HealthCare Consumerism Superstars 2014

ISSUE || Annual 2014

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Showcasing Innovative Health and Benefit Management

LEADING BY EXAMPLE CareFirst CEO Chet Burrell’s on a mission to make health care more accessible and affordable Including Adobe, Kaiser Permanente, Kraft Foods, Rollins and 62 Others The Top 25 Industry Innovators of 2014

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SUPERSTARS & INNOVATORS 2 0 1 4

INSIDE

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magazine of The Institute for HealthCare Consumerism)

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The Institute for HealthCare Consumerism is proud to announce the recipients of the 2014 HealthCare Consumerism Superstars awards. The professionals herein — representing employers, health plans, brokerage/consulting firms, financial institutions, non-profits and more — are leading the way toward a more consumer-centric health care model through a wide range of products, methods, plans and services. In the ninth year of the awards, the Editorial Advisory Board has identified 66 leaders in a diverse range of categories, including the inaugural Health Plan Innovation Award and Most Innovative Third Party Administrator Award, after receiving a record-setting number of nominations from the industry.

John J. Robbins Senior Memorial HealthCare Consumerism Leadership Award

49 Renae Coombs, Benefits & Wellness

Most Effective Private Exchange Implementation Award

Manager, SAIF Corporation

50 Health & Welfare Benefits Team Kraft Foods

28 Joseph Scudiero, SVP & Chief Labor 12 Chet Burrell, President and CEO, CareFirst BlueCross BlueShield

29 30 31 32

Counsel, Entertainment Partners Kathleen Federico, CHRO, The MENTOR Network Leslie Vander Gheynst, Director of Human Resources, Keller Williams Realty, Inc. Kate Tejeda, HR Manager, Plascore Incorporated Brian Tolbert, Team Member, Bernard Health

Most Effective Employee Communication & Education Award 34 Rosemary Arriada-Keiper, Senior Director, Rewards, Adobe

15 16 17 19

Jeff Young, Chairman and CEO, Evolution1 Mike Natalizio, CEO, HNI Risk Jack Domme, CEO, Hitachi Data Systems Kent Greenawalt, Chairman, Foundation for Chiropractic Progress

21 Michael Bracken, President, Medcom

Most Innovative Benefit Plan Design & Implementation Award 22 Dennis Clark, Human Resources Director, U.S., Valeo

23 Jamie Benton, Managing Director,

51 Mike Smith, Director of Exchange Solutions, Lockton Companies

52 Philip Saussy, Benefits Practice Leader, J. Smith Lanier

53 Mark Gaunya, Principal, Borislow Insurance

55 Kent Grathwohl, Vice President, Group Associates

Most Innovative Partner/Consultant Award 56 Charles Leatham, Vice President, The Hays

35 Sally Seymour, Manager, Corporate

CEO Leadership Award

Most Innovative Broker Award

Wellness Programs, HealthPlus of Michigan 36 Chad Thies, SVP of Human Resources, Union Bank and Trust 37 Lisa Schlafmann, Director, Benefits and Compensation, MDU Resources Group

Most Innovative Employee Empowerment Award 39 Bob Merberg, Employee Wellness Manager,

Group

57 William Maher, Managing Partner, MRCT 59 Kim Wagner, President, Preferred Benefit Concepts

Most Innovative Third Party Administrator Award 60 William Short, President & CEO, AmeriFlex 61 Wendy Brighton, EVP, Director of Operations, EB Employee Solutions, LLC

Paychex

40 Jennifer Hill, VP of HR & General Counsel, Peak Campus Management

Health Plan Innovation Award

41 Bill Herman, Director of Human Resources, 62 Charles Larsen, VP, National Product

Research Products Corporation

42 Nancy Harvill, Payroll & Benefits Manager,

Management, Kaiser Permanente

63 Scott Reid, Product Innovation Specialist,

City of Covington

Medica

Most Effective Population Health Management Award

Public Policy Leadership Award

25 Ed Isakson, Director, Human Resources,

43 Kay Bolick, Director of Human Resources,

66 James Gandolfo, Senior Vice President,

Archdiocese of Indianapolis 26 Gregg Leach, CFO, Able Engineering

45 Leslie Roberts, Wellness Manager,

Compensations & Benefits, Rollins, Inc.

24 Karen Hicks, VP, Human Resources, Zeon Chemical

Treasury Management, PNC Bank

City of Smyrna Appalachian Regional Health System

48 Judy Gordon, Wellness Director, The Hartford

www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2014

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INSIDE & ONLINE

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INNOVATOR AWARD WINNERS Top Five 2014 Industry Innovators:

2014 Industry Innovators: 74 GoHealth Omada Health

69 Dan Stachura Vice President, Product Development, ConnectYourCare

76 Assurant Employee Benefits springbuk

70 Scott Decker President, Healthsparq

77 mpower360 Change Healthcare

71 Carol Kraft President and Chief Operating Officer, SelectAccount

Carol Kraft, President and COO, SelectAccount

78 Alegeus Technologies Verizon Enterprise

72 Veer Gidwaney Chief Executive Officer, Maxwell Health

73 Pam Reynolds

79 Solstice Benefits Health Advocate

Chief Development Officer, TASC

80 Sonic Boom Wellness Devenir 81 SelectQuote Benefit Solutions Vitals

Veer Gidwaney, CEO, Maxwell Health

Dan Stachura, VP, Product Development, ConnectYourCare

Pam Reynolds, CDO, TASC

Scott Decker, President, Healthsparq

82 EveryMove Care Innovations 84 ACAP Health Consulting BenefitMall 85 RedBrick Health American Benefits Group

DEPARTMENTS

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Publisher’s Letter Doug Field, CEO and founder, recognizes this year’s award recipients

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Preview of 2015 FORUM Events

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Affiliate Member Profiles

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Resource Guide & Ad Index

ON THE COVER: Chet Burrell, president and chief executive officer, CareFirst BlueCross BlueShield, has been named this year’s recipient of the John J. Robbins, Sr. HealthCare Consumerism Leadership Award. As the CEO of one of the most respected health plans in the United States, Burrell leads with a clear mission to serve members. For his leadership in his community and in the health insurance industry, The Institute for HealthCare Consumerism is honored to recognize Burrell with this prestigious award.

COMING UP NEXT: With the final two issues of HealthCare Consumerism Solutions for 2014, The Institute for HealthCare Consumerism will continue its leading coverage of innovative trends in employer-sponsored health care. In the September/October issue of HealthCare Exchange Solutions, a panel of experts will address the growth of the private exchange industry and changes to expect for 2015. For the final HealthCare Consumerism Solutions issue of 2014, contributors will take a look back at all of the changes and innovations in 2014 and forecast industry expectations for the new year.

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Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

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PUBLISHER’S LETTER

Showcasing Innovative Health and Benefit Management

www.theihcc.com VOLUME 10 NO. 7 | ANNUAL SUPERSTARS 2014

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

Doug Field @ theihcc.com

After another exciting year in health and benefits, The Institute for HealthCare Consumerism is once again highlighting those individuals and organizations that are actively working to advance the health care consumerism mega-trend. Following a record-setting number of nominations, the Editorial Advisory Board has chosen 66 professionals — representing employers, health plans, brokerage/consulting firms, financial institutions and non-profits — for the Superstars awards and an additional 25 solution providers for the Industry Innovators awards.

On the cover of this year’s issue is Chet Burrell, president and chief executive officer, CareFirst BlueCross BlueShield. As the CEO of one of the most respected health plans in the United States, Burrell leads with a clear mission to serve members. For his leadership in his community and in the health insurance industry, The Institute for HealthCare Consumerism is honored to recognize Burrell with this prestigious award.

The work of Burrell and CareFirst is leading the way for all health insurers to be more consumer-focused in their approach. Congratulations to Burrell and CareFirst.

This year’s issue also features two new categories: the Health Plan Innovation Award and the Most Innovative Third Party Administrator award. As all stakeholders in employer-sponsored health benefits become more consumer-centric, it’s important to recognize the work of these key partners. I want to personally congratulate Scott Reid, Medica; Charles Larsen, Kaiser Permanente; William Short, AmeriFlex; and Wendy Brighton, EB Employee Solutions, on their awards.

In our second year of recognizing the industry’s top five innovators, I would also like to congratulate those recipients: Veer Gidwaney, Maxwell Health; Pam Reynolds, TASC; Dan Stachura, ConnectYourCare; Carol Kraft, SelectAccount; and Scott Decker, HealthSparq. These business leaders — and the remaining 20 Industry Innovators winners — represent the overarching shift to a consumerism approach in employersponsored health benefits.

Finally, as the clock winds down on 2014, and we look forward to another year wrought with change and innovation in health and benefits management, I hope that the industry finds positive examples, success stories and innovative solutions within these pages. Congratulations to all Superstars and Industry Innovators, and thank you to everyone who submitted a nomination this year.

Sincerely,

MANAGING DIRECTOR

Brent Macy MANAGING EDITOR

Jonathan Field SENIOR EDITOR

Heather Loveridge hloveridge@theihcc.com ACCOUNT MANAGER

Joni Lipson ART DIRECTOR

Kellie Frissell MARKETING COMMUNICATIONS MANAGER

Lana Perry ASSOCIATE DIRECTOR OF EDUCATION SERVICES AND PROGRAMS

Dusty Rhodes CHAIRMAN OF IHC ADVISORY BOARD

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

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

Kevin Carnegie ASSOCIATE WEB ADMINISTRATOR

Tim Hemendinger DIRECTOR OF CONFERENCE SPONSORSHIP/ CORPORATE MEMBERSHIP/REPRINTS

Rogers Beasley BUSINESS MANAGER

Karen Raudabaugh

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

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

TO SUBSCRIBE: Make checks and money orders payable to ™ magazine 292 S. Main Street, Suite 400, Alpharetta, at the following rates: single copy $7.50; $75.00/yr in the U.S., $105/yr in Canada and $170/yr international. Please contact FieldMedia at 404.671.9551

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PRINTED IN THE U.S.A. ™ is designed to provide both accurate and authoritative information with regard to the understanding that the publisher

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The magazine is not responsible for unsolicited manuscripts or photographs.

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

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ANNOUNCING 2015 EVENTS NEW FOR 2015! Private Exchange FORUM & EXPO Dallas | March 31 - April 1, 2015 5TH ANNUAL IHC FORUM & EXPO Atlanta | June 23 - 25, 2015 5TH ANNUAL IHC FORUM & EXPO Las Vegas | November 16-18, 2015 NEW FOR 2015! IHC Lunch & Learns Atlanta | Monthly Starting in 2015

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LUNCH & LEARN SEMINAR SERIES

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SUPERSTAR 2014 AWARD WINNER The Institute for HealthCare Consumerism Congratulates the Winners of the Ninth Annual Superstars Awards

W

ith this ninth annual issue of , The Institute for HealthCare Consumerism is continuing its tradition of recognizing and honoring the forward-thinking individuals, innovative solution providers and exceptional organizations that are making a difference in our workplaces and health care system by moving the health care consumerism megatrend forward.

Once again, this year’s issue is the largest, most comprehensive magazine yet produced, covering a vast array of U.S. businesses, including Hitachi Data Systems, Rollins, Kaiser Permanente, Lockton Companies, Zeon Chemical, Keller Williams Realty, MDU Resources, The Hartford and many more.

This year, the Editorial Advisory Board has chosen Chet Burrell, president CareFirst BlueCross BlueShield, as the John J. Robbins, Sr. HealthCare Consumerism Leadership Award recipient.

Featured on this year’s cover, Burrell is on the forefront of a new way of thinking at the nation’s

care consumerism from leading health plans, and Burrell has been at the front of this trend with his customer-focused leadership approach.

It is this same vein of thinking that lead to the creation of a new award category for this year’s issue: the Health Plan Innovation Award. While The Institute for HealthCare Consumerism has recognized many health plan leaders in the past, with the rapid

adoption of consumerism strategies from America’s health insurers in the last twelve months, the Editorial Advisory Board has decided these innovators are worthy of a distinct category.

Recognizing the vital piece they play in the health care consumerism mega-trend, the Advisory Board has chosen Charles Larsen, Kaiser Permanente, and Scott Reid, Medica, as the inaugural recipients of this award.

In the second of year of the Private Exchange Implementation Award, the Editorial Advisory winners to receive the award, representing the broad range of industries and organizations that have found success utilizing a private exchange strategy. Those recipients are Joseph Scudiero, Entertainment Partners; Kathleen Federico, The MENTOR Network; Gheynst, Keller Williams; and Brian Tolbert, Bernard Health.

For this year’s Industry Innovator awards, The Institute for HealthCare Consumerism is excited and honored to announce the winners of the second annual Top Five Industry Innovators. Those recipients are Dan Stachura, ConnectYourCare; Veer Gidwaney, Maxwell Health; Pam Reynolds, TASC; Carol Kraft, SelectAccount; companies have made considerable impacts toward advancing health care consumerism strategies in the past year.

These are only a fraction of the highlights of the 66 HealthCare Consumerism Superstars and 25 Industry Innovators found herein. Thank you to all readers that submitted nominations for consideration this year, and once again, thank you and congratulations to all of this year’s winners.

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SUPERSTARS & INNOVATORS 2 0 1 4

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JOHN J. ROBBINS SENIOR MEMORIAL HEALTHCARE CONSUMERISM LEADERSHIP AWARD

Leading by Example

L

ooking back over his career, CEO and President of CareFirst BlueCross BlueShield Chet Burrell can’t think of a single move he foresaw or planned. Yet it somehow all

in the grand scheme. from your prior experience, particularly your failures, so that you to success,” Burrell said. “I also think the old-fashioned attributes of character apply — honesty, perseverance, agility, fairness and interpersonal skills. They all come into play in my success and the success of the company.”

Burrell’s success has certainly had its shares of twists and turns. launched a business from an idea, grown an electronic clearing house business, turned around a failing health care business and is bigger than he ever imagined.

Early Influence by his grandmother, Burrell learned the value of hard work early. He learned to have a certain agility, because things don’t always go as planned.

Chet Burrell

President and CEO Company: CareFirst BlueCross BlueShield Headquarters: Owings Mills, Md. Website: www.carefirst.com Number of Employees: 4,900 Nature of Business: Health insurance provider Key Executives: Jon Blum, Executive Vice President, Medical Affairs; G. Mark Chaney, Executive Vice President, Chief Financial Officer; Meryl Burgin, Executive Vice President, General Counsel and Corporate Secretary Key Solution Providers: CodeBaby, Healthways

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“I didn’t realize until I was much older how heavily my sisters and I were born because we went from no children to three children all at once,” he said. “My grandmother never got out of grammar school. She was married at a young age, had a husband who died in the middle of the Depression and left her with two children — you want to talk about challenges? She worked her way through raising two successful children. She made her own living and was surrounded by an extended network for friends who she had helped over the years. She was never defeated in her spirit or her will, and she always accomplished whatever she set her mind on.

For some reason she and I were particularly close, so I watched her successful.”

Not everyone can be a successful leader. Burrell believes those who are have that intrinsic quality.

“I think leadership skills can be honed, but you cannot make yourself a leader if you are intrinsically not that,” he said.

Burrell’s leadership philosophy has been proven time and again over the years.

“It starts with knowing your business and knowing the context within your business operates. Then, craft a plan that deals with the challenges, opportunities and threats. From there being able to you’re doing will lead to a greater end,” he said.

“It’s not about making money — although you can’t lose money. It’s about the purpose and your people being motivated by the purpose.”

Controlling Cost While Increasing Access Burrell’s overarching purpose is to make a difference. And his mission as president of CareFirst is clear: To serve those who need access to health care services in the most cost-effective ways possible. maximizing access to one of the most basic human needs, starting with the 43 percent of the population in Maryland, the District of Columbia and Northern Virginia. To Burrell, it is not work. It is his mission.

CareFirst is in a highly complex, highly

challenges exist.

“Currently, we’re focused on controlling the rise of health care costs while ensuring access to care,” Burrell said. “ There’s lately been a reduction in the rate of rise in health care costs, but a lot of people think that’s about to change. If that happens, fewer people could afford it, and that could upset the access and quality of care.

“I wanted to make a difference. It just turned out that being a CEO is how I’m doing that right now,” Burrell said. “What drives me is the belief that the company fulfills a vital community interest and need, and that when people are most vulnerable, we’re there for them. That’s a high purpose.

The thought you could do that better and more completely is motivating to me and, I think, to many people in the company.”

“The second challenge is meeting all of the new requirements and rules of the Affordable Care Act, which in turn put the business of all carriers. Everything, in one way or another, falls into those two categories.”

For Burrell, staying abreast of an ever-changing industry is relatively simple.

“You live through it,” he said. “You live it day to day. The question is, do you get lost in the weeds? In a leadership position, you have to maintain perspective and stay somewhat above the fray.”

According to those who know him, the question constantly on Burrell’s mind is, “Can health care be made more affordable in this region, and if so, how?” His answer is evident in his results.

“He has been consulted by the President of the United States regarding his thoughts on health care; he has implemented a patient-centered medical home and safety-net clinics in the community and has grown the CareFirst business during his tenure,” said Dennis McGuire, CEO of CodeBaby. “In addition to running a successful business, CareFirst gives $55 million per year back to the community, beyond the other services that they render.

Burrell believes that a combination of purpose and culture is the most powerful source of change.”

Focused on the Future Burrell’s extensive background in health care has provided the understanding and insight needed to help propel CareFirst forward.

He has served as executive vice president of Anthem Health Plans, founded Novalis Corporation, a managed care technology and consulting company that he developed from an idea to an organization serving more than 800,000 members and was president and CEO or RealMed Corporation. Burrell has also served in the public sector as executive deputy commissioner for the New

Under his leadership, CareFirst has stepped outside the box and focused on innovation.

“Our innovations have tended to be around the core elements of the business. How do you control costs? How do you provide better service? How do you improve quality? How do you provide greater transparency and availability of data? These have all been areas of innovation for the company,” he said. “We’ve also innovated around the core technologies, moving from paper to electronic to the Web and now to mobile over the Web in rapid succession. That has revolutionized the business.”

Though hard to predict, Burrell has some opinions on the future of health care. course of our business. The mission will stay the same, but how it is carried out will evolve. It will also call into practice some of those attributes I mentioned before, particularly agility. Generally speaking, our business is moving more toward the individual as the decision-maker, not so much the group or employer. We’re seeing that play itself out. Over time, that will reshape the landscape,” he said.

At work, in the community and in life, Burrell believes problems can be daunting, not defeating, when one stays focused on the higher purpose.

CEO is how I’m doing that right now,” Burrell said. “What drives and need, and that when people are most vulnerable, we’re there for them. That’s a high purpose. The thought you could do that better and more completely is motivating to me and, I think, to many people in the company.” www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2014

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C O N G R AT U L AT I O N S TO THESE EVOLUTION1 – A W E X C O M PA N Y PA R T N E R S . . .

AND OUR OWN JEFF YOUNG FOR BEING NAMED 2 0 1 4 S U P E R STA R S !

Kaiser Permanente Health Plan Innovation Award Paychex, Inc. Most Innovative Employee Empowerment Award Jeff Young CEO Leadership Award

©2014 Evolution1, Inc. All rights reserved.

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CEO AWARD

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Leading Evolution1 to a Landmark Acquisition

s chairman and CEO of Evolution1, Jeff Young leads an organization built with a single goal in mind: to simplify the business of health care. That purpose guides Young as he oversees the day-to-day work of the Evolution1 team, whether that be researching the ever-changing health care system, designing innovative and intuitive products or helping Evolution1’s partners build on their successes.

Together, Evolution1 and the company’s numerous partners

accounts, wellness plans and more. With an emphasis on the end user, Evolution1’s consumer-driven solutions provide a single end-to-end intuitive experience that reduces costs, saves time and involved.

In June 2014, following weeks of speculation, Evolution1 acquired by payments leader WEX Inc. for $532.5 million in cash, For many in the industry, this acquisition provided validation for solutions that are fostering the consumerization of health care.

And Evolution1 could not have achieved this milestone without the leadership of Jeff Young.

created Evolution1. leadership with Evolution1’s industry-leading solution being delivered to 90,000 employers and more than 10,000,000 consumers across the country.

Evolution1 is among the industry’s fastest growing organizations and has been recognized repeatedly on Inc. 500|5000 and Deloitte Technology’s Fast 500 lists for the last several years.

In 2013 alone, the number of consumers on the Evolution1 platform grew to 10 million consumers. The company facilitated billions of dollars in transactions; the adoption of 1Mobile by Evolution1 grew more than 100 percent; the company’s solution powered more than 20 exchanges; and growth by partners far surpassed the industry average.

Such achievements are what, coupled with Young’s leadership, led WEX Inc., a leading provider of corporate payment solutions, to acquire Evolution1. Following the acquisition, Evolution1 says it will remain committed to its partners, including third-party

investment into innovative health care technology solutions.

The combination of Evolution1 and WEX leverages the high

in 2008, bringing to the company more than two decades of industry. Prior to Evolution1, he was vice president of business applications, US, for Microsoft and was responsible for sales, marketing and partners.

Before that, Young held a number of senior leadership positions at Great Plains Software, including executive vice president of sales, marketing and services and vice president of global product development. He was an integral member of the executive team that led Great Plains through its successful initial public offering in 1997, and he helped guide Microsoft Corporation’s acquisition of Great Plains in 2001 for $1.1 billion. His experience and insight in bringing companies and teams together were instrumental

deliver on the mission of simplifying the business of health care.

Under Young’s leadership and with the full support of WEX, expect much more innovation from Evolution1 in the coming years.

Jeff Young

Chairman and CEO Company: Evolution1, a WEX Company Headquarters: Fargo, N.D. Website: www.evolution1.com Nature of Business: Innovative health care software and payment solutions that administer and manage consumer-directed accounts and exchange integration solutions Key Executives: Chris Byrd, President; Robert Deshaies, Executive Vice President; Jeff Bakke, Chief Strategy Officer; Jeff Brunsberg, Chief Market Officer www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2014

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CEO AWARD

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Embracing Innovation in Employee Benefits

t HNI, a self-described non-traditional insurance advisory

help customers develop the next level of strategy for their organizations — one that goes beyond cost shifting and helps This new frontier focuses on long-term approaches to engage employees and enlist them as partners in the battle to control

current and future costs.

While recognizing that every customer’s needs are unique, HNI exposes all clients to 10 innovative strategies that are game 1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

Onsite/nearsite care Concierge medicine Coordinated advocacy Social wellness models Health incentive accounts Medical tourism Telehealth Value-based insurance design Group purchasing/captives

— whether that waste stems from the choices consumers make, the

Mike Natalizio

Chief Executive Officer Company: HNI Risk Headquarters: New Berlin, Wis. Website: www.hni.com

Number of Employees: 100+ Nature of Business: A non-traditional insurance and business advisory firm Key Executive: Jim Natalizio, Chief Financial Officer

practices of the provider network or the incentive structure built into an insurance plan design.

A few recent client stories highlight the success of this approach to date: A trucking client with 70 employees was facing an intolerable rate increase under a traditional broad network model.

To avoid sticking employees with the bill, HNI helped launch an accountable care organization to reduce cost shift. The trucking design changes and an annual savings per employee of $1,794.

A manufacturer with 550 employees was under pressure to cut costs in a highly competitive industry; and adding complexity to the mix, they had an upcoming labor negotiation that required repositioning of their health care offering. By establishing onsite clinics, connecting people with primary care physicians and emphasizing the importance of health care costs, HNI was able Spending for urgent care decreased 67 percent, 57 percent for acute hospitalizations and 14 percent for specialist visits. Just as

programs “don’t help a family struggling to buy groceries.” With guidance from HNI, the retailer built a holistic wellness program incorporating emotional and spiritual wellness and safety. The program encouraged personal accountability and offered low-cost access to high-value health care while allowing people to save for future needs. This customer now boasts a zero percent increase in health care budget four years running with no material change in plan design or employee premiums.

At the end of the day, Natalizio and HNI embrace put customers in a much improved position to control their health care spend, offer and achieve improved health outcomes. Natalizio relishes the opportunity to empower employers with the latest health to discover what’s coming next

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CEO AWARD

Instilling Consumerism Strategies from the Top Down

W

hether adding a health savings account or introducing a new wellness program, having leadership buy-in is a critical component of success. As CEO of Hitachi Data Systems, Jack Domme recognized the need to have an innovative strategy to promote consumerism as a means to help control endorsed the induction of a consumer HSA plan along with a

employees by providing them with the tools to become their own health care advocates. Additionally, they also provided employees with resources to improve their overall health.

“He has been an advocate and his support of this strategy has been unwavering, despite initial resistance from employees,” said 2014, the company achieved 85 percent participation in the HSA plan. As a direct result of this strategy, the company’s health care trends have been half of the national average.”

Domme demonstrated his personal support by also enrolling in the plan and starring in a video to not only promote the program but also communicate the reasons behind the strategy to employees. He shared examples of cost differences of various procedures and facilities and how a higher cost at one facility does not necessarily equal higher quality or better results.

“Jack stressed the importance of this strategy for HDS’ employees and their families and outlined for both them and the company,” Rameriz said.

“He re-iterated the need for all employees to be aware of the cost and quality of health care services they need, and how, by being actively engaged consumers, they were empowering themselves to achieve better health care, thereby reducing costs for all.”

Further supporting the company’s health and wellness efforts, as an incentive for them to adopt this strategy. He’s also made it a priority to promote engagement by all employees and their family members to become more involved when shopping for and purchasing health care services. Doing this can equate to huge savings which allows the company to, in turn, continue to invest in its employees and the company. to communicate and promote the program and to provide employees with the tools and resources they need to understand and commit to this important strategy,” Rameriz said.

Through his innovation and dedication to employees, Domme has helped earn Hitachi recognition as a superior workplace.

Last year, for the second year in a row, magazine recognized HDS as one of the “100 Best Companies to Work for”.

Additionally, magazine named HDS in its annual “40 Best Companies for Leaders” list, again thanks to Domme’s leadership. Domme also made Japanese corporate history when,

Jack Domme

Chief Executive Officer Company: Hitachi Data Systems Headquarters: Santa Clara, Calif.

Website: www.hds.com Number of employees: Approximately 6,300 worldwide Nature of Business: Delivers information storage and virtualization solutions to manage and protect data Key Executives: Brian Householder, Chief Operating Officer; Rex Carter, Chief Information Officer; Scott Kelly, Chief Human Resources Officer

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CEO AWARD

E

Leading the Way in Advocating for Chiropractic Care

scalating health care costs and the enactment of the Affordable Care Act has sent Americans in search of other health care alternatives. As a result, complementary and alternative medicine has become one of the fastest growing health National Institutes of Health estimates that approximately 30 million Americans receive chiropractic care.

In 2003, Kent S. Greenawalt established the Foundation for public about the value of chiropractic care through positive press.

With a unique understanding of chiropractic and its important role in preventive care, he is one of the most compelling voices in the industry. Today, the F4CP has implemented the most successful awareness campaign in the history of the chiropractic profession, “We started in 2003 with two or three supporters and slowly grew to about 10 supporters. Everyone in the industry predicted the organization would fold!” Greenawalt said. “Now, 11 years later, we have more than 15,000 members and a robust organization that continues to grow and domied by 31 billion impressions annually.”

Though generating support was a challenge in the beginning, Greenawalt found his previous leadership experience served him well.

“My role as the CEO of Foot Levelers, the world’s leading manufacturer of individually designed stabilizing orthotics, provided an opportunity to hone my leadership skills,” he said.

“Upon founding the F4CP, I arranged for countwithin the profession to communicate the mission of the F4CP. I also made it clear that the leaders needed to either be ‘In’ or ‘Out’, making the choice obvious for most.”

Under Greenawalt’s leadership, the F4CP to establish an ongoing relationship with employers — attending and presenting annually at leading industry events. Over the years, the F4CP has attended meetings sponsored by groups, including the Institute of Healthcare Consumerism, National Business Coalition on Health, Midwest Business Group on Health, AHIP and the American College of Occupational and Environmental Medicine and others.

The F4CP educates professionals about chiropractic care and its role in reducing costs and avoiding surgery/hospitalizations while improving clinical outcomes and patient satisfaction.

“During the times of the AMA Boycott, negativity surrounded the chiropractic profession. The F4CP campaign was developed

to counter slanted perspectives that were a result of the boycott and provide the public with real evidence and education about chiropractic care,” Greenawalt said.

“Over the years, the campaign has had a great impact in educating the public and reducing the number of negative stories about chiropractic in the media. At the start of this campaign, only one out of every ten Americans saw a chiropractor. Until that number Greenawalt has been instrumental in advancing the role of chiropractic in on-site corporate clinics, patient-centered medical homes and accountable care organizations. He also led the organization that drives awareness and education around the role of multi-disciplinary care in the recognition, prevention and attracted attention from some of the nation’s largest amateur and professional sports organizations.

Through his ventures, Greenawalt has provided the marketplace

Kent S. Greenawalt CEO and Founder

Company: Foundation for Chiropractic Progress Headquarters: Carmichael, Calif.

Website: www.f4cp.org Number of Employees: 7 Nature of Business: A not-for-profit organization that informs and educates the general public about the many benefits associated with chiropractic care Key Solutions Providers: CPR Strategic Marketing Communications, Sussman Consultants, Lockard & Wechsler Direct, Chiropractic Economics, Dynamic Chiropractic, Blue Fountain Media

with revolutionary products and wellness campaigns and has been the recipient of many awards including The American Chiropractic Association “Humanitarian of the Year” award, the highest honor awarded to a non-chiropractor; “President’s Award,” which recognizes the valuable educational and fundraising efforts of Greenawalt; Dynamic Chiropractic’s “Person of the Year,” 2001; Chiropractic Leadership Alliance’s Lifetime Achievement Award, 2009; World Federation of Chiropractic Honor Award, 2013 and more. www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2014

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Congratulations, Chet!

2014 John J. Robbins, Sr. Memorial CEO Leadership Award Recipient Chet Burrell, President and CEO, CareFirst In 1984, John J. Robbins, Sr. founded DataPath on the principles of what would eventually become known as consumer-driven healthcare. From the start he was a supporter of a little known trade magazine, CDHC Solutions, started by another pioneer, Doug Field.

Now, consumer-driven is status quo, CDHC Solutions has grown into The Institute for HealthCare Consumerism, and DataPath is still going strong.

CDH Solutions | Premium Billing Solutions | Insurance Payment Solutions 100% Privately Owned. Here for the long haul.

Let’s work together. | dpath.com

SUPERSTARS & INNOVATORS 2 0 1 4

A W A R D S

CEO AWARD

Transforming the Health Care Experience

I

n today’s era of change, companies that embrace the shift and

excelling due to executives pushing for innovation to help propel them forward. Take Michael Bracken, president of Medcom, for example.

Bracken has been instrumental in leading Medcom, an to customers and achieved record growth through a relentless customer focus. He’s also employed effective use of advanced employer health care experience.

With a stronghold in FSAs and HRAs, Medcom, under Bracken’s guidance, recently made an aggressive push into the HSA space.

According to Bracken, several factors led to the push: increased consumer demand for HSAs, continued employer movement to consumer-directed health care plans and limited penetration of employers in reaching their employees through other traditional HSA solutions.

“One of the main challenges with this was the broker reliance on carrier-based HSA solutions,” Bracken said. “To overcome that we presented the additional value of having an independent administrator with a focus in the fringe support and better customer service.”

Medcom’s focus on the HSA market opportunity is driven by market direction, including increased employer adoption of high-deductible health plans, and increased success of full replacement HSA plans amongst Medcom’s target customers. However, Bracken recognizes that merely offering very deliberate decisions to ensure Medcom’s HSA offering is supported by the right platform and feature set, the right custodial partnerships, and the right go-to-market strategy.

“These decisions have allowed Medcom to offer an HSA solution with an attractive fee structure, attractive investment options, full interoperability with other account types, and a truly excellent participant experience,” said Bob Natt, Executive Chairman, Alegeus.

“Medcom is also very focused on delivering innovative capabilities to

Driven by this desire, Medcom was an early adopter of e-claim functionality to integrate insurance carrier claim data feeds into its account administration platform. Bridging the gap between healthcare experience – making it easier for consumers to view

reducing the amount of noise and paperwork related to debit card claim substantiation, automating origination of manual claims, and For Bracken, the complexities that come with the industry help keep him motivated. constituents we serve,” he said. “We have a tremendous opportunity to support brokers and employers in meeting their complex needs level of client, broker and employee retention we have at Medcom.”

Medcom’s newest innovation, eClaims Tracker, promises to help streamline client’s processes even more. “eClaims Tracker enables plan participants to dramatically increase the level of debit card transactions that are autosubstantiated for FSA and HRA plans,” Bracken said. “It also

Coupled with a robust online presence and deep account educa-

Michael Bracken President

Company: Medcom Headquarters: Jacksonville, Fla. Website: www.medcom.net Number of Employees: 38 Nature of Business: Fringe benefit administration, COBRA/retiree billing administration, health and welfare compliance and actuarial services Key Executives: Bryan Simpson, Jr., CEO; Missy Brown, Controller; Christy Dalton, Flex/HRA/HSA Director; Derek Ashton, Director, Health & Welfare Compliance Key Partners: Alegeus Technologies, DataPath, ftwilliam.com, SunGard’s Relius

tion resources, Medcom is focused on delivering a superior consumer experience through proactive communication and education.

“Through its long-standing partnership with market-leader Alegeus Technologies, and its broad-based adoption of the most current and robust new features, Medcom is at the forefront of advancing health care consumerism and delivering a truly innovative and excellent health care experience for all stakeholders,” Natt said. www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2014

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SUPERSTAR 2014 AWARD WINNER

PLAN DESIGN

Dennis Clark

Human Resources Director, U.S.

Company: Valeo Headquarters: Troy, Mich. (U.S. Location) Website: www.valeo.com Number of Employees: 78,600 (globally)

Outcomes-based Incentive Program Key to Decreasing Costs

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n automotive supplier and partner to all automakers worldwide, Valeo was beginning to see its health care costs trending unacceptably when compared with the national trend. Although pleased to have high employee retention, their population was aging, and the high risk health factors, such as obesity and tobacco use, were becoming more prevalent. Traditional wellness initiatives were yielding low participation rates and limited return on investment.

In an effort to combat escalating health care costs for their employees in the USA, Valeo’s HR Clark, worked closely with their broker for a solution.

Understanding that the majority of the rising costs could be positively impacted by employees simply making better lifestyle choices, they brought in Bravo Wellness to implement an outcomes-based incentive program. focused on the employees, which is surpassing all expectations,” said Jim Pshock, Bravo Wellness founder and CEO. “Year after year, the team continues to remain focused on the goal of driving deliberate in setting annual health goals that help their population; goals that are reasonable and not cumbersome to meet.”

eligible employees a chance to be screened for 20plus biometrics each year. To date, they are achieving 97 percent participation. Other results have been just as noteworthy. Employees have developed their own weight loss challenge and started a noon-time walking program. In addition to sending numerous employees to their doctors or hospitals for followups, based on the results of screening, at least

with high blood pressure were advised to follow up with their physician to avoid further health complications.

While this population was experiencing a difference through the outcomes-based program, another business unit of the same size and demographics was not offered this wellness plan, therefore creating a natural control group. When Valeo’s populations were analyzed, results showed that the average monthly claims for those in the wellness program were far less than the control group and the national projected trend. In fact, starting with a similar plan and cost, the population that was not included in the outcomes-based wellness incentive program has averaged more than an 11 percent trend for the past several years. The population offered the program experienced only a

When Valeo’s populations were analyzed, results showed that the average monthly claims for those in the wellness program were far less than the control group and the national projected trend.

Valeo also sends multiple communications to their employees to make sure everyone fully understands the program goals and are aware of registration and health screening dates, as well as tools for health improvement. The team holds weekly status updates with their broker and Bravo to ensure the program runs smoothly, going above and beyond to set employees up for success.

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2.5 percent claims cost trend over the same period.

In addition, the participating population has been able to slow and reverse the national health trends in obesity, elevated blood pressure, and nicotine usage.

Valeo is so pleased with results, they will be offering the outcomes-based program to the control group in 2015.

Nature of Business: Automotive supplier and partner to worldwide automakers Key Executives: Michel Boulain, Senior Vice President, Human Resources; Robert Charvier, Chief Financial Officer; Catherine Delhaye, Chief Ethics and Compliance Officer Key Solutions Providers: Bravo Wellness

SUPERSTAR 2014 AWARD WINNER

Jamie Benton

PLAN DESIGN

Managing Director of Compensation & Benefits

Company: Rollins, Inc. Headquarters: Atlanta Website: www.rollins.com Nature of Business: A premier global consumer and commercial services company that offers pest control services and protection through its wholly owned subsidiaries, including Orkin LLC, HomeTeam Pest Defense and Western Pest Services Number of Employees: 10,649 Key Executives: R. Randall Rollins, Chairman; Gary W. Rollins, Vice Chairman and CEO; Harry J. Cynkus, Senior Vice President, CFO and Treasurer; John Wilson, President and COO

Helping Georgia Businesses Tackle Health Costs

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ased in Atlanta, EmployersLikeMe is a collaborative community that developed to help employers across the state of Georgia with

a “vendor-free” and “broker-free” atmosphere, the organization’s members represent a diverse set of industries from each corner of the state.

In a neutral venue devoid of distracting sales pitches, employers come together to help each practices and strategies that have been implemented successfully. In the past few years, the group has also focused on legislative challenges brought about by the Affordable Care Act. Today, the group is growing considerably and includes many notable Rubbermaid, The Langdale Company, Mohawk Industries, Georgia Tech and Proctor & Gamble’s Albany, Ga. plant.

In his time with RaceTrac, a chain of over 500 gas stations and convenience stores that employs close to 6,000 individuals, Benton oversaw

director at RaceTrac, the company was seeing the same increases in health costs as many companies — 7 to 9 percent increases each year. At that time, the company only offered traditional health plans.

Benton had completely revitalized the health and company has achieved zero trend. To do this, the company began only offering consumer-driven health plans and implemented an array of supporting solutions around the plan. Benton emphasized the rich health reimbursement arrangement funding for employees.

After spending years as benefits director at RaceTrac, Benton has recently joined Rollins, Inc. as the managing director of compensation and benefits. Under his leadership, RaceTrac’s health and benefits programs were completely revitalized, and now he hopes to do the same with Rollins, a company of almost 11,000 employees that offers pest control services worldwide.

As chairman of EmployersLikeMe, Jamie Benton has made it a personal mission to promote health care consumerism strategies as a means to reduce health costs and improve the health of Georgians. main concerns to provide healthy and productive environment,” said Jodie Braner, vice president, Hays Companies of Georgia, and president, Georgia Association of Health Underwriters. “He uses education to build consumerism and buy in to work collectively as a team for a healthy workforce and bottom line.”

Under Benton’s leadership, the company also became quite active in the wellness space. They created an internal wellness department from scratch, hired a full-time wellness manager and had wellness coaches and captains throughout the company. Employees were encouraged to complete a health risk assessment, and the company also promoted tobacco cessation programs.

Incredibly, the company is now on track to have a negative trend.

Just recently, Benton joined Rollins, Inc. as

RaceTrac, Benton has recently joined Rollins, Inc. as Currently, the company still offers mostly traditional programs were completely revitalized, and now he hopes to do the same with Rollins, a company of almost 11,000 employees that offers pest control services worldwide.

be evaluating all potential solutions, including private exchanges and wellness.

www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2014

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SUPERSTAR 2014 AWARD WINNER

PLAN DESIGN

Karen Hicks

Vice President, Human Resources

Keeping Employees Healthy Vital to Controlling Health Care Costs

P

art of Zeon since 1989, when Zeon purchased

the many health care changes. She has remained focused on continuous improvement of health care offerings. Ultimately, the health of her employees is second to none.

“Our employees are predominately in Kentucky, Indiana, Mississippi and Texas — four states not known for good health, but known for high tobacco employees work 12 hour shifts, 24/7, which only complicates any goals surrounding a healthy diet, regular exercise and getting adequate rest.”

Every year, Hicks and her team remind employees and spouses of their three health care objectives: maintaining their good health; inspiring everyone to work on addressing any health risks; and understanding both employees and Zeon have a vested interest in slowing the increase in health care costs.

She’s succeeding: 95 percent of employees and spouses have maintained the same monthly medical premiums since 2006 and the company has a 99.5 percent participation rate for screenings.

“Even with our initial health assessments, we were able to achieve 80+ percent participation of both employees and spouses on Zeon medical,” Hicks said.

change Zeon has made to what employees pay through payroll deductions or out-of-pocket expenses in the four years of 2012 -2015, are changes in the premium reduction for complying to our wellness criteria, with 95 percent of our participants complying, and in our tobacco surcharge, which in 2014 impacted 13.2 percent of our employees and spouses.

“Those who make an attempt at wellness (95 percent) and who do not use tobacco (86.8 percent) have been paying the same amount for health care since 2006.”

Hicks implemented the tobacco surcharge in 2011, after a transition to a tobacco-free campus didn’t result in the hoped-for usage decreases.

“In fall of 2011, we announced — for the fall 2012 health assessments — we were going to test for nicotine during the health assessment and those who tested positive would pay a tobacco surcharge of $40 per month,” Hicks said. “On January 2013, our employees and/or spouses who used tobacco started paying the $40 per month surcharge. Again, we did not see the decrease in tobacco use that we had hoped. if they tested negative for tobacco in the 2013 health assessments, we would refund that $40 (or $80 per month if both the employee and spouse were tobacco

“I tell employees all the time, I want them to feel so good when they retire from Zeon that they ‘dance’ right out of here.”

“Because the average medical/Rx claims for these approximately 15 percent of nonparticipants higher than the average claims on those who did participate, we introduced a 60 percent medical plan in 2012 and made full participation in the health assessment a requirement to be eligible to enroll in our two other plans (PPO and HSA). This drove our health assessment participation to 99.8 percent.”

Since 2006, Zeon has been consistent in their message about maintaining health care options, and employee costs depends on employees and spouses doing their part to work on maintaining, if not improving, their health.

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Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

users) which they paid in 2013. With that incentive available, 30 percent of our previous Kentucky tobacco users tested negative for tobacco in the 2013 health assessments and received the refund!

Since then, the tobacco surcharge has increased $10 a month each year. In 2016 it will cost $70 per month. seen hundreds of employees retire. One key and priceless difference between a great retirement and a not so great retirement is the retiree’s health and how they feel day in and day out,” Hicks said. “I tell employees all the time, I want them to feel so good when they retire from Zeon that they ‘dance’ right out of here.”

Company: Zeon Chemicals L.P. Headquarters: Louisville, Ky. Website: www.zeonchemicals.com Number of Employees: 325 Nature of Business: Develop, manufacture and provide the technical support for a wide variety of synthetic polymers for a wide variety of technologies and industries.

Key Executive: Bob Barlow, President and CEO Key Solutions Providers: SimplyWell, Heuser Health, empowris

SUPERSTAR 2014 AWARD WINNER

Edward Isakson

PLAN DESIGN

Director, Human Resources

Company: Archdiocese of Indianapolis Headquarters: Indianapolis, Ind. Website: www.archindy.org Number of Employees: 6,000 Nature of Business: A division of the Roman Catholic Church that covers 39 counties in southern and central Indiana Key Executives: Most Reverend Joseph W. Tobin, C.Ss.R., Archbishop of Indianapolis; Most Reverend Christopher J. Coyne, Auxiliary Bishop and Vicar General; Annette “Mickey” Lentz, Chancellor; Brian Burkert, CFO Key Solution Providers: Apex Benefits, Health Advocate, Healthcare Blue Book, BASIC Flex, Best Doctors

Crafting a Comprehensive Consumerism Strategy

A

properly implemented health care consumerism strategy is not just cost shifting to employees. A high deductible health plan should only be the bedrock of a comprehensive program that empowers employees with an array of easy-to-use tools that help Isakson, director of human resources for the Archdiocese of Indianapolis, has set the gold standard for a comprehensive health care consumerism program.

“I have met many employers in the consumerism space as you can imagine,” said John Young, president, Consumerdriven LLC, and former senior vice president of consumerism at Cigna. “I left my

planned a communication program that lead to a employees started with their health savings account, the organization helped its employees by seeding the accounts with $1,000 for individuals and $2,000 for families.

To complement the health plan and HSA, Isakson focused on education measures that would help employees become empowered health care offered employees a referral service that would connect diagnosed employees with expert physicians.

This service provided employees with insight and information about their diagnosis.

Over a 12-month period, the Archdiocese’s health costs have decreased by more than $240,000 as a direct results of participation in wellness activities. and communication strategies for his organization, basically, all the Catholic churches in Indiana.” diocese, which covers 39 counties in southern and central Indianapolis and has about 6,000 employees in a number of job functions, Isakson was seeing the yearly increases in health costs that have plagued the bottom lines of many organizations. Working with Apex Benon his employees as consumers of health care.

on a per employee basis. Since paying $6,400 per employee in 2006, health costs have only risen to $7,000 per employee for 2013. According to Towers Watson, health costs have on average risen seven percent during this time. If health costs had risen with have been paying about $10,080 per employee last year — over $3,000 more per employee.

So how did the Archdiocese achieve these impressive results?

Back in January 2007, Isakson decided to implement a full-replacement consumer-driven health plan tied to a health savings account that the organization would initially fund. To support this complete shift

Health Advocate and Healthcare Blue Book were also implemented to help employees on their journey to becoming empowered consumers of health care. Health Advocate helps plan participants successfully navigate the health care system by right care providers, scheduling appointments or tests, researching treatment options and more. Using Healthcare Blue Book, Archdiocese employees could obtain price estimates for health care services.

Isakson and his team have also invested time employees participating in wellness activities, the Archdiocese offers 50 on-site services and over 100 that employees can access remotely. The organization has seen great results with its walking program, in which more than 2,300 employees and spouses participate. Over a 12-month period, the Archdiocese’s health costs have decreased by more than $240,000 as a direct results of participation in wellness activities.

At the Archdiocese of Indianapolis, both leadership and the employee population have wholly embraced health care consumerism, and the results are clear: it’s led to a healthier, more productive workforce while saving the organization millions of dollars each year. www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2014

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SUPERSTAR 2014 AWARD WINNER

PLAN DESIGN

Gregg Leach

Chief Financial Officer

Keeping Employees Moving their Way to Healthy Lifestyles

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hey say you have to “talk the talk” and “walk the walk” to be successful. Gregg Leach, the CFO of Able Engineering, has proven that you also have to “work the workout”. That’s why you are likely to see Leach himself working out if you visit the Able Wellness Center. He has been participating at the company’s fully-equipped gym three times a week for over three years. Able Engineering understands that engaging members and promoting consumerism starts with management participation and support. It also requires corporate focus to provide the products, programs and communication that gain the interest and participation of employees.

to make health care programs work,” he said. “We are fortunate to have that kind of relationship with

Headquarters: Mesa, Ariz.

Leach has worked tirelessly to improve Able’s

Number of Employees: 425

introduced a Compass support program to empower smarter health care decisions. It provides employees and their families direct personal assistance in researching medical providers, comparing costs designed the company’s premium reimbursement program for its employee health plan and set up funding and coordinated building of the Able

“Incentives are the most important, and our premium reimbursement for using our Able Wellness Center is our most effective incentive. Our sports teams, activity clubs and other offerings allow us to offer a wide range of activities, so there really is something for everyone.”

“Staying healthy is important because healthier employees are on the job more and they are more engaged,” Gregg Leach said. “In addition, a percentage of our bottom line goes into our employee bonus program, so the more we save — with healthier employees — the more money that goes into that bonus program.”

Leach attributes the success of the programs to employee participation and engagement. Able uses a number of avenues to promote engagement: incentives, penalties and constant reminders.

“Incentives are the most important, and our premium reimbursement for using our Able Wellness Center is our most effective incentive,” he said. “Our sports teams, activity clubs and other offerings allow us to offer a wide range of activities, so there really is something for everyone.”

Having a strong partner to help develop and implement a wellness and consumerism strategy

Wellness Center, a 9,000-square-foot fully equipped center with two full-time coaches. Seventy percent of upper management and more than 55 percent of all employees are active at the center.

He’s now exploring the opportunity to add an on-site clinic. terms of keeping people at work. It also would do a lot on the preventive side of health care,” Leach said.

As Leach explained, the sooner employees know of a health issue, the sooner they can take action to prevent or control it.

“Over the past three years, for its health plan covering 230 employees (565 total members), the company has saved $2.3 million in health care costs, Able’s third most expensive item on its income statement. That’s money that would have been spent on increasing premiums for the employee health plan, if the programs Gregg helped design and implement were not there,” said Scott Wood,

Group.

Chris Hogan, have brought many ideas to us, and that has been crucial to our success. You need to have that kind of partnership, support and focus on developing programs and getting employees engaged

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Company: Able Engineering

award is new for 2014, Gregg Leach’s commitment is not new. His dedication to health care consumerism for Able Engineering’s employees has been ongoing for years.”

Website: www.ableengineering.com Nature of Business: Aircraft component repair/ overhaul and replacement parts Key Executives: Lee Benson, Chief Executive Officer; Anthony Saenz, President; Phil Hoff, Chief Operating Officer Key Solutions Providers: Benefit Commerce Group, Cigna, Compass

SUPERSTAR 2014 AWARD WINNER

Joseph Scudiero

PRIVATE EXCHANGE IMPLEMENTATION

Senior Vice President and Chief Labor Counsel

Customized Private Exchange Finds Perfect Fit in Unique Workforce

S

tart with a largely mobile, entertainment production workforce previously not covered by health insurance. Add employer coverage, reporting obligations and the individual mandate of the Affordable Care Act. Sprinkle in a progressive client and an innovative consultant that likes to solve clients’ unique problems. Stir, and you’ll get the interesting case of EP Cares.

Entertainment Partners is an industry-leading provider of payroll and other services to nonunion employees working behind the scenes on in concert with Lockton’s Lissa Thomson, Joseph Scudiero, senior vice president and chief labor counsel, EP, created a one-of-a-kind private exchange platform to enable non-union production companies and their workers to satisfy the Affordable Care Act’s employer and individual mandates. The platform features health plans by

opportunity to subscribe to health plans for their non-union production workers, making it easy for both employers and employees to comply with the complex requirements of the ACA. EP Cares includes all aspects of coverage and tracking and reporting all at a very low cost. The company is using 2014 as a “test year” for the upcoming employer mandate, and several studios and major independent production companies already subscribe to the program. And the impact on the workforce is considerable: the health coverage is valuable, and members can transport the same coverage at the same price from show to show or across participating production organizations.

With all of the options Lockton brought to the table as an independent advisor, EP selected the private exchange technology that they believed administration provider, was selected based on their

vision and life insurance are also offered at low group rates.

compliance and ability to take care of EP’s large, diverse client base.

“We were solving a unique problem for our client. We were not selling a product. We recommend the best private exchange platform to clients that have chosen to go that route.

Not all clients want and need the same things, and not all vendors are created equal.”

— Lissa Thompson, chief consultant, Lockton Benefits, California ACA compliance problems for entertainment production companies are unique. Large non-union workforces may work on multiple productions per year, some within the same production company family, some not. Add to that, production companies sometimes disappear after the project wraps. Plus, due to the limited life span and lack of HR infrastructure of production companies, payroll and employee interfaces are outsourced, which compounds insurance administration and workforce tracking and adds to communications complexities.

With Lockton’s help, Entertainment Partners ascertained that a private exchange could offer a With EP Cares, production companies have an 28

Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

“We were solving a unique problem for our client,” said Lissa Thompson, chief consultant, product. We recommend the best private exchange platform to clients that have chosen to go that route. not all vendors are created equal.”

By using a private exchange, Entertainment Partners took on a foreboding problem for thousands of Hollywood’s production workers and implemented an innovative solution that provides quality health and voluntary plans in a streamlined, easy-to-use enrollment interface. A win for everyone involved.

Company: Entertainment Partners Headquarters: Burbank, Calif.

Website: www.ep.com Number of Employees: 100,000+ Nature of Business: The global leader in entertainment payroll, residuals, tax incentives, finance and other integrated production management solutions with 16 offices in the U.S., Canada, London and Tokyo.

Key Executives: Mark Goldstein, President and CEO; Joe Chianese, Executive Vice President; John Hadity, Executive Vice President Key Solution Providers: PlanSource, Lockton Benefits, Anthem Blue Cross, Express Scripts

SUPERSTAR 2014 AWARD WINNER

PRIVATE EXCHANGE IMPLEMENTATION

Kathleen Federico

Chief Human Resources Officer

Company: The MENTOR Network Headquarters: Boston, Mass.

Website: www.thementornetwork.com Number of Employees: 27,000 + Nature of Business: National network of local health and human services providers Key Executives: Ned Murphy, Executive Chairman; Bruce Nardella, President & CEO; Denis Holler, Chief Financial Officer Key Solutions Provider: Towers Watson/One Exchange, RedBrick Health

Communication Key to Successful Private Exchange

W network of local health and human services providers offering an array of quality, community-based services to adults and children with disabilities, into health plan was what’s known as a “mini med”,which would also faced the prospect of high reinsurance fees and incurring the ACA’s excise — or “Cadillac” — tax.

That wasn’t the only challenge, though. Federico also had to deal with a highly distributed workforce without regular computer access, employees not well-versed in health insurance and a print-and-mail “Recognizing that moving to a private exchange we knew that we would need to communicate

got a new catch-phrase: “Why work for Mentor? It’s rewarding.” Federico was able to upgrade additional employee bonuses, career mapping and training support, at the same time. through the private exchange was the employee plus child(ren) plan.

“That was very important in an organization are predominantly female and many of them are heads of household,” she said. “Our aggressive efforts to educate our workforce and provide a high level of customer service when employees contact the call center has made a real difference in helping our colleagues take control of their health care and become more active and educated purchasers by helping them to identify the plans that work for them.” focus on employee wellness program, including

“The feedback was very positive and I believe that between our communications vehicles and the support that our employees received when they called the One Exchange call center, that our employees have become more sophisticated health care consumers.” extensively across our organization to ensure that our leaders understood what the private exchange would offer to their employees and our employees understood what was available to them and their families,” Federico said. “We leveraged a range of communication platforms including a video, e-communications and more. The feedback was very positive and I believe that between our communications vehicles and the support that our employees received when they called the One Exchange call center, that our employees have become more sophisticated health care consumers.” ultimately paid off as more than half of all employees service center a 96 percent satisfaction score.

Federico’s solution also proved to be sustainable previous plan.

offering earning wellness credits that result in HSA contributions. They currently offer nutrition education, exercise management programs and others.

“In 2015, we will be partnering with RedBrick Health — a health and well-being company,” Federico said. “With RedBrick Health, our employees will be able to go to one website for all of their well-being activities, no matter which carrier they choose for their medical coverage. This new partnership will make it easier for employees to locate, manage and track their well-being activities and earn credits for their HSAs. country to enter a private exchange is certainly notable, we view that decision as just one part of the evolution of our employee value proposition. Just as our employees take our obligation to those we serve seriously, we take our obligation to deliver on our employee value proposition seriously. I’m proud of the progress we have made, yet I recognize there are still opportunities before us to do even more.” www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2014

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SUPERSTAR 2014 AWARD WINNER

PRIVATE EXCHANGE IMPLEMENTATION

Leslie Vander Gheynst Director of HR/Recruiting

Keller Williams Paves the Way in Implementing Private Exchange

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workforce because the majority are part-time or contracted employees and not eligible for traditional group coverage. When the 2012 Supreme Court ruling allowed the Affordable Care Act to move forward, Leslie Vander Gheynst, director of HR/recruiting,

gave associates a consumer-focused platform to shop for and purchase insurance from leading regional and national health plans — both on and off the public exchange — along with ancillary coverage options

to help the company retain and attract top talent.

Vander Gheynst worked with the company’s

“Keller Williams is an innovative organization.

It is the mindset of innovation and creativity that allows us to be trailblazers in the real estate industry.

Working with organizations like ConnectedHealth and Willis allows us to embrace our creativity and

distribution model that would comply with the new law and regulations and present cost-effective solutions for Keller Williams agent associates.

Together they chose a private exchange platform as

Gheynst said. “It is truly exciting to work with likeminded individuals to implement programs like our private exchange platform.”

In 2013, the need for effective communication

as a key component of Keller Williams’ overarching wellness program — it could accommodate their

around the ACA. Vander Gheynst and her team developed a three-pronged approach to rolling

the schedule of their hectic work lives, while helping keep costs manageable.

First, they built a multi-channel release schedule of communications that included emails, social media

“It is truly exciting to work with likeminded individuals to implement programs like our private exchange platform.”

“We wanted to make sure that whatever solution we provided to our associates was easy-to-use, valuable and completely customer service oriented.

Most importantly, we didn’t want the private exchange to take time away from their already busy schedules. We wanted to let our team focus on real Gheynst said. “Another challenge we had was 1099 associates, since they couldn’t be covered in a group medical plan. A private exchange gave us the

to have a global payment solution. ConnectedHealth had an option that worked for us.”

Within one year of beginning the private exchange initiative, Keller Williams announced a partnership with ConnectedHealth to implement and

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Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

posts and printed posters. Second, they produced six webinars prior to enrollment, which received high attendance rates nationwide. Vander Gheynst worked with executive-level team members and regional directors on a weekly basis to disseminate the information from the top down to further promote the new marketplace. Finally, she scheduled executive level team members to speak at a companywide internal event to promote the platform and the importance of health coverage to all of the associates.

“Thanks to Leslie’s forward thinking, Keller to successfully launch and maintain a private health insurance exchange for its employees,” said John Fiacco, CEO of ConnectedHealth. “To date, over 8,000 associates have accessed the KW Wellness exchange is expected to increase exponentially during the 2015 open enrollment season.”

Company: Keller Williams Realty, Inc. Headquarters: Austin, Texas Website: www.kw.com Number of Employees: 20,000 + Nature of Business: The largest real estate franchise company in North America Key Executives: Gary Keller, Co-founder and Chairman; Mark Willis, CEO; Mary Tennant, President; Mo Anderson, Vice Chairman; Jim Talbot, Chief Operating Officer Key Solutions Provider: ConnectedHealth

SUPERSTAR 2014 AWARD WINNER

Kate Tejada

EMPLOYEE COMMUNICATION AND EDUCATION

HR Manager

Company: Plascore Incorporated Headquarters: Zeeland, Mich.

Website: www.plascore.com Number of Employees: 250+ Nature of Business: Global manufacturer of an extensive family of honeycomb core and composite board made from a variety of metal and plastic materials to fit virtually any application from aerospace to commercial.

Key Solution Providers: GlidePath (Blue Cross Blue Shield of Michigan), HNI Risk

Finding Success with a Defined Contribution Approach

A

s the HR manager of a 300-employee manufacturer, Tejeda has been a “superstar” in every sense of the word since the company

Headquartered in Zeeland, Mich., Plascore, a global manufacturer of honeycomb core and composite board, was way ahead of the curve in their market with this approach.

In western Michigan, health care innovations — particularly consumerism models — have historically been slow to catch on. Under Tejeda’s leadership, Plascore led the pack as one of approximately 40 groups statewide to implement an exchange this contribution strategy shortly after the concept was introduced to them.

They immediately saw value to both the employer and the employee.

To Plascore, a private exchange model meant predictable costs, no-hassle compliance and an this meant the power of the purse and a broader array of choices to maximize Plascore’s health care

brokerage, Tejeda and Plascore leadership ensured a smooth transition to a private exchange for both requires a major shift in thinking for many employers

success, however, is the proactive communication plan designed by Tejeda.

Several months before enrollment, Tejeda hosted a series of “Lunch-n-Learns,” explaining the impending changes, how exchanges work and how to be a smarter consumer. She leveraged a variety of media to reach the greatest number of people, including handouts, posters, payroll stuffers and other methods.

Simultaneously, Plascore moved to restructure creating a strong incentive to make healthier lifestyle choices. They also implemented a surcharge for spouses with health insurance available through their for those who truly rely on Plascore for coverage.

These changes were proactively communicated as well, allowing smokers in the group time and motivation to quit. By open enrollment, employees were well-informed and ready to choose between eight different plans Plascore offered.

Plascore leveraged decision-support tools from GlidePath, a private exchange operated by Blue Cross Blue Shield of Michigan, to deliver a jargon-free questionnaire that helped employees identify the offered for employees as they made their elections.

Seven months later, Plascore has sky-high participation rates and employees who are enthusiastic and outspoken about their appreciation

modeling.

Several months before enrollment, Tejeda hosted a series of “Lunch-n-Learns,” explaining the impending changes, how exchanges work and how to be a smarter consumer. She leveraged a variety of media to reach the greatest number of people, including handouts, posters, payroll stuffers and other methods.

The Plascore leadership team was fully committed to the strategy from the very start and kept things moving with quick and effective decisions. The biggest reason for Plascore’s ultimate

understanding of their total compensation, and the conversation has changed from “what I pay for

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SUPERSTAR 2014 AWARD WINNER

PRIVATE EXCHANGE IMPLEMENTATION

Brian Tolbert Team Member

Health Care Consumerism Advocates Enter New World of Private Exchanges

S

ince the beginning, Bernard Health has been steadfastly committed to the health care

In this new post-ACA market, one of Brian’s main focuses is educating employers on

learned of health savings accounts as a graduate student at Vanderbilt University, he recognized immediately their potential to improve the U.S.

contribution and helping them implement these models into their organizations.

With the BerniePortal, Bernard Health’s

Americans.

carrier integration, Brian and the Bernard Health team are helping employers with 10 to 500 employees implement a fully customizable

and managed to recruit his brother Brian away from his career as a top sales consultant with

With the BerniePortal, Bernard Health’s online benefits administration platform with carrier integration, Brian and the Bernard Health team are helping employers with 10 to 500 employees implement a fully customizable exchange solution that will streamline benefits enrollment and help to reduce costs.

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local businesses with client entertainment needs,

enrollment and help to reduce costs.

Through BerniePortal’s user-friendly

businesses — especially small and mid-sized companies — were having with health costs.

information year-round. The portal handles qualifying events and emails HR with any updates

and fellow co-founder Ryan McCostlin set to work on their goal to rescue people from health care confusion and provide them with money-saving solutions that offer peace of mind.

Today, Brian guides Bernard Health’s efforts in business development and strategy. Since his start, the company has expanded into three new markets and now has a total of six brick-andmortar retail stores in four states.

As the Affordable Care Act has taken effect, there have been a lot of challenges for employers, individuals and insurance companies, and Brian is committed to providing Bernard Health’s services to as many people as possible and is looking forward to putting down roots in more cities across the country.

with their long-time support of health savings accounts, Bernard Health’s exchange also features integration with HSA Bank.

Bernard Health is helping employers adopt

Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

the implementation process, Brian gives clients all the inside information so that they will be model of employer-sponsored group health plans.

Currently, Bernard Health has 50 clients that

Company: Bernard Health Headquarters: Nashville, Tenn.

Website: www.bernardhealth.com Number of Employees: 52 Nature of Business: Trusted health care advisors to individuals and small businesses through a combination of retail stores and online technology Key Executives: Alex Tolbert, Founder and Team Member; Ryan McCostlin, Founder and Team Member

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SUPERSTAR 2014 AWARD WINNER

EMPLOYEE COMMUNICATION AND EDUCATION

Rosemary Arriada-Keiper Senior Director of Rewards

Communication Strategy Drives Successful Shift to HSA and HDHP

R

olling out a high-deductible health plan is never easy, and most companies would consider 20 percent enrollment a success; however, Rosemary Arriada-Keiper, senior director of rewards at Adobe, had much loftier goals.

“The external environment accelerated the direction we were going in with the HSA plans,” Arriada-Keiper explained. “It was very apparent to us that our PPO was going to become costly, and that we needed to somehow start migrating people out of that plan.”

Through a visually stunning and strategically targeted campaign, 62 percent of employees enrolled in Adobe’s new high deductible health plan during a passive enrollment season in which none of the most highly used plans were eliminated.

So, how did she do it?

Arriada-Keiper started with building a solid strategy. Combining the right mix of plan offerings, she simultaneously aligned plan design with business initiatives. She knew the key to success

versions of the piece compared each existing health plan against the new offering, each in a slightly different way. For plans with the same network highlighted those similarities and explained that cost — a lower cost — was the only difference.

For employees enrolled in the HMO options, she with the premium savings.

Although the results speak for themselves simply pat themselves on the back — Arriada-Keiper continues her focus on HSA education in 2014 by leading the charge on a popular HSA webinar series and the creation of a set of innovative infographics as Adobe gears up for the next Open Enrollment.

She is also currently orchestrating a

all decision makers — spouses, partners and other family members — not just employees. To drive enrollment numbers — and create better health care consumers in the process — Arriada-Keiper

entire Adobe Rewards offering. She has traversed the country in recent months to attend industry

with a unique, user-centric design.

Ever progressive in her approach, she put

emulate Adobe’s successes in their own plans and strategic efforts. As a committed and vocal advocate

decision makers could access it. Plus, the site is responsive, meaning it’s perfectly optimized and readable on any-sized device to meet the needs of our ever-increasing mobile population.

Honoring Adobe’s deep roots as a design company, Arriada-Keiper made sure the website and the communications pieces about the new health plan spoke to employees in their preferred language: visual. In particular, an infographic explaining how the plan’s health savings account worked showed

reduce costs — Arriada-Keiper is bringing new meaning to the phrase “Pay it forward.”

Thus far, the results of her campaign have produced an astonishing 62 percent enrollment rate and a $4.7 million reduction in Adobe’s projected ACA-related tax liability.

“For years, we’ve been trying to get employees out of the PPO with cost increases — to no avail,” Arriada-Keiper said. “But because so many employees left our PPO plans and migrated over to the HSA this year, our projected tax liability went from $5 million to $300,000.”

complemented – rather than substituted — a health

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plan. This allayed employees’ fears and confusion that enrolling in an HSA would mean they would give up traditional health coverage.

Then, a personalized companion piece did the math for employees, showing how much they’d

Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

Company: Adobe Systems Incorporated Headquarters: San Jose, Calif.

Website: www.adobe.com Number of Employees: 11,000+ Nature of Business: Computer software Key Executives: Shantanu Narayen, President and CEO; Mark Garrett, Executive Vice President and CFO; Donna Morris, Senior Vice President of Human Resources Key Solution Providers: Benz Communications, Castlight Health, Jellyvision, HealthEquity, GuideSpark, Aetna

SUPERSTAR 2014 AWARD WINNER

Company: HealthPlus Headquarters: Flint, Mich.

Sally Seymour

Manager, Corporate Wellness Programs

Website: www.healthplus.org

EMPLOYEE COMMUNICATION AND EDUCATION

Number of Employees: 530 Nature of Business: A health and wellness organization providing customized, nationally recognized health insurance plans Key Executives: Bruce Hill, Chief Executive Officer; Michael Genord, MD, Vice President, Chief Medical Officer; Mac McClurkan, Vice President, Chief Operating Officer; Ryan Oroark, Vice President, Chief Financial Officer Key Solutions Provider: Alere Health

Taking the 360-degree Approach to Communications

W

hen it comes to the health of their employees and members, HealthPlus is passionate about improving outcomes and providing the best experience possible. Always willing to try new things, their progressive designs, communications and incentive strategies have placed them on Alere’s top 10 performers list several years running.

“We believe to truly live out our passion two things are necessary — consistent, effective communication and fun!” said Sally Seymour, manager, corporate wellness programs. “We are known to be the ‘fun’ department, and that is a compliment, because why would anyone want to come to work and not have fun?! We love what we do.”

In 2013, HealthPlus was ranked sixth in overall program engagement, with an 87.9 percent participation rate, measured as at least one activity in HealthPlus’s wellness offerings.

desk. These are just some of the ways we take the 360 degree approach.”

The wellness team conducts ongoing assessments and evaluations of the program and communication efforts. This allows them to continually benchmark against their own performance to ensure the messages are effective.

As part of their commitment to engaging employees, HealthPlus has awarded a “Well Employee of the Quarter” for the last four years, most

they started their journey together with a buddy system to promise each other that they could stick with it, and six months later they have achieved success. Together they have lost more than 100 pounds and more than 60 inches. They motivated each other and kept each other accountable. They learned what types of foods were good for them; they

“Our goal is to meet the employees where they are. An example is the Stall Street Journal in our rest rooms. We also encourage taking the stairs, and we continually update our messaging in the stairwells. Extra special messages may mean a surprise message on every desk. These are just some of the ways we take the 360 degree approach.”

HealthPlus excels at bringing awareness to their employees through creative and unique communications, which Alere refers to as “360-degree communications”. They reach employees from all different directions, making it impossible to “miss the memo” through a multitude of media channels within the company such as voicemails from leadership, emails, bulletin boards, stairwell posters, banners and employee intranet “We have a very active wellness team that is representative of all divisions within the organization. They are integral to our communication efforts,” Seymour said. “Our goal is to meet the employees where they are. An example is the Stall Street Journal in our rest rooms. We also encourage taking the stairs, and we continually update our messaging in the stairwells. Extra special messages may mean a surprise message on every

they eat using a smart phone app that also tracks exercising. They both are doing the Crim Adult Training program, and one of the team mates will be doing the Brooksie Way for the second year in a row this year. They can be seen in workout clothes before leaving the building.

“One of my favorite activities is recognizing the accomplishments of an individual employee, such meeting,’ said Bruce Hill, HealthPlus CEO. “I see entire groups of HealthPlus employees joining in and inspiring each other. Having nearly 90 percent participation demonstrates that we’re getting the message out and that we’re having an impact. This makes all of us very proud. Special kudos to our health and lifestyle team for their knowledge and leadership in workplace wellness.”

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SUPERSTAR 2014 AWARD WINNER

EMPLOYEE COMMUNICATION AND EDUCATION

Chad Thies

First Vice President of Human Resources

Banking on Wellness

U

nion Bank and Trust offers everything other banks do, but unlike the rest there is a natural, comfortable sense of belonging among its associates and the customers they serve. UBT has had a reputation of service and care for its customers since 1917 and extends this care to its associates today as they build a culture of wellness.

Throughout the year, under the guidance of

the education and pursuit of associates’ optimal health. Because Thies and his team desire to invest are not just for those on the health plan, but are available to all associates.

“The key to our success has been our hands-on approach,” said Thies. “Union Bank and Trust is not a centrally located organization. We are spread out wellness team visits every location frequently.

Passport allows an associate to continually track and monitor his/her progress in biometric categories such as blood pressure, cholesterol, glucose, body mass index and non-tobacco use. The Passport contains educational information on each of these biometrics and shows UBT’s health goals and incentive structure for their outcomes-based incentive program. There is a log for the employee to list the quarterly appointment dates scheduled with their health coach, and a place to mark progress and take notes. The Wellness Passport also contains educational information for topics such as tobacco cessation, portion sizes, caloric intake and disease prevention. Also listed are insurance contact information and contact information for the UBT wellness team and committee. This way associates are never left unprepared or without information and resources for healthy living. It also allows the associate to easily share and discuss their progress with their primary care physician. This has

“Recently HR identified 20 of the bank’s best performers in order to see what drives them, makes them happy, and what we can do differently to maintain our competitive advantage,” he said. “The one theme that was consistent among them was nearly everyone said that wellness at Union Bank was one of their favorite aspects about the company as a whole.”

“We offer our associates the chance for individual consultations. This allows associates to focus on anything that is important to them — from weight loss, nutritional goals and weight gain to many holistic wellness solutions. Plans are created to meet each individual’s goals.

“We also have the ability to literally try any new program we want. This sounds cliché, but we have very strong support from the top down. Our executive management team is as involved as our entry-level employees.”

Current programs include onsite health and nutrition programs, free health conscious meals Probably one of the most creative tools that UBT implemented to help encourage engagement and to serve as a resource for personal health and development is the Wellness Passport. A professionally printed booklet, the Wellness 36

Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

been a handy tool and great resource to maintain a personal log of participants’ annual journey towards health.

Five years ago, UBT decided to self-fund their three years later they have a reserve of more than $1,500,000. Thies attributes this to the success of their wellness programs. performers in order to see what drives them, makes them happy, and what we can do differently to maintain our competitive advantage,” he said. “The one theme that was consistent among them was nearly everyone said that wellness at Union Bank was one of their favorite aspects about the company as a whole.

“To have wellness be the one of the top reasons why they are here and why they love Union Bank was wonderful to hear.”

Company: Union Bank & Trust Headquarters: Lincoln, Neb. Website: www.ubt.com Number of Employees: 900 Nature of Business: Banking, trust and investments Key Executives: Angie Muhleisen, CEO and President; Alan Fosler, Senior Vice President Key Solution Provider: Bravo Wellness

SUPERSTAR 2014 AWARD WINNER

Lisa Schlafmann

Director, Benefits and Compensation

Company: MDU Resources Group, Inc. Headquarters: Bismarck, N.D. Website: www.mdu.com Number of Employees: 9,100+ Nature of Business: A provider value-added natural resource products and related services that are essential to energy and transportation infrastructure Key Executives: Harry Pearce, Chairman, Board of Directors; David Godin, President and Chief Executive Officer; Mark Del Vecchio, Vice President of Human Resources; Dennis Haider, Executive Vice President of Business Development Key Solution Provider: SelectAccount

EMPLOYEE COMMUNICATION AND EDUCATION

Educating a Diverse Population on Value of HSAs as Retirement Vehicles

H

provider of value-added natural resource products and services that are essential to energy and transportation infrastructure. With over 9,000 employees through 70 companies across portion of the country through natural gas, oil and electricity.

Inc. With operations in 44 states, reaching each individual employee with quality education and

Schlafmann continues to focus on providing employees with valuable education about transforming the medical spending account for future, unforeseen health care expenditures.

Recently, she tapped her vendor support team to address the value of a HSA as a retirement planning vehicle.

Schlafmann’s strategy was to introduce employees to the value of the HSA at the age of vehicles of 401(k)s and IRAs. All provide tax shelters on the dollars deposited and spend the same after age 65 for normal expenses; however, the HSA

one that requires logistical coordination, seasonal out tax free. Employees can even use HSA dollars

With a thorough communication strategy that helps employees understand the benefits of making maximum contributions each year and catch-up contributions after age 55, employers can give employees a triple tax-advantaged savings accounts for retirement, improving financial well-being at little cost to the employer.

Schlafmann takes great pride in bringing the employees despite the increasing cost of health care and the changes brought about with the Affordable Care Act. Early on, Schlafmann saw the value of offering a high deductible health plan paired with a health savings account. Her forethought led to empowering her employees, choice and an ongoing education program emphasizing health care consumerism.

Beginning with basic health account education, Schlafmann secured vendor support to bring the message to employees through mandatory meetings and supported with ongoing communications. Her programs have led to a steady migration to the high deductible health plan — with HSA participation almost doubling in the last two years.

to pay for Medicare premiums. Money coming out of the other retirement accounts will have at least some tax associated with the withdrawals.

With a thorough communication strategy that maximum contributions each year and catch-up contributions after age 55, employers can give employees a triple tax-advantaged savings accounts little cost to the employer.

Schlafmann is looking forward to the impact this strategy will have on this year’s open enrollment season and HSA funding. It’s keeping employees and helping them make the right decisions for themselves. Year after year, the company has been seeing positive results.

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SUPERSTAR 2014 AWARD WINNER

Bob Merberg

Employee Health and Wellness Manager

EMPLOYEE EMPOWERMENT

Helping Employees Get Well and Stay Well Company: Paychex Headquarters: Rochester, N.Y. Website: www.paychex.com Number of Employees: 12,800 Nature of Business: Business services – payroll and human resource solutions Key Executives: Martin Mucci, President and CEO; Laurie Zaucha, Vice President of Human Resources and Organizational Development; Efrain Rivera, CFO Key Solutions Providers: ShapeUp, StayWell

F

or more than 20 years, Bob Merberg has devoted his career to helping people lead healthier lifestyles, mainly through promoting innovation in employee wellness. As employee health and wellness program manager at Paychex, Merberg oversees the Active Health wellness program, where 66 percent of employees report improved health, 73 percent report a stronger connection to the company and 58 percent report a greater commitment to their work as a direct result of the program.

The success of Active Health has earned the

years in a row. The company also was the sole winner has received platinum level recognition from the American Heart Association for wellness program quality and innovation.

“Paychex has been offering wellness programs since the late 1990s, and in 2008, we ramped up

According to those who have worked with him, Merberg’s program management has been instrumental in the widespread success of ShapeUp’s team-based challenges at Paychex. Paychex has always made wellness a priority at its organization, and Merberg has strengthened that tradition with more innovative and effective programs.

“Paychex has an endless pipeline of fun, innovative programs to help our employees rally around their well-being. Right now, we are engaging numerous employees in contributions to a book with healthy recipes and tips for healthy eating at work, and a ShapeUp challenge that will have teams of employees progress along a virtual walking route from

way and unlocking interesting tidbits about our coworkers and the cities in which they live,” Merberg said. “Both of these projects will include content crowd sourced by employees. And, like all of our ShapeUp challenges, our new challenge will offer advanced

“Well-being is important for its own sake, but it just so happens that, in this case especially, what’s good for employees is good for our business and for our future together.” we’ve been pleased to see our health care cost trend moderate since then, we also are fortunate to have had this opportunity to see the bigger picture. Well-being is important for its own sake, but it just so happens that, in this case especially, what’s good for employees is good for our business and for our future together.”

Merberg’s latest challenge: improving the health of Paychex’s 12,000+ employees. Last year, to help achieve his goal of engaging this large population in their own health, he implemented ShapeUp’s social wellness program.

The ShapeUp program encourages team-based physical activity challenges with a strong emphasis on social connections and game mechanics. Before launching the ShapeUp program, Bob took proactive steps to ensure Paychex employees had plenty of clear, enticing information about it, creating a dedicated communications team to ensure smooth execution and consistent employee participation and engagement. As a result, within only three weeks of the launch, the company reported that nearly half of its employees had signed up for the challenges.

apps and wireless activity devices, and endless features to promote social interaction.”

Paychex is also partnering with a communitysupported agriculture group in Rochester to deliver local, organic produce to employees at the workplace.

The company’s comprehensive and evolving approach to wellness includes many of the cornerstones of a comprehensive program, such voluntary health screenings, and favorable pricing for healthy food in cafeterias and vending machines, and blood pressure kiosks. The company has deployed sit-stand workstations, and currently is piloting treadmill workstations.

“Increasingly, we emphasize cultural and environmental strategies,” Merberg said. “We are especially proud of how we’ve used social approaches how they model their own approach to wellness, and tap into our workforce’s high level of engagement to

www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2014

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SUPERSTAR 2014 AWARD WINNER

EMPLOYEE EMPOWERMENT

Jennifer Hill

Vice President of HR & General Counsel

Keeping the Focus on Meeting Employees’ Needs

L

ike many companies, Peak Campus Management was facing increasing rates each year at renewal.

The company quickly realized they needed to take Led by Jennifer Hill, vice president of HR and

ensures Peak is doing everything it can to control “Jennifer is passionate about her employees’ health, and the company has taken a multi-year approach to making their employees healthier,” said Liz Frayer, president of Intrepid.

money in a robust wellness program, Live Well, and a out-of-the-box solutions. However, we can’t push the envelope unless we have forward-thinking consultants to develop a strategy around wellness and to provide more resources and information to our employees for how they can better manage their health care costs,” Jennifer Hill said. “To put a cap on total exposure under our high deductible plan, we added a Health Reimbursement Account so that Peak picks up 100 percent of medical costs after employees meet a portion of the deductible. A Health Savings Account option is also available. Since then, we have added more programs that also work well with a consumer-driven program.”

As Peak has implemented various programs, constant and effective communication and

level. Jennifer Hill and the Peak Campus executive bounce an idea off a client.” was immediately interested.

“Because we have a high-deductible plan, employees have to come out of pocket for visits to symptoms, allergies and respiratory infections,” she

Company: Peak Campus Management, LLC Headquarters: Atlanta Website: www.peakcampus.com Number of Employees: Approx. 700 Nature of Business: Management of off-campus student housing properties around the country Key Executives: Bob Clark, President; Dan Fitzpatrick, President, Peak Campus Development, LLC; Wendy Walker, SVP, Accounting; Mandy Elmore, SVP, Operations Key Solutions Providers: Intrepid, Cigna, Interactive Health

service at no cost to our employees. They can call or

Last year Peak was selected as one of the “Best Places to Work” by the Atlanta Business Chronicle, and recognized by the Atlanta Journal Constitution as #3 out of 40 finalists in the “Small Workplace” category of “Top Workplaces” for 2014.

“We were thrilled to get the results back and see that all the work we have put into ensuring that ‘People Matter Most’ (our most important core value) was really resonating.” engagement by the executive team has been key to one of the easiest ways to communicate, Hill and her team knew they needed to do more.

“We regularly put updates on our intranet. We put together an animated video clip that we send with our new hire paperwork to all new employees that executives stars in the video, and she shares that the wellness program has helped her to quit smoking and focus on leading a healthier lifestyle,” Hill said. “We have two more upcoming videos and also regularly wellness topics.”

Being proactive has been key for Hill as she

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Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

leaving their home. The doctors can diagnose and treat hundreds of non-emergency illnesses and conditions in real time, providing immediate access to care.

“I think this might be the best thing we have done to really impact people’s everyday lives.”

Last year Peak was selected as one of the “Best Places to Work” by the Atlanta Business Chronicle, and recognized by the Atlanta Journal Constitution category of “Top Workplaces” for 2014.

“We were thrilled to get the results back and see that all the work we have put into ensuring that ‘People Matter Most’ (our most important core value) was really resonating,” Hill said.

SUPERSTAR 2014 AWARD WINNER

Bill Herman

Director of Human Resources

EMPLOYEE EMPOWERMENT

Farm-to-Table Benefit Worth Consuming Company: Aprilaire, a Division of Research Products Corporation Headquarters: Madison, Wis. Website: www.aprilaire.com Number of Employees: 330 Nature of Business: Manufacturer of indoor air quality products Key Executives: Larry Olsen, President and CEO; Cory Recknor, Chief Financial Officer; Steve Williams, Chief Marketing Officer; Mike McGowan, President of Aprilaire; Paul Graham, Senior Vice President Sales; Eric Swanson, Vice President of Manufacturing Key Solutions Provider: Group Health Cooperative of South Central Wisconsin

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or many, farm-to-table is often associated with local restaurants serving locally grown food. But some companies are taking it a step further and offering employees farm-to-table programs as part of In the case of Research Products, their farmto-table program is a vital part of their wellness and health education initiatives. Spearheaded by Bill Herman, director of human resources, along with Emily Moenck, health and wellness manager, the program has quickly become popular among employees since its beginning last year.

“Health Matters is our brand and is synonymous with our initiative to encourage healthy lifestyle choices and to create a culture of health for our organization,” Bill Herman said. “We have developed and implemented a comprehensive approach to health education and wellness. This approach is designed to adopt an outcome-driven mindset focused on the long-term issues of employee health One of the important initiatives of this approach is a focus on nutrition. Research Products needed something very visible and tangible to be the foundation of their nutrition efforts. Farm to table, community supported agriculture, organic produce,

effort to improve her overall health by working with a local personal trainer for more than a year, joining CSA and most recently quitting smoking.

The program’s success is due to several factors, including the sense of community and connection with a farm, providing a weekly meal planning service for each produce box, offering cooking and preservation classes and a one-week free trial.

“The farm staff delivers directly to our workplace every week,” Herman said. “On Thursday afternoons employees gather around the boxes to see what produce is inside. They share ideas about how to clean, prepare, cook and store items in the box.

The buzz created by workplace CSA is positively impacting our company culture.

“Additionally, convenience for employees has been built into the administrative aspects of the initiative. Payroll deduction is an option for employees to cover the costs of the CSA shares.”

Herman also credits Moenck with the program’s success. “The health and wellness manager is the single most important component of our strategy to create a culture of health. Emily ‘roams’ the manufacturing plants (roams is in her job description). She is there, just in time, to discuss whatever issue, concern, question an employee might

“Some employees have reported the shift in what’s ‘on their table’ has resulted in reductions in cholesterol numbers, blood pressure and weight. CSA goes beyond just educating; it puts the healthy options right into the hands of employees and their families.” taste and good nutrition came together as the basis for starting the farm to table or CSA initiative.

“The CSA is visible, tangible (you can taste it) and we have been able to leverage this initiative to expand our messaging and programming on nutrition,” Herman said.

“Workplace CSA membership ensures employees and their families have access to local, organic produce 40 percent of the year. Some employees have reported the shift in what’s ‘on their table’ has resulted in reductions in cholesterol numbers, blood pressure and weight. CSA goes beyond just educating; it puts the healthy options right into the hands of employees and their families.”

According to Herman, one employee in the Poynette manufacturing location has made a great

have regarding their health or the health of a loved one.

“She also develops disease management and quality of life and lowering claims experiences.”

Going forward, Herman and his team will continue to build on the success of the CSA initiative. and will also be great promoters of the 2015 program,” he said. “Health Matters is a very dynamic initiative and it will evolve as we progress down this health and wellness road. Each year we refocus our effort and build on the progress made in the previous year in a very strategic manner, always looking farther ahead than the given year and knowing that cultural change takes time and deliberate actions.”. www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2014

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SUPERSTAR 2014 AWARD WINNER

EMPLOYEE EMPOWERMENT

Nancy Harvill

Payroll and Benefits Manager

Company: City of Covington Headquarters: Covington, Ga. Website: www.cityofcovington.org

Motivating City Employees to Better Overall Well-Being

A

Covington — a municipality of roughly 14,000 residents located just 35 miles to the east

example lately in health and wellness efforts. Over the past year, she has taken wellness to a new level of importance and awareness at the city government of about 300 employees.

While attending The Institute for HealthCare Consumerism’s FORUM & Expo conference in May 2014, Harvill participated in a biometric screening from a vendor that really motivated her to improve her personal health. Since then, Harvill has been promoting wellness projects for the city’s employee population. Her enthusiasm and spirit has been spreading among the employees of the City of Covington.

employees have collectively walked around the world — twice. She has even motivated the city manager to get engaged in the program. All city employees have been given pedometers to track their efforts, and teams often participate in group walks.

One of the biggest reasons for the early success of The City of Covington’s wellness efforts has been the promotion of wellness “captains” or “motivators,” said Harvill. These voluntary leaders in each department have been critical in engaging co-workers and drumming up participation.

While the results of her efforts have been very impressive so far, according to Harvill, the city has big plans for wellness in the future. For this fall, Harvill is looking into instituting a complete employee wellness incentive program to encourage even better participation rates among employees.

Looking forward, Harvill will be extending the incentives program into the total well-being of city employees. Rather than only rewarding points for physical activities, employees will be able to earn rewards from activities like relaxing, listening to music for 10 minutes or having a healthy salad for lunch.

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Although Harvill says the city is really just getting started with wellness, the city’s employees have already had considerable success thus far.

Earlier this year, Harvill initiated an organized employee weight loss program through Weight Watchers. Through the Weight Watchers at Work program, city employees have already lost well over 400 pounds as a group; Harvill herself has even lost 30 pounds.

Harvill has also initiated an employee walking program that has taken off in all areas of the city’s

Looking forward, Harvill will be extending the incentives program into the total well-being of city employees. Rather than only rewarding points for physical activities, employees will be able to earn rewards from activities like relaxing, listening to music for 10 minutes or having a healthy salad for lunch.

While the City of Covington has a diverse employee population covering many different occupations, through Harvill’s leadership and direction, the city government has put wellness on the map. Although the city has had success early

takes between 15,000 and 18,000 steps each day.

and overall well-being of her employee population.

Expect much more on the horizon.

Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

Number of Employees: 326 Nature of Business: City government

SUPERSTAR 2014 AWARD WINNER

Kay Bolick

Director of Human Resources

Company: City of Smyrna Headquarters: Smyrna, Ga. Website: www.smyrnacity.com Number of Employees: 400 Nature of Business: City government Key Executive: A. Max Bacon, Mayor Key Solution Providers: Corporate Health Partners

POPULATION HEALTH MANAGEMENT

Leading the Way to Well-being at the City of Smyrna

K

superstar. After joining the City of Smyrna in 2009 as director of human resources, her impact on employee health and wellness was almost immediate, and ever since, Bolick has been deeply committed to the health and well-being of the city’s 400+ employees that cover a wide range of job functions.

Like many city governments across the country, Smyrna, a city of 53,000 located just 15 miles outside of Atlanta, was facing a rising tide of medical claim costs and an epidemic of absenteeism. From the beginning, Bolick was actively involved in supporting and encouraging the city’s wellness program and mitigating the tidal wave of health-related issues.

In 2011, with the goal of taking employee wellness and cost savings to the next level, Bolick worked with the city, a broker and wellness program

Bolick understands and emphasizes that the key to continued success is building on leadership support and involvement. She’s a strong supporter of the City Wellness Team, which continues to grow stronger each year. Bolick focuses on keeping workers active and engaged by maintaining open lines of communication with the workforce, identifying unique challenges facing various city work groups, addressing job performance health program to meet changing needs and interests of those within federal regulatory standards.

Additionally, Bolick has had considerable success encouraging and supporting employees in various healthy events and activities. The city has developed many health-related events, such as a Couch to 5K Challenge (leading up to the city’s 5K Jonquil Jog), Teams of 2 Exercise Challenge and a Biggest Loser Contest.

Over the last several years, under Bolick’s leadership, over 80 percent of employees have engaged in the wellness program — along with a significant number of spouses and retirees. Those who participate save money on their insurance premiums and improve their health, and as a result, the city is experiencing an improvement in health care costs. vendor, Corporate Health Partners, to implement an outcomes-based wellness program. This new program dramatically improved employee health and morale and decreased medical claims costs.

Within three years, 62 moderate-risk employees moved to low risk; 23 high-risk employees moved to a moderate-risk level; doctor and hospital visits visits increased.

Over the last several years, under Bolick’s leadership, over 80 percent of employees have engaged in the wellness program — along with a

twice as one of Atlanta’s Healthiest Employers (2010 and 2013) by the Atlanta Business Chronicle.

They also received the AHA Fit Friendly Gold Award in 2009, 2010 and 2011.

With a unique workforce that crosses many industries and job functions, the City of Smyrna presents unique problems for engaging employees in wellness. However, through her steady leadership and thoughtful program design, Bolick is reversing the trend of rising health costs and creating a workplace that encourages leading healthy lives.

who participate save money on their insurance premiums and improve their health, and as a result, the city is experiencing an improvement in health care costs.

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Put a little love in your culture And reap the rewards of a happier, healthier, more engaged employee population.

THE RESULTS:

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UMR congratulates the Appalachian Regional Healthcare System Winner of the 2014 Most Effective Population Health & Wellness Award for its “Love Your Life” and overall worksite wellness program. Learn more about creating your own path to healthier employees.

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

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SUPERSTAR 2014 AWARD WINNER

Leslie Roberts Wellness Manager

Company: Appalachian Regional Healthcare System Headquarters: Boone, N.C. Website: www.apprhs.org Number of Employees: 1,350 Nature of Business: The leading health care provider in northwestern North Carolina and northeastern Tennessee with two hospitals and a physician practice management group Key Solution Providers: UMR, WellSteps

POPULATION HEALTH MANAGEMENT

Encouraging Employees and Health Plan Members to Love Their Lives

A

ppalachian Regional Healthcare System is a leader in providing health care services to

northeastern Tennessee. ARHS is committed to promoting health and simply making life better. That commitment extends to its 1,350 employees and approximately 1,700 health plan members.

The company’s Love Your Life annual worksite wellness program is focused on improving and maintaining health and boasts an outstanding participation rate of 95 percent for members of the health plan.

Overall employee participation is at 75 percent — with full-time employees with other health coverage.

ARHS engages its employees and plan members using several strategies. The human resources and wellness departments partner to host an annual

an opportunity to enroll and ask questions. The company also operates its own dedicated wellness website: www.lyl.apprhs.org.

By participating in Love Your Life, participants avoid up to $1,200 in premium surcharges and can earn cash rewards up to $300 annually. One-

Combined with a highly effective motivational package of premium savings and incentive rewards, Roberts and the entire ARHS team are true superstars for their exceptional participation and compliance rates in promoting positive behavior change and improved overall employee and member health. on-one health coaching is available through UMR as a program requirement for eligible members to maintain or qualify for incentives. The compliance rate for health coaching is an impressive 92 percent.

Through the organization’s wellness points system, participants earn cash rewards at the end of the program year for completing wellness activities.

Employees and spouses enrolled in Love Your Life are eligible for free blood pressure monitoring and can work one-on-one for weight management success. Good nutrition practices are supported

through a Fresh from the Farm worksite CSA initiative and the Healthier Food Environment options in cafeterias and vending machines.

ARHS also implemented its own unique weight management program called Show Me the Weigh, which recently received designation as a Worksite Innovation from the American Heart Association.

The eight -to 10-week multidisciplinary approach to weight management is free to Love Your Life participants and focuses on sustainable lifestyle trainers and in-house HR and wellness staff.

Physical activity is promoted through wellness centers, and free tobacco cessation services include the organization’s own program offering that features one-on-one behavioral support and free nicotine replacement therapy.

In addition to disease management coaching

by UMR, specialty groups — such as members with chronic conditions — are further supported through registered dietitian consultations, diabetes management programs and a medically supervised program that transitions physician-referred patients from more acute phases of chronic disease management to wellness. Behavioral support/stress management is also a key component to comprehensive population health and wellness program through its on-site Employee Assistance Program.

Combined with a highly effective motivational package of premium savings and incentive rewards, Roberts and the entire ARHS team are true superstars for their exceptional participation and compliance rates in promoting positive behavior change and improved overall employee and member health. Those efforts are yielding positive results beyond participation. increase in physical activity level and improvement increases in the number of employees/spouses with low coronary and cancer risk scores, good nutrition status, good aerobic exercise scores and overall wellness scores. www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2014

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Shedding Light on the Impact of Exercise and Wellness Programs Using Fitness Tracking Devices

By Debbi Brooks, Vice President of Product Development, Onlife Health The news is full of stories about how the wearables revolution is here — and how it will transform the health and wellness industry.

As a trusted partner to health plans and corporations for 20 years, Onlife Health saw the value that fitness tracking devices and apps could have a long time ago. We serve over 10 million members with a comprehensive suite of wellness products including health coaching, individual and group challenges, incentive management, and more. So we wanted to see how wearables could more accurately help us determine the impact exercise and wellness programs have on healthcare costs.

Wearables Prove the Power of Exercise in Health Management In 2011, we embarked on a journey with a client to collect activity data using wearable fitness devices and to understand the impact that exercise and wellness programs could have on healthcare and claims costs. After three years we compared the outcomes based on levels of participation across multiple BMI categories, giving us a depth of information that illustrates the value of Onlife Health’s solutions.

Our program used wearable fitness technology, an ongoing incentive program, and voluntary health coaching to positively affect workplace health and increase employee engagement. Here’s just a glimpse of what we found: Emergency-room visits and inpatient stays for moderate exercisers were almost 50 percent lower than those who did not exercise at all.

Annual healthcare costs were almost 20 percent lower for moderate exercisers compared to those who did not exercise at all.

Exercise Levels None

0 steps/day

Minimal

less than 5,000 steps/day

Moderate/High

more than 5,000 steps/day

Percent of Group

6%

53%

41%

Healthcare Costs

$2,035

$1,749

$1,661

191.0

146.9

121.1

51.6

28.8

19.4

ER Visits per 1,000 Inpatient Stays per 1,000

Charting the Future of Health and Wellness Management There are some key trends guiding the future of wellness engagement at Onlife Health:

Adding More Fitness Tracking Devices and Apps

Consumers love choice. In fact, engagement increases when members can use their favorite fitness tracking device or app. That’s why our program let’s participants sync with over 70 fitness trackers from major brands and we’re adding more all the time.

Members can also use Onlife’s mobile app to stay plugged in anytime, anywhere. A central dashboard connects them to our NCQA certified health assessment, their health coach, goal tracking, incentives, and more.

Coaching Your Way

By combining technology and human interaction you can truly make a difference in members’ lives.

Connecting with a health coach should be easy and convenient for members through email, phone, or secure messaging. Onlife makes getting in touch with a coach even easier with text-like secure messaging inside our mobile app and with a simple click-to-call button, so advice, encouragement, and motivation are truly just a click away.

Better Incentives

By collecting verifiable data, we’re able to add ongoing, outcomes-based incentives that reward the wellness activities that create the quickest impact on a member’s health. We monitor and adjust incentives to encourage high engagement levels and combine these plans with communication strategies to keep members continually engaged.

The Onlife program is lifestyle focused — it’s about measurable results and appropriate rewards, with encouragement at key steps along the way.

Our programs work. And our most recent three-year study illustrates those impacts in a new way. Onlife’s programs motivate employees to become active participants in their health, and that means lower healthcare costs, reduced absenteeism, and a more engaged, productive workforce.

Good health is good business. Let’s work together to improve lives and reduce healthcare costs.

To learn more about our wellness solutions, and the results we’ve generated, go to www.OnlifeHealth.com or email us at engage@OnlifeHealth.com.

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Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

Discover how we make wellness programs count www.OnlifeHealth.com H E A LT H

WE MAKE

WELLNESS COUNT Driving engagement and real results with Onlife Sync™ Physical activity is important. It’s actually the most important thing you can do to improve your health. Create powerful results for you and your organization by getting connected. You can even reward trackable fitness activity to start improving the health of employees today.

Onlife gives your employees the ability to choose from 70+ fitness devices and apps from companies including Fitbit ®, Garmin®, Jawbone®, Runkeeper TM, and more. Freedom to choose increases sustained engagement while empowering your organization to incentivize the right activities, at the right time.

SUPERSTAR 2014 AWARD WINNER

Judy Gordon

POPULATION HEALTH MANAGEMENT

Wellness Director

Investing in Employees’ Health and Well-Being

W

hen Hartford Financial Services Group decided to increase their participation rates, they also wanted to see their nearly 20,000 employees sustain engagement all year. As a result, they created an innovative solution that put them in the top 10 percent of Alere clients for participation.

Under the direction of Judy Gordon, wellness director, Hartford Financial Services Group rolled out a quarterly incentives program in 2012. The program offered $150 per quarter for employees enrolled in their medical plan, for a total annual incentive of $600. The incentives program was part of a comprehensive credit-based health and wellness program, in which employees earned points by participating in a variety of health programs. The incentive was paid out as a premium reduction the following quarter, closely tying an employee’s effort and reward.

of needs and provide fresh choices each quarter,.

Those programs and services included a health risk assessment and health coaching services for

services included disease management services for and asthma and a health portal with self-paced online healthy living programs that provides virtual health coaching for employees who choose to pursue health goals on their own.

The Hartford also recruited wellness champions representing employees across all of the company’s eight business units and offering incentives for those willing to serve. A robust communications strategy of primarily electronic media with a mix of company- and Alere-provided communications

“Results were outstanding. Preliminary findings comparing a cohort population of employees who completed the HRA in year one and in year two showed a 4.3 percent net risk improvement in five medical and seven lifestyle risk factors measured.”

“The goal of this unique participation-reward strategy was to inspire employees to engage with their health at least once a quarter as a way to stay engaged all year. Results were outstanding,” said Beth Reynolds, director of health promotions and participant support at Alere. “From 2012 to 2013, 81 percent of employees earned at least one quarterly incentive during the year, while an average of 51 percent earned the incentive each population of employees who completed the HRA in year one and in year two showed a 4.3 percent net risk factors measured.”

Another factor that helped make the new incentives program a success was a comprehensive selection of programs and services to meet a variety

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ensured that employees were aware of the quarterly engagement goals and opportunities to earn incentives throughout the year.

“Additionally, the My Wellness at Work program helps The Hartford to deliver on their goal to be a valued employer providing resources that encourage their employees to develop and maintain a high quality of life,” Reynolds said. program design and reward structure show that the investment in the health and well-being of their employees has positioned them well to yield improvements in risks and health care cost savings over time.”

Company: The Hartford Headquarters: Hartford, Conn.

Website: www.thehartford.com Nature of Business: A leading insurance and investment company with a 200+ year legacy Key Executives: Christopher J. Swift, CEO; Doug Elliot, President; Beth Bombara, CFO; Key Solutions Provider: Alere

SUPERSTAR 2014 AWARD WINNER

Renae Coombs

Benefits and Wellness Manager

POPULATION HEALTH MANAGEMENT

Finding the Right Fit for Employees Company: SAIF Corporation Headquarters: Salem, Ore. Website: www.saif.com Number of Employees: 900 Nature of Business: Workers’ compensation insurance Key Executives: John Gilkey, Interim President and CEO Key Solutions Providers: Providence, Kaiser, EAP, Virgin

B

Coombs took over the safety and wellness programs for SAIF in 2007, there wasn’t much of a wellness program and no budget to speak of. SAIF did have an on-site health clinic that administered free medical care to employees and family members — and a locker room that was never used.

Coombs was faced with getting the leadership team on board and developing programs — without spending money.

“We started with educational ‘lunch and learns’ and tried to get our employees to participate in an annual health assessment and biometric screening,” Renae Coombs said. “We had less than 15 percent participation company-wide and couldn’t seem to get any attention or excitement around our program. We even had a marketing expert help us, and we still couldn’t get people to show up.”

The next year she decided to be more thoughtful with the campaign and developed a action. She communicated more often, incentivized employees with a health insurance discount, and, as a result, went up to 99 percent participation for all employees, spouses and domestic partners.

As Coombs related, SAIF has showed its willing to elevate its commitment by trying new things.

The company has a pedometer program with Virgin more.

“Because of the nature of the work we do, we are a very sedentary company. It was amazing to see the difference in how active our employees were

not reach the daily target. Three years later, two thirds of our employees reach and exceed the daily target. The pedometers use real steps and hold a memory of 14 days. Employees are incentivized to walk, which is an activity that almost anybody can do.

As a workplace safety and health company to reduce workstation stress and practice good ergonomics.

“For many years we have had crank adjustable desks so that employees could stand while they work. We have started to replace those desks with electric sit-to-stand because employees are more likely to stand if it’s made easier, and they can sit or stand as their needs change.

“Most people won’t wear a pedometer for three years straight, but our employees do. Most people wouldn’t get a biometric screening every year either, but ours do. It’s about finding the right fit for your employees and communicating it so effectively that they can’t refuse.”

“Renae has been instrumental in for changing the culture at SAIF, and developing an environment where wellness is prioritized and rewarded,” Renae’s wellness vendor said, “Under Renae’s stewardship, SAIF has broken the mold by taking a holistic approach with its wellness strategy, addressing the their employees – the ‘whole’ person.

“Ninety-seven percent of SAIF’s employee population is currently enrolled, and 99 percent of those employees are earning points through their participation, making them eligible to earn general health care reimbursement.”

“We also put up games around the campus to help motivate people to take breaks. We have an indoor basketball shooting game, two ping pong tables, croquet sets, mini-golf putter and bean bag toss games.

“Having really high participation tells me as a program manager that I’ve found something they can commit to and stick with. Most people won’t wear a pedometer for three years straight, but our employees do. Most people wouldn’t get a biometric screening every year either, but ours do,” employees and communicating it so effectively that they can’t refuse.”

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SUPERSTAR 2014 AWARD WINNER

Group Health & Welfare Benefits Team

POPULATION HEALTH MANAGEMENT

Company: Kraft Foods Group Inc. Headquarters: Northfield, Ill. Website: www. kraftfoodsgroup.com

Boosting Employee Morale and Driving Health Improvements

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ecognizing Kraft Food’s need for an imaginative, non-traditional approach to corporate wellness, Christina Kuhns, manager of U.S. Health & Welfare Plans — with the support of the health and

of available incentives displayed to any given employee depends on their particular coverage level, providing a clear, personalized picture of potential earning power to each member.

Barton — has achieved sustained improvements to the health and well-being of Kraft’s employee population.

After working with the previous wellness vendor, the team decided its wellness program needed a face-lift. The goal was to improve engagement, create more frequent challenges and strengthen and

activities, the goals and incentives tied to those activities and deadlines for completion. The employee is able to view progress towards each goal on a

available incentives and boosted workplace morale.

Today, more than 64 percent of eligible employees across more than 80 U.S. locations are actively engaged in the innovative program crafted an integral daily role in boosting employee morale and driving improvements to members’ daily health habits through the Sonic Boom Wellness program.

The day following its energetic kick-off event last September, Kraft boasted more than 25 percent engagement. But Kuhns and the team didn’t stop there. After a year of implementing a complex incentive management system automated by the Sonic Boom platform, 64 percent of Kraft’s 15,500 employees are active participants in the employee wellness program.

With a plethora of vendors combining to offer innumerable health and wellness options, employees are given the opportunity to improve their everyday health choices and lead more active lives. In fact, in the last 12 months alone, Kraft employees have accumulated more than eight billion steps and 128 million minutes of activity — all tracked and validated by their Sonic Boom activity-tracking devices. That’s an average of 6,500 steps per day and nearly two hours of activity per participant each day.

Through Kuhns’ dedication and vision, employee wellness is now an everyday initiative at Kraft. She utilizes Sonic Boom’s incentive management system to consolidate Kraft’s wide variety of vendor activities into one streamlined incentive platform. The variety 50

Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

Number of Employees: 23,000 Nature of Business: A grocery manufacturing and processing conglomerate Key Executives: John T. Cahill, Executive Chairman; Tony Vernon, CEO; Teri List-Stoll, EVP and Chief Financial Officer; Diane Johnson May, EVP, Human Resources Key Solution Provider: Sonic Boom Wellness

— accessible on both their computer and mobile device. To determine a member’s baseline health status and to encourage progress towards personal health goals, Kraft’s dynamic plan design requires the completion of a health assessment and biometric screening to become eligible to earn incentives. of opportunities to earn incentives by completing medical, dental and vision screenings, preventive screenings, maternity programs, diseasemanagement programs, health coaching or tobaccocessation programs — plus activity and nutrition activities and contests through Sonic Boom. Kraft employees with medical coverage can earn up to

With the help of Sonic Boom, Kuhns and the entire Kraft health and benefits team have built an exciting, engaging wellness program that encourages sustained engagement in Kraft’s health and benefits plan all year long. $1,000 in Healthy Living Rewards in the form of health savings account contributions.

What’s more even employees who waive coverage can earn up to $400 each year by participating in quarterly company-wide contests and reaching individual and company-wide activity goals within the Sonic Boom program. So far this year, more than 12,500 employees have earned Healthy Living Rewards by participating in the program and improving their daily health habits.

With the help of Sonic Boom, Kuhns and the exciting, engaging wellness program that encourages plan all year long.

SUPERSTAR 2014 AWARD WINNER

Mike Smith

MOST INNOVATIVE BROKER

Director of Exchange Solutions

Company: Lockton Companies Headquarters: Kansas City, Mo. Website: www.lockton.com Number of Employees: 5,300+ Nature of Business: The world’s largest privately owned insurance brokerage firm Key Executives: David Lockton, Chairman; John Lumelleau, President and CEO; Glenn Spencer, Chief Operating Officer

Providing Employers with an Objective Perspective on Private Exchange Market

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hen it comes to developing an innovative approach, Lockton doesn’t wait in the wings.

As the world’s largest privately owned

proactive approach to educating clients with the latest industry changes.

First to develop an integrated Health Reform Advisory Practice (before the Affordable Care Act data in making decisions with regard to health plans, Lockton has always been ahead of the curve, sometimes carving the curve from the landscape with cutting-edge ideas.

It’s no surprise then, that with regard to private exchanges, Lockton’s approach — unlike many of

not. If it is, which exchange might make the most sense? We’ve developed the tools to help you decide.

“We’re providing independent, objective advice with tools designed to help employers decide if a private exchange strategy makes sense. We’ll help employers evaluate all available strategies and choices among the many vendors. This is a clientcentric — not product-centric — approach. It doesn’t

as the employer.”

Lockton uses a three-step process to help employers determine whether a private exchange is 1.

industry — is to be an employer’s trusted advisor.

Every employer. Every time.

Why is this innovative?

The private exchange industry is currently experiencing hyper-growth with new solutions and technologies being consistently introduced. regarding their exchange options. They don’t want to have a product pushed on them or a self-serving option dished up to them — simply because it means more revenue for their broker.

for an employer’s culture?

2. for both the employer and employee?

3. which is the best platform to engage or at least explore further?

Lockton’s Market Analysis Tool helps employers

market, as well as the results of a 2014 RFI. Lockton

“Employers count on us to deliver expert, unbiased advice about their employee benefits plans.

Regarding private exchanges, our position remains the same: tell us your goals, and we’ll help you achieve them. If there are problems, we’ll help you solve them.”

Employers want advice. So that’s Lockton’s which they have become known. Lockton made the strategic decision to focus on providing independent, objective advice to clients.

“Employers count on us to deliver expert, plans,” said Mike Smith, director of Exchange Solutions, Lockton. “Regarding private exchanges, and we’ll help you achieve them. If there are problems, we’ll help you solve them. Your business

offers packaged exchange solutions as part of its not have an exclusive partnership with any exchange provider, the company is able to offer unbiased, vendor-neutral advice.

For taking this approach, Smith and Lockton Companies are helping employers understand their with a trusted, objective advisor, employers are prepared to make the best decisions for both the bottom line and the employee population.

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SUPERSTAR 2014 AWARD WINNER

MOST INNOVATIVE BROKER

Philip Saussy

Benefits Practice Leader

Building a Comprehensive Program to Meet Client’s Needs

C

urrently serving as senior vice president and

Saussy has been involved in the insurance industry for over 25 years.

A thoroughly credentialed professional Chartered Life Underwriter and Chartered Financial Consultant designations, Saussy is currently responsible for the development of new clients, retention of existing clients and structuring the Advisory Group.

He has been employed at J. Smith Lanier & Co.

funding while reducing the risk for the company.

After looking closely at the options available in the market, Saussy decided Apollo Healthcare would be the best option in this scenario. team spent the better part of 2013 building a custom private exchange platform with ContinuousHealth that would increase transparency and streamline exchange with the captive strategy, the employer already saw phenomenal return. Employees had more choice, and early results suggested very high employee satisfaction. Furthermore, the private employer gave a predetermined amount of money to employees each money to purchase the coverage

based in Waycross, Ga. that he had founded in the mid 90s.

With all of this experience, witnessing the new changes and different challenges that have come developed an attitude that is open, creative and, ultimately, unfailingly committed to his clients and their employees.

In recent months, Saussy has developed a unique, comprehensive program that includes a

least, a group captive program of self-insurance that creates savings potential while limiting risk. of the future,” said Mark Ilgenfritz, chief executive This particular program was created to solve a number of unique problems that one of Saussy’s clients was currently experiencing. The Georgiabased company of roughly 300 employees had been self-funded for a number of years but wanted to could sometimes cause for smaller business. The

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Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

strategy has already proven to be a great tool for recruiting and employee retention.

With the enrollment platform and funding strategy in place, Saussy sought to put a number of solutions and programs to further encourage a reduction in costs. After evaluating a variety of telehealth solutions, Philip implemented easy-to-use interface, which his client preferred.

Working with Corporate Health Partners for wellness, the company is now entirely reviving its wellness offerings. The wellness program will be fully integrated as part of the captive, and so far, an outstanding 98 percent of employees have elected to participate in the program.

Company: J. Smith Lanier Headquarters: West Point, Ga. Website: www.jsmithlanier.com Nature of Business: As one of the oldest insurance brokerage firms in the United States, J. Smith Lanier & Co. leads the industry through unparalleled specialization in the management of business, alternative risk, employee benefits and personal insurance needs.

Number of Employees: Approx. 600 Key Executives: D. Gaines Lanier, Chairman and CEO; Gary E. Ivey, President and COO; Frank E. Plan, Chief Financial Officer; Robert Culpepper, Senior Executive Vice President Key Solution Providers: Apollo Healthcare, Corporate Health Partners, ContinuousHealth

By combining the private exchange with the captive strategy, the employer already saw phenomenal return. Employees had more choice, and early results suggested very high employee satisfaction. often one solution that’s touted for a time as a panacea to all employer’s health care concerns. But realistically, as Saussy has shown, it takes a deep commitment to providing employers with an array fully customized solutions that each contribute to lower costs and better employee health.

SUPERSTAR 2014 AWARD WINNER

Company: Borislow Insurance Headquarters: Methuen, Mass.

Mark Gaunya

MOST INNOVATIVE BROKER

Principal

Website: www.borislow.com Nature of Business: Innovative benefits, HR and technology solutions Key Executives: Jennifer A. Borislow, Founding Principal; Pamela Verrill, Vice President, Operations; David A. Shore, Vice President, Employee Benefits Practice Leader

A Passion for Consumerism

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As the son of health care providers and entrepreneurs, Mark Gaunya recalls many dinnertime conversations about the problems in health care. His parents believed nothing would change with a third-party payer system and the only way to really change was by engaging passion for health care consumerism, and when Gaunya had the opportunity to work for a start-up insurance company, funded by a South African company, he jumped at the chance.

Now a principal with Borislow Insurance, Gaunya is just as passionate, if not more so, about empowering consumers.

“You’re only as good as your last solution,” Gaunya said. “I really believe the currency of the future is creativity and innovation.”

premiums to what they were six years prior.

After several other AISNE schools adopted this plan, and implemented Gaunya’s recommendations to educate employees to become better health care consumers, St. George’s medical claims expenses decreased such that their premium rate increase in the succeeding year was only 0.4 percent compared to double digit increases in years prior. If it wasn’t for the ACA mandated fees, that rate change would have been -1.4 percent, according to Nula.

“I really believe fundamentally that in order for people to have better health and spend less money on their health care they need to be engaged, they need to be educated and they need to be empowered,” Gaunya said. “Those are three principles we are really passionate about.”

Gaunya’s dedication to health care consumerism and wellness has led him to coauthor a book “Bend the Healthcare Trend”, and he

school, and a member of the AISNE Employee subject. He also pushed his company to develop and experience of what Mark was able to do for our

When St. George’s needed a solution to rising health care costs, Gaunya suggested the school introduce a consumer-driven health plan. Implementing the CDHP resulted in a savings of $375,000 in just the first year and a rollback in premiums to what they were six years prior. member schools,” said Bob Nula, human resources director at St. George’s School in Maryland. “I’ve dealt with many brokers in more than 25 years as an HR professional, and I would rank Mark as the best broker whom I’ve come across. His passion for his profession, his clients and health care consumerism and wellness sets him apart. He always looks out for his clients’ best interests.”

When St. George’s needed a solution to rising health care costs, Gaunya suggested the school introduce a consumer-driven health plan.

provides tools for clients to use to help them become better health care consumers.

Additionally, he was the impetus behind Borislow hiring wellness professionals, so they could help clients design and implement customized wellness programs.

“Mark lives and breathes health care consumerism,” Nula said. “Whenever I think of health care consumerism, wellness and a broker who is an innovative health care leader, I think of Mark. He is the embodiment of all three.”

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SUPERSTAR 2014 AWARD WINNER

Kent Grathwohl Vice President

MOST INNOVATIVE BROKER

Making Wellness Work Company: Group Associates Headquarters: Bingham Farms, Mich.

Website: www.groupassociates.com Nature of Business: National benefits-centric HRO provider Key Executives: David G. Zick, President; Judith M. Porter, Director, Benefits Administration; Carol Rito, Compliance Officer Key Solution Provider: Bravo Wellness [Editor’s note: Kent Grathwohl is now area vice president at Gallagher Benefit Services.]

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or more than 28 years, Group Associates has been engaged in the latest industry trends and cost saving programs for its clients. As experts

Group Associates understand the importance of safeguarding their clients from unnecessary exposure caused by compliance violations. A pioneer in the industry, the company’s Vice President Kent Grathwohl introduced biometricbased wellness programs to Group Associates and his clients. With his expertise, Group Associates has been guiding clients to wellness solutions that are proven to maintain or reduce corporate costs, even year of implementation.

“Kent continually provides groundbreaking solutions to his clients,” said Jim Pshock, founder

allowed an employee to earn a lower deductible based on achieving certain biometric factors. This supplemental policy was eliminated once the Rules for Group Health Plans in 2008, removing the need for such an instrument. However, recognizing the impact outcomes-based incentives can have on employees’ lives and the employer’s bottom line, Grathwohl brought in Bravo Wellness to work with Valeo in 2009, changing the supplemental policy into a discount to the employee’s deductible.

“With Kent’s strong understanding and involvement in Valeo’s human resource philosophy, he was able to tailor the wellness initiative to Valeo’s culture,” Pshock said. “He worked diligently to create a plan design that would work effectively with the ‘line worker’ as well as the white collar worker.”

His dedication to Valeo paid off, and Valeo

“With Kent’s strong understanding and involvement in Valeo’s human resource philosophy, he was able to tailor the wellness initiative to Valeo’s culture,” Pshock said. “He worked diligently to create a plan design that would work effectively with the ‘line worker’ as well as the white collar worker.”

In the case of one particular client, automotive supplier Valeo, Grathwohl provided a very effective solution. In his role as the broker for Valeo, Grathwohl had access to their claims information.

Through analyzing their data, he noticed a

has seen tremendous success in employees getting healthier and claims costs declining. In fact, in the last seven years, Valeo has seen only a 2.5 percent increase in claims costs. In addition to these stellar results, they had a similar population (both in size

diagnostic categories.

Alarmed by the trend, Grathwohl worked attentively to understand what was causing a majority of the claims and determined most could be positively impacted by employees simply making better lifestyle choices. Armed with that information, he introduced Valeo to the concept of wellness programs in 2006, in particular, incentivebased programs that were tied to health results.

In this endeavor, Grathwohl worked to deliver a fully insured supplemental policy that

that was not offered the wellness program. Having this control group allowed Grathwohl and Valeo to were having. The control group’s trend over the same period has been nearly 15 percent.

“Thanks to Superstar Kent, Valeo will be including them in the upcoming 2015 wellness program,” Pshock said. “Staying current on innovative and cutting edge applications in wellness has allowed Kent to provide unsurpassed guidance to Valeo.”

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SUPERSTAR 2014 AWARD WINNER

Charles Leatham

MOST INNOVATIVE CONSULTANT

Vice President

Solutions that Deliver Results

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or many companies, controlling health care costs is always front and center. Charlie Leatham understands this and works to help

president at Hays Companies, a risk management with many client companies since he came on board in 2008. for example. For more than four years, Leatham has worked alongside Bravo Wellness helping control costs for Schneider, as well as other clients.

A provider of truckload, logistics and intermodal services throughout North America and China, Schneider takes responsibility for their associates’ safety. Naturally, providing resources for wellness and health improvement to their diverse population is important to their executive leadership.

“Initially, the concept of wellness was not well received [among employees],” said Jim Pshock, over the course of three years while running a participation-based wellness program, Schneider was actually seeing a decrease in participation.”

handled in a way that would alleviate the burden on Working strategically with them and Bravo, Leatham helped deliver a solution that met their needs and increased engagement. He went above and beyond to consult on a plan design that would work for Schneider’s diverse population.

In collaboration with Schneider, Leatham worked with Bravo to deliver a multi-prong approach. The approach included a program that gradually drove health improvement across the

from a participation-based, reward program to an outcomes-based program with a premium differential reward. The remaining 9,000 associates + spouses would continue in a participation-based incentive program. Separate plan designs were created for the outcomes-based segment and the participation-based segment, including separate valuable communications outlining the course of their program, all while ensuring the participant experience was uniform.

Another important part was effective management of all the logistics. With associates

Working strategically with them and Bravo, Leatham helped deliver a solution that met their needs and increased engagement. He went above and beyond to consult on a plan design that would work for Schneider’s diverse population. spread across the nation at any given time, handling needed to change, especially if they wanted to hit their strategic goal of getting the entire population into a program that truly improves health, motivates behavior change, and increases the levels of participation.

Leatham already knew the value of outcomesbased incentive programs and how they positively impacted employee lives. He had helped other the unique deliver Schneider desired. Although Schneider had several concerns regarding the administration of the program, Leatham reassured them that their apprehensions could be easily

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maintaining data integrity.

“Charlie is data and results driven and is a dynamic partner. He is passionate about the results plus year strategic goal,” Pshock said. “Charlie is a superstar because he is bringing the concept of wellness to clients in a way that makes it easy to implement. He has a natural way of aligning an HR results.”

Company: The Hays Group Headquarters: Minneapolis Website: www.hayscompanies.com Nature of Business: Risk management, insurance and employee benefits consultancy firm Key Executives: Jim Hayes, CEO; Bill Mershon, Managing Partner; Steve Lerum, CFO; Mike Egan, COO, President, Employee Benefits Group Key Solution Provider: Bravo Wellness

SUPERSTAR 2014 AWARD WINNER

William Maher Managing Partner

Company: Maher Rosenheim Comfort & Tabash Headquarters: St. Louis Website: www.smartbenefitsplus.com Number of Employees: 50 Nature of Business: A full-service insurance, employee benefits and HR consulting firm Key Executives: Holly Maher, Partner; Wendy Baur, Chief Financial Officer; John Tackes, Director of Exchange Solutions; Janine Doyle, Director of Broker Services Key Partners: bswift, UnitedHealthcare, Coventry, Anthem Blue Cross Blue Shield

MOST INNOVATIVE CONSULTANT

Benefits Firm on Leading Edge with Private Exchange Solution

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hile William Maher has been an employee

helping clients save money with innovative solutions, he may have saved his most impressive performance for the most critically important time in the industry’s recent history — modern health care reform.

As managing partner of Maher Rosenheim

lead the company through decades of growth and clients through many industry changes. For over

to employers, individuals and brokers, including fully insured and self-insured group health plans, sion plans, individual health plans, HR consulting and more.

However, over the last few years, rising health costs, the Affordable Care Act and new expectations from consumers have lead to

exchange solution to clients — offers clients a new Partnering with bswift, a Chicago-based

Marketplace provides employers, employees and brokers access to easy-to-use, top-notch technology to help manage health spend and increase consumer choice. The marketplace features a variety of cutting-edge functions and capabilities, tools, decision support, employer tools (reporting, management and more.

Under Maher’s leadership, MRCT has done costs under control, improve employee satisfaction and bring together secure data communication quickly and safely between carriers, providers and consumers. Maher has brought the renewed

make it possible, affordable and successful.

Under Maher’s leadership, MRCT has done what no one thought possible: to bring employer costs under control, improve employee satisfaction and bring together secure data communication quickly and safely between carriers, providers and consumers. Maher has brought the renewed concept of using defined contribution in a health care benefits context using a private exchange to make it possible, affordable and successful. industry, and with them, unprecedented challenges for employers.

remained committed to providing clients with a level of service and accountability unparalleled

through this new landscape in a bold way.

In January 2014, anticipating the greater

compliance issues and human resources challenges have been a moving target, but under Maher’s leadership, MRCT has remained ahead of the curve by providing timely, leading edge solutions.

Building on this decades long legacy,

— designed for employers with 10-1,000 employees and for brokers who want to offer a private

most innovative move yet.

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Contact Mike Enright today to start growing your business with DentaQuest.

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SUPERSTAR 2014 AWARD WINNER

Kim Wagner President

Company: Preferred Benefit Concepts Headquarters: Eden Prairie, Minn.

Number of Employees: 3 Nature of Business: A boutique employee benefits consulting practice providing customized solutions for employers nationwide Key Solution Providers: SelectAccount, Aetna, United Healthcare, Virgin Pulse, StayWell, Castlight Health

MOST INNOVATIVE CONSULTANT

A Passion for Providing Custom, Trusted Solutions

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consultant that’s truly looking out for their best interests. in Eden Prairie, Minnesota (a suburb of of that level of trustworthiness and dedication to providing what is best for her clients.

Wagner has been consulting with clients

back in 1991, following years spent with a large, environment of this kind of consulting practice, she knew that she wanted to go in a different direction her passion for solving employers’ concerns with health care costs.

of being better health care consumers. Today, all Wagner has also been a proponent of health management services through her career, implementing on-site clinics, wellness programs, cooking classes and more. To Wagner, providing services that help employers control costs and doesn’t really consider it “work.”

With only three full-time employees, Wagner says that she will never have more. After all, clients are buying her expertise, time and services, and she wouldn’t feel right handing that client off to someone else.

Another crucial part of her consulting philosophy is that she considers herself a part of the client’s organization and develops a personal

Wagner considers herself a part of the client’s organization and develops a personal interest in fulfilling a client’s benefits needs. She has developed very close relationships with her clients, and the average tenure for a Preferred Benefit Concepts client is 17 years! essential philosophy is to provide personal, longterm consulting services exclusively focused on

that require her to push a particular product on clients. Solution providers are chosen on a caseby-case basis. What’s effective for one employee population may not work for another, and Wagner

enacted, Wagner quickly saw the value of a high deductible health plan paired with a HSA, and she driven health plan back in 2004. As a true believer in the potential of consumer-driven health care,

has developed very close relationships with her clients, and the average tenure for a Preferred

20 clients and probably will not be taking on more.

While many of these companies have headquarters in the Twin Cities area, most are national companies with employee populations from 1,000 to 2,000 lives. Her largest client today has roughly 7,000 employees.

Wagner takes great pride in bringing the best despite the annual pressures of increasing costs and the changes brought about with the Affordable Care Act. Wagner is dedicated to providing clients

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SUPERSTAR 2014 AWARD WINNER

William Short

MOST INNOVATIVE TPA

President and CEO

Leading with a Focus on Technology, Customer Service and Compliance

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driven health care since 2001, William Short is one of the industry’s leading experts on

Earlier this year, AmeriFlex announced the expansion of its product suite to include AmeriFlex

development of health care payment technology. nation’s largest and most well-respected third-party administrators, he has successfully led the company through an era of unprecedented growth.

Established in 1998, AmeriFlex provides compliance and workforce management solutions to thousands of clients with more than 3.5 million participants nationwide. Since Short joined the company in 2008, AmeriFlex has experienced explosive growth, with an organic growth rate in

as well as several proprietary technology solutions aimed at reducing health care costs through more In addition, the company launched AFC Portal

spending accounts anytime. Members can also view account balance information, view recent transactions, submit claims for reimbursement, view email alerts regarding claims and submit for substantiation.

this year, the company already announced that will add an additional 6000 square feet to the existing headquarters.

role in bringing his knowledge, passion and energy to both the industry and to his community. He currently serves as chairman of the Employers

Since the beginning of his career, Short has had a singular goal: to develop solutions aimed at fixing the flaws in our health care system. With a background in both banking and IT, Short has identified and introduced numerous solutions that streamline health care payments between patients, providers and insurers.

The reason behind the company’s success is the commitment to customer satisfaction, innovative technology solutions and compliance. Today, the company offers a wide range of solutions, including

Council on Flexible Compensation, leading advocacy and lobbying efforts that have played a critical role in the support and expansion of tax-advantaged Since the beginning of his career, Short has

a Web-based system for streamlined administration a background in both banking and IT, Short has resources and guidance to help keep clients up-toand integrated, cloud-based solutions. In recognition of the company’s dedication to clients’ success,

Comprehensive Service” category for each of the eight years that the award category was on the ballot.

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that streamline health care payments between patients, providers and insurers. He believes that a realignment of stakeholder incentives in the way money exchanges hands within the health care space is the key to reducing health care costs for both employers and consumers.

Company: AmeriFlex Headquarters: Dallas, Texas Website: www.flex125.com Nature of Business: An independent administrator providing technology-based, consumerdriven benefits, compliance and workforce management solutions to clients throughout the United States Key Executive: Bart McCollum, Chief Operating Officer

SUPERSTAR 2014 AWARD WINNER

Company: EB Employee Solutions, Difference Card and Healthy Difference

Wendy Brighton

MOST INNOVATIVE TPA

Executive Vice President

Headquarters: White Plains, N.Y. Website: www.differencecard.com Number of Employees: 38 Nature of Business: Offering cutting-edge health care solutions while simultaneously providing the highest level of employee benefits.

Key Executives: Gregg O. Lehman, PhD, Chief Executive Officer; John E. Griffin, J.D., Chief Operating Officer; Joe Donovan, National Sales Director

The Consumer Difference

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industry shifts from a wholesale to retail model, new tools and resources are required to truly enable consumerism. EB Employee Solutions recognized this shift early and decided to make the necessary changes to help their clients and consumers navigate this new era.

“Since we were founded more than 10 years ago, our primary focus has always been on the consumer experience,” said Wendy Brighton, executive vice president, director of operations at EB Employee Solutions. “Given the complexities of the health care environment, we recognized that the most effective way to engage our members is in person. This is how “We deliver this in many ways — through personal interaction with our members, through educational materials, and with an interactive technology platform.”

plan’s inner workings. Their hands-on approach extends through their service channels as well, with a unique call-back program where consumers can place an inquiry, specify a date and time, and receive a call back from an EB Solutions representative — giving consumers the support they need, when they need it. These are consumer requirements of the future. strive to see each participant as an individual, and assess and meet their needs accordingly. This could participants, or a half an hour phone call helping them resolve a complicated issue,” Brighton said. that of a service provider. We have evolved into consultants for our participants — something we pride ourselves on.”

Through the added use of its consumer portal, EB Solutions enables its engagement and

“We will continue to provide our clients with the Difference Card, which has proven to be an invaluable health care cost-savings tool, and in the coming year we will be launching a broader, more robust wellness program!”

Through their unique Customer Care Connect program, EB Solutions aims to educate, enroll and engage consumers throughout the year. The company takes a grass-roots approach by holding in-person meetings with all of their new clients helping each employee understand meetings, they emphasize basic insurance terms, product features, coverage details and more. These one-on-one meetings, off-hour webinars and large town-hall presentations allow them to provide the communication, education and clarity today’s consumers require.

In an environment where most consumers lack a general understanding of their health insurance plan, EB Solutions goes the extra mile — with a commitment to consumer education.

They don’t stop with open enrollment either. EB Solutions and its Customer Care Connect program take education, awareness and service to the next level with 30- and 60-day review meetings — where they aim to ensure consumers understand their

consumerism philosophy, by providing consumers the ability to view, track and manage health care information. For EB Solutions, it’s all about providing consumers the tools and resources they need to fully all, it’s working. The company’s call center volume has decreased dramatically — a sign that consumers enrollment has increased, and their claim intake queue is cleaner and easier to service.

As to the future, EB Solutions is very excited about 2015.

“We will continue to provide our clients with invaluable health care cost-savings tool, and in the coming year we will be launching a broader, more not only help our participants reach their health and wellness goals, but it can be integrated with their

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SUPERSTAR 2014 AWARD WINNER

HEALTH PLAN

Charles Larsen

Vice President of National Product Management

Streamlining the Business of Health Care

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n today’s changing health care world, health care organizations must meet new challenges and requirements to remain up-to-date with demands of consumers, in compliance with new regulations and on the forefront of technology.

Kaiser Permanente, one of the nation’s largest care providers and health insurers — is no exception. In fact, they have been leading the way.

With eight different claim systems, three different eligibility systems and varied connection points — all across multiple locations in eight states is an incredibly diverse business, and its structure is complex.

Coupled with the fact that the health insurance market is constantly changing with more out-ofpocket consumer cost to be paid at the point of service – and that consumer-directed health care and transparency are now the new “norm” among many employer groups – Kaiser Permanente was faced with a challenge as related to member experience in paying for out-of-pocket health care expenses.

Permanente partnered with Evolution1, a comprehensive consumer-directed health care cloud platform. Evolution1’s powerful administrative platform meets unique plan designs,

at Kaiser Permanente nor the changes in health care change that expectation. Regardless of whether they pay for medical bills via credit card, debit card, health savings account,or ACH, members require an easy and seamless service and payment experience.

To meet the new requirements, Kaiser

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Headquarters: Oakland, Calif.

Website: www.kp.org

Evolution1®.

As vice president of nation product management, Charles Larsen led the implementation of Evolution1’s array of products to streamline the health care payments at Kaiser Permanente. The company created an integrated members to manage all their health care and via Web, mobile device or telephone support.

Within a 12-month period, the organization has been able to move 75,000 patients to this Kaiser Permanente has seen an increase of six percentage points in member satisfaction for its high-deductible product. Auto-substantiation has

Member satisfaction speaks volumes: Kaiser Permanente has seen an increase of six percentage points in member satisfaction for its high-deductible product. Autosubstantiation has increased incredibly from low single digits to 92 percent.

Kaiser Permanente members expect the organization to deliver an integrated, medical and

Company: Kaiser Permanente

increased incredibly from low single digits to 92 percent.

By using the 1Cloud by Evolution1 auto-pay solution, Kaiser Permanente’s bad debt ratio has nearly been eliminated, moving from roughly 35 percent to three percent. Kaiser Permanente is delivering on its vision to use 1Cloud technology to recreate the pre-paid health plan of 50 years ago — where patients’ health care decisions were based on

Number of Employees: 167,000+ Nature of Business: An integrated health care company with 47 medical centers, 611 medical offices and more than 9.3 million health plan members Key Executives: Bernard J. Tyson, Chairman & CEO; Gregory A. Adams, Executive Vice President; Benjamin Chu, Executive Vice President; Kathy Lancaster, EVP & CFO Key Partner: Evolution1

SUPERSTAR 2014 AWARD WINNER

Scott Reid

HEALTH PLAN

Product Innovation Strategist

Company: Medica Headquarters: Minneapolis, Minn.

Website: www.medica.com Number of Employees: 1,386 Nature of Business: A health insurance company headquartered in Minneapolis that serves over 1.5 members in Minnesota, North Dakota, South Dakota and western Wisconsin Key Executives: David Tilford, President and CEO; John Naylor, Senior Vice President, Commercial Markets; Mark Baird, Senior Vice President and Chief Financial Officer; Jim Jacobson, Senior Vice President and General Counsel Key Solution Providers: Bloom Health

A Bold Innovator with ACO and Private Exchange Solutions

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erving over 1.5 million members, Medica is a health insurance company headquartered in

exclusively through their private exchange, Medica a major health care system in the development an Since 2012, Medica has expanded the

country through a national network of more than 660,000 health care providers.

The rising cost of health care is one of the most serious challenges facing employers today, and these costs are a growing percentage of most

responsibility for managing the coordinated care of a population including the costs, quality of care,

and employee wage increases. In fact, health care costs are increasing three times faster than wages in America. As a result, employers desire more control over health care costs and employees want affordable choices.

that enrollees in My Plan by Medica have been

at meeting the changes and challenges of today’s health care landscape, and leading that charge is Scott Reid, product innovation strategist.

option in My Plan by Medica pay nearly eight

In just one year, ACO membership grew by 368 percent. On average, enrollees in an ACO versus the broadest network option in My Plan by Medica pay nearly eight percent less in total cost. Satisfaction with the support and coverage options offered by My Plan by Medica is high with nearly 94 percent of members rating their overall experience as good or very good.

In 2011, to meet the needs of both employers and their employees, Medica introduced My exchange in the region. Created through an exclusive partnership with Bloom Health, a leader in the private exchange market, My Plan by Medica was launched two years before state and federally funded health insurance marketplaces and has demonstrated that the private exchange model – with a heavy emphasis on service and decision support – works.

In 2012, Medica successfully re-engineered the approach to health care and member service again through the addition of an accountable care

percent less in total cost. Satisfaction with the support and coverage options offered by My Plan by Medica is high with nearly 94 percent of members rating their overall experience as good or very good.

Medica is a pioneer in the evolving health care industry with their innovative new solutions. They have delivered cost predictability to employers, industry-leading decision-support tools and consumer brand loyalty to their health care offered, Medica has paved the way for new kinds of partnerships with provider organizations and changed the way insurers and providers collaborate in the areas of health outcomes and consumer experience.

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HSA FSA DCAP TRA

Congratulations to our 2014 SuperStars Carol Kraft, President & Chief Operating Officer of SelectAccount, Lisa Schlafmann, Director of Benefits and Compensation for MDU Resources Group, Inc. and Kim Wagner, President of Preferred Benefit Concepts.

HRA VEBA

Thank you for your innovative leadership in the field of consumer directed health care and dedication to providing consumer value.

Trusted Medical Savings Administrator Since 1989.

Serving: Employers Brokers Consultants Health Plans TPAs Financial Institutions

For details contact Tony Frank (651) 662-4563 or Tony.Frank@SelectAccount.com

www.SelectAccount.com

SUPERSTAR 2014 AWARD WINNER

James Gandolfo Senior Vice President

Company: PNC Headquarters: Pittsburgh, Pa. Website: www.pnc.com Number of Employees: 52,000 Nature of Business: Financial services Key Executives: William S. Demchak, Chairman, President and CEO; Joseph C. Guyaux, Senior Vice Chairman and Chief Risk Officer; Robert Q. Reilly, CFO; Vicki Henn, Chief Human Resources Officer

PUBLIC POLICY LEADERSHIP

Leading the HSA Industry to New Level of Success and Growth

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ith the health savings account industry growing so rapidly today, it is important to remember that just a few years ago, some in the health insurance industry did not think HSAs would survive the implementation of the Affordable Care Act. Thankfully, the HSA industry is thriving today, effort from many key individuals, especially those at the American Bankers Association’s HSA Council.

The members of the Council – including notably Kevin McKechnie, the organization’s staff director, and Jim Gandolfo, a senior vice president with PNC Bank and the HSA Council’s chairman – worked

amendment to eliminate HSAs, during the markup of the Senate Finance Committee’s health care bill which became, in large measure, the ACA,” recalled Gandolfo. “There was a huge effort leading up to the Committee’s deliberation. By way of example, starting in 2006, continuing through today, in an effort to educate staff. In fact, our Council adopted a bipartisan approach to the ‘education effort’ on the Hill in early 2006.”

visualizing how HSAs could play an important role within the framework that became the ACA.” In fact, at one point, the most senior had told the Council that there would be no place for HSAs in coming health care reform legislation.

However, today the landscape has changed completely, and the future looks bright.

“A great deal of expansion will come from the large corporate market. Large employers are beginning to understand the lessons that small and mid-sized employers learned years ago. That is, HSAs do more than save money,” said Gandolfo. “They engage employees who quickly learn that money in an HSA is their money, to manage, invest and spend.

Large employers recognize the need for savings, but are also recognizing their ability to affect not only the plan design, but the underlying healthy behaviors of the employees.”

For employers looking to encourage HSA adoption and use among their employee population, “First, make a contribution to the employee’s account in the beginning of the year, funding accounts with as much money as is reasonably practical. Second, make money available to those employees who run short due to the timing of the year, for example, in the beginning of the year. The

“Nothing will help an employer spread the word as well as happy, engaged employees talking amongst themselves.”

Following the implementation of the ACA, HSAeligible health plans have been de facto embraced by “HHS determined that most [HSA-eligible] plans meet the actuarial requirements to be considered a socalled ‘bronze and silver level’ policy,” he continued.

“In my opinion, the inclusion of HSA-compatible change in the landscape since the early days of the ACA. In the early days, (even before the election

of an HSA-compatible plan is not simply a costshifting measure. The second item relieves the initial will run short of money in the beginning of the year, before the account has had time to grow.

“To these, I add health and wellness efforts that have incentives tied to them in conjunction with a deposit to the employee’s account to reward good behavior. Nothing will help an employer spread the word as well as happy, engaged employees talking amongst themselves.”

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You Have One Chance To Do It Right: Experience The Bravo Difference t is an exciting time to be a part of healthcare in America.

As some only see challenges regarding regulations and rising costs, Bravo Wellness sees opportunity. Bravo has been a disruptive force in the industry since its inception in 2008 serving employer groups, health plans, captives, consortiums, exchanges, and brokers. Pioneers of the outcomes-based wellness incentive space, Bravo carefully designs unique and custom plans that result in unprecedented engagement levels, sustained health improvement, and reduced claims spending.

With roots in data management, compliance and technology, Bravo recognizes that it’s rarely the lack of activities that makes a program unsuccessful. In fact, it’s often the lack of motivation, engagement, and poorly executed program details; problems that can be solved.

The Bravo Difference From health improvement strategies to biometric screenings and incentives, Bravo provides a flexible solution, bringing best-in-class providers to develop and implement a comprehensive, compliant program. t GUARANTEED COMPLIANCE: Penalties associated with wrongful discrimination, GINA violations, and privacy breeches can be massive. We closely monitor emerging ACA regulations, affordability regulations, EEOC concerns and tax implications. t UNIQUE APPROACH: We care deeply about employee satisfaction and take a high-touch, accountability-based approach. We believe in rewarding results and progress — not just the completion of an activity, and we make sure every incentive dollar is awarded appropriately. t PROGRAMS THAT WORK: We base our recommendations on what works. With 6 years of successful outcomes-based implementations, we provide guidance on everything from goal setting, to incentive amounts, to eligibility of individuals. Our results are unlike anything else seen in the industry. t APPEALS AND ALTERNATIVES: We manage and administer appeals and reasonable alternatives, taking co-fiduciary responsibility. Companies know we are willing to work with personal healthcare providers to establish realistic health improvement goals.

t DATA INTEGRITY: With experience in compliance and data management, we go above and beyond to validate, audit, troubleshoot, and correct participants’ data before release.

Bravo Helps You Succeed No matter what your wellness objectives are, Bravo can help you achieve them! Whether you are looking to compliment or enhance an existing program, or you’re starting from scratch, we can easily help create or integrate a strategy at any time. t ENGAGE EMPLOYEES: Our clients average around 95% participation when one of our typical plans is implemented. t EQUIP INDIVIDUALS: We want your participants to thrive. Whether you partner with our recommended vendors to provide health improvement tools and resources, or choose to utilize your own, Bravo’s flexible platform can accommodate your needs. t REWARD RESULTS: We take an approach that inspires real behavior change and drives personal accountability through progress and/or improvement goals.

The Benefits of Wellness Implementing a wellness program can indeed save you money, but the benefits extend beyond financial incentives.

By establishing a culture of wellness within your business, you will see a healthier, more engaged population. Your employees are your most valuable assets. Showing workers that you care about their health leads to increased job satisfaction and higher retention rates. The well-being and happiness of your employees has a significant impact on your company’s success.

At Bravo Wellness, we offer services unmatched in the industry, take care of the details in administering your program, work with you to help you achieve your goals, and are well versed in the regulations surrounding workplace wellness programs. We know where the pitfalls are and have built our systems and processes to ensure the best possible experience for both you and your participants. You only have one chance to do it right, so contact Bravo Wellness today!

Visit www.bravowell.com or call 877.662.7286 to learn more.

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Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

Bravo Wellness proudly congratulates our brokers & clients on receiving an IHC Superstar Award.

Dennis Clark from Valeo

Most Innovative Benefit Plan Design & Implementation Award

Chad Thies from Union Bank and Trust

Most Effective Employee Communication & Education Award

Kent Grathwohl from Group Associates Most Innovative Broker Award

Charlie Leatham from The Hays Group Most Innovative Partner/Consultant Award

INNOVATORS 2 0 1 4

A W A R D S

Top 25 Industry Innovators for 2014 Top Solution Providers Recognized for Commitment to New,

I

t is with great honor that The Institute for HealthCare Consumerism announces its top 25 Industry Innovators for 2014, a diverse set of companies — from insurers to wellness providers, health account administrators to technology startups — that are all working to provide employers, brokers and health plans with innovative new solutions to navigate the new consumer-focused health care world.

corporate health costs while empowering employees to be better consumers of health care.

For the second year in a row, The Institute for HealthCare Innovators winners. In 2014, these select companies have

In today’s business environment, there is no standard workplace or employee population, and the companies herein represent a varied set of solutions — some designed to provide more meaningful health incentives, allow for a more streamlined the best care providers at the most affordable price. While The remaining award winners, in no particular order, are: compose a healthy percentage of this year’s winners, the variety of companies recognized as Industry Innovators this year shows the true depth of solutions that can effectively reduce

Finally, after another recordsetting year in volume of nominations, The Institute for HealthCare Consumerism would like to thank all of the readers that submitted nominations for consideration. The nomination process for the 2015 Industry Innovators 2015.

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Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

Dan Stachura

INNOVATOR

Vice President, Product Development

2014 AWARD WINNER

CONNECTYOURCARE

Company: ConnectYourCare Headquarters: Hunt Valley, Md. Website: www.connectyourcare.com Nature of Business: ConnectYourCare’s consumer-directed health care platform provides a fast path to account-based health plans, enabling firms to lower health benefit costs while empowering consumers with the tools they need to better manage health savings.

Key Executives: Reese Feuerman, Chief Financial Officer; James Simmons, Interim Chief Executive Officer; Brian Strom, Chief Technology Officer

S

has been a leader in providing consumer-driven health care solutions to employers, insurers and banks. The company is always pushing forward with the latest technological advances, and leading the

solution that eliminates one of the biggest deterrents to enrollment in health savings accounts: risk. Health savings accounts offer major savings for employers and greater control over health care sources of hesitation for workers considering an

development.

When it came time to redesign the participant portal and employer dashboard to offer a more plan, employees could face hefty out-of-pocket accumulate.

Usability Lab and conducted numerous studies

eliminates this risk by providing advances up to an

product development team was able to pinpoint

plus employer contributions.

and new features have been added to the portal as a

an employer match of $100 monthly will be able to spend up to $2,400 (the employee’s own $1,200 in annual contributions plus the employer contribution), no matter how early in the year the

ConnectYourCare’s HSA On Demand program eliminates this risk by providing advances up to an employee’s planned annual HSA contributions — plus employer contributions.

Ever on the forefront of technological back to the employer by scheduled deductions in 2014, developing new products and partnerships

with Castlight Health, allowing health savings account data integration into the Enterprise Healthcare Cloud. In June, the company began offering an integrated wellness and health account

commitment to creating engaged, empowered consumers of health care.

implemented this product with major clients and continues to see rising employee satisfaction rates as a result.

With a dedication and focus on technological solutions that improve health accounts for both

are designing the types of solutions needed for consumer-driven health care to continue its strong growth.

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INNOVATOR 2014 AWARD WINNER

Scott Decker President

HEALTHSPARQ

Company: HealthSparq

I

website and tap into a company’s health insurance claims, providing accurate cost comparison data

consumers are researching: treatment, encounter

ClarusHealth as part of the plan to boost their health care transparency solutions.

let consumers participate in a large online health and wellness community, providing a “consumers helping consumers” social network platform.

transparency pioneers and our solutions are proven

contracts directly with health insurers to offer transparency solutions to their members and in the process gains access to all health insurance

allows us to continue to innovate and provide our customers with industry-leading health care shopping solutions.”

provide the company with more accurate and

the value for the consumer while maintaining Healthcare, a developer and provider of electronic

“This approach to the data is part of is what differentiates us from the competition and why

president and president. Throughout his career,

With every solution, everything from the user interface to the way data seamlessly into any health plan website and tap into a company’s health insurance claims, providing accurate cost comparison data rather than generic examples.

‘Cracking the Transparency Code’ for the largest served as chairman of the board of directors and

health care. developed a range of interactive tools such boards, including currently the board of Upstream everything from the user interface to the way data is presented was developed with the consumer in

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Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

Headquarters: Portland, Ore. Website: www.HealthSparq.com Nature of Business: As part of Cambia Health Solutions, HealthSparq develops healthcare transparency software solutions for health plans and employers to offer to their members and employees.

Key Executives: Torben Nielsen, General Manager; Mark Menton, Senior Vice President of Sales and Strategy; Tamara Kahn, Vice President of Product; Brodie Dychinco, Vice President of Strategy

Carol A. Kraft

President and Chief Operating Officer

INNOVATOR 2014 AWARD WINNER

SELECTACCOUNT

Company: SelectAccount Headquarters: Eagan, Minn.

Website: www.selectaccount.com Nature of Business: One of the nation’s largest health savings account custodians and administrators Key Executives: David Cantu, VP, Marketing, Sales & Public Relations; Nikki Stretar, VP, Product Development and IT; Reed Erickson, VP of Compliance and Risk Management

C

driving innovation in medical savings accounts for over 25 years. Working with 7,000 employees a reputation of an organization dedicated to customer service.

health savings accounts, health reimbursement

access the information they need to manage and onboard their groups and deliver proposals to win new business. upload receipts to submit a new claim or match with a previous paid claim by taking a photo with their mobile device and entering some prompted information to help store and process your document. The user’s “vault” displays the uploaded documents, and users can upload as many documents as they like and safely store them for as long as needed.

25 years, they have become one of the nation’s health accounts industry.

a strong proponent for the customer. Her mantra is: “If you are not directly serving a member or customer, you are supporting someone who does.”

This attitude is instilled in every employee in the organization — not just the customer service team.

not just management — to grow personally and professionally by investing in education and

“If you are not directly serving a member or customer, you are supporting someone who does.” This attitude is instilled in every employee in the organization — not just the customer service team. known by all employees, because she is visible powerful Web-based tools for groups, members and distribution partners, these tools now allow members to access their accounts through their mobile device, submit claims electronically and store their records in an electronic documentation educational tools and manage their employees

gatherings with teams and individuals to celebrate achievement and successes.

With her consistent dedication to the end to bring the health accounts industry to new heights.

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INNOVATOR 2014 AWARD WINNER

Veer Gidwaney

Co-Founder & Chief Executive Officer

MAXWELL HEALTH

Company: Maxwell Health

W

information for better, more informed health decisions.

consumer world dominated by the likes of Health has partnered with a wide variety of marketbrokers, third-party administrators, insurance

services integrated into one easy-to-use interface. co-founder, is leading the way to new a employee

Working through these established industry

a comprehensive health-as-a-service solution.

employers, particularly businesses with fewer than 1,000 employees. enable employees all over the country to lead healthy,

off-boarding.

employee enjoys 100 percent insurance coverage,

in-class health and wellness products. These products

morning, gym membership reimbursements, team

The platform is beautifully designed and features an intuitive user interface consumers know exactly what they’re buying and what it will cost. lifestyle needs for more comprehensive coverage.

Common. Employees also have full access to all the coming months.

The platform is beautifully designed and features an intuitive user interface that makes enrolling

Boston Business Journal’s business category.

With all the tools necessary to guide employees from enrollment to wellness initiatives to health care

what it will cost. employees with a mobile app integrated with goals, track progress in real time and reward healthy consumers to spend their health care dollars smarter with a comprehensive health concierge, a telehealth solution and centralized access to insurance

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Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

Health’s revolutionary platform is helping small and mid-sized employers thrive in the new world of

Headquarters: Boston and New York Website: www.maxwellhealth.com Nature of Business: Maxwell Health has built the first ever Health as a Service platform, a revolutionary operating system for employee benefits.

Key Executives: Vinay Gidwaney, Co-Founder and Chief Product Officer; Robert Gaydos, VP Strategic Partnerships

Pam Reynolds

Chief Development Officer

INNOVATOR 2014 AWARD WINNER

TASC

Company: Total Administrative Services Corporation (TASC) Headquarters: Madison, Wis. Website: www.tasconline.com Nature of Business: Third-party administrator of employee benefits accounts Key Executives: Daniel Rashke, Owner and Chief Executive Officer; Steve Cable, Chief Financial Officer (and acting Chief Operating Officer); Jim Gowan, Chief Sales Officer

A

new product development and market analysis

products and services created to help improve the health care payments industry.

to a personal account, therefore increasing card utility and engagement. The card replaces the need for reimbursement checks (saving time and paper), protects against embarrassing declines (if funds

one card. The card also lets employees transfer service offerings and employment for nearly 1,000 planning, performance measurement, process

purpose payments tool and means of accessing

has been instrumental in developing this solution and ensuring its success.” future.

that few other third-party administrators can

revolutionary way to pay for eligible health care

knowledgeable toll-free support, Internet access and an interactive voice response system, which

TASC’s online applications, scanning processes and batch systems allow the unparalleled online information.

processing one of the fastest in the industry.

The company understands that the use of technology is the cutting-edge of customer service, whether it is the delivery of information through the

a separate cash account to be accessible through

online applications, scanning processes and batch systems allow the company to not only be more unparalleled online information.

purpose payment tool for participants. It allows

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INNOVATOR 2014 AWARD WINNER

meet market demands.

The company behind

swiftly hired new talent, formed strategic partnerships and enhanced its technology.

demand for health care coverage under the

agreement with the federal government allowing it to launch a viable alternative to

capable of enrolling consumers in subsidized health insurance plans.

Helping cut through the confusion

Company: GoHealth Headquarters: Chicago, Ill. Website: www.gohealth.com Nature of Business: A private health insurance marketplace that has helped more than 30 million consumers shop for coverage through a combination of world-class technology and a team of licensed insurance advisors Key Executives: Clint Jones, Chief Executive Officer; Brandon Cruz, President (both pictured)

Jones

Cruz

licensed insurance advisors worked with consumers, showing them how to save money, enroll in the right plan and

plan and apply subsidies directly to their plan.

a consumer’s needs and budget — all for free.

has helped more than 30 million people compare and shop for health insurance plans online and over the phone.

earned their licenses to become health insurance advisors.

technology allowed consumers to easily to help carry out its mission of helping individuals and families obtain the right health insurance.

INNOVATOR 2014 AWARD WINNER

preventable, chronic disease now kills more people than infectious disease. In fact, seven of the top 10 causes of death in the that is mostly related to lifestyle, habit or circumstance.

a new class of medicine called digital therapeutics — the transformation of clinically proven face-to-face behavioral

their workforce.

age 20 have prediabetes. Characterized by high blood glucose levels, prediabetes is largely asymptomatic, so nearly 90 percent of prediabetic individuals don’t realize they have it. Without intervention, 15 to 30 percent of people with prediabetes progress

Company: Omada Health Headquarters: San Francisco, Calif.

Website: www.omadahealth.com Nature of Business: Omada Health is pioneering a new category of medicine: digital therapeutics.

Omada helps people make the changes necessary to reduce their risk for chronic conditions in through immersive digital experiences.

Key Executives: Sean Duffy, Co-founder & CEO (pictured); Adrian James, Co-founder & President; Andrew DiMichele, Co-founder & CTO; Andrea Mallard, Chief Brand Officer; Mike Payne, CCO & Head of Medical Affairs behavioral science and integrates seamlessly into everyday life. clear: according to published outcomes,

70 percent within their lifetime. that are scalable and cost-effective.

program that helps people with prediabetes make the behavior changes necessary to numerous organizations nationwide — including health plans and health care

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onstrated that an intensive lifestyle change program could reduce the risk of type 2 sible through any internet-connected device,

Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

three programs, which will continue to focus on preventable chronic conditions, such as hypertension and metabolic syndrome.

INNOVATOR 2014 AWARD WINNER

and online tools to help consumers.

With a core focus on small and mid-sized employer groups, the company offers a wide portfolio of services and products, including dental, disability, life, vision, accident, critical illness and more.

In July, the company broke new ground in the industry with the

guide employees through the selection progress so that they fully understand the options available to them.

In many of today’s businesses,

decisions, employers can go a long way to increasing workplace satisfaction.

innovative platform that changes the game and employees.

Through this enrollment platform, employees can decide whether to elect dental, vision or disability coverage while receiving the appropriate information to

reach a new level of importance within Works alleviates the administrative chaos sometimes associated with

less than 100 lives — giving employers the data and information needed to increase

INNOVATOR 2014 AWARD WINNER

employers now have a comprehensive solution that allows them to easily offer dental, vision and disability — much to the satisfaction of their employee population.

Company: springbuk Headquarters: Fishers, Ind. Website: www.springbuk.com Nature of Business: Population health and data analytics Key Executives: Rod Reasen, President and CEO (pictured); David Adler, Director of Technology & Product Development; Phil Daniels, Director of Client Experience; Andrew Lockerbie, Director of Strategic Initiatives

awards have become the gold standard in workplace wellness, recognizing employers that demonstrate an organizational commitment to employee health. The award utilizes an online assessment tool and measures wellness programming in

Healthiest Employers launched springbuk, an easy-to-use health analytics tool for

medical claims analysis, this platform pulls in disparate data sources to present

In today’s world of seemingly everincreasing health costs, the C-suite

commitment, communication, strategic planning and analysis.

and the real-dollar opportunities in their population.

Using insights gleaned through

— demands clear data on health costs.

The innovative platform developed by springbuk gives them just that.

employers nationwide, representing

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Company: Assurant Employee Benefits Headquarters: Kansas City, Mo. Website: www.assurantemployeebenefits. com Nature of Business: One of the nation’s largest marketers of employee benefits, including dental, life, vision, disability, accident and more Key Executives: John S. Roberts, President and Chief Executive Officer (pictured); J. Marc Warrington, Senior Vice President, Sales; Miles Yakre, Senior Vice President and Chief Financial Officer; Dianna Duvall, Senior Vice President, Underwriting

amount of data through biometric screenings and health risk assessments,

leading speaker and resource for trends in population health management. Working

built a robust tool that delivers targeted, actionable data that employers can use.

and Healthiest Employers have shown a spotlight on employers that demonstrate a continued commitment to employee wellbeing.

need the greatest attention, creates tailored wellness initiatives, isolates hard-dollar opportunities by population segments and links behavior and costs by location.

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insights from over 4,000 employers nationwide, the team behind springbuk has designed an analytics tool that’s intuitive and easy-to-use — perfect for today’s often

INNOVATOR 2014 AWARD WINNER

the implementation of health management programs, many employers are still struggling with the burden of ever-increasing health costs. For some workforces, these solutions may be effective at mitigating the burden of only addressing one facet of rising health costs.

platform bringing many of today’s most effective health care solutions together into one offering — creating opportunities to save money throughout the entire continuum of the health care system.

transparency tools and distributes proactive savings alerts on prescriptions, medical and dental services directly to employees. Users will have market-level pricing based upon past claims data and will be provided with

data, the platform provides world-class health advocacy services to reduce misdiagnosis and unnecessary tests and prescriptions — the unfortunate side effects of the fee-for-service model.

ies, such as joint replacements, spinal fusions

INNOVATOR 2014 AWARD WINNER

In the midst of all the buzz about health care cost transparency and consumer engagement is Change Healthcare. The

program that utilizes videos,

consumers purchase and utilize health care

highly targeted educational messages and reminders that support efforts centered on chronic disease management, medication adherence, point-of-

care cost transparency and consumer engagement solutions, with nearly seven million users on its platform, Change Healthcare is constantly looking forward.

Chemical — along with health plans such

users of immediate opportunities to save on their most common and recurring medical and pharmacy

among others — have become loyal clients over the years.

Today Change Healthcare’s solutions include: Health Care University, a multi-

Cost Lookup, which enables users to look for services and providers and determine the price they would pay based on their plan and network.

Company: Mutual of Omaha Insurance Company Headquarters: Omaha, Neb. Websites: www.mpower360. com; www.mutualofomaha.com Nature of Business: A fullservice, multi-line provider of insurance and financial services products for individuals, businesses, associations and groups Key Executives: T. Scott Ault, Senior Vice President, Benefit Solutions Division (pictured); Todd Covert, National Director of Strategy

Finally, the platform provides an awareness and engagement strategy for employees that is built around behavioral science and social analytics. Using medical claims data from

claims cost for employees and employers, hence lower premiums for employers, hence better service can be provided, everybody is

Company: Change Healthcare Corporation Headquarters: Brentwood, Tenn.

Website: www.changehealthcare.com Nature of Business: Healthcare transparency and consumer engagement technology Key Executives: Howard McLure, Executive Chairman, Board of Directors; Douglas Ghertner, President and CEO (pictured); Christopher Parks, Founder and Chief Development Officer; William Seibels, CFO

intends to further build on their innovation by enhancing the capabilities of its engagement platform and adding new decision-support solutions for users.

The company also envisions building an integrated engagement platform that utilizes advanced analytics and deep consumer insights to act as a

across the member population.

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INNOVATOR 2014 AWARD WINNER

How consumers connect with their physicians is set to undergo a huge shift in the upcoming years, especially as mobile technology continues to proliferate and emergency room over-utilization continues to drive up health costs.

While telehealth solutions have seen an increasing adoption by individuals, hospital systems, health plans and employers over the past few years, the industry has without a doubt barely scratched the surface of its future potential.

platform that connects patients and physicians for acute conditions via video on their smartphone, tablet or computer.

The platform — now available for hospital systems, insurance providers and self-insured employers — collects payments, enables live video chat and allows physicians to e-prescribe medication (if allowed per state regulations). The solution will be white-labeled for payers and providers, meaning users will likely service.

— entered the telehealth space, a landmark move for the rapidly growing space that has thus far been dominated by start-ups.

In June, the health care division of senators, the organization actively promotes legislative reform that will enable the

INNOVATOR 2014 AWARD WINNER

From the very beginning, nearly 20

solutions to its customers. Today, the company supports more than 22.9 million consumers and 179,000 employer groups and processes more than $7.5 billion in consumer health care transactions.

The success of the company is due in large part to its ability to change with the industry, even anticipating trends.

account model that allows employer groups to offer one or many bank options to employees.

keeping component to their platform.

Company: Verizon Enterprise Solutions Headquarters: Basking Ridge, N.J. Website: www.verizonenterprise. com/mobilehealth Nature of Business: Designers, builders and operators of the networks, information systems and mobile technologies that help businesses and governments around the globe securely expand reach, increase agility and maintain longevity Key Executives: Julie Kling, Director of Product Management, Mobile Health Solutions (pictured); Rich Black, Vice President, Healthcare Practice; Christopher Formant, Senior Vice President and Global President progress of “connected care,” an umbrella term coined to encompass the various new technologies remotely connecting patients with physicians.

With $4.4 billion spent annually on emergency room visits for routine conditions, there is a huge potential for connected care to reduce wasteful health

to be a leader in this promising space.

Company: Alegeus Technologies Headquarters: Waltham, Mass.

Website: www.alegeus.com Nature of Business: A market leader in health care and benefit payments — offering a comprehensive platform for the administration of taxadvantaged benefit accounts, the industry’s most widely-used benefit debit card and services for the outsourced management of claim payments and associated data exchange Key Executives: Bob Natt, Executive Chairman (pictured first); Steve Auerbach, Chief Executive Officer (pictured second); John Park, Chief Strategy Officer; Adam Hameed, Chief Revenue Officer

insights to stay ahead of the industry, account programs and white-glove service all stakeholders. debuted four new services designed to help clients. Clients now have access

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The eClaims functionality allows administrators to receive insurance carrier claim data feeds for use in automating claims adjudication and reimbursement processes. leverage their insights into consumer spending and saving behavior and

Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

developed analytics functionality. This gives clients powerful dashboards, segmentation strategies and insights to selection and funding, as well as spending and saving moments.

INNOVATOR 2014 AWARD WINNER

and Emphasis on Consumer Education consumer-focused approach to providing dental, vision and life insurance plans to its been affecting health care and employee approach has lead the company to rapid growth. entered new terrain for a voluntary

For the end user, the system offers numerous resources to reduce the stress and confusion often associated with comprehensive video library, articles and online tools like a built-in cost calculator. ted to developing empowered health care consumers through the company’s education and communication efforts. Earlier this year, the company launched an initiative to increase health literacy and member transparency and overhauled all consumer-

brokers can easily adapt to the new a platform that offers easy enrollment for features single-source billing, data security, mobile-friendly software, reporting capabilities and more.

Through the company’s awardwinning blog, newsletter and website,

employees and their families navigate the complicated health care and health insurance systems was largely non-

a relatable, informal way that removes the inapproachable stigma often associated with health care resources.

In today’s new health care landscape, all stakeholders — including insurance providers — need to adapt to the increasing

itself on the leading edge of the new era of through conversational content. This

INNOVATOR

itself was a true innovation. The idea of

approach allows consumers to connect

emphasis on consumer education and in-

2014 AWARD WINNER

Thirteen years ago, when Health

Company: Solstice Benefits Headquarters: Plantation, Fla. Website: www.solsticebenefits.com Nature of Business: Provider of dental and vision benefits and life insurance and operator of Solstice Marketplace private exchange Key Executives: Carlos Ferrara, Chief Operating Officer (pictured); Stacey BrocattoMcManus, Director of Provider Relations; Brian Correia, Director of Business Development; Tammy Eveslage, Director of Project Management/Quality Compliance

the company’s inception, they had the foresight to include coverage of dependent children, parents and parents-

Company: Health Advocate Headquarters: Plymouth Meeting, Penn.

Website: www.healthadvocate.com Nature of Business: Health care advocacy and assistance Key Executives: Michael J. Cardillo, President (pictured); Arthur “Abbie” N. Leibowitz, M.D., F.A.A.P. Executive Vice President, Chief Medical Officer; Martin Rosen, Executive Vice President, Marketing

family feature was introduced by Health program support.

his co-founders wanted to develop a solution that would help individuals and organizations not only navigate these systems, but also save time and money.

The result was the creation of a new, proprietary service that was virtually unknown at the time — health advocacy.

From the beginning, Cardillo and his partners recognized that creativity and innovation would be pivotal to

In a little more than a decade, the company has grown to become the nation’s leader in value-added health

a provider of technology-driven

10,000 clients.

The company continues to innovate, including adding EmpoweredHealth — an integrated solution combining several

to cutting-edge technologies to further services and solution.

analytics, health cost estimator price transparency tool and online wellness

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INNOVATOR 2014 AWARD WINNER

have soared to almost $23 billion in nascent days of health savings accounts, vocal, unwavering proponent for health savings accounts and their potential to

recognized, national leaders in health savings accounts.

Company: Devenir Headquarters: Minneapolis, Minn.

Website: www.devenir.com Nature of Business: A leading independent investment advisor and consultant in the health savings account industry.

Key Executives: Eric Remjeske, President & Co-Founder (pictured); Lori Hansen, SVP, Corporate Services; Jon Robb, SVP, Research & Technology

well-being. and co-founder, the company has been a true pioneer in recognizing the

includes investment custodial services, a wide array of mutual fund choices, selfdirected online brokerages options and

publications or news organizations

partnered with some of the largest banks, administrators and technology partners

in 2004, this was far from the reality.

for their customers.

care consumerism has established itself

become a widely recognized leader in

provide decisive insights into the state of the health savings accounts market. a For their most recent research conducted in July 2014, the company received providers.

or individual consumers, including

INNOVATOR 2014 AWARD WINNER

entertainment in an often intimidating something more than your run-of-the-mill corporate wellness program. With almost

approach to wellness is not just managing disease. They focus on visible daily healthhabit improvements.

actually unlocking the secrets to better

tremendous job in providing the solutions that enable users to practice good habits every day through the Challenge of the

the older models lacked: fun.

have an innovative and admittedly wacky approach to corporate wellness — one that has been undeniably effective for their growing customer base, which includes

to learn and adopt a simple but healthful habit. entered new territory for a corporate wellness vendor when they unveiled a custom, proprietary activity-tracking

Foods.

In addition to the energetic attitude apart from other wellness vendors is the ability to engage users and inject

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lacking.

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Company: Sonic Boom Wellness Headquarters: Carlsbad, Calif.

Website: www.sonicboomwellness.com Nature of Business: Corporate wellness Key Executives: Danna Korn, Co-Founder and Chief Energizing Officer; Bryan Van Noy, Co-Founder, Chief Innovation Officer & President (both pictured)

wellness market. In addition to tracking users’ steps, activity time, calories and distance, the device also tracks sleep patterns and non-impact activities, such as swimming and cycling.

Furthermore, the device enables communication between employers and employees through two-way messaging.

Employers can send short messages and surveys right to employees’ wrists, and employees can respond directly communication a breeze.

INNOVATOR 2014 AWARD WINNER

for Health Care consumer seller of term life insurance, innovative solutions to help meet

as well as health reimbursement account services. Licensed agents help seniors

Company: SelectQuote Benefit Solutions Headquarters: Leawood, Kan. Website: www.selectquotebenefits.com Nature of Business: Private insurance exchange solutions Key Executives: Charan Singh, Founder, Chairman and CEO; Robert Edwards, CFO/COO, SelectQuote; Tom Grant, President, SelectQuote Senior (pictured); Tim Danker, President, SelectQuote Auto & Home

and provide the assistance they desire to Just one of the offerings of

ensure that different employee and retiree lifestyle needs can be met with a single solution.

In all divisions of its business, agents available to help employees and retirees year-round — not just during or members unbiased advice and

providing customized solutions for companies and organizations is top

provide unbiased side-by-side price comparisons to every customer, to ensure they are receiving the best price for the value to employees and members. needs.

effective solutions and playing a large role

variety of carriers and plan offerings to

INNOVATOR 2014 AWARD WINNER

Changing the Way Consumers ago, the goal was to build the best doctor database available online, as well as solicit patient reviews. In the beginning, a seven-person team scoured 170,000 separate sources for doctor information.

urgent care clinics — to give consumers more information about their care

Company: Vitals Headquarters: Lyndhurst, N.J. Website: www.vitals.com Nature of Business: The trusted source for patients to find and connect with the best health care providers Key Executives: Mitch Rothschild, CEO (pictured); Tony Bellomo, President and COO; Orlena Yeung, Chief Experience Officer; Bryan Perler, CFO; Jeanne Wisniewski, Chief Human Resources Officer

data. Consumers need access to total cost information, as well as personalized

ing nearly 100 million members make

plan, deductible status and out of pocket

ing their solution platform with engagement products, telemedicine options and pharmacy savings alerts. Their goal is to reinvent health care.

and built a doctor referral system from

-

collected more than 5 billion pieces of data on doctors.

The company grew, and then completely shaking the health care world. opportunity though and seized the chance to shift with the times.

First, the company added new provider sets — dentists, group practices,

access – the three data points consumers need to make informed choices. reports show plan members save $300+ per interaction. The company is already working with 25 health plan clients, help-

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INNOVATOR 2014 AWARD WINNER

positively impact the lives of 10 million people in 10 years.

challenge (www.move4rewards.com), a

not — in order to incent healthy behavior plans and employers to engage, incent and build relationships with their members like never before.

Company: EveryMove Headquarters: Seattle, Wash.

Website: www.everymove.org Nature of Business: The world’s first fitness-tracking network designed to get the millions of Americans who are already investing in their health the recognition and real-life rewards they deserve Key Executives: Russell Benaroya, Co-founder & CEO (pictured); Marcelo Calbucci, Cofounder & Chief Technology Officer proliferate, they will play an increasingly important role in the health and wellness

residents who choose to invest in their own health and well-being. platform, individuals can use the devices

offers challenges and engagement

the number one indicator in positive work performance, this is a concept that major employers and health plans can get behind.

insurance companies based on consumer engagement and empowerment. Findings from the most recent data indicate more health plans are turning to social media to engage with their members and to remove the confusion behind open enrollment.

INNOVATOR 2014 AWARD WINNER

with the many wellness and disease management offerings, all claiming to who to trust, who has valid claims, etc. can sometimes feel like shooting in the

These two companies have formed goal of helping health care vendors validate their claims. For employers, this means that instead of wondering if their vendors will live up to their promise, they can choose from validated organizations and certified consultants.

Therefore increasing the success of population health management programs.

The service also benefits health care consumers. The institute believes

82

that when consumers have access to an industry where measurement validation is the norm they cannot help but make better consumption decisions.

Consumers can also have more faith and confidence in the workplace programs being offered by employers when those programs have been proven with sound methods to produce positive results. of connecting the care continuum to the home, Care Innovations feels a sense of responsibility to play a role helping to establish a solid foundation on which the health care industry can flourish. viewed as sound and producing sound

Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

of their choice and still reap meaningful rewards from their health plan, employer or health-conscious brands. With the health care system increasingly becoming focused on the individual consumer, it’s about time wellness programs caught up.

Company: Care Innovations, an Intel – GE company Headquarters: Roseville, Calif.

Website: www.careinnovations.com Nature of Business: As pioneers in collecting, aggregating and analyzing data, Care Innovations provides informed and actionable insights into connecting providers, payers, caregivers and consumers and bringing the care continuum to the home.

Key Executives: Sean Slovenski, Chief Executive Officer (pictured); Steve Backers, Chief Financial Officer and Chief Compliance Officer; Karissa Price-Rico, Chief Marketing Officer; Randall Swanson, Vice President, Chief Innovation Officer transparent, I believe we can provide industry players with sound information that allows them to evaluate their options with confidence and thereby make the best business decisions possible.”

Sustainable cost reductions.

Healthcare Redefined.

Solutions that actually solve things.

TRANSPARENCY

PREVENTION

STEERAGE

Health Pro Decision Support

Health Prompt

Compass Premier Providers

Empower employees to make high-quality, lower-cost healthcare decisions.

Identify expensive diseases earlier in your employee population when they are easier and less costly to treat.

Connect employees to high-quality, cost-effective providers who support efforts to impact population health and lower costs.

Congratulations to ACAP Health for winning a 2014 Industry Innovator Award. Thank you for your innovative approach to healthcare consumerism and population health management. compassphs.com

INNOVATOR 2014 AWARD WINNER

Flattening the Health Care Cost Curve power of innovative ideas and collective mission is revolutionize health care and slow the production of disease in

understanding of the goals and innerworkings of all major stakeholders in the he lends tremendous insight into how the entire system can work better for businesses and their employees.

Concerned with the growth of disease

proactively connecting at-risk patients with the providers and programs that give them the best chance to get better in an affordable manner.

Health Consulting has become a leader many wellness initiatives only emphasize

variability and more.

Health dives deeper with focus on clinical improvements.

and his team are dedicated to helping employers reduce the burden of health costs on their bottom line, but through their innovative yet common sense

battle plans address the key conditions

suite of solutions confront: obesity and

INNOVATOR 2014 AWARD WINNER

Working with more than 20,000

In addition to its comprehensive

winning services to more than 200,000 small and medium-sized businesses that

offers allCheck, a new health care compliance analytics tool. This free tool takes employers through a three-step survey that takes on average less than 10

deeply committed to helping businesses

Company: ACAP Health Consulting Headquarters: Dallas, Texas Website: www.acaphealth.com Nature of Business: Health care research and consulting built on the belief that the only sustainable way to flatten the trajectory of health care trends is to slow the production of disease.

Key Executives: Wally Gomaa, Chief Executive Officer (pictured); Todd Whitthorne, President; Den Bishop, Chairman of the Board; Tim Church, Chief Medical Officer

inputs, the tool generates a customized report that shows where stress points may be for that particular workforce.

With the emergence of private

fundamental issues of today’s health care system — not just temporarily moving costs to a different stakeholder.

Company: BenefitMall Headquarters: Dallas, Texas Website: www.benefitmall.com Nature of Business: A national provider of employee benefits, payroll and HR services to small and mid-sized businesses Key Executives: Bernard DiFiore, President, Chairman and CEO (pictured); Scott Kirksey, CFO; Michelle Sheffield, CIO; Michael Gomes, SVP of Government and Carrier Relations

status of submitted applications. today lack the resources to stay up-toand remain compliant with changes to

com website, the company offers compliance updates and thought

technology to its advisor network. In July, the company announced updates

brokers, carrier partners and business

features legislative alerts, blog posts, compliance presentations and more.

84

proprietary system enables employees, employers and advisors to administer group insurance and payroll needs.

The company also offers an individual

Annual Superstars 2014 I HealthCare Consumerism Solutions™ I www.TheIHCC.com

combined suite of technology and educational products — backed by a strong network of trusted brokers — these companies can successfully world, giving opportunity for their

INNOVATOR 2014 AWARD WINNER

Taking Health Engagement to

the health of employees while reinventing the way employers manage health care costs. and health plans – improve the performance of wellness initiatives through a high-tech yet personalized approach.

Through one platform, the company offers a full array of health and wellness solutions, including biometric screenings, health advising, phone coaching, health challenges, transparency services,

health engagement solution is its combined use of traditional and cutting-edge wellness solutions, taking the best of traditional coaching programs and a high-tech technology platform. The comprehensive nature of to a full continuum of solutions without having to pick one approach or the other. tions is the integrated cost transparency component. Teaming up with ClearCost

a workforce’s needs, clients can pick and choose the solutions as needed. The platform also offers integration with a number

INNOVATOR

savings accounts and is now recognized as a top national third-party administrator, providing administrative services for all

best-in-class debit card technology, sophisticated claims payment systems, consumer engagement tools, portals and mobile applications.

“We set out more than a decade ago

consumers can earn rewards for making smart choices.

Using a strategic approach to health behavioral economics and evidence-based models, emphasizing small steps, behavioral triggers, tailored rewards and other methods platform, both employees and employers have more freedom to choose what they want from corporate wellness.

2014 AWARD WINNER

Take powerful technology, combine it with personalized concierge service, and

Company: RedBrick Health Headquarters: Minneapolis, Minn.

Website: www.redbrickhealth.com Nature of Business: A health engagement and behavior change technology company that helps organizations reinvigorate their health and wellness programs Key Executives: Dan Ryan, Chief Executive Officer (pictured); Gregg Waldon, Chief Financial Officer; Jeff Dobro, Chief Medical Officer; Eric Zimmerman, Chief Marketing Officer; Kurt Cegielski, Co-Founder and Senior Vice President, Employer Solutions

and founder. “Working with some of the in our industry, we began to win clients consistently, even against much larger competitors. Today we serve a broad spectrum of employer clients who range from under 100 to over 15,000 eligible employees.” created a private feedback portal, allowing participants and employers the ability to provide a constant stream of feedback and reviews on their service

Company: American Benefits Group Headquarters: Florence, Mass.

Website: www.amben.com Nature of Business: A fully intergrated and interactive CDHC for all pre-tax account-based plans Key Executives: Bob Cummings, President and CEO; Herbert Mayer Jr., CCA, CCPA, Director of Operations & Administration offerings with comprehensive consumer beyond. not only provide all of the tools and technology, but to also help the end users as a navigator — to guide them to the unprecedented success, achieving record growth and winning clients large and

to constantly measure and validate performance and client satisfaction. The company has also embraced the shift in health care through integrated account

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SOLUTION PROVIDER MEMBER PROFILES

HSA/HRA/FSA TECHNOLOGY: ADMINISTRATION & MANAGEMENT

MasterCard (NYSE: MA), is a global payments and technology company.

MASTERCARD WORLDWIDE 2000 Purchase St. Purchase, NY 10577-2509

It operates the world’s fastest payments processing network, connecting consumers, financial institutions, merchants, governments and businesses in more than 210 countries and territories. MasterCard’s products and solutions make everyday commerce activities—such as shopping, traveling, running a business and managing finances—easier, more secure and more efficient for everyone.

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HSA/HRA/FSA TECHNOLOGY: ADMINISTRATION & MANAGEMENT

DataPath, Inc., is one of nation’s largest providers of CDH solutions specializing in account-based administration systems.

DATAPATH, INC.

1601 WestPark Drive, Suite 9 Little Rock, AR 72204 501.296.9990 www.dpath.com

Since 1984, service providers using DataPath systems have provided administrative solutions for over 1 million participants of FSA, HRA, HSA, and COBRA. DataPath is the only solutions provider to design and deliver a full Suite of systems for handling 125, 105, 132, COBRA, HSAs, Credit and Debit Cards all delivered to account holders through a single Internet portal, myRSC.com.

“With the significant changes in healthcare today, our software solutions allow users to create custom plans for clients that benefit both the employer and employee. Not only have we created a single platform for all systems with myRSC.com, with the integration of our mySourceCard Debit Card at Wal-Mart and other retailers, our clients are able to offer a hassle-free solution with 100% compliance.” ®

HSA/HRA/FSA TECHNOLOGY: ADMINISTRATION & MANAGEMENT

HEALTH DECISION SUPPORT AND COST-SAVING TOOLS

Improved Health. Improved Cost.

LOOKING FORWARD TO A CONSUMER DRIVEN FUTURE

FLEXIBLE BENEFIT SERVICE CORPORATION (FLEX)

10275 W. Higgins Road, Suite 500 Rosemont, IL 60018 888-353-9178 fpsales@flexiblebenefit.com www.flexiblebenefit.com

It has been an exciting year at Flexible Benefit Service Corporation (Flex). We celebrated our 25th anniversary along with a decade of increasingly popular HSAs. We have been a trusted benefits administrator of these consumer-driven plans since day one and also offer FSAs, HRAs, Transit and COBRA Administration. In fact, we now offer the InsureXSolutions® private exchange to employers with part-time workers or retirees, as well as small businesses. At Flex, we look towards the future and leverage our consumer-driven experience as a way to help our clients move forward in the changing marketplace.

Contact your broker or consultant, call us directly at 888-353-9178 or visit www.flexiblebenefit.com to learn more.

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Annual Superstars 2014 I www.TheIHCC.com I HealthCare Consumerism Solutions™

WiserTogether Inc., helps patients choose the right care at the time. It

WISER TOGETHER Praveen Mooganur

offers an innovative online treatment

202.276.3074

selection & shared decision support

www.wisertogether.com praveen.mooganur@wisertogether.com

platform that helps patients make evidence-based, cost effective

treatment decisions across musculoskeletal, cardiovascular, mental health, diabetes, pregnancy and respiratory illnesses saving payers money. Currently 1.5 million members have access to the platform through employers and health plans in the country.

WiserTogether was founded in 2008 and is based in Washington, DC. — Praveen Mooganur, COO, WiserTogether

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EMPLOYEE BENEFITS CONSULTING

Intrepid goes beyond the typical expectations of the benefits consultant.

We take the time to understand each client’s unique culture in order to implement the most progressive, creative solution to their benefits needs.

INTREPID

Liz Frayer, RHU 400 Interstate North Parkway, Suite 600, Atlanta, GA 30339 888-612-4644

“Our mission is to empower clients www.intrepid7.com to achieve a more sustainable health care policy; it’s about more than just giving the client a plan — it’s a process of educating the client and their employees to better understand the plan and ensure its success. When we see the shift that occurs when employees have their ‘aha’ moment is when we feel we have done our job.

— Liz Frayer, RHU, Intrepid

PROFESSIONAL DEVELOPMENT

Health Insurance 101: An Orientation is a new, flexible online course offered by AHIP. It is designed to teach health insurance basics to those new to health care or individuals who wish to review the fundamentals.

The course is formatted in short modules; you learn at your own pace and on your own time, moving through the materials as you choose. Plus, AHIP will customize the course to fit your organization’s specific learning requirements.

AMERICA’S HEALTH INSURANCE PLANS 601 Pennsylvania Ave., NW South Building, Suite 500 Washington, D.C. 20004 Lindsey Miranda Canaley Tel: 800.509.4422 Fax: 202.861.6354 lmirandacanaley@ahip.org www.ahip.org/courses

SOLUTION PROVIDER MEMBER PROFILES

HEALTH DECISION SUPPORT TOOLS

Castlight Health enables employers, their CASTLIGHT HEALTH 85 Market Street, Suite 300 employees, and health plans to take San Francisco, CA 94105 control of health care costs and improve care. Named #1 on The Wall Street 415.829.1400 Journal’s list of “The Top 50 Venturewww.castlighthealth.com Backed Companies” for 2011 and one of Dow Jones’ 50 Most Investment-Worthy Technology Start-Ups, Castlight Health helps the country’s self-insured employers and health plans empower consumers to shop for health care. Castlight Health is headquartered in San Francisco and backed by prominent investors including Allen & Company, Cleveland Clinic, Maverick Capital, Morgan Stanley Investment Management, Oak Investment Partners, Redmile Group, T. Rowe Price, U.S. Venture Partners, Venrock, Wellcome Trust and two unnamed mutual funds.

— Giovanni Colella, M.D. CEO and Co-Founder, Castlight Health HSA/HRA/FSA TECHNOLOGY: ADMINISTRATION & MANAGEMENT

A PRIVATE EXCHANGE THAT SIMPLIFIES HEALTH INSURANCE

INSUREXSOLUTIONS

10275 W. Higgins Road, Suite 500 Rosemont, IL 60018 855-563-6993 info@insurexsolutions.com www.insurexsolutions.com

The InsureXSolutions® private exchange offers employers a simplified role in the new health insurance marketplace. Employers with part-time workers or retirees, as well as small businesses can utilize this exchange to empower their employees to choose the health and dental insurance that best fits their personal and family needs. Employers can reduce costs and administrative tasks, while employees receive interactive support tools and personal guidance from our licensed insurance professionals. Available in select markets, InsureXSolutions is exclusively offered and operated

by Flexible Benefit Service Corporation (Flex). Contact your broker or consultant, call us directly at 855-563-6993, or visit www.insurexsolutions.com to learn more.

HealthCare Consumerism Solutions™ I www.TheIHCC.com I Annual Superstars 2014

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SOLUTION PROVIDER MEMBER PROFILES

WWW.THEIHCC.COM

EMPLOYEE ENGAGEMENT TOOLS

Avoid the the Cadillac CadillacTax! Tax! Consumer’sMedical Consumer Medicalhelps ResourceŽ your(CMR) employees helps answer your the five most important in healthcare: employees answer the fivequestions most important questions What do I have?

What I need? do I go? in healthcare: What do I do have?

WhatWhere do I need?

What will it cost?

How do I connect?

Where do I go? What will it cost? How do I connect?

CMR CMR helps helps leading leading Fortune Fortune 1,000 1,000 companies companies improve improve engagement, quality, and satisfaction engagement, quality, and satisfaction through through informed informed clinical clinical decision-making decision-making with with guaranteed guaranteed savings. savings. drive 70%70% of your “10% 10%ofofemployees employees drive of your cost. only help cost.Our Ourservices servicesnot not only help companies in in areas such companiessave savemoney money areas such as elective as reducing reducingunnecessary unnecessary elective surgeries, empower employees surgeries,but butalso also empower employees to make thethe most important makesome someofof most important decisions decisionsofoftheir theirlives.� lives.�

David J. Hines President and Founder

CMR delivers value by helping organizations take control of their healthcare costs. Find out what we can do for you. iÂ?Â?ÞÊ7>Â?Â?>Vi]ĂŠ ÂˆĂ€iVĂŒÂœĂ€ĂŠÂœvĂŠ >ÀŽiĂŒÂˆÂ˜}ĂŠUĂŠÂŽĂœ>Â?Â?>ViJVÂœÂ˜ĂƒĂ•Â“iĂ€ĂƒÂ“i`ˆV>Â?°VÂœÂ“ĂŠ Kelly Wallace, DiriVĂŒÂœĂ€ĂŠÂœvĂŠ >ÀŽiĂŒÂˆÂ˜}ĂŠUʓ>ÀŽiĂŒÂˆÂ˜}JVÂœÂ˜ĂƒĂ•Â“iÀ“i`ˆV>Â?°VÂœÂ“ĂŠ Çn£‡Ç䙇£ÇÓÇÊUĂŠĂœĂœĂœÂ°VÂœÂ˜ĂƒĂ•Â“iĂ€ĂƒÂ“i`ˆV>Â?°Vœ“ Çn£‡Ç䙇£ÇÓÇÊUĂŠĂœĂœĂœÂ°VÂœÂ˜ĂƒĂ•Â“iÀ“i`ˆV>Â?°Vœ“

SUPPLEMENTAL HEALTH

Transitions Optical, Inc. is the maker of TransitionsÂŽ lenses, the #1-eyecare professional recommended photochromic lenses worldwide.

t 5IF #FOFmUT "EWJTPS TPMVUJPO HVJEFT DPOTVNFST UP NBLF GVMMZ JOGPSNFE JOTVSBODF BOE CFOFmUT DPWFSBHF EFDJTJPOT t 5IF )FBMUI "EWJTPS TPMVUJPO ESJWFT CFUUFS IFBMUI CFIBWJPST CZ FOHBHJOH QBUJFOUT PO XFCTJUFT 1)3T BOE DBSF NBOBHFNFOU QMBUGPSNT

“CodeBaby is focused on creating solutions that communicate, educate, and elevate the entire healthcare consumerism experience throughout the consumer lifecycle. Our solutions provide organizations innovative ways to optimize their current platform while meeting the demand for an enhanced online experience.� — Dennis McGuire, CEO, Codebaby HEALTH DECISION SUPPORT TOOLS

TRANSITIONS OPTICAL 9251 Belcher Road Pinellas Park, FL 33782

800.533.2081 ext. 2262 www.healthysightworkingforyou.org

Transitions Healthy Sight Working for YouÂŽ is an education initiative that helps HR professionals and benefits professionals communicate the value of the vision benefit to employees. More information and complimentary education tools are available at HealthySightWorkingForYou.org.

“Don’t overlook your employees’ healthy sight when thinking about your business goals. A vision benefit that includes an eye exam and sight-optimizing eyewear helps ensure that employees see their best, so they can do their best work, directly affecting your business.�

88

Millions of consumers via benefits, health CODEBABY plan, and healthcare providers depend on 111 S. Tejon St. Suite 107 CodeBaby customer engagement solutions Colorado Springs, CO 80903 to make personalized and informed 877.334.3465 healthcare decisions. These major healthcare codebaby.com/online-solutions organizations experience overwhelming info@codebaby.com engagement, accuracy, and form completion results by using CodeBaby virtual assistant and engagement technology.

Annual Superstars 2014 I www.TheIHCC.com I HealthCare Consumerism Solutions™

Truven Health Analytics, formerly Healthcare at Thomson Reuters, delivers unbiased information, analytic tools, benchmarks, and services to the health care industry.

TRUVEN HEALTH ANALYTICS 6200 S Syracuse Way, Suite 300 Greenwood Village, CO 80111 734.913.3000

Hospitals, government agencies, employers, health plans, clinicians, and life sciences companies have relied on us for more than 30 years. We combine deep clinical, financial, and health care management expertise with innovative technology platforms and information assets to make health care better by collaborating with our customers to uncover and realize opportunities for improving quality, efficiency, and outcomes.

WWW.THEIHCC.COM

HSA/HRA/FSA TECHNOLOGY: ADMINISTRATION & MANAGEMENT

TSYS Healthcare® provides end-toTSYS HEALTHCARE end strategic payment solutions for 706.649.5080 consumer directed healthcare. We www.tsys.com/healthcare partner with benefits administrators, healthcare@tsys.com financial institutions, health plans, and software providers to navigate all aspects of HSAs, HRAs, FSAs, transportation accounts, cash reimbursements, and lines of credit. TSYS Healthcare cards offer participants the security they expect along with the ability to conveniently access funds from multiple accounts and manage their benefits payments with simplified single-card access. Clients and partners benefit from simplified processes, reduced paperwork and cost savings that can contribute to improved return on investment.

“We built the TSYS Healthcare platform to meet the market demand for reliable, configurable and intelligent solutions. Understanding the dynamic U.S. healthcare market, our customers rely on our option-driven system to prepare them for the future.”

— Trey Jinks, Group Executive, TSYS Healthcare HSA / HRA / FSA ADMINISTRATION AND FINANCE

WageWorks helps employers support consumer directed pre-tax benefit programs, including health care (FSA, HSA, HRA), wellness programs, commuting and

WAGEWORKS 1100 Park Place, 4th Floor San Mateo, California 94403 United States of America 888-9905099 www.wageworks.com

child and elder care. Wage Works also offers retiree health care and COBRA Services.

More than 100 of America’s Fortune 500 employers and millions of their employees use WageWorks.

SOLUTION PROVIDER MEMBER PROFILES

HSA ADMINISTRATION & FINANCE

At HSA Bank, we’ve been helping businesses HSA BANK optimize their health care spending for over 605 N. 8th Street Suite 320 15 years. We offer unmatched service and Sheboygan, Wisconsin 53081 expertise when it comes to health-based United States of America savings accounts. You can count on our 800.357.6246 dedicated business relations team for turnkey www.hsabank.com solutions and ongoing support that help your business and workforce save for a healthy future. To connect with your regional representative, call 866.357.5232 or visit hsabank.com.

“When implementing one of the first Medical Savings Account programs in the country, I had a belief that health care could be fixed with free-market principles. I still do. By adopting flexible and transparent practices that manifest core attributes of consumerism such as private exchanges, defined contributions, and self-funding; we will reform health care in our nation.”

— Kirk Hoewisch, Co-Founder and President, HSA Bank, a division of Webster Bank, N.A. HSA / HRA / FSA ADMINISTRATION AND FINANCE

Evolution1 and our Partners serve more EVOLUTION1, INC. than 9 million consumers, making us 952.908.9056 the nation’s largest electronic payment, www.evolution1.com on-premise and cloud computing sales@evolution1.com healthcare solution that administers reimbursement accounts, including HSAs, HRAs, FSAs, VEBAs, Wellness and Transit Plans. It is the only solution that offers a single end-to-end user experience, provides innovative auto-substantiation technologies, and automates workflow for Partners, employers, and consumers. It does all this on one technology platform comprised of 1Cloud™, 1Direct™, 1Pay™, 1View™, 1Plan™, and 1Mobile™. Evolution1 and our Partners are dedicated to delivering value, reducing costs and simplifying the business of healthcare.

“The combination of our innovative products will further our leadership position in a rapidly changing healthcare market. Together with our Partners we are committed to reducing costs and simplifying the business of healthcare.”

— Jeff Young Chairman and CEO, Evolution1

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RESOURCE GUIDE

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Listen Live Every Friday from 11a.m.-12 p.m. EST Listen on your mobile device.

Download on iTunes or Google Play Join the conversation by tweeting or emailing your questions to us in advance, during or after each show: Twitter: @The_IHC Email: dfield@theihcc.com

ADVERTISING INDEX AHIP ...................................................... 87

HSA Bank .............................................. 89

Allstate .................................................... 5

IHC 2015 Events ..................................7-9

Best Buy ........................Inside Back Cover

insurexsolutions ..................................... 86

Bravo Health .....................................66-67

Intrepid ............................................75, 87

Castlight Health ...............................27, 87

MasterCard ............................................ 86

Cigna ..................................................... 54

Onlife Health .....................................46-47

ADVERTISING CONTACTS

CodeBaby.........................................10, 88

PrivateHealthCareExchanges.com ............... 33

404.671.9551

Compass Health Care ............................. 83

SelectAccount........................................ 64

CEO/PUBLISHER

Consumer Medical ................................. 88

Transitions ............................................. 88

DataPath ..........................................20, 86

Truven Health Analytics ......................... 88

DentaQuest............................................. 58

TSYS Healthcare ..............................38, 89

Evolution1........................................14, 89

UMR ...................................................... 44

Flexible Benefit Service Corporation........ 86

UnitedHealthCare ..................... Back Cover

Foundation for Chiropractic Progress ...... 18

WageWorks ........................................... 89

HealthStat ......................Inside Front Cover

Wiser Together ...................................... 86

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

Doug Field

@

MANAGING DIRECTOR

Brent Macy ACCOUNT MANAGER

Joni Lipson DIRECTOR OF CONFERENCE SPONSORSHIP/ CORPORATE MEMBERSHIP/REPRINTS

Rogers Beasley rbeasley@theihcc.com

90

Annual Superstars 2014 I www.TheIHCC.com I HealthCare Consumerism Solutions™

REWARD THEM WITH A HEALTHY DOSE OF FUN Staying healthy feels better with Best Buy® gift cards.

GIFT CARD INCENTIVES As powerful incentives, Best Buy gift cards energize your health and wellness program by motivating people with the things they want most, from TVs to tablets to smart phones. They’re hard to resist and easy to redeem online or in store. For instant e-mail delivery and easy personalization, choose our popular e-gift cards. Make your wellness program even more rewarding.

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3TEPPING UP

to empower your employees with award-winning health resources

At UnitedHealthcare, we offer innovative tools that put members in touch with their information.

We’ve made it easier for your employees to find the right information at the right time (even on the go). s MY(EALTHCARE #OST %STIMATOR provides relevant information on care and estimated costs. s MY#LAIMS -ANAGER helps members understand, track and pay their medical bills online. s 5NITED(EALTHCARE (EALTH -E4- is an award-winning* mobile app that provides instant access to a family’s important health information. s MYUHC COMŽ is a resource for members, providing easy access to personal health care benefit information – whenever they need it.

Empower your employees. It’s good for their health – and the health of your business. &OR MORE INFORMATION VISIT WELCOMETOMYUHC COM OR CALL

*Produced by MediaPost Communications, a media, advertising and marketing news and events publishing company based in New York, the annual Appy Awards’ aim is to acknowledge extraordinary Applications, whether they be mobile, social, or Web-based. The Appys don’t discriminate by format, platform or device; instead, they focus on simply honoring the best Apps in all imaginable categories: http://appyawards.net/.

All UnitedHealthcare members can access a cost estimator online tool at myuhc.com. Depending on your specific benefit plan and the ZIP code that is entered, either the myHealthcare Cost Estimator or the Treatment Cost Estimator will be available. A mobile version of myHealthcare Cost Estimator is available in the Health4Me mobile app, and additional ZIP codes and procedures will be added soon. This tool is not intended to be a guarantee of your costs or benefits. Your actual costs and/or benefits may vary. When accessing the tool, please refer to the Terms and Conditions of Use and Why Your Costs May Vary sections for further information regarding cost estimates. Refer to your health plan coverage document for information regarding your specific benefits. Š2014 United HealthCare Services, Inc. Insurance coverage provided by or through UnitedHealthcare Insurance Company or its affiliates. Administrative services provided by United HealthCare Services, Inc. or their affiliates. Health Plan coverage provided by or through a UnitedHealthcare company. UHCEW686242-000