PrimePay Marketplace, the company selected Alegeus’ WealthCare Marketplace technology, which combines a powerful

In July 2013, the company announced their intention to launch a fully-branded private exchange, The PrimePay Marketplace, in a partnership with Alegeus Technologies.

By embracing this trend and becoming one of the early adopters of a private exchange platform, PrimePay sought to position itself for the future. In July 2013, the company announced their intention to launch a fully-branded private exchange, The PrimePay Marketplace, in a partnership with Alegeus Technologies.

Pellicano and PrimePay launched this solution in order to support partners and clients, complement existing offerings and support a wider array of employer Pellicano believes that private exchange with 28

Annual Superstars 2013 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

Headquarters: West Chester, Penn.

Website: www.primepay.com Number of Employees: 500

recognized that his company must continue to evolve

its business to maintain its leadership position and deliver unique value to employer clients and broker partners. Pellicano saw that the employer-sponsored

Company: PrimePay

based on personal data input, an enrollment tool to capture elections and payroll deductions for all to enable premium aggregation, billing, collection and reconciliation and a maintenance interface to facilitate life event updates.

Through integration with carriers, payroll

premium billing/payments, and centralized member account maintenance — all online, through one single With a changing industry comes a need for new derstood the shifting landscape, developed a co-brandas an industry leader today and in the future.

Nature of Business: An employee management solutions provider offering a full range of integrated payroll and HR support services Key Executives: Rene P. Crawford, Senior Vice President, Executive Administrator and Advisor; Edward Hughes, Executive Vice President & Chief Financial Officer; Steve Jackson, Senior Vice President, Strategic Development and Channel Sales

SUPERSTAR 2013 AWARD WINNER

Marne Oberg

PRIVATE EXCHANGE IMPLEMENTATION

Vice President of Human Resources and Marketing Communications

Company: Analysts International Corporation (AIC), an ACS Group company

IT Firm Finds Perfect Fit with Private Exchange

I

Number of Employees: Approx. 1,000

nnovation is nothing new for Marne Oberg; she’s been making innovative decisions her entire career.

Although she leads the Human Resources department at AIC, most of her background has been focused on marketing and public relations, which has both fueled and guided her forward-thinking approach at AIC.

Nature of Business: National IT services firm

with nearly 1,000 IT professionals in the U.S. —

had not yet weighed in on heath reform. But once Oberg saw the ConnectedHealth solution she was hooked.

Over the next couple of weeks, Oberg and her team worked side-by-side with ConnectedHealth to develop the go-to-market strategy needed to make this launch successful. What they developed more than impressed.

Ultimately, AIC’s employees shopped on

effective online experience. The majority of these employees are full-time workers, roughly 25 percent are contractors and the remaining are part-time employees.

contribution funds and were able to choose their insurance from multiple medical plans, along with dental and vision options. Some purchased plans that cost less than AIC’s contribution, giving them

Headquarters: Minneapolis, Minn.

Website: www.analysts.com

Key Executives: Rajiv Sardana, CEO and Chairman, ACS Group; Joe McAvoy, COO and SVP; Pankaj (Nick) Goel, CFO and SVP; Sanjeev Sardana, CIO and SVP of Corporate Development Key Solution Providers: Medica, ConnectedHealth, Willis [Editor’s Note: On October 11, 2013, AIC was aquired by American CyberSystems, Inc. (ACS Group). ACS Group is headquarted in Duluth, Ga. and employs approximately 6,500 people.]

“With the implementation of the exchange and the defined contribution approach, our employees can now choose from up to nine different plan offerings depending on where they are located. Overall, I believe that our plan offerings today definitely provide options for every constituency within AIC’s employee population.” to have high turnover in their workforce. From a During the early planning stages, Oberg met with

the opportunity to put the remaining funds into a health savings account to help offset future medical and were able to set up their own pre-tax payroll contributions to pay for the balance of the premium.

we want to accomplish when it comes to employee spent the next couple of weeks talking with her CEO

can now choose from up to nine different plan

the company’s long-term vision.

to them. What came out of those discussions and

are competitive with the industry; and position AIC for health reform changes.

And the long-term vision? Employees would spend that on what’s important to them. Enter ConnectedHealth.

Initially, Oberg didn’t set out to implement a private exchange. In fact, at the time, AIC had just entered into a new plan year and the Supreme Court

Employees who were eligible for more limited amount and were able to shop on a version of the marketplace that provided them with the opportunity to purchase an individual medical plan from multiple insurance carriers.

The result? Employees loved their choices, they enrolled in a wide range of plans, and Oberg's administrative staff received zero phone calls to the call center. Through Oberg's creative leadership, AIC’s open enrollment period wildly exceeded the executive team's expectations. www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2013

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SUPERSTAR 2013 AWARD WINNER

PRIVATE EXCHANGE IMPLEMENTATION

Vito Ponzio

Senior Vice President, Human Resources

Company: BioScrip Headquarters: Eden Prairie, Minn.

Website: www.bioscrip.com

Communication Strategy Leads to Successful Defined Contribution Rollout

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ith health costs continuing to rise for many

has emerged as a principal strategy for containing health costs. With the right decisionsupport tools, education and communication

employer and employee cost savings – while allowing employees to obtain the medical and ancillary coverage that is right for them.

Three years ago, BioScrip, a Minnesota-based provider of pharmaceutical and home care solutions,

engagement and simplify administration, they also wanted to create room for growth. Senior Vice President of Human Resources Vito Ponzio, Jr. and strategy was the best course.

To accomplish this, they partnered with Liazon, operator of the Bright Choices® Exchange.

Rather than letting employees make the shift to the

was a good thing for the employees. In addition, contribution/private exchanges work and outlining plans available to each employee and their family.

Liazon’s Bright Choices® exchange portal offered advanced decision-support technology and comprehensive education tools – including videos, articles and plan comparison tools. It incorporated sophisticated reporting capabilities as well as a custom website with links and copies of all printed materials. Additionally, employees had access to webinars with even more information about Bright Choices®.

Other communication tools included a call center that operated before, during and after open enrollment, and in-person meetings with representatives from Liazon.

This multi-pronged platform yielded immediate, positive results for BioScrip as 98 percent of employees used the Bright Choices® portal for enrollment. Employees understood their new role as

As the facts attest, Ponzio’s comprehensive employee communication and education strategy was a major factor in the success of BioScrip’s new defined contribution/private exchange implementation.

Bright Choices® Exchange on their own, BioScrip developed numerous employee engagement and education tools and services that helped lead to a successful implementation.

Ponzio and his team launched a four-pronged Drive,” motivating employees to take control of their

Bright Choices®, but also the paradigm shift with exchange solution.

During the last three years, BioScrip utilized multiple communication channels. They sent a post card to each employee and their family letting them BioScrip’s President, Richard Smith, also sent a letter announcing how excited the company was to

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Annual Superstars 2013 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

an active consumer of health care and made radically different decisions than before. This enabled them to build rich portfolios against risk across different Expenses decreased more than 40 percent, while program participation has grown to more than 99 percent of the eligible population. Additionally, 66 percent of medical enrollees elected to participate in with any number of ancillary indemnity plans.

As the facts attest, Ponzio’s comprehensive employee communication and education strategy was a major factor in the success of BioScrip’s implementation. With the right decision-support tools and communication strategies in place around the private exchange platform, Ponzio and his team have given BioScrip’s employees the tools necessary

Nature of Business: A provider of comprehensive, cost-effective pharmaceutical and home care solutions Key Executives: Richard M. Smith, President & CEO; Hai Tran, Chief Financial Officer; Michael Saracco, Senior Vice President, National Sales Key Solution Provider: Liazon

SUPERSTAR 2013 AWARD WINNER

Diane Pozdolski

Vice President, Compensation, Benefits and HRIS

Company: Blue Cross Blue Shield Minnesota Headquarters: Eagan, Minn.

Website: www.bluecrossmn.com Number of Employees: 4,000 Nature of Business: Non-profit health plan Key Solution Provider: Change Healthcare

EMPLOYEE COMMUNICATION AND EDUCATION

Bringing Gamification to Minnesota’s Largest, Oldest Health Plan

B

lue Cross Blue Shield Minnesota (BCBSMN) has many times graced the pages of HealthCare Consumerism Superstars, and this year is no different.

Widely recognized as one of the nation’s most innovative health insurance providers, BCBSMN innovation to its employee population as it does to its health plan members. As Minnesota’s largest health insurer, BCBSMN covers nearly three million lives while employing over 4,000 individuals.

In early 2013, to better engage BCBSMN employees in their health, Diane Pozdolski, Vice Blue Cross Blue Shield Minnesota’s pilot of a new, Healthcare University.

The innovative program employs videos, quizzes, arcade-style games and game mechanics — including points, badges and leader boards — to teach employees the basics of health care and how to make value-based health care decisions, i.e. weighing cost, quality and convenience. to change and more emphasis being placed on the consumer, many reluctant employees still routinely employees lack the knowledge or motivation to change.

Throughout the six weeks, an astounding 6,350 courses were completed (an average of eight courses — or 80 percent of the curriculum — per user) — Initially, the goal was to recruit 20 percent of BCBSMN employees to the platform, but registration rates exceeded that target by 90 percent.

BCBSMN sought to change this with the introduction of Healthcare University, which utilizes highly personalized user experience and game mechanics to help organizations create better consumers of health care.

Partnering with Change Healthcare, a national leader in cost transparency, engagement and education, BCBSMN launched a six-week pilot of

Healthcare University. During the pilot, BCBSMN deployed two Healthcare University subjects — Health Insurance 101 and Ways to Save — comprised of 10 courses to 3,582 Blue Cross employees.

Pozdolski and other programs leaders knew that effective communication would be critical during implementation. They created employee awareness of the offering in a variety of ways, ranging from an email message from the CEO and intranet reminders to posters and “welcome” emails.

Results from the initial six-week deployment were overwhelmingly positive. In all, 1,343 employees (38 percent of BCBSMN employees) registered for Healthcare University, and all age ranges (<30, 3140, 41-50, 51-60, and >60) had a registration rate of between 35 and 41 percent. Throughout the six weeks, an astounding 6,350 courses were completed (an average of eight courses — or 80 percent of the curriculum — per user).

Sixty-two percent of users who completed one course continued on to complete all 10 courses.

Overall, 9,130 videos were watched; 7,573 quizzes were taken; and 19,374 games were played.

Each employee completed an average of 27 total Healthcare University activities.

Initially, the goal was to recruit 20 percent of BCBSMN employees to the platform, but registration rates exceeded that target by 90 percent.

In addition, each user interacted with the system 27 times on average, completing 80 percent of the total curriculum, and employees awarded the platform an A-minus for overall satisfaction —

effective education and communication are becoming increasingly important, and innovative health plans members and employees in their health care.

With the adoption of Healthcare University and partnership with Change Healthcare, Pozdolski is bringing BCBSMN employees to the leading edge generation health care consumers.

www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2013

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SUPERSTAR 2013 AWARD WINNER

EMPLOYEE COMMUNICATION AND EDUCATION

Debra Bisgaard

Retirement Services Manager

Readying Employees for Retirement

W

hen Black Hills Corporation’s HR organizational development group began a strategic workforce planning initiative,

realized they needed to retain their aging workforce’s knowledge — 20 percent of their workforce was drain”. Additionally, pension plans were partially frozen at the end of 2010 and their employees had a history of retiring at 62 when they could receive their Black Hills’ Retirement Services Manager Debra Bisgaard knew they needed to help educate

engaged in the program at some level and the vast majority use multiple services on an ongoing basis. wellness assessment participated in workshops, and 100 percent of those eligible for one-on-one consultations took advantage of the opportunity.

In addition, on average, employees who completed the program took at least four action steps to improve their retirement preparedness, including reviewing their asset allocation, running a retirement plan projection, running a pension estimate and reducing their monthly expenses in order to increase retirement savings.

“The challenge of designing a benefit program that will meet both the company’s strategic objectives and employee needs is intriguing. In addition, successfully implementing benefit changes and managing employee communications in a continually changing world is fulfilling.” employees to give them a better chance of successfully retiring. She oversaw the establishment partnership with Financial Finesse.

Together, they launched a three-step program for employees over 50 and required employees to achieve each step before moving on. Employees had attend a retirement planning workshop and have a one-on-one personal session.

Bisgaard incorporated multiple channels to communicate the retirement planning and readiness program to employees.

“By using direct mail, direct email, posters, and e-Connections articles, we were able to inform education. In addition, the support from the executive team and the HR business partners was crucial,” Bisgaard said. “The executives discussed the program in quarterly update meetings with employees. The HRBP’s talked one-on-one with employees when unsure whether the program would

key to the success of this program.”

The results were impressive — higher than Financial Finesse had ever seen among a program of

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“We are also beginning to provide mid-career webcasts hosted by Financial Finesse,” Bisgaard said. “A Roth 401(k) option will be available in the 401(k) plan beginning in 2014. A retirement income adequacy study is also being completed which could For Bisgaard, being involved in the implementation and roll-out of the Retirement accomplishment.

“I look forward to continue to develop ways to importance of saving,” she said. “The challenge of company’s strategic objectives and employee needs is intriguing. In addition, successfully implementing communications in a continually changing world is “I think industry wide there is going to be a continued focus on retirement readiness and

will need to continue to develop different ways to engage employees so they can be successful.”

Company: Black Hills Corporation Headquarters: Rapid City, S.D. Website: www.blackhillscorp.com Number of Employees: 1,900 Nature of Business: Diversified energy company Key Executives: David Emery, Chairman, President & CEO; Anthony Cleberg, Executive VP, CFO; Robert Myers, Senior VP, Chief Human Resources Officer Key Solution Provider: Financial Finesse

SUPERSTAR 2013 AWARD WINNER

Hamilton Mears

Wellness Plans Administrator

EMPLOYEE COMMUNICATION AND EDUCATION

Lowering Costs by Promoting Wellness Company: Scripps Health Headquarters: San Diego Website: www.scrippshealth.org Nature of Business: A non-profit health care system Key Executives: Chris Van Gorder, Chief Executive Officer; Victor Buzachero, Corporate Sr. Vice President Number of Employees: 13,600 Key Solution Provider: Alere

E

ight years ago, when a consultant predicted that the health plan expense incurred by Scripps Health would double over a three-year period, Hamilton Mears knew something had to be done. A

wellness website, free biometric screening and personal health coaching.

“In my mind, the biggest sign of success of the Scripps Wellness program occurs three times a week at our corporate headquarters,” Mears said. “As the

mitigate the rising cost trends.

At the same time, Mears was working to complete a fellowship in executive health care management with the advisory board company.

As part of the fellowship, he had to complete a

kinds of people dressed in workout garb walking down the hall towards the on-site gym. They are all heading toward the same place – a ‘Kettle Bell Express’ class taught by one of our vice presidents, Brad Ellis.”

“The Kettle Bell Express classes represent the epitome of what corporate wellness is about. When you have a corporate executive who leads by example, is generous with their time, and is unabashedly dedicated to helping employees achieve their health goals, you know you have achieved the culture of health to which many companies aspire.”

Scripps also has “Wellness Champions,” volunteer employees who are natural leaders with a desire to promote health and well being.

“Our Wellness Champions monitor the pulse of the organization and keep us well informed with critical information about what will work, what won’t work, and why. They are our ‘boots on the ground’

organization.

“I proposed the creation of a corporate wellness program with the objective of controlling health care costs. The timing was fortuitous, in that there was a ‘burning platform’ encouraging immediate action on the proposal,” Mears said.

Mears faced a few challenges implementing the new program.

“The one that surprised me the most was the fear that some people held that their personal privacy would not be protected. Gradually fear was accumulated,” he said.

“When you have a corporate executive who leads by example, is generous with their time, and is unabashedly dedicated to helping employees achieve their health goals, you know you have achieved the culture of health to which many companies aspire.”

“A second challenge was demonstrating the value when adopting a healthy behavior will result in a change in health care utilization or costs.”

Today, in partnership with Alere, Scripps Health

percent, which well exceeds the industry average of 46 percent. The average number of health risk factors since the program started, and the participant satisfaction rate is now at 98 percent. classes a week, healthy food choices in all its cafeterias, and fresh, pre-portioned healthy meals in vending machines. The company also has a robust

and are instrumental in the success of the Scripps Wellness program,” Mears said.

As Mears looks ahead, he envisions a future where health care is about keeping the population healthy, not just treating the sick. He also sees a social dynamic trend.

“As an industry, we will become much more sophisticated in our ability to leverage social “One of the major changes I see on the horizon is the emergence of Behavioral Economics as the The role of willpower in personal health decisions will be put in a more appropriate context, and the role of social and environmental cues will be given more credence.”

www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2013

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SUPERSTAR 2013 AWARD WINNER

EMPLOYEE COMMUNICATION AND EDUCATION

Robin Vickers

Manager of Benefits – Health, Welfare & Compliance

Vickers Streamlines Benefits Communication at Baylor College of Medicine

W

ith the implementation of the Affordable Care Act and the evolution of consumerism

communication has perhaps never been as important as it is today.

At Baylor College of Medicine (BCM), a nationally recognized top-tier medical school, the

department.

Compliance, Robin Vickers knew streamlining the medical school's HR department.

Teaming up with The Jellyvision Lab, a leading provider of interactive web experiences, she successfully converted a resource-draining employee approach embraced by new hires, leadership and the HR department.

Prior to the adoption of its current communication tool, the Baylor College of Medicine's

overall options while simultaneously allowing onboarding activities. The BCM Executive Director solution.

Together with The Jellyvision Lab, Vickers and her team designed a self-guided orientation program allowing staff and faculty hiring managers to onboard new employees on any day of the week.

The program also reduces the burden on the team member two hours to accomplish can now be done at the convenience of the new hire; their and anywhere there is an internet connection. Many even elect to complete the process ahead of their initial start date.

“When we started researching options for this self-guided orientation project, we found that there explained Vickers.

“And we were limited with what we could do with our staff. Obviously, it’s not possible for the

moving parts. Multiple 120-minute sessions were tied

“We needed a solution that wouldn’t tie up our staff but could effectively educate our new hires about the benefits BCM offers. This solution provides the flexibility for our new hires to learn about their benefits whenever they they’d like and in a fun, interactive way.” to an auditorium space requiring heavy contributions

while others assisted employees with paperwork. To top it off, because their size and complexity, sessions could only be held one day of the week.

new hires a week. We needed a solution that wouldn’t tie up our staff but could effectively educate our new

a fun, interactive way.”

considerable demands on the human resources team, Medicine has been improved for new hires and the practices across a college that regularly onboards up to 100 new hires each week and as many as 400 new resident physicians in the span of two days during the start of its academic term. that would help new hires better understand their

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Annual Superstars 2013 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

allowing BCM hiring managers more time to devote to more enriching onboarding and relationship building activities.

Company: Baylor College of Medicine Headquarters: Houston Website: www.bcm.edu Nature of Business: A medical school and center for biomedical research and clinical care Key Executives: Paul Klotman, M.D., President & Chief Executive Officer; Kimberly David, Senior Vice President & Chief Financial Officer; Dane Friend, J.D., Vice President, Human Resources Key Solution Provider: The Jellyvision Lab

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SUPERSTAR 2013 AWARD WINNER

Susan Eutizzi

HR VISIONARY

Director, Compensation & Benefits

Ensuring that Employees Don’t Lose Sight of Vision in Benefit Bundle

A

Supermarkets, Inc., Susan Eutizzi is committed to creating health and wellness programs that engage and inspire employees. This goal can prove challenging, however, because Roundy’s operates stores in a variety of locations and employees represent a diverse range of demographic groups. depend on her ability to ensure that programs and education are universally appealing, yet relevant to employees on a personal level.

It’s no easy task. But, with nearly 88 percent of eligible, full-time employees enrolled in the endeavors in this area have been successful.

In partnership with Anthem® Blue Cross Blue Shield (BCBS), Roundy’s provides a bundled package of medical, pharmacy, dental and vision to its employees. At the center of this offering is a message that there is an important overall connection between all of these areas of health.

“We recognize that a vision plan, just like

(such as diabetes and high blood pressure) have negative side effects on the eyes, meaning that they can cause serious eye health problems. In addition, in some cases, an eye exam can also help to detect an undiagnosed overall health issue. Seeing an eye doctor regularly is an important way to keep eye — and overall health — in check.

“Because we offer a bundled plan, we really want to drive individuals who are enrolled to understand said Eutizzi. “This places a heavy emphasis on engagement. You have to keep reminders fresh. The tide of the year moves quickly; and if they aren’t advantage of preventive health measures by the end of their utilization period.”

An internal newsletter Roundy’s regularly distributes to employees features a “wellness wakeup” section with tips to remind employees why eye health is important, among other health-related topics.

Eutizzi also uses resources offered through Anthem Blue Cross Blue Shield to educate employees

package,” said Eutizzi. “With all of the choices

important for the well-being of our employees and their families.”

Anthem’s Blue View Vision Plan was chosen to provide employees with a comprehensive vision of eyecare providers. The plan covers the cost an annual exam and provides a discount for laser eye surgery. Corrective lens products are covered in full or discounted. For instance, Transitions® photochromic lenses are provided for kids free of cost and at a reduced price for adults.

“As individuals continue to seek opportunities to reduce their out-of-pocket health care expenses, money by reducing the cost of regular eye and vision care, while improving overall health,” said Eutizzi.

Eutizzi sees helping employees understand the connection between their eyes and their overall health as critical to encouraging them to use their

providers and research various health topics, including preventive care and important questions to ask their health care provider. On-site nurse case managers (provided through the Anthem program) conduct visits to Roundy’s stores to speak to the Eutizzi was also involved in launching a microsite to educate employees on health care reform.

Because of the changes, each employee will have to will be customized instead of bundled. However, Eutizzi said a vision plan will continue to be a “Although the plans change year to year, we always want to encourage employees to take advantage of their annual eye exam, yearly physical, been afforded to increase their physical and year,” said Eutizzi.

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Annual Superstars 2013 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

Company: Roundy’s Supermarkets, Inc. Headquarters: Milwaukee, Wisc.

Website: www.roundys.com Number of Employees: 20,000+ Nature of Business: A leading grocer in the Midwest with nearly $4.0 billion in sales, operating 162 retail grocery stores and 100 pharmacies under the Pick ’n Save, Rainbow, Copps, Metro Market and Mariano’s retail banners in Wisconsin, Minnesota and Illinois Key Executives: Robert A. Mariano, Chairman, President & Chief Executive Officer; Darren W. Karst, Executive Vice President, Chief Financial Officer; Jessie W. Terry, Group Vice President, Chief Human Resource Officer Key Solution Providers: Anthem® Blue Cross Blue Shield

SUPERSTAR 2013 AWARD WINNER

Vincent Colonna

HR VISIONARY

Director, Benefits

Company: Broward Health Headquarters: Fort Lauderdale, Fla. Website: www.browardhealth.org Number of Employees: 20,000 Nature of Business: A nationally recognized system offering world class health care services in South Florida, encompassing more than 30 health care facilities.

Key Executives: Frank Nask, President & CEO; Dr. Georges Boutin, Senior Vice President, Chief Medical Officer; Dionne E. Wong, Senior Vice President, Chief Human Resources Officer Key Solution Provider: Reliance Standard TrueView Vision® (EyeMed)

Hospital Network Leans into Vision Benefit for 2014

A

s some employers have begun to cut back on vision and dental coverage, Broward Health, one of the ten largest public health care systems in the nation, is reinvigorating these plans and including them as a top-tier priority for the coming year.

“There’s no denying vision is critical for health care workers,” said Vince Colonna, who has worked years, when asked why the company is placing such a strong emphasis on vision. “And it’s only getting more important. More and more, everything in hospitals is computerized; eyestrain is a growing concern.”

Colonna’s passion for vision comes from a personal place. Five years ago, while commuting to work, he began to experience double vision. After being in the hospital under evaluation to rule out life-threatening causes, he was fortunate to have access to one of Broward’s own facilities, the Bascom Palmer Eye Institute of the University of the Miami’s Miller School of Medicine, which has been ranked the nation’s best in ophthalmology in U.S. News & World Report’s annual Best Hospitals edition for ten consecutive years. Although the cause of his issue with rest, the incident was enough to emphasize the importance in Colonna’s mind of having access to top-notch eye care.

“Our employees are our most important asset, and vision is one of theirs,” said Colonna. “We want “We have a sizable mature workforce, and know that people who fall into this group can be at risk for issues, like diabetes, that impact the whole body. Not only could diabetes impact the eyes, and put people at risk for diseases like glaucoma, but someone could also be pre-diabetic and not even know it until they’ve had an eye exam.”

Colonna acknowledged that the younger Broward staff, many of whom are recently out of since eyestrain can lead to headaches or migraines.

In general, Broward prides itself on investing in best-in-class health coverage for its staff. The hospital system has a history of providing above-average Applying this commitment to the vision

safeguard their eyesight with eye care insurance and services because we also recognize that it can boost productivity and reduce absenteeism due to visionrelated complaints. It provides for an overall better quality of life for our employee workforce.”

Although employees seemed to be already utilizing the plan in the past, Colonna received complaints about the lack of brand-name options available on the eyewear side. To improve their vision plan from its medical plan and moving to the Reliance Standard TrueView® Vision plan in 2014, which will not only give employees the opportunity to have an annual eye exam, but will also encourage them to keep eyewear up-to-date by giving them access to thousands of options in frames and discounts on lens add-ons, like ultraviolet protection, scratch coating, tints, premium lens materials and photochromics. It also provides savings off the purchase of additional pairs of complete eyeglasses, and reductions on laser vision correction surgery and conventional contact lenses. An additional pharmacy brand products, which employees can use for eye drops, contact lens solutions and reading glasses.

To encourage enrollment in the vision plan, representatives visited each of the facilities in the network to answer questions and explain the coverage.

Employees then had the option to access a web portal for additional information, and materials were also mailed. Packets will be sent out in January to provide

utilization to decide if additional outreach is needed.

Currently, more than 90 percent of the system’s employees have enrolled in the new and improved “Almost no one has decided against our vision plan since we made it its own election,” said Colonna, makes it too affordable to pass up. “Why would they opt out when, for less than the price of a cup of coffee each month, employees can protect their eyes and upgrade their eyewear?” www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2013

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SUPERSTAR 2013 AWARD WINNER

HR VISIONARY

Sean O’Keefe

Business Administrator

Educators Learn the Value of Having Comprehensive Vision Benefits

A

t the conclusion of a 33 year career with IBM, during which he held multiple CFO positions both overseas and in the U.S., Sean O’Keefe decided that, rather than settling into retirement, he’d serve his community with a second career in public education. With a passion for protecting the interests of those who are educating the next generation of leaders, and an experienced eye for managing budgets and making the most of technology, O’Keefe became the new business administrator of the Trumbull Public School’s Board of Education.

In his new role, O’Keefe also inherited the less familiar responsibility of human resources management for the 1,000-plus teachers and staff who work for the district. Although this was a different area for him, his father was previously the

more comprehensive in comparison), he immediately

vision plan to employees at the conclusion of the 2013 school year. Through the plan, enrolled personnel can receive a yearly eye exam at any of the 50,000 Blue View Vision network provider locations (free with copay) and an allowance toward the cost of a complete set of eyeglasses or contacts every two years. Discounts on additional options, such as scratch coating, premium lens materials and Transitions® photochromic lenses, resonated strongly with the staff and helped drive enrollment in the plan, which approached 35 percent when it was introduced, which was on target for a new plan in this sector. we rolled it out,” said O’Keefe. “The key to the communication.”

A personalized kit was created for each employee with pricing, and they were presented at one-on-one meetings in the schools throughout

“The vision plan has been received very positively as a ‘give’ by the district employees and bargaining units that represent them. When the vision plan was introduced, it left our staff with the feeling that the district was concerned for their health, and came up with a way to care for them. I received several notes thanking me for initiating this change.” for his employees. At the top of the list was the an eye exam every two years through their medical more robust vision plan was necessary.

“Eyesight is critical in this line of work, and I wanted our employees to have the option to go once a year for an eye exam and obtain corrective eyewear on a regular basis,” said O’Keefe. “When they don’t getting a regular eye exam (to check for issues like glaucoma or cataracts) and purchasing updated visual devices.”

By evaluating his employees’ needs in conjunction with Anthem® Blue Cross Blue Shield, O’Keefe was able to roll out a full-service voluntary

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the district. Afterward, staff members could ask questions and get answers from an insurance representative on the spot.

Throughout the year, the school also makes use of Anthem’s monthly newsletters on trending medical information, which includes vision-related updates.

According to O’Keefe, “the vision plan has been received very positively as a ‘give’ by the district employees and bargaining units that represent them.

When the vision plan was introduced, it left our staff with the feeling that the district was concerned for their health, and came up with a way to care for them. I received several notes thanking me for initiating this change.”

Company: Trumbull Board of Education Headquarters: Trumbull, Conn.

Website: www.trumbullps.org Number of Employees: 1,000+ Nature of Business: The Trumbull Public School System, in partnership with the community, strives to meet the educational needs of all students within a challenging and supportive academic environment that empowers each student to become a life-long learner and to live and participate in a democratic, diverse and global society.

Key Executives: Gary A. Cialfi Ed.D., Superintendent of Schools; Michael P. McGrath Ph.D., Assistant Superintendent of Schools Key Solution Providers: Anthem® Blue Cross Blue Shield

SUPERSTAR 2013 AWARD WINNER

Martha Whiteman

Health Improvement Strategy Director

MOST EFFECTIVE POPULATION HEALTH MANAGEMENT

Taking a Holistic Approach to Wellness Company: Cummins Headquarters: Columbus, Ind. Website: www.cummins.com Number of Employees: 46,000 [20,000 U.S. employees] Nature of Business: A corporation of business units that design, manufacture, distribute and service diesel and natural gas engines and related technologies Key Executives: Tom Linebarger, Chairman and Chief Executive Officer; Patrick Ward, Chief Financial Officer and Vice President; John Wall, Chief Technical Officer and Vice President; Jill Cook, Vice President, Human Resources Key Solution Provider: Virgin Pulse

ased in Columbus, Ind., Cummins is global leader in the design, manufacturing, distribution and servicing of engines and related technologies, including fuel systems, controls, air

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of support tools for particpants, including health coaching, weight management tools, biometrics screenings, exercise challenges, social connections and volunteer opportunities, among many others.

power generation systems. Across the globe, the 500 corporation employs approximately 46,000 people and serves customers in 190 countries.

As Health Improvement Strategy Director at Cummins, Martha Whiteman takes her title seriously.

Three years ago, she was tasked with looking across the organization of 20,000 U.S. employees to design a program that would help drive employee engagement by focusing on health and wellness as a core part of their everyday work life.

However, Whiteman felt that traditional wellness programs lacked the holistic approach needed to really change behaviors and create healthy, happy, engaged and productive employees. She knew that simply forcing employees to manage

contribute to their overall total quality of life by incentivizing them to participate in a variety of activities that impact their mental, physical and social well-being.

For instance, at some locations, members can get points and rewards for participating in the on-site farmers' market each week — encouraging them to get out, try fresh produce and introduce something new into their diet. Others get rewarded for donating their time to community service. Whiteman assigned champions to spearhead the programs (and tailor them based on the demographic) at each of the company’s eight U.S. locations.

In just three short years, she has rallied 20,000 of the company’s U.S. employees and spouses to participate in the program — a nearly 80 percent

The goal: providing employees with a way to contribute to their overall total quality of life by incentivizing them to participate in a variety of activities that impact their mental, physical and social well-being. their BMI or keep an eye on their blood pressure offered little reward in terms of satisfaction to the employee. Where most wellness programs failed or offered lackluster results, Whiteman was intent on succeeding. That’s when she contacted Virgin Pulse (formerly Virgin HealthMiles).

Whiteman worked with Virgin Pulse to create a hub for health and wellness for employees to easily access, track and share their information. She didn’t just sign the dotted line and put the system in place.

She knew that effective employee communication would be crucial to a successful implementation. She made sure every employee got a personal note and starter kit (complete with the Virgin Pulse activity tracking device) and understood the incentives for participating (rewards, lowered health insurance premiums, cash incentives, availability to spouses, ability to track healthy behaviors, etc.)

The holistic wellness program offered an array

engagement rate. Of that, an astounding 82 percent of the participants surveyed say that the Virgin Pulse program has changed their lives in a positive way.

One element of the program that was impactful was the Cummins “Healthy Holidays Challenge”. This program encouraged members to stay on track with exercise and healthy eating habits during what can be a stressful and indulgent time for many. More than 1200 Cummins members participated. Of that group, 70 percent of the participants lost weight over the holidays — with a total of 1957 pounds shed.

Unlike many HR departments who rely on an insurance-based “wellness” program, Whiteman went the extra mile to collaborate and build a to the entire employee population. With the resulting, holistic wellness program, Cummins has built a workforce of happy, healthy and engaged employees.

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SUPERSTAR 2013 AWARD WINNER

MOST EFFECTIVE POPULATION HEALTH MANAGEMENT

Josh Smith

Product Development Manager, Benefits Administration

Reducing Risk and Incidence of Diabetes Among Federal Employees

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he Blue Cross Blue Shield Association’s Federal Employee Program (FEPBlue) Diabetes Wellness Incentive Program is unique in its size and scope, and its effective use of incentives to drive widespread program participation and positive health outcomes.

The program was originally conceived as a mechanism to better serve constituents by providing more personalized communication and tailored health risk assessment to gain deeper insight into the participant’s health situation, including questions on their health history, family life, desired health outcomes, etc.

understand, and proved to be ineffective in driving participation. During the program’s second year, the incentive was changed to provide a more tangible onto a prepaid debit card — and, consequently, participation has skyrocketed.

Several leading technology partners are involved in the administration of this program. Alegeus Technologies provides the central administration platform for managing the wellness accounts processing engine to facilitate money movement and manage card program rules.

It is premature to fully quantify the clinical and financial outcomes of the program — however, all early indicators point to a reduction in diabetes-related claims activity. As a result, the Federal Employee Program will be looking to roll out similar programs for other common disease states in the near future.

With a large workforce of more than 1.3 million federal employees that skews slightly older, diabetes was discovered to be one of the more prevalent disease states amongst the employee population. So, federal employee wellness program offering on and early detection of long term diabetes-related complications.

Beyond the risk assessment, education and support resources, participants are incented to activities such as enrolling in a diabetic disease management program, visiting a covered provider for a diabetes checkup or completing a web-based diabetes education program on the program website.

These incentives come in the form of monetary rewards loaded onto restricted-use prepaid debit cards – allowing participants to use the funds visits, prescription drugs, etc. participants were offered premium reduction incentives for participation — however, the

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Incentives are administered within the Alegeus system based on integration with other technology providers, such as McKesson (who facilitates the health risk assessment) and ChipRewards (who provides the system of record for all awardable wellness activities) – receiving data feeds for completed activities, assigning agreed upon point values for each and converting points to dollars.

A comprehensive, multi-channel support model — enabled by Alegeus — ensures a seamless participant experience. What makes this undertaking personalized federal employee wellness program of its kind. Participation in the program has grown from 0 to more than 375,000 participants over the nearly three-year life of the program — and 2014 could add as many as 100,000-200,000 additional participants.

It is premature to fully quantify the clinical and early indicators point to a reduction in diabetesrelated claims activity. As a result, the Federal Employee Program will be looking to roll out similar programs for other common disease states in the near future.

Company: Blue Cross Blue Shield Federal Employee Program Headquarters: Chicago, Ill. Website: www.fepblue.org Nature of Business: The Blue Cross and Blue Shield Service Benefit Plan has been part of the Federal Employees Health Benefits Program (FEHBP) since its inception in 1960. It covers roughly 5.3 million federal employees, retirees and their families out of the nearly 8 million people who receive their benefits through the FEHBP. The Blue Cross and Blue Shield Association negotiates annually with the US Office of Personnel Management (OPM) to determine the benefits and premiums for the Blue Cross and Blue Shield Service Benefit Plan.

Key Executives: William A. Breskin, Vice President, Government Programs; Jena Estes, Vice President, Service Benefit Plans Key Solution Providers: Alegeus Technologies, McKesson, ChipRewards

SUPERSTAR 2013 AWARD WINNER

Erica Ullman

MOST EFFECTIVE POPULATION HEALTH MANAGEMENT

Global Wellness Manager

Company: Life Technologies Corp.

Headquarters: Carlsbad, Calif.

Website: www.lifetechnologies.com Number of Employees: 10,000 Nature of Business: A biotechnology company that provides products and services to customers in the fields of scientific research, genetic analysis and applied sciences Key Executives: Gregory Lucier, Chairman of the Board and CEO; Mark Stevenson, President and COO; Peter Leddy, Ph.D., Head of Global Human Resources; Carole Mendoza, Director, Global Benefits and Mobility Key Solution Providers: Mercer, Castlight Health

Building the Perfect Wellness Program Around a CDHP

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ife Technologies Corporation is a global biotechnology company dedicated to improving the human condition. A global workforce of 10,000 employees develops and manufactures 50,000 products used in medical facilities and laboratories across 180 countries.

Life Technologies’ commitment to improving lives is also the foundation of their company culture. As Global Wellness Manager, Erica Ullman professionals to design a comprehensive program aimed at improving the health of Life Technologies' employees.

In the fall of 2010, Life Technologies began developing a strategy to move to a full-replacement consumer-directed health plan. Framing that strategy was the launch of an ambitious health and wellness program developed to improve the health of employees and their families, and manage health care costs.

Life Technologies continues to meet these objectives and is now taking their health management strategy to the next level with cutting-edge programs and incentives. With three straight years of improved

initiative, Life Technologies employees have a menu of over 20 opportunities to select from to earn incentives.

As of Q1 2013, Life Technologies had reached 73 percent participation (spouses and employees combined) in their health assessment and biometric screenings, and 65 percent had completed wellness activities and earned additional incentive dollars.

In 2014, employees will be able to earn an incentive for obtaining services at a high value care transparency vendor partner.

In addition to their robust incentive design, Life Technologies sets the standard for creating a culture of health for employees and their families. Programs ventive care and prescriptions, wellness champions, a tobacco-free environment on all campuses, healthy on-site vending and cafeterias, cardio conference paths.

In 2013, Life Technologies developed IMPACT — or Individualized Medical Pathways for Advanced Care and Treatment Program — to

Life Technologies’ commitment to improving lives is also the foundation of their company culture. As Global Wellness Manager, Erica Ullman works with a team of talented HR and benefits professionals to design a comprehensive program aimed at improving the health of Life Technologies’ employees. butions, employees are on board and engaged.

Today, a single consumer-directed plan is offered and employees and their spouses complete qualifying activities (health risk assessment and biometric screening) in order to receive funding in their health savings account. Those who meet biometric standards receive immediate incentives.

Participants can earn funding for each health target met (blood pressure, BMI, cholesterol,

support employees, their families, and their doctor by providing additional information, testing, and resources to help personalize treatment and improve outcomes.

Working with an innovative group of HR and

consumer-directed health plan, a health and wellness program and various support tools, the employee

met, participants can “double down” their earnings. employees.

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steps to a

healthier workforce START with an enthused and well-aligned leadership team

Brought tDoLAyKouE b

y:

LAUNCH a wellness committee (and make sure it has muscle)

GR AN STEM IN HEALTH SY WITH UMR IP H S R E PARTN

EXECUTE rigorous health risk assessments

PROMOTE robust health coaching programs

ESTABLISH can’t-ignore incentives

Congratulations to Grand Lake Health System, and Art Swain, VP of Human Resources, on your pioneering work in consumer-focused, health and wellness strategy.

CREATE YOUR OWN PATH TO HEALTHIER EMPLOYEES Use the QR code reader on your smart phone to view the UMR roadmap.

Contact us: Bart Halling – VP, Customer Solutions | UMR-CDHproductsandservices@umr.com | umr.com

MOST EFFECTIVE POPULATION HEALTH & WELLNESS AWARD

SUPERSTAR 2013 AWARD WINNER

Art Swain

Vice President, Human Resources and Support Services

Company: Grand Lake Health System Headquarters: St. Marys, Ohio Website: www.grandlakehealth.org Nature of Business: Nonprofit hospital and specialty health care system Key Executives: Kevin Harland, President & Chief Executive Officer; Jeff Vossler, CFO; Art Swain; VP, Human Resources and Support Services Key Solution Provider: UMR

MOST EFFECTIVE POPULATION HEALTH MANAGEMENT

Swain Makes Wellness a Priority for Grand Lake Health System

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or more than 60 years, Grand Lake Health System has provided care to residents throughout the region. Today, GLHS has eleven treatment facilities and offers ten centers of excellence, which

More than 500 people work at GLHS. The organization is highly regarded for its health and wellness community involvement and outreach efforts. The leadership takes seriously their responsibility for the overall health and quality of life of the broader community, beginning with their own employees and spouses. Nearly eight years ago, GLHS set out to create a culture of health for their employees and family members.

Under the guidance of Art Swain, Vice President of Human Resources and Support Services, GLHS formed a wellness committee that was deeply passionate about these objectives and dedicated to making meaningful change.

If members were found to have health risks, they were required to enroll into one of two coaching management coaching. If members decided not to enroll, or dropped out of the program without completing it, they paid 20 percent more for their premiums.

This has been a powerful and motivating incentive for GLHS members. Through their partnership with UMR, an independent national third party administrator for self-funded health coaches. The coaches work with members to set goals, make lifestyle changes with diet and exercise and manage any chronic conditions. were resistant to this requirement but over time have begun to appreciate the support and guidance the coaches provide. Members are making sustainable changes in their lifestyle, behaviors and conditions.

Members are making sustainable changes in their lifestyle, behaviors and conditions. Many have been able to reduce their BMI, add exercise to their routine and quit using tobacco with the help of their UMR coach. employer to adopt a tobacco-free policy – providing a healthy environment for all employees, visitors and patients. They also hired a personal chef who focuses on serving healthy and well-balanced meals for the hospital staff, who often found it challenging to focus on their own health and well being as they cared for patients 24/7.

Their new wellness program, called Health Smart, included clinical health risk assessments and biometric screenings, in order to gather self reported and empirical data on the health status of employees and spouses. Between the assessments and biometric panel, members learned powerful information about their lifestyle and behaviors, health status and potential or current health risk.

Many have been able to reduce their BMI, add exercise to their routine and quit using tobacco with the help of their UMR coach.

GLHS reached the highest level of participation in UMR with 86.4 percent of high-risk members in the coaching programs. As people engage with their coaches and improve their health, medical trend impact has followed. Where most employers predict a

last three years, despite their growing population.

Because of Swain and his team’s efforts, GLHS has engaged a very high percentage of its population in making sustainable changes for their health and wellness.

percent reduction in their health care premiums.

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SUPERSTAR 2013 AWARD WINNER

MOST EFFECTIVE POPULATION HEALTH MANAGEMENT

Dennis Branch

Vice President of Human Resources, North America

AGCO Finds Pulse of Workplace Wellness

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s the Vice President, Human Resources, North America at AGCO, a multinational company of over 21,000 employees that designs, manufactures and distributes agricultural machinery, Dennis Branch had been looking for a program to help grow a healthy culture within the organization.

Understanding that many traditional wellness programs were limited and did not drive sustained healthy behaviors and lifestyle changes, Branch and his team sought a better solution – one that could be personalized to each employee's goals and had a strong social component.

In January 2012, the company introduced Virgin Pulse’s (formerly Virgin HealthMiles) suite of wellness-focused solutions in their North American

Other initiatives include a corporate partnership with a local athletic center — coordinating with the company to offer gym memberships for employees, their families, and friends at a discounted rate — entry into a local half marathon, walks during lunch breaks, Zumba classes and more. A personal favorite among employees has been the dodge ball games that one location hosted to engage even more employees.

One employee noted that tracking the amount of steps he took daily let him push himself to do more.

Starting at roughly 7,000 steps a day, he is now walking over 12,000, and his blood pressure, weight and cholesterol have all come down.

Another employee mentioned that by combining the wellness program instituted at AGCO with her

Another employee mentioned that by combining the wellness program instituted at AGCO with her weight loss program at home, she was able to better monitor her energy levels and calorie intake 24 hours a day, thereby improving her energy and engagement at work. These are just a few examples of how the program has helped particular employees become more active and healthy. facilities. The new wellness program enabled employees to meet their own individual health goals and go beyond the traditional health risk assessment programs.

The solution combines social challenges, games and encouragement with activity trackers and incentives to deliver long-term, sustainable healthy behaviors. Branch and his team knew that if they had a solution that encouraged fun and social behavior they could have a motivated employee population.

This idea, in turn, has created a workforce that is overall more active, more engaged and more invested in their health and wellness — but also in the success and future of the company.

For example, one of AGCO’s locations brought in a personal trainer to conduct a boot camp twice a week on-site for employees. The program was a huge success with employees of all levels and departments participating. It was a great opportunity for employees to interact with colleagues and have a program they plan to continue well into the future.

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weight loss program at home, she was able to better monitor her energy levels and calorie intake 24 hours a day, thereby improving her energy and engagement at work. These are just a few examples of how the program has helped particular employees become more active and healthy.

With an overall participation rate of about 60 percent percent and demonstrable results in shifting participants’ physical activity from “inactive” and program has really helped to grow a healthy culture at AGCO. With the help of Virgin Pulse, Branch and his team at AGCO have implemented a truly next-generation wellness program. Whereas the traditional wellness program may focus on wellness program focuses on fun and personalization, helping employees meet their own health goals in a social, engaging atmosphere.

Company: AGCO Headquarters: Duluth, Ga. Website: www.agcocorp.com Number of Employees: 21,000+ Nature of Business: A multinational company that designs, manufactures and distributes agricultural machinery Key Executives: Martin H. Richenhagen, Chairman, President and CEO; Roger N. Batkin, Vice President, General Counsel and Corporate Secretary; Andrew H. Beck, Senior Vice President, CFO Key Solution Provider: Virgin Pulse

SUPERSTAR 2013 AWARD WINNER

Sandra Morris

MOST EFFECTIVE POPULATION HEALTH MANAGEMENT

Senior Manager, U.S. Benefits Design

Company: Procter & Gamble Headquarters: Cincinnati, Ohio Website: www.pg.com Number of Employees: 30,000 U.S.

Vibrant Living Program Provides Wide Range of Wellness Opportunities

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former critical care nurse, Sandra Morris understands health care from the inside out.

Since joining Procter & Gamble in 1990, she has Corporate Athlete. The program also includes P&G

resource roles. Her current role as senior manager

Nature of Business: A multinational consumer goods company Key Executives: A.G. Lafley, Chairman & Chief Executive Officer; Werner Geissler, Vice Chairman, Global Operations; Dimitri Panayotopoulos, Vice Chairman, Advisor to the Chairman and CEO Key Solution Providers: Best Doctors, Alere, Optum, MDLive

enrollment, etc.

behaviors.

also help others do the same to prevent more families from experiencing the pain that mine has “Since joining P&G, I have been fortunate to be given numerous opportunities to design and

Health sessions related to prevention of childhood Living Program.

“I would like to remind small and medium-sized employers that, while they may not have the resources that P&G has to drive wellness in their companies, they do have employees who are passionate about helping their fellow employees and families.”

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SUPERSTAR 2013 AWARD WINNER

MOST EFFECTIVE POPULATION HEALTH MANAGEMENT

Beth Francis

Vice President & Chief Human Resources Officer

Online Health Portal, HRA and More Key to Increasing Health, Lowering Costs

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ising health care costs have been affecting every sector, including hospitals, for a while. In Baptist Health System’s case, the self-insured employer’s annual health care costs were increasing eight to ten percent for its more than 4,800 employees.

Five years ago, BHS leadership recognized that such high annual increases were simply unsustainable. Finding a prescription for mitigating the system’s high cost of health care became a top priority. BHS turned to Aegis Health Group to help implement the data-driven approach it needed.

First, BHS asked its workers to voluntarily

habits like smoking, stress management, nutrition and family history. Employees were also offered several baseline screenings. Each participant received a personalized report that summarized recommendations for health improvement.

the aggregated results, BHS focused its efforts on smoking cessation, exercise frequency and

According to Beth Francis, Vice President and has also moved away from conventional PPO plan design and continued focus on domestic claims incentives — employees historically have lower outof-pocket when using the BHS network.

“We’ve also implemented a provider-pay HRA, plan design incentives for use of Baptist Network (lower deductible and coinsurance compared to other plan options, automation through HRA Provider Pay to simplify employee experience) and designated Baptist Physician Alliance physicians.

Employees can select a group of physician designated by us as top performing and receive a lower premium,” said Francis.

To help combat chronic conditions, BHS put into play a chronic condition management program covering diabetes, hypertension, hyperlipidemia, asthma and GERD. Through the program, trained health coaches engage with employees and dependents between visits to their primary care physician.

Participants are required to use a Baptist Physician Alliance doctor in order to receive all

Today, the results speak for themselves. Tobacco use dropped from 14.7 percent to 8.4 percent; unfavorable BMI fell to 3.5 percent; and they saw a 40 percent reduction in primary diabetes claims and complications, among other results. compliance with routine preventative screenings.

Lunch and learn seminars offered reinforcement on healthy lifestyle habits. BHS also began linking employees with a primary care physician who could conduct routine screenings and manage chronic conditions. Recently, they transitioned the entire wellness program to an online population health portal, which is more convenient and engaging for employees.

Today, the results speak for themselves.

Tobacco use dropped from 14.7 percent to 8.4 percent; unfavorable BMI fell to 3.5 percent; and they saw a 40 percent reduction in primary diabetes claims and complications, among other results.

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the health coaches, discounted drug program and “The chronic condition management program is currently an opt-in initiative. A next step for us is evaluating streamlining for an opt-out approach,” Francis said.

“Here at BHS, we’re utilizing a strategy of incentive for in-network utilization of domestic providers who demonstrate quality outcomes.

Early indicators suggest that our cost and utilization is outperforming industry as a result of this strategy.”

Company: Baptist Health System Headquarters: Birmingham, Ala. Website: www.bhsala.com Number of Employees: 4,800 Nature of Business: A faith-based, not-for-profit health care system Key Executives: Shane Spees, President & CEO; Keith Parrott, Executive Vice President & COO; Greg Johnson, Sr., Vice President & CFO; Scott Fenn, Vice President and Chief Integration Officer Key Solution Provider: Aegis Health Group

SUPERSTAR 2013 AWARD WINNER

EMPLOYEE EMPOWERMENT

Jennifer Flory

Senior Manager, Health Plan Operations

Communication and Incentives Fuel Successful State Wellness Program

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or over 25 years, the state of Kansas has been providing a wellness program for its employees.

Since its inception in 1988, The State of Kansas Employee Health Plan (SEHP) HealthQuest wellness program has evolved over the years to become a comprehensive wellness program offered to all The wellness program has a dedicated mission being while better managing health costs, and through the innovative work of Jennifer Flory, Senior Manager, Health Plan Operations, and her team, the program has continually improved its performance throughout its history.

With dependents included, the state’s health plan now covers more than 80,000 lives, and HealthQuest has become an integral component of the state’s health plan, earning a number of awards and accolades. In 2013, HealthQuest was recognized for innovative measures to increase the number of state employees taking an active role in their health awareness and improvement.

The wellness program, powered by Alere, a leading provider of personal health support savings while empowering state employees to take control of their health. to the success was the introduction of a rewards program that gives employees the opportunity to earn a $480 annual premium discount by earning points via participation in various wellness activities throughout the year. The inclusion of the premium incentive discount reward for the 2012 annual from 22 percent to 75 percent. For this success, the SEHP earned the top post in the Recognition and Rewards category of the 2013 Edington Next Practice Award.

HealthQuest wellness program — in addition to the generous incentives — is the social component.

Through the Wellness Champions network, success stories program and social media participation, Flory and her team have captured the important social aspect of engaging employees in wellness.

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The Wellness Champions are state employees who volunteer to spread the HealthQuest message to their peers. HealthQuest hosts monthly webinars as an opportunity for the Wellness Champions to learn from each other, share their own stories and best practices and inspire creativity through the “health promotion spotlight” which allows champions to share initiatives that have been successful at their own location.

The webinars not only provide champions with information and resources to help them promote wellness but also empower the Wellness Champions to be creative and develop their leadership skills.

HealthQuest also asks for success stories from participants to recognize employees for positive progress and health improvement as well as share the stories with all members to motivate and encourage change.

The program collects participant success stories located on the online portal. HealthQuest assertively seeks opportunities to share these stories with the population through various communication channels With the rise in mobile technology, Flory and her team also recognize social media as another way to make an impact on the population and use these tools to make the program fun, accessible, supportive and social. HealthQuest expanded beyond email and newsletter communications to include Facebook, Twitter, YouTube and a blog site to spread tips and information for health and wellness.

Other innovative communication strategies include tweeting testimonial quotes by participants and including success stories in welcome packages mailed to new employees. Success stories are shared on the HealthQuest page of the SEHP website; in newsletters created by assorted employee groups for their respective teams; on HealthQuest communication materials and via email.

By supporting the HealthQuest wellness program through effective, original communication tailored incentives program, Flory has helped make wellness a priority for employees of the state of Kansas.

Company: State of Kansas Headquarters: Topeka, Kan. Website: www.kdheks.gov Nature of Business: State government Number of Employees: 80,000+ (Dependents included) Key Solution Provider: Alere

SUPERSTAR 2013 AWARD WINNER

Greg Scandlen

PUBLIC POLICY LEADERSHIP

Independent Consultant

Company: Consumers for Health Care Choices (Founder); Council for Affordable Health Insurance (Founder) Nature of Business: Founding member of several non-profit organizations for the promotion of consumerism in health care; fellow at free-market think tanks including the National Center for Policy Analysis and The Heartland Institute

Recognizing a Pioneer of Health Care Consumerism

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learned about consumer-directed health care after meeting Pat Rooney, CEO, Golden Rule Insurance Company, and one of earliest proponents of medical savings accounts.

Starting in 1979, Scandlen worked as a researcher/lobbyist in the Blue Cross Blue Shield system, promoting a variety of potentially costsavings measures like managed care, National Health Planning and hospital rate setting. In 1991, Rooney told Scandlen about medical savings accounts, a freemarket solution to health reform that served as the precursor to today's health savings accounts.

“But after thinking it through for about six months, I concluded it was the only thing that could work — not only to reduce costs but to empower consumers to have a better experience in health care. I left the

accountability and convenience from providers far beyond what third-party payers are able to do. The results are hard to imagine today, but we can see some trends already.” in many other organizations aiming to promote consumerism in health care. He has worked for several Washington-based think tanks, including the Cato Institute, National Center for Policy Analysis and Galen Institute.

As Founder and Director of Consumers for membership organization aimed at empowering consumers in the health care system, Scandlen continued his leadership in consumer-directed health care throughout the 2000s.

Today, Scandlen continues to promote freemarket solutions to health care reform — despite the distraction caused by Obamacare — and is a vocal

“Private health insurance exchanges with defined contribution solves a lot of the problems in health benefits — portability, consumer choice, predictable costs for employers, integration of benefit programs and a whole lot more.”

Blues and started the Council for Affordable Health Insurance (CAHI) to try to make it a reality.”

Throughout the 1990s, Scandlen, Rooney, John Goodman and others worked for the passage of a bill that would allow for medical savings accounts, and in 1996, with the HIPAA bill, medical savings accounts limited form. Health savings accounts were passed into law with Medicare Modernization Act in 2003, and consumer-directed health care started gaining serious momentum in the health insurance industry.

“The growth of consumer-driven health care is opening the door to a major restructuring of the health care system,” Scandlen explains. “Letting

proponent of private health insurance exchanges. contribution solves a lot of the problems in health

and a whole lot more,” he says.

At the 10th anniversary of health savings accounts, Scandlen is still a prominent voice for

For his leadership in consumer-directed health care throughout the years, Scandlen is certainly a HealthCare Consumerism Superstar.

step. Once they have that power they will demand

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SUPERSTAR 2013 AWARD WINNER

Elena E. Merino

MOST INNOVATIVE BROKER

President

Company: The Meridian Group, Inc. Headquarters: Alpharetta, Ga. Website: www.TheMeridianGroup.biz Number of Employees: 4 Nature of Business: Employee benefits and financial consulting

Merino Helps Clients Navigate Unfamiliar Waters

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t’s a bit ironic that the college student who feared

for clients and reads regulations, instead of a magazine or newspaper, on Saturday mornings — and enjoys it.

For Elena Merino, her career has taken twists and turns she could not have imagined, but she’s thankful for that and so are her clients.

Merino graduated with a major in psychology and music yet went to work as a banking paralegal.

There she developed a love of numbers and before graduating, one of the attorneys asked if she planning practice.

“I thought it was a perfect way to use what I had learned in law and my new degree to work on executive and estate planning. Eventually, I became a registered investment advisor at another practice that arena,” Merino said.

of Obamacare. I told him, not so fast — let’s run the numbers. Bring me your payroll for each location and let’s see what we have.

“After three hours crunching numbers, he realized that he was wrong and that, in fact, he could keep his third restaurant!”

Merino also recently assisted a group that had

company; giving them not just a communications tool for enrollment but also a complex digital library of data grouped by class of employees and employee management system and a virtually “Since then I have been able to help at least a dozen groups with multiple entities, and we now have a proven calculator which we hope to commercialize in the near future,” she said.

“What motivates me through it all is doing the absolute best I can and being the best I can be as a person. In business, as in sailing, the winds are always shifting. Perhaps that is why I love sailing... you can always adjust your sails.”

“Business owners I worked with inevitably asked After a couple of years representing a targeted group an independent advisor and went out on my own as a consultant, later forming The Meridian Group.”

Since then, Merino has assisted numerous the Affordable Care Act, clients have relied on her to help navigate the unfamiliar waters.

“Since we represent many companies in the hospitality industry, we’ve had many in near panic yet comply with the new health care reform law,” she said.

“One of these groups, which has three

Throughout her career, Merino’s dedication to hard work and integrity has led to her success. Her clients, many of whom she’s had for 20 years, know that not only can they trust any advice she gives them but also know that she, or her staff, have done of products.

“The last two years have been a roller coaster, for us and for all of our clients, especially our hospitality groups,” she said.

“What motivates me through it all is doing the absolute best I can and being the best I can be as a person. In business, as in sailing, the winds are ago is not necessarily the best trim now. Perhaps that is why I love sailing... you can always adjust your sails.”

he would have to close one of his restaurants because

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SUPERSTAR 2013 AWARD WINNER

John Hearn

MOST INNOVATIVE BROKER

Managing Principal

Leading Employers Through Today’s Health Care Maze

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challenges. With federal health reform and freemarket innovation both shaking up the industry, the trials facing employers are unprecedented.

Employers increasingly need a dependable partner to John Hearn, Managing Partner at Atlanta’s employers.

“Our industry is facing a convergence of compliance complexity, client resource constriction and solution overload. To thrive in the increasingly imperative to execute tactically on compliance and plan/network design analysis, while positioning every decision within a strategic framework focused on engaging employees,” Hearn explained.

“Employers are becoming much more educated consumers, and they are also willing to embrace concepts that address the root cause of medical However, solutions are only as valuable as the extent to which they are engaged by employees.”

Hearn and his team are dedicated to developing a lasting culture of engaged health care consumers for his clients.

“Employee engagement is a point of differentiation. The most robust consumerismbased plan designs, price transparency tools, care management and predictive modeling solutions make little difference without employee engagement,” Hearn said.

“The Power of Healthy LivingTM is not easy, and it requires C-Suite level support of a culture of health, aligned employee incentives, time absorbing warminteraction and repetition. Once a culture of health is established and appropriate plan designs, technology and incentives are deployed, we believe the most effective behavior change is accomplished through on-site, warm interaction with well-trained health coaches.”

Hearn has built a career and trusted reputation on providing actionable, practical solutions for employers. While many have rightfully challenged the return on investment claims from many wellness solutions and have noted these programs have the

“The Power of Healthy LivingTM is not easy, and it requires C-Suite level support of a culture of health, aligned employee incentives, time absorbing warm-interaction and repetition.”

Hearn’s passion and dedication to providing cost-effective strategies are clear to his clients. He cares more about his client’s pocketbook than his own when he is preparing for his client’s needs, and at long-term strategies rather than continuing to place a temporary solution on the true cause of rising health care premiums.

Hearn gets to know his clients by conducting a thorough analysis based on his client’s strategic

potential to do more harm than good, Hearn has developed a system to accurately measure the success of programs he implements. of employees completed their biometric assessments (85 percent + is a target); 2) How many of the ‘at-risk’ employees actively engaged with a health What percentage of ‘case management’ employees were ‘actively connected to’ in a year and 4) What utilization rate was achieved through the quality of care/price transparency tool engaged?”

objectives.

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have developed a strong reputation with clients for a

bring to employers today, trust, dependability and practicality are all qualities that employers need from

staff and state-of-the-art technology, allowing them to deliver the highest quality and value available.

has shown time and time again to be a broker of this Superstar-caliber.

Annual Superstars 2013 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

Company: The Benefit Company, a TBX Benefit Partner Headquarters: Atlanta Website: www.benefitcompany.com Number of Employees: 14 in Atlanta’s Large Employer Division Nature of Business: Employee benefit consulting firm Key Executives: Carey Brown, Principal; Faye McCorkle, Chief Operating Officer Key Solution Providers: Traditional health plans, Apollo Healthcare captive, CHN, DataSmart

SUPERSTAR 2013 AWARD WINNER

Thomas Beal

Chief Executive Officer

Company: Beal Benefit Solutions Headquarters: Scottsdale, Ariz.

Website: www.bealbenefits.com Number of Employees: 5 Nature of Business: Health and life benefits brokerage firm Key Executives: Thomas Beal, Chief Executive Officer; Janet Beal, Chief Financial Officer Key Solution Providers: Cigna, Delta Dental, Avesis, VSP Vision Care, Aetna, United Healthcare, Assurant

MOST INNOVATIVE BROKER

Finding Success at the Intersection of Technology and Integrity

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ith over 35 years of designing custom

proprietary software, called IBEAL, was completely customizable, a practice they continue today.

understands the various challenges that

industry trends come and go but insists that the integrity, honesty and straightforwardness.

“My true joy as a broker has always been helping my clients help themselves,” Beal explained. “My job is to listen to their concerns, research their current situation and then execute creative solutions for Every member of his organization believes in assisting clients and building a relationship of trust. His staff also serves as a call center for every employee Beal insures, helping them get answer faster than the insurance carrier.

For Beal, the new, changing health care landscape has created a new array of problems to overcome, but he has never shied from innovation. they need to understand every facet of how the new how they can — and do — impact employer and

with their own custom-branded secure website — at no cost — where the enrollment process is streamlined and live data reports are available to the HR team at all times.

Over the years, Beal’s enrollment platform has been praised time and time again by health insurance carriers for saving them time and money by eliminating any errors and seamlessly feeding all live data collected.

Beal has also been a noted leader and proponent of various health care consumerism strategies, including implementing account-based plans and creating an increased organizational awareness of wellness.

“Designing a consumer-driven health plan that reduce their health risks and improve the quality of their care, which will result in lowering their total medical costs,” Beal said.

“Implementing management-supported wellness programs such as health fairs, educational videos, webinars and biometric screenings — by offering

“Implementing management-supported wellness programs such as health fairs, educational videos, webinars and biometric screenings — by offering incentives to employees — you can help teach and hopefully change unhealthy behaviors resulting in healthier employees, claims going down and therefore, benefit premiums being lowered.” employee costs not only immediately but in the future also,” Beal said.

“Today’s broker must be an expert in health care reform, wellness, health reimbursement arrangements, health savings accounts and creative self-funding. Staying on top of all the new laws associated with the ACA and properly advising clients to keep them compliant with the DOL and IRS is a must today.”

In the early 1990s, during the nascent days of the Internet, Beal anticipated where the industry was going and built online enrollment software

incentives to employees — you can help teach and hopefully change unhealthy behaviors resulting in healthier employees, claims going down and While throughout his career Beal has often found himself on the cutting edge, his advocacy of technology, wellness and consumerism ultimately comes from his foremost desire to help his clients save money.

costs, I won’t waste their time.” www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2013

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SUPERSTAR 2013 AWARD WINNER

Eric Grossman

MOST INNOVATIVE PARTNER-CONSULTANT

Senior Partner

Crafting Unique Solutions for Employers’ Health Care Needs

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uring his almost 25 years with Mercer, Eric change, sometimes in leaps and bounds. His

stay abreast of trends, allowing Mercer to provide clients with many unique solutions to more effectively manage their health care costs.

Most recently Grossman led the development of Mercer Marketplace, Mercer’s innovative private offer to employees for 2014 open enrollment.

“The approach is based on considerable research conducted by Mercer, and provides an endto-end plan management solution for employers and a comprehensive, personalized one-stopshopping experience for employees to meet all of their insurance needs. It’s being introduced January 1, 2014 for many employers across a broad range of sizes and industries,” Grossman said.

“Over the next few years, our goal is offer the advantages of Mercer Marketplace to a rapidly growing group of employers and employees.”

Through Mercer Marketplace, employers have

and to select from a variety of insured and selffunded projects for their workforce. It also includes with call center and online decision support during enrollment and beyond.

For Grossman, having the opportunity to employers and patients is very rewarding.

“In particular, collaborative efforts across many employers are most rewarding, as they have market,” he said.

One such collaborative effort, which Grossman spearheaded, is Mercer Health Advantage.

“Mercer conducts periodic innovation forums for our clients. At one of these a few years ago, the consistent message from clients was ‘We believe in health management, we are convinced it can work and deliver important health and cost results, but it’s not working well enough now,’” Grossman said.

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“Client input is what leads to many of our innovations. This input led us to conceptualize how we can meet our clients’ needs in this important area, and ultimately led to the development of Mercer Health Advantage (MHA), which will be available to more than 600,000 plan members in 2014.”

Working with a number of health plan partners, deliver more effective clinical care management than is generally available to most employers on the open market.

As someone who’s always looking for additional Grossman has more ideas on tap.

“We always maintain an active innovation pipeline. Take sleep, for example; perhaps the biggest problem for employers that has not received adequate attention. Mercer worked in partnership with an innovative vendor to develop an end-to-end sleep solution that is now live,” he said.

“The second is resiliency, which is an approach to help people better manage stress in their lives.

We know how big an issue this is and the adverse impact it has on individuals and employers. There

Company: Mercer Headquarters: New York City Website: www.mercer.com Number of Employers: 20,000+ over 42 countries Nature of Business: A global consulting leader in talent, health, retirement, and investments Key Executives: Julio A. Portalatin, President & Chief Executive Officer; Mark McGivney, Chief Operating Officer & Chief Financial Officer; Patricia A. Milligan, President, North America Region; Dave Rahill, President, Health & Benefits

actively developing.”

Grossman’s long-term vision of the changing health care landscape also led him to pioneer Mercer’s development of domestic travel surgery

“Client input is what leads to many of our innovations. This input led us to conceptualize how we can meet our clients’ needs in this important area, and ultimately led to the development of Mercer Health Advantage (MHA).” arrangements for complex care with two of the nation’s leading health instructions, the Cleveland Clinic and Johns Hopkins. Under the terms of the arrangement, employers cover the full cost of treatment for employees who opt to use these centers of excellence.

“My goal is to continue to innovate, with Mercer Marketplace and other areas, and to always stay ahead of the curve so Mercer can offer the best solutions in the market,” Grossman said.

SUPERSTAR 2013 AWARD WINNER

Beverly Gossage President

Company: HSA Benefits Consulting Headquarters: Lawrence, Kan. Website: www.hsabenefitsconsulting.com Nature of Business: Consumer-driven health care consulting

MOST INNOVATIVE PARTNER-CONSULTANT

Helping Employers and the Public Realize the Benefits of Consumer-Driven Health Care

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ith the tenth anniversary of health savings accounts just around the corner, it is only

one of the industry's most innovative consultants.

Throughout her career, Gossage has been one of the nation's leading partners for employers looking to implement consumer-driven health care strategies CDHC. Before health savings accounts were even signed into law in December 2003, Gossage had discovered the little-known medical savings accounts (MSAs) when researching health insurance options for her family's plumbing business.

in favor of this change and to explain these plans. consumer-driven solutions. The law was passed, and they agreed to make it retroactive for my clients and others who may have set up these accounts prior to As a health insurance agent, Gossage has never written a traditional health insurance plan. Once she plan (CDHP), the potential client always chooses the CDHP. Her entrance into public policy began when she was requested to testify on approving health savings accounts in Kansas in 2004. This initiated a lengthy history of testifying before various organizations

health insurance, which was experiencing another

medical savings accounts. We agreed that raising the deductible, lowering premiums and putting savings

She met with the sponsor of the proposed HB 818 “connector” bill and gave him ideas on how to change it overnight to a free-market solution.

This discovery led directly to Gossage becoming licensed as a health insurance agent. It is widely thought that she made history when she wrote an

MSA in the country.

And since then, Gossage has never looked back. savings accounts could legally be written, Gossage was once again on the forefront, converting clients' MSAs to HSAs and writing HSA plans for new clients as well. In March 2004, Gossage recieved a call from Assurant Health asking her to stop writing HSAs as they were not yet approved in the state of Kansas. ask why this federal law was not approved in Kansas, they said legislators had to write a law that would allow HSAs to be tax deductible since the current law Gossage said.

savings accounts and consumer-driven health care.

In 2006, Gossage was one of 10 invited to a White House roundtable discussion on health savings accounts with President Bush.

In 2007, the Show-Me Institute, a free-market think tank based in St. Louis, asked her to speak to a Missouri Republican caucus about HSAs. Gossage gave the workshop, but she also explained the unintended consequences of their pending health-related legislation. She met with the sponsor of the proposed HB 818 “connector” bill and gave him ideas on how to change it overnight to a free-market solution.

Rather than a government “exchange,” it allowed small business owners who didn’t offer group plans to pay toward private policies without triggering state small group regulations. It equalized state tax deductions for individuals who didn’t receive one through an employer.

In addition, it allowed for an HSA option for the high-risk pool and state employees. The bill passed nearly unanimously through both houses, and Gossage was invited to the signing with Governor Matt Blunt.

Now, over a decade since she began her Gossage is currently the Republican candidate for Insurance Commissioner for the state of Kansas, having already recieved endorsements from prominent GOP leaders like Newt Gingrich. www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2013

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SUPERSTAR 2013 AWARD WINNER

MOST INNOVATIVE PARTNER-CONSULTANT

Donald Weber

Managing Director, Human Resource Services

A Leading Human Resources Partner During Uncertain Times

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ith the current changes and disruption in health care and human resources, it is perhaps more important than ever that U.S. organizations have a trusted partner in developing strategy.

PricewaterhouseCoopers’ Human Resource Services Group, Don Weber has been that trusted partner for many years and continues to be in these often tumultous, uncertain times. managers and health care providers for over 30 years, Weber has made a name for himself as a dependable

with the details of ACA implementation, and his leadership and expertise is well-noted by his clients. biggest strenghts is helping his clients obtain the right solutions and technology. Employers need an objective voice — outside of the claims of the vendor — on what solutions to provide to their employee population. As Co-Leader for the Vendor Performance Group, Weber has developed criteria and strategy for assessing which tools and technology are most effective.

As the industry moves toward public and private health care exchanges, Weber has also become a leader in this area. Over the past year,

Over the past year, PricewaterhouseCoopers has emerged as a leading objective voice in evaluating the efficacy of private exchange and defined contribution solutions. Weber has worked closely with the private exchange evaluation team, gaining considerable insight into the market’s various private exchanges. voice who cares about providing his clients with the most accurate information and effective tools.

He is also currently the Southeast Practice

Co-leader for the Vendor Performance Groups.

In his current role, Weber provides strategic and operational consulting advice to large employers, union groups, American Indian reservations and state governments and leads marketing activities in the Atlanta, Dallas, Denver and Las Vegas markets. He also participates in complex employee engagement assignments, including employee surveys and predictive modeling.

Since the implementation of the Affordable Care Act, Weber has been on the forefront of health reform compliance, effectively keeping his clients updated

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Annual Superstars 2013 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

PricewaterhouseCoopers has emerged as a leading

Weber has worked closely with the private exchange evaluation team, gaining considerable insight into the market’s various private exchanges.

With the tumultous landscape brought about by both federal health care reform and free-market innovation, namely consumerism, employers today need a trusted, objective voice to help them succeed.

Over the course of his career — and especially in today’s climate — Weber has been a consultant of Superstar caliber.

Company: PricewaterhouseCoopers (PwC) Headquarters: London, United Kingdom Website: www.PwC.com Number of Employees: 180,000+ worldwide Nature of Business: Audit and assurance, tax and consulting services

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Mercer Marketplace enables employers to: t 3FEVDF DPTUT t 4JNQMJGZ BENJOJTUSBUJPO t &NQPXFS FNQMPZFFT through choice.

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Visit us at www.mercer.com/private-health-exchanges, or contact us at mercermarketplace@mercer.com.

Mercer is a global consulting leader in talent, health, retirement, and investments. We help clients around the world advance the health, wealth, and performance of their most vital asset â&#x20AC;&#x201D; their people.

INNOVATORS 2 0 1 3

A W A R D S

The Institute for HealthCare Consumerism Announces 2013’s Top 25 Industry Innovators For this year’s issue of , we are excited to be showcasing a completely revamped, reworked Industry Innovator Award section. Each year with the Industry Innovator Awards, The Institute for HealthCare Consumerism highlights leading solution providers who are actively working to

Following an unprecedented number of nominations this year, we have expanded the Industry Innovator section to 25 winners from Five category for those exceptional companies that are not only industry impact on behalf of health care consumerism.

Keas and Towers Watson’s Exchange Solutions (formerly Extend Health) — were carefully selected by The Institute for HealthCare Consumerism’s Editorial Advisory Board as having made an especially noteworthy impact in 2013.

administration, account-based plans, private health insurance

Furthermore, this year’s selection of Industry Innovator Award winners represents the most diverse group of award winners we have ever highlighted, covering all corners of health care consumerism. Cornerstones of health care consumerism like consumer-driven health care and account-based plans are well represented; however, new emerging market segments — including others — cover the bulk of this year’s winners.

The remaining 20 winners — in no particular order — are

Apollo Healthcare, hubbub health, Evolution1, Accolade, Castlight Health, bwsift, Bloom Health, Stat Health Services, Avidia Bank and CieloStar.

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Annual Superstars 2013 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

Shawn Jenkins

President, CEO & Founder

INNOVATOR 2013 AWARD WINNER

BENEFITFOCUS

Company: Benefitfocus Headquarters: Charleston, S.C. Website: www.benefitfocus.com Number of Employees: Approx. 800

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Nature of Business: A leading provider of benefits technology that offers employers a better way to engage consumers, educate employees and simplify benefits enrollment and management Key Executives: Mason Holland, Jr., Executive Chairman of the Board; Milton Alpern, Chief Financial Officer; Andrew Howell, Chief Operating Officer

www.TheIHCC.com I HealthCare Consumerism Solutionsâ&#x201E;˘ I Annual Superstars 2013

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INNOVATOR 2013 AWARD WINNER

Bob Natt

Executive Chairman

ALEGEUS TECHNOLOGIES

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hen Lightyear Capital acquired the health care

Company: Alegeus Technologies Headquarters: Waltham, Mass.

Website: www.alegeus.com Nature of Business: An industry-leading benefit and payment solutions provider that enables our clients — companies engaged in offering benefit services to employers — to differentiate and compete in a rapidly changing marketplace Key Executives: Tom Torre, Chief Executive Officer; Matt Francis, Chief Sales Officer; Sharon Hecker, General Counsel; Derek Holmes, Chief Information Officer

The Alegeus WealthCare platform is now used by more than 500 clients, supporting more than 17.5 million members and 150,000 platform in the industry.

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Annual Superstars 2013 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

Josh Stevens

INNOVATOR

Chief Executive Officer

2013 AWARD WINNER

KEAS

Company: Keas Headquarters: San Francisco Website: www.keas.com Nature of Business: The most engaging health program in the workplace, promoting healthy behavior and teamwork with an interactive application platform that delivers relevant, personalized content to hundreds of thousands of employees Key Executives: Adam Bosworth, Founder; Matt Koerner, VP of Product; Laura Tullman, VP of Marketing & Operations; Colleen Yoo, VP of Customer Success

Keas Leads the Way to New Generation of Health and Wellness

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in 2012, Josh Stevens, a veteran e-commerce executive, has taken the company to new heights.

In a year that saw successful funding rounds, new product innovations and an expanded workforce, the San Francisco company is leading the way to a new kind of wellness program, one that workforce.

Keas promotes healthy behavior and teamwork with an interactive mobile and web application platform that delivers relevant, personalized content to hundreds of thousands of employees.

crowd sourcing for health in the workplace. When people are engaged socially, they are creating a more in-tune sense of self- awareness. Those who develop this are inclined to make serious changes in their lives and the results speak for themselves — those who

executives and employees. From an HR perspective, deployment is easy, there are measurable immediate and long term cost savings, with a marked, happiness and health.

Employees will embrace Keas, because it truly is engaging on every level – participation is easy,

sense when discussing health within the frame of the

platform embraces this concept; it incorporates user biometrics to reveal risk factors to make the experience personalized within an encouraging, Keas has a proven track record of supporting corporate HR in increasing retention, productivity, teamwork, collaboration and competitiveness, and Keas is changing the face of health for large employers, rewarding people for achieving simple exercise and nutrition goals, improving employee health and decreasing overall health care costs.

Traditionally, enticing employees to actively participate in these programs is challenging, due to solutions that are disaggregated, untracked and unreported. Keas’ approach is interactive, social and engaging, changing employee attitudes toward corporate health and wellness programs. that people are sharing and socializing about their own health experience and progression towards goals.

They are given a platform to compete, encourage and

feeling happier and more productive.

A health and wellness program that isn’t being used has a zero percent chance of making a difference. Traditional programs aren’t used, because they aren’t modeled on the way that people actually interact and change. Keas participation rates are over 70 percent and satisfaction levels are over 95 percent.

The company was built on the belief that in order to successfully change behavior, it is necessary to effectively engage people around common, meaningful goals, and after a successful 2013, the company is looking to expand on this philosophy throughout the HR space over the next year.

in 2013 and believe we are solving the challenges and the problems most employers have around

in 2014 and are pushing ourselves to continue to be problem solvers and innovators in this exciting space. We have multiple strategic initiatives that we are exploring and developing in 2014, including development of a more extensive platform that solves challenges that many HR professionals face on the job

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Mark Thierer

INNOVATOR

Chairman & Chief Executive Officer

2013 AWARD WINNER

CATAMARAN

Building the Next Generation

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n only a few short years, Mark Thierer has quickly management industry.

In 2006, he joined SXC Health Solutions, a

(PBM) software, as President and Chief Operations

Under Thierer's leadership, the company grew quickly, culminating by topping the list of same year, he was appointed Chairman of the Board.

The following year promised more growth for Thierer and SXC Health Solutions. In 2012, he

when SXC completed its merger with Catalyst Health Solutions, Inc., creating Catamaran, the fourthprescription volume.

With the newly minted company, Thierer had created a clear vision — to become the pharmaceutical cost management partner of choice and to keep “clients for life”. This vision would be accomplished ibility and customization, building on the company’s successful technology platform and executing on a strategy to acquire PBM clients, augmenting capabilities and gaining additional clients.

With the new company, there was a new focus, yet Thierer knew becoming a full-service PBM was a well-known technology provider to a service provider.

Second, the acquisition strategy required a great deal of capital. Finally, the PBM market was intensely competitive and largely commoditized, making it particularly challenging to become a standout.

Thierer’s ability to establish a clear identity, acquisitions and his ability to leverage the core technology strength as a competitive advantage have

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Company: Catamaran Headquarters: Schaumburg, Ill.

made Catamaran a disruptive player and serious contender in the industry.

The proof of Thierer's success lies in Catamaran’s results. Starting with company revenues of just over $80 million in 2006 with SXC Health Solutions, Catamaran's revenues soared to nearly $10 billion in 2012.

In 2013, on the heels of a recently signed 10-year agreement with Cigna to provide the technology and service platform to serve Cigna's existing and future pharmacy customers, Catamaran is forecasted to have more than $14 billion in revenue.

The reason for this success is the willingness of Thierer and his team to push the boundaries of Catamaran’s capabilities. Under his leadership, Catamaran has expanded the number of addressable markets, leveraging core assets and expanding the offering, both organically and through acquisition.

Outside of Catamaran, Thierer has a son and a daughter, whom he supports in all of their endeavors. Recently, he served as honorary chairman

for the Jeffrey Pride Foundation's 12th annual golf fundraiser. As a childhood friend of his son, Jeff Pride holds a special place in Thierer’s heart, and he was happy to chair and sponsor this event through Catamaran.

Committed to improving his community, he serves on the Board of the Museum of Science and Industry and the Lyric Opera of Chicago. He is active in the Economic Club and serves on board of the Executive’s Club of Chicago and CEOs Against Cancer.

Thierer is also dedicated to helping professional in the pharmaceutical industry. He serves as the incoming Chairman of the Board of Directors of the Pharmaceutical Care Management Association (PCMA) and maintains active memberships in the National Council for Prescription Drug Programs (NCPDP), Academy of Managed Care Pharmacy (AMCP), National Association of Chain Drug Stores (NACDS) and the Healthcare Information and Management Systems Society (HIMSS).

Website: www.catamaranrx.com Nature of Business: Pharmacy benefit management company Key Executives: Jeff Park, Executive Vice President & CFO; Sumit Dutta, Senior Vice President, Chief Medical Officer; Kelly Kettlewell, Senior Vice President, PBM Operations; Joel Saban, Executive Vice President, Pharmacy Operations

Bryce Williams

Managing Director, Exchange Solutions

INNOVATOR 2013 AWARD WINNER

TOWERS WATSON

Company: Towers Watson Headquarters: New York City Website: www.towerswatson.com Number of Employees: 14,000 Nature of Business: A professional services company that provides benefits, talent management, rewards, and risk and capital management solutions Key Executives: John Haley, Chief Executive Officer; Gene Wickes, Managing Director, Benefits

The Visionary Behind Private Exchanges

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s one of the original visionaries who put private exchanges on the map, Bryce Williams pioneered the exchange concept in 2004 when he founded

private exchange; today it’s still the nation’s largest.

Last year, Extend Health was acquired by Towers Watson, and Williams became Managing Director of Towers Watson’s Exchanges Solutions division.

Williams started the original exchange based on a simple but powerful idea. He took the business model from a fragmented but personalized market (individual Medicare plans – usually delivered by a broker over a kitchen table) and applied it to a large, consulting).

The concept was disruptive, because it challenged the conventional wisdom of the time

employees and retirees – and it was risky, because it posed an alternate to the industry model of large insurers working directly with employers.

At the beginning of the exchange journey, on paper, Williams admitted, it looked like a crazy idea, “We had to borrow money from my parents and sell personal assets to ‘fund the Extend dream’ (my

wife’s words),” said Williams. “We also had to shelve vacations and family events to invest the time needed on the business. I am blessed to be married to a great woman (a former school teacher, no less) who believed in the dream right alongside me and that has made all the difference.”

Nearly a decade later, Williams heads up the nation’s largest private Medicare exchange. It offers more than 90 insurance carriers, thousands of Medicare plans, works with 300 employers – including 10 percent of the Fortune 500 – and has served more than half-a-million customers.

As Managing Director of Towers Watson’s Exchange Solutions division, Williams’ vision led to the expansion of the platform, which originally

served only the Medicare market, to the full workforce spectrum.

Under Williams’s leadership, Towers Watson a select few private exchange vendors who were granted an agreement with the Federally Facilitated Marketplace to enroll eligible consumer in taxsubsidized health plans in the 30+ state exchanges.

“As part of a larger company now, we are fortunate to have even deeper resources and a wealth of really talented people across the United States and the globe,” he said.

“Earlier this year, it was a real pleasure to watch what was once the Extend Health team and the new OneExchange Active team work together to build our active employee exchange in such a short amount of time. Scores of experienced people in our health developed an amazing value proposition for our clients in a very compressed timeframe. It was also a pleasure to see most of America’s best health plans Williams is currently working on another solution, designed for those who don’t qualify for the company health plan or have been priced out of the market, like part-time/seasonal workers and early retirees.

“We think these people deserve health care coverage at an affordable price,” he said. “We have moved the bulk of our Medicare plan and product design team over to help build the nation’s best ‘access’ exchange for corporate America.

“Just because an employee doesn’t work enough hours does not mean an employer cannot help them access these new coverage alternatives. We are excited about our new OneExchange Access program and have a large client with 30,000 parttime workers in the queue now for launch on our new access platform. Again, we believe we can connect all of our clients’ people to better value – not just their Medicare retirees and active employees.”

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INNOVATOR 2013 AWARD WINNER

Liz Frayer and Team Say “Be Intrepid” You may remember Liz Frayer from the 2012 Superstars awards issue.

And this fearlessness has positioned Intrepid as a broker-consultant leader in

were highlighted in the “Most Innovative Partner/Consultant Category” for their work educating clients on the nuances of the Affordable Care Act. Liz is back this

undergoing unprecedented changes, so is the role of the broker. While some have

“real” job, doing temp work for SEBSGA. Throughout the years, she has held every position at the company, including leader starting in 2006. In 2012, she was approached with the opportunity someone who buys a health insurance agency the year before ACA? ,” Fayer asks, “Probably a lot of things, but we felt fearless, and the name Intrepid was born.”

the broker is here to stay — yet with a slightly altered role.

“The days of the spreadsheet broker are long gone,” Frayer explained, “The past several years have dictated that we (and any other broker who wants to stay in business) become the Swiss army

able to fully integrate that knowledge with a comprehensive understanding of legislation, taxes and subsidies.”

As an extension of this new philosophy, Frayer and her team all

INNOVATOR

Grand Rounds Brings Top 0.1 Percent of Physicians to Your Employee Population

individual to navigate, and many of these solutions are helping to bridge the gap, so to speak.

San Francisco’s Grand Rounds, formerly ConsultingMD, has made considerable noise in 2013 with their innovative approach to health care access. Through the Grand Rounds second-opinion medical consulting service, employees can gain access to the level of state-of-the-art, expert medical care previously reserved for politicians,

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participate in health savings accounts.

As noted proponents of consumer-driven health care, the Intrepid team feels this necessary. When a clients calls and asks about a health savings account, their personal experience.

Ultimately, for Frayer, the most With the death of the “spreadsheet broker,” clients want — and need — a consultant. Through her journey to the

2013 AWARD WINNER

The health care IT market is booming, and health care access is becoming a central theme for much of the innovation.

Telehealth, mHealth or viritual health sectors are slated to continue their strong growth throughout this decade, and new companies and solutions are seemingly popping up everyday in these areas. The

Company: Intrepid Headquarters: Atlanta Website: www.intrepid7.com Nature of Business: Employee benefit consulting and communication Key Executives: Liz Frayer, President

celebrities and the very wealthy.

The Grand Rounds physicians are top experts from leading medical research institutions, such as Mayo Clinic, Harvard University, UCLA and Cleveland Clinic, who are nationally recognized experts in their sub-specialties of medicine.

Needless to say, a diagnosis for severe illness or disease can be one of the most Having access to opinions from leading medical experts rather than average care can make a world of difference in an employee’s life. In 65 percent of the cases presented to Grand Rounds, their experts changed either the recommended treatment or the original diagnoses.

“Grand Rounds helps companies enrich the lives of their employees with and their extended families,” explained

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professionals dedicated to “the common goal of assisting employers and employees to be better health care consumers so that they can run a better businesses.”

Company: Grand Rounds Headquarters: San Francisco Website: www.grandroundshealth.com Nature of Business: Connecting consumers with elite, expert physicians Key Executives: Owen Tripp, Chief Executive Officer (pictured); Greg Howard, Vice President, Marketing; Evan Richardson, Vice President, Product Owen Tripp, the company’s CEO and CoFounder.

For Tripp and Grand Rounds, it is all about helping employees access truly quality care.

By preventing poor medical treatment given to employees, Grand Rounds is also helping companies control their health costs. Accessing elite, expert physicians time away from work. And through eliminating inappropriate or ineffectual treatments, Grand Rounds has already reduced millions of dollars of wasted health care spend.

INNOVATOR 2013 AWARD WINNER

empowris Offers New Approach to Weight Management Thanks to empowris, employers and employees have more options when it comes to weight management. Instead of having to choose a single provider of weight management services, empowris give employers access to a network of health and wellness solutions — all addressing workplace obesity and unhealthy weight. It also provides a new approach to value.

Traditionally, employers are largely left in the dark regarding wellness or weight management services performance and outcomes. With empowris, employers only pay if their employees are regularly working toward their weight loss, physical activity and diet/nutrition goals. Employees must attend at least two sessions each month in order to qualify for the employer-paid program subsidy. Anything less and there’s no charge to the employer for that individual participant.

empowris also provides employers with real-time reporting so they can see the value of the investment they are making in wellness. No more per employee per month without results. Each one of those brickand-mortar weight management programs For employees, empowris means they get to choose which community-based weigh management program best meets to home or work and more. As empowris can attest to, employees have greater engagement when they get to make the decision, versus having the decision made for them. process for employers by offering consolidated billing.

“We identify all employees that meet the monthly participation requirement and

INNOVATOR 2013 AWARD WINNER

morale, absenteeism, presenteeism, employers are increasingly seeking innovative, cost-effective ways to provide for their employees. For the past 23 years,

kept up with the changing times by creating

being of their employees,” said Joel Ray, founder and CEO. “The Affordable Care Act has burdened our human resources professionals with explaining all these new rules and regulations to employees.

also heard an increasingly frequent message from brokers and agents. They wanted a

solution to help employees save on out-ofpocket medical expenses like doctor visits, prescriptions, eyeglasses, lab tests and more — plus, access to educational and informational resources for navigating the complex health care and insurance systems.”

program for brokers, agents and producers looking for solutions to help clients lower their claims experience while providing a

by Phone and Medical Health Advisor. The

While many clients sought private-label

“Employers are already overloaded — worrying about productivity, retention,

24/7 access to physicians who can diagnose and prescribe medication (if necessary) for primary care illnesses. This can prevent

Company: empowris Headquarters: St. Paul, Minn.

Website: www.empowris.com Nature of Business: Offering employers and health plans a network of health and wellness solutions to address workplace obesity and unhealthy weight Key Executives: David Olsen, President & CEO (pictured); Jim Wieland, Vice President, Business Development; Jim Cassell, Chief Technology/Information Officer then invoice the employer/plan for the aggregate subsidy amount,” said David Olsen, president and CEO. “This feature gives the ings for their employers while enjoying the simplicity of a single relationship.”

The empowris platform also allows for offering of a “select” network of providers across the medical services continuum, in addition to the collection, measurement and reporting of clinical and non-clinical outcomes. Program development is well underway to launch such an application in the physical health space in early 2014, with other disciplines later in the year.

Company: New Benefits Headquarters: Dallas Website: www.newbenefits.com Nature of Business: Full range of time- and money-saving noninsurance health and lifestyle benefits Key Executives: Joel Ray, Chairman & Chief Executive Officer (pictured); Terry Ray, President; Marti Powles, Chief Operating Officer; Bill Gibson, Vice President, National Sales unnecessary visits to emergency rooms or urgent care clinics, and lower claims experience while encouraging employee wellness.

With Medical Health Advisor, employees speak with highly-trained the right doctors, resolve claims or billing issues, explain medical conditions, negotiate out-of-pocket medical costs and more. mobile-friendly websites and other mobilecentric proprietary technology. Just this year, they launched a discount pharmacy card app in the iTunes App store and Android Play store.

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INNOVATOR 2013 AWARD WINNER

FusionHealth Helps Employees and Employers Sleep Better Sleep deprivation. It’s one of the most common issues in society and causes a myriad of problems — not only for the individual but also their employer.

Enter FusionHealth. From the beginning the company has delivered innovative, easy-to-deploy solutions that improve the health, wellness and productivity of employees suffering from unhealthy sleep caused by various medical conditions.

Along with their Sleep4Safety, Sleep4YourHealth and Sleep4Performance solutions, FusionHealth also developed a unique technology platform called i.AIM® (Analyze, Intervene and Manage). i.AIM® technology allows complete integration of member engagement, medical interventions and care management protocol, unifying and standardizing all assessments, testing and treatments. This results in 90+ percent

long-term adherence to treatments.

“Our platform allows us to deliver solutions that prevent disease, mitigate accidents and control health related costs by deploying the FusionHealth AIM process nationwide as a mobile medical service,” said Jeffrey Durmer, Chief In fact, FusionHealth collaborated with a client, Southeastern Freight Lines, on a 12-month, case-controlled study. The study compared the health and productivity costs of 100 employees treated for obstructive sleep apnea in the FusionHealth program with 100 colleagues matched for demographics, medical conditions and claims cost quartiles.

When compared with the preceding 12 months, the FusionHealth group reduced percent, while the control group showed

INNOVATOR 2013 AWARD WINNER

CDHC Leader WageWorks Moves into Private Exchange Space Since 2000, WageWorks has delivered on its promise to help employees save money on taxes and provide corporate tax deductions for employers through more than 2.8 million employees use WageWorks.

With the advent of private exchanges, new avenues have emerged. Just this summer WageWorks announced it would be administering health savings accounts and health reimbursement arrangements on OneExchange Active, Towers Watson’s new private health insurance exchange.

“WageWorks’ industry-leading OneExchange Active solution,” said Pat Amendola, North America leader of technology and administration solutions at Towers Watson. “This addition of WageWorks further strengthens our

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Company: FusionHealth Headquarters: Atlanta Website: www.fusionhealth.com Nature of Business: Innovative health care technology and care management solutions focused on preventing chronic diseases and reducing costs directly linked to sleep disorders Key Executives: Sigurjon Kristjansson, Chief Executive Officer; Jeffrey Durmer, M.D., Ph.D., Chief Medical Officer (pictured); Helgi Sigurdsson, Chief Technology Officer increase of 11 percent. “Preventable accidents”, a key performance measure, was reduced by 45 percent in the FusionHealth group versus an increase of 48 percent in the control group. This equates to a savings of $486,000 in preventable accidents alone for this small group.

“Our approach to developing a program is to capture the culture of the company in the design of the program,” Durmer said. “By presenting a customized program, employee engagement is enhanced and the employee experience is organic and sustainable.”

Company: WageWorks Headquarters: San Mateo, Calif.

Website: www.wageworks.com Nature of Business: Leader in administering consumerdirected benefits (CDBs), which empower employees save money on taxes while also providing corporate tax deductions for employers Key Executives: Joe Jackson, CEO (pictured); Edgar Montes, COO; Richard Green, CFO; Kim Jackson, SVP, General Counsel and Corporate Secretary; Jody Dietel, CCO; Britta Meyer, CMO

commitment to offer high-performance health plans, strong value and an outstanding employee experience to our private exchange clients.”

While the Affordable Care Act and the resulting new options, rules and regulations have caused confusion surrounding health care, WageWorks continues to help employers take care of their employees by providing expertise and simplifying

Ceridian will soon offer through its sales organization WageWorks’ health, commuter and other pre-tax employee

In fact, WageWorks recently aligned with Ceridian, a leader in human capital management with more than 100,000 clients in more than 50 countries.

“Our alliance allows us to bring WageWorks’ tax-saving consumer-directed

“We envision even more employees and their families taking advantage of pretax programs, so that they can keep more of their hard-earned money and lead happy, healthy and productive lives,” Jackson said.

“We are working so that more employers

that are currently working with Ceridian,” said Joe Jackson, CEO of WageWorks, Inc. In addition, as part of this alliance,

they can offer an attractive and affordable

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already moved their employee population into a private exchange, or are planning to in the highest adoption rates, according to recent research published by Alegeus Technologies.

The Only Online Guide Where Employers, Health Plans, Brokers, Consultants and Health Plans Can Navigate Private Exchange and Defined Contribution Markets

Submit your FREE Listing.

Enhanced Listing and Premium Profile Opportunities Available.

www.PrivateHealthCareExchanges.com

INNOVATOR 2013 AWARD WINNER

New Health Care Payments Initiatives Concerned with the decreasing health her position as global business leader for health care and insurance at MasterCard to increase wellness, one person at a time.

Her focus on collaborating with MasterCard partners has helped lead to numerous creative solutions, including the MasterCard Wellness Card and the Dual Value Health Card.

“With our partner Medagate, we developed and introduced the Dual Value Health Card to the market. It encourages consumers to make healthy purchasing Healthy items such as prescriptions, immunizations and diabetes testing tools are scanned — using an SKU number — and can be purchased using the value card.

Unhealthy choices are not accepted and alternative payment options must be used.

“This unique technology supports our wellness strategy by enabling health plans and incentive providers to offer discounts on healthy foods or products that help minimize disease,” she said.

“The value of technology behind the Dual Value Health Card will become even more apparent in our evolving health care system, as consumers get more active in managing their health and health care Act.” As part of a recent health and human services mandate requiring electronic payments between healthcare payers and providers, MasterCard introduced a virtual card solution, which works as a digital

INNOVATOR

Even More Vital in Today’s World websites and posting service metrics daily.

has done just that, leading the industry in technological advances.

One of the early adopters of Web

Sigma program to measure and improve our service metrics for our customers,” said proud of our outstanding service metrics and post them daily. We know of no other TPA that posts service metrics.”

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hope is to truly increase the wellness of our nation, one person at a time.”

Company: eflexgroup, Inc. (eflex) Headquarters: Madison, Wis. Website: www.eflexgroup.com Nature of Business: Taxfree benefits administration; a national third-party administrator (TPA) that specializes in HRAs, FSAs, HSAs, POP, enrollment and eligibility, defined contribution, COBRA administration and transportation plans Key Executives: Tom Jacobs, CEO, CoFounder & General Counsel; Michael Herman, President (pictured); Ric Joyner, Co-Founder As with many other companies,

1.5 million hits during peak season and 900,000 plus hits during non-peak months.

Each week, they get between 15,000 and 20,000 visits – the equivalent of taking that many calls. launch a free mobile app. By offering easy Web access wherever customers are, they can provide even faster customer service.

Additionally, more Web self-service options are in the pipeline.

difference can be seen throughout her work. During the past 18 months, she has helped foster a collaborative health care team across MasterCard, creating a strategy that is starting to have a positive market impact.

“Health care reform is an opportunity to leverage MasterCard’s innovation and core competencies to create new

working with several partners to develop new prepaid card solutions to serve unbanked or underbanked consumers.

2013 AWARD WINNER

world, keeping things simple and streamlined is paramount to employers

Company: MasterCard Worldwide Headquarters: Purchase, New York Web Site: www.mastercard.com Founded: 1966 Nature of Business: A technology company in the payments industry Key Executives: Ajay Banga, President and CEO; Chris McWilton, President, North America; Brett Adams, U.S. Prepaid Product Leader, MasterCard

Care Act. The regulatory changes have created unique challenges in their current product portfolio. Certain product lines are restricted by the new requirements, forcing positioned to offer services from basic enrollment/administration and HRIS Herman said. “We see bswift as a key partner that is out in front of the needs for private exchange solutions.”

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“Fortunately, we see opportunity in the rapid regulatory changes at both the federal and state levels,” Herman said. “Our value proposition is bolstered by the complexity in the industry.”

INNOVATOR

Company: HealthSparq Headquarters: Portland, Ore. Website: www.healthsparq.com Nature of Business: Health care transparency software solutions for health plans and employers to offer to their members and employees Key Executives: Scott Decker, President (pictured); Torben Nielsen, General Manager; Brodie Dychinco, Vice President, Strategy; Jeff Maxwell, Vice President, Sales

2013 AWARD WINNER

HealthSparq Continues to Lead Innovation in Health Cost Transparency Health insurance companies and employers alike are seeking ways to reduce the impact of rising health care services costs. One solution many experts agree will slow down the cost increase is price transparency. That’s where HealthSparq comes in.

HealthSparq contracts directly with health insurers to offer transparency solutions to their members and in the process gains direct access to all health insurance claims data. Those relationships provide HealthSparq with more accurate and actionable data that allows them the unique opportunity to leverage it in a way that maximizes consumer value while “This approach to data is part of what differentiates us from the competition and why Forrester Research, Inc. cited our platform as ‘Cracking the Transparency

Code’ for the largest health plan in the said Scott Decker, president.

HealthSparq’s solutions are far tool. Consumers researching treatment, encounters and service levels are presented cost estimates in contest at those levels.

They can also participate in a large online health and wellness community through HealthSparq’s online forums — a “consumers helping consumers” social network platform.

“Perhaps most importantly, HealthSparq has been through an extensive testing period. It has been available to members of a large regional health insurance company for the past six years, giving us ample opportunity to a deep understanding of claims and

INNOVATOR 2013 AWARD WINNER

CieloStar Makes Quick Impact in Private Exchange World Formerly known as OutsourceOne, Inc., the Minneapolis-based CieloStar has quickly become one of the major players in the private exchange space over the past year.

decision support, carrier feeds, consolidated billing and EDI – all tied together with

John Reynolds, winner of a CEO Leadership Award in the 2012 HealthCare Consumerism Superstars and former president of FIS Healthcare, Government and Biller Solutions divisions, the company is effectively building on its 25-year history

individuals, CieloStar offers a number of

administration and payments platforms with the launch of its private exchange.

The CieloStar private exchange, CieloChoice, is one of the most comprehensive end-to-end solutions available to consumers and businesses.

CieloChoice allows companies to offer seamless handling of eligibility, enrollment,

insurance infrastructure,” Decker said.

HealthSparq offers a full suite of transparency solutions, including a treatment cost estimator, reviews, telehealth (doctors and specialists available over the phone or through online video conferencing) and more.

“If consumers are properly empowered this will also drive providers — from clinics and hospitals to physicians — to improve the quality of their services and impact how they structure their pricing,” Decker said.

In addition to its private exchange

solutions, including consumer-directed health care (CDHC) account administraThe company also offers an accountable care organization (ACO) solution that enables health care systems to and offer a complete ACO solution in their chosen markets.

Throughout 2013, CieloStar has increasingly caught the attention of many employers and associations looking to implement a private exchange. In October, the company announced that they would be

Company: CieloStar Headquarters: Minneapolis, Minn.

Website: www.cielostar.com Nature of Business: End-to-end solutions, integrating all the parts of the employer, provider, and consumer experience, connected in real time by the BenefitReady® technology platform Key Executives: Dr. John Reynolds, Chief Executive Officer; Pierce A. McNally, Chief Strategic Officer, General Counsel; William Mehus, Executive Chairman building an exchange with North Carolina Chamber, a nonpartisan business advocacy organization.

With the announcement, CieloStar noted that they were now serving over 750,000 employees through employers and had over 300 insurers represented on their platform.

Through its private exchange administration platform, CieloStar offers perhaps the industry’s most comprehensive solution for employers aiming to manage their health care spend.

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INNOVATOR 2013 AWARD WINNER

A Patented Solution to Rising Health Care Costs Based on a patented strategy that brings new health care funding and wellness options to mid-sized employers, Apollo’s founder, Mark Ilgenfritz, spent

insight as to what worked and what didn’t.

Time and again, claims were the problem – or the solution. There were no on-the-shelf products that addressed the marketplace needs he saw, so he developed his own. and our member companies we are making wellness and health insurance come together in a new way — one that can both affordable for years to come,” Ilgenfritz said.

Apollo’s Mutual Wellness Initiative brings forward-thinking companies together to manage health risk and health

care costs. In Apollo’s captive program, WellCap, dynamic wellness and coaching are requirements for membership.

“Our members are creating a select risk pool — and improving their claims and their rates in the process,” Ilgenfritz said.

“More than 75 percent of expenditures this year will be paying for conditions that should not exist. That is a huge, and unavoidable, issue. Those behavior-based conditions are best addressed through education, accountability, encouragement and support. These are exactly what health think in 10 years everyone will have a health Apollo’s WellCap program limits each member’s maximum plan costs to a level comparable to a fully insured option. At the same time, Apollo gives every member the full capability in every plan year to capture

INNOVATOR 2013 AWARD WINNER

hubbub health Ushers in Next Generation of Corporate Wellness Corporate wellness has become a polarizing topic recently. While many companies continue to implement effective wellness solutions, others have failed demonstrate positive ROI, and there is considerable push-back to potentially invasive biometric screenings. For many traditional wellness programs, the varnish is starting to wear off. Enter hubbub health.

The wellness innovator is eschewing many of the old-school, jaded beliefs about corporate wellness and has developed a product better suited to today’s employees.

Taking a cue from popular, online monthly has streamlined the enrollment process for the employees and their HR department.

“At hubbub, we believe wellness should be an easy decision and you should know exactly what you’re getting into when choosing a wellness solution,”

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Brian Berchtold, Director of Business Development explained. “That’s why hubbub is risk-free, contract-free and hassle-free. hubbub is offered as a monthly, renewable subscription service that can be canceled anytime. After all, if your wellness vendor isn’t delivering results, why should you continue to pay for it?”

In the place of traditional HRAs, which can take large amounts of an employee’s and often result in less-than-truthful answers from employees, hubbub health has introduced hubbub360, a new kind of health assessment that is only 11 questions, relevant “challenges,” a signature feature of the hubbub program. hubbub’s goal is to make corporate wellness simple, fun and achievable. “hubbub’s unlimited challenge platform

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Company: Apollo Healthcare LLC Headquarters: Atlanta Website: apollohealthcare.com Nature of Business: Captivebased health benefit strategy and cost management Key Executives: Mark Ilgenfritz, CEO (pictured); Beverly Selby, Chief Marketing Officer; Denise Joyce, Director of Operations dollar-for-dollar savings based on their claim reduction efforts.

Ilgenfritz researched many different wellness companies and partnered with Community Health Network because of its unique program featuring on-site oneon-one coaching grounded in behavioral psychology. It’s proven very effective in reducing health risks and health care costs.

“We have hundreds of testimonials from participants in the health management programs who are joyful about quitting smoking, losing weight, feeling better thanks to exercise, etc.,” he said. “Meanwhile, each of the companies from the risk reduction provided by the Apollo captive.”

Company: hubbub health Headquarters: Portland, Ore. Website: www.hubbubhealth.com Nature of Business: A technology-driven wellness solution that uses social circles and the love of the game to inspire employees to get moving and live healthy.

Key Executives: Adam Lynch, Director of Product Development; Brian Berchtold, Director of Business Development (pictured) includes an endless variety of move, nourish, balance, mingle and rewind challenges,” said Berchtold. “Challenges can be team, individual, company-wide, private, public or coached. Additionally, companies and individuals can quickly set up their own goal-focused challenges own health goals.” into employee’s lives and isn’t a burden on them. Whatever an employee’s personal health goals may be the hubbub health program is there to help them on that journey.

INNOVATOR 2013 AWARD WINNER

At Evolution1, Simple is Better During a time of unprecedented change, as well as confusion, in the health care industry, Evolution1’s dedication to savings accounts, wellness plans and more has been invaluable to customers.

“We think the key to success is choosing the right solution,” said Jeff Young, Chairman and CEO. “1Plan — our — is creating many new and exciting opportunities for our partners, and we are committed to developing both the technology and the tools to ensure our partners are winning in the marketplace.”

1Plan supercharges both private and public insurance exchanges with a solution for employers and employees to budget and manage premiums and out-of-pocket expenses in a comprehensive, easy-to-use experience.

Earlier this year, Evolution1 re-brand-

ed their product line up, offering six brands within one product suite. This allows partners, employer groups and consumers to quickly identify Evolution1’s products, solutions and services and determine which one best meets their needs.

In response to the mandate from the ACA to provide electronic payment options, 1Pay by Evolution1® now offers additional capabilities including virtual cards, EFT provider payment networks and a reimbursement purse to offer maximum ultimately, for consumers.

“More than ever before, the ability to capture claims data has become critical to the success of card programs, and with its patented auto-substantiation capabilities, Evolution1 leads the industry,” Young said.

The ACA is also driving tremendous change with private and public exchanges.

“In order to both protect existing health plan group customers and to capitalize on

INNOVATOR 2013 AWARD WINNER

Helping You Find an Ally for the Daunting Health Care System Interacting with all parts of the fragmented health care system can be confusing, challenging and intimidating for the average consumer, who often don’t know who to trust. Their health plan? Their physician? Both may be valid options, but both have limitations as well.

Accolade Inc. is making serious strides toward addressing these limitations by creating a whole new approach to helping individuals make more informed health care decisions. Today, many consumers are engaging with the health care system for the system that were previously behind closed time. To align these fragmented pieces, Accolade has created a comprehensive health advocacy solution.

The services included in Accolade’s solution go way beyond industry

standards of a health advocacy program.

The Accolade Health Assistants develop personal relationships with individuals and become their ally in all aspects of Health AssistantsTM guide individuals from the beginning to the end of their situation whether its related to medical care, billing issues, understanding their health plan or

Company: Evolution1 Headquarters: Fargo, N.D. Website: www.evolution1.com Nature of Business: Simplifying the business of health care through innovative health care software and payment solutions that administer and manage consumer-directed accounts.

Key Executives: Jeff Young, Chairman and CEO (pictured); Chris Byrd,President and COO; Jeff Bakke, Chief Strategy Officer

exchange opportunities in 2014, we need solutions that go well beyond basics enrollment platforms and legacy consumer directed health account solutions,” said Jeff “To be successful, it is imperative that health plans, third-party administrators, partners, for that matter — decide what their role is going to be and how they are going to participate in insurance marketplaces and provide solutions that deepen the relationship with customers and members.”

Company: Accolade, Inc. Headquarters: Plymouth Meeting, PA Website: www.accoladeinc.com Nature of Business: Accolade takes a decidedly nontraditional approach by replacing an employer’s member services, disease management, nurse line and health incentive programs with an expert and compassionate, single point-of-contact — an Accolade Health Assistant.

Key Executives: Tom Spann, CEO; Jack Stoddard, COO; Alan Spiro, CMO (pictured); Amy Loftus, EVP Capabilities; Elizabeth Napolitano, EVP Operations; and Jeff Smith, CFO on the market, but by engaging them in a

problem is too big or too small.

“We don’t provide a stand-alone ‘advocacy’ program,” said Dr. Alan Spiro, CMO. “We have one fully integrated serviced, accessed through one phone number that replaces and reinvents all consumer-facing member services, care management and advocacy... we deliver

ten times more than the next-best solution

The changes in the health care system over the last decade have been dramatic with changes coming from federal health reform and free-market innovation.

Simply put, consumers need an ally in this changing health care landscape. With their innovative, personal Health Assistants model, Accolade is ready to be that ally in any part of a consumer’s engagement with the health care system.

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INNOVATOR 2013 AWARD WINNER

Shining a Light on Health Care Transparency Castlight Health was founded in 2008

by Giovanni Colella, former President and CEO of RelayHealth,and has since made considerable waves in the health care industry as one of the major catalysts in the shift toward transparency.

Catching the nation’s attention in 2011 by being named number one on The Wall Street Journal’s list of “The Top 50 Venture-Backed Companies,” the San Francisco- based Castlight Health has received funding from a number of prominent investors, including Venrock, Oak Investment Partners, Maverick Capital, Morgan Stanley Investment Management, Wellcome Trust, Cleveland Clinic and U.S. Venture Partners.

With health costs continuing to rise for employers, 2013 has been a busy year for Castlight Health, announcing a number of new products, partnerships and clients.

Widely known as a transparency solution, the company launched Castlight Rewards, an offering that provides

employees with incentives for choosing the highest value providers and services, within its health care transparency suite in July.

In the summer of 2013, Castlight

program with WellPoint, one of the nation’s health savings account (HSA) management program with HealthEquity, the largest dedicated HSA trust organization.

With the launch of Castlight Pharmacy, the company partnered with top pharmacy a prescription drug price comparison tool. The tool, which integrates into the proprietary transparency suite, allows users to compare prices across therapies, channels and retailers.

While Castlight Health has arguably made its footprint in the health care transparency space, 2013 has seen the company expand its health care

INNOVATOR 2013 AWARD WINNER

bswift’s Focus on Continually Improving Technology Pays Off Long before the Affordable Care Act came into play, bswift was actively involved in private exchanges. In 2009, they began managing health exchanges and have an entire team dedicated to providing and supporting exchange technology clients. Today, these exchanges include HealthPass New York, AccessHealth CT and North Shore LIJ. The company’s three core values shape how and what they do: higher standards, greater accountability and more fun — they help drive innovation across the company.

Seeking to make the enrollment process easier for both employers and employees, this year bswift created a more responsive Web design.

“We enhanced the viewing and shopping experience for a variety of smart phones and tablets,” said Rich Gallun,

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CEO. “We also introduced our new

As the ACA debuted, bswift noticed many were confused with the new rules and ever-changing regulations. They didn’t want that happening to their clients, so they kept them informed through various thought leadership avenues, including their blog, white papers, videos and web seminars.

“We’ve also developed numerous compliance tools within our system, including features that manage 30-hour rule tracking, 9.5 percent affordability, Gallun.

In addition, they added user forums to their community, intending to share industry best practices and provide tips and tricks on the bswift platform.

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Company: Castlight Health Headquarters: San Francisco Website: www.castlighthealth.com Nature of Business: Delivering the solution to enable employers and health plans to lower the cost of health care and provide individuals unbiased pricing and quality information to make smart health care purchase decisions Key Executives: Giovanni Colella, M.D., CEO and Co-Founder (pictured); Naomi Allen, Vice President, Product; Dena Bravata, M.D., M.S., Chief Medical Officer and Head of Products; Peter Isaacson, Chief Marketing Officer management suite to include a variety of innovative tools to help employees become better overall consumers of health care.

As employee engagement in health care increasingly becomes a mantra for innovative U.S. businesses, Castlight Health has positioned itself as not only the top health care transparency solution but as a full-range health management suite aimed at creating informed, engaged health care consumers.

Company: bswift Headquarters: Chicago, Ill. Website: www.bswift.com Nature of Business: Cloudbased technology and services for employee benefits and health insurance exchanges Key Executives: Rich Gallun, Chief Executive Officer (pictured); Ray Seaver, Executive Vice President; Donald Garlitz, Executive Director, Exchange Solutions “The strength of our system is attributed to the fact that we are continually upgrading and developing it in response to feedback from our clients,” he said. “While our competition focuses put our time and money into building constantly evolving technology that actually works. We’re not just throwing stuff out there and seeing what sticks.”

INNOVATOR 2013 AWARD WINNER

Bloom Health Helps Lead Shift to Private Health Insurance Exchanges With health costs continuing to rise at unsustainable rates for U.S. employers, a funding has emerged as a leading strategy for employers looking to stabilize their Minneapolis-based Bloom Health, one of the leaders in the private exchange space, was founded in 2009, the brainchild of successful entrepreneurs in the health care technology.

companies launch a private exchange, Bloom Health has emerged as an innovator in part due to their integrated decisionsupport component.

The Bloom Private Exchange Platform® solution focuses on helping employees and — using everyday language not insurance is right for them according to their health risk. Licensed advisors are also available to

Simeon Schindelman, Bloom’s Chief continue to rise, that there is cost-shifting happening more frequently from employers to employees, and that employees were not

that is right for them.

Looking forward, Schindelman predicts that 2014 will be a “pivotal year” for employer adoption of private exchanges “Many employers were given the gift

While in the past several years the industry has seen a wide variety of

extended the Employer Mandate under the

INNOVATOR 2013 AWARD WINNER

eHealth Service Aims to The inappropriate utilization of emergency services is one of the biggest causes of waste in our health care system today. Every day our health care system

common cold or urinary tract infection.

According to a study this year from Truven Health Analytics, it’s not just the uninsured that overutlize emergency services. In fact, 71 percent of ER visits made by patients with employer-sponsored insurance coverage are for situations not requiring emergency attention.

At Stat Doctors, the Scottsdale, Arizona-based eHealth service, Dr. Alan Roga and his team are working to change that. Through their innovative health care program, employees have access to a select online or via phone, for treatment of minor

Company: Bloom Health Headquarters: Minneapolis, Minn.

Website: www.bloomhealth.com Nature of Business: A consumer and employer services company with demonstrated benefits expertise, sales and marketing success; private exchange/defined contribution provider Key Executives: Simeon Schindelman, Chairman & Chief Executive Officer (pictured); Jim Priebe, Chief Operating Officer; John Vlajkovic, Strategic Sales Lead; Kevin Kickhaefer, Head of Sales and Market Development

illnesses and common medical conditions at a fraction of the cost of an ER or urgent care visit.

While some employees may run to the ER for common illnesses, these ER visits can exceed $1500 in costs. With Stat Doctors, the maximum out-of-pocket expense is $50. Employers pay a nominal monthly fee to allow their employees to use the Stat Doctors services, and employers have the option of subsidizing the $50 outof-pocket fee for their employees.

Response to the program from employers and employees has been overwhelmingly positive so far. Client surveys from 2012 show 98 percent of meaning they would use Stat Doctors again and recommend the service to others. A case study conducted in 2011 showed an annual cost savings of $114,500 for a large

Affordable Care Act,” said Schindelman.

“They now have until 2015 before they offerings to satisfy the new laws. Rather than cease to offer employer-sponsored coverage and send employees to the public exchanges, we believe many organizations will view a private exchange as a way to continue to attract and retain quality staff.”

For 2013, Bloom Health is already on pace to double their total enrollment, and the same.

Company: Stat Health Services, Inc., Providers of Stat DoctorsTM Headquarters: Scottsdale, Ariz.

Website: www.statdoctors.com Nature of Business: eHealth service and leader in innovative, patient-centered health care proven to effectively lower health plan costs and increase employee productivity Key Executives: Alan C. Roga, M.D., F.A.C.E.P., Founder and CEO (pictured); John Barravecchia, CFO; Andrew Wagner, M.D., M.B.A., CMO; Shaung Liu, CTO employer. The ability to help employees receive better, more convenient care for employers has driven the growth and success of Stat Doctors.

For Dr. Roga and his team at Stat Health Services, quality is of the foremost importance. While cost and convenience on a high-level of care.

He elaborated, “We have a relentless commitment to providing quality care and are continually seeking new ways to utilize technology to improve both the patient experience and the employer experience.”

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INNOVATOR 2013 AWARD WINNER

Avidia Bank Partners with Alegeus to Offer Next Generation Health Savings Accounts Changes in the health care industry are expected to drive up HSA and HDHP enrollment, and it’s clear that health plans, TPAs and brokers cannot afford to ignore this market opportunity.

In October of 2013, Avidia Bank, a $1 billion mutual community bank headquartered in Hudson, Mass., and Alegeus Technologies, announced custodial partnership that enables a comprehensive, market-ready, no-fee health savings account solution for health plans, third-party administrators and ings accounts to their employer clients.

Powered by the industry-leading Alegeus HSA platform, this white label offering addresses several critical client needs — including speed to market, featurerich HSA processing and account servicing and a fee structure that is designed to

made the strategic decision to target health plans, third-party administrators and brokers to strengthen its position in the bank-to-business HSA market. Avidia Bank sought a technology partner that could deliver the feature-rich, full-service HSA solution that its employer clients demand.

They also sought to make the offering more compelling to clients by eliminating account maintenance fees, which are so often a deterrent to participation.

Because the offering leverages the Alegeus consumer-directed health care platform, the Avidia Bank HSA solution will offer clients seamless interoperability between HSAs and other tax-advantaged account types in their product portfolio, such as FSAs and HRAs. Comprehensive online and mobile account access empowers employer customers and their participants to actively manage their HSAs. Through the

INNOVATOR 2013 AWARD WINNER

CodeBaby’s Intelligent Virtual Assistants Simplify Enrollment The brainchild of two video game creators and physicians, CodeBaby is transforming how users interact online.

CIVAs, commonly referred to as avatars, offer self-service guidance and support in the health care plan selection process, helping consumers make better choices and complete their enrollment online.

As private exchanges have emerged, CodeBaby’s technology has proven invaluable.

“One of the ways we’re improving the enrollment experience is through private exsaid Dennis McGuire, CEO. “For example, CareFirst BCBS, which serves approximately 3.5 million members in the Washington, D.C., Maryland, and Virginia area, deployed

exchange as of October 1st, 2013.”

Their avatar Chloe provides options that explain everything from metal levels to health care reform. From there, she walks customers, step-by-step, through the enrollment process.

Feedback has been very positive with consumers showing high engagement — initial numbers are coming in at 70+ visitors and more than 90 percent for accuracy and form completion.

Recently, CodeBaby partnered with

and BENEFITFOCUS HR INTOUCH MARKETPLACE® Edition.

help new and existing members select and enroll for health plans on their new private

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Company: Avidia Bank Headquarters: Hudson, Mass.

Website: www.avidiabank.com Nature of Business: Mutual community bank that serves the financial needs of businesses, families and individuals in Central Massachusetts and beyond Key Executives: Mark R. O’Connell, President & CEO; Robert W. Conery, Executive Vice President & COO (pictured); David F. Lamson, Chairman of the Board web portal, smartphones and tablets, participants can access interactive education, balances, funding capabilities, transaction and contribution history, investments, bill pay, statements and more. Employers gain powerful self-service capabilities to perform account maintenance, funding and reporting tasks. With the unique combination of an industry-leading HSA platform with preestablished custodial integration and the no-maintenance fee structure, Avidia Bank believes they now possess the competitive advantage necessary to compete and win a marketplace that is going to grow dramatically over the next few years.

Company: CodeBaby Corporation Headquarters: Colorado Springs, Colo.

Website: www.codebaby.com Nature of Business: A global customer engagement technology company with solutions that drive online customer conversion, engagement and retention. Its unique technology evolved from the vast experience of the creators of some of the world’s most emotionally engaging video games.

Key Executives: Dennis McGuire, Chief Executive Officer (pictured); Paul Smith, VP, Strategic Services; Neil Lamoureaux, VP, Engineering; Russ Ullman Jr., EVP, Business Development explain plan features as well as cost versus

enrollment or participation in wellness programs.

“We’re seeing high engagement levels as measured by use of the menu options and player repeat on scenes,” McGuire said. “In particular, we’ve measured a lot of activity on the HSA scenes.”

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EMPLOYEE BENEFITS CONSULTING

Intrepid goes beyond the typical expectations of the benefits consultant.

We take the time to understand each client’s unique culture in order to implement the most progressive, creative solution to their benefits needs.

INTREPID

Liz Frayer, RHU 400 Interstate North Parkway, Suite 600, Atlanta, GA 30339 888-612-4644

“Our mission is to empower clients www.intrepid7.com to achieve a more sustainable health care policy; it’s about more than just giving the client a plan — it’s a process of educating the client and their employees to better understand the plan and ensure its success. When we see the shift that occurs when employees have their ‘aha’ moment is when we feel we have done our job.

— Liz Frayer, RHU, Intrepid

PROFESSIONAL DEVELOPMENT

Health Insurance 101: An Orientation is a new, flexible online course offered by AHIP. It is designed to teach health insurance basics to those new to health care or individuals who wish to review the fundamentals.

The course is formatted in short modules; you learn at your own pace and on your own time, moving through the materials as you choose. Plus, AHIP will customize the course to fit your organization’s specific learning requirements.

AMERICA’S HEALTH INSURANCE PLANS 601 Pennsylvania Ave., NW South Building, Suite 500 Washington, D.C. 20004 Lindsey Miranda Canaley Tel: 800.509.4422 Fax: 202.861.6354 lmirandacanaley@ahip.org www.ahip.org/courses

SOLUTION PROVIDER MEMBER PROFILES

HEALTH DECISION SUPPORT TOOLS

Castlight Health enables employers, their CASTLIGHT HEALTH 85 Market Street, Suite 300 employees, and health plans to take San Francisco, CA 94105 control of health care costs and improve care. Named #1 on The Wall Street 415.829.1400 Journal’s list of “The Top 50 Venturewww.castlighthealth.com Backed Companies” for 2011 and one of Dow Jones’ 50 Most Investment-Worthy Technology Start-Ups, Castlight Health helps the country’s self-insured employers and health plans empower consumers to shop for health care. Castlight Health is headquartered in San Francisco and backed by prominent investors including Allen & Company, Cleveland Clinic, Maverick Capital, Morgan Stanley Investment Management, Oak Investment Partners, Redmile Group, T. Rowe Price, U.S. Venture Partners, Venrock, Wellcome Trust and two unnamed mutual funds.

— Giovanni Colella, M.D. CEO and Co-Founder, Castlight Health HSA/HRA/FSA TECHNOLOGY: ADMINISTRATION & MANAGEMENT

A PRIVATE EXCHANGE THAT SIMPLIFIES HEALTH INSURANCE

INSUREXSOLUTIONS

10275 W. Higgins Road, Suite 500 Rosemont, IL 60018 855-563-6993 info@insurexsolutions.com www.insurexsolutions.com

The InsureXSolutions® private exchange offers employers a simplified role in the new health insurance marketplace. Employers with part-time workers or retirees, as well as small businesses can utilize this exchange to empower their employees to choose the health and dental insurance that best fits their personal and family needs. Employers can reduce costs and administrative tasks, while employees receive interactive support tools and personal guidance from our licensed insurance professionals. Available in select markets, InsureXSolutions is exclusively offered and operated

by Flexible Benefit Service Corporation (Flex). Contact your broker or consultant, call us directly at 855-563-6993, or visit www.insurexsolutions.com to learn more. www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2013

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SOLUTION PROVIDER MEMBER PROFILES

HSA/HRA/FSA TECHNOLOGY: ADMINISTRATION & MANAGEMENT

MasterCard (NYSE: MA), is a global payments and technology company.

MASTERCARD WORLDWIDE 2000 Purchase St. Purchase, NY 10577-2509

It operates the world’s fastest payments processing network, connecting consumers, financial institutions, merchants, governments and businesses in more than 210 countries and territories. MasterCard’s products and solutions make everyday commerce activities—such as shopping, traveling, running a business and managing finances—easier, more secure and more efficient for everyone.

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HEALTH ACCESS ALTERNATIVES

Carena provides 24/7, on-demand access to CARENA, INC. health care by phone, webcam, and house 1525 4th Avenue, Suite 300 call. Seattle-based Carena is committed to Seattle, WA 98101 delivering the best health care experience 800.572.2103 possible. Its technology-enabled care delivery www.CarenaMD.com model provides on-demand access to health James.Taylor@CarenaMD.com care 24/7, via phone, secure video, and house call. Carena provides health care solutions to patients through employers, health systems and through its consumer service, CareSimple.

“People are paying more out of pocket for care than ever—through higher co-pays and deductibles, reduced benefits, and in the rising costs of goods and services. Taken together, health care has become more expensive and less accessible. Our goal is to make health care more affordable by providing the right care at the right time for the right cost; to help people live healthier lives by removing the barriers to people taking control of their health care.”

— Ralph C. Derrickson, President & CEO, Carena

TOTAL POPULATION HEALTH MANAGEMENT

Orriant helps businesses produce a better, more profitable product by creating a workforce that is healthier, more productive, and less expensive to insure.

ORRIANT

9980 South 300 West Ste. 100 Sandy, Utah 84070 801.574.2306 www.orriant.com suzanne.viehweg@orriant.com

Orriant’s proven strategy is to hold people accountable for improving their health as an integral part of your benefit strategy in a way that is fair and compassionate to all.

“Employers can fight back to control rising health care costs.

Orriant’s strategies have helped major employers from almost every industry cut the cost of health care, improve the health and productivity of their workforce, and push hundreds of thousands of dollars to their bottom lines.”

— Darrell Moon, CEO, Orrian

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FSA/HRA/HSA/TRANSIT/COBRA: ADMINISTRATION & MANAGEMENT

Annual Superstars 2013 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

eflexgroup (eflex) is a nationwide eflexgroup administrator of pre-tax benefits 2740 Ski Lane and COBRA. Committed to providing Madison, WI 53713 fast answers, fast claims, and web 877.933.3539 ext 300 self-service, we set the industry www.eflexgroup.com standards for service. With a efgsales@eflexgroup.com customer focus and Lean Six Sigma methodology, we don’t talk about service, we prove it. See our metrics at eflexgroup.com.

“eflexgroup’s customer service department should be a model for ALL customer service departments. The courtesy, professionalism and knowledge surpass ANY customer service department I’ve encountered! I feel the outstanding, exemplary customer service of eflexgroup is simply the best!”

— Kimberly Adams, Southeast Energy Assistance [testimonial]

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HSA/HRA/FSA TECHNOLOGY: ADMINISTRATION & MANAGEMENT

TSYS Healthcare® provides end-toTSYS HEALTHCARE end strategic payment solutions for 706.649.5080 consumer directed healthcare. We www.tsys.com/healthcare partner with benefits administrators, healthcare@tsys.com financial institutions, health plans, and software providers to navigate all aspects of HSAs, HRAs, FSAs, transportation accounts, cash reimbursements, and lines of credit. TSYS Healthcare cards offer participants the security they expect along with the ability to conveniently access funds from multiple accounts and manage their benefits payments with simplified single-card access. Clients and partners benefit from simplified processes, reduced paperwork and cost savings that can contribute to improved return on investment.

“We built the TSYS Healthcare platform to meet the market demand for reliable, configurable and intelligent solutions. Understanding the dynamic U.S. healthcare market, our customers rely on our option-driven system to prepare them for the future.”

— Trey Jinks, Group Executive, TSYS Healthcare HSA / HRA / FSA ADMINISTRATION AND FINANCE

WageWorks helps employers support consumer directed pre-tax benefit programs, including health care (FSA, HSA, HRA), wellness programs, commuting and

WAGEWORKS 1100 Park Place, 4th Floor San Mateo, California 94403 United States of America 888-9905099 www.wageworks.com

child and elder care. Wage Works also offers retiree health care and COBRA Services.

More than 100 of America’s Fortune 500 employers and millions of their employees use WageWorks.

SOLUTION PROVIDER MEMBER PROFILES

HSA ADMINISTRATION & FINANCE

At HSA Bank, we’ve been helping businesses HSA BANK optimize their health care spending for over 605 N. 8th Street Suite 320 15 years. We offer unmatched service and Sheboygan, Wisconsin 53081 expertise when it comes to health-based United States of America savings accounts. You can count on our 800.357.6246 dedicated business relations team for turnkey www.hsabank.com solutions and ongoing support that help your business and workforce save for a healthy future. To connect with your regional representative, call 866.357.5232 or visit hsabank.com.

“When implementing one of the first Medical Savings Account programs in the country, I had a belief that health care could be fixed with free-market principles. I still do. By adopting flexible and transparent practices that manifest core attributes of consumerism such as private exchanges, defined contributions, and self-funding; we will reform health care in our nation.”

— Kirk Hoewisch, Co-Founder and President, HSA Bank, a division of Webster Bank, N.A. HSA / HRA / FSA ADMINISTRATION AND FINANCE

Evolution1 and our Partners serve more EVOLUTION1, INC. than 9 million consumers, making us 952.908.9056 the nation’s largest electronic payment, www.evolution1.com on-premise and cloud computing sales@evolution1.com healthcare solution that administers reimbursement accounts, including HSAs, HRAs, FSAs, VEBAs, Wellness and Transit Plans. It is the only solution that offers a single end-to-end user experience, provides innovative auto-substantiation technologies, and automates workflow for Partners, employers, and consumers. It does all this on one technology platform comprised of 1Cloud™, 1Direct™, 1Pay™, 1View™, 1Plan™, and 1Mobile™. Evolution1 and our Partners are dedicated to delivering value, reducing costs and simplifying the business of healthcare.

“The combination of our innovative products will further our leadership position in a rapidly changing healthcare market. Together with our Partners we are committed to reducing costs and simplifying the business of healthcare.”

— Jeff Young Chairman and CEO, Evolution1

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SOLUTION PROVIDER MEMBER PROFILES

EMPLOYEE ENGAGEMENT TOOLS

Under the CIVA (CodeBaby Intelligent Virtual CODEBABY CIVA Assistant) brands of benefits and health 111 S. Tejon St. Suite 107 advisor, CodeBaby improves the healthcare Colorado Springs, CO 80903 consumer experience and optimizes online 877.334.3465 self-service on any web-based platform codebaby.com/online-solutions or device with absolutely no IT disruption. solutions@codebaby.com Benefits advisor offers guidance and selfservice options that help consumers and organizations alike to make better decisions about benefits selection. Health advisor engages new patient visitors on hospital or office websites or existing patients on wellness, prevention & disease management platforms.

“With the rapid changes in health care, our solutions provide organizations innovative ways to optimize their current platform while meeting the demand for an enhanced online experience.

CIVA benefits and health advisor solutions are industryleading models that help consumers and organizations more efficiently navigate complex health benefit exchanges and patient portals. “ — Dennis McGuire, CEO, CodeBaby BENEFIT ENROLLMENT AND ELIGIBILITY

Totem Solutions is a boutique benefits TOTEM SOLUTIONS consulting and administration firm offering highly 11330 Lakefield Drive specialized services and products. We serve Bldg 1, Ste 150 benefit management and HR professionals as an Duluth, GA 30097 extension of their team, allowing them to focus on key initiatives and core strengths. Our services 770-295-1600 include Employee Benefits Consulting, Benefits Toll-free 866-481-4917 Administration, Enrollment, & Communication, www.totemsolutions.com Health Care Reform Education, Enrollment, Reporting & Compliance, Leave and Disability Management Administration.

“We are hands-on benefits advisors for public and private sector companies throughout the country. Totem delivers employer-centric service that simplifies benefits administration and enrollment in order to facilitate employee understanding and ensure the best possible employee experience. Our goal is also our great passion and commitment: to offer organizations clear and accurate counsel accompanied by services and solutions that are easy to access, seamlessly implemented and custom fit, while providing a worry-free outsourcing solution.”

— Debbie Schultz, President, CEO, Totem Solutions

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HEALTH DECISION SUPPORT AND COST-SAVING TOOLS

WiserTogether Inc., helps patients choose the right care at the time. It

WISER TOGETHER Praveen Mooganur

offers an innovative online treatment

202.276.3074

selection & shared decision support

www.wisertogether.com praveen.mooganur@wisertogether.com

platform that helps patients make evidence-based, cost effective

treatment decisions across musculoskeletal, cardiovascular, mental health, diabetes, pregnancy and respiratory illnesses saving payers money. Currently 1.5 million members have access to the platform through employers and health plans in the country.

WiserTogether was founded in 2008 and is based in Washington, DC. — Praveen Mooganur, COO, WiserTogether SUPPLEMENTAL HEALTH

Delta Dental leads the DELTA DENTAL industry in designing 1130 Sanctuary Pkwy, Suite 600 Alpharetta, GA 30009 innovative dental coverage programs that keep costs 770-641-5196 down and deliver quality care. Our diverse client list includes everyone from Fortune 100 companies to public agencies to individuals and families. Our customer’s satisfaction is based on our expansive dentist network, cost-saving mechanisms and superior customer service. We are part of the Delta Dental Plans Association that provides dental coverage to more than 56 million people in the US.

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HSA/HRA/FSA TECHNOLOGY: ADMINISTRATION & MANAGEMENT

HEALTHCARE ACCESS

HealthPerx is a health and wellness marketing company specializing in creative non-insurance benefit solutions that reduce absenteeism, increase productivity and decrease healthcare costs.

Consultants: These benefits differentiate you from competitors.

HEALTHPERX Jeff Marks, CEO Jmarks@hperx.com Direct: 205 222-4062 Toll Free: 888 417-6187 www.hperx.com

Corporations: These will give you a far greater ROI than your wellness program while saving your employees thousands of dollars a year.

Differentiator: Telemedicine Services: offering the entire family unlimited calls with no consult fees 24/7/365—anytime from anywhere Additional Health Benefits: offering significant savings for pharmacy, dental, vision, medical advocacy, travel assistance, telephonic counseling (EAP) and more Turnkey Program: billing, administration, fulfillment, call center, marketing HealthPerx benefits complement any and all existing benefit plans.

— Jeff Marks, CEO PRESCRIPTION BENEFITS MANAGEMENT

Provider of Prescription Benefits Management services to self-funded employee groups, TPA’s, Brokers, and Consultants. Phoenix also offers a prescription savings card, RxAdvantage, for individuals and groups alike.

SOLUTION PROVIDER MEMBER PROFILES

PHOENIX BENEFITS MANAGEMENT

410 Peachtree Parkway, Suite 4225 Cumming, Georgia 30041 888.532.3299 main office 678.208.6257 marketing & pr 678.208.6252 sales 678.208.6255 fax

Phoenix Benefits Management is a prescription benefit manager sales@phoenixpbm.com providing traditional PBM services marketing@phoenixpbm.com to Self-Funded companies, TPA’s, www.phoenixpbm.com Brokers, and Consultants. We also provide comprehensive 340B services as well as our very own prescription savings card known as the Phoenix RxAdvantage Prescription Savings Card. Though our approach is scalable, our solutions are individualized. It’s been our experience and it is our firm belief that prescription benefit plans are not a one-size-fits-all proposition so we create a plan that is customized to fit the unique needs of each and every one of our clients.

DataPath, Inc., is one of nation’s largest providers of CDH solutions specializing in account-based administration systems.

DATAPATH, INC.

1601 WestPark Drive, Suite 9 Little Rock, AR 72204

501.296.9990 www.dpath.com Since 1984, service providers using DataPath systems have provided administrative solutions for over 1 million participants of FSA, HRA, HSA, and COBRA. DataPath is the only solutions provider to design and deliver a full Suite of systems for handling 125, 105, 132, COBRA, HSAs, Credit and Debit Cards all delivered to account holders through a single Internet portal, myRSC.com.

“With the significant changes in healthcare today, our software solutions allow users to create custom plans for clients that benefit both the employer and employee. Not only have we created a single platform for all systems with myRSC.com, with the integration of our mySourceCard Debit Card at Wal-Mart and other retailers, our clients are able to offer a hassle-free solution with 100% compliance.” ®

HSA/HRA/FSA TECHNOLOGY: ADMINISTRATION & MANAGEMENT

LOOKING FORWARD TO A CONSUMER DRIVEN FUTURE

FLEXIBLE BENEFIT SERVICE CORPORATION (FLEX)

10275 W. Higgins Road, Suite 500 Rosemont, IL 60018 888-353-9178

fpsales@flexiblebenefit.com It has been an exciting year www.flexiblebenefit.com at Flexible Benefit Service Corporation (Flex). We celebrated our 25th anniversary along with a decade of increasingly popular HSAs. We have been a trusted benefits administrator of these consumer-driven plans since day one and also offer FSAs, HRAs, Transit and COBRA Administration. In fact, we now offer the InsureXSolutions® private exchange to employers with part-time workers or retirees, as well as small businesses. At Flex, we look towards the future and leverage our consumer-driven experience as a way to help our clients move forward in the changing marketplace.

Contact your broker or consultant, call us directly at 888-353-9178 or visit www.flexiblebenefit.com to learn more. www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2013

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SOLUTION PROVIDER MEMBER PROFILES

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BENEFIT ADMINISTRATION/PRIVATE EXCHANGES

Avoid the Cadillac Tax! Consumer’s Medical Resource® (CMR) helps your employees answer the five most important questions in healthcare: What do I have? What do I need?

Where do I go? What will it cost? How do I connect?

CMR helps leading Fortune 1,000 companies improve engagement, quality, and satisfaction through informed clinical decision-making with guaranteed savings.

“10% of employees drive 70% of your cost. Our services not only help companies save money in areas such as reducing unnecessary elective surgeries, but also empower employees to make some of the most important decisions of their lives.”

David J. Hines President and Founder

CMR delivers value by helping organizations take control of their healthcare costs. Find out what we can do for you. i ÞÊ7> >Vi]Ê ÀiVÌ ÀÊ vÊ >À iÌ }ÊUÊ Ü> >ViJV ÃÕ iÀà i` V> °V Ê Çn£ Çä £ÇÓÇÊUÊÜÜÜ°V ÃÕ iÀà i` V> °V

TOTAL POPULATION HEALTH MANAGEMENT

Dr. tools Steven Level1Diagnostics uses new to M. Helschien LEVEL1DIAGNOSTICS Founderhealth and CC&BW evaluate employees’ cardiovascular 11722 Lightfall Court Heart disease is the number one killer Columbia, MD 21044 www.level1diagnostics.com in the U.S. and costs millions of dollars 410-707-5667 ◆ doc@level1diagnostics.com Dr. Steven Helschien, Founder in medical care and time lost from Sales: Penny Aleo, Executive VP work. Detection and prevention is the 443.878.3087 key to heart health. Level1Diagnostics pbaleo@gmail.com is an innovative program that, unlike conventional cardiology tests, provides new advanced technology testing and methods to detect and prevent the earliest signs of cardiovascular disease and encourage optimal health.

“The biggest problem with traditional cardiology is that it is not preventive—there isn’t a testing program to evaluate people who don’t have any symptoms of heart disease, but may be at significant risk. Drugs and surgery are offered to patients instead of lifestyle change programs and supplements.”

— Dr. Steven Helschien, Founder, Level1Diagnostics 80

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Since 1988, CieloStar (formerly OutsourceOne) CIELOSTAR has helped brokers, employers and employees 530 U.S. Trust Building navigate the ever-changing world of benefits.

730 Second Avenue South Now, with the dawn of “Defined Contribution Minneapolis, MN 55402 Health Care” we are again on the leading edge.

With a team of industry thought leaders, CieloStar 612.436.2706 makes navigating healthand benefits choices john.reynolds@cielostar.com easy for employers and employees by offering comprehensive benefits administration solutions with a high-touch, high technology model—most recently launching a proprietary private health insurance exchange.

“Fueled by the far-reaching impact and complexities of health care reform taking effect in 2013 and 2014, employers and employees increasingly find themselves in a ‘farmer’s market’ of benefits choices. Cielostar is uniquely positioned with enabling technology that helps purchasers and consumers make the best possible decisions and create a best-in-class benefits administration process. Our unique comprehensive approach to benefits offers everything from back room technology for enrollment, data, billing and call centers to complete solutions for COBRA, CDHP and health insurance exchanges.”

— John Reynolds, CEO, Cielostar HEALTH DECISION SUPPORT TOOLS

Truven Health Analytics, formerly Healthcare at Thomson Reuters, delivers unbiased information, analytic tools, benchmarks, and services to the health care industry.

TRUVEN HEALTH ANALYTICS 6200 S Syracuse Way, Suite 300 Greenwood Village, CO 80111 734.913.3000

Hospitals, government agencies, employers, health plans, clinicians, and life sciences companies have relied on us for more than 30 years. We combine deep clinical, financial, and health care management expertise with innovative technology platforms and information assets to make health care better by collaborating with our customers to uncover and realize opportunities for improving quality, efficiency, and outcomes.

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HEALTH INCENTIVES

MedEncentive offers a patented, web-based incentive system that’s been independently validated

MEDENCENTIVE

Cecily Hall Executive Vice President medencentive.com chall@medencentive.com

to control healthcare costs. Doctors and patients earn financial rewards for declaring adherence to best practices and healthy behaviors, provided they agree to be accountable to the other party for doing so. Easy to implement and

EMPLOYEE COMMUNICATION AND EDUCATION

ExperienceLab has created a breakthrough, CDHCENTRIC patented communication program that saves 507 S. 8th Ave. Bozeman, employers money by increasing adoption and Montana 59715 usage of consumer directed health (CDH) 617.224.6223 insurance plans among their employees. www.experiencelab.com CDHCentric, sold on a subscription basis, rtravis@experiencelab.com delivers regular, multi-media communications that are tailored based on seven unique attitudinal segments developed from proprietary research.

Traditional health plans protect employees from having to learn the basic skills for making cost-effective healthcare decisions. Our segmentation research, which is based on 20 years of behavioral marketing, found 7 unique personality types, and each makes healthcare decisions differently. The result is that, when employee messages are correctly tailored to their personalities, employees become health care consumers!

— Roger Travis, President

embraced by users.

SUPPLEMENTAL HEALTH

Transitions Optical, Inc. is the maker of Transitions® lenses, the #1-eyecare professional recommended photochromic lenses worldwide.

SOLUTION PROVIDER MEMBER PROFILES

TRANSITIONS OPTICAL 9251 Belcher Road Pinellas Park, FL 33782

800.533.2081 ext. 2262 www.healthysightworkingforyou.org

Transitions Healthy Sight Working for You® is an education initiative that helps HR professionals and benefits professionals communicate the value of the vision benefit to employees. More information and complimentary education tools are available at HealthySightWorkingForYou.org.

“Don’t overlook your employees’ healthy sight when thinking about your business goals. A vision benefit that includes an eye exam and sight-optimizing eyewear helps ensure that employees see their best, so they can do their best work, directly affecting your business.”

HEALTH ACCESS ALTERNATIVES

WeCare TLC is a medical risk management company that leverages onsite primary care clinics to provide solutions to rising healthcare costs while improving patient health and wellness.

WE CARE TLC

120 Crown Oak Centre Dr Longwood, FL 32750 800.941.0644 www.wecaretlc.com raegan.garber@wecaretlc.com

Our holistic approach to care empowers the clinic staff to act as patient advocates, which increases compliance and decreases unnecessary expensive services.

“Healthcare is now a right and employers are faced with the challenge of truly managing their healthcare costs. We have created a unique medical home clinic model that properly addresses quality of care and cost. This requires constant, aggressive, creative, and directed attention to accomplish but it can be done.”

— Lynn Jennings, CEO, WeCare TLC

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RESOURCE GUIDE

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RADIO

Listen Live Every Friday from 11a.m.-12 p.m. EST Listen on your mobile device. Download on iTunes or Google Play

Join the conversation by tweeting or emailing your questions to us in advance, during or after each show: Twitter: @The_IHC Email: dfield@theihcc.com

ADVERTISING INDEX AHIP ...................................................... 75

insurexsolutions ..................................... 75

Best Buy ........................Inside Back Cover

Intrepid .................................................. 75

Carena ................................................... 76

Level1Diagnostics .................................. 80

Castlight Health ..................................... 75

MasterCard ............................................ 76

CDHCentric ............................................ 81

MedEncentive ........................................ 81

CieloStar................................................ 80

Mercer Marketplace............................... 57

CodeBaby............................................... 78

OnLife Health ......................................... 47

Consumer’s Medical Resource..........35, 80

Orriant ................................................... 76

ADVERTISING CONTACTS

ConnectYourCare ...............................5, 26

PayFlex .................................................. 20

DataPath ................................................ 79

Phoenix Benefits Management................ 79

404.671.9551

Delta Dental ........................................... 78

PrivateHealthCareExchange.com ............ 67

eFlex Group............................................ 76

Totem Solutions ..................................... 78

Evolution1........................................16, 77

Transitions ............................................. 81

Flexible Benefit Service Corporation........ 79

Truven Health Analytics ......................... 80

HealthPERX ............................................ 79

TSYS Healthcare .................................... 77

HealthStat ......................Inside Front Cover

UnitedHealthCare ..................... Back Cover

HSA Bank .............................................. 77

UMR ...................................................... 42

IHC Certification ..................................... 50

WageWorks ........................................... 77

IHC FORUM & Expo 2014 ....................9-10

WeCare TLC ........................................... 81

IHC Radio............................................... 82

Wiser Together ................................12, 78

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MANAGING DIRECTOR

Brent Macy ACCOUNT MANAGER

Joni Lipson DIRECTOR OF CONFERENCE SPONSORSHIP/ CORPORATE MEMBERSHIP/REPRINTS

Rogers Beasley rbeasley@theihcc.com

IHC Save the Date FORUM West 2014....11 82

Annual Superstars 2013 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

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myHealthcare Cost Estimator

TO TAKE CARE OF BUSINESS WITH INNOVATIVE TOOLS FOR THE JOB myClaims Manager UnitedHealthcare Health4MeTM

UHC.TVSM

The right health information can take you a long way.

At UnitedHealthcare, we offer innovative tools that put members in touch with their information. myHealthcare Cost Estimator provides relevant information on care and estimated costs. myClaims Manager helps you understand, track and pay your medical bills online.

UnitedHealthcare Health4Me is a mobile app that provides instant access to a family’s important health information.

UHC.TV presents exciting, engaging online content about good health and living well.

Empower your employees. It’s good for their health – and the health of your business.

For more information, visit welcometomyuhc.com or call 1-866-438-5651.

uhc.com All UnitedHealthcare members can access a cost estimator online tool at myuhc.com. Depending on your specific benefit plan and the ZIP code that is entered, either the myHealthcare Cost Estimator or the Treatment Cost Estimator will be available. A mobile version of myHealthcare Cost Estimator is available in the Health4Me mobile app, and additional ZIP codes and procedures will be added soon. This tool is not intended to be a guarantee of your costs or benefits. Your actual costs and/or benefits may vary. When accessing the tool, please refer to the Terms and Conditions of Use and Why Your Costs May Vary sections for further information regarding cost estimates. Refer to your health plan coverage document for information regarding your specific benefits. ©2013 United HealthCare Services, Inc. Insurance coverage provided by or through UnitedHealthcare Insurance Company or its affiliates. Administrative services provided by United HealthCare Services, Inc. or their affiliates. Health plan coverage provided by or through a UnitedHealthcare company.

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