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From the publishers of

EmployersWeb.com and CDHC Solutions magazines

www.cdhcsolutionsmag.com

www.employersweb.com

Superstars 2010

VOL 6 NO. 6

$7 USA

Profiles of 40 winners, including Cigna HealthCare Land O’Lakes Saint-Gobain Corp. Lowe’s Companies Inc.

and top executives Harris H. Simmons, Zions Bancorporation Jacqueline B. Kosecoff, Prescription Solutions David B. Snow Jr., Medco Health Solutions Inc. Eric Remjeske, Devenir

Plus: URAC 2010 Best Practices in Health Care Consumer Empowerment and Protection Awards National Business Group on Health ‘Healthy Lifestyles’ Awards PRSRT STD U.S. Postage PAID Permit #104 Ft. Atkinson, WI


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BU SI N E SS C O N SU LTI N G

TE C H N O LO G Y SE RVI CES


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(From the publishers of CDHC Solutions and EmployersWeb.com the magazine)

INSIDE THIS ISSUE Pages 17-60 We are proud to honor this year’s Solutions Superstars. We’ve selected 40 innovative companies and executives to honor in the leadership, innovative solution provider, plan design, plan implementation, employee education/communication, population health and wellness, and innovator categories. On these pages you’ll find profiles of the best of the best in the health care, benefits, and compensation arenas.

Most innovative Plan Design 29 richard Jones, human resources director — City of Fort Smith, AR 30 Jack norton, human resources director — Blue Lake Hotel & Casino

ceo Leadership award 18 Harris H. simmons, chairman, president, and CEO — Zions Bancorporation 20 Jacqueline B. kosecoff, CEO — Prescription Solutions 21 eric remjeske, president, co-founder — Devenir 22 David B. snow Jr., chairman and CEO — Medco Health Solutions Inc.

innovative solution Provider 24 scott stamps, HSA business development officer — First Federal 25 John Young, vice president, Consumerism — Cigna HealthCare 26 John Biwer, president — Discovery Benefits 27 Mark Priestaf, managing partner — Servant Insurance Services Inc.

Most innovative Plan implementation 31 christina M. Mull, human resources benefits coordinator — City of Cocoa, FL 33 Pamela Grove, director, Benefits and HR Operations — Land O’Lakes 34 Marty J. schwenner, vice president and chief financial officer — Magnetek 35 Mary Bradley, director of healthcare benefits — Pitney Bowes

38 Lisa sorce and the Benefits/ Human resources team — Garden Fresh Restaurant Corp. 39 robert Pierce and the saintGobain corp. Benefits Department — Saint-Gobain Corp.

Most effective Population Health and wellness 41 carol klusek, head of retirement and financial benefits — Aetna Inc. 42 Melanie Miller, assistant vice president of compensation and benefits — Ardent Health Services 43 robert ihrie, senior vice president, employee rewards and services — Lowe’s Companies Inc.

Most innovative employee education/ communication tool 37 tracy Johnson, vice president of human resources — Allegis Group Inc.

COMING UP NEXT… Watch for the next issue of CDHC Solutions, the only business magazine dedicated to bringing you the latest information about consumer-directed health care. ■ Developing and implementing a year-round communication and education program ■ A look at CDHC Solutions’ new Health Reform Navigator ■ Inside 2011’s CDHC Solutions’ Forum series www.cdhcsolutionsmag.com

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INSIDE D e P a r t M e n t s 6

Editor & Publisher’s Letter Pace of Health Care Consumerism, CDHC Picking Up

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Superstars Briefs A roundup of innovative award winners.

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Health Care Consumer Empowerment and Protections Award Winning Finalists Named

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NBGH Honors 66 U.S. Employers for Healthy Lifestyles

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Center for Health Value Announces 2010 Fellows

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Recognition Profiles

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Who’s Who Profiles

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Resource Guide/Ad Index

ONLINE web-only Features Policy & Legislative Perspective Heath Care Reform: Elimination of Retiree Drug Subsidy Deduction By Bill Boies, Amy Gordon, Susan Nash, Maggie McTigue McDermott, Will & Emery LLP

Health Care Consumerism

innovator award winners 45 Mike Fontana. vice president of Health Care Payment Solutions — Alacriti Inc. 45 william short, president and CEO — AmeriFlex 46 evan Falchuk, president and chief operating officer — Best Doctors Inc. 46 steven k. Pownall, CEO — Bemas Software Inc. 47 Jim Pshock, founder and president — Bravo Wellness

Your 2011 Health Plan Decision: A Strategic Perspective For Plan Sponsors By Eric Hershberg, John Vargas, Ken Grant Lockton Employee Benefits Group

Retirement Planning & Financial Education Financial Guidance Best Option for Employees By Liz Davidson, Financial Finesse

On-site Discussions and Blogs The Value of 401(k) on Young Savers

47 David t. Blair, CEO — Catalyst Rx 50 christopher Parks, co-founder and CEO — change:healthcare 50 Dan Morrill, president — Dynamic Benefit Systems 51 robert Patricelli, chairman and CEO — Evolution Benefits Inc. 51 tom torre, senior vice president and general manager — FIS 52 Penny trapani, product manager — Geisinger Health Plan 52 itamar romanini, senior vice president, Business Development — HSA Bank 54 Harry Gottlieb, founder and CEO — The Jellyvision Lab 54 ron Peremel, CEO and president — Myfinancialadvice Inc. 55 sanders Mcconnell, founder and president — My HSA Rewards 55 Jane cooper, founder, president, CEO — Patient Care 58 Marc D. kutter, managing partner and co-founder — PilotHSA 58 Pamela swingley, founder and CEO — RememberItNow!

By David Wray PSCA (Employersweb.com)

Who is Driving Your Health and Wellness? By Margaret Moore (Coach Meg) Wellcoaches Corp. (CDHC Solutions)

Have something to share? Post your own blog, forum, or poll on EmployersWeb.com or www.cdhcsolutionsmag.com today!

other key tools ■ Networking ■ Industry Calendar ■ Miss an issue? Catch up by reading archived articles. ■ Supplier Resources Keep your browser positioned to www.CDHCSolutionsMag.com to keep up-to-date on emerging solutions in consumer-directed health care. Also find resources, gain insight, and interact with your peers in benefits and compensation by visiting www.EmployersWeb.com.

59 Joel carter, co-founder and vice president — Secova Inc. 59 catherine cantey, cash management sales director — Synovus Financial Corp. 4

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To learn more about using the portals to network with your peers or to access potential customers surfing alongside you, contact Doug Field, publisher, at 404-671-9551 or DField@FieldMedia.com.


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EDITOR’S & PUBLISHER’S LETTER

Pace of Health Care Consumerism, CDHC Picking Up What a difference a year makes. The passage of the Patient Protection and Affordable Care Act has brought clarity to the market, yet muddied the waters at the same time. According to a new survey by the National Business Group on Health, more than one-half (53%) of large U.S. employers plan to revise their 2011 health care benefit programs in the wake of health care reform legislation and anticipated large benefit cost increases next year. In order to further mitigate costs, employers are shifting to consumer-directed health plans. In fact, 61% of plan sponsors will offer a consumer-directed health plan (CDHP) in 2011. While the most common type of plan employers will offer is a high-deductible plan combined with a health savings account (64%), the survey found a large spike in employers moving to a full replacement plan. Among employers offering a CDHP, the number moving to a full replacement plan doubled from 10% this year to 20% in 2011. Current CDHC enrollment is 18%. If that figure were to rise to 50% and participating companies used best practices in implementation and administration, the United States could save $350 billion over 10 years. With each implementation deadline of the health care law, employers are learning more about the potential consequences. However, there are many positive aspects that savvy employers are exploring. The idea of health care consumerism has clearly take hold, allowing employees to share in the benefits of managing chronic conditions and reaping the rewards for taking health risk assessments and being more conscious about how they spend their health care dollars. The rise of health savings accounts (HSA) and the possibility of investing the overages in retirement vehicles have made financial education more important, and leading employers are bringing in consultants and developing comprehensive communication and education efforts in this area. And the importance of voluntary benefits cannot be overlooked. The 2009 International Foundation of Employee Benefit Plans survey found that a full 84% of U.S. employers said they offer voluntary benefits and, what’s more, employers reported no negative employee reaction. In fact, 89% of employees had a positive view. The 40 profiles starting on page 18 represent the best of the best in compensation, benefits, and health care planning. It’s always hard to pick winners, but we believe you’ll agree that we’ve outdone ourselves this year. We’d like to thank everyone who sent in nominations. As always, CDHC Solutions and EmployersWeb.com strive to be your resource for planning and implementation for health information and benefits. We’re continually adding content that demonstrates best practices, timely blogs on topics that affect your business, and a robust forum where you can interact with your fellow benefits executives. We are proud to bring you this year’s Solutions Superstars winners and look forward to seeing you one one of our Forums or online in the coming months. Sincerely,

SUPERSTARS 2010 www.cdhcsolutionsmag.com www.employersweb.com VOLUME 6 NO. 6 SOLUTIONS SUPERSTARS 2010

Published by FieldMedia LLC 292 South Main Street, Suite 400 Alpharetta, GA 30009 Tel: 404.671.9551 Fax: 770.663.4409 CEO/ PUBLISHER/EDITOR-IN-CHIEF

Doug Field 404.671.9551 ext. 101 · dfield@ fieldmedia.com ASSOCIATE PUBLISHER

Brent Macy 404.671.9551 ext. 103 · bmacy@fieldmedia.com MANAGING EDITOR

Matt Bolch 404.671.9551 ext. 105 · mbolch@fieldmedia.com COPY EDITOR

Kevin Braun gabrauns@bellsouth.net SALES ASSOCIATES NATIONAL ACCOUNT MANAGER

Brent Macy 404.671.9551 ext. 103 · bmacy@fieldmedia.com VICE PRESIDENT OF BUSINESS DEVELOPMENT

Susan Yakots 404.671.9551 ext. 102 · subscriberservice@fieldmedia.com BUSINESS DEVELOPMENT ASSOCIATES

David Cerri 404.671.9551 ext. 106 · dcerri@fieldmedia.com Rogers Beasley 404.671.9551 ext. 109 · rbeasley@fieldmedia.com ART DIRECTOR

Kellie Frissell 404.671.9551 ext. 107 · kfrissell@fieldmedia.com CHAIRMAN OF CDHC SOLUTIONS EDITORIAL ADVISORY BOARD

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

Ronald E. Bachman, Healthcare Visions G.J. Domis, Procter & Gamble Tracy Grunsfeld, Medco Health Solutions Karen Kirkpatrick, Infinisource Mike McCue, former editor-in-chief, Managed Health Care Executive Joseph Paduda, Health Strategy Associates David Randall, CDHCI Janet Trautwein, National Association of Health Underwriters Neil Trautwein, National Retail Federation Andrew Webber, National Business Coalition on Health ONLINE CONTENT MANAGER

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Tom Becher webmaster@fieldmedia.com CDHC Solutions ™ Vol 6 Issue 6 • EmployersWeb.com™ Vol 2 Issue 2 Copyright ©2010 by FieldMedia LLC. All rights reserved. CDHC Solutions ™ and EmployersWeb.com™ are trademarks of FieldMedia LLC. CDHC Solutions ™ is published eight times yearly, EmployersWeb.com™ four times yearly, by FieldMedia, Inc., 292 South Main Street, Suite 400, Alpharetta, GA 30009. Periodical postage paid at Alpharetta, GA and additional mailing offices.

Matt Bolch Managing Editor mbolch@fieldmedia.com

Doug Field CEO/Publisher dfield@fieldmedia.com

TO SUBSCRIBE: Make checks and money orders payable to CDHC Solutions ™ magazine or EmployersWeb.com™ magazine, 292 S. Main Street, Suite 400, Alpharetta, GA 30009 or visit www.cdhcsolutionsmag.com. Non-qualified persons may subscribe at the following rates: single copy $7.50; $75.00/yr in the US, $105/yr in Canada and $170/yr international. Please contact FieldMedia at 404.671.9551 or subscriberservice@fieldmedia.com for name/address changes. PRINTED IN THE U.S.A.

CDHC Solutions ™ and EmployersWeb.com™ are designed to provide both accurate and authoritative information with regard to the understanding that the publisher is not engaged in rendering legal, financial or other professional service. If 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 mbolch@fieldmedia.com. Requests for Permissions to reuse content contact Copyright Clearance Center at info@copyright.com.

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EMPOWER employees with our online health TOOLS. Learn more at AetnaTools.com today. ©2010 Aetna Inc. Plans offered by Aetna Life Insurance Company and its affiliates. This material is for information only. Health benefits and health insurance plans contain exclusions and limitations. The Aetna Personal Health Record should not be used as the sole source of information about the member’s medical history. Health information programs provide general health information and are not a substitute for diagnosis or treatment by a physician or other health care professional. Information is believed to be accurate as of the production date; however, it is subject to change. For more information about Aetna plans, refer to www.aetna.com. Policy forms issued in OK include: HMO OK COC-5 09/07, HMO/OK GA-3 11/01, HMO OK POS RIDER 08/07, GR-23 and/or GR-29/GR-29N. 2010079

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SUPERSTAR BRIEFS

SUPERSTARS 2010

Novo Nordisk Inc., a global health care company and leader in diabetes care, has been recognized as the “Best Place to Work in New Jersey” by NJBiz, the state’s largest weekly business newspaper. This is the fourth time in six years the company has achieved this honor. Earlier this year, the company was recognized for the second consecutive year as one of Fortune’s “100 Best Companies to Work For.” The ranking is based on an independent assessment of policies, practices, and demographics as well as a comprehensive employee survey. Novo Nordisk’s recognition can be attributed in part to unique programs like College Coach, which helps parents navigate how to finance their children’s college education. A recently launched program called “I am Novo Nordisk” affirms employees’ positive responses to such programs. In “I am Novo Nordisk,” employees who exemplify the company’s values share their stories about why they love working for the company. The American Speech-Language-Hearing Association (ASHA) has been awarded the Workplace Excellence Award by the Alliance for Workplace Excellence. ASHA was recognized for its supportive corporate culture and management practices, familyand employee-friendly policies and practices, strong employee health and wellness initiatives, comprehensive growth and learning opportunities, and demonstration of corporate social responsibility and employee volunteerism. Over the years, ASHA has repeatedly won awards from the alliance. The Workplace Excellence Award has been given to the association in consecutive years since the award’s inception in 1999. “ASHA is very honored to receive this award again,” ASHA Executive Director Arlene Pietranton said. “We believe that ASHA’s responsible and supportive culture and our commitment to reaching out to our local area helps our staff, our members, and the community.” SilkRoad technology, a provider of talent management solutions, announced that its Life Suite has been selected as the winner of a prestigious CODiE Award for the “Best Human Capital Management Solution” by the Software & Information Industry Association (SIIA). The Life Suite was reviewed by members of SIIA and voted on as the winner in the category. More than 785 nominations were submitted and narrowed down to 188 products for the finalists. Of the 188 finalists, 34 winners were announced. Nominated products underwent an intensive review by subject matter experts, analysts, journalists, and others with deep experience in the field. The Guardian Life Insurance Company of America (Guardian), a provider of insurance, retirement and investment products, and employee benefits, has been recognized by IDG’s CIO magazine as a recipient of the 2010 CIO 100. The 23rd annual award program recognizes organizations around the world that exemplify the highest level of operational and strategic excellence in information technology. “Guardian is honored to be recognized by CIO magazine for our self-service website, www.GuardianAnytime.com. Guardian is consistently focused on customer service innovations to support our employee benefits solutions. Our web capabilities are just one example of how we meet the high expectations people

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have come to expect from working with us,” said Jim Pogue, senior vice president of Group Benefits, Guardian. RiseSmart, a provider of next-generation outplacement and recruitment process outsourcing solutions, has received the Champion of Diversity Award from the American Association for Affirmative Action (AAAA), an organization of Human Resources (HR) professionals managing equal opportunity, diversity, and affirmative action programs. The Champion of Diversity Award is given to an organization or corporation that has demonstrated an outstanding commitment to AAAA’s mission of fostering diversity and equal opportunity in the workplace. Other honorees include Compass Group, which works to increase the wages and improve the working conditions of Latino, Mayan Indian, and Haitian immigrants working in low-wage jobs throughout Florida; and the “Greensboro Four,” for their history-making sit-in at a Woolworth’s in Greensboro, NC, in 1960. AlliedBarton Security Services, a provider of highly trained security personnel, has been honored with a Stevie Award for HR Department of the Year at the 2010 American Business Awards. The Stevie awards were created to honor and generate public recognition of the achievements and positive contributions of organizations and business people worldwide. In 2009, AlliedBarton’s Training team received a Stevie award for Support Team of the Year. In addition to winning the Stevie award in this category, AlliedBarton was also a finalist in the Best Overall Company category for organizations with more than 2,500 employees. More than 50,000 employees and 100 offices service a client base of several thousand, which includes approximately 200 Fortune 500 companies across the country. AlliedBarton was the first security services company selected as one of Training magazine’s Top 125 training companies and has been recognized with this honor for five consecutive years. The National Association of Health Underwriters (NAHU) recently honored John J. Nelson, as recipient of the Harold R. Gordon Award at its 80th annual convention in Chicago. This award is the health insurance industry’s most meaningful and significant honor. NAHU annually awards the 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 special committee of past award recipients that carefully reviews individuals nominated for their contributions made to the industry. He is co-chief executive officer of Warner Pacific Insurance Services, one of the nation’s largest health insurance general agencies, where he works with his partners who are also his father and brother. Nelson served in various leadership positions within Health Underwriters, including national president from 2005-2006. During his tenure on the national board, he worked closely with a number of committees including media relations and membership. He also helped create the Industry Relations Committee so that NAHU could work with carriers, state and regulatory authorities, and other industry organizations on issues that impact both consumers and agents. ;


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SUPERSTARS 2010

Health Care Consumer Empowerment and Protections Award-Winning Finalists Named

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inners for the 2010 Best Practices in Health Care Consumer Empowerment and Protection Awards competition will be announced Oct. 5-7 in Chicago among 30 finalists. The competition drew entries from organizations across the nation in these business categories: health care provider practices, health information/decision support, health management, pharmacy management, workers’ compensation, health plans, and health networks. Their programs focused on two topics areas—consumer decision-making and consumer health improvement. Entries were evaluated against criteria by an independent 30-member panel of health care leaders. The judges selected the Gold, Silver, Bronze and Honorable Mention award winners in each of the organization categories, and the Platinum award winners in the two topic areas. Winners will be announced at URAC’s Quality Summit and Awards Program at the Marriott Downtown in Chicago. This year’s event includes keynote speakers, break-out sessions, and networking events designed to promote industry knowledge and understanding of what leading health care organizations are doing to engage consumers. Register online at www.urac.org. Thirty finalists in the Best Practices Awards competition are:

Alliance Plan and Henry Ford Health System— Medication Therapy Management Program

■ HealthCare

USA and Health and Dental Care for Kids—Baby Bears Club NICU Disease Management Program

■ HealthCare

USA—Beary Important Breath Program

■ HealthCare

USA and Health and Dental Care for Kids—Beary Important Bundle Program

■ Informed

Medical Decisions Inc.—High Tech, High Touch Genetics – A Model Program

■ Kaiser

Permanente Northern California and Gordon and Betty Moore Foundation–Evidence Based Sepsis Care—Mortality Reduction

■ Kaiser

Permanente Northern California—Reduction of High Risk Medication Errors

■ Keystone

Mercy Health Plan and The YMCA of Philadelphia & Vicinity—Lose To Win Type II Diabetes/Obesity Program

■ McKesson

Health Solutions—Personal Health Advisor

■ Blue

■ Prescription

■ Blue

■ ProgenyHealth

Cross Blue Shield of Illinois—A Systematic Approach to Improving Diabetes Care Cross Blue Shield of Illinois—Educating Physicians About Patient Safety

■ Blue

Cross Blue Shield of Michigan—Patient Centered Medical Home

■ BlueCross ■ Capital

BlueShield of Tennessee—End of Life Planning

BlueCross—Medication Reconciliation Referral Program

■ Care

Management Technologies, Oklahoma Health Care Authority, and Lilly USA—Oklahoma Medical Risk Management Program

■ CareFirst

Blue Cross Blue Shield—Engaging the At-Risk Population

■ CareFirst

BlueCross BlueShield—Virtual Intensive Care Unit

■ Centene

Corp.—Start Smart for Your Baby

■ Cigna

Corp.—Engagement in Intensive Case Management Program

■ Coventry

Workers’ Compensation Services—Code Red Alert: Large Scale Catastrophic Response

■ Employers

Occupational Health Inc. and informedRx— Controlled Drug Over-Utilization Program

■ Genesee

Health Plan and Genesys Health System—Health Navigator Self Management Support System

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Solutions—Multiple Sclerosis Disease Therapy Management Inc.—Case Management of NICU Infants

■ PsycHealth

Ltd., Family Health Network and Unified Physicians Network—Medical Follow-up After Mental Health Admission

■ US

Family Health Plan at Pacific Medical Centers—Pharmacy Patient Safety Program

■ WellPoint Inc.—Progesterone for Preterm Birth Prevention (17-P) ■ WellPoint

Inc.—Social Work Care Management Program

■ WellPoint

Inc. and Commonwealth of Virginia—Benefits Based Incentives and Maternity Outcomes

■ Wenatchee

Valley Medical Center and Robert Bosch Healthcare Inc.—Health Buddy Program

URAC, an independent, nonprofit organization, is well-known as a leader in promoting health care quality through its accreditation, education, and measurement programs. URAC offers a wide range of quality benchmarking programs and services that keep pace with the rapid changes in the health care system, and provide a symbol of excellence for organizations to validate their commitment to quality and accountability. Through its broad-based governance structure and an inclusive standards development process, URAC ensures that all stakeholders are represented in establishing meaningful quality measures for the entire health care industry. ;


NBGH Honors 66 U.S. Employers for Healthy Lifestyles

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record number of U.S. employers have been honored by the National Business Group on Health for their continuing commitment to promoting healthy work environments and encouraging workers to choose healthier lifestyles. Thirteen first-time winners joined a total of 66 large employers to receive “2010 Best Employers for Healthy Lifestyles” awards at the Business Group’s Institute on Innovation in Workforce Well-being Leadership Summit held in Washington, DC. “Employers all across the nation are recognizing just how important a healthy workplace and workforce are to improving productivity as well as controlling health care costs,” said Helen Darling, president of the National Business Group on Health. “The 66 employers that we are recognizing exemplify the kind of innovation and commitment that’s possible to providing lifestyle improvement programs.” Now in its sixth year, the Best Employers for Healthy Lifestyles awards acknowledge and reward those employers who have improved their workers’ health, productivity, and quality of life. The program goal is to encourage employers to take action. “What is truly exciting this year is the creativity and innovation that so many employers are bringing to their wellness and health management programs,” said LuAnn Heinen, vice president of the National Business Group on Health. “We’re seeing new and improved engagement strategies matched to a company or work-site culture, increased attention to corporate policy supporting healthy lifestyles, and stronger alignment of benefit design and incentives with health

SUPERSTARS 2010

improvement targets. Important trends include family and community involvement, improved metrics to assess program performance, and efforts to engage less accessible or decentralized employees.” Winners of the Best Employers for Healthy Lifestyles awards were honored in one of three categories: Platinum, for established workplace well-being programs with measurable success and documented outcomes; Gold, for creating cultural and environmental changes that support employees who are committed to long-term behavior changes; and Silver, for employers who have launched programs or services to promote living a healthier lifestyle. Six employers have been honored each year of the program: Baptist Health South Florida, Mayo Clinic, Pitney Bowes Inc., Quest Diagnostics, Target, and Union Pacific. The National Business Group on Health is the nation’s only nonprofit organization devoted exclusively to representing large employers’ perspective on national health policy issues and providing practical solutions to its members’ most important health care problems. NBGH helps drive today’s health agenda while promoting ideas for controlling health care costs, improving patient safety and quality of care, and sharing best practices in health benefits management with senior benefits, HR professionals, and medical directors from leading corporations. Business Group members, which include 63 Fortune 100 companies, provide health coverage for more than 50 million US workers, retirees, and their families. For more information, visit www. businessgrouphealth.org. ;

2010 BEST EMPLOYERS FOR HEALTHY LIFESTYLES AWARD WINNERS

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PLATINUM

GOLD

Aetna Andersen Corp. Baptist Health South Florida Cerner Corp. Cigna Intel Corp. Mayo Clinic Medtronic Michelin Nationwide Mutual Insurance Company PepsiCo Pitney Bowes Inc. Quest Diagnostics Union Pacific Unum UPMC (University of Pittsburgh Medical Center), UPMC Health Plan

Alta Bates Summit Medical Center American Express American Specialty Health Inc. (ASH) Aramark Inc. Arkansas Blue Cross and Blue Shield Blue Cross and Blue Shield of Alabama Boehringer Ingelheim Pharmaceuticals Inc. Campbell Soup Company Cardinal Health Inc. Cummins Inc. CVS Caremark Erie Insurance General Dynamics Electric Boat General Mills Inc. GlaxoSmithKline

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Healthways H. J. Heinz Company Johnson & Johnson Lowe’s Companies Inc. NextEra Energy Inc. Paychex Inc. Pfizer Prudential Financial Quad/Graphics Saint-Gobain Sprint State Farm Insurance Companies Target The Children’s Hospital of Philadelphia The Hartford Financial Services Group Unilever Verizon Visant Corp. WellPoint

SILVER Accenture BD Blue Cross and Blue Shield of Minnesota Chrysler Group LLC Compass Group Georgia Power Co. Meijer Microsoft Corp. Raytheon Co. sanofi-aventis U.S. Texas Health Resources Towers Watson United States Nuclear Regulatory Commission U.S. Foodservice WebMD Xcel Energy


A Single-Day Conference Series for Innovative Health & Benefits Management in 2011

www.cdhcsolutionsforum.com

New CDHC Solutions Forums Coming Soon! A One-Day Forum to Give A-to-Z Insight into Consumer-Directed Health Care Solutions and the Health Care Law to be Held Four Times in 2011. Check for upcoming dates and locations at www.cdhcsolutionsforum.com. Whether your company already has a consumer-directed health care plan in place or is considering implementing one, you should attend a CDHC Solutions Forum in 2011! Share Best Practices with Experts Top vendors and employers facing the same challenges that you do will present best practices in intimate forums that invite questions and ongoing dialog. The Forum is focused solely on consumer-directed health care, including supplemental health benefits, pharmacy benefits management, disease management and wellness strategies, incentives, HSA/HRA/FSA administration and finance, employee communication, and much more! Any changes with health care reform won’t take place for several years and are unlikely to have much impact on the CDHC space. What won’t change without embracing consumerism is yet another increase in health care premiums that neither employers or employees can afford. CDHC Solutions Forum is designed as a one-day bootcamp for those new to consumer-directed health care and for those looking to enhance current offerings. Registration of both sponsors and participants is limited to facilitate one-on-one sharing of ideas.

• Learn about the latest CDHC trends, including new products and technologies • Network with your peers to share concerns and opportunities around CDHC • Discover products and services that will help your CDHC implementation succeed Example of Conference Program Agenda: 7:30 a.m. - 9:00 a.m. 9:00 a.m. - 9:15 a.m.

Registration/Continental Breakfast and Networking with Sponsors Welcome and Opening – Doug Field, CEO, FieldMedia LLC, publishers of CDHC Solutions and producers of CDHC Solutions Forum 9:15 a.m. - 10:15 a.m. Opening General Session: Health Care Reform, MegaTrends and Health Care Consumerism – Ron Bachman, FSA, MAAA, senior fellow, Center for Health Transformation, chairman CDHC Solutions Editorial Advisory Board; and John Young, vice president-Consumerism, CIGNA Healthcare 10:15 a.m. - 10:30 a.m. Beverage Break 10:30 a.m. – 11:15 a.m. General Session: The Future of HSAs in a Post-Reform World – Roy Ramthun, “HSA guru,” former health care adviser to President Bush and president of HSA Consulting Services 11:15 a.m. – 12:00 p.m. Health Plan Changes for 2010 and Beyond: What’s an Employer to Do? – John Hickman, partner, Alston & Bird LLP 12:00 p.m. - 1:30 p.m. Lunch/Networking with Sponsors and “Ask the Expert” Roundtable Discussions 1:30 p.m. - 2:30 p.m. Breakout Session (attend one of four) 1. Re-Thinking, Re-Focusing, and Refinancing the Employer Investment in Wellness – Scott McFarland, president, Cleveland Clinic Wellness 2. Assisting Employees in Becoming Effective ePatients – Charles W. Smith MD, chairman and medical director, eDocAmerica 3. Case Study in CDHC Implementation – Dan Morrill, president product development, Dynamic Benefit Systems 4. The Future of HR BenAdmin Process Automation – John Gage, vice president, and Rob Norris, co-founder of Empowered Benefits 2:45 p.m. - 3:45 p.m. Breakout Session (attend one of four) 5. Onsite Medical Clinics and Walk-in Clinics: How to Combat Traditional Fee-for-Service Approaches – Bill Bennett, CFP, CFCI, TransformHealthRx 6. Utilizing Incentives to Influence Decisions and Improve Health – William L. Ashmore CPA, CEO State of Alabama Employees’ Insurance Board and Jim Pshock, president, Bravo Wellness 7. Technology Solutions for CDH and Ways to Control Cost – Mark O’Leary, senior vice president, TSYS Healthcare 8. Proven Techniques to Improve Employee Participation and Engagement in Your CDHP Program – Tony Holmes, partner, Mercer Health and Benefits 3:45 p.m. - 4:15 p.m. Beverage Break with Sponsors 4:15 p.m. - 5:30 p.m. Closing General Session: Employer Roundtable Discussion – How Plans are Preparing for the New Health Care Law – Terry Womack, fellow with Center for Health Transformation; Mary Stranger, director of benefits, Synovus; Steven Wilkinson, compensation and benefits director, Southern Company; Lisa Evans, director of health care, Southwire

Watch for more information and register at www.cdhcsolutionsforum.com or call 404.671.9551.


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SUPERSTARS 2010

Center for Health Value Announces 2010 Fellows

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wenty-two of the nation’s leading health benefits executives who are committed to improving engagement and accountability in health management have been named Fellows of The Center for Health Value Innovation. “This honorable title of Fellow goes to a rarified group of individuals who have not only implemented value-based design in their own organizations but have also demonstrated alignment of incentives,” said Cyndy Nayer, president and chief executive officer. “Our Fellows advance the goal of linking health value to accountability for outcomes in our communities.” Medical Director Michael Taylor, M.D., concurred, “These leaders demonstrate a variety of value-based designs with replicable examples of improved health outcomes.” 2010 Fellows: • Jan Berger, M.D., president, Health Intelligence Partners LLC • Wayne Burton, M.D., chief medical officer, American Express Co. • Joycelyn Elders, M.D., former U.S. Surgeon General, special adviser, government relations • Paul Grundy, M.D., director of Healthcare Transformation, IBM Global Well Being Services and Health Benefits, IBM • Robert Holben, former director of compensation and benefits, Gulfstream Aerospace Corp. • Dave Johnson, M.D., president, Vivacity, associate medical director, Premera Blue Cross • Alison Kocanda, manager, Medical Education, Medical & Scientific Affairs, Takeda Pharmaceuticals North America Inc. • Robert Kritzler, M.D., deputy chief medical officer, Johns Hopkins HealthCare LLC, vice president of communications, Center for Health Value Innovation • Cheryl Larson, director of membership and education, Midwest Business Group on Health • Donna Marshall, executive director, Colorado Business Group on Health • Clare Miller, director, American Psychiatric Association • Kavita Nair, Ph.D., associate professor, University of Colorado Health Sciences Center, vice president of government, finance and ethics, treasurer, Center for Health Value Innovation • Kevin O’Brien, chief executive officer, Partners in Care • Laurel Pickering, executive director, New York Business Group on Health • Richard Popiel, M.D., vice president and chief medical officer, Horizon BCBS of New Jersey • Robert Scully, M.D., chief medical director, Health Alliance Medical Plans • Scott Smith, customer marketing manager, Managed Markets Planning, GlaxoSmithKline • Michael Sokol, M.D., corporate medical director, Merck and Co. Inc. • Brian Sweet, RPh, chief pharmacy officer, WellPoint Inc. • Jerry Vuocolo, director, Healthcare System Strategy, Merck and Co. Inc. • Fred Williams, director of Health Benefits Management, Quest Diagnostics Inc., director of community health innovation, Center for Health Value Innovation • Jerry Reeves, M.D., vice president of Medical Affairs, Health Insight of Nevada, principal, Health Innovations LLC The Center for Health Value Innovation has grown into the nation’s premier organization dedicated to sharing the evidence of improved health and economic outcomes through improved engagement and accountability. As the nation’s premier benefits leadership exchange, center Fellows will accelerate the adoption of innovation that supports the five C’s of sustainable behavior change: commitment, concern, cost, communication, community. The center is developing the largest database of value-based levers—incentives, insurance plan designs, and services that companies use to improve the health value of investments. Through interviews, surveys, and collaborative intelligence of center members, the acceleration of adoption shows that value-based benefit designs (VBD) are a significant part of health and performance investing. ;

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Solutions Superstars 2010 15

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Health Reform Navigator includes: PPACA – Direct point and click access to Insurance- and Taxes and Penalties-specific sections of the law. Locate immediately the actual language of PPACA for each topic you are interested in (e.g. grandfather clause, small group subsidy, child coverage).

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SUPERSTARS 2010 A

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CDHC Solutions and EmployersWeb.com Congratulate the Winners of the 5th Annual Superstars Awards Everybody loves a compelling story—that’s why the annual Solutions Superstars issue is so special. DHC Solutions and EmployersWeb.com were created to share the successes and challenges around health care plans, benefits, and compensation. Each issue focuses on specific issues that impact the marketplace, but this issue is focused squarely on those successes. Plan designs that embrace health care consumerism, putting employees and the families firmly in charge of decision-making while boosting productivity and saving employers money. Population health and wellness initiatives that reward workers for taking charge of their health. A quartet of leaders who have wrapped their arms around the myriad changes taking place in the market and come up with innovative solutions to issues facing their workers and clients. We’re proud to present 20 top companies and government entities that embody the best in health care, benefits, and compensation planning, implementation, and communication. We’re also proud of an additional 20 Innovator Award winners that

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represent cutting-edge technology and top-notch solutions for the market. You’ll read about Robert Ihrie of Lowe’s Companies Inc., who has implemented popular health and wellness initiatives that are saving the company money while improving the lives of employees. See page 43. Aetna has helped employees gain knowledge about their financial planning, retirement, and asset management through an innovative financial wellness benefit called “Grow Your Money.” Learn more on page 41. And Land O’Lakes experienced overwhelming success in its transition to a CDHC plan through effective employee communications. See page 33. It’s an exciting time to be in business, and we hope that you’ll continue to count on CDHC Solutions and EmployersWeb.com to be a clearinghouse for useful, actionable information that you can use in your business every day.

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Solutions Superstars 2010 17


SUPERSTARS 2010

CEO LEADERSHIP AWARD

Harris H. Simmons

Zions Bancorporation

CHAIRMAN, PRESIDENT, AND CEO

Bank ‘Guarantees‘ Satisfaction with CDHP Options Company: Zions Bancorporation Headquarters: Salt Lake City Website: www.zionsbancorporation.com No. of employees: 11,000 Nature of business: Zions Bancorporation consists of a collection of eight banks operating under local management teams and community identities through approximately 500 offices in 10 Western and Southwestern states. Key executives: Harris H. Simmons, chairman, president, and CEO Doyle L. Arnold, vice chairman Connie Linardakis, executive vice president Human Resources Key solution providers: Aetna, Cigna, and Kaiser, medical or health plan administration and management Mayo Clinic, wellness programs including lifestyle coaching, health assessments, and incentive tracking ConnectYourCare, dental/ vision plan administration Manage Health Network, employee assistance program and management Mercer, health and welfare consulting services

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ith more than $51 billion in assets, Zions Bancorporation operates 500 full-service banking offices in 10 Western and Southwestern states and employs more than 11,000 people. Providing these employees and their families with quality health care has been a focus for Harris H. Simmons over the course of his 30-plus years with Zions. But as he saw the cost of HMOs and PPOs increasing 20% or more annually, he encouraged Zions’ benefits director to explore long-term, sustainable health plan options that also helped the company stay competitive. With Simmons’ support, the company’s benefits team developed a creative solution using consumer-driven health plans (CDHP) in conjunction with health savings accounts (HSA) that would lower the company’s overall costs. In 2005, Zions Bancorporation’s CEO became a pioneer in his industry by transitioning the company from HMO and PPO plan options to CDHPs with an HSA option. By 2007, Simmons and his benefits committee recognized they would be doing a disservice to employees by keeping inefficient HMO and PPO options on the plan, subsequently making the leap to 100% CDHP options. Simmons’ leadership in shifting to CDHP options has the power to inspire other companies to adopt similar initiatives. Having served as past chairman of the American Bankers Association and in his current service on several business and nonprofit boards, Simmons shares his knowledge, innovation, and advocacy of costeffective CDHPs with other business leaders. Simmons took a leadership role in championing CDHPs to employees. He encouraged all senior managers in the company to likewise promote the benefits of the

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plans through educational workshops and company communications. Not surprisingly, many employees previously enrolled in HMO or PPO plans resisted the termination of those plan options, reasoning that they would rather pay more in premiums than have to worry about contributing to an HSA. They had trouble reconciling the upfront cost of CDHPs with the actual expense savings for more than 90% of employees. Under Simmons’ leadership, the company offered employees resistant to the CDHPs a money-back guarantee for those who could prove they would have saved money on the old HMO and PPO options in 2007 and 2008. Taking it a step further, the company developed a unique no-interest loan program to ease employee concerns about paying a significant sum to meet the deductible if an unexpected medical event occurred or for those who had not fully funded their HSAs. As of June 2010, only 34 loans have been processed and over half of eligible employees are now enrolled in an HSA. Simmons empowered employees with solutions, giving them diverse plan options that allow them to manage their risk levels, while safeguarding against high medical costs. Because of his leadership, Zions has been able to maintain a 5% cap on annual plan increases. “The most valuable people in an organization tend to be those with strong judgment and technical skills, who also have relatively thick skins and well-controlled egos, and who are able to be generous in giving credit to others for successes and are quick to take responsibility when things go wrong,” Simmons said. ;


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SUPERSTARS 2010

CEO LEADERSHIP AWARD

Jacqueline B. Kosecoff

Prescription Solutions

CEO

Innovator Helps People Live Healthier Lives

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Company: Prescription Solutions Headquarters: Irvine, CA Website: www.PrescriptionSolutions.com No. of employees: 4,500 Nature of business: Prescription Solutions offers a sophisticated array of highquality pharmacy benefit management (PBM) services, including retail pharmacy network claims processing, mail order pharmacy, specialty pharmaceutical management, and clinical programs. Key executives: Jacqueline Kosecoff, Ph.D., CEO Edward Feaver, Pharm.D, president Joe Addiego, M.D., chief medical officer

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ocused. Bright. Driven. Innovative. Caring. Those are words often used to describe Jacqueline B. Kosecoff, CEO of Prescription Solutions, one of the nation’s largest pharmacy benefit management (PBM) organizations and a UnitedHealth Group company. Prescription Solutions serves more than 11 million members in the United States. Kosecoff is a renowned expert in clinical and health services research and the co-founder of three companies. She enjoys the health care field because it allows her to combine her love of science with an ability to provide a social good— helping people to live healthier lives while reining in health care costs and expanding access to health care services. “You can create a great organization if and only if you make sure that the people that are working there have an opportunity to become great,” said Kosecoff. Under Kosecoff’s leadership, Prescription Solutions has embraced a number of innovative programs designed to keep patients safe and healthy, while reducing costs. She has been the driving force behind the Prescription Solutions Drug Interaction Alert Program (DIAP), which identifies and reduces potentially serious drugdrug interactions (DDI) by using real-time, patientspecific notifications to alert prescribing physicians to significant drug interactions. Emergency room visits

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and hospitalizations resulting from DDIs cost the health care system an estimated $1.3 billion annually. Prescription Solutions’ groundbreaking, proprietary program directly addresses the lack of coordinated care that often exists with patients who are under the care of multiple prescribers or are using multiple pharmacies. DIAP has helped resolve potentially dangerous drugdrug interactions for more than 40% of plan members. In addition, some 68% of physicians who returned the provider response form indicated they found the information provided by DIAP useful. The program was so successful it received a silver medal in the PBM category of the 2009 URAC Best Practices in Consumer Empowerment and Protection Awards. At the URAC conference, Alan P. Spielman, president and CEO of URAC said, “(Prescription Solutions) has made a difference in the lives of consumers by implementing leading-edge programs with results that matter.” As passionate about helping women meet their career goals as she is about health care, Kosecoff created the Women in Corporate Leadership Program, serves as a mentor in the U.S. State Department/ Fortune Women Mentorship Program and is a member of the Trusteeship for the International Women’s Forum and the Committee of 200. “The most important bit of advice I have for the next generation of women entering health care or other professions is I would do three things,” she said. “The first thing is make sure you like the profession and the problems it solves. The second is make sure you understand what you want to be within that profession and what skill sets and experiences you need to get there. And the third is do not think you can have it all at once, particularly for women who aspire to have husbands, families, and careers. That takes a certain sort of maturity that women need to think about in advance.” ;


SUPERSTARS 2010

CEO LEADERSHIP AWARD

Devenir

Eric Remjeske PRESIDENT, CO-FOUNDER

Customized Investment Options Provide Choices for Public and Private

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y empowering the consumer, we can change the face of health care choices and health care pricing.” Devenir President and co-Founder Eric Remjeske aims to remake the consumer-directed health care (CDHC) investment landscape. Devenir offers customized investment solutions to support employee health benefit plans. An independent investment firm, the company offers a host of investment options to suit the unique needs of public and private employers, banks, third party administrators, and plan participants. The company’s stated goal is to create convenient, user-friendly, and cost-effective investment platforms by integrating quality investment choices with streamlined administrative functions. The company’s plan-design expertise covers health savings accounts (HSA), health reimbursement arrangements (HRA), voluntary employees’ beneficiary association (VEBA) trusts, and other post-employment benefits (OPEB) trusts. The Devenir solution allows participants in account-based health plans to allocate a portion of their savings into a variety of investment options to facilitate the potential for longer term investment growth in their associated CDH accounts. “When matched with a high-deductible health plan, a consumer can save on monthly health insurance premiums and invest the savings into a tax-deductible account,” Remjeske said. Devenir provides strategic financial solutions to individuals and corporations through a wide range of complementary services designed to meet its clients’ wealth management and corporate services needs, including customized wealth management for high net worth individuals, families, corporations, trusts,

and foundations; and dedicated corporate services to banks, corporations, executives, and third party administrators. Remjeske credits his team with taking a personalized and proactive approach in providing objective advice to Devenir’s clients. The company’s highly qualified professionals have worked at some of the most respected investment firms in America, gaining the knowledge and experience necessary to provide insightful financial advice. So clients can expect a level of expertise and personalized service usually found only at the largest financial firms. Prior to co-founding Devenir, Remjeske served as an associate vice president and investment officer with RBC Dain Rauscher. During his 10 years with RBC Dain Rauscher, he developed and managed investments for individuals and institutions. Remjeske specializes in creating investment solutions for individuals and institutions. With more than 17 years of experience in the investment industry, he has developed and integrated a number of innovative investment platforms for the HSA, HRA, and VEBA markets. Remjeske has established relations and created partnerships with the largest banks and administrators in the country to establish their strategy, including the integration of the investment platforms. In 2007 he was named among Institutional Investor 20 rising stars of retirement plan advisers for his work in the HSA market. Devenir’s president also is a founding member and the vice chair of the Industry Advisory Council of the HSA Coalition, a founding member of Consumers For Healthcare Choices, a nonprofit organization focused on consumer-driven health awareness as a member of the American Bankers Association’s HSA Council. ;

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Company: Devenir Headquarters: Minneapolis Website: www.devenir.com No. of employees: 7 Nature of business: Devenir provides investment options for all eligible consumerdriven health accounts. Key executives: Eric Remjeske, president, co-founder Lori Gluth, senior vice president, Corporate Services

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SUPERSTARS 2010

CEO LEADERSHIP AWARD

David B. Snow Jr.

Medco Health Solutions Inc.

CHAIRMAN AND CEO

Pharmacy Strives for Drug Safety While Reducing Costs Company: Medco Health Solutions Headquarters: Franklin Lakes, N.J. Website: www.medco.com No. of employees: 23,000 worldwide, including 3,000 pharmacists and 600 nurses Nature of business: Medco provides clinically driven pharmacy services designed to improve the quality of care and lower total health care costs for private and public employers, health plans, labor unions, and government agencies of all sizes, and for individuals served by Medicare Part D Prescription Drug Plans. Key executives: David B. Snow Jr., chairman and CEO Kenneth O. Klepper, president and chief operating officer Robert S. Epstein, M.D., M.S., chief medical officer and president, Medco Research Institute Timothy C. Wentworth, group president, Employer Accounts John P. Driscoll, president, New Markets Brian T. Griffin, group president, Health Plans Key solution providers: UnitedHealthcare, Cigna, Aetna, AvMed, and Medical Mutual, health plans Delta Dental, dental Disability Management Associates, disability Medco, prescription benefits manager

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avid B. Snow Jr. has built Medco Health Solutions into an enterprise recognized as one of the world’s most innovative health care companies and a leader in clinically driven pharmacy care. Medco serves approximately 65 million Americans, including employees and retirees in public and private sector organizations, members of health plans, and seniors nationwide through Medicare. Snow is committed to identifying ways to rid the health care system of financial waste while increasing prescription drug safety. His dedication to advancing a wired health care system, evidence-based research in pharmacy, and innovation in the treatment of chronic diseases will harness opportunities that could reduce health care costs by as much as $1 trillion a year. Snow established Medco as the world’s most advanced pharmacy, delivering the safety of unparalleled dispensing accuracy and raising standards for clinical excellence. More than one-third of the company’s 3,000 pharmacists are specialists deployed across Medco Therapeutic Resource Centers, providing disease-specific therapy management for patients with chronic and complex diseases—patients who account for 96% of pharmacy spending and 75% of medical costs. With nearly 23,000 employees, Medco operations also include Accredo, America’s largest specialty pharmacy; Liberty Medical, a diabetes-care leader; and several international initiatives that leverage Medco’s innovative solutions to transcend geographic, political, and cultural conventions to address health-related quality and cost issues abroad. To accelerate clinical research into mainstream medical practice, Snow formed the Medco Research Institute. Collaborating with organizations such as the U.S. Food and Drug Administration, Mayo Clinic, Harvard University, Indiana University School of Medicine, and other leading institutions, Medco is forging the future of health care through prominent research partnerships to demonstrate the value and safety of personalized medicine, where drugs are prescribed and dosages determined based on an individual patient’s unique genetic makeup.

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“Medco is at the epicenter of a very big idea in health care. We will continue to expand our footprint beyond the traditional boundaries of a pharmacy benefits manager and forge the future with our pioneering work in pharmacogenomics,” Snow said. “We will advocate for real health care reform that will improve quality, extend access, and fundamentally lower costs. Internally, we will continue our commitment to operational excellence and to making our company more agile and efficient.” By implementing advanced technologies into their model of pharmacy care, Medco has expanded its safety net for patients with the launch of the Medco Health Store, which provides a virtual channel to purchase nonprescription products online, while addressing the increasing safety concerns related to interactions between prescription and over-the counter drugs, vitamins, and supplements. Snow is an outspoken champion of health care reform, and he strives to dramatically improve the quality and efficiency of health care, provide greater transparency, foster accountability, reduce costs, and optimize clinical outcomes to improve the delivery of care to patients. “I could not be more pleased or proud of Medco’s performance in what is admittedly a pressure-filled environment that sets high expectations and then overachieves,” Snow said. “It’s under these types of demanding situations that our success is even sweeter. By serving our clients and customers, we best serve our own interests.” ;


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INNOVATIVE SOLUTION PROVIDER/ FINANCIAL INSTITUTION

SUPERSTARS 2010

Scott Stamps

First Federal

HSA BUSINESS DEVELOPMENT OFFICER

Company: First Federal Headquarters: Charleston, SC Website: www.firstfederal.com No. of employees: 885 Nature of business: Owned by First Financial Holdings Inc., First Federal operates 65 financial centers in the Charleston metropolitan area, Horry, Georgetown, Florence and Beaufort counties in South Carolina, and in Brunswick, New Hanover and Pender counties in North Carolina. The company also provides insurance and brokerage services through First Southeast Insurance Services, The Kimbrell Insurance Group, and First Southeast Investor Services. Key executives: A. Thomas Hood, president R Wayne Hall, CEO Dale Hall, executive vice president and chief banking officer Blaise Bettendorf, chief financial officer Rick Arthur, executive vice president, Retail Banking John Golding, executive vice president, Commercial Banking Key solution providers: Benefit Administrators Inc., medical and dental benefits administration CWI Benefits, claims processing

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Flexibility, Tax Advantages Offered in Lower Cost Health Plans

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outh Carolina-based financial services company First Federal has stepped out of the traditional role of a branch bank to offer unparalleled health savings account (HSA) services to account holders, employers, and benefit brokers. The bank’s mission for its HSA program is to be the premier community resource for HSA by helping customers lower health care costs, live healthier lifestyles, and become conscious health care consumers with HSAs. “We believe HSAs are a great way for employees and employers to migrate to lower cost, high-deductible health plans,” said Scott Stamps, First Federal’s HSA business development officer. “It’s a wonderful tool that can reduce company health care expenses, which allows employers to offer a better benefits package to employees. The HSA offers employees added flexibility, choices, and tax advantages.” Under Stamps’ direction, the company has created a strong program that includes consulting for HSAs with more than 100 benefit brokers, insurance agents, TPAs, and employees. Providing employee education is one of the pillars of a successful HSA program. As such, Stamps provides on-site enrollment and educational meetings with employer groups during open enrollment period. He also conducts interactive HSA educational workshops for employees throughout the year and hosts employer consultations, including account opening and payroll funding assistance. A partnership with PilotHSA brings enhanced HSA services that include integration of health insurance plan information, along with Form 8889 tax reporting assistance. Stamps also coordinates online enrollment for individuals and groups. “We find that many employees purchase traditional PPO-type plans and never utilize the extra coverage that they are paying for,” Stamps said. “Also, many

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employers want to encourage participation in the highdeductible option but have trouble showing employees the value provided by lower premiums, tax advantaged savings, and many times, lower maximum exposure for major health-related expenses. Education is essential to making sure they’re fully aware of the many coverage benefits offered by an HSA. We want them to get their money’s worth.” In addition, Stamps has created a consistent, quality HSA client support system that meets customer needs on an ongoing basis. “First Federal HSA clients have full access to the bank’s financial center staff, our Customer Service department, and detailed information online,” he said. “It is imperative that the HSA client feels fully supported. Most of our financial centers have an ‘HSA expert’ who has the experience and knowledge to open and consult on HSAs.” First Federal operates a network of 65 offices and employs 885 staff members who receive consistent HSA training and have access to HSA resources. “Our five years-plus experience of offering HSAs to our own employees has provided us with a wealth of knowledge in working with other employer groups to provide HSAs. We hear firsthand the issues that surface when employees need assistance making the decision to move to a consumer-directed option or throughout the year as the HSA and health insurance are used to pay for health care expenses.” Senior management at First Federal demonstrates support of the HSA program by actively promoting highdeductible health program options in the company’s health plan. The company now has more than 50% of eligible employees choosing a high-deductible plan option. ;


INNOVATIVE SOLUTION PROVIDER/ HEALTH PLAN

SUPERSTARS 2010 John Young

Cigna HealthCare

VICE PRESIDENT, CONSUMERISM

CDHC Proves Successful

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lthough John Young has been a catalyst for making consumer-directed health care (CDHC) the fastest-growing employee benefit strategy in the mid-market segment (100 to 5,000 employees), he deflects much of the credit onto key broker partners. “In large part, superstars behind today’s superior results are the advisers who are leading their clients and prospects to this strategy: Sander Domaszewicz from Mercer in California; Barb Vasko from Aon Consulting in Minneapolis; Kevin Munkholm and Arlene Lieberman from Barney and Barney in San Diego; Nancy Riggs from Lockton, Kansas City; Scott Wood from Benefit Commerce Group in Phoenix; Courtney Touw from Clearpoint in Seattle; Dan Hodges from Woodruff Sawyer and Company and Nicole White from Wells Fargo in San Francisco; Nancy Scola Lombaer from Laurus Strategies in Chicago; and Bryce Eddy from Poms and Associates in Los Angeles, to name a few,” Young said. Partnering with these and other CDHC-savvy advisers across the country has allowed Cigna to grow its book of business in the CDHC realm, benefiting both the health plan and the employers who purchase such coverage and their employees. Although the idea of saving money on health care coverage provides the immediate appeal, the concepts of consumerism and population health and wellness allow employees that important buy-in to effectively “own” their own health. “The original superstars of consumer-driven health were employers—visionary leaders who saw the sense of the innovation and jumped in—without knowing study results, without knowing best practices,” Young said. “They did it because the leader believed it made sense. Today, the empirical data states that consumerdirected health plans work reducing health care costs without sacrificing care.”

Young also deflects accolades onto Cigna’s Bill Reindl and the Choice Fund product team. “To have the direction and support of phenomenal people, all passionate about CDH and executing the best in class approach for our customers, has led to a superior result,” Young said. During the past four years, Cigna has compared actual claims data of individuals covered in CDHC plans with those in traditional HMO and PPO plans. The results consistently show that properly designed CDHC plans deliver lower medical and pharmacy costs—26% lower over a four-year period—while levels of care for preventive medicine, chronic disease management, and evidence-based treatments are higher than in traditional managed care health plans. Bolstered by the increased relevance of CDHC plans and the recognition they truly can impact health care costs, Young’s work has shifted from explaining the “ifs” about CDHC to answering “how” questions about implementation best practices for employers with existing CDHC strategies who want to improve them, or employers just starting down the consumerdriven road. If the share of Americans enrolled in a consumer-directed plan rose from a current 18% to 50%, and the best practices were applied, the United States could achieve $350 billion in savings over 10 years, Young said. “In my view the success of CDHC plans boils down to these best practices: key levers such as an optimal plan design, targeted incentives, thoughtful contribution strategies, simple and direct communications, easyto-use cost and quality transparency tools, and other resources to build up consumer trust, confidence and skills, personalized health advocacy, and a revolutionized customer experience,” Young said. ;

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Company: Cigna Corp. Headquarters: Bloomfield, CT and Philadelphia Website: www.cigna.com No. of employees: 29,300 Nature of business: Cigna is a global health service company, committed to improving the health, wellbeing, and security of the people it serves. Key executives: David M. Cordani, president and CEO Annmarie Hagan, executive vice president and chief financial officer Jeffrey Kang, MD, MPH, chief medical officer John M. Murabito, executive vice president, Human Resources and Services Carol Ann Petren, executive vice president and general counsel Michael D. Woeller, executive vice president and chief information officer

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INNOVATIVE SOLUTION PROVIDER/ TPA

SUPERSTARS 2010 John Biwer

Discovery Benefits

PRESIDENT

Customer Service Improves with Innovative Solutions Company: Discovery Benefits Inc. Headquarters: Fargo, ND Website: www.discoverybenefits.com No. of employees: 175 Nature of business: Discovery Benefits is a third party administrator for COBRA compliance, health savings accounts, flexible spending accounts, health reimbursement arrangements, and transit/ parking plans with more than 4,500 clients nationwide composed of more than 2 million eligible employees. Key executives: Mike DiFiore, chief financial officer Matt Feir, senior vice president Kara Johnson, vice president, COBRA Compliance Sandy Kjelvik, vice president, Operations Amy Perrin, vice president, Benefits Services Suzanne Rehr, executive vice president Key solution providers: Benaissance/COBRApoint, COBRA and custom billing software platform Lighthouse1, reimbursement account (CDHC) software platform Hyland, imaging and workflow systems E-Doc, custom document management software solutions Marco, voice, data, video, and print solutions

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iscovery Benefits leverages the expertise of its employees along with leading-edge technology to successfully create new opportunities. Ongoing regulatory changes coupled with a highly competitive industry and price points that remain relatively unchanged from 15 years ago require a nimble, adaptive, customer-centric culture in order to stay competitive and profitable. Key reasons for implementing new technology at the third party administrator include a desire to diversify and create new opportunities and more efficient and effective operations. John Biwer, the company’s president, helps lead the teams in the company’s objective of providing innovative solutions and extraordinary customer service. Discovery has seen tremendous growth due in large part to its employees’ acceptance of and push for change, the engine behind the company’s innovation. Employees accept change as an opportunity to grow and know that in order to innovate effectively, any insight gained must be put into action to make a genuine difference. The ability to adapt and accept new responsibilities, new team configurations, and new job functions is what allows the action to occur quickly and efficiently. “We’ve watched John Biwer’s leadership drive Discovery Benefits to establish a culture and reputation of leveraging cutting-edge technologies to improve the client experience. This culture means clients get greater accuracy, improved speed, increased transparency, and a higher personal touch,” says John Jenkins, Benaissance/ COBRApoint CEO. Over the last couple of years, Discovery has spent a great deal of time and effort to beef up its infrastructure to allow the company to expand its service offerings. Examples include expanding COBRA services to include custom billing options; broadening the health reimbursement arrangements market; and creating flexible spending account plan designs that work well with and complement health savings accounts both before and after the

See our Who’s Who Profile on Page 62.

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high-deductible health plan (HDHP) deductible is met. A major change and opportunity for Discovery this past year was the addition of CDHC account administrative services as a business process outsourcing (BPO) option, which allows the company to offer private label administration for many large, well-known national corporations. The BPO offering allows Discovery to diversify its book of business and expand its technical infrastructure even more. “Discovery is to be commended on its innovative and solution-oriented approach to consumer-directed health care,” said Jeff Young, CEO of Lighthouse1. “The company’s strong growth, combined with a diverse set of solutions and commitment to extraordinary customer service, make Discovery an ideal partner in our mission to simplify the business of health care.” A key initiative was the implementation of an enhanced workflow and imaging system that allowed the company to go paperless overnight. Imaging combined with a workflow system provided an immediate and noticeable improvement in customer service. Through improved turnaround times, Discovery clients enhanced benchmark reporting and expanded call topic tracking that resulted in more responsive and directed communication for employers and participants. “Our goal was to focus on increasing internal efficiencies in ways that would directly and positively impact our clients’ experience,” said Biwer. ;


INNOVATIVE SOLUTION PROVIDER/ BROKER

Servant Insurance Services Inc.

SUPERSTARS 2010 Mark Priestaf MANAGING PARTNER

Clients Come First as Software Solves Communication Issues

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ccording to Servant Insurance Services, a servant is one who puts the needs of others before self and is willing to go the extra mile to help others. Sounds simple, but using the servant mindset to serve the business community resonates among clients of the company. Although Servant is just two years old, Managing Partner Mark Priestaf helped form the firm on the foundation of a larger agency that Priestaf had a 50% ownership stake for nearly 30 years. “Typical philosophical differences in management style and direction necessitated the formation of Servant,” Priestaf recalled. “The new organization gave Wayne Weese, my managing partner, and me the ability to start fresh in the agency’s direction and focus.” Besides a client-first mentality, a differentiator at Servant Insurance is the use of a proprietary-software program developed by sister company Dynamic Benefit Systems (DBS) to develop consumer-directed health care programs in real time. Gone are weeks of meetings and planning while various options are discussed. The system, developed in conjunction with Dan Morrill, employee benefits vice president at Servant and president of DBS, shows the effect of various decisions and plan options at a glance, allowing employers to tweak plan offerings and discover the costs associated with each option.

“The key component we as benefit brokers felt was missing in the marketplace was a tool to aid employers and their brokers in the design and communication of CDHC plans,” Priestaf said. “Standard spreadsheet presentations and analysis provided to the employer by brokers proved extremely time-consuming, lacked clarity, were largely static in nature and, frankly, just didn’t do the job. We reasoned that with appropriate design and communication software, three potential failure points involving the three key players in the equation—the broker, employer management, and employees—could be eliminated or significantly reduced.” Those failure points include poor communication and understanding of key CDHC concepts, employers making a poor decision about health plans because of a lack of clarity, and lack of buy-in among employees. The result is the DBS system, which allows analysis of various plan options in real time for not only coverage but also potential impacts to the employer’s bottom line. Faced with nearly constant double-digit increases in health care premiums, employers can tailor benefits to minimize increases and take advantage of CDHC offerings. Employers also can examine the impact on employees in the form of employee payroll plan contributions of the various plan designs as well net employee out-ofpocket maximums, after the impact of HRA and/or HSA contributions are factored. “The motivation in the design of our software places the employer and its employees at the center of our world and drives every additional broker tool and resource that we, as practicing brokers, offer within the software,” Priestaf said. “Our daily struggle, as a broker, is to humbly honor and fulfill our agency value system that was the impetus for our choice of our name, Servant Insurance.” ;

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Company: Servant Insurance Services Inc. Headquarters: Oshkosh, WI Website: www.servantinsurance.com No. of employees: Approximately 17 Nature of business: Servant Insurance Services provides employee benefits insurance as well as commercial, personal, property, and casualty insurance. Key executives: Mark Priestaf, managing partner Wayne Weese, managing partner

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C ngratulation s...

to the City of Fort Smith, Arkansas – a 2010 CDHC Solutions Superstar – and to Richard Jones, one of the most innovative benefits leaders we know!

It’s really no surprise that a progressive municipality like the City of Fort Smith would be creative and dedicated to helping their team members make a strong connection between health and wealth. We’re proud to continue partnering with the City of Fort Smith and our other clients in designing relevant and successful programs to encourage health care consumerism. © 2010 United HealthCare Services, Inc. 08-10 No part of this document may be reproduced without permission.


MOST INNOVATIVE PLAN DESIGN

SUPERSTARS 2010 Richard Jones

City of Fort Smith, AR

HUMAN RESOURCES DIRECTOR

Participation High in Incentive Program

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he city of Fort Smith, AR, under the guidance of Human Resources Director Richard Jones, M.A., strongly believes in a proactive approach to health

care.

The organization has designed cutting-edge benefit strategies that focus on preventive care and motivating its employees to take an active interest in their health and wellness. City leaders have shown dedication to this objective, creating forward-looking, multiyear strategies to meet their goals. One example is the clinical health risk assessments (CHRA), coupled with disease management and health and wellness programs that the city introduced more than six years ago. While participation rates in the CHRAs have been high, active participation among at-risk members identified by the CHRAs in the available care management programs was not at a level desired by city leadership. After careful thought and consideration, Jones and the city approached UMR, its third party administrator, with an incentive program built around five key biometric measurements: body mass index (BMI), blood pressure, glucose (diabetes), LDL (cholesterol), and a nicotine test (nonsmoking). To encourage savvy consumerism and assist members in making a stronger connection between health and wellness, the city also introduced a health reimbursement account (HRA) program in place of a traditional PPO, which included a deductible potentially three times as high as the previous plan design level. The key to the program, however, was the potential for plan members to reduce their financial exposure (deductible) back to the previous level by earning incentive dollars surrounding each of the biometric measurements.

“The buy-in by senior leadership was easy. I explained that the only way you can Organization: City of Fort Smith, Arkansas begin to get your arms around the cost of Headquarters: Fort Smith, AR health care is to change those behaviors Website: www.FortSmithAR.gov that are detrimental to the health of No. of employees: 860 with 1,808 enrolled our employees and their families,” members Jones said. “Initial employee buy-in was Nature of business: The city of Fort Smith accomplished by asking employees in provides a full range of municipal services a survey if they would participate in including public safety, construction wellness for an incentive or would they and maintenance of streets and other prefer to pay more. Approximately 65% infrastructure, parks and recreation said they would participate for some facilities, water and sewer services, solid financial incentive.” waste collection and disposal, public For the initial program rollout, the transportation, and administrative services health goals weren’t set so high as to to more than 80,000 residents and a seem unobtainable. For example, while workforce of more than 150,000 by day. a body mass index of 25 is considered Key executives: overweight and 30 considered obese, C. Ray Baker Jr., mayor the BMI goal was set at 32. A dispute Dennis Kelly, city administrator process was also put in place whereby Ray Gosack, deputy city administrator members could obtain a letter from their Richard Jones, director of Human Resources physician requesting a medical excepKevin Lindsey, police chief tion. Exceptions are also made for people Mike Richards, fire chief with known, diagnosed disabilities. The Key solution providers: program isn’t limited to employees, as UMR, medical administration, dental spouses are required to provide lab work administration, COBRA, utilization in order for a family to receive any dolmanagement, case management, health lars for their HRA. Even if a spouse or and wellness, disease management, employee fails the biometric tests, the stop loss, flexible spending account, other adult member can still earn incenhealth reimbursement account, retiree tive dollars. If both meet the biometric administration standards, they have the further motivaEmployers Health Coalition, provider network tion of doubling their incentive dollars. Sparks Health System, health system Children are exempt and IMWell Health, employer clinic continue to receive full Catalyst Rx, prescription benefits manager care at the previous lower deductible regardless of how their parents perform in the incentive program. New employees are also allowed to immediately participate in the program by submitting lab results from a physician they may have already visited. ;

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MOST INNOVATIVE PLAN DESIGN

SUPERSTARS 2010 Jack Norton

Blue Lake Rancheria

HUMAN RESOURCES DIRECTOR

Medical, Dental Tourism Entices Employees Company: Blue Lake Rancheria Website: www.bluelakerancheria-nsn.gov No. of employees: 360 Nature of business: Tribal government, grant funded programs, hotel/casino and retail operations. Key Executives: Arla Ramsey, tribal administrator/CEO Eric Ramos, president of Business Operations Key solution providers: California Foundation for Medical Care, third party administrator Restat, pharmacy benefits management VSP, vision services

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lue Lake Rancheria is best known for the Blue Lake Casino, a destination in Northern California for those who want to try their luck at the slots or gaming tables. But when Blue Lake employees require major surgery, their medical destination could be at a Companion Global Healthcare network facility outside of the United States. The company added a medical travel plan in 2008, followed by a dental travel plan the next year. Human Resources Director Jack Norton explained to National Public Radio’s “Marketplace” that employees who opt to use the medical travel benefit pay no deductible, no copay, and can even receive a savings stipend equal to 10% of what the company saved by having a procedure performed overseas. “Health reform, to me, is a goal of reducing medical costs,” Norton said on “Marketplace.” “And I haven’t seen any significant strategy that has the potential to reduce costs like medical tourism.” Norton helped start up the Blue Lake Casino & Hotel in 2002 along with the starting and directing the Blue Lake Rancheria health plan in 2003. The Blue Lake Rancheria consists of approximately 91 acres within the traditional territory of the Wiyot people near the picturesque city of Blue Lake, 17 miles north of Eureka. This largely rural terrain is situated

“This approach aims to improve individual lifestyles, choices, and overall health, thereby reducing our average annual cost per member as compared to similar population groups,” said Jack Norton.

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between the Northern California coastal mountains and the Pacific Ocean, bordered by forests and majestic California Redwood trees. The casino’s benefits plan is bundled and includes medical, dental, vision, pharmaceutical, and wellness benefits. In January 2008, the plan added medical travel and in 2009 added dental travel to its benefits to help reduce large claims and increase value to plan members. “Our approach has always been about to emphasize wellness and prevention, not just administer and pay bills,” Norton said. “This approach aims to improve individual lifestyles, choices, and overall health, thereby reducing our average annual cost per member as compared to similar population groups.” Blue Lake Rancheria remains a cutting-edge employer by offering medical travel and incentivizing employees to try it. Medical travel strengthens the benefit plan by essentially expanding the coverage while at the same time potentially reducing the medical trend. Norton recognized early the importance of a creative and innovative benefit design. Traveling abroad for surgery or other procedures can be a tough sell, and the innovative cash incentive was added later as a way to further entice employees. All Companion Global Healthcare network facilities have earned accreditation from the Joint Commission International, the international arm of the same organization that accredits American hospitals. “Further, we believe that individuals have a degree of personal responsibility to maintain a healthy lifestyle and at the same time we realize that heredity, family history, and most environmental (issues) are factors beyond the control of the individual,” Norton said. “Through careful plan design, while avoiding unintended consequences, personal responsibility, a share of costs, and cost reduction efforts helps build healthy, cost-conscious consumers.” ;


MOST INNOVATIVE PLAN IMPLEMENTATION

City of Cocoa, FL

SUPERSTARS 2010 Christina M. Mull

HUMAN RESOURCES BENEFITS COORDINATOR

Plan Changes Met Favorably by City Employees

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uring these difficult economic times, governments are faced with making tough decisions on benefits coverage that affects their most valuable assets—employees. The City of Cocoa’s Insurance Task Force, led by Christina M. Mull, Human Resources benefits coordinator, made changes to the current benefit plans, resulting in a 3% renewal rate increase. How was this possible? Although a task force had been in place for years, serious changes were not made until 2006. As everyone knows, health care premiums have risen faster than inflation for many years, and the tough job ahead was to make those necessary changes. Some of the changes were recommended based on the experience rating and looking at trends on plan usage. Copayments were changed to reduce the usage of emergency care for routine illnesses. Three different levels of coverage were offered to give employees the choice of plan, and they can pay to “upgrade” to a higher level coverage than the core plan. No way is this an easy feat when you have three bargaining units that review and recommend the plans. However, with Mull’s leadership, the changes were implemented without any discontent. Another change was to offer an additional tier of coverage. Most plans offer single, spousal, or family coverage. However, to reduce the premium rate for single parents, the

implementation of an employee and child(ren) tier was developed. This saves the single parent monthly premium costs. Also implemented with great success was a Medicare Advantage Plan product for retirees who receive benefits for life. This plan removes the retirees from the employee group experience rating and costs about half of the group plan. Additionally, the city reimburses the retirees the monthly Medicare Part B cost on a quarterly basis. This reimbursement is an essential benefit and generally pays for the copayments for doctors or prescription costs. “At one point, employees could retire with health insurance (medical, dental, and vision), and the city contributes 100% of the premium; in other words, free health insurance for life,” Mull said. “Unfortunately, this is no longer offered to employees. However, I am still in communication with the retirees who were eligible for this benefit.” Mull has about 122 retirees who still get benefits through the city. Not only does Cocoa still provide for them, the retirees give back through their remembrances of simpler times. “I really enjoy visiting with the retirees,” Mull said. “They are generous enough to share with their stories of the city of Cocoa when they were employed. That is 30 years ago for some retirees.” She also administers the city’s wellness program, which encourages employees to implement healthy lifestyles. Employees can earn points by having annual wellness checkups, eye visits, and bi-annual dental visits. Point can be accumulated to purchase wellness items. For city employees, local vendors participate in the annual wellness fair, which features information and services to maintain wellness and a healthy lifestyle. “All in all, my biggest joy is providing employees with assistance,” Mull said. “It makes me happy that I can be here for the employee and assist them with any questions they may have.” ;

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Organization: City of Cocoa Headquarters: Cocoa, FL Website: www.cocoafl.org No. of employees: 449 active, 122 retired Nature of business: The city of Cocoa is a government that provides community-supported services and programs designed to assure the safety and well being of all Cocoa’s residents and visitors. Key executives: Anne M. Allen, Human Resources manager Wendy Widmann, Administrative Services director Melinda Keesee, Human Resources coordinator, Risk and Safety Lisa Jones, Human Resources technician Jonnie Anderson, Human Resources office specialist Key solution providers: Aetna, medical, dental, and FSA Humana CompBenefits, vision Lincoln Financial Group, life and disability Horizon Health, employee assistance program Aflac, voluntary benefits

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TRANSPARENCY All Pharmacy Benefits Management companies are not the same. Envision Pharmaceutical Services is truly as different from other PBMs as an apple is to an orange. Are you getting what you expect from your PBM? Is your PBM telling you that it’s an apple when it is really an orange? With Envisions’s Transparent 100% pass-through and fully auditable business model, an apple is truly an apple. Envision’s guiding philosophy is simple – focus on quality, safety and lowest net cost for our clients. We contractually guarantee 100% pass-through on all pharmaceutical manufacturer rebates, administration fees and pharmacy network discounts to the plan sponsor at the point of sale. We offer PBM solutions for health plans, hospital systems, employer groups (ERISA), Taft-Hartley Funds, government agencies, prescription savings program sponsors for the uninsured, and others. We have expertise in Medicare Part D administration, including Retiree Drug Subsidy (RDS) and Employer Group Waiver Plans (EGWP). We offer PBM services for one flat management fee. Learn Why Envision is at the Core of Pharmacy Benefits.

For details, visit www.envisionrx.com or call 1-800-361-4542.


MOST INNOVATIVE PLAN IMPLEMENTATION

SUPERSTARS 2010 Pamela Grove

Land O’Lakes

DIRECTOR, BENEFITS AND HR OPERATIONS

Enrollment Soared to 82% with $10 Million Saved in Two Years

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and O’Lakes, with more than 9,000 employees, is one of America’s premier agricultural cooperatives, conducting business in all 50 states as well as internationally. Several years ago, the Land O’Lakes benefits team, led by Pamela Grove, launched a multiyear strategy to transition its workforce to a more market competitive benefit offering, a significant undertaking for a company that had traditionally offered benefits with minimal employee cost-sharing. In 2007, the first consumer-directed health plan (CDHP) was introduced with a projected 18% enrollment. “We did not introduce CDHP as a silver bullet solution. Rather, we saw this as an opportunity to allow employees to have more ownership of their health care and deepen the partnership we have with them in controlling our shared health care costs,” said Grove, director, Benefits and Human Resources Operations. Grove and her team committed to offering a sustainable plan and educating employees about CDHP nearly 18 months prior to implementation. “Early on in the process, it became clear that design and communication were equally important.” Through an excellent employee communication effort, enrollment reached an unprecedented 72% participation rate in the first year. Participation has increased each year and by 2009, 82% of Land O’Lakes employees were participating in a CDHP. This is significant as the company also offered two PPO plans alongside the CDH plans. It also added a second high-deduct-

ible health plan for balance accumulation in 2009. The company helped employees control costs by creating wellness programs. Employees are encouraged and rewarded for living healthier lifestyles in an effort to reduce overall health care costs, decrease absenteeism, and increase productivity. Through these programs, Land O’Lakes reduced its health care cost trend from 13% to a negative 5% trend in the first year of the plan and realized a $10 million savings over the first two years after implementing the CDHP. Significant employee engagement in health care consumerism during the first year of the CDHP included: ■ Use of preventive care increased 12% ■ Emergency room visits decreased 14% ■ Urgent care/convenience clinic visits increased 8% ■ Use of 24-hour nurse hotline increased 34% Grove led the effort and gained the necessary approval and support from the company’s senior leadership by ensuring balanced cost-savings between the employees and Land O’Lakes, designing a plan that could be maintained over several years, justifying a phased-in approach instead of full replacement in the first year, engaging employees to achieve higher than projected enrollment in the plans, creating programs to ensure that the health care decisions of their employees would help to drive down costs, and creating a structure and implementation that would be acceptable to both union and nonunion employees “Our journey over the past seven years has allowed us to deepen our partnership with employees—we have gained their trust through upfront and honest communication and education about how health care impacts the employee and the company. And the success of the CDHP is not just in enrollment numbers, but is reflected in the experience our employees have with the plan itself. With our continued emphasis on wellness, employees are taking an even greater stake in their health and are realizing lower health care costs. We are truly in this together.” ;

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Organization: Land O’Lakes Inc. Headquarters: Arden Hills, MN Website: www.landolakesinc.com No. of employees: 9,000 Nature of business: Land O’Lakes is a nationwide co-op offering an extensive line of agricultural supplies, state-of-the-art production, business services, and a marketer of dairy-based food products. Key executives: Chris Policinski, president and CEO Dan Knutson, senior vice president and chief financial officer Karen Grabow, senior vice president, Human Resources and Business Development Services Key solution providers: Cigna HealthCare and Personal Health Team, health Cigna Group Life, Accident, and Disability Insurance, group insurance Delta Dental, dental EyeMed Vision Care, vision

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MOST INNOVATIVE PLAN IMPLEMENTATION

SUPERSTARS 2010 Marty J. Schwenner

Magnetek

VICE PRESIDENT AND CHIEF FINANCIAL OFFICER

Sharing Access to Data, Systems Speeds Process Company: Magnetek Headquarters: Menomonee Falls, WI Website: www.magnetek.com No. of employees: 500 Nature of business: Magnetek specializes in the development, manufacture, and marketing of digital power and motion control systems for material handling, people-moving, alternative energy, and mining applications. Key executives: Peter M. McCormick, president and CEO Marty J. Schwenner, vice president and chief financial officer Ryan Gile, vice president and controller Scott S. Cramer, vice president, general counsel, and corporate secretary Key solution providers: United HealthCare, health Dental Delta, dental Aflac, voluntary benefits

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n 2003, Magnetek was navigating a challenging financial and regulatory market. Magnetek’s stock price had experienced a significant decrease due to several one-time factors. Also, Magnetek was looking to maximize its opportunities for growth by ramping up research and development, as well as increasing the size of its sales force. “Our core competencies lie in the design and manufacture of power and motion control systems, not in actively managing financial asset portfolios,” said Marty J. Schwenner, vice president and chief financial officer for Magnetek. “That is not where our organizational strengths lie, but there is an entire industry of proven value-added partners who are focused on financial and investment management.” Magnetek found the expenses related to its pension plan a critical problem. In the past, the plan had provided positive earnings, thereby helping the organization’s bottom line, but those earnings had now turned into an expense. To manage the cost of running the plan, Magnetek decided to freeze benefit accruals, resulting in an immediate decrease in the plan’s liabilities. This provided the company with immediate financial relief; however, this also meant an $18 million pension contribution in 2008. Magnetek wanted its pension plan to be easy to manage, meet investment goals, and adhere to regulatory obligations. The company had previously handled much of its investment management work internally. After undergoing a rigorous search process, Magnetek decided to shift to an outsourced investment management model and hired SEI Investments. In the new model, SEI took on fiduciary responsibility for researching, selecting, and monitoring investment managers that fit the ongoing

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strategies set forth by Magnetek’s pension committee. This allowed Magnetek’s finance staff to focus on the organization achieving its short- and long-term goals, while knowing the plan is run and managed properly. Magnetek further enhanced its position by hiring The Savitz Organization to provide pension actuarial services. This hiring allowed Magnetek to let both SEI and Savitz manage the plan in a timely and efficient manner, since SEI and Savitz share access to data and systems. “Previously, the pension had been managed in a vacuum outside of corporate finance objectives. If the goal was to make sure that the pension did not negatively impact corporate finance, the two had to become aligned,” said Schwenner. The result was a custom funding strategy that required pension contributions of $4 million per year for a span of three years, starting in 2006. This strategy was designed to improve the plan’s funded status and would build up the credit balance over the course of the 10-year time frame, thus removing the $18 million contribution spike in 2008. Magnetek has been successfully managing its pension plan since making these proactive vendor changes and has increased the use of asset/liability tools. Magnetek has a pension plan that efficiently syncs with its corporate goals and requirements. The increased speed and effectiveness of the SEI/Savitz model allows the board and financial officers at Magnetek the ability to facilitate changes as markets and new pension relief legislation is adopted while also achieving its corporate objective of growing and expanding its business. ;


MOST INNOVATIVE PLAN IMPLEMENTATION

Pitney Bowes

SUPERSTARS 2010 Mary Bradley DIRECTOR OF HEALTHCARE BENEFITS

Leader Communicates Benefits, Including Savings, Despite Higher Deductible

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hen it comes to effecting positive change throughout the organization, Mary Bradley, director of Healthcare Benefits at Pitney Bowes, is a true leader. Armed with technology, Bradley supports her recommendations for changes with the use of data and statistics. For example, she used statistics in creating an effective program when she discovered a portion of the employees frequently use emergency rooms as their source for primary care. This is an expensive approach for both for the payer and the employee. She discovered this particular population responded best to benefits communications delivered in print form, so she created a targeted enrollment mailing to the new hires within this population segment. Location

“My job is to deliver that same commitment to our U.S. workforce and their families by helping them spend their money wisely when choosing and using benefits.” intelligence tools were used to create mail pieces that included a listing of the three participating primary care physicians (PCP) closest to the member’s home. It also included a list of recommended preventive screenings for each family member. Depending on age, gender, and family composition, some mailings also included the three closest participating pediatricians

and gynecologist practices. The results speak for themselves. Compared to the new hires in the prior year, with no targeted outreach, primary care visits increased 41% and screenings increased 25%. “It takes a creative team to design effective and efficient solutions for our diverse U.S. workforce,” said Bradley. “We have a solid relationship with our suppliers, frequently blazing new trails.” While the majority of Pitney Bowes’ 24,000 benefits-eligible employees and 6,000 retirees have opted for the companywide PPO plan, there are some regional offices that continue to prefer their regionally specific HMO. This means that Bradley must maintain multiple plans, which can be especially time consuming and costly when it comes to managing renewals, communication, enrollment, and ongoing analysis. The successful PB saver plan serves as another example. This high-deductible plan option offers 100% coverage after an employee meets a $2,000 deductible. Communicating the idea of a high deductible may not be popularly received. However, through a carefully orchestrated pilot program and effective communications, there has been an increase of 17% participation in the PB saver plan. For one PB saver plan participant, “Mary helped me realize that if I had switched my traditional $500 deductible plan to the saver plan, I would only spend $2,000 out of pocket versus the $3,000 I had spent the previous year.” Today at Pitney Bowes there is a high priority in “helping employees make informed decisions not only during their annual enrollment period but throughout the year,” Bradley said. “My job is to deliver that same commitment to our U.S. workforce and their families by helping them spend their money wisely when choosing and using benefits.” ;

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Organization: Pitney Bowes Inc. Headquarters: Stamford, CT Website: www.pb.com No. of employees: 33,000 worldwide Nature of business: Pitney Bowes is a $5.6 billion company that provides software, hardware, and services that integrate physical and digital communications channels. Key executives: Murray D. Martin, chairman, president, and CEO Johnna G. Torsone, executive vice president and chief Human Resources officer Howard C. Johnson, vice president, Total Rewards Andrew Gold, executive director, Global Benefits

Key solution providers: UnitedHealthcare, Cigna, Aetna, Kaiser, health Delta Dental of New Jersey, dental Aetna, life insurance HighRoads, compliance/ benefits management

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Promotions 401k matching Anniversary gifts Annual retreat Free coffee Free parking Profit sharing Company cars Expense accounts Vacations

Most employee incentives cost you money. Here are two that don’t.

Prescription Savings Card

Incentive #1: Prescription Savings Card

Incentive #2: My HSA Rewards

The My HSA Rewards program offers a complimentary prescription savings card that will allow users to reduce the costs of commonly used prescription drugs by up to 75%, including many typically excluded drugs. The card is a supplement to pharmacy benefits and does not replace insurance.

If your company provides employees with the opportunity for an HSA, you will want to explore the complimentary HSA rewards program. My HSA Rewards is designed to help your employees contribute more money to their HSAs simply by shopping—with additional cash back rewards when they use their prescription savings card.

To get this complimentary prescription savings card for you and your staff, or for more information, please visit www.myhsarewards.com/home/CDHC.

For more information about My HSA Rewards, review our advertorial on the opposite page and visit us at www.myhsarewards.com/employers.


MOST INNOVATIVE EMPLOYEE EDUCATION/COMMUNICATION TOOL

SUPERSTARS 2010 Tracy Johnson

Allegis Group Inc.

VICE PRESIDENT OF HUMAN RESOURCES

Consumerology Tracks, Improves Customer Satisfaction

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llegis Group Inc. has incorporated scientifically proven communication tactics into its employee communications to drive enrollment in its health care accounts and increase employee satisfaction. Historically, the consumer-directed health care (CDHC) industry and employers alike have used financial incentives and mandatory benefit designs to affect enrollment and satisfaction. However, research shows that these programs alone are not sufficient to drive uptake, increase savings and improve health.

“When we launched the new campaign last year it was due to a lot of employee feedback regarding their dissatisfaction with our benefits,” said Tracy Johnson, vice president of Human Resources. “We had a difficult time understanding why people did not like them when we offered a great PPO plan with BlueCross BlueShield along with a health savings account (HSA), which the company contributes to each year. What we realized is that we in HR were focused on educating people on how to enroll in and understand the benefits and their choices. We were too focused on process, and we were letting the social norm in the organization be driven by the small percentage of dissatisfied employees who did not like the change from a traditional PPO to a consumer-driven health plan PPO.” Johnson and the Allegis executive HR team learned about Consumerology, pioneered by pharmacy benefit manager Express Scripts, from its HSA administrator, ConnectYourCare. Consumerology is the advanced application of the behavioral sciences to health care, combining proven consumer marketing strategies, such as targeted messaging, with insights from behavioral economics and affiliated disciplines. The team quickly latched on to the Consumerology

principles of loss aversion, social persuasion, and hyperbolic discounting and now incorporates these principles into every employee benefits communication. “Early on in the transition to CDHP we recognized that a lot of our employees are not the main user of the benefits,” Johnson said. “So we made sure to deliver our newsletter and other communications to employees through company email and intranet sites as well as sending eye-catching, colorful, easy-to-read newsletters to their homes where the spouse, parent, or other interested parties would have access to the same information.” Allegis uses loss aversion to guide employees toward an incented action, like wellness initiatives, by phrasing the alternative to this desired action as a loss. Social persuasion (social norms) captures the importance people place on knowing how they are doing relative to others. One month, the company profiled a happy HSA participant in the monthly benefits newsletter. Other communications tout the fact that the majority of employees use and enjoy their HSAs. Hyperbolic discounting demonstrates that future events feel about half as important as events today, which can lead to procrastination. Allegis counteracts hyperbolic discounting and increases enrollment in health care accounts by highlighting the ease of account use and minimizing the effort needed to enroll in the account. “My team has worked very hard in moving the perception of the benefits to a more positive position as well as make sure employees are well educated on what is available to them,” Johnson said. ;

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Company: Allegis Group Inc. Headquarters: Hanover, MD Website: www.allegisgroup.com No. of employees: 8,000 internal employees, and 85,000-plus contract employees Nature of business: Allegis Group provides staffing and recruiting services throughout North America, Europe, and Asia. Key Executives: James Davis, chairman Michael Salandra, CEO Paul Bowie, chief financial officer Neil Mann, executive president of Human Resources Key solution providers: BlueCross BlueShield, medical and prescriptions MetLife, dental VSP, vision The Hartford, life and longterm disability insurance Health Advocate, ComPsyche, employee assistance programs Wachovia, 401(k) ConnectYourCare, health savings, dependent care FSA, and transportation benefits administrator

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MOST INNOVATIVE EMPLOYEE EDUCATION/COMMUNICATION TOOL

SUPERSTARS 2010

LISA SORCE AND THE BENEFITS/HUMAN RESOURCES TEAM

Garden Fresh Restaurant Corp.

Personal Touch Speeds Adoption of HDHP

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Company: Garden Fresh Restaurant Corp. Headquarters: San Diego Website: www.souplantation.com No. of employees: 6,500 Nature of business: Garden Fresh Restaurant Corp. operates more than 115 Souplantation and Sweet Tomatoes restaurants in 15 states. Key executives: Michael Mack, CEO Ken Keanes, president Greg Keller, president John Morberg, chief financial officer Key providers: Cigna, health and wellness Guardian Dental, dental

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the core components of the new health plan and in effect change employee’s future behavior to inspire them to be health care consumers. “Our goal is to provide clarity in direction, assist employees along the way, and constantly re-evaluate for improvement,” said Lisa Sorce, director of Benefits, Compensation, and Internal Auditing. “We proudly offer the best ingredients for a well-seasoned benefits program.” While the task of switching all employees over to one singular plan may seem simple, it was the team’s shared vision to create great variability in communication so as to reach each employee and family at the place they were in. Together the team spoke with each employee at least two times during the course of implementation, in addition to multiple on-site visits, written and verbal communications, and numerous presentations at different operational meetings throughout the company. Each member of the HR team, in addition to their normal jobs, took every opportunity to educate employees on different aspects of the plan and encourage them to become better health care consumers. The executed strategy took excellent care The HR Department at Garden Fresh Restaurant Corp. Top (from left) Alma Preciado, Wendy Grubbs, Karynn Capacete, and Robert Wilson. Bottom (from left) Zahira Amezcua, Lisa Sorce, of its 6,500-plus employees so that each Kristin Carpenter, and Kristina Marchesano. employee and his family could see how the plan would personally impact them and plan accordingly. The HR team carefully monitored and adjusted the plan throughout the process, resulting in a highly successful plan implementation. More than 60% of employees understood the plan enough to realize the benefits of making individual HSA contributions in addition to what the company contributed. “Our employees are our greatest asset, and our job is to protect that asset by investing in their education as health care consumers,” Sorce said. “Employee engagement in their health and wellness is an ongoing opportunity; it’s exciting to find new ways to communicate with employees.” ;

ach member of the human resources team at Garden Fresh Restaurant Corp., which operates under the Souplantation and Sweet Tomatoes banners, is a superstar for their outstanding efforts to roll out a new high-deductible health plan (HDHP). In 2010, Garden Fresh made an important decision to implement only one health plan, rather than the multiple plans it had previously offered. The one plan offered was a HDHP, a new concept to 90% of the employee population. With a large benefits strategy, a year’s lead time and a small benefits team of two people, it was decided that to truly be successful in personally reaching every employee and explaining the change, Garden Fresh would need to engage its entire Human Resources team. With employees in 15 states and at more than 115 locations, the eight member team had its work cut out for them. The team was responsible for developing and executing a communication plan that reached each eligible employee the way each employee needed to be reached. The strategy was to inspire, engage, and model leadership excellence while teaching employees

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MOST INNOVATIVE EMPLOYEE EDUCATION/COMMUNICATION TOOL

SUPERSTARS 2010 ROBERT PIERCE AND THE SAINT-GOBAIN CORP. BENEFITS DEPARTMENT

Saint-Gobain Corp.

Wellness Program Participation Soars

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ecause of its diverse locations and various businesses, Saint-Gobain Corp., under the benefits leadership of Robert Pierce, vice president, Benefits and Corporate Compensation, has developed a corporate-wide model that encourages local ownership and adoption of corporate wellness programs. Saint-Gobain (SGC) is the world’s largest building materials company, employing 20,000 people in more than 350 locations in the United States and Canada. Every year, more than 250 Human Resource managers from around the country as well as companies that provide programs for SGC employees come together to review changes and enhancements to benefits in order to be more effective advocates during open enrollment season. To effectively implement new programs, Pierce’s team visits vendors to help them understand SGC benefit programs and culture and to integrate vendors into the management structure. The company has created a highly effective and participative Wellness Council with representatives from across the SGC community. The group exchanges ideas on how to build and sustain a culture of health, sharing best practices, employing a variety of innovative incentive programs and participatory events at the local level. Their use of technology is leading-edge, ranging from webinars and podcasts for managers and employees to encouraging employees to follow the Wellness Council on Twitter. The comprehensive intranet site has a wealth of information that employees may access 24/7. Local leaders are encouraged to localize programs with on-site wellness teams, creating everything from stretching programs for employees on loading docks to on-site fitness rooms and peer coaching on healthy eating and exercise. “This shared approach between the businesses and the corporate wellness team has created a level

of shared cooperation and commitment that has produced incredible levels of participation in the programs and has had a positive result in managing our overall health care costs.” Pierce said. Saint-Gobain’s efforts have produced strong results due in large part to the culture of health the company’s inclusive approach to implementation has engendered. Per capita health care trends have been substantially below national health care trend for four of the last five plan years, even though Saint-Gobain’s population is older and contains a higher risk population, with 39% of employees managing a chronic condition. The company’s adjusted medical plan spend is 6% lower year-over-year compared to other employer groups in Cigna’s book of business. The 2010 results included 43% enrollment in the health reimbursement arrangement, which has 23% lower costs than their traditional health plan, a trend that is 5-7% better than industry norms. It is expected that 50% of employees will achieve enough wellness points for the 2009-2010 plan year to each receive $250 off the cost of their benefits. In some locations, Saint-Gobain has more than 95% participation in its wellness programs. “We firmly believe that the company’s support of wellness, disease management programs, and consumer-directed health care plans has made our employees very aware of the impact they can have on their overall health status and the costs of health care that impact their own wallets as well as the company’s costs,” Pierce said. ;

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Company: Saint-Gobain Corp. Headquarters: Valley Forge, PA Website: www.saint-gobainnorthamerica.com No. of employees: 20,000 Nature of business: Saint-Gobain Corp. is a diversified manufacturer of such products as building materials, glass containers, performance plastics, abrasives, and ceramics. Key executives: Gilles Colas, president and CEO James Thomson, senior vice president, Human Resources Shawn Puccio, senior vice president, Finance Timothy Feagans, senior vice president and general counsel Key providers: Cigna, health, pharmacy, dental, employee assistance program Horizon Blue Cross Blue Shield of New Jersey, health Prudential, life insurance, long-term care insurance The Hartford, short-term and long-term disability management and insurance

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Saluting Wellness Done Well! Congratulations to 2010 Solutions Superstars Awardee

Melanie Miller & Ardent Health Services {Most Effective Wellness/Integrated Care Program}

From your wellness partner

Bravo Wellness

{2010 Solutions Superstars Innovator Awardee}

Live Well, Pay Less. Healthcare the Way It Should Be.

Bravo Wellness specializes in developing flexible, HIPAA-compliant corporate wellness programs that give employees financial rewards for achieving healthy outcomes. Not your typical wellness program, we succeed where others fall short. Whether you need us to coordinate all the elements of your program or certain components, Bravo Wellness gives you the road map and takes care of the details.

Contact us today at 877-66-BRAVO to arrange a presentation and begin your journey to lower healthcare costs, greater productivity and a better bottom line.

www.bravowell.com

info@bravowell.com

|

877-66-BRAVO


MOST EFFECTIVE POPULATION HEALTH AND WELLNESS

SUPERSTARS 2010 Carol Klusek

Aetna Inc.

HEAD OF RETIREMENT AND FINANCIAL BENEFITS

Benefits Team Lowers Financial Stress

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etna’s financial benefits team, headed by Carol Klusek, believes that employee wellness should encompass the fiscal as well as the physical. The company had already begun to implement a successful physical wellness program and felt that it needed a component to address and improve employees’ financial wellness. Understanding that financial concerns are one of the top causes of stress and that stress can negatively impact one’s health, Aetna needed to take its wellness program to a new level. Challenges included reaching a diverse workforce that had differing learning styles, geographical differences, and varying levels of financial knowledge; encouraging employees to take control of their financial situations amid a recession when many are struggling just to pay the bills; and creating a highly effective and helpful program on a slim budget. Aetna built a physical wellness center devoted to health and financial wellness and created a multistep process using three key components to help employees reach their financial goals: ■ Unbiased financial education on any topic from Financial Finesse ■ Aetna-specific retirement planning advice provided by ING ■ Asset/wealth management services through UBS “One of the most rewarding outcomes of developing this program is knowing that it’s really helping people,” said Klusek, head of retirement and financial benefits in the Aetna Compensation & Benefits department. “Feedback shows that 99% of our employees feel that financial education is an important part of their

overall benefits package and that 93% of employees made positive changes to their financial situations after participating in the program.” The company also implemented a multichannel program of financial education and services delivered in a variety of ways including online education/tools, virtual financial planning meetings, and live workshops so that all Aetna employees could participate regardless of their location. Great pains are taken to ensure content resonates with the target audience, Klusek noted. “What interests a Generation Y employee may be irrelevant to a baby boomer and vice versa. We try hard to target populations with only what they need. It’s not a one-size-fits-all program.” The program, called “Grow your Money,” was marketed as a financial wellness benefit, with a large campaign that included monthly financial-themed communication to employees. Content is continually updated and enhanced with resources their employees can use. “We try to grab people’s attention in a number of different ways—eye-catching ‘eCards,’ on-site small group workshops, webcast workshops, one-on-one counseling in person or over the phone, videos, calculators, and many other planning tools,” Klusek said. Those who used the Financial Planning Center to create a personalized financial plan and attended a workshop, webcast, or financial planning session reported being more comfortable with their financial situation. In comparing financial metrics between 2009 and 2010, nearly four in five agreed that planning helped improve personal cash flow, versus 69% in 2009. And nearly half believe their investments are allocated appropriately among stocks, bonds, and cash based on my risk tolerance and time horizon, and improvement from 29% the previous year. “Our 401K plan has increased participation by 4% since we started this financial education program, and in this economy we think that’s phenomenal!” Klusek said. ;

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Company: Aetna Inc. Headquarters: Hartford, CT Website: www.Aetna.com No. of employees: 34,000 Nature of business: Aetna is one of the nation’s leading diversified health care benefits companies serving members with information and resources to help them make better informed choices about their health. Key executives: Ron Williams, chairman and CEO Mark Bertolini, president Elease Wright, head of Human Resources Meg McCarthy, senior vice president and chief information officer Joe Zubretsky, executive vice president and chief financial officer Lonnie Reisman, chief medical officer Key solutions providers: Aetna, medical, dental, voluntary benefits Financial Finesse, ING, UBS, financial wellness

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MOST EFFECTIVE POPULATION HEALTH AND WELLNESS

SUPERSTARS 2010 Melanie Miller

Ardent Health Services

ASSISTANT VICE PRESIDENT OF COMPENSATION AND BENEFITS

New Wellness Program Gets Employees Feeling Better About Health, Benefits

Company: Ardent Health Services Headquarters: Nashville, TN Website: www.ardenthealth.com, www.getardentbenefits.com No. of employees: 7,800 Nature of business: Ardent Health Services invests in quality health care. In people, technology, facilities, and communities, Ardent makes considerable investments— producing high quality care and extraordinary results. Ardent’s subsidiaries own and operate eight hospitals, a multispecialty physician group, a health plan, and a nationally recognized medical laboratory. Key executives: David T. Vandewater, president and CEO Neil Hemphill, senior vice president, Human Resources/ Administration Steve Petrovich, senior vice president and general counsel Jim Schnuck, senior vice president, Financial Operations Clint Adams, chief accounting officer Key providers: Bravo Wellness, wellness program Benz Communications, benefit communications Lovelace Health Plan and Blue Cross and Blue Shield of OK, medical Delta Dental of Tennessee, dental

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ust as Ardent Health Services employees make a difference in the lives of those they treat, the company is making a difference in its workers’

lives. Melanie Miller, assistant vice president of Compensation and Benefits, championed an innovative wellness program that is changing the way employees think about their own health. In 2009, Ardent decided to embrace a participatory approach to employee health care. Company executives hoped their nearly 8,000 employees would embrace it, too. Thanks in large part to Miller, the company achieved nearly 92% participation in the first year. However, high participation in the new program did not stem the rising cost of health care premiums. In an attempt to stave off another large increase in the 2010 plan year, Ardent decided to try something new just before open enrollment. A voluntary program was devised and launched to help employees offset some of their health care premiums based on certain wellness indicators: BMI, blood pressure, cholesterol, nicotine use, and glucose— much like the way good drivers receive preferred rates from their insurance companies. Ardent would continue to pay the majority of benefit costs, but the organization also wanted employees to see their benefits as a partnership. “We wanted employees

“We wanted employees to be appreciative of the benefits the company pays for. We wanted them to feel more accountable for their health and well-being, so they’d see the impact of their choices.”

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to be appreciative of the benefits the company pays for,” said Miller, a sponsor for the wellness program and advocate for employee communication. “We wanted them to feel more accountable for their health and wellbeing, so they’d see the impact of their choices.” Despite the advantages of the program, Ardent officials feared employees might not support a program that linked health premiums to wellness. “It was a big change from anything we’d ever done before,” Miller said. “We were afraid we’d get negative feedback from employees who didn’t feel they should have to lose weight or to do the right things to be healthy.” In addition to introducing the wellness program, Ardent wanted to consolidate benefits information so employees could find answers and make good decisions. A fresh, strategic approach to benefits communications was just what the doctor ordered, including a website with integrated social media features and supporting print materials. A visual brand was created, with the tagline: “Know more, choose better, live well.” Launching a wellness campaign, an open enrollment campaign, and a branded website simultaneously is no small feat and is a testament to Miller leadership skills and enthusiasm to pull it off. But her hard work more than paid off, with high participation rates and healthier employees. Ardent received more positive responses than it ever had before during the enrollment process. Nearly 92% of employees participated in the wellness program, and more than 3,400 employees visited the benefits website in the first three months, spending an average of seven minutes with each visit. The new resources are valuable to current employees and their families, as well as recruits. “Our Human Resources directors in the field are telling us they’re proud to show the benefits website to new employees and candidates,” Miller said. “I think it has really made a difference.” ;


MOST EFFECTIVE POPULATION HEALTH AND WELLNESS

Lowe’s Companies Inc.

SUPERSTARS 2010 Robert Ihrie

SENIOR VICE PRESIDENT, EMPLOYEE REWARDS AND SERVICES

Success Continues with Enhanced Benefits Coverage

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obert Ihrie has helped Lowes create a comprehensive wellness program that fosters a culture of health and demonstrates real-life results for Lowe’s employees and bottom-line success for the company. Ihrie was promoted to senior vice president of employee rewards and service in August 2007. In this position, he is responsible for the strategic direction and supervision of all aspects of compensation, benefits, international human resources, human resources information systems, and payroll. In February, Lowe’s announced an alliance with the Cleveland Clinic, in which Lowe’s full-time employees and their covered dependents enrolled in the company’s self-funded medical plan may elect to schedule qualifying heart surgery procedures at Cleveland Clinic at an enhanced benefits coverage level. To take part in the program, the patient must be approved for the surgery in advance, healthy enough to travel and able to schedule the surgery at a future date. The program covers all medical deductibles and co-insurance amounts as well as travel and lodging expenses for the patient and a companion, plus concierge services to make the arrangements. Lowe’s has been on the forefront of population health and wellness issues, recognizing the link between healthy employees and productive workers. In 2004, Lowe’s became one of the first retailers in the industry to offer a disease management program. The program currently includes annual health risk assessment, lifestyle management program, on-site clinics, behavioral health services, tobacco cessation

with nicotine replacement, financial incentives, case and maternity management, health advocacy, valuebased prescription drug benefits, and customized Centers of Excellence. The company consistently identifies innovative solutions for its toughest employee health issues. Lowe’s is participating in a Guardian doctor pilot that directs 20% of the sickest members with chronic conditions to the highest-quality providers. It recently launched mobile health screening units that will provide biometric screenings to more than 1,300 locations across the country. Other programs include a FitLogix Pilot program for obesity, and a $4 generic prescription program to drive greater use of generic drugs among employees. Lowe’s Life Track employee health and wellness program is an employee-driven, comprehensive program with strong support from company leadership. Results have been impressive and include: ■ The percentage of participants with zero to two health risks increased from 24% to 30%, while the percentage of participants with six or more health risks decreased from 17% to 13%. ■ The average number of health risks per participant decreased from 3.8 to 3.5, which represents a 7.7% change in status. ■ Participation in the 2009 health risk assessment was 78.5% for the copay plan group. Because of the company’s unwavering commitment to employee health and wellness, health care costs are rising at just 3.4% per year, well under national averages and industry benchmarks of 6%. Health care costs for program participants increased by 4.5%, as compared to 22.9% for nonparticipants. In addition to his position as senior vice president, Ihrie serves as secretary of the compensation and organization committee of Lowe’s board of directors. ;

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Company: Lowe’s Companies Inc. Headquarters: Mooresville, NC Website: www.lowes.com No. of employees: 235,000 (fulltime, part-time, seasonal) Nature of business: Since 1946, Lowe’s Companies Inc., has been dedicated to providing the best to the customers, employees, and the communities they serve. For customers, this means being the first choice and providing quality products and services at the best possible prices. As an employer, Lowe’s has met this goal by helping employees build exceptional, rewarding careers that maximize their talents. Key executives: Robert Ihrie, senior vice president, Employee Rewards and Services Maureen Ausura, senior vice president, Human Resources Robert Niblock, chairman and CEO Key solution providers: Aetna, insurance, maternity programs Blue Cross and Blue Shield of Alabama, insurance, maternity programs Express Scripts, prescriptions CareWise, disease management Free and Clear, tobacco cessation programs Liberty Mutual, short-term and long-term disability StayWell, HRA administration, weight management, stress management Take Care, on-site health centers, mobile health screening vans

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A healthy employee is a happy employee

Make your employees happy, healthy, and productive with flu and wellness programs from Maxim Health Systems. In addition to improving employee productivity and morale, flu and wellness programs from Maxim Health Systems can increase your bottom line. For every dollar an employer invests in worksite wellness, they can expect a $3 to $6 return on their investment.* To book a flu and wellness clinic for your business, contact us today!

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INNOVATOR AWARD WINNERS

SUPERSTARS 2010

Lighthouse1 Alacriti Inc.

Mike Jeff Fontana Bakke

Strong PatientLeader Connects at the to Provider Helm for Faster Payments, Over the past few years, Lighthouse1 Communication has “I think it’s easy to excel when you are part more thancompany a company name, on it’s a grownAlacriti from is a fl edgling running philosophyedge the fiplatform rm has embraced. bleeding to the one of the largest Derived from the Latincare wordsoftware “alacritas,” subscription-based health firmsmeaning in the speed, liveliness, and eager readiness,processes Alacriti brings United States. Today, Lighthouse1 more those $1.3 wordsbillion to the health care system. and supports than in reimbursements Behind2 million the forward thinking of Mike Fontana, more than consumers. AlacritiAlthough has designed information, communication, he is an currently executive vice presiand payments product calledand PatientCollect, which dent of strategic planning business developelectronically connects to their ment, Jeff Bakke has fithe lled provider many roles at thepatient CDHC and makesprovider. paymentsLighthouse1 and communication easier. solutions OnDemand operates By using society’s comfort and familiarity with on a “Software as a Service” platform, one that only thethe online Fontana has created program that in last world, few years has proved itselfafor consumeralso promotes ciencies andhas decreases based softwareadministrative solutions. Aseffi Lighthouse1 grown, outstanding receivables for health care organizations. Bakke has been a key force in managing the growth “There isofantheexcellent opportunity for ashealth and stability Lighthouse1 platform well caretheand related additional as growth of organizations the company. toHisbring experiences at efficiencies into the marketplace today, both young both a major health care provider and asa technology and older consumers have with consulting firm give him thebecome unique comfortable ability to underand utilize new technology and online said stand the needs of the industry, while services,” applying creFontana, vice president of health soluative solutions to problems withincare thepayment technology. tions for Alacriti. ”Whether it is online financial transactions, social media, or smart phone applications,

the newkind consumer wants to interact in different time of the of team we have at Lighthouse1,” says frames manners.” Bakke. and “I always try to do more than my share of In creating Fontana the ‘heavy lifting’PatientCollect, because I would neverutilized want an to existing from Alacriti the basis for so themuch solulet theseplatform folks down. We’ve as accomplished tion. orderbut to build functions a cost-effi over And the in years, there’s still soinmuch morecient we manner, can do.”he elected to deliver the product in a Software as a Service (SaaS) environment. Because of Bakke, many of the unavoidable Fontana knew the kept product to be accesgrowing painsalso have been to had a minimum at sible by both As institutional and that smalldid offioccur, ce providers, Lighthouse1. for the pains Bakke with ease ofbeen usethere and to substantial ts for both has always dive into benefi the problem and the careenvision organization and the new consumer helphealth the team a solution. of today. As the health care industry changes and With the intervention need for consumer-directed health care government looms closer, Bakke to much more than HSA, FSA, hascontinue becometoagrow keyinto knowledge source regarding and services, Fontana had acare visionreform where consumthe HRA administration’s health policies ers be ableresponses to provideofaccess andcare receive various andwould the likely health providers. types of information from their carefuture provider Understanding the trends and health proposed of before they enter the offi ce, during aonvisit, after the industry is keeping Lighthouse1 trackand despite they havebends left in thethe offiroad, ce, inand order have a due better possible this to is largely to understanding Bakke’s work. of the revenue cycle. “There must be clear value for health care provider organizations, or payers, and consumers when

VICE PRESIDENT EXECUTIVE OF VICE HEALTH PRESIDENT, CARE STRATEGIC PAYMENT PLANNING SOLUTIONS AND BUSINESS DEVELOPMENT Company: Lighthouse1 Company: Alacriti Inc. Headquarters: Headquarters: Minneapolis, MN South Plainfield, NJ Website: Website: www.lighthouse1.com www.Alacriti.com No. No.ofofemployees: employees:70120 Nature of business: Alacriti is Nature of business: Lighthouse1 is the a highly specialized technology nation’s largest OnDemand health care company that develops technology solutions for solution, serving nearly 2 million consumers. health care, insurance, financial services, and other Lighthouse1 is dedicated to optimizing industries. operations and driving more dollars to their Key executives: partner’s bottom line. Manish Gurukula, CEO Key executives: Shambaiah Chepuri, co-founder and vice president, Jeff Young, president and CEO Engineering Jeff Bakke, executive vicedevelopment president, strategic Stuart Bain, senior product manager planning andhealthcare business strategy development Robert Britts, and business Todd Reynolds, chief technical officer development Laine Brown, Brantner, chiefofoperations officer Wayne director business development Jeff Brunsberg, chief market officer Cindy Neis, product said. introducing newexecutive productsviceorpresident services,”ofFontana and delivery

“As organizations become even more time sensitive, electronic services, which will simplify processes and lead to a clear increase to their bottom line, will have the best opportunity.” ;

NEEBCo AmeriFlex

Kimberly Barry-Curley

Give Employees the Tools to Decide Technology, Price Transparency Aid Consumers Established in 1988, NEEBCo is the largest pushing health care reform, the Department of As one of the youngest leaders the consumeremployee benefi ts brokerage in NewinHampshire and care industry, William Short’s passion adirected leader health in providing comprehensive programs that and success in bringing growth andbenefi change help companies maketremendous effective employee ts to the organizations he has played a leadership role in decisions. put him on parbelieves with well-respected CDHC veterans. NEEBCo in using technology to deliver Named andcost-effective CEO of AmeriFlex in January the most effipresident cient and services and 2009, Short,to29, led the company to and achieve unprecsolutions itshas 4,000-plus business individual edentedthroughout growth. He also remained firmly committed clients Newhas England. to introducing newtosolutions will facilitate CDHC “We wanted providethat a service that reduced for consumers and provide greater efficiencies and costs without having to sacrifi ce quality of service,” reduced costs toBarry-Curley, payers, providers, and employers. said Kimberly director of business at “At “IAmeriFlex, we’ve in bringing NEEBCo. knew that webeen had successful to make signifi cant together atoteam individuals, have dedicated changes our ofsummary planwho description (SPD) their careers to improving processes our more marprocess so that we could the provide this that service ket ciently demandsand andmore desperately needs,” Short said. effi cost effectively.” ShortDepartment has a firmof Labor belief requires that properly aligned The all employers, financial incentives aredistribute the best way drive behavregardless of size, to and to maintain SPDs ioralall andbenefi organizational change,toa concept that Yet, fits for t plans offered employees. perfectly within theare CDHC many companies outphilosophy. of compliance with this With hisNow, technological Short has idenregulation. with theexpertise, Obama administration tified ways in which technology could be leveraged to

facilitate consumer’s experience Labor maythelook to rampfront-end up enforcement of while fines allowing for employers greater effiare ciencies reduced costs) due when out (and of compliance. “I within the back-end health payments system. knew that this could causecare a wave of SPD activity upon card for theBuilding firm, and we its wereindustry-leading not adequatelydebit equipped platform, this year the company introduced the to absorbearlier the added manual processes that have AmeriFlex Convenience Sleeve, a health care payments traditionally been a part of SPD development,” said solution that allows for the automatic payment of Barry-Curley. patientBarry-Curley financial responsibility the online point-of-service turned toat an service directly care provider (from one more providedto the by health HighRoads to create andor store health care NEEBCo’s spending accounts), SPDs for clients. and “We auto-adjudication began to use of care claims. a health self-serve solution that empowered NEEBCo’s Short has continued to play centralSPDs role for in account executives to create anda store industry efforts without to protecttheandpainstaking, expand CDHC, and our customers manual to educateand consumers, brokers, cost and fieven processes legal feesemployers, that traditionally rms members on theand importance of hours of of lostCongress productivity money,”and saidvalue BarryCDHPs the context of policy change and health Curley.within The online solution automatically generates care reform. employer-specifi c Microsoft Word or PDF SPD files for One of Short’s early entries into using the CDHC distribution to company employees 14 indusERISA try involvedSPD the templates, creation of aa real-time disease management compliant dashboard information aimed at controlling with updatesystem alerts and online storage. health care expenditures through preventive medicine, as well

William Short DIRECTOR OF BUSINESS

PRESIDENT AND CEO

Company: NEEBCo

Headquarters: Company: AmeriFlex Concord, NH Frisco, TX Headquarters: Website: Website:www.flex125.com No. of employees: 105 www.neebco.com Nature of business: AmeriFlex is an independent No. of employees: 36 third party administrator Nature of business: NEEBCo is a full-service providing technology-based, employee benefits brokerage providing consumer-driven benefits and compliance solutions insurance products and solutions. to more than 3.5 million participants nationwide. Keyexecutives: executives: Key BrettMcCollum, D. Houston, president of operations Bart Operations Mark E. LeCompte, president of sales Roger Abramson, General Counsel Greg Mardis, DeNeill, Sales sales executive Scott Clark Houx, sales ITexecutive Patrick Cummins, Paula Oginz, salesAccount executiveManagement Christina Bratton, SteveRichter, LeSage, Marketing sales executive Anne

as the“Technology establishmentplays of ana online physician pricing key role in NEEBCo’s program (www.doctorpricing.com) that differentiator, seeks to bring work flow, providing a competitive greater price transparency to consumers. and helping clients become ERISA compliant,” said

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Barry-Curley.

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Solutions Superstars 2010 45


INNOVATOR AWARD WINNERS

SUPERSTARS 2010

Evan Falchuk

Best Doctors Inc.

Finding Correct Diagnosis, Treatment Helps Consumer Reduce Expenses Misguided health care is an issue that greatly impacts today’s health care system. Lives are impacted, peace of mind is compromised, and money is being wasted on inappropriate treatments. Evan Falchuk, president of Best Doctors, has championed the notion of fixing our broken health care system since joining the company in 1999. Falchuk is leading the fight in remedying cost and quality issues with the health care system and enabling individuals to receive a unique and innovative benefit that has the ability to improve lives. A useful tool has been Falchuk’s personal blog, www.seefirstblog.com. “The purpose of this blog is to share our realworld experiences in helping patients see their way through the health care system,” Falchuk said. “We want to share the insights we have gained through their journeys, and what they mean for patients,

doctors, and everyone else who cares about helping people get well and stay well.” Best Doctors helps people worldwide get the right care by delivering comprehensive, patientcentric, expert advice that guides people through the health care system. The company collects all of the pertinent medical information and presents it to the most specialized expert physician possible. The Best Doctors process is effective in reducing misguided care. Its expert consultations result in a change in diagnosis more than 20% of the time and a change in treatment more than 60% of the time. By ensuring that people get the right diagnosis and treatment, Best Doctors has proven that empowering people and their treating physicians with specific, pertinent, actionable information can have a positive impact in improving health care quality. Additionally, Falchuk leads the Best Doctors

Bemas Software Inc.

With new government-mandated rules and regulations, health plans are becoming more complex. As a result, there is a growing demand for benefits administration technology to handle the prospective increase in members while reducing administration complexities. For those who provide health care-related technology, the software has to work for the health care administrator, the employer, and the employee. Bemas Software’s PayDirect CDH technology solution offers an easy-to-use, customizable online portal with employee, employer, and third party administration (TPA) access. “In today’s CDH environment, benefit administrators need to support multiple plan variations, integrate with other systems, and support special workflows,” said Steven K. Pownall, CEO, Bemas Software Inc. “Bemas addresses these needs by delivering software solutions that are flexible, scalable, reliable, and adaptable to your specific requirements.” The software provides cost-saving features like open enrollment, online claim submission, and real-time card balance information. It also allows benefits administrators to easily manage flexible spending accounts

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Company: Best Doctors Inc. Headquarters: Boston Website: www.bestdoctors.com No. of employees: 289 Nature of business: Best Doctors Inc. is a medical resource for ensuring that individuals have the right diagnosis and the right treatment, helping to dramatically improve the quality of care and reduce costs. Key executives: David Seligman, CEO Evan Falchuk, president and chief operating officer

team in educating the human resources (HR) and benefits executives with leading employers on the importance of implementing clinical advocacy and decision support programs.

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Steven K. Pownall

PayDirect Leads Way in Electronic Benefit Payment Industry

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PRESIDENT AND CHIEF OPERATING OFFICER

(FSA), complex health reimbursement accounts (HRA), health saving accounts (HSA), dependent care assistant program (DCAP), premium only plan (POP), incentives, and transit accounts, all from a single system. Providing this information on the web allows access to employees and saves organizations time and energy in managing questions and processes. Another perk of the PayDirect CDH solution is an integrated debt card. Both employees and employers want easy, cost-effective solutions. An integrated software and debit card combination provides easy access to benefit accounts, autosubstantiation rates, and offers multi-account stacking capabilities from a single card. “Input from clients is key in our development of new PayDirect CDH functionality,” Pownall said. “All client companies are a part of the PayDirect User Group, which influences the evolution of the PayDirect product and supports integrated process improvement.” While it is difficult to keep up with industry changes and legislative regulations, Bemas’ software system quickly and easily adapts to changes, allowing a company to stay in compliance.

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CHIEF EXECUTIVE OFFICER Company: Bemas Software Inc. Headquarters: St. Louis, MO Website: www.bemassoftware.com No. of employees: 26 Nature of business: Bemas offers flexible, scalable software solutions to benefits administrators, allowing them to easily manage FSAs, complex HRAs, HSAs, DCAP, POP, incentives, and transit accounts, all from a single system. Key executives: Robert E. Patricelli, chairman and CEO Steven K. Pownall, chief executive officer, Bemas, IT and Development Kevin L. Blank, executive vice president, Sales, Marketing, and Account Management Christopher M. Byrd, executive vice president, Operations and Development Richard A. Bucchi, senior vice president and chief information officer Patrick J. Murphy, senior vice president and chief financial officer

The bottom line is that Bemas’ PayDirect CDH is having an impact on customers. “Thanks to our innovative technology we have become a leader within the electronic benefit payment industry,” Pownall said.

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INNOVATOR AWARD WINNERS

SUPERSTARS 2010

Bravo Wellness

Jim Pshock FOUNDER AND PRESIDENT

Predicting Employee Savings Pays Off Still in its infancy, Bravo Wellness has rapidly carved its niche in health care comsumerism. The 18-month-old company, which provides technology and compliance support for results-based wellness incentive strategies, has shown success in providing technology for new generation health care consumerism. “We are a results-oriented society,” Bravo Wellness Founder and President Jim Pshock said. “People want to be recognized for doing the right things, and rewarding employees who achieve healthy goals is a real win/win.” The Bravo technology facilitates a wide variety of options for employers to offer rewards and incentives. The main focus of Bravo is on the use of biometrics provided by blood tests and provider documentation rather than self-reporting. By using sophisticated actuarial modeling, Bravo can accurately predict hard dollar savings when modifying employee contribution based on biometrics. As the technology backbone for compliance, recordkeeping, and processes that can be audited, Bravo works

with multiple carriers, wellness vendors, and other plan service providers. Under the Bravo Wellness plan, participants complete an online health risk assessment and undergo a confidential health screening that assesses basic health using such metrics as blood pressure, cholesterol, body mass index (BMI), and tobacco and nicotine use. After the results, the participant receives wellness points, which are used toward managing health care costs. The employer receives a summary of the number of wellness points each employee received from the screening but will not know which categories or any specific lab results. “Employers have to be sensitive to their culture, but they have to do something other than what they’ve been doing,” Pshock said. “You will never reduce the cost of claims until you reduce the cause of them.” On average, 30% of employees participate in a wellness program; however, Bravo Wellness programs offer financial incentives, which dramatically increase employee engagement.

Company: Bravo Wellness LLC Headquarters: Avon, OH Website: www.bravowell.com No. of employees: 26 Nature of business: Provider of technology and compliance support for resultsbased wellness incentive strategies. Key executives: Jim Pshock, founder/president Joe Clark, national accounts director Pam Wiese, director, Client Services David McGlennen, regional sales director Kevin Bodi, regional sales director Craig Peterson, regional sales director

Through the creation of incentives like variable health reimbursement account deposit or a premium contribution deduction or increase tied to the results of the health evaluation, Bravo Wellness boasts at least 92% employee participation.

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Catalyst Rx

David T. Blair CEO

Online Tool Discloses All Drug Pricing Options As health care costs continue to escalate, consumers and legislators are demanding increased transparency in benefit and pricing information to help rein in these costs. In response, many pharmacy benefit management (PBM) companies have developed drug pricing tools to help members find new ways to save money. Although these tools are useful, they may not always disclose the lowest-cost options available to members—until now. Catalyst Price & Save, Catalyst Rx’s online drug pricing tool, provides straightforward information about member-specific benefit designs and discloses all drug pricing options. Users simply enter a drug name and the Price & Save proprietary technology prices the cost of the drug at retail and mail service pharmacies before sorting the results in the most meaningful way. As the only tool in the industry to identify lowestprice pharmacies without bias, Price & Save enables members to become fully informed consumers.

Through Catalyst Rx’s “compete and compare” technology, Price & Save prices drugs at multiple pharmacies, including mail service, as well as those with low-cost generic drug programs. Results are sorted by the nearest pharmacy with the lowest price to the most distant, highest-priced location. Mapping and driving directions also are provided for retail pharmacies. Another bonus of Price & Save is it offers lowercost generic equivalents when a client searches for a brand-name drug. Price & Save also displays real-time member costs, including any deductibles or out-ofpocket maximums. Clients are offered an optional “Plan Pays” feature that allows members to view the full cost of the drug beyond their copayment/deductible as a way to help them become more informed about the financial impact of their decisions. Additionally, an extensive educational information library and pharmacy benefit details are available to improve user convenience. Price & Save is

Company: Catalyst Rx

Headquarters:

Rockville, MD Website: www.catalystrx.com No. of employees: 966 Nature of business: Catalyst Rx is a pharmacy benefit management company whose commitment to innovation, efficiency, and superior customer service provides care- and cost-effective pharmacy solutions to its clients and more than 7 million members. Key executives: David T. Blair, CEO Richard Bates. president and chief operating officer Nick Grujich, executive vice president, Strategic Business Operations Hai Tran, treasurer and chief financial officer Bruce Metge, general counsel and corporate secretary

password-protected and HIPAA compliant to protect member privacy.

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Solutions Superstars 2010 47


ADVERTORIAL

Incentives and Encouragement Key to Wellness Program Success The design of wellness programs often reflects our own business operations: strategic, clear and, most importantly, results-focused. However, one essential component of a successful wellness program is sometimes overlooked—personal support and encouragement. A supportive approach, fueled by an inspiring incentive, can motivate, engage and encourage action; accomplishing whatever objective your organization sets out to achieve. The variety of companies that offer Best Buy® Gift Cards shows the importance of good incentives. The needs and goals of these organizations may differ, but the tangible encouragement that gift cards provide is the same for any kind of wellness program. Incentives for Any Objective Best Buy Gift Cards amplify the appreciation of healthy living by adding to the value of wellness. An incentive is one more reason, beyond an improvement in health, for participants to actively continue a program. Whether facing a case of especially high goals or a low budget, incentives can help you increase interest and enthusiasm. We’ll highlight a few organizations below that offer Best Buy Gift Cards as a wellness incentive. Currently, several health clubs drive membership with gift cards. The same incentive can also motivate members to sign up for or continue a weight loss program. These health clubs motivate their members with Best Buy Gift Cards because they accentuate the joy of living and align with the purpose of their wellness programs. Dentists and orthodontists reward patients who keep monthly and annual appointments with gift cards. Because orthodontic programs aim to gradually improve oral health, a tangible incentive can reinforce the commitment to a long-term program and simultaneously ease soreness from tightened braces. Gift cards can also motivate employees and members to continue participating in a wellness program. Many companies choose gift cards as an added benefit of joining a smoking cessation or drug rehabilitation program. An additional reason to participate, such as a gift card, has the ability to tip the scale toward healthier living. Hospitals and private practices recognize and retain their top employees with gift cards. They are a way for these organizations to say, “thanks,” “we appreciate you” or, “keep up the outstanding work.” Incentives can also help retain valuable employees because they show that your company values the people that contribute to its success. Easy to Use, Easy to Enjoy Ultimately, the incentive you choose should be as rewarding for you as it is for the recipient. Best Buy Gift Card Incentives are easy to give and easy to use. Best Buy fulfills orders quickly and offers multiple shipping options. Visit CorporateGiftCards.BestBuy.com for more information about how to qualify for free shipping and discounts. Best Buy Gift Cards have no expiration date, no dormancy fees and the cards retain their full balance until used. Whether your organization’s goal is to increase employee engagement or lower their cholesterol, gift cards as incentives provide one more reason to be healthy. They are a way to further exemplify your support and encouragement.

Visit CorporateGiftCards.BestBuy.com or call (877) 370-1234.


the “brings out the kid in them” reward No fees. No expiration dates. Just happiness.™ Recognize and motivate employees with Best Buy® Gift Cards. They’ll get the excitement of choosing incentives that enhance their lives and connect them with family and friends. Learn more by contacting us at: 877-370-1234 | GiftCards@BestBuy.com | CorporateGiftCards.BestBuy.com/CDHC BEST BUY, the BEST BUY logo and the tag design are trademarks of BBY Solutions, Inc. © 2010 Best Buy. All Rights Reserved. BBY1103015


INNOVATOR AWARD WINNERS

SUPERSTARS 2010

Christopher Parks

change:healthcare

CO-FOUNDER AND CEO

Technology Organizes, Manages, Compares Medical Bills In 2006, Christopher Parks’ life was forever altered when both his parents died of cancer. While sifting through the mounds of paperwork, Parks, who had spent 17 years in health care, was lost and consumed by questions. He learned firsthand that sorting through mountains of medical bills and related documents could be exasperating. It was through this tragedy and a desire to help people that inspired Parks to create change:healthcare, a web-based tool aimed at helping consumers organize, track, manage, and compare their medical bills. “Our sole purpose as a company is to help employers and employees save money on their health care expenses,” Parks said. “By being innovative and using technology in ways that maybe haven’t been done before, we’ve made that possible. And when clients are pleased, so are we.” Believing consumers needed access to more information in order to make intelligent health care decisions for themselves and their families, Parks brought together several software programmers and

created a product that put consumers back in the health care driver seat just as the new dynamic of consumer-driven health care was gaining traction. Joining with fellow entrepreneur Robert Hendrick, the two realized they could have the greatest impact morphing their medical bill manager tool into one using medical claims information that would allow a company to help employees not only better manage medical bills but save money. Today, change:healthcare guides employers, employees, and third party administrators in making more informed health care consumer purchase decisions that save money, without plan design changes or cost shifting. Specifically, the firm helps employers and their workers choose the most affordable providers for medical services by analyzing a company’s medical claims and continually sending cost-savings alerts to employees when savings opportunities are found. Its primary tool is a system of “Ways to Save Alerts” that proactively notifies users when there’s a cost savings opportunity. “I’ve always looked at situations with a different

Dynamic Benefit Systems

Company: change:healthcare Headquarters: Brentwood, TN Website: www.changehealthcare.com No. of employees: 13 Nature of business: change:healthcare guides employers, employees, and third party administrators in making more informed health care consumer purchase decisions that save money. It does this by helping workers choose the most affordable providers for medical services by analyzing a company’s medical claims and continually sending cost-saving alerts to employees when savings opportunities are found. Key executives: Christopher Parks, co-founder and CEO Robert Hendricks, co-founder and chief operational officer Julia Polk, chief financial officer, Finance and Strategy Page Thompson, vice president of sales

eye when it comes to solutions,” Parks admitted. “And that has really paid off through the years.”

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Dan Morrill PRESIDENT

Interactive Software Replaces CDHC Forms, Spreadsheets For Dan Morrill, the light bulb effect proved to be beneficial in the creation of Dynamic Benefit Systems. With his agency struggling to differentiate itself from larger firms in the field of consumer-driven health care, Morrill, the company’s president, used his knowledge of technology to create a software program that revolutionized the way benefits are presented, sold, and purchased in the marketplace. “I envision a day when every health insurance agent will be presenting benefits and plan designs to employers using interactive software like we’ve developed, completely replacing generic forms and spreadsheets,” Morrill said. The software is a real-time tool used in front of an employer to interactively help design benefits plans, including all CDHC variables. The software simplifies the understanding of CDHC plans and the many options it presents to an employer, dramatically increasing CDHC adoption rates. “This is bigger than Dynamic Benefit Systems,”

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said Morrill, who is passionate about CDHC and believes the solution to higher CDHC adoption rates is engaging consumers in their health care decisions by increasing transparency. “With all the changes on the horizon, we need to increase adoption rates in CDHC plan to ensure their future survivability. We see Dynamic Benefit Systems as a tool /solution to help accomplish this goal.” Having spent 20 years as a broker, providing value-added services such as COBRA administration, web-based technology resources, wellness services, and HR services, Morrill retained and wrote some new business, but it did not help employer clients when they were facing double-digit premium increases. The creation of Dynamic Benefit Systems’ cutting edge and innovative technology allows a broker/agent to get back to the core of what their customers want— a benefit plan that will reduce costs. The advantages of the software include real-time plan design with the employer client, cost and time

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Company: Dynamic Benefit Systems Headquarters: Franklin, WI Website: www.dynamicbenefitsystems.com No. of employees: 5 Nature of business: Dynamic Benefit Systems offers an interactive decision support system for fully insured plan design. Key executives: Mark Priestaf, CEO, co-founder Dan Morrill, president, co-founder Wayne V. Weese, president, co-founder Carrie Abraham, director, Client Services Ryan Hatch, vice president, Software Development

savings for the broker/agent, and true cost control and budget planning. Morrill’s clients have saved thousands of dollars as a result of his forward-thinking plan designs.

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INNOVATOR AWARD WINNERS

SUPERSTARS 2010

Evolution Benefits Inc.

Robert Patricelli CHAIRMAN AND CEO

Prepaid Debit Card Program Offers Advantages When companies implement a prepaid debit card program in conjunction with a flexible spending account, many problems can arise, especially in communicating with the debit card technology provider. Fortunately, Evolution Benefits Inc. (EB), a provider of benefit card payment services for health care and employee benefits accounts, such as flexible spending accounts (FSA), health reimbursement accounts (HRA), health savings accounts (HSA), and qualified transportation account (QTA), has one-stop shopping, providing prepaid debit card programs along with offering benefit administration software through its Bemas subsidiary. EB’s software verifies the benefit eligibility of debit card transactions for the highest auto substantiation rating in the industry, with 85%-95% of all of client transactions being substantiated, said Robert Patricelli, chairman and CEO. That means a decrease in time and money spent on verification paperwork and phone calls, and an increase in customer satisfaction. “Evolution Benefits is committed to offering innovative payment services and technologies to support

all stakeholders in a CDH benefits environment,” said Patricelli. “Our patented auto-substantiation methods reduce the need for receipt submission, simplifying the administration and use of account-based programs for benefit administrators, employers, and employees.” When the cardholder uses the card to pay for health care items, those expenses are deducted from the account balance at the point of sale. The card can be used to pay pharmacy, hospital, doctor, dentist, or vision providers. EB uses its array of auto-substantiation technology methods to electronically verify the transaction’s eligibility, according to IRS rules with patented real-time data matching at point of sale, retrospective data matching, employee-level copayment matching, and recurring expense logic. “Thanks to our innovative technology, we have become a leader within the electronic benefit payment industry,” Patricelli said. “We wouldn’t be where we are today without the excellent team at Evolution Benefits. Each and every person in the company works hard to go above and beyond, delivering outstanding results to all our customers.”

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Company: Evolution Benefits Inc. Headquarters: Avon, CT Website: www.evolutionbenefits.com No. of employees: 92 Nature of business: Evolution Benefits provides benefit card payment services for health care and employee benefits accounts, such as FSAs, HRAs, HSAs, QTAs, and incentive accounts, serving more than 250 third party administrators, more than 19,000 employers, and approximately 3.5 million people throughout the country. Key executives: Robert E. Patricelli, chairman and CEO Kevin L. Blank, executive vice president, Sales, Marketing, and Account Management Christopher M. Byrd, executive vice president, Operations and Development Richard A. Bucchi, senior vice president and chief information officer Patrick J. Murphy, senior vice president and chief financial officer Steven K. Pownall, chief executive officer, Bemas, IT and Development

FIS

Tom Torre SENIOR VICE PRESIDENT AND GENERAL MANAGER

New Portal Aids Consumer by Simplifying Process Navigating the health care system is complex and not designed for consumer engagement and accountability. However, thanks to Tom Torre and FIS Healthcare Payment Solutions, navigating the system has become less taxing. As part of FIS’ investment in consumer-directed health care, Torre led the development of a comprehensive consumer portal experience that brings together an individual’s health and clinical information with an employee’s financial information with respect to their “consumption” of health care resources. Whether a person has an health savings account (HSA), flexible spending account (FSA) or other taxadvantaged account, patients are having to pay an increasingly higher portion of their health care bills. The FIS WealthCare Portal helps to simplify the experience and gives people what they need to become more effective health care consumers. “Consumers, when properly empowered, will take greater responsibility for preventative care and make smarter economic decisions regarding treatment options,” said Torre. “However, for CDHC to become a reality, all

stakeholders need better resources to more effectively manage their new health care responsibilities.” Under Torre’s leadership, FIS has targeted health plans, financial institutions, health care systems, and third party administrators. As the health care industry explodes with new technologies and approaches to solving the myriad of problems inherent in the current system, the lines of competitive and complementary solutions are blurring. Torre’s vision is to extend the many flexible FIS solutions to accommodate the changing landscape. Torre believes the key differentiator for FIS WealthCare Portal is the ability to enable consumers to interact with both their health and financial information with a simple and elegant user experience. WealthCare Portal includes a personal health record, CDHC account access, claims access, online payment, and a window into the impact of one’s benefit plan on personal financial responsibility. The solution can also reward desired behaviors, whether through wellness activities or better management of multiple chronic conditions.

Company name: FIS Headquarters: Jacksonville, FL Website: www.fisglobal.com No. of employees: 30,000 Nature of business: FIS is a global provider of technology and services for financial institutions, health plans, and benefit administrators. FIS Healthcare Solutions helps transform the health care industry by accelerating the exchange of information and funds among patients, payers, providers, and financial institutions. Key executives: Frank Martire, president and CEO Gary Norcross, corporate executive vice president, chief operating officer Frank D’Angelo, executive vice president, Payment Solutions John Reynolds, president, Government, Education and Healthcare Solutions

“This is a rapidly growing industry, and companies that can integrate key components of a consumer’s experience and simplify transactions will certainly lead the market,” Torre said.

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Solutions Superstars 2010 51


INNOVATOR AWARD WINNERS

SUPERSTARS 2010

Geisinger Health Plan

Penny Trapani PRODUCT MANAGER

Encouraging Employers, Employees to Get Involved Geisinger Health Plan (GHP) has always cared about the little people. Despite offering coverage to businesses of all sizes and having nearly 250,000 members, the not-for-profit health maintenance organization (HMO) has not forgotten its roots. From a rural prepaid health plan provider for Geisinger Medical Center employees and the five counties surrounding Danville, PA, GHP has evolved into one of the nation’s largest rural HMOs by providing high quality, affordable health care benefits. GHP also is bringing large market solutions to the small market by providing consumer-directed health care plans with features once reserved for the largest of companies to smaller employers. Helping to bring the big-city benefits closer to home is GHP Product Manager Penny Trapani. A 12-year veteran at GHP, Trapani has worked her way up through the ranks, successfully managing the Accessories Program, which provides value-added discounts services such as chiropractic care, massage

therapy, LASIK vision correction, eyewear and eye exams, and fitness centers. “Penny’s hard work and leadership have helped our health plan usher in a new era of product innovation via the consumer directed suite of plans designs,” said Sue Torrey, director, Product/Benefit Implementation. “Penny has worked diligently by leading the charge in helping our employer group customers to achieve a high quality experience, including acknowledged employee satisfaction.” In addition to being feature rich, Geisinger’s health reimbursement arrangement (HRA) solution, developed in part by Trapani, provides increased transparency into health care expenses and encourages employers and employees to get more engaged and involved in the financing of their health care. “Penny has proven herself as our true catalyst for success with ConnectYourCare and growth with the HRA product,” Torrey added. Trapani, who began her career at GHP as

Company: Geisinger Health Plan Headquarters: Danville, PA Website: www.thehealthplan.com No. of employees: 780 Nature of business: Geisinger Health Plan provides health insurance coverage for businesses of all sizes, individuals and families, and Medicare beneficiaries. Key executives: Jean Haynes, CEO Richard Kwei, chief operating officer Joseph Haddock, vice president of Sales

marketing coordinator before being promoted to product manager in 2004, also has managed the Guardian dental program for many employers under the GHP fold. She also has been involved for many years in the popular Silver Sneakers program for GHP’s Medicare members.

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HSA Bank

Itamar Romanini SENIOR VICE PRESIDENT, BUSINESS DEVELOPMENT

Internet Banking Leads to Romanini’s Success As one of the nation’s leading health savings account administrators, HSA Bank focuses solely on the administration, service, and support of its HSA product. Account holders enjoy the convenience of signature-less online enrollment, online access including transfer capabilities through HSA-dedicated portals, and robust investment options. The bank’s focus on HSAs allows it to provide solutions to employer groups, agents/brokers/agencies, benefit consultants, third party administrators, and health plans. “I really enjoy working with our partners and potential partners in understanding their unique situations, understanding their challenges and strategic goals, and working together to craft the best solutions possible to maximize their and our results,” said Itamar Romanini, senior vice president of Business Development and chief technology officer. “I always look forward to developing strategic plans with our partners, as the growth of all parties is my ultimate goal.”

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Since joining HSA Bank as an IT analyst in 2000, Romanini has been responsible for the development and implementation of new technology that help HSA Bank more effectively foster its relationships with its customers. “I really believe that when two companies create a real partnership, there is commitment from both sides to grow both businesses, and the success of one is very much tied to the success of the other,” said Romanini, who introduced Internet banking and online enrollment options. “I believe in doing the right thing and what is best for our partners and their clients and always hold myself, my team, and our company accountable and responsible for what we promise and deliver.” Since entering the consumer-driven health care industry in 1997, HSA Bank has grown to more than 250,000 account holders with nearly $750 million in HSA assets. With the passage of the Medicare Prescription Drug, Improvement, and Modernization Act of 2003,

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Company: HSA Bank, a division of Webster Bank N.A. Headquarters: Sheboygan, WI Website: www.hsabank.com No. of employees: More than 150 dedicated to HSAs Nature of business: HSA Bank focuses solely on the administration, service, and support of its HSA product. Account holders enjoy the convenience of signature-less online enrollment, online access including online transfer capabilities through HSAdedicated portals, and robust investment options. Key executives: D. Dean Mason, CEO Kirk Hoewisch, president Itamar Romanini, senior vice president, Business Development

which established health savings accounts, HSA Bank immediately redefined its product offering to provide and service HSAs.

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AMERIFLEX CONVENIENCE

INNOVATION IS ESSENTIAL TO MAINTAINING ONE’S STATUS AS A CDHC INDUSTRY LEADER. We understand this and have dedicated ourselves to the development of technology-based systems that deliver compelling advantages:

AmeriFlex Convenience Solutions

AmeriFlex Convenience Card® Consolidated FSA/HRA/HSA/CRA Debit Card Platform

AmeriFlex Convenience Sleeve Consolidated FSA/HRA/HSA Healthcare Payment Solution

AmeriFlex Convenience Portal *

Web-Based System for Streamlined Administration of CDHC Plans

Mongoose® Enterprise Class, Web-Based Solution for COBRA Administration

ePOP Instant POP Plan Online Document Ordering

Invoice Manager Paperless, Automated System for Group Claim Activity and Funding Administration

PROPOSAL REQUESTS : info@flex125.com CALL TOLL- FREE : 888.868.FLEX (3539) *Five years running: Benefits Selling magazine’s 2005–2009 “Readers’ Choice” for TPA delivering the most comprehensive service


INNOVATOR AWARD WINNERS

SUPERSTARS 2010

The Jellyvision Lab

Harry Gottlieb

Virtual Health Insurance Adviser Educates, Simplifies Enrollment To say Jellyvision Founder and CEO Harry Gottlieb likes to think outside the box is an understatement. His unconventional thinking and creativity have produced the Jellyvision Benefits Counselor, an interactive online multimedia experience that helps Aetna, Comcast, and other Fortune 500 companies eliminate the confusion, anxiety, and drudgery their employees feel when learning about their benefits. “Most people would rather drink gasoline than have to learn about insurance with the way it’s usually communicated,” Gottlieb said. “It’s no surprise that employees don’t appreciate what their employers are providing. By making learning about benefits easy and delightful, employees get the value of their employer’s generosity.” Gottlieb created the wildly popular interactive series “You Don’t Know Jack,” and for the past few years, he’s been creating a virtual health insurance adviser, “David,” as part of an engaging interactive tool that makes open employee enrollment education

simple, fast, and fun. David, who guides employees through their available benefits, asks questions along the way, and offers individualized benefit plan recommendations to each participant based on their answers. The conversation with David relies on Gottlieb’s proven design techniques in developing compelling interactive media. The Benefits Counselor was piloted in 2009 through a partnership with Aetna, and the response was overwhelmingly positive from employees and employers alike. This is great news for businesses, especially considering that benefits are the second most important factor in job satisfaction and employee retention, according to the Society of Human Resource Management. Fewer than 20% of employees understand their benefits, according to a new study by Colonial Life. Companies that provide insurance benefits through Aetna can get Benefit Counselor at a special discount. Aetna markets the application as the Aetna

FOUNDER AND CEO Company: The Jellyvision Lab Headquarters: Chicago Website: www.jellyvisionlab.com; www.jellyvisionbenefitscounselor.com No. of employees: 35 Nature of business: To explain complicated things and guide people in making wise decisions, Jellyvision creates highly engaging, animated, deeply interactive, online conversations. Key executives: Harry Nathan Gottlieb, founder and CEO Amanda Lannert, president Henry White, senior creative for Jellyvision Benefits Counselor

Benefits Advisor. Comcast was an early adopter of Jellyvision Benefits Counselor. “Because of the Jellyvision Benefits Counselor, Comcast was not only able to achieve our goal of providing a valuable support tool to our employees, but we were also able to increase FSA participation by 30%,” Benefits Project Specialist Melissa Dulin said.

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Myfinancialadvice Inc.

Ron Peremel

Coaching, Advice Prove Powerful to Employees Knowledge is power, and in a volatile economy, financial knowledge is crucial when it comes to employees planning for retirement. Myfinancialadvice Inc. looks to supply that knowledge as the company helps organizations reduce employee confusion and improve adoption and proper use of consumer-driven health plans and retirement plans, which may lower benefits costs, reduce liability, and increase worker productivity. “In difficult economic times, employees need coherent expert financial coaching and advice to harmonize complex benefits with the details of real life,” said Ron Peremel, president and CEO of Myfinancialadvice. “We built the Myfinancialadvice workplace service to increase understanding and adoption of defined contribution retirement plans and health savings accounts for employers, but for the employee it’s about making better decisions and improving their financial health.” Founded in 2001, Myfinancialadvice is an integrated web- and phone-based service that provides

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inexpensive, unbiased one-on-one financial advice by independent certified financial planner to help employees make better financial decisions. “In creating Myfinancialadvice for the workplace, we discovered that trusted financial experts, who are prohibited from selling financial products, provide employees with confident decisions which maximize the value of their benefits and bring peace of mind on virtually any financial concern,” Peremel said. Traditionally most employees don’t have the knowledge or the time to make the most of their benefit packages, especially complex issues like highdeductible health plans and health savings accounts. However, Peremel and his team are changing the way employees view their benefits package. A case study involving a major U.S. law firm who retained Myfinancialadvice showed a 36% increase in high-deductible health plan/health savings account (HDHP/HSA) enrollment over what could be expected without advice sessions.

www.employersweb.com

CEO AND PRESIDENT Company: Myfinancialadvice Inc. Headquarters: Boulder, CO Website: www.MFAworkplace.com and www.myfinancialadvice.com No. of employees: 10 internal, 100 independent certified financial planners Nature of business: Myfinancialadvice Inc. provides an integrated web- and phone-based service that provides inexpensive, unbiased financial advice by independent certified financial planner to help employees make better financial decisions. Key executives: Ron Peremel, CEO and president Kevin Condon, CFP, executive vice president, Advisor Services Grant Slade, vice president, Marketing and Account Services

The study also revealed employee understanding of HDHP/HSA increased by 33% and decision-making “confidence” rose by 46%. Myfinancialadvice has proved that knowledge is power.

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INNOVATOR AWARD WINNERS

SUPERSTARS 2010

My HSA Rewards

Sanders McConnell FOUNDER AND PRESIDENT

Consumers Shop, Contribute to HSA Using Cash Rewards Program Perhaps the genius of My HSA Rewards is its simplicity. It is the first and only rewards program that helps health savings account (HSA) consumers put money in their HSA. After joining for free, HSA Rewards allows consumers to earn cash on everyday purchases. “My HSA Rewards is a smart and simple cash rewards program that helps individuals easily contribute more money to their health savings accounts by shopping with our network of more than 350 national merchants,” company founder Sanders McConnell said. Users get cash back on a wide variety of items, from a pair of slacks from Ralph Lauren to a set of monogram towels or shower gel from Bath & Body Works. After $50 is accumulated, it’s then deposited into the consumer’s HSA. In addition to the thousands of network vendors providing everything from magazines and computer equipment to clothes, consumers can

shop at My HSA Rewards online mall, where they will automatically earn cash rewards of 0.5% to 25% on qualifying purchases. On the myhsarewards.com website, participating merchants are divided into eight categories. The online mall has stores that would be found in a typical mall, such as Macy’s, Banana Republic, and Nordstrom. The other categories are more specialized. There is a travel category, dining and gourmet, health and beauty, pets, sports (merchandise and tickets), communications (Netflix, DirecTV, and Comcast), and small business (Dell Small Business, Staples, and Quicken). In addition to having a multitude of vendors, there are no other relevant and portable rewards programs designed for individuals with high-deductible health plans who want to accelerate deposits into their HSAs. If a person changes insurance providers or switches to a new bank, he can still participate in My HSA Rewards.

Company: My HSA Rewards Headquarters: Alpharetta, GA Website: www.MyHSArewards.com No. of employees: 7 Nature of business: My HSA Rewards is a cash rewards program that helps individuals easily contribute more money to their health savings accounts by shopping with the company’s network of more than 350 national merchants. Key executives: Sanders McConnell, founder and president Rob Grady, co-founder and chief marketing officer Eric Froistad, CEO Don Otto, vice president of technology See our Who’s Who Profile on Page 63.

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Patient Care

Jane Cooper

Company Survives Relocation after Hurricane As the founder, president, and CEO of Patient Care, Jane Cooper has made significant contributions to the company she runs and the health care industry. Cooper, who founded the company in August 2001 in New Orleans, has taken major personal and professional risks and even survived a hurricane to advance her company and help found the advocacy industry. “People need a great deal of help navigating through the complexity of their health care and insurance plans,” said Cooper, who moved the company to Milwaukee following Hurricane Katrina. “Deciding where to locate the company after Hurricane Katrina and having the courage and resources to do that successfully was a difficult business decision.” Even in the midst of a recessed economy, Cooper’s vision, passion, and ability to lead her company have driven the company to experience significant growth over the last year. Patient Care recently reached an important milestone, providing services for more than 1.3 mil-

lion members across the country and reaching the 50-employee mark in March. It is a far cry from just over a decade ago when six founding investors developed the business model at the Columns Hotel in New Orleans. A year later, the first investor wrote a check for $100,000 in March 2001 over a Heineken in his basement bar, allowing Cooper and company to launch the firm five months later. “Our business philosophy is to create raving fans of all customers,” Cooper said. “My personal business philosophy is to treat my employees the way that I want to be treated.” With more than 25 years’ experience in the health care industry, Cooper has served in management positions for nearly two decades. As a serial entrepreneur, she has started and led five health care companies since the early 1980s. “My smartest move was to move a growing business function [cost and quality research for members] to a separate unit and promote an internal person to manage that unit in 2009,” Cooper added.

FOUNDER, PRESIDENT, CEO

Company: Patient Care Headquarters: Milwaukee WI Website: www.PatientCare4u.com No. of employees: 50 Nature of business: Patient Care works with employers to help their members navigate through the health care system and become better health care consumers. Key executives: Jane Cooper, president/CEO Bill Koehn, vice president of finance Emily Penner, vice president, marketing and communication Vijay Thacker, vice president of advocacy Kevin Lindbergh, vice president of consumerism

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Innovative online software puts clients in the driver’s seat and simplifies pharmacy benefit process Take control of the many choices available In the competitive arena of pharmacy benefits management, one thing is clear: One size does not fit all. Clients have different needs and their members have differing expectations. As a result, benefit planners often find themselves confronted with a dizzying array of choices and they may not always be sure what’s best or what impact their preferences and choices will have on their total benefit design. To help clients through this complex process and aid them in creating a pharmacy benefit plan that better aligns with their individual business needs and objectives, Prescription Solutions looked not just to deliver an optimal client experience, but – through its Client and Consumer Experience Program (C2EP)SM – to become a stand-out for clients across industries. The result is the Benefit Preferences Tool, a unique, web-based pharmacy benefits advisor that uses client preferences to develop customized pharmacy plans.

Interactive tool provides answers in 15 minutes On its Benefit Preferences Tool web page, Prescription Solutions makes use of a proprietary, predictive tool from TrueChoice® Solutions to guide clients through an online, step-by-step decision-making process. This interactive program gathers client preferences for benefit structure, formulary, network access, mail service, clinical programs and more. The program then weighs those responses, determines which products and services best fit the client’s needs, and presents plan recommendations. It also provides a benchmark comparison between the client’s responses and their peers. And it even gives the client an opportunity to request a call from one of the Prescription Solutions professionals to discuss the results in more detail. This technology has been utilized successfully by many large corporations in non-health-related fields. Its use by Prescriptions Solutions, however, is the first time it has been applied in the pharmacy benefits management field or overall health care environment.

Users weigh their options and prioritize benefits on each screen of the Benefit Preferences Tool.

“The Benefit Preferences Tool is just one more way we’re helping clients take control and exercise their right to make informed benefits decisions,” said Patrick Stroh, senior vice president of Business Strategy for Prescription Solutions. “It provides an analysis that helps clients focus on their individual needs and preferences, as well as shows them in real-time which Prescription Solutions products and services can save them money and improve health care outcomes for their members.” With so many options available today, Prescription Solutions Benefit Preferences Tool and its C2EP approach is a win-win proposition for everyone. Take control and exercise your right to make informed decisions. Prescription Solutions is an innovative pharmacy benefit management company managing the prescription drug benefit of commercial, Medicare and other government health plans, as well as those of employers and unions. A UnitedHealth Group Company, Prescription Solutions serves more than 11 million members through a national network of 64,000 community pharmacies and state-of-the-art mail service pharmacies.

1.877.309.5345 www.PrescriptionSolutions.com pbmsales@prescriptionsolutions.com


think solutions. We’re a PBM with the services you want and the results you expect.

Improving Care. Maximizing Value.

We’re about innovation. And choices. And flexibility. And collaboration. And savings. In short, we’re what you’ve been looking for – an industry leader who offers custom prescription benefit plans that control costs without limiting benefits. We build lasting partnerships because we have the expertise to deliver exactly what our clients want. We think solutions. Want to improve your prescription plan? Try our Benefit Maximizer: www.benefit-maximizer.com 1.866.268.0089 pbmsales@PrescriptionSolutions.com www.PrescriptionSolutions.com


INNOVATOR AWARD WINNERS

SUPERSTARS 2010

PilotHSA

Marc D. Kutter MANAGING PARTNER AND CO-FOUNDER

Focus on Adoption, Deposit Growth, Platform Stability There is a reason health savings account is in the name of PilotHSA. Health savings accounts (HSA) have become an integral part of the growing trend toward consumer-directed health plans. PilotHSA, which prides itself as an early provider of HSAs, has provided expert assistance to multiple organizations that have elected to begin HSA programs. PilotHSA has built a versatile and comprehensive platform for community and regional banks to offer a competitive HSA product to their account holders. As more financial institutions begin to offer HSAs as a way to attract more deposits, they are looking for platforms that provide HSA education, enrollment, diversification, and management at a competitive rate. PilotHSA has successfully built such a platform and is quietly becoming the most stable platform in the industry, said Marc Kutter, PilotHSA managing partner and co-founder. “HSAs are our passion because we believe in

health care accountability,” said Kutter. “Our platform supports that accountability by providing useful tools for insurance agents, employers, account holders, third party benefit administrators, insurance carriers, investment providers, card providers, and financial institutions.” PilotHSA, founded in 2004, is working with some of the largest regional banking institutions in America, including Fidelity, United Community, and First Southern National banks. “Any third party administrator (TPA) or financial institution leveraging our HSA solution can offer a superior HSA program to its customers at a fraction of the cost compared to what many of the bigger providers have built themselves,” said Kutter, whose primary focus is on distribution, strategic alliances, product marketing, and closing sales with financial institutions, third party administrators, and strategic buyers. The creation of HSAs is a win-win-win situation

Company: PilotHSA LLC Headquarters: Alpharetta, GA Website: www.pilothsa.com No. of employees: 10 Nature of business: PilotHSA provides health savings account technology and services that enable partners to be HSA experts from day one. The company’s branding, education, marketing, training, compliance, and HSA utilization allow partners to focus on account adoption and deposit growth. PilotHSA’s platform serves financial institutions, insurance agents, benefit TPAs, investment platforms, and strategic partners. Key executives: Marc D. Kutter, managing partner and co-founder

for PilotHSA, its clients and the clients’ employees. Studies show that in addition to providing the employee with tax savings, it also provides freedom of choice and an easy way to deal with health care expenses.

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RememberItNow!

Pamela Swingley

eHealth Easier, User Friendly for Caregivers For RememberItNow! Founder Pamela Swingley, her company was created out of sheer necessity. In addition to working full time, Swingley was taking care of her 80-year-old father, Bob, who was suffering from glaucoma. “I didn’t know his medical history, who his doctors were, or how to keep track of all his medical information,” Swingley said. “Keeping the family and home care workers updated on his health status was a challenge. In addition, Dad kept forgetting to take his pills, and I wanted an easy way to remind him, without being a nag.” According to a 2009 study by AARP, Swingley was not alone. Seven in 10 caregivers were employed at some time when caregiving. Two-thirds have had to alter their work schedule, meaning 66% of caregivers are struggling to find a balance between work and care. Seeing an opportunity for an eHealth service, Swingley created RememberItNow! to help patients of

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all ages, with all types of illnesses, to stay healthier by remembering to take their medications at the right times and in the correct doses. However, RememberItNow!, available online and on any smart phone, is much more than medication reminders. “It’s a way for employers to control health care costs,” Swingley said, “for long-term care facilities to manage resident records, for patients to take control of their health, and for health care providers to provide better care.” Combining 20-plus years in the business software industry and the inspiration from her father, Swingley wanted to make her product user-friendly as well as visually pleasing. Swingley made it a priority that the core values of building RememberItNow! would have the customer’s best interest in mind. “We wrote our core values within the first three months of the company’s life,” Swingley recalled. “They are designed to guide us in how we treat cus-

www.employersweb.com

FOUNDER AND CEO

Company: RememberItNow! Headquarters: Orinda, CA Website: www. rememberitnow.com No. of employees: 5 Nature of business: RememberItNow! makes eHealth easy with medication reminders, a personal health record, and ability to create a health team. Key executives: Pamela Swingley, founder and CEO

tomers and build our products, as well as who we hire and partner with.” RememberItNow! prides itself in building open and honest relationships and allows customers to provide feedback through a FaceBook page, Twitter, and various blogs. Customers also can leave feedback at www.support@rememberitnow.com.

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INNOVATOR AWARD WINNERS

SUPERSTARS 2010

Secova Inc.

Joel Carter CO-FOUNDER AND VICE PRESIDENT

Verification Protects Integrity of Clients “Given the current environment of cost cutting, employers have adopted various strategies to mitigate costs through changing plan designs, employee cost sharing, and retiree benefit structures,” said Joel Carter, co-founder and vice president of Secova Inc. “At Secova, we support an alternative long-term strategy to reduce health care spending and capture lost dollars so our clients can improve the quality and affordability of health care programs for their employees.” Secova’s ongoing dependent eligibility verification management program is a controlled process designed to protect the integrity of the clients’ benefit plan by systematically validating the status of newly enrolled dependents whenever they enter the plan. By providing the infrastructure, technology, and resources for the management of comprehensive audit trails, Secova’s clients have been able to achieve regulatory compliance and immediate benefit cost savings. Secova’s major dependent eligibility verification projects range in size from 14,000 dependents to more than 180,000 dependents. In 2009, Secova’s clients

have saved tens of millions of dollars and ensured compliance for hundreds of thousands of employees. Under health care reform, grandfathered plans have exemptions from certain health care reform provisions. Cost-cutting solutions that significantly increase copays or a plan’s deductible are likely to jeopardize grandfather status. Secova’s ongoing dependent eligibility management program does not jeopardize a plan’s “grandfathered” status but does cut benefit costs by preventing claims payments made on behalf of ineligible dependents. Secova works with its clients to develop ongoing compliance programs and audit schedules to monitor eligibility for new dependents and recertify specific dependent or any other combination that best fits an organization. To retain and extend the savings, ongoing verifications parameters are set to reflect the composition of the clients’ dependent populations while optimizing participant advocacy support. “Employers who fail to continuously audit participant data find that ineligible dependents migrate back

Company: Secova Inc. Headquarters: Newport Beach, CA No. of Employees: 250 Website: www.secova.com Nature of Business: Secova is an HR benefits management and services company that supports its clients with customized, value sourced solutions that enhance services and reduce operating costs. Key executives: Venkat Tadanki, CEO Joel Carter, co-founder and vice president Bob Parke, senior vice president, Strategic Initiatives V. Chandrasekaran, chief technology officer

onto their health plan at a rate of 2%-3% per year,” Carter said. “The sooner an ongoing verification process is adopted, the less exposure companies will have from extending benefits to those who are not eligible.”

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Synovus Financial Corp.

Catherine Cantey CASH MANAGEMENT SALES DIRECTOR

Brokers, Employers, Consumers Find HSA Solution Synovus is quietly becoming the preferred health savings account (HSA) choice for brokers, employers (including several state health plans), and consumers searching for an HSA solution across its Southeastern footprint. The company implemented its HSA program in 2004 in response to the Medicare Prescription Drug Improvement and Modernization Act of 2003. Catherine Cantey, the cash management sales director for Synovus Financial Corp., has helped lead the company’s growth in this area. She is responsible for supporting the HSA product, sales, and enhancements. Today, Synovus offers a high level of customer service, competitive rates, and alternative investment choices. Leveraging the PilotHSA technology, Synovus has the broker, employer, and account holder tools to educate and increase adoption, which creates maximum utilization of HSAs.

“Health savings accounts are allowing us to open doors to new and exciting relationships,” Cantey said. “These relationships are encouraging growth in our markets. We understand health care is a growing concern. We support our markets by offering health savings accounts. It is one solution that benefits many individuals and families. High-deducible health plans (HDHP), paired with health savings accounts, appear to provide a solution allowing folks to reduce or maintain their health care expenses. ” It is not “just another account” to Synovus. The bank appreciates the fact brokers need tools to communicate the HDHP/HSA savings to an employer. Also, Synovus supports large and small-group employer needs by providing a game plan to roll out the HSA solution supporting the account holders at the end of the day. The account holder has access to all the tools necessary to understand HSA compliance, account maintenance, and account management. Synovus, through Cantey’s leadership, has devel-

Company: Synovus Financial Corp. Headquarters: Columbus, GA Website: www.synovus.com No. of employees: 6,200 Nature of business: A financial services company with more than $32 billion in assets that provides commercial and retail banking, investment, and mortgage services to customers in Alabama, Florida, Georgia, South Carolina, and Tennessee. Key executives: Richard E. Anthony, CEO and chairman of the board (currently on medical leave) Kessel D. Stelling Jr., president/COO and acting CEO James D. Yancey, acting chairman of the board Thomas J. Prescott, chief financial officer Roy Dallis Copeland Jr., chief banking officer Elizabeth R. James, chief people officer/chief information officer

oped an HSA solution tailored for brokers, employers and account holders. The clients benefit from community banking with solutions that generally only can be found at much larger institutions.

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SUPERSTARS 2010 RECOGNITION PROFILES

“ConnectYourCare is proud to partner with such innovative clients whose vision and creativity has crafted industry leading solutions.” - Jamie Spriggs, CMO

Leading the Industry with Superior Solutions Congratulations to three of ConnectYourCare’s clients for being named 2010 CDHC Solutions Superstars: • Tracy Johnson of Allegis; Most Innovative Employee Communication and Education Program Award • Harris Simmons of Zions Bank; CEO Leadership Award • Penny Trapani of Geisinger; Innovator Award simplify | motivate | execute www.connectyourcare.com Financial Finesse salutes Carol Klusek from Aetna; see story on page 41.

Congratulations to Itamar Romanini, our very own SVP of Business Development, for being recognized as a 2010 Solutions Superstar. Itamar has created an atmosphere that helps companies form successful partnerships with us— to the benefit of all parties. The proof is in our numbers. Thank you for keeping everyone’s best interest in mind and continuing to deliver an outstanding product and service to all our dedicated partners and their clients. Partner with us at www.hsabank.com

HSA Bank salutes Itamar Romanini; see story on page 52.

ConnectYourCare salutes Allegis p37, Zions Bank p18, and Geisinger p52.


Access these profiles online at www.CDHCSolutionsMag.com and www.EmployersWeb.com HSA/HRA/FSA TecHnology: AdminiSTRATion & mAnAgemenT

HSA/HRA/FSA TecHnology: AdminiSTRATion & mAnAgemenT

See our Innovator Profile on page 45.

AmeRiFlex

TSyS Healthcare®, provides end-toTSyS HeAlTHcARe end strategic payment solutions for 612.338.3871 consumer directed healthcare. We www.tsys.com/solutions/healthcare partner with benefits administrators, healthcare@tsys.com financial institutions and health plans and software providers to navigate all aspects of HSAs, HRAs, FSAs, 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 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. “ — Mark R. O’Leary Senior Vice President, TSYS Healthcare

302 Fellowship Road, Suite 100 Mount Laurel, NJ 08054 internal Sales Support: 888.868.3539 (FLEX), option 4 Proposals and marketing inquiries: info@flex125.com www.flex125.com established in 1998, AmeriFlex is an independent benefits administrator providing technology-based, consumer-driven benefits and compliance solutions. n AmeriFlex convenience card® n mongoose® Enterprise Class, Consolidated FSA/HRA/HSA/CRA Web-Based Solution for COBRA Debit Card Platform Administration n AmeriFlex convenience Sleeve n ePoP Instant POP Plan Online Consolidated FSA/HRA/HSA Document Ordering Healthcare Payment Solution n invoice manager Paperless, n AmeriFlex convenience Portal WebAutomated System for Group Claim Based System for Streamlined Activity and Funding Administration Administration of CDHC Plans

“At AmeriFlex, we are constantly looking for new ways to bring innovative and cost-effective payment solutions to the market in order to improve efficiency and simplify the delivery of healthcare products and services to all stakeholders.” — William Short, President & CEO, AmeriFlex

HSA/HRA/FSA TecHnology: AdminiSTRATion & mAnAgemenT

First HSA is a nationwide provider of health savings accounts (HSA). our product provides employers with a comprehensive, integrated HSA solution for their employees. First HSA has been an innovator in health savings account design and services providing consumer directed healthcare solutions since 1999. For more information, contact First HSA, “Your First Choice for HSA’s”.

FiRST HSA, llc.

1044 MacArthur Road Reading, PA 19605 888-769-8696 (toll free) 610.678.6000 www.1hsa.com William West bwest@1hsa.com

“employers face the daunting task of educating their employees on health care benefits. This task is multiplied greatly when a health savings account is offered. First HSA has been a leader in education for both employers and employees, making the transition to an HSA plan more satisfying and understandable.” — William J. West Jr., M.D., President and Founder of First HSA LLC.

HSA/HRA/FSA TecHnology: AdminiSTRATion & mAnAgemenT

Healthequity is a personal healthcare financial HeAlTHeQUiTy, inc. services company that provides employers, 15 W. Scenic Pointe Drive, health insurers, benefits administrators, and financial institutions highly integrated healthcare Suite 400 Draper, UT 84020 account (HSA/HRA/FSA/veBA) administration 877.550.2908 (toll free) and investment platforms. Our customers include 801.727.1000 more than 8,000 employers and 40-plus health plans. Every HealthEquity member is supported by www.healthequity.com 24/7/365 access to a knowledgeable HealthEquity info@healthequity.com specialist dedicated to helping consumers better understand and manage the financial side of health care. To learn more about HealthEquity, please visit www.healthequity.com.

Healthcare consumers need information 24 hours a day, 365 days a year, to help them navigate the new world of spending their own dollars from their health savings accounts. Healthequity’s member Services experts are always there for our customers to help them build their health savings by making better choices. — Stephen Neeleman, MD Chief Executive Officer, HealthEquity

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Who’s Who Resources Solutions to help your innovative health and benefit programs. HSA/HRA/FSA Technology: Administration & Management

Healthcare Payment Solutions helps U.S. Bank patients pay and providers collect. 866.285.0933 An outgrowth of U.S. Bank’s usbankhealthcare@usbank.com long-standing commitment to the healthcare community, Healthcare Payment Solutions delivers innovations that simplify the receipt and processing of payments, provides new and better ways for patients to meet their financial obligations, and supports the relationship among the participants in the healthcare continuum.

“We are excited about our opportunities in 2010,” says Ralph Bernstein, senior vice president of U.S. Bank Healthcare Payment Solutions. “We will continue to innovate by enhancing our consumer directed healthcare business and building strong relationships with providers, payers, distribution partners, employers and consumers.” — Ralph L. Bernstein, Senior Vice President U.S. Bank Healthcare Payment Solutions HSA/HRA/FSA Technology: Administration & Management

See our Innovator Profile on page 51.

FIS Healthcare Solutions www.fisglobal.com 4900 West Brown Deer Rd. Milwaukee, WI 53223 800.822.6758 FIS is transforming the healthcare industry by accelerating the exchange of information and moreinfo@fisglobal.com funds between patients, payers, providers and financial institutions. With a flexible benefit administration software solution, an HSA depository/trust processing platform, multi-purse benefit debit cards and Web-enabled tools such as personal health records, FIS empowers consumers to take a more proactive role in their healthcare situation.

“CDH is creating a fundamental change in the healthcare industry. New products, technology, administrative/operational platforms, and consumer resources are required to support this transformation. We believe that the marketplace has been calling for the convergence of benefit administration solutions, card-based payments platforms, and consumer health/wealth decision-support resources—in order to give consumers point-of-care access to their benefit accounts and the resources to make more informed healthcare decisions. FIS has invested heavily to meet this market need.” — John Reynolds, President FIS Healthcare Solutions

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HSA/HRA/FSA Technology: Administration & Management

UMR is the country’s largest third-party UMR administrator (TPA) of health benefits, providing customized solutions, cost-effective networks 866.881.0800, ext. 6263 and compassionate service for self-funded www.umr.com medical, dental, vision and disability plans. susan.jirgl@umr.com In addition to integrated health plan management and claims processing services, UMR offers a variety of programs to help clients control costs including care management, pharmacy benefits administration, reinsurance products and claim recovery management claim repricing and provider data management services, and non-network claims cost containment.

“UMR brings common sense, intelligent technology and personalized service to the self-funded market. As a UnitedHealthcare company, we are unique—we’re a stable, long-term national TPA that acts local. We take care of your people, save you money and are flexible enough to meet any plan’s needs.” – Jay M. Anliker, CEO, UMR HSA/HRA/FSA Technology: Administration & Management

See our Profile on page 26.


Access these profiles online at www.CDHCSolutionsMag.com and www.EmployersWeb.com P har m a c e ut i c a l B e n e f i ts Ma n a g e m e n t

D e c i s i o n S upp o rt & C o st - S a v i n g s T o o l s

See our Innovator Profile on page 55.

Envision Pharmeceutical Envision Pharmaceutical Services, Inc is a full service pharmacy benefits Services, Inc. management company that delivers! John Ewell, EVP Marketing We deliver because our business 925.487.3266 model is based on transparency www.envisionrx.com and full disclosure, guaranteeing jewell@envisionrx.com 100% pass through pricing of all pharmaceutical manufacturer rebates and administrative fees at the point-of-sale. Additionally, our affiliate, Envision Insurance Company, is a national Prescription Drug Plan which enables us to offer a variety of solutions for your retirees. Envision is truly a “different” PBM! “Envision is pleased to be recognized by its clients surveyed by the Pharmacy Benefits Management Institute for three consecutive years as the top performer in virtually every category evaluated. This solidifies our leadership position in providing transparency and full disclosure to the PBM marketplace while continuing to find innovative solutions.” — Kevin M. Nagle, President & CEO, Envision Pharmaceutical Services/Rx Options HSA/HRA/FSA Technology: Administration & Management

My HSA Rewards allows individuals My Hsa Rewards to earn cash rewards for purchases 12460 Crabapple Road made through merchants Suite 202-254 participating in the program. Alpharetta, GA 30009 At launch, the merchant network consists of hundreds of major online 404.551.5543 retailers representing thousands of www.myhsarewards.com brands. The program works like an sanders@myhsarewards.com airline mileage program, but, instead of earning miles, participants earn cash rewards that are directed to a health savings account (HSA). There is no cost to the employer or the employee to join.

“If you want to grow your Health Savings Account faster and with ease, My HSA Rewards is a smart and simple way to put real cash into your HSA from the purchases you make every day.” — Sanders McConnell, President, My HSA Rewards HSA/HRA/FSA Technology: Administration & Management

See our Innovator Profile on page 46.

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 Since 1984, service providers using www.dpath.com DataPath systems have provided John J. Robbins Sr., President, CEO administrative solutions for over 1 million participants of FSA, HRA, HSA, and COBRA. jrobbinssr@dpath.com 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.” ®

— John Robbins, CEO, President, DataPath, Inc.

As the premier provider of technology BEMAS Software, Inc. solutions for benefits administrators, 314.439.5300 BEMAS delivers powerful, flexible, scalable solutions that increase operational efficiency, www.bemassoftware.com sales@bemassoftware.com strengthen customer relationships, and improve financial results. Our diverse client base includes third-party administrators, insurance companies, brokers and employers. We are trusted advisors, business partners, and expert consultants who deliver reliable technology solutions. Our solutions cover: n n

Consumer-Driven Healthcare with Integrated Debit Card n Health & Vision Insurance High-Deductible Health Plans n Dental Insurance and Direct Reimbursement

“With today’s diverse plan variations, unique workflow requirements and integration with other systems, you need to be able to customize your administration solution to fit your business needs rather than limit your business to your software’s capabilities. BEMAS delivers solutions that are flexible, scalable, reliable—and adaptable to your specific requirements.” — Steve Pownall, President and Owner of BEMAS Software, Inc. www.cdhcsolutionsmag.com I CDHC Solutions™ I Solutions Superstars 2010

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Who’s Who Resources Solutions to help your innovative health and benefit programs. I n t e g rat e d Car e : D i s e as e Ma n a g e m e n t / W e l l n e ss

Blueprint for Wellness™ is the innovative wellness solution from Quest Diagnostics, the nation’s leading laboratory and health information provider. Through our laboratory screening

Quest Diagnostics Blueprint for Wellness 10101 Renner Blvd. Lenexa, KS 66219 800.654.7824 www.blueprintforwellness.com

program, employers provide a resource for the identification of health risks, individuals become informed about specific health risks and measures, the screening promotes behavior modification, and ultimately creates healthier employees. With our national presence, utilizing more than 5,000 mobile phlebotomists to walk-in services at 2,000 patient service centers, all your employees are covered. Quest Diagnostics provides you and your employees benefit equity across the country and across all health plans. I n t e g rat e d Car e : D i s e as e Ma n a g e m e n t / W e l l n e ss

I n t e g rat e d Car e : D i s e as e Ma n a g e m e n t / W e l l n e ss

eDocAmerica users receive the confidential decision support they need to effectively execute critical health decisions, avoid unnecessary office visits, and save time and money.

eDocAmerica

11719 Hinson Road, Suite 130 Little Rock, Arkansas 72212 866.525.3362 www.edocamerica.com

eDocAmerica gives employees and their families unlimited Internet access to board Robbie Linn, President certified physicians, licensed psychologists, 501.907.7117 pharmacists, dentists, dieticians and fitness rlinn@edocamerica.com experts who provide personal answers to all health related questions. In operation since 1997, eDoc-America has become the most effective medical information tool available! Users in all 50 states and 30+ foreign countries currently enjoy receiving the answers they need from professionals who know.

“In this era of managed care, we believe it’s important to give consumers the tools they need to make better healthcare decisions. That will help enable people to obtain the best value, quality and cost from each healthcare encounter.” — Dr. Charles W. Smith, Founder of eDocAmerica I n t e g rat e d Car e : D i s e as e Ma n a g e m e n t / W e l l n e ss

Home Access Health Corporation

Hummingbird Coaching Services are Hummingbird Coaching the pioneers in scalable, affordable Services™, LLC and high quality employee 312 Walnut Street, Suite 1020 health coaching. The company Cincinnati, Ohio 45202 was founded to implement technologies and techniques 513.287.6529 that provide organizations Toll Free: 1.877.240.4588 with the most scalable, costSean.Slovenski@hummingbirdcoaching.com effective, user-friendly, and fully personalized coaching support to create positive behavior change. With engagement rates between 60 and 80%, Hummingbird Health Coaching has over two-thirds of participants achieving their goals and satisfaction rates of over 90%.

“We know how to help people truly improve their health and their lives. These changes lead to happier employees, lower health care costs and better productivity. Let us help you too.” – Sean Slovenski, CEO, Hummingbird Coaching Inc.

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Solutions Superstars 2010 I CDHC Solutions™ I www.cdhcsolutionsmag.com

2401 W. Hassell Road, Suite 1510 Hoffman Estates, IL 60169 847.781.2501 www.homeaccess.com Offering Wellness and Disease Management programs accurate, affordable laboratory mail-in testing. Our services allow individuals to be screened and monitored for diabetes and cholesterol levels using blood from a self-collected fingerstick sample. From a single sample, multiple tests are available, including a complete Lipid Panel, Hemoglobin A1c, Fasting Glucose, and ALT. We hold accuracy certifications from CRMLN and NGSP, and our laboratory is CLIAcertified and CAP-accredited.  

“Our clients have found that there is a big difference between mail-in fingerstick testing programs. We stand alone in our ability to prove accuracy equal to any quality commercial laboratory.  This technical skill is merged with counsultative counselors, customized reporting and private label packaging.  We invite you to see why Home Access is setting the standard for mail-in fingerstick testing.” — Mary Vogt, Managing Director, Home Access Health Corporation


Access these profiles online at www.CDHCSolutionsMag.com and www.EmployersWeb.com V o l u n tar y

CIGNA International Expatriate Benefits is among the world’s largest providers of employer-sponsored health care benefits and services, covering more than 300,000 employees and their families. Products and Services: n Medical/Pharmacy n Behavioral n Medical Assistance

B e n e f i ts

CIGNA International 650 Naamans Road Claymont, Delaware USA 19703 www.cignaexpats.com/fieldmedia ciebmarketing@cigna.com

Dental Disability n Travel Assistance

Vision Evacuation/Repatriation n Secure Web Portal

n

n

n

n

“CIEB provides a full line of cost-effective employer benefits solutions. CIEB’s covered expatriates and business travelers have access to more than 650,000 health care professionals and facilities worldwide. No other international benefits carrier can match CIEB’s access to care, virtually anywhere in the world.” — Ken Vaughan, Senior Vice President Global Sales and Client Management P R O F E S S ION A L

With quick, convenient, and flexible ways to learn, the Center is where professionals learn the industry.

DEVELO P MEN T

AHIP Center for Insurance Education 601 Pennsylvania Ave., NW South Building, Suite 500 Washington, D.C. 20004 800.509.4422 www.AHIPInsuranceEducation.org

Whether you’re just entering the industry or brushing up on your skills, the Center offers educational programs to meet your needs. With more content online and expanded course offerings, the Center will help you to continue to learn, achieve, and succeed.

V o l u n tar y

B e n e f i ts

Tired of offering the same LutherSales Appliance & old voluntary benefits to your Furniture Sales, Inc. employees? Think outside the box with the “Most 60 Plant Avenue,Suite 2 Comprehensive Employee Hauppauge, NY 11788 Purchase Program” from LutherSales.com. Your employees 631.236.4343 1.800.358.6466 will appreciate Luxury Made Easy®; furniture, mattresses, info@luthersales.com computers and appliances through convenient voluntary direct deposit or payroll deduction. Provide the good life to ALL your employees... Now that‘s a Benefit!

“Times are tough, traditional credit has never been more challenging.... HR Executives are recognizing that they have a special opportunity to impact the lives & lifestyles of their employees through the benefit of LutherSales. com. Our value proposition is compelling and a great story to go with it! Let’s face it why wouldn’t you offer a program like ours? It’s FREE and there is absolutely no employer liability.” —Scott Glickstein, President LutherSales Appliance & Furniture Sales, Inc. I n t e g rat e d Car e : D i s e as e Ma n a g e m e n t / W e l l n e ss

Make population health an easy choice with a proven multimodal solution suite from the medical and behavioral experts at Mayo Clinic.

Mayo Clinic Health Solutions Tom Ferraro

mayoclinichealthsolutions@mayo.edu From health assessments and online 800.430.9699 tools to telephonic health coaching www.MayoClinicHealthSolutions.com and practical print resources, our approach to personalization and engagement provides our clients with measurable results—and satisfied employees.

“One of the keys to attracting and retaining top talent is offering exceptional quality health and wellness benefits. Mayo Clinic’s unique position as a world-renown health care innovator, large employer and health and productivity service provider assures that the solutions we provide engage, equip and empower your population to become active participants in their health.” — Tom Ferraro, Senior Director of Corporate Accounts, Mayo Clinic Health Solutions www.cdhcsolutionsmag.com I CDHC Solutions™ I Solutions Superstars 2010

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Access these profiles online at www.CDHCSolutionsMag.com and www.EmployersWeb.com Effective print and online opportunity to put your company, its solutions, and your chief sales executive in front of 60,000 print and online prospects. How do you make your company and its solutions accessible to more than 60,000 health care benefits decision-makers, generate leads, and do so cost effectively?   By participating in the industry’s only online, member-based networking community!  

le Online Examp

New Customer Online Market Impact Program  

FieldMedia has developed a special online-only offer to help you create a leadership presence on our member-based Web communities—CDHC Solutions Online and EmployersWeb.com Online—and help you generate sales leads, gain leadership presence, and connect you to our buyers and members.

  Take advantage of our innovative online Who’s Who in Consumer-Directed Health Care profiles and receive the complete bonus package including lead-generating eblasts. Call your FM account rep 404.671.9551 or email at sales@fieldmedia.com. Check out the active online Who’s Who Profiles at www.cdhcsolutionsmag.com.

R e s o u r c e

If you use the services of our solutions providers, please tell them you saw their ad in CDHC Solutions™ or EmployersWeb.com™ magazine.

G u i d e

advertising index Aetna.......................................................... 7

HealthEquity.......................................... 61

AHIP.................................................... 65

Health Reform Navigator......................... 16

AmeriFlex....................................... 53, 61

Home Access Health.............................. 64

BEMAS Software Inc............................... 63

HSA Bank............................................. 60

Best Buy.......................................... 48-49

Hummingbird Coaching Services.............. 64

advertising contacts

Bravo Wellness..................................... 40

Luthersales........................................... 65

CDHC Solutions Forum 2011.................... 13

MasterCard...................................... 14-15

CEO/Publisher Doug Field 404.671.9551 ext. 101 · dfield@fieldmedia.com

CIGNA HealthCare.................................. 19

Mayo Clinic Health Solutions................... 65

CIGNA International................................ 65

Maxim Health........................................ 44

ConnectYourCare................................... 60

My HSA Rewards............................. 36, 63

Requests for Permissions to reuse content contact Copyright Clearance Center at info@copyright.com.

Associate Publisher 404.671.9551 ext. 103 Brent Macy bmacy@fieldmedia.com

DataPath.......................................... 9, 63

Prescription Solutions........................ 56-57

Discovery Benefits............................ 60, 62

Purchasing Power.................................... 5

Dynamic Benefit Systems......................... 11

Quest Diagnostics.................................. 64

eDocAmerica......................................... 64

Target...................................... Back Cover

Rogers Beasley rbeasley@fieldmedia.com, ext. 109 David Cerri dcerri@fieldmedia.com, ext. 106 Susan Yakots syakots@fieldmedia.com, ext. 102

Envision Pharmaceutical Services......................................... 32, 63

TSYS Healthcare.................................... 61

Reprints Drew Collins dcollins@fieldmedia.com, ext. 104

First HSA.............................................. 61

Business Development Associates 404.671.9551

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Financial Finesse................................... 60

FIS Healthcare Solutions..... 62, Inside Cover

UMR.............................................. 28, 62 U.S. Bank....................................... 23, 62 Visa............................... Inside Back Cover


Solutions Superstars 2010  

Showcase of healthcare, benefits, and compensation industy superstars of 2010 - nominated by their peers

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