ISSUE || Annual 2015
201 5
Showcasing Innovative Health and Benefit Management
JOE JACKSON WageWorks’ CEO Challenging the Status Quo
Including Benefit Commerce Group, PlanSource, Sloan, Aetna and TASC The Top 10 Innovators: Jiff, Interactive Health, Doctor On Demand, Mercer and More
The Official Magazine of
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INSIGHT.
“I recognize gaps and the benefits of filling them with voluntary benefits. Transamerica gives me the tools to stay focused on packaged solutions.”
BOB HART
Paragon Partners Scottsdale, Ariz.
GAIN INSIGHT.
Paragon Partners likes to work with us because we have voluntary products that change the game and the tools to Transform Tomorrow.® Find out about both at www.transamericabenefits.com. Products underwritten by Transamerica Life Insurance Company, Cedar Rapids, Iowa. CHOINN-0514
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INSIDE
A W A R D S
(From the publishers of HealthCare Consumerism Solutions, the official magazine of The Institute for HealthCare Consumerism)
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The Institute for HealthCare Consumerism is proud to announce the recipients of the 2015 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 10th year of the awards, the Editorial Advisory Board has identified 30 leaders in a diverse range of categories after again receiving a record-setting number of nominations from the industry.
The Institute for HealthCare Consumerism congratulates the recipients of the 10th annual HealthCare Consumerism Superstars awards.
Most Innovative Benefit Plan Design & Implementation Award
Most Effective Employee Empowerment Award
16 Margie Rodino, Chief Talent Officer, Sloan Valve Company 17 Kelley Korte, Director of Benefits Planning & Strategy, American Greetings 18 Angie Stroupe, Director of Benefits & Wellness, AFL Telecommunications
25 Tina Foster, Director of Group Health & Welfare, Tyson Foods 26 Debbie Connelly, VP, Human Resources, Hyland Software 27 Andreas Pyper, Employee Wellness & Benefits Manager, County of Santa Barbara
Health Plan Innovation Award 28 Chris Riedl, Executive Director of Product Strategy & Management, Commercial Business, Aetna
Most Innovative Broker/Advisor Award 30 Scott Riordan, Director, Health & Welfare Services, Sentinel Benefits & Financial Group
Most Innovative Benefit Consultant Award
John J. Robbins Sr. Memorial HealthCare Consumerism Leadership Award 8 Joe Jackson, CEO, WageWorks
CEO Leadership Award 10 Pat Board, President & CEO, Union Health System 11 Scott Wood, Principal & CEO, Benefit Commerce Group 13 Dan Rashke, CEO, TASC 14 Dayne Williams, CEO, PlanSource
Most Effective Private Exchange Implementation Award 19 Doug Maher, Executive Director, Employee Benefits, EIIA
Most Effective Employee Health Management Award 21 Lynda Jeppesen, SVP, Human Resources, Larry H. Miller 22 Michael Koenig, Director of Finance, ALPLA, Inc. 23 Nicole Wright, National Benefits Manager, UNFI
31 Sander Domaszewicz, Principal, Mercer
Most Innovative Third Party Administrator Award 32 John Biwer, President, Discovery Benefits
Public Policy Leadership Award 34 John Hickman, Partner, Alston + Bird
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INSIDE & ONLINE
LEARN.CONNECT.SHARE.
INNOVATOR AWARD WINNERS 36 2015 Industry Innovators
39 Steve Adams President & CEO, Navera
37 Derek Newell
43 Sharon Cunninghis
46 Cédric Hutchings
Leader, Global Mercer Marketplace, Mercer
Chief Executive Officer, Withings
Chief Executive Officer, Jiff
41 David Hines 38 Cathy Kenworthy
Chief Executive Officer, ConsumerMedical
Chief Executive Officer, Interactive Health
42 Scott Decker President, HealthSparq
DEPARTMENTS
6 Publisher’s Letter Doug Field, CEO and founder, recognizes this year’s award recipients
48 Affiliate Member Profiles 50 Resource Guide & Ad Index
44 Adam Jackson
47 Steve Auerbach
Chief Executive Officer, Doctor On Demand
Chief Executive Officer, Alegeus Technologies
45 Marcee Chmait President, SpendWell Health
ON THE COVER: Joe Jackson, chief executive officer of WageWorks, 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 organizations in the consumer-driven health care movement, Jackson has been an effective and vocal proponent for CDHC both in Washington and the business community. The Institute for HealthCare Consumerism is honored to recognize Jackson with the 2015 edition of this prestigious award.
COMING UP NEXT: With the final issue of HealthCare Consumerism Solutions of 2015, The Institute for HealthCare Consumerism will continue its leading coverage of innovative trends in employer-sponsored health and benefits. In the Q4 issue, expert contributors will take a look at the legal ramifications of wearable devices in the workplace, voluntary benefits trends employers and brokers can expect for 2016, game design principles that can improve health benefits engagement, a year-end update on health accounts and much more. The Q4 HealthCare Consumerism Solutions magazine will publish the first week of December. Stay tuned. 4
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# hellowork There’s nothing like the smell of compliance in the morning.
Even before that first pot of caffeinated goodness, we’ve got tax and ACA regulation on the brain. Because at ADP, we’re always looking for new ways to pair innovative technology and human expertise to help you navigate risks associated with compliance. That way you can start your day by focusing on what’s important — whole milk or skim. Visit adp.com/hellowork and see how we can provide a more human resource for your business.
ADP and the ADP logo are registered trademarks of ADP, LLC. ADP A more human resource(SM) is a service mark of ADP, LLC. Copyright © 2015 ADP, LLC.
HR Solutions | Benefits Administration | Good Job
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A W A R D S
PUBLISHER’S LETTER
Showcasing Innovative Health and Benefit Management
www.theihcc.com VOLUME 11 NO. 5 | SUPERSTARS 2015
Congratulations to this Year’s Winners Without a doubt, the past year has been another exciting one in health and benefits, and as such, we are excited and honored to publish this 10th annual edition of the HealthCare Consumerism Superstars magazine. Since the last Superstars edition, product innovation has continued at the expected rapid pace; however, more importantly, employer adoption of new solutions — like telehealth, transparency and private exchanges — has also spiked. In this year’s issue, we attempted to show how these developing solutions are being effectively utilized inside workplaces. HR/benefits leaders like Margie Rodino at Sloan, Lynda Jeppesen at Larry H. Miller Companies and Kelley Korte at American Greetings are showing how a focus on health care consumerism can change the face of a workforce for the better. We are honored to highlight these individuals and many of their equally innovative peers in this magazine. On this year’s cover, we are recognizing Joe Jackson, the chief executive officer of WageWorks and an important voice in the shift to health care consumerism. As CEO of one of the nation’s leaders in consumer-directed benefits, Jackson has been a key figure in keeping HSAs safe and improving FSAs despite the many regulatory changes in Washington. Jackson believes that all workers should have access to these tax-advantaged benefits accounts, and under his leadership, WageWorks has worked diligently to make this a reality. For this year’s Industry Innovator section, you’ll notice that this year’s list is much different — in that it’s limited to only 10 winners. With the extent of product innovation in the market today, we whittled down hundreds of nominations for this section to just 10 business leaders that we believe have changed and are changing the face of employer-sponsored health and benefits. Our intent was to select one winner around each of the major categories that are making the most impact — telehealth, workplace wellness, health advocacy, private exchanges, health accounts, etc. In closing, I would like to personally thank everyone that helped with the production of this special annual issue. I sincerely hope all of our readers glean useful insights from this landmark 10th edition of HealthCare Consumerism Superstars. Nominations for next year’s awards will open on March 31, 2016 on our website; we look forward to reviewing your next nominations.
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Sincerely,
Karen Raudabaugh 404.671.9551 ext. 108 · kraudabaugh@fieldmedia.com HealthCare Consumerism Solutions™ Volume 11 Issue 5 Copyright ©2015 by FieldMedia LLC. All rights reserved. HealthCare Consumerism Solutions™ is a trademark of FieldMedia LLC. HealthCare Consumerism Solutions™ is published six times yearly by FieldMedia LLC., 292 South Main Street, Suite 400, Alpharetta, GA 30009. Periodical postage paid at Alpharetta, GA and additional mailing offices.
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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 jfield@fieldmedia.com. Permission to reuse content should be sent to jfield@ fieldmedia.com.
HATS OFF TO
JOE JACKSON
Joe Jackson CEO, WAGEWORKS
Recipient of IHC’s 2015 Top Honor John J. Robbins Sr. Memorial Healthcare Consumerism Leadership Award Thanks to Joe for his never-ending mission to improve the usefulness and flexibility of Consumer-Directed Benefits for the average working family.
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JOHN J. ROBBINS SENIOR MEMORIAL HEALTHCARE CONSUMERISM LEADERSHIP AWARD
Nothing Ventured,
O
How WageWorks CEO Joe Jackson is Leading
ver the last nine years, Joe Jackson’s dedication to service excellence has propelled WageWorks to a leading position in the marketplace. Jackson has been a champion for change, applying his determination and will to win to the company’s strategy as well as its efforts to improve consumer-directed benefits. He and his team were the driving force behind preserving flexible spending accounts and health savings accounts during the formation of the Affordable Care Act and in changing the FSA “Use It or Lose It” rule a couple of years ago. Jackson started his career at First Data Corporation, one of the world’s largest payment processing companies. There he traveled up the ladder, holding positions such as senior vice president, managing director and president for First Data Europe in the United Kingdom. He also served as president of Western Union Commercial Services, a subsidiary of First Data. In 2007, Jackson joined WageWorks as chief executive officer. A month into his new role, he assembled the company’s leaders for a strategic meeting. It was there that he established a new serviceoriented culture that his team embraced and immediately applied to everything they did. A sense of urgency and accountability became part of every client interaction and these values still permeate the company’s daily operations. Jackson credits any success he has attained to the strong work ethic that his parents instilled and his Midwestern upbringing. He
Joe Jackson
Chief Executive Officer Company: WageWorks Headquarters: San Mateo, Calif. Website: www.wageworks.com Nature of Business: Provides tax-advantaged consumer-directed health, commuter and employee benefit plans Key Executives: Colm Callan, CFO; Edgar Montes, COO; Kim Wilford, SVP, General Counsel & Corporate Secretary; Jody Dietel, Chief Compliance Officer
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is also quick to recognize and compliment the contributions of his management team and mentors.
Making His Case Jackson’s desire to improve the usefulness of consumerdirected benefits led to his involvement in policy. For three years prior to the passage of the Affordable Care Act, Jackson, along with some of his key colleagues and peers, spent time in Washington, D.C., educating Congress on the value of consumer-directed benefits for working Americans. There were countless meetings with lawmakers and key staff where he and his team repeatedly messaged the need to preserve FSAs and HSAs as a means for controlling out-of-pocket health care expenses and getting individuals more involved in addressing their personal health care needs. In addition to preserving FSAs and HSAs, he recognized the importance of establishing a cap on the dollars that could be put into an FSA. It was well understood that this would help in the team’s efforts to eliminate the Use It or Lose It rule. Once the $2,500 cap for FSAs was agreed to as part of the ACA, he and Jody Dietel, WageWorks’ chief compliance officer, started almost immediately reaching out to legislators, the IRS and Treasury to challenge the need for the Use It or Lose It rule. They, along with members of these agencies, industry colleagues and tax experts, then spent the next three years reviewing and analyzing relevant sections of the tax code to find a way for working Americans to participate in an FSA without the worry of losing money. After years of work and multiple meetings with members of Congress, Treasury and the White House, the IRS called WageWorks on October 31, 2013 to let them know they would be announcing the new $500 carryover provision later that day. As a result of Jackson’s persistence, and his thoughtful efforts over the years, FSA participation continues to rise as more and more companies adopt the carryover provision and more and more individuals realize the value of FSAs in helping them manage their rising out-of-pocket health care expenses.
Evolving with Health Care “In the nine years that I’ve been at WageWorks, I’ve seen seismic change [in health care],” Jackson said. “Developments
Nothing Gained the Way in Consumer-directed Benefits like the Affordable Care Act, the move to highdeductible health plans, the elimination of the ‘Use It or Lose It’ rule, and the rise in HSA participation all evidence the industry’s evolution over the past few years.” Jackson’s leadership through these changes has kept WageWorks at the forefront of innovation. They were one of the first administrators to offer a prepaid health care debit card, one of the first to provide an automated way to process claims, the first to offer a robust mobile platform and their WageWorks® EZ Receipts® mobile app is a differentiator in the market. “The innovations we have made at WageWorks have one common theme and that is to improve the participant experience when using one of our products,” Jackson said. “Going forward you should expect more of the same. One area in particular we are focusing on is mobile payments.” Not everyone can effectively lead a company and leave a lasting, positive mark on health care. Jackson’s leadership philosophy has enabled him to strategically propel his team forward. “Joe has assembled a high performing team,” said Edward Nafus, one of WageWorks’ board members. “Through the leadership of Joe and his team we have seen WageWorks flourish into a market leader in consumer-directed benefits. Joe has the tenacity and vision to challenge the status quo. He sets high standards and goals for himself and the WageWorks employees to perform at the highest level for their clients. Joe expects nothing but the best. He places his utmost trust in the WageWorks team and allows them the freedom to deliver excellent results.” In his 30-plus years of executive experience, Jackson has learned many things. “I have a greater appreciation now for the value of patience and how much, as a leader, your words and actions are noticed and influence those working with you and for you,” he said. “I
have also learned the importance of taking time to reflect, enjoying the moment, and being proud of your success rather than always rushing to tackle the next challenge.
Forward Thinking So what’s ahead for Jackson and WageWorks? “I believe we’ll continue to see significant expansion,” Jackson said. “Our industry is at a real inflection point now with the ongoing implementation of the Affordable Care Act and other legislative and compliance changes. Individuals and their employers seem to have a much better understanding and awareness of the value our programs offer now than they did even a few years ago. As the cost of health care continues to increase, both employers and employees have begun to realize the ‘win-win’ nature of consumer-directed benefit programs. In the future, I believe employees will have two types of accounts: a 401(k) for their retirement and an HSA or FSA to serve as their health nest egg. “It’s exciting to see how our industry is evolving. These changes will benefit WageWorks as well as all the other third-party administrators in our space. I can’t think of a more interesting industry to be a part of over the next several years and look forward to the future contributions my team and I will make to improving consumer directed benefits for working Americans.”
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CEO LEADERSHIP AWARD EMPLOYER CATEGORY
Creating a Healthier Community — One Employee and Patient at a Time
H
ospital systems are certainly not immune to the burden of escalating employee health care costs. That was the case at Union Health System in Terre Haute, Indiana, comprised of Union Hospital and UAP Clinic. With approximately 4,500 employees, UHS had annual health care cost increases between eight and 10 percent. Patrick Board, president and chief executive officer, UHS, and his leadership team recognized that such high annual increases were simply unsustainable, and finding a prescription for mitigating the system’s high cost of health care became a top organizational priority. Administration recognized that a vital component of accomplishing their mission was to assure employees work in an environment that promotes healthy lifestyles. Faced not only with rising costs but also with a lack of employee engagement circa 2006, UHS implemented a strategic redesign of its health benefit plan and introduced programs that successfully reduce employee health risk factors and better manage chronic illness. The initiative was designed to roll out in multiple phases with increasing employee involvement and engagement. It focused on three core areas: medical insurance, prescription drugs and wellness. A series of medical insurance adjustments gradually shifted a portion of costs to employees and aided in promoting efficient use of health care services. UHS also reduced costs by encouraging the use
Patrick Board President & CEO
Company: Union Health System Headquarters: Terre Haute, Ind. Website: www.myunionhospital.org Number of Employees: Approx. 4,500 Nature of Business: Union Hospital, Union Hospital Clinton and their network of primary care physicians join together to provide comprehensive care to residents of west central Indiana and eastern Illinois. Their facilities include two hospitals, 24 primary care physicians and six hospitalists. Key Solution Providers: Aegis Health Group
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Another impressive outcome — healthier employees.
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of generic drugs and utilization of its own pharmacies. Preventative drugs were offered at a lower cost to reinforce the plan’s wellness initiatives. Another inventive approach included incentives for disease management participation for out-of-pocket expenses and lower prescription drug costs. The third challenge, building employee commitment to achieving a healthier lifestyle, was addressed by providing a comprehensive plan focused on health and wellness that empowered employees to take charge of their own health. Numerous policies and programs were implemented including the requirement of employees and covered adults to complete a health risk assessment and biometric screening. Incentive discounts were offered for those passing the screening with 100 percent coverage of mammograms, PAPs, PSAs and colonoscopies. They also used analytics to identify patients for health coaching, added advanced wellness incentives for preventive care and disease guideline compliance and offered “Lunch & Learn” opportunities. In 2014, they introduced another engagement solution, OneCommunity, a population health website powered by Aegis Health Group. It offered participants the opportunity to schedule screenings and take their HRA online as well as access their personal health report, individual risk score, current health articles, content tailored to their health status and Fitbit integration. The health plan that UHS has honed and developed has delivered a number of tangible benefits. UHS experienced positive bottom line impact from the declining cost of their health benefit plan as well as a decrease in their per-enrollee cost. Comparing 2009 to 2014 for Union Hospital alone, costs per member per year were reduced by almost $2,300 and decreased 20 percent versus the industry’s 54 percent increase cost trend. Another impressive outcome — healthier employees. The most recent data shows physical exams passed in the past four years increased by 73 percent; a reduction in total body fat by 32.7 percent; tobacco use from 2012 to 2014 dropped almost 50 percent; decreased cost by 16 percent for hypertensive disease management participants; and a decline in ER visits of asthmatic disease management participants of 11 percent. “Our community starts with our employees,” Board said. “As we partner together to build a healthier workforce, the power of wellness is realized across the board. With a health plan that empowers and engages, everyone wins.” Taking both pragmatic and innovative approaches, Union Health System realized substantial savings in health care costs and improved employee health in a measurable way.
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CEO LEADERSHIP AWARD BROKER/CONSULTANT CATEGORY
O
Getting Results with Mix of Consumerism, Wellness
ver the past few years, many in the industry have debated the supposed results and return on investment from wellness and related health care consumerism strategies. But there’s no debating the results that Scott Wood, principal and chief executive officer at Scottsdale, Arizona’s Benefit Commerce Group, has returned for his client base. An industry veteran with over 25 years of experience, Wood has developed a truly unique approach to benefits consulting, one that is anchored on his deeply held belief that the only way to reduce health care costs is by changing behavior by creating a health care strategy that instills personal responsibility. Recently, Wood and the team at Benefit Commerce Group have quantified the results of 33 of their clients that have implemented the firm’s best practices strategies, primarily the firm’s exclusive Trend Neutralizer program. The inquiry found that these clients have saved over $55 million, and these are real savings without reducing benefits. In Wood’s approach, he focuses on creating real behavior change from employees — not just cost shifting — and changing how company leadership views employee health and benefits from a business perspective. Over the several years, he has helped CEOs, CFOs and HR managers view their health plans the same as other parts of their operations: with strategy and data-driven decisions. Wood helps his clients communicate the strategy and the benefits of being good health care consumers to their employees, motivating them to change their behavior. “Wellness engagement is a process that needs to be expanded year by year. Our programs focus on education, financial incentives and making it easy for employees. Education begins before and during open enrollment and continues throughout the year,” Wood explained. As a result, the firm’s clients have saved money, boosted employee morale and taken control of their health plans. Clients’ employees have discovered health risks they didn’t know they had, embarked on lifestyle changes and succeeded in improving their health. Wood’s other key benefit consulting principles and strategies include running your health plan like your business; assuring corporate/executive endorsement as a part of the strategic plan; implementing a full replacement, properly designed consumerdriven health plan; including incentives that align interests of the employer and employees; and communicating with employees to educate and motivate.
In 2014, Benefit Commerce Group teamed up with Milliman to provide the first Arizona Employee Benefits Benchmarking Survey designed for employers with 50 to 3,000 employees. “Available benchmarking data was national and only based on very large employers. Our market needed data specifically for Arizona mid-market employers to make data-driven decisions, and we have brought that to these employers. We provide this data at no cost to the employers that participate, even if they are not our clients,” Wood said. In its second year, Benefit Commerce Group and Milliman achieved a 40 percent increase in employers participating. With the
Scott M. Wood President & CEO
Company: Benefit Commerce Group Headquarters: Scottsdale, Ariz. Website: www.benefitcommerce.com Number of Employees: Approx. 35 Nature of Business: Benefit Commerce Group is a game-changing and awardwinning benefits consulting firm with decades of experience in developing employee plans that save money. Key Executives: Johnny Angelone, Principal; Chris Hogan, President; David Spellicy, Vice President, Senior Benefits Consultant; Peter Kuhn, Executive & Marketing Officer
results, Wood and his team have been able to illustrate specifically to clients and prospects how their benefit plan design, funding and contributions compare to their competitors and demonstrate areas where they can become more competitive and save money. Wood truly is an employee benefits expert — with 30 years of experience inside the health insurance industry and as a business executive. Unlike many of his peers, he continues to learn, adapt and bring new ideas to his clients and insurance companies. He believes that employers want solutions tailored for their own situations, with long-term, sustainable strategies that set a direction for their organizations. “The key is that wellness is not a one-size-fits-all effort. Both the programs and the incentives for engagement need to be tailored to the specific employer.”
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CEO LEADERSHIP AWARD TPA CATEGORY
A Legacy of Giving
S
uccessful companies often thrive — both financially and culturally — around a visible, dedicated and influential leader. As CEO of a third party administrator for employee benefits programs, Dan Rashke leads the charge on every aspect of Total Administrative Services Corporation’s strategy, mission, philosophy and culture. TASC turns 40 this year and under Rashke’s guidance has become the nation’s largest privately held third party administrator in America. Since he was named TASC CEO in 1995, Rashke has helped build it into a $100 million entity with customers in all 50 states served by nearly 900 employees nationwide. The company provides more than 15 innovative products and services that meet the various needs of clients. “TASC remains unique in the industry for our compensation and incentive program for TASC’s extensive network of distributors, enabling us to have nationwide reach with a local presence,” Dan Rashke said. “In addition, our innovative method of floating funds through the ebbs and flows versus funding of benefits at point of claim allows our customers to effectively and efficiently budget their health care spending. TASC has also become the compliance leader in the industry with release of our ERISA and other related compliance services. TASC was the first and only TPA to apply a functional work design and mass customization system similar to those utilized by manufacturers to the servicebased industry.” In addition to leading the business side of TASC, Rashke inspires a deep culture of philanthropy and giving back in TASC employees and the community through TASC Cares, the internal philanthropic side of TASC. “Much like our business where we feel it is important to take our economic returns and reinvest them in the business for our long-term sustainability and value, we also feel the same way related to taking a portion of our returns and investing them in our communities to achieve a long-term, sustainable value,” he said. “We extract a tremendous amount of value from the community which we live in, work in and serve, and we feel it is our responsibility to make investments in our community as a way of giving back.” Rashke lives out his beliefs — he’s the 2015 campaign chair for the United Way of Dane County and a member of the American Family
Children’s Hospital Development Partners Advisor Board, and the Meriter Hospital and Meriter Health Services board of directors. He also encourages TASC employees to volunteer by granting them up to five days of paid time off each year to contribute their time, money and minds to bettering the community. Rashke and his wife Patti also contribute to different organizations through TASC Cares. Recently, they were honored for gifting Meriter five years of free administrative services for flexible spending accounts, a donation that allowed the hospital to launch a new era in women’s health services for generations to come. In the last year alone, Rashke’s individual efforts, which include incalculable volunteer hours and many donations, have inspired TASC’s employees to contribute 1,900 combined hours of service and $202,000 to the United Way of Dane County. In 2014 Rashke also organized the company’s largest volunteer effort to-date, rallying 500 employees to help out at various nonprofit organizations around Madison — fittingly, in honor of TASC’s 40th anniversary. He’s been honored through the Ernst & Young Entrepreneur of the Year Award Program and the Wisconsin Better Business Bureau Torch Award Program for ethics and integrity. To those who know him, Rashke is more than just a CEO. Not only has his commitment to growth and innovation propelled TASC to become the nationally admired, $100 million company it is today, but the legacy he will leave behind is one defined by a desire to be part of a culture that strives to change the industry — and the world — for the better.
Dan Rashke CEO & Owner
Company: Total Administrative Services Corporation Headquarters: Madison, Wis. Website: www.tasconline.com Nature of Business: Third party administrator Key Executives: Cliff Mason, President; Steve Cable, Chief Operating Officer; Jim Gowan, Chief Sales Officer; Pam Reynolds, Chief Development Officer www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2015
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CEO LEADERSHIP AWARD SOLUTION PROVIDER CATEGORY
A
The Driving Force Behind PlanSource’s Growth
s the chief executive officer of PlanSource, Dayne Williams uses his extensive background in product and business development, from both the technology and staffing insurance industries, to continuously improve on how benefits are bought and sold. Under his leadership, PlanSource, the industry’s most flexible and extensible health exchange and benefits engagement platform in the cloud, achieved 41 percent year-over-year revenue growth in 2014 with over 8,000 employers and more than 3.5 million consumers on the platform. Not only is PlanSource growing, but it’s also growing correctly by earning an industry-leading +67 Net Promoter Score and a 99.8 percent revenue retention rate. For those who know Williams, this comes as no surprise. Even before joining PlanSource Williams was instrumental in orchestrating growth in prior roles. As founder and CEO of CoAdvantage, Williams helped expand the company from a professional employer organization to include broker services and a human resource outsourcing company. His experience and vision also led to the acquisition and significant growth of ZeroChaos during his time with CoAdvantage. Today, PlanSource provides benefits shopping, enrollment, billing and ongoing administration for thousands of employers. The company partners with leading insurance carriers, brokers and government entities to provide both exchange and non-exchange solutions to organizations of all types and sizes.
Dayne Williams
Chief Executive Officer Company: PlanSource Headquarters: Orlando Website: www.plansource.com
Nature of Business: Provides health exchange and benefits engagement platform in the cloud Key Executives: Scott Carver, President; Anita Messal, COO; Ryan Baldwin, CTO; Shane Streufert, CFO
PlanSource also provides a unique value proposition to employers, carriers and brokers. They built the first single-source multi-carrier Web-enabled benefits management and billing platform. By providing a single solution to manage benefits online, they’re able to automate otherwise manual and regulation-laden processes for employers and gives much needed cost-effective choice and guidance to employees. Carriers realize faster speed to market and increased product penetration by extending their brand through a white-label, API-enabled solution. This also allows brokers to increase their share of market, share of wallet and retention by lowering operating costs with a single embedded technology platform. Recently PlanSource completed a Series C funding round, resulting in Great Hill Partners investing $70 million into PlanSource. “2015 has been a standout year for PlanSource,” Williams said. “The partnership with Great Hill and this infusion of capital will allow us to continue to fuel our growth and speed the delivery of technology that is helping thousands of families shop, enroll and manage insurance and other essential benefits coverage.” William’s ability to succeed and move through any obstacle traces back to his college career. While attending Florida State University, Williams played football under Coach Bobby Bowden from 1986 to 1988. Initially joining the team as a walk-on free safety on the scout squad, Williams was moved to starting fullback at the start of the 1986 season where he excelled. In 1987, despite just carrying the ball 71 times for a total of 271 yards, he scored a staggering 15 touchdowns during the Seminole’s 11-1 campaign. He scored almost all of his touchdowns that season on a play called “34 Wham” that was essentially unstoppable. He is also part of college football lore with his role in the famous “Puntrooskie” play, which enabled the Seminoles to defeat the Clemson Tigers on their home turf in 1988. Throughout his life, both personally and professionally, Williams has kept that same teamwork and dedication-to-excellence mentality, carrying him to many victories.
Under his leadership, PlanSource, the industry’s most flexible and extensible health exchange and benefits engagement platform in the cloud, achieved 41 percent year-over-year revenue growth in 2014 with over 8,000 employers and more than 3.5 million consumers on the platform. Not only is PlanSource growing, but it’s also growing correctly by earning an industry-leading +67 Net Promoter Score and a 99.8 percent revenue retention rate. 14
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WOW!
Westgate Resorts does wellness right. food options in vending Healthy machines and break rooms, plus posted nutrition information
Programs on life issues, including alcohol and drug abuse exercise facility On-site and group fitness classes company Dedicated wellness committee
UMR is proud to recognize Westgate Resorts, a Central Florida Investments company, as a recipient of our Wellness Opportunities at Work (WOW) awards program. The WOW award honors organizations who, in partnership with UMR, demonstrate a commitment to improving their employees’ quality of life through a comprehensive, worksite health promotion program.
Find out what enhancing wellness opportunities @ work can do for your company. Visit UMR at the IHC Forum West in Las Vegas (booth #205), or contact Mike Benson at 715-841-6112.
SUPERSTAR 2015 AWARD WINNER
Margie Rodino
MOST INNOVATIVE BENEFIT PLAN DESIGN AWARD
Chief Talent Officer
Creating Healthier, More Productive Employees at Sloan
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s chief talent officer for Chicago-based Sloan Valve Company, Margie Rodino has developed innovative benefits and wellness strategies that have helped curb rising costs and, more importantly, also contributed significantly toward employee total wellbeing. When she started at Sloan in 2009, she began looking at the company’s benefits offerings much more strategically. At that point, “all that was really done was medical plan renewals,” she recalled. With Rodino at the lead, the company began looking into how employees’ overall wellbeing was affecting job performance and satisfaction. Along with Mercer consultants, they looked at the history of our benefits and medical claims, with particular focus on the top conditions that were causing our employees to need medical assistance. By addressing several chronic conditions, they realized they could significantly reduce costs while increasing employee wellbeing. Initially the focus was on smoking cessation but soon moved on to obesity, high blood pressure and diabetes. Being a 109-year-old company, Sloan has members of its current workforce that are the fourth generation employees. The company has an almost family-like feel, and as such, many of the company’s employees were initially resistant to some of the benefits changes. Despite some initial resistance to both new wellness programs and benefit plan designs, Rodino and her team continued to communicate the benefit of each employee being accountable for their own health. And to ease the transition to their high deductible health plan, for example, the company funded an HSA, showing a commitment to supporting employees through the change. In 2011, Sloan amplified its commitment to wellness. Partnering with Mercer, the company built and launched a comprehensive five-year wellness strategy. The program has been built over the last four years and has culminated in an even greater vision, with the launch of Sloan’s Well Being Campaign, a holistic approach that focuses on physical wellness, financial wellness and mental health. The Well Being Campaign will start with Sloan’s 2016 annual open enrollment, and Rodino has
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focused on three areas to help enable employees to take accountability for their well being: education, wellness incentives and the company’s onsite clinic. For Rodino, wellness education is key to providing actionable information to her employees. Through education, employees can better understand how to navigate the health care system and how to practice healthy living. Beginning in 2012, Rodino’s HR team, along with Aetna, began hosting a series of educational sessions to inform employees about health care reform. The company today has implemented weekly lunch & learns to further educate employees on all things wellness. The sessions are every Thursday in Sloan’s cafeteria for all employees to attend and are taught by the staff from Sloan’s onsite medical clinic and the employee assistance provider, as well as internal resources. Topics include exercise, safety, mental health and wellness topics, such as managing high blood pressure and the importance of biometric screenings. Over the years, Sloan has expanded their wellness program to include group activities, such as Zumba, core training, bike to work, smoking cessation and the walking club, where employees walk together outside during break and lunch times. Rodino has created contests and challenges that encourage wellness and offer participation incentives. For example, Rodino has been running The Biggest Loser Contest at Sloan since 2012 and has awarded over $15,000 in prizes to employees to recognize and reward weight loss. The Sloan Family Health Center was opened in June of 2014 and has become a cornerstone of Sloan’s health and benefits strategy. The clinic provides onsite medical treatment for preventive screenings, acute care and disease management at Sloan’s Franklin Park facility. In the first year of the clinic’s existence, the company witnessed just under 2000 clinic visits. Under Rodino’s leadership, Sloan has created a comprehensive benefits package that’s driven by empowering employees to take control of their own health and related finances and by a caring for a loyal, dedicated employee population. But they are always innovating; plans for 2016 and beyond include an increased focus on transparency, telehealth and financial wellness.
Company: Sloan Valve Company Headquarters: Franklin Park, Ill. Website: www.sloanvalve.com Number of Employees: Approx. 1,000 globally Nature of Business: Since 1906, Sloan has been the world’s leading manufacturer of waterefficient solutions that are built to perform, guaranteed to last, and are designed with the hopes of promoting a healthy environment through water conservation. Key Executives: Parthiv Amin, VP of Marketing; Jim Cutler, Chief Supply Chain and Operations Officer; John Aykroyd, VP of Business Development Key Solution Providers: Mercer, Aetna, Buck Consultants, Perspectives EAP, Bank of America
SUPERSTAR 2015 AWARD WINNER
Kelley Korte
Director of Benefits Strategy & Planning
Company: American Greetings Headquarters: Cleveland, Ohio Website: corporate.americangreetings.com Number of Employees: Approx. 28,400 Nature of Business: American Greetings concepts, creates and distributes products that are designed to meet consumers’ needs to connect, express and celebrate. The company sells cards under several brands. Other products include gift wrap and bags, party goods, stickers and stationery. Key Executives: Zev Weiss, Co-Chief Executive Officer; Jeffrey Weiss, Co-Chief Executive Officer; John W. Beeder, President and COO; Gregory M. Steinberg, CFO; Brian T. McGrath, SVP, Human Resources Key Solution Providers: HealthAdvocate, LiveHealthier
MOST INNOVATIVE BENEFIT PLAN DESIGN AWARD
Cultivating a Caring Culture with Consumer-Centric Benefits
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or more than 100 years, American Greetings has strived to make the world a more thoughtful and caring place. Their employee benefits program today supports this purpose by empowering employees to care for themselves and their families. Just five short years ago, the company offered CDHPs as a choice in a broader mix of plans — but less than 20 percent of associates were enrolled. Wellness was minimally promoted, and resources to empower and engage were slim. A “one-size-fits-all” communication program provided no consumerism tools. Around this time, Kelley Korte joined American Greetings as the director of benefits planning. Under her leadership, the benefits team designed a robust consumer-centric benefits strategy that features a highly engaged wellness program and a high-touch communication campaign to empower and engage associates.
Three premium reduction opportunities are available to all employees, regardless of the health plan selected. And employees are seeking preventive care at an average 20 percent per year increase, correlating lower disability incidence. American Greetings has made the HealthAdvocate program available to help associates become better consumers of health care choose a medical plan, provide consumerism considerations and coordinate vendor and provider situations. In addition, the company has partnered with LiveHealthier to provide premium credit tracking, personal wellness tracking, lifestyle and condition management programs, pedometers and other resources. In addition to HealthAdvocate and LiveHealthier, the robust wellbeing program also includes health coaching, incentives, contests,
Three premium reduction opportunities are available to all employees, regardless of the health plan selected. And employees are seeking preventive care at an average 20 percent per year increase, correlating lower disability incidence. At the core of the new program was a commitment to provide plans, tools and incentives to help associates and their family members make smart health decisions, improve their health and save them money. Through a comprehensive re-design with an eye on education and “meeting them where they are”, a new AG communication program supports this engagement and empowerment. Korte’s team also built a new wellness program — livewell @ American Greetings — to help manage health plan costs and implemented suite of consumer-focused plans and resources support employees based on their priorities and life stages. Fast forward to 2015, and the company is seeing remarkable results. Two of the three health plans now offered are HSA-based CDHPs, and over 80 percent of associates are enrolled in a CDHP plan. The company contributes to the HSA for both CDHP plans, and opportunities to win additional AG HSA contributions are available via consumerism and wellness-related contests.
site-specific programs and incentives, fitness facilities, onsite support through trainers, classes, nurses, dieticians and more. Employees are further empowered via enrollment decision support, cost estimators, incentives, onsite resources, management promotion, sharing success stories and peer-to-peer engagement. Today, AG associates appear to be making more educated plan selections, using the benefit plans much more thoughtfully and engaging in supportive wellbeing and educational programs. Individuals have shared how the wellness programs and the overall environment has helped them make changes to be healthier, happier and more productive. The strategic approach led by Korte and her team at American Greetings has been well-executed over a number of years to engage the associates in a journey rather than a sprint. Combining plan design, wellness, engagement strategies and incentives and more, AG’s consumer-centric benefits strategy has demonstrably been a success.
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SUPERSTAR 2015 AWARD WINNER
Angie Stroupe
MOST INNOVATIVE BENEFIT PLAN DESIGN AWARD
Director of Benefits & Wellness
Creating a Better Workplace
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n just five years, Angie Stroupe, AFL’s director of benefits and wellness, has transformed AFL’s health and wellness program. Through her leadership, the company now has an on-site clinic and has grown the program from two days a week to five days and includes spouses and adult dependents. In the beginning, she and her team focused on disease management while offering episodic care. “This drew people to the clinic and built trust on the employee level,” said Ashli Morgan, HR generalist at AFL. “Later she added a wellness plan that promoted preventative practices while offering an incentive to employees and spouses to participate. As a result, a few early stage and highly treatable conditions have been found. I estimate that around 70 percent of our employees, from production to the president, use the clinic. “Angie helps educates the onsite practitioners to guide employees to the most affordable care and Rx offered by our specific plans in addition to local promotions (for example, free antibiotics at Publix). On top of this Angie promotes the clinic and our plan with on site wellness education that includes everything from nutrition to financial wellness. We have a mobile fruit and vegetable market on site weekly and access to health training via the Web. Angie is very passionate about her work and this is infectious to our employees.”
also someone’s mom, dad, son, daughter, brother, sister and friend,” Stroupe said. Because AFL’s leadership team fully supports the wellness initiatives, Stroupe believes that they have bypassed many obstacles. “Getting started is the hardest part,” she said. “It is natural in business to look for hard dollars and return on investment, but some things cannot be accounted for. Finding cancer in stage one, uncovering high cholesterol before a heart attack as a result of an incentivized annual physical cannot be accounted for, but it saves a lot of money and sometimes more importantly, it saves a life.” Though she’s accomplished much at AFL, Stroupe is especially proud of spearheading the onsite clinic. “Our associates are so appreciative and the leadership team who supported the initiative (and use it) can see the benefits,” she said. “Not to borrow too much from Nike, but if you are thinking of starting an onsite wellness clinic or sponsoring a wellness plan — JUST DO IT! It makes for a much better workplace!” Stroupe also has other initiatives in the pipeline, including financial wellness. “Stress as a result of financial wellness is another area where people struggle. We are currently looking at solutions to help associates better manage their
“It is natural in business to look for hard dollars and return on investment, but some things cannot be accounted for. Finding cancer in stage one, uncovering high cholesterol before a heart attack as a result of an incentivized annual physical cannot be accounted for, but it saves a lot of money and sometimes more importantly, it saves a life.” Stroupe’s introduction of corporate health and wellness has lowered or removed several barriers to care, keeping associates healthier. “Statistics say that 75 cents of every dollar spent on health care is for something that could have been prevented. We want our associates to have access to preventative services and disease management to prevent (or catch it very early) the very bad things from happening. They are not only associates but are
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money,” she said. “Many times companies talk about retirement when more than 75 percent of associates are living paycheck-to-paycheck and/or struggling with student loans and credit card debt.” As others have noted, Stroupe is very passionate about her work and many of AFL’s employees have caught her enthusiasm and developed the same passion about their health and wellness.
Company: AFL Headquarters: Duncan, South Carolina Website: www.aflglobal.com Nature of Business: Manufacturing, engineering and installing fiber optic products and equipment for communications providers Key Executives: Jody Gallagher, President & CEO; Lisa Gunton, VP of Human Resources; Rob Crowder, VP Finance, CFO and Secretary
SUPERSTAR 2015 AWARD WINNER
Doug Maher
Executive Director of Employee Benefits
Company: Educational and Institutional Insurance Administrators (EIIA) Headquarters: Chicago Website: www.eiia.org Number of Employees: 38 Nature of Business: A not-for-profit organization that provides insurance and risk management services to its member institutions of higher education Key Executives: Siri Gadbois, President & CEO; Marion Hernandez, Vice President, Employee & Student Benefits; Anthony Hipp, Vice President, Employee & Student Benefits Key Solution Provider: ConnectedHealth
MOST EFFECTIVE PRIVATE EXCHANGE IMPLEMENTATION AWARD
Helping Academic Institutions Solve the Benefits Question
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oug Maher has an unusual challenge. As executive director of employee benefits for Chicago-based Educational and Institutional Insurance Administrators, he helps private colleges and universities offer strategic benefit packages that are both sustainable and competitive. Working with over 70 academic institutions across the United States, Maher has become adept at finding effective benefits solutions that fit the unique workforces at higher education institutions. The diverse employee populations at the campuses — all of which have different training, education, income brackets and full- and part-time employment statuses — require a forward-thinking approach to ensure that the wide range of needs of each individual is met when it comes to affordable health benefits. After learning about private health insurance exchanges, Maher decided to see if this emerging model could help his clients with their unique benefits needs. When starting the due diligence process, Maher was particularly interested in whether a private exchange could have sufficient flexibility to administer a range of benefits while offering a personalized approach for each employee – whether that’s a senior-level professor or staff making just above minimum wage. He was looking for a technology partner that could customize for the nuances of each individual campus. Given that this would be a wholesale change for everyone, Maher sought support with strong internal communication, and he also wanted to find a partner that would allow EIIA to create their own exchange brand. After evaluating a number of exchanges, Maher and his team decided to partner with Chicago-based ConnectedHealth to launch a co-branded version of their Smart Choices™ Marketplace for EIIA’s member institutions called My Benefit Basket. The decision to partner with ConnectedHealth was driven in large part by ConnectedHealth’s hybrid shopping platform that allowed EIIA to offer a range of benefits to the entire workforce of each institution — group-eligible and part-time employees. Maher and the team at ConnectedHealth first worked to
create a pilot program that tested different offerings of medical and ancillary benefits. The purpose of the pilot was to see if there were differences in adoption rates by the member institutions. The other goal of the pilot was to create a flawless “go-to-market” strategy that would anticipate and resolve concerns his clients may have about private exchanges. EIIA’s colleges weren’t unhappy with their current benefits, so Maher knew that an emphasis on communication would be important. He worked with ConnectedHealth to develop webinars, live presentations and other communications that highlighted two big advantages of their new technology: 1. Responding to the entire workforce. No matter who they are and where they are in their lives — each institution’s employee would receive personalized recommendations about their coverage options, guiding them to a deeper understanding of how to achieve health and financial security. 2. The integrated administrative system behind the exchange platform simplifies HR functions for the institutions — as many EIIA member organizations have oneperson HR “teams”. In June 2015, EIIA launched its first exchange to a college institution with about 220 employees — one of the first benefits strategies of its kind within the higher education community. The pilot was considered a success as open enrollment went without a hitch. Maher and his team are now working with three other institutions during this fall’s open enrollment to get them onto the My Benefits Basket exchange. By the end of the year, he expects to have over 2,000 benefit-eligible employees on the platform. And level of interest from other EIIA members has been high. After witnessing high satisfaction rates for the early adopters, Maher now has five to 10 institutions that are looking to do an off-cycle implementation in the spring to prepare for 2017.
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People People empowered empowered We provide technology-enabled We provide technology-enabled enterprise solutions that empower enterprise solutions that empower people to improve their health people to improve their health behaviors and make smarter behaviors and make smarter healthcare decisions. healthcare decisions. Want to hear more Want to hear more about RedBrick Health? about RedBrick Health?
Join Karin Bultman, Join Karin Bultman, VP of Market Development, VP of Market Development, for a discussion on: for a discussion on: Managing Health and Managing Health and Wellness in the Digital Age Wellness in the Digital Age IHC FORUM West—SESSION 407 IHC FORUM West—SESSION Wednesday, November 18th, 407 2015 Wednesday, November 11:00 a.m. – 12:00 noon 18th, 2015 11:00 a.m. – 12:00 noon
SUPERSTAR 2015 AWARD WINNER
Lynda Jeppesen
Senior Vice President of HR, LHM Group
MOST EFFECTIVE EMPLOYEE HEALTH MANAGEMENT AWARD
A Catalyst for Change Company: Larry H. Miller Group of Companies Headquarters: Sandy, Utah Website: www.lhm.com Nature of Business: The LHM Group is comprised of more than 80 businesses and properties, operating in 46 states and employing nearly 11,000 people. Key Executives: Gail Miller, Owner; Clark Whitworth, CEO; Dean Fitzpatrick, President, Larry H. Miller Dealerships; Steve Starks, President, Larry H. Miller Sports & Entertainment; Scott Bates, President, Miller Family Real Estate; Bryant Henrie, President, Prestige Financial; Bryant Henrie, President, Total Care Auto - Powered by LandCar
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hen LHM Group lost its owner, Larry Miller, to complications from type 2 diabetes, the company not only mourned his untimely passing but also realized they needed to address health and wellness with the rest of the company family. “If diabetes can claim the life of someone so vibrant and intelligent, then who else is affected by this insidious disease and what can be done to lessen its impact?” said Lynda Jeppesen, senior vice president of human resources. “[Out of that] the group’s wellness initiative, Fit for the Future, was born.” Jeppesen spearheaded the new health and wellness initiatives, with the goal of improving engagement, lowering program costs and strengthening and developing the existing incentive platform. It didn’t come without challenges, though. “Not everyone embraces the concept of wellness, just as a few decades ago, not everyone embraced the concept of safety as an essential ingredient in the workplace,” she said. “As such, some managers have embraced wellbeing as a methodology to establish a culture of caring, engagement and team spirit. The wellness initiative has sought out employee champions at every location who carry the wellness
employees walk an average of 9,400 steps, and stay active for an average two hours and 58 minutes each day — all tracked and validated by their Sonic Boom activity-tracking devices. Since the enhanced program was introduced, wellness has become an everyday initiative at Larry H. Miller. “It’s the first time in my HR career that I have had employees approach and thank me for a program, which impacts the health of the employee and their spouse. It’s been an overall positive experience,” Jeppesen said. “When we first began the program, we had participants lose up to 30 pounds in 10 weeks. The buzz was fantastic and created momentum.” Jeppesen and her team utilize Sonic Boom’s incentive-management system to consolidate a wide variety of vendor activities into a single, streamlined incentive platform. Each employee’s profile displays a list of eligible activities, goals, potential incentives and deadlines. The employee is able to view progress towards each goal on a colorfully organized, interactive, single-screen profile — accessible on both their computer and mobile device. To determine a member’s baseline health status, and to encourage progress towards personal health
“The wellness initiative has sought out employee champions at every location who carry the wellness banner. The program engages employees with challenges and fun activities and rewards those participants. The goal is to create a team spirit regardless of participation level.” banner. The program engages employees with challenges and fun activities and rewards those participants. The goal is to create a team spirit regardless of participation level.” Today, nearly 60 percent of eligible employees are actively engaged in the program crafted by Jeppesen and the innovative health and benefits team, according to their partner SonicBoom. With a plethora of vendors combining to offer innumerable health and wellness options, employees are encouraged to improve their everyday health choices and lead more active lives. In fact, Larry H. Miller
goals, Larry H. Miller’s dynamic plan design requires the completion of a health assessment to unlock additional incentive opportunities. In addition, members access a multitude of opportunities to earn incentives. Employees can earn up to $50 discount on their medical premium. In the past two years, participation has increase by 11 percent and overall wellness program costs have significantly decreased. “I receive notes from people who have stopped smoking or have lost enough weight to remove them from medication,” Jeppesen said. “I truly believe we have saved people’s lives. That’s the reward.”
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SUPERSTAR 2015 AWARD WINNER
MOST EFFECTIVE EMPLOYEE HEALTH MANAGEMENT AWARD
Michael Koenig
Director of Finance/Corporate Treasurer
Manufacturing a Motivational Wellness Package
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ustria-based ALPLA, Inc. is a world leader in plastic packaging solutions. With approximately 2.4 billion plastic bottles to be produced this year in the U.S. alone, it’s likely that the company manufactured half of the bottles in your household. Globally, ALPLA employs nearly 16,000 employees in 48 countries. In the United States, the company has approximately 1,100 employees in 15 manufacturing facilities in eight states. ALPLA’s national service center for the United States sits just outside Atlanta. Based at the Atlanta facility, Michael Koenig, the company’s director of finance and corporate treasurer, has worked for nearly a decade to make wellness a priority at ALPLA. When he started at the company over seven years ago, he had to start essentially from scratch. The company did not have
Koenig began traveling across the United States, visiting the company’s various facilities and encouraging a culture of wellness. Koenig and his team selfdeveloped the wellness program. An employee created the company’s wellness logo that is visible in all facilities, and leadership has been vocal about their support and has insisted on leading by example. The company began hosting wellness fairs, sponsoring 5k and 10k runs, encouraging healthy eating, smoking cessation and much more. Roughly a year and a half ago, ALPLA begin working with consultants at Atlanta-based Intrepid to boost the wellness efforts. The outside consultants have reinforced the wellness culture that Koenig and his team have worked to instill and have brought an influential outside voice to the programs. Intrepid has served as support staff
The culture of wellness is starting to spread globally. International leaders at ALPLA are beginning to understand the results at ALPLA’s U.S. locations and are starting to realize the connection between physical wellness and employee engagement. a wellness program, but Koenig was familiar with workplace wellness through his previous employer. When he took over the company’s insurance program, he initially said, “Listen. We need to be self-insured, and we need to convince the employees that they have a horse in the race. If they’re better consumers, ALPLA can help keep premiums lower.” From this day on, Koenig made it a mission to instill wellness into the company’s culture. He began researching wellness initiatives and visiting other work sites, including Chickfil-A, a recognized leader in employee wellness, to determine what initiatives would work best for ALPLA. Yet, he was initially met by some resistance by some employees. “At first, some employees said ‘this is none of your business’,” Koenig said. “I experienced that and a lack of trust. After a few years, employees began to trust the employer more and more. When they started seeing the benefits to them [in terms of lower premiums], they feel much better about it.”
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for the wellness program and have also introduced online wellness videos that employees can watch at the office or at home. Today, Koenig reports that wellness is now a very prominent part of ALPLA’s culture. This year the company has had two employees that each lost about 130 pounds, and they have had about a 60 percent reduction in tobacco usage. Koenig also notes that the culture of wellness is starting to spread globally. International leaders at ALPLA are beginning to understand the results at ALPLA’s U.S. locations and are starting to realize the connection between physical wellness and employee engagement. Based on the success of current programs, Koenig plans to continue to expand the initiatives, hoping to reach the minority that remains unengaged. The company also plans to expand toward more overall employee wellbeing, adding components that focus on mental and emotional health.
Company: ALPLA, Inc. Headquarters: McDonough, Ga. Website: www.alpla.com Number of Employees: 1,100 U.S. Employees Nature of Business: One of the world’s leading companies in the packaging solutions sector Key Partner: Intrepid
SUPERSTAR 2015 AWARD WINNER
Nicole Wright National Benefits Manager
MOST EFFECTIVE EMPLOYEE HEALTH MANAGEMENT AWARD
A 360-degree Approach to Health Company: United Natural Foods, Inc. Headquarters: Providence, Rhode Island Website: www.unfi.com Nature of Business: Independent national distributor of natural, organic and specialty foods and related products Key Executives: Michael S. Funk, Chair of the Board; Steve L. Spinner, President and CEO Key Solution Provider: Bravo Wellness
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t seems only natural that a company devoted to providing consumers with healthy food would also make health and wellness a priority for its employees. At United Natural Foods, Inc., that’s exactly what’s happened. Under the guidance of Nicole Wright, UNFI’s wellness efforts have resulted in an entire population of healthier employees. “Without our health, we cannot enjoy life or build the wealth necessary to enjoy our lives,” Wright said. “As employees, we spend a good portion of our day in the work environment; therefore, having an organization culture of wellness provides the support each individual needs in order to make good choices every day.” An estimated 98 percent of eligible employees currently participate in UNFI’s wellness initiatives. That number has significantly grown since 2013 when UNFI switched from a participation-based program to an outcomes-based one, utilizing Bravo Wellness as their third-party vendor. This resulted in major changes in UNFI’s overall employee health, according to Bravo. Employees lost more than 18,000 pounds. Twenty percent of obese employees moved to a healthier BMI, and over 2,000 participants moved to healthier blood-pressure categories. More than 50 percent pre-diabetic or diabetic glucose levels decreased their risk, and now less than 19 percent of employees have more than one high-risk factor. These results haven’t come without challenges, though. “Given the demographics of our organization, our biggest challenge has been reaching our associates,” Wright said. “The majority of our workforce includes warehouse associates who do not typically have access to computers or the internet during the day. This limits our capabilities to communicate with them through electronic means. In order to overcome this, we partner with our local HR business partners and the distribution center leaders to disseminate the information in person, on bulletin boards and through the daily stand up meetings. Another great tool is home mailings, which also allows spouses to see it.
“Another challenge is helping our associates sustain the permanent healthy lifestyle that allows them to live long, healthy lives. We conduct physical activity challenges, mostly in the form of walking, so that everyone can participate. We’re currently working with Bravo Wellness to pilot wellness challenges that allow our associates to track physical activity, not just steps, and the foods that they eat.” Wright’s focus on health and wellness has helped improve many employees’ lives and even led to early detection of life-threatening diseases. “We recently had an associate obtain their routine physical, which lead to a routine breast exam and mammogram,” she said. “Ultimately the associate was diagnosed with breast cancer but she was able to catch it early enough. Another associate, with the help of our wellness coaches, was able to lose a considerable amount of weight, reduce the risk of heart disease and is on the way to living a much healthier lifestyle. These are just a small sampling of the stories that make me feel good about the work that I do every day.” The team at Bravo Wellness has seen firsthand Wright’s dedication to wellness and how it affects everything she does. “Not merely interested in maintaining their success, Nicole strives to evolve UNFI’s wellness program — moving the plan goals closer to optimum measures so that the outcomes are more meaningful, resulting in actual health improvement,” Bravo’s team said. For Wright, seeing employees improve their lives is worth it all. “We’re getting 98 percent utilization in our medical plan. That to me is music to my ears! Folks are using the benefits — specifically the preventive and alternative care (acupuncture, Chinese medicine, homeopathic) — to engage with their health care providers,” Wright said. “We’re seeing that our associates are making big wins in their health by going to their medical provider, having preventive exams, and we’re rewarding them through our outcomes-based wellness program.”
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Nicole Wright, UNFI
Most Effective Employee Health Management Award
Tina Foster, Tyson Foods
Most Effective Employee Empowerment Award
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SUPERSTAR 2015 AWARD WINNER
Tina Foster
Director of Group Health & Welfare
MOST EFFECTIVE EMPLOYEE EMPOWERMENT AWARD
Pilot Program Pays Off Company: Tyson Foods, Inc. Headquarters: Springdale, Arkansas Website: www.tysonfoods.com Nature of Business: An international leader in the food industry, especially chicken, beef and pork Key Executives: Donnie Smith, President and CEO; Andy Callahan, President of Retail Packaged Brands; Hal Carper, EVP of Strategy and New Ventures; Sally Grimes, President of International and Chief Global Growth Officer Key Solution Provider: Bravo Wellness
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s a multinational food manufacturer with approximately 124,000 employees worldwide, Tyson Foods continually seeks to improve the overall health of its employees and maintain sustainable heath care costs. In the fall of 2013, under the direction of Tyson Food’s Director of Health and Welfare Tina Foster, the company began conducting biometric screenings with a pilot group consisting of management, management support and technical support team members — altogether more than 14,000 people. This was phase one of a two-part wellness incentive program Foster developed and implemented with Bravo Wellness. “The original goal was to have participants know their health numbers and then work to improve their risk factors,” Foster said. “The screenings included height, weight and waist measurement to determine a BMI calculation, blood pressure, LDL cholesterol, glucose and nicotine swab. These results set the baseline for health improvement toward meeting screening goals for future years. For their participation, team members received their confidential health results and also avoided a $60 per month medical plan premium increase in 2014. Over 98 percent of team members participated during this initial rollout. Custom support programs were implemented for each risk factor and offered to participants at no cost.” Committed to making the program a success, Foster spearheaded numerous meetings with the management teams and communicated the program and its benefits often. As team members from
process. In 2015, team members paid an additional monthly medical plan fee in 2015 for each screening goal failed (up to $100 per month). The respective screening goals were liberally set and alternative methods of meeting the goals were offered. The aggregate screening results appear to have influenced a positive behavior change within the pilot group year-over-year. “Including spouses, more than 19,000 members participated (over 96 percent participation) in the wellness screening program. Tyson is now evaluating the merits and executional challenge of expanding this wellness program pilot to the hourly team members,” Foster said. “The biggest challenge during this initiative has been helping our members feel comfortable with the confidentiality of their results and the screening process. Other challenges include the logistics of scheduling onsite screenings at 109 Tyson locations within a four-week period and complaints around the additional health plan costs for failed goals if the participants do not take the initiative to exercise their right to an alternative goal. “We are very proud, though, of the positive feedback we’ve received, including hearing about lifesaving stories throughout the screening process and seeing our first-year results.” Foster’s leadership and hard work has been key to the early success of Tyson’s wellness initiatives. “High participant engagement and results like these do not come easy,” said Jim Pshock, CEO of Bravo Wellness. “Tina’s hard work and tenacity, along with support from Lee and Donnie, paid off.
“The biggest challenge during this initiative has been helping our members feel comfortable with the confidentiality of their results and the screening process.” Bravo Wellness relate, it wasn’t enough for Tyson’s management to simply buy into the idea of wellness; they had to believe in the message and filter it from the top down. Weekly leadership calls with Tyson’s President and CEO Donnie Smith were another avenue to express the importance of this program. In the fall of 2014, biometric screenings were again conducted for the pilot group, moving toward a results-based wellness program, and spouses of the pilot group were included in the biometric screening
It has allowed the wellness program to not only pay for itself in the first year, but also created a surplus to bring in new and more effective wellness and intervention tools such as weight management, nutrition, diabetes control and tobacco cessation. As they consider expanding the wellness program to the remaining team members and their spouses, Tyson can move confidently forward knowing that great results lay ahead!”
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SUPERSTAR 2015 AWARD WINNER
MOST EFFECTIVE EMPLOYEE EMPOWERMENT AWARD
Debbie Connelly
Vice President of Human Resources
Providing a More Engaging HSA Experience
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leveland-based Hyland Software creates innovative technology based on customer and market needs. An industry leader in enterprise content management software, the company relies on strong management and a dedicated employee base to drive the forces that make Hyland and their flagship OnBase software suite a success. With more than 1,500 worldwide employees, Hyland values its employees and strives to ensure they offer the perfect balance between a challenging workplace and a flexible lifestyle. As part of their employee benefits package, Hyland offers a high-deductible health plan paired with a health savings account. However, this past year, Debbie Connelly, the company’s vice president of human resources, and her HR team chose to improve their HSA offering by completing a full replacement of their HSA administrator. They were looking for a new partner, a company that offered high-quality customer service as well as various plan offerings. After a recommendation to SelectAccount, the Hyland team decided to offer the ThriftSaver HSA to all employees and added WalletDoc as a tool to assist in managing their CDHPs. With
with SelectAccount to plan and implement two days of open enrollment meetings for their employees. These meetings included four sessions each day where they introduced SelectAccount as their new HSA administrator, provided a transition timeline to employees and provided live demos of SelectAccount’s products and features. The timeline assisted employees with the overall transition of their current HSA, while training them on how to manage their accounts using the Online Member Service Center. In order to ensure their employees were equipped with all the tools and knowledge needed to stretch their HSA dollars further, part of the meeting included hands-on training of WalletDoc suite of consumer tools to guide people along the continuum of care. Pairing these tools with their HSA offering is the first step in empowering their employees to take control of their health care expenses, allowing them to make smarter choices for their medical needs and savings potential. In addition, Hyland Software acknowledges the importance of continuing education. To do so, their team has incorporated all SelectAccount communication documents, forms and education
In order to ensure their employees were equipped with all the tools and knowledge needed to stretch their HSA dollars further, part of the meeting included hands-on training of WalletDoc suite of consumer tools to guide people along the continuum of care. Pairing these tools with their HSA offering is the first step in empowering their employees to take control of their health care expenses, allowing them to make smarter choices for their medical needs and savings potential. SelectAccount’s solution, Hyland employees have access to the latest decision-support and health care transparency tools. The solution provides them with comprehensive treatment information, allowing them to assess treatment options based on clinical outcome data, personal and popular preference, cost and coverage. Knowing that transitions are scary — especially when dealing with health plans and finances — Connelly and her team at Hyland worked closely
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materials into their internal employee center where they can be accessed anytime someone has questions about their HSA and consumerism tools. Connelly and her team at Hyland Software have successfully embraced consumer-driven benefits strategies. As a result, the company now has employees that are confident, active consumers in regards to their health care, empowered with innovative tools they need to make smarter decisions for themselves and their families.
Company: Hyland Software Headquarters: Westlake, Ohio Website: www.onbase.com Number of Employees: 1,700+ Nature of Business: The developer of the enterprise content management and process management software suite called OnBase Key Executives: Bill Priemer, President & CEO; Chris Hyland, Executive Vice President and CFO; Miguel Zubizarreta, Executive Vice President and CTO Key Solution Provider: SelectAccount
SUPERSTAR 2015 AWARD WINNER
Company: County of Santa Barbara Headquarters: Santa Barbara, Calif.
Andreas Pyper
Employee Wellness & Benefits Manager
MOST EFFECTIVE EMPLOYEE EMPOWERMENT AWARD
Website: www.countyofsb.org Number of Employees: Approx. 3,800 Nature of Business: County government located on the central California coast Key Solution Provider: Navera
Driving Employee Engagement with Innovative Communication Tools
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n today’s changing benefits landscape, effective employee communication has become more important — and more challenging — than ever before. Survey after survey suggests that many employees just don’t understand their benefits. And with health care reform, new plan designs and other industry changes, it isn’t getting any easier. In 2012, the county of Santa Barbara was looking for a way to shift its benefits education and enrollment process away from traditional one-way communications. The county has roughly 4,000 employees, and despite many preconceptions, the county is actually mostly rural. It also covers a huge area; the northernmost part of the county is roughly 95 miles away from the southernmost point. Furthermore, much of the county is covered by federally protected forest.
For Pyper, who led a benefits team that included two full-time employees and one part-time staffer to cover nearly 4,000 employees, Navera enabled him to “put a benefits manager on the desk of every employee” during open enrollment. In previous years, the company had done as many as 17 open enrollment meetings — yet they still weren’t getting desired results. With Harvey on their team, this was all about to change. As an initial test, the county of Santa Barbara began using Navera’s benefits engagement technology to introduce an off-cycle supplemental life offering to its employees in February 2013. The deployment included integration with the county’s online enrollment system and anywhere, anytime employee access to education and decision support modules.
Due to the significant initial results, Pyper has expanded the county’s use of Navera’s benefits engagement solutions to help employees with all of their major medical and voluntary benefit plan options and has now been using Navera for the past two years. As such, the county’s approximately 4,000 employees are spread out across quite a distance, and many of its key departments — deputy sheriffs, firefighters, public works, etc. — spend most of their time out in the field and do not keep regular office hours. Needless to say, all of these variables combine to create an even more difficult, more complex playing field for employee communication and engagement in benefits. Andreas Pyper, the county of Santa Barbara’s employee wellness and benefits manager, knew technology could be critical to achieving their vision of creating better, more engaging benefits communication. His broker approached him with the self-service benefits engagement solutions created by San Francisco-based Navera, and he knew he had found a game-changer. Navera’s unique solution is based on an interactive avatar named Harvey that walks users through the benefits enrollment process, helping them select the benefits that are right for them and their family.
The results from the initial test were impressive. The county saw a 29 percent increase in employee and spouse/partner participation and a 40 percent rise in premium volume. From the initial test, it was clear that this solution could help them reach employees on their own time; it could help Pyper reach employees that he just couldn’t previously — despite the 17 open enrollment meetings. Due to the significant initial results, Pyper has expanded the county’s use of Navera’s benefits engagement solutions to help employees with all of their major medical and voluntary benefit plan options and has now been using Navera for the past two years. For Pyper, Navera has helped him succeed in what was previously thought to be an unconquerable task. The “edu-tainment” aspect of Navera’s solution has made enrollment simple, fun and easy for the county of Santa Barbara’s employee population, and employees are now making sound benefits decisions on their own time with the support of their spouses and Harvey. www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2015
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SUPERSTAR 2015 AWARD WINNER
HEALTH PLAN INNOVATION AWARD
Chris Riedl
Executive Director of Product Strategy & Management
A Trailblazer for Health Care Consumerism
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etna’s Chris Riedl has undeniably been a key figure in the shift to a more consumer-centric health care system. A trailblazer of innovation and consumerism in the health and benefit management industry, she is a leader and coach that partners with her team to achieve exceptional results. Riedl’s leadership spans product areas and tools that empower people to live healthier lives. As executive director of product strategy and management, her responsibilities include consumerdirected health plans, cost transparency tools, performance networks, incentives programs and the Aetna One suite of integrated health and productivity solutions. Under her leadership, Aetna has launched new performance networks, developed, launched and increased adoption of Member Payment Estimator (Aetna’s industry-leading cost transparency tool), produced the annual Aetna HealthFund study, launched the Aetna Concierge program and achieved numerous awards. Most importantly, these products and programs have demonstrated results.
better informed choices as they navigate the health care system. As a result of this product offering, member satisfaction scores have improved, Aetna is communicating more effectively with members, and engagement and utilization rates have increased. Additionally, Aetna’s Member Payment Estimator is helping members save money on the health care services they receive. In 2011, members that used the MPE and had a claim for the same procedure experienced average savings of $170 on their out of pocket costs for the 34 procedures included in a 2012 study. Riedl is a frequent contributor to industry initiatives promoting health care transparency and frequently talks to the media on this topic. She represented Aetna on Capitol Hill in Washington, D.C. at the launch of Clear Choices, which includes legislative leaders, consumers, providers and insurers who believe “consumers should have access to affordable health care — and that transparency will enhance choice and competition to make health care more affordable.”
AHF members are more active consumers relative to online tool usage; consistently seek more routine care; have higher generic drug usage; and experience lower costs relative to traditional PPO members. Aetna One health concierges promote awareness and educate members on Aetna’s tools, resources and benefits during customer service calls so they can make better informed choices as they navigate the health care system. Findings from the annual Aetna HealthFund Study — an important industry benchmark study that began in the nascent days of consumer-driven health care — consistently show that AHF members are more active consumers relative to online tool usage; consistently seek more routine care; have higher generic drug usage; and experience lower costs relative to traditional PPO members. The survey’s findings have been crucial to the growth of health care consumerism. Under Riedl’s leadership, Aetna has also become a clear leader in health advocacy services. Aetna One health concierges promote awareness and educate members on Aetna’s tools, resources and benefits during customer service calls so they can make 28
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She is a also key contributor to the development of guroo.com, a free website that provides costs for common health conditions and services using claims from multiple insurers for more than 40 million insured individuals — numbers that no one else has. An Aetna employee of over 25 years, Riedl has held positions of increasing responsibility in product strategy, development and management. Previously, Riedl was a senior manager responsible for strategy and product management for consumerism and medical products across segments. Prior to that, Riedl was head of product development for Aetna’s Middle Market segment, serving as a major contributor to the strategy, development and implementation of several new products nationally.
Company: Aetna Headquarters: Hartford, Conn. Website: www.aetna.com Number of Employees: Approx. 48,000 Nature of Business: Aetna is committed to providing individuals, employers, health care professionals, producers and others with innovative benefits, products and services. Key Executives: Mark T. Bertolini, Chairman and CEO; Karen S. Lynch, President; Shawn M. Guertin, EVP, CFO and Chief Enterprise Risk Officer Key Business Segments: bswift, iTriage, Healthagen
Congratulations to our partner
Debbie Connelly Vice President of Human Resources, Hyland Software Recipient of the Most Effective Employee Empowerment Award
Trusted medical savings administrator since 1989
A full suite of cost-saving consumerism tools
Electronic document management system SelectAccount.com 855-363-2583
SUPERSTAR 2015 AWARD WINNER
MOST INNOVATIVE BROKER/ADVISOR AWARD
Scott Riordan
Director, Health & Welfare Services
Finding the Right Consumer-Driven Solutions to Help Clients Succeed
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t Boston’s Sentinel Benefits & Financial Group, the state’s third largest benefits consulting firm, Scott Riordan leads the health and welfare administration practice. Working with clients across the country, but mostly in the New England and MidAtlantic regions, Riordan is driven with a passion to help his clients succeed through efficient and effective benefits plan design and administration, with an emphasis on health savings accounts, health reimbursement accounts and other consumer-driven solutions. Since joining the company in 2008, Riordan has become widely respected — both within the firm and the client base — as a motivated leader that understands health care consumerism and how it can help clients with their health and benefits needs. “Scott is passionate about helping his clients succeed and strives to best understand their specific needs in order to help them realize their goals,” explained Danielle Nolan, the firm’s director of marketing.
Riordan’s client was a national organization of union employees with about 1,200 employees. The organization had a very rich benefits offering for their union members but wanted to offer something more, while at the same time promoting wellness in a positive way. Riordan developed the HRA as means for the organization to give to employees in a taxsheltered manner. In addition to handling the HRA plan administration, Riordan and his team coordinated with the client and wellness vendor on an ongoing basis to update participant accounts and make funds available based on the recent actions taken by each employee. From plan design and implementation to employee education, Riordan and his team had all bases covered. The result was a happy client that now has a way to reward its employees for healthy activities. Riordan’s commitment to innovative plan design, thorough implementation and a customer-
From plan design and implementation to employee education, Riordan and his team had all bases covered. The result was a happy client that now has a way to reward its employees for healthy activities. Riordan’s commitment to innovative plan design, thorough implementation and a customer-first attitude has led to numerous satisfied clients over the years and the praise of Sentinel’s leadership. “He is one of those people who is not afraid to roll up his sleeves and get work done. His dedication motivates those around him, raising the quality of work and teamwork in everyone he touches.” For example, in 2013, Riordan began working with a new Pittsburgh-based client where they implemented an HRA that is funded based on healthy activities within their wellness plan. The HRA covers all IRS 213(d) expenses and is tied to a debit card to conveniently be used to pay for these eligible expenses.
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first attitude has led to numerous satisfied clients over the years and the praise of Sentinel’s leadership. “Scott Riordan is a great example of the type of person we want on our team at Sentinel Benefits & Financial Group,” said Sam Mitchell, an executive vice president at Sentinel Benefits & Financial Group. “His determination to advocate for our clients, to provide expert advice and support, and to do it with a great attitude are the qualities that enable Scott to be a driving force both at our organization and in the industry.”
Company: Sentinel Benefits & Financial Group Headquarters: Wakefield, Mass. Website: www.sentinelgroup.com Number of Employees: Approx. 200 Nature of Business: The third largest benefits consulting group in Massachussetts; four businesses insurance brokerage, benefits administration (retirement, health & welfare), pension advisory, wealth management Key Executives: John Carnevale, JD, AIF®, President & CEO; Jim Carnevale, Esq., CEBS, CFP®, AIF®, Executive Vice President, Personal Investment Services; Rob DiMase, AIF®, Executive Vice President Key Solution Provider: Evolution1
SUPERSTAR 2015 AWARD WINNER
Sander Domaszewicz
Principal and National Practice Leader, Healthcare Consumerism
MOST INNOVATIVE BENEFIT CONSULTANT AWARD
Championing the Consumerism Cause Company: Mercer Headquarters: New York City Website: www.mercer.com Nature of Business: Professional services; consulting and benefits administration Key Executives: Julio A. Portalatin, President and CEO; Ken Haderer, COO; Jacques Goulet, President – Retirement, Health and Benefits; Sharon Cunninghis, Leader – Global Mercer Marketplace; Simon O’Regan, Leader – North America
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hen you have the right people on the bus, and the right people in the right seats, according to author Jim Collins, then you can move from good to great. In the case of Sander Domaszewicz, principal and national practice leader for health care consumerism at Mercer, this philosophy definitely rings true. After joining Mercer in 1999, Domaszewicz soon reported to the chief information officer of Mercer’s Health and Benefits division and was tasked to gather information about all “e-health” initiatives, championing many innovations, including the emerging idea of health care consumerism. As Consumerdriven’s CEO John Young relates the story, by 2002, Domaszewicz had become Mercer’s consumer-driven health lead and by 2004 that practice began to formalize with other team members. Other practices trying to help consumers started to align together, and by 2008, a total health management practice was created — combining consumerism, health promotion and productivity, absence management and behavioral health practices. “From there, Sander’s role was threefold: consumerism mouthpiece, helping Mercer consultants grow in consumerism proficiency and the important client work of bringing consumerism into the lives of workforces across the country,” Young said. As a result of Domaszewicz’s work, two years later almost every Mercer office had a consumerism subject-matter expert. Mercer offered town hall meetings, formal training programs, consumerism products, case studies and databases but mainly learned from being in the trenches. “Helping guide clients and Mercer through the ascent of health consumerism and consumer-directed health plans as our national health consumerism lead for over a decade has been a privilege,” Domaszewicz said. “I’m particularly happy that with all the tools, solutions, communications and trainings we’ve nearly evolved past the need for a specialty group, in that most every consultant at Mercer is well versed around consumerism and CDHPs. I am also proud of contributing to the development of our total health management, wellbeing and innovation businesses areas. The overlap between health consumerism and
these areas has been particularly strong, and I believe all the areas have benefited from shared learnings and capabilities.” Others who work closely with him also testify to his passion for innovation, including SonicBoom Wellness. “As a long-time partner of Sonic Boom, Sander continues to reliably pinpoint the particular desires of his clients and create long-lasting partnerships,” said Danielle Underwood, marketing specialist at SonicBoom. “He works between benefits teams and wellness companies to incorporate innovative strategies, outside-the-box ideas, and repeatedly launches his clients into mutually beneficial relationships with their vendors.” Through their partnership, Domaszewicz has orchestrated Toshiba America Medical Systems’ Wellness Incentive Management System each year. His consultative approach and mastery of the industry allows him to collaborate with SonicBoom in planning inventive wellness designs. “In implementation meetings, Sander knows when to interject, and when to sit back — always advising when he thinks an idea would be beneficial for TAMS. Thanks to Sander, TAMS’ wellness program, known as Health360, is an everyday initiative at TAMS,” Underwood said. For Domaszewicz, now that consumerism is more mainstream, he’s turning to helping employers construct shared accountability strategies and ecosystems to help individuals become more involved in their health. “Basically, he is helping in the new disruption, the next generation of consumerism — helping employers create a ‘bottom up’ personalized and individually owned health care strategy vs. the ‘top down’ strategy most often employed,” Young said. It’s all part of what drives Domaszewicz each day. “When solutions exceed a client’s expectations, and together we’re able to create programs that are well received by all stakeholders, improve health and have a positive financial impact — that motivates me,” he said. “That and getting to work with some of the smartest people who do serious, important work but can still have fun, both colleagues and clients!”
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SUPERSTAR 2015 AWARD WINNER
John Biwer
MOST INNOVATIVE THIRD PARTY ADMINISTRATOR AWARD
President
Providing Customer-focused Solutions for Consumer-driven Health Care
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s president of Fargo, North Dakota’s Discovery Benefits, John Biwer leads with a vision of “Award-winning. People-centered.” For nearly 30 years, the cornerstone of Discovery Benefits has been to provide responsive and flexible administrative services that create value for its clients and their employees. The customer-focused organization blends people and technology to provide high-quality customer service and administration. Founded in 1987, Discovery Benefits is widely recognized as a national leader in employee benefits administration. Today, the company provides administration of flexible benefits, COBRA, transportation spending accounts, health reimbursement arrangements and health savings accounts. Its mission is transforming the complexity of employee benefits administration with innovative solutions and extraordinary customer service delivered by empowered and knowledgeable employees. Biwer has been with Discovery Benefits for more than 17 years and has seen the company grow from having a small local presence to a large national presence in all 50 states. During this time of growth, the company, products and industry have gone through
a desire to never stop learning, transparency to everyone and the embracing of change that is now around every corner. Within the past few years, Discovery Benefits has been recognized for numerous awards, including five consecutive years on Business Insurances’ “Best Places to Work” and Inc. 5000’s 2013 & 2014 “Fastest Growing Companies”. In 2014, the company ranked No. 3,269 on the 2014 list of 5,000 fastest-growing private companies in America and ranked among the top four companies in North Dakota. Discovery Benefits secured a spot after seeing a 105 percent growth in revenue from 2010 to 2013. In April of 2015, Discovery Benefits received the Partner of the Year Award from Evolution1 — a WEX Company for outstanding business achievements. Throughout his career, Biwer has steadily moved up the ranks at Discovery Benefits. He joined the payroll division of the company in 1997 as network administrator, and in 1999, he added chief operating officer to his payroll responsibilities. In 2005, Biwer was appointed vice president of operations for all of Discovery Benefits’ lines of business and was named president of Discovery Benefits in 2007.
As president of Discovery Benefits, Biwer is committed to creating and maintaining an environment that inspires employees to become leaders that strive for the highest integrity, honesty and respect for their co-workers, customers and partners. To survive the quickly changing health care landscape, Biwer believes that it must be done with a desire to never stop learning, transparency to everyone and the embracing of change that is now around every corner. many changes, but what hasn’t changed is Discovery Benefits’ vision of creating innovative solutions and delivering extraordinary customer service. As president of Discovery Benefits, Biwer is committed to creating and maintaining an environment that inspires employees to become leaders that strive for the highest integrity, honesty and respect for their co-workers, customers and partners. To survive the quickly changing health care landscape, Biwer believes that it must be done with 32
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Today, Discovery Benefits works with clients — namely consultants and employers — and partners in all 50 states. The company is widely recognized as a leader in the changing benefits landscape for their emphasis on simplifying the benefits process and making the lives of all clients and partners easier. The company’s decades-long track record of both innovation and customer service is leading the way to a better benefits experience for all involved – employers, consultants and employees.
Company: Discovery Benefits Headquarters: Fargo, N.D. Website: www.discoverybenefits.com Number of Employees: 565 Nature of Business: A national leader in benefits administration, simplifying the benefits process for clients with cutting-edge technology and trained experts dedicated to providing superior customer service Key Executives: Mike DiFiore, Chief Financial Officer; Suzanne Rehr, Chief Compliance Officer; Matt Feir, Chief Marketing Officer Key Partner: Evolution1
Congratulations to Discovery Benefits, an Evolution1 Partner, for being named a 2015 Superstar!
“DISCOVERY BENEFITS – A TRUE TRAILBLAZER IN THE TPA MARKETPLACE – LEVERAGES INNOVATIVE TECHNOLOGY, VAST EXPERTISE, AND CLOSE RELATIONSHIPS TO CHANGE THE LANDSCAPE OF THE CDH INDUSTRY.” – JEFF A. BRUNSBERG
EXECUTIVE VICE PRESIDENT – HEALTHCARE MARKET OFFICER EVOLUTION1, INC. – A WEX COMPANY
BECOME CERTIFIED IN HEALTHCARE CONSUMERISM (CHCC)
Be the go-to person for health care consumerism expertise in your organization and become recognized as a leader in the health and benefit management industry.
Through the IHC University program, The Institute for HealthCare Consumerism has established the industry’s first and only certification program for health care consumerism expertise. Either through online courses or a four-hour pre-conference class at each of our quarterly conferences, establish yourself as a leader in this fast-growing space. For more information, visit theihcc.com/university.
SUPERSTAR 2015 AWARD WINNER
PUBLIC POLICY LEADERSHIP AWARD
John Hickman Partner
An Agent of Change
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n a world where health care debates rage and policy seems to constantly change, health care consumerism champions stand out. People like John Hickman. Head of Alston & Bird’s health benefits practice, author and adjunct law professor, Hickman leads several attorneys at Alston & Bird devoted to health care reform issues, such as the Affordable Care Act, HIPAA privacy, health savings accounts and consumer-directed health care. These have long been important issues to Hickman, as he’s seen what’s worked and what hasn’t. “It is imminently clear that what we have had for the last several decades is no longer working well and is not sustainable. Health care costs continue to spiral as access to quality care (especially primary care) gets more difficult,” Hickman said. “Clearly we can do better – and fixing the broken marketplace with consumerism is the way to go.”
has been rough and countless hours have been spent, but there is great joy in helping people address and overcome their compliance issues.” In the formative years of health care consumerism, Hickman helped shape CDHC and health reimbursement arrangements, as well as guidance impacting HSAs (e.g., to allow for simultaneous coverage by wellness programs, disease management programs and EAPs). “Yet there is much to be done” he said. “We need to enable defined contribution arrangements (such as HRAs) to continue on a stand-alone basis and enable employees to purchase individual insurance coverage through HRAs sponsored by employers who may not otherwise offer a group health plan. Likewise, we need to revamp HSAs to co-exist with onsite clinics, membership based health care and other efficient methods of delivering primary care (such as telemedicine).”
“John continues to impress with his health care knowledge as we have moved through the details of any reform following the never-ending cycle of legislation, regulation, compliance and litigation,” Bachman said. Hickman has worked tirelessly to change public policy for the better. “I first got to know John in 2001-2002 when I was working with the White House and Treasury Department on health reimbursement arrangements and later in 2004 on health savings accounts,” said Ron Bachman, president and CEO of Healthcare Visions. “It was clear that he had the respect and relationships with key government offices and officials to influence regulations that could make these important accountbased options successful. John represents clients from across the board (insurers, associations, employers, etc,.), so he has insights that others may not have.” Though he’s faced many challenges in his career, his biggest one recently has been the ACA and its dramatic and far-reaching impact on clients. Employers, insurers and benefit service providers alike have been impacted. “Being able to navigate tens of thousands of pages of statutes, regulations and constantly changing sub-regulatory guidance in a compressed timeframe and then cogently explain the impact to our clients has been quite a challenge,” Hickman said. “It truly 34
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Other initiatives Hickman’s focused on include addressing the ACA’s myriad and complex health plan compliance requirements in regards to employer clients. He is also working with several employer industry groups to get more rational treatment of account-based plans (FSAs, HRAs and HSAs) under the Cadillac tax. “John continues to impress with his health care knowledge as we have moved through the details of any reform following the never-ending cycle of legislation, regulation, compliance and litigation,” Bachman said. “John gives freely of his time to the mission of health care consumerism by speaking at IHC conferences and holding individualized Q&A workshops for attendees.” It comes as no surprise that Hickman’s office contains a sign saying “Successful people find a way — others find excuses.” “All too often innovation can be stymied by a defeatist attitude before it is even given a chance,” he said. “Challenge begets innovation — but we must own our problems and commit to finding a solution, engage early, and follow through.”
Company: Alston & Bird Headquarters: Atlanta Website: www.alston.com Nature of Business: A leading national and international law firm Key Executives: Richard R. Hays, Managing Partner
©2015 WiserTogether, Inc. All Rights Reserved.
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INNOVATORS 2 0 1 5
A W A R D S
The 2015 Industry Innovators From telehealth and wearable devices to private exchanges and transparency, these 10 business leaders are changing the game in employer-sponsored health and benefits:
Sharon Cunninghis Leader, Global Mercer Marketplace Mercer
Derek Newell CEO Jiff
Adam Jackson Founder & CEO Doctor On Demand
Marcee Chmait President SpendWell Health
Scott Decker President HealthSparq
Steve Auerbach CEO Alegeus Technologies
Cédric Hutchings Chief Executive Officer Withings 36
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Cathy Kenworthy President & CEO Interactive Health
David Hines Founder & CEO ConsumerMedical
Steve L. Adams President & CEO Navera
Derek Newell
Chief Executive Officer
INNOVATOR 2015 AWARD WINNER
JIFF
Company: Jiff Headquarters: Palo Alto, Calif. Website: www.jiff.com Nature of Business: Jiff’s enterprise health benefits platform saves employers money by organizing their vendors, curating the relevant ones for each employee and incenting each employee to use the solutions that will create the most value. Key Executives: Mike Leonard, EVP of Sales; Johnathan Hodge, EVP of Product; Pierce GrahamJones, VP of Growth; Rachel Sherman, VP of Customer Success & Operations
Bringing Together the Best of Digital Health
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elehealth, wearable devices, transparency tools. An employer today wishing to offer the most innovative digital health and benefits solutions to their employee population has a lot to juggle. How do you manage all of these various products? And how to you get your employees engaged in each? Led by CEO Derek Newell, Silicon Valley’s Jiff is building the solution to this problem. The company’s enterprise health benefits platform brings together the best of today’s digital health technology and services in a beautifully designed, data-driven platform that allows employers to deliver personalized benefits programs for each employee in a way that is simple to deploy and manage for employers and navigate for employees. Employers today are investing heavily in health care, yet are likely not getting a sufficient return for it. In addition to major medical, employers are now implementing a number of apps, wearable devices and digital services — from Fitbit to Doctor On Demand — to help make employees healthier and reduce cost drivers like unnecessary ER visits and chronic disease.
solutions in that area that have some level of clinical science demonstrating the efficacy of their solution. Today the company has over 50 platform partners, including Grand Rounds, Healthcare Bluebook, meQuilibrium, Analyte and Quest Diagnostics, in over a dozen categories, ranging from health advocacy to claims analysis. Furthermore, Jiff knows how to inspire people to take action. Through proven design principles and game mechanics, Jiff’s platform keeps employees engaged. The company also creates very personalized financial incentives as part of its holistic motivational efforts, eschewing the one-size-fits-all incentive structure that just doesn’t work. Jiff recently raised $23.5M in Series C funding on the heels of an $18.3 million Series B just last year. Within the last year, the company has engaged dozens of new partners, more than doubled its workforce, increased its customer base tenfold and increased its revenue 500 percent. This success should come as no surprise. For more than 20 years, Newell has made it his mission
Jiff’s platform sets itself apart from the many point solutions, digital tools and technology-enabled services on the market today: it’s a central hub for health benefits. But with all of these options, employers may not be seeing expected levels of employee engagement. From the employee’s perspective, there’s just too much noise. Jiff’s platform sets itself apart from the many point solutions, digital tools and technology-enabled services on the market today: it’s a central hub for health benefits. The platform allows employers to design customized programs that are right for each of their individual employees, see what is working with real-time insights and adjust incentives and benefits at the click of a button. Jiff carefully chooses what partners to incorporate into its platform. Sometimes a customer will ask for a particular category or a specific company, and the Jiff platform is flexible enough to accommodate these client requests. However, most often, Jiff’s partners are selected based on the company’s analysis of the most common cost drivers in the employer’s population. Jiff then seeks
to use technology to solve problems in the health care industry. Newell pursued this goal by leading a number of successful, innovative health technology and service companies. He led the company that built the first FDAapproved Internet-connected medical device and grew it into the world’s largest remote patient monitoring company. Before that, at LifeMasters, he helped pioneer the first patient-centric disease management platform and built one of the largest disease management companies in the United States. At Jiff, Newell is now using his health technology and business experience to build a team that knows how to make benefits effective — with veteran health care and tech experts, data and analytics leaders and designers with backgrounds in social networking and game design. The result is an enterprise health benefits platform that helps companies and their employees save money and improve health outcomes.
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Cathy Kenworthy
INNOVATOR
President & CEO
2015 AWARD WINNER
INTERACTIVE HEALTH
The 360 Approach to Wellness
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t Interactive Health, success has come through delivering effective wellness solutions across an organization, combined with a caring and compassionate approach. Interactive Health believes that any wellness initiative has to have a purpose — one that has meaning for both the organization and in the work lives of the people of that organization. “We do this with an unmatched ability to innovate in the area of preventive care and health management,” said Cathy Kenworthy, president and CEO. “Through our 20+ year history, Interactive Health has been able to accomplish this by listening to the market and our clients and investing in capabilities, platforms, technologies and processes that allow us to span the wellness spectrum. Examples of these innovations include development of a proprietary Personal Health Score and Goal, a platform for an engaging onsite wellness experience and ActiveEngineTM technology, giving us the ability to rapidly identify health risk and then generate personalized actions that address all members in ways that are meaningful to them. “We believe that knowledge of one’s health (physical, emotional — all aspects) is critical to being effective at taking proactive steps to improve one’s health.”
throughout company locations; empowering wellness champions; and increasing the incentive from a $250 raffle to a $780 per year premium discount for each employee who completed a health evaluation.” In a world that’s constantly changing, Interactive Health is also continuously adapting. “I am most proud of our technology innovations, those that are current and those to come, to meet that wide array of our client’s needs,” Kenworthy said. “To borrow from Greg Williams, deputy editor of Wired magazine, ‘The best technology is technology we don’t see… after all, it’s not really about the technology, it’s about the rest of us’.” The company’s technology includes Active EngineTM , their proprietary clinical analytics tool that’s not seen but felt. This allows them to intuitively and effectively use data to generate personalized health improvement goals, along with specific recommendations and resources tailored for each individual. Interactive Health has made what Kenworthy calls “employerism” a priority. “Employerism is the power that businesses gain through aggregated data and insights of a strong and credible wellness program. This creates a mechanism
“Employerism is the power that businesses gain through aggregated data and insights of a strong and credible wellness program. This creates a mechanism for employers to control their own destiny with regard to health plan design, plan options and ultimately cost.” Take Interactive Health client Cintas Corp, for example. Cintas, which employs more than 30,000, improved employees’ health through a personalized wellness initiative internally branded as LiveWell. The company saw participation in LiveWell almost triple from 22 percent to 63 percent in just one year. “The magnitude of this growth was fueled by many factors, including a strategic decision to maintain focus on a few critical keys to success rather than making significant changes to the program structure,” Kenworthy said. “These keys to success included ramping up communication about the program goals, individual benefits and how to participate; building stronger ground support
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for employers to control their own destiny with regard to health plan design, plan options and ultimately cost,” she said. “We so deeply believe that this idea is the future of health care that we implemented employerism within our own company as we made the transition to self-insurance this year. “I believe, and I have seen in our company directly, that knowledge of aggregate health status — whether it shows good news or challenging news about the state of health in your population — will increasingly become a vital catalyst for employers to act and improve upon the future, with better health plan design that provides more access, more options and lower cost.”
Company: Interactive Health Headquarters: Schaumburg, Illinois Website: www.interactivehealthinc.com Nature of Business: The country’s leading provider of health management services Key Executives: Tim Hardy, Chief Information Officer; Jane Ruppert, VP of Health Services; Charlie Estey, EVP, Business Development; Carrie Greene, General Manager, Owings Mills; Lidia Nelkovski, MD, Medical Director
Steve L. Adams
INNOVATOR
President & CEO
2015 AWARD WINNER
NAVERA
Company: Navera Headquarters: San Francisco Website: www.navera.com Nature of Business: Cloud-based, self-service benefits communication solutions Key Executives: Kevin Laughlin, Chief Financial Officer; Mark Oney, Senior Vice President of Product; Peter Stevenson, Director of Affiliate Marketing; Sandy Yu, Senior Director of Product Management
Building a “Siri” for Benefits
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teve Adams has a proven track record of bringing visionary, game-changing technologies to market. His former company VirtuOz created revolutionary virtual agent technology for the enterprise market and was subsequently acquired by Nuance, the makers of Apple’s Siri. As president and CEO of San Francisco-based Navera, a cloud-based benefits engagement solution, Adams is once again shaking up the market, but now in the employersponsored health and benefits industry. According to a recent Google study, consumers no longer passively receive brand messaging; new “Participation Age” consumers actively engage with brands and decide if, when and how they will interact. So how do you take these insights and apply them to goals in employee benefits? Treat employees like what they are: consumers. Navera’s leading-edge technologies are turning the industry upside down with a shift from traditional one-way communication process and simple videos to a participation model of interaction and choice with its personalized benefits experience that engages, entertains and allows employees to take the controls. Aligning benefits offerings with the “Participation Age” is no longer a vision, but a reality with the advent of Navera’s self-service benefits engagement solutions. Navera’s technology combines various communication strategies to engage employees: written word, spoken word and the visual. Mixing this multimedia experience with the power of narrative creates a hightech solution that’s applicable for all kinds of workforces. The company today works with populations ranging from university academics to blue collar environments and reports effective levels of user satisfaction and engagement due to their unique strategy. Most frequently, Navera’s solution will be embedded into a company’s existing benefits administration (or private exchange) platform. Harvey, the name for Navera’s avatar, will typically auto-launch, and users will be guided through a personalized, prescriptive path. Harvey walks employees through some of the most important questions they will have regarding their benefits: What is this benefit? What is covered (or not)? Why do people select this kind of benefit? And finally and most importantly, is this benefit right for you?
Based on what employees select, Harvey will then follow up with suggestions for products to fill in the gap. For example, if a user selects a high deductible health plan, a health savings account or a hospital indemnity policy will be recommended. Harvey will help employee understand why these products compliment their selected major medical plan. “The content that will be fed to them will be based on who they are, and users will not see a onesize fits all video,” Adams said. “What we try to do is personalize everything from the get-go. It’s going to feed that content dynamically.” As an example, the County of Santa Barbara used Navera’s innovative benefits engagement solution for its off-cycle offering, achieving an impressive 29 percent increase in employee and spouse/partner participation and a 40 percent rise in premium volume. Navera’s benefits engagement solution not only helped employees make informed decisions about their benefits, but also reduced the workload of the employee benefits team. Due to the significant results, the county has expanded its use of its benefits engagement solutions to help employees with all of their core and voluntary plan options. This is just one of the countless examples of companies, carriers and brokers alike that are using Navera’s cutting-edge technologies to stay ahead of the curve. The result is a win-win-win for all involved — from the individual employees that have access to benefits information 24/7 and are enrolled in the right mix of products to ensure the most complete and costeffective coverage; to the employers that have satisfied employees and an efficient, cost-effective and scalable enrollment process; to insurance carriers and brokers that now have cost-effective engagement, acquisition and retention of a loyal and profitable membership for their full portfolio of products. Adams is responsible for driving the strategic direction and day-to-day operations at Navera; however, he attributes most of the company’s recent success to his dedicated and talented team of individuals. He leads Navera’s cast of characters with an emphasis on operational excellence, which has resulted in customer and partner success in today’s ever-changing benefits landscape.
www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2015
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Congratulations
2015 Industry Innovator Award Recipient
on your achievement,
David!
David has been a pioneer in healthcare consumer support since 1996. ConsumerMedical’s innovative decision support and expert medical opinion solution provides trusted clinical expertise and compassionate guidance to thousands of employees and their families, resulting in improved outcomes and satisfaction as well as reduced employer costs.
David J.Hines, CEO and Founder
ConsumerMedical congratulates all of this year’s award recipients!
www.ConsumerMedical.com
REGISTRATION IS NOW OPEN FOR
EMBASSY SUITES FRISCO Join us for a collaborative, multi-stakeholder discussion of what’s working and what’s next for private exchanges. For more information, visit theihccforum.com/2016dallas/
David Hines Founder & CEO
INNOVATOR 2015 AWARD WINNER
CONSUMERMEDICAL
Company: ConsumerMedical Headquarters: Pembroke, Mass. Website: www.consumermedical.com Nature of Business: A pioneer in treatment decision support and health concierge programs Key Executives: Janet Claflin, Chief Operating Officer; Kevin Kickhaefer, Chief Revenue Officer; Cindi A. Slater, M.D., Chief Medical Officer; Sue Lewis, Chief Product and Strategy Officer
Empowering Patients to Answer the Five Most Important Questions in Health Care
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nspiration for innovation comes in many forms. For David Hines, founder and CEO of ConsumerMedical, a pioneer in patient advocacy services, it was watching a dear friend receive poor quality care because she was not given the latest, best practice treatment information and options for her cancer. Going through this tough experience with his friend got Hines thinking: what if there was a way to help patients make more informed decisions when it comes to their health care? In 1996, he founded ConsumerMedical with the belief that one of the biggest flaws of the health care systems is the lack of information we give patients to help empower them to make more educated decisions. One of the earliest proponents of health care consumerism, for more than 19 years, ConsumerMedical has concentrated on providing patients with trusted clinical expertise and compassionate, personalized guidance to empower them to make more educated decisions about their to achieve this by health care.
All ConsumerMedical staff medical directors are practicing physicians and experts at some of the nation’s leading medical schools. They review all cases as well as all program resources to ensure patients are offered comprehensive, credible, upto-date information on all medical conditions and treatment options. A unique solution that emerged long before consumer-driven health care became a real area of focus in health care reform, ConsumerMedical’s innovative model has produced meaningful results for mid-to-large national employers, including Honeywell, Deutsche Bank and Estee Lauder, and its their employee-members for nearly two decades. Members experience improved quality and outcomes, while both the employer and member see a notable reduction in medical costs. Third-party actuaries have independently validated the program’s results — both clinical and financial: 25 percent of individuals changed treatment; 26 percent avoided surgeries in five key surgical procedures; 95 percent customer retention. And many of the company’s clients have been with them for over 10 years.
ConsumerMedical combines a high-touch concierge approach with hightech access to support patients with personalized, evidence-based tools and information to help guide health care decision. Individuals are assigned to a physician-led team that reviews their situation and identifies the most relevant information, medical experts and facilities for their diagnosis. The company focuses on helping patients to answer the five most important questions in health care: What do I have? What do I need? Where do I go? What does it cost? How do I connect? ConsumerMedical combines a high-touch concierge approach with high-tech access to support patients with personalized, evidence-based tools and information to help guide health care decision. Individuals are assigned to a physician-led team that reviews their situation and identifies the most relevant information, medical experts and facilities for their diagnosis.
Over the years, they have also achieved an incredible 98 percent member satisfaction and $4:$1 average return on investment. By producing active, engaged, knowledgeable consumers of health care, Hines and the team at ConsumerMedical are working towards driving improvement and cost savings in the health care system as a whole. An effective health care industry of tomorrow is not about telling consumers what to do — but rather giving them the tools to effectively navigate through their options.
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Scott Decker
INNOVATOR
President
2015 AWARD WINNER
HEALTHSPARQ
Using Data to Speak to Consumers
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n an era where health care costs are skyrocketing and the entire system is confusing, HealthSparq is helping consumers control costs and more easily understand what’s happening. A Cambia Direct Health Solutions consumer transparency business, HealthSparq is focused on developing the next generation of tools and solutions to help consumers become empowered purchasers. The company’s unique beginning has served them well. It actually started as part of a health plan in 2008, allowing HealthSparq to build and test their tools on real people before spinning off in 2012. HealthSparq was the first company to launch patient reviews, the first to debut out-of-pocket costs/ treatment costs, and the first and only transparency provider to offer a vibrant health care community where members can learn from each other. It also is the only provider to offer out-of-pocket costs on the entire treatment episode, not just the procedure. President Scott Decker’s goal is to make the invisible visible — freeing data that enables patients to view, understand and use critical health care data previously locked in paper charts or claims files.
“We have also seen the effectiveness of peerto-peer support in health care and have built a community of peers and experts where people can find support and knowledge on all health and wellness-related issues,” Decker said. “We’ve shown that when people have used our tools, they save substantially and change the way they shop for health care. For example, one group we watched around gall bladder removal spent on average 40 percent less when using our tools.” Constantly thinking ahead, the 200+ employees at HealthSparq are working on new advances such as giving doctors the ability to see costs before referring their patients. “Understanding the costs from evaluation to completion for medical procedures are unique to us. For example, many competitors will tell you what an ACL surgery costs. We also tell you what the doctor, imaging, surgery, physical therapy and medications cost, from beginning to the end,” Decker said. Their solutions are definitely meeting an industry need. The company reported that from 2013 to 2014 it quadrupled its clients and revenue
“I envision a system driven by consumer knowledge. As consumers become smarter, and as technology drives the ability for consumer-collected data, physicians will have to look at consumers as partners, and not patients.” “Right now, purchasing health care services is like going on Amazon.com and buying a big-screen TV without knowing the price or quality,” said Decker. “At HealthSparq, we’re making all of that completely visible. “I envision a system driven by consumer knowledge. As consumers become smarter, and as technology drives the ability for consumer-collected data, physicians will have to look at consumers as partners, and not patients.” HealthSparq’s transparency software provides consumers with the important information they need to make educated, cost-effective decisions based on personalized health data — including treatment timelines, procedure costs at the episode level, quality, patient reviews and more.
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and added significantly to its workforce. In addition, more than 78 million people gained access to HealthSparq’s nationwide heath care cost and quality data. “Changing health care takes hard work, late nights, collaboration and a lot of creativity. Without the dedication of our team, and the support of our awesome clients and our partners, we’d be in a very different spot,” Decker said. He’s also appreciative of the recognition his company has received. “We are so proud to have won this award two years in a row,” he said. “It’s nice to see our passion around consumers and our drive to re-imagine health care is getting recognized.”
Company: HealthSparq Headquarters: Portland, Oregon Website: www.healthsparq.com Nature of Business: Consumer navigation tools for health care Key Executives: Torben Nielsen, SVP of Product & Strategy; Mark Menton, SVP of Client Delivery; Jeff Maxwell, VP of Sales; Brodie Dychinco, VP of Product & Strategy
Sharon Cunninghis
INNOVATOR
Leader, Global Mercer Marketplace
2015 AWARD WINNER
MERCER MARKETPLACE
Company: Mercer Headquarters: New York Website: www.mercermarketplace.com Nature of Business: Professional services; consulting and benefits administration Key Executives: Julio A. Portalatin, President and CEO; Ken Haderer, COO; Jacques Goulet, President – Retirement, Health and Benefits; Simon O’Regan, Leader – North America
Keeping Customers Front and Center
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t started with a vision to create a new way to deliver benefits through an online private exchange. Out of that was born Mercer Marketplace. Under the leadership of Sharon Cunninghis, it’s become the top private exchange in the nation. The Mercer Marketplace value proposition includes up to 15 percent cost savings for clients, with savings sustained over time, and ultimate flexibility, with over 55 insurance carriers and 25 products to choose from. Mercer Marketplace provides decision support tools, guided shopping protocols and streamlined benefit administration combined with a robust call center staffed by licensed benefit counselors “Certainly, the cost savings are impressive, but our customers are also telling us that they are experiencing higher employee engagement and high satisfaction with the Mercer Marketplace experience,” said Cunninghis. “They’ve been able to provide a more comprehensive, flexible and personalized experience for their employees and are seeing the rewards of that effort. One of the areas we have received consistently strong support for is the people we’ve put in place to help employees make the best health care selections
buzz word,” Cunninghis said. “We have an entire center dedicated to thinking, creating, testing… and then thinking some more about how to solve peoples’ most pressing health, wealth and career challenges. “Our Innovation Hub drives the development of transformative new products and solutions every day. We also have customer advisory boards that provide strategic direction and a first-hand look into the challenges that matter most to them. The underlying goal is to put the customer at the center of everything we do in order for us to have the biggest and most meaningful impact on people’s lives. We can only do that by being insightful today about the decisions that will impact people tomorrow.” Every innovation is tied to delivering the best customer experience possible. That means it’s easy to get on the Mercer Marketplace platform, easy to navigate, easy to use the decision engines to identify the best plan and easy to buy. “At the end of the day, Mercer Marketplace should be the easiest place for our clients and their employees to make the best choices to meet their healthcare needs. To do that, we use advanced analytics, personalization technologies, the broadest carrier relationships in the business and the most
“Our benefits call center people are knowledgeable about every area of health care insurance selection, and we offer support in multiple languages, both of which are key factors contributing to our call center’s 96 percent satisfaction rate.” to meet their needs. Our benefits call center people are knowledgeable about every area of health care insurance selection, and we offer support in multiple languages, both of which are key factors contributing to our call center’s 96 percent satisfaction rate.” Innovation is crucial at Mercer, not just for the results it brings but also for the way it impacts people. “Knowing that real people are on the receiving end of our products and solutions is what drives our innovation. To us, ‘innovation’ is more than just a
knowledgeable and professional Benefits Call Center in the industry on top of, arguably, the best exchange platform in the industry. All of this is why we have an extremely high consumer satisfaction rate,” she said. “The work we’re doing is really powerful, and it all comes back to the overarching purpose I mentioned earlier: to make a difference in people’s lives. Mercer Marketplace is one of many Mercer initiatives to embody this mission statement, and I expect many more to come.”
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Adam Jackson
INNOVATOR
Founder & CEO
2015 AWARD WINNER
DOCTOR ON DEMAND
Putting the Consumer First in Telehealth
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n just two short years, Doctor On Demand has quickly become the most recognized name in telehealth. Compared to other major telehealth providers that date back to the early or mid-2000s, Doctor On Demand has had a rapid ascension to the top of this emerging field. Adam Jackson, the company’s founder and chief executive officer, is arguably one of the most visionary leaders in the health care today. He has led Doctor On Demand with a strong emphasis on the end-user, and he attributes the company’s quick growth to primarily two factors: a trustworthy consumer brand and a disruptive business model. Although Doctor On Demand is a leading provider of telehealth solutions to enterprise customers, the company has developed by paying special attention engaging the end user. “It’s a big consumer behavior change,” Jackson explained. “Consumers have to trust that this iPhone or Android app is like a real doctor visit.” Understanding shift in consumer behavior required, the company has worked to developed a trusted consumer brand and an user-friendly interface first. The second key area of differentiation for Doctor On Demand is its unique business model. Compared to some other telehealth providers, Doctor
— to connect with an employee population. The company has put a lot of thought into ensuring that their employee communications materials reach the different types of employees — whether it be a single, Millennial male or a married mother of two. “We understand the different personality types,” Jackson said. “And we also understand that you need to activate those folks very differently.” Over the past year, it’s become increasingly clear that the industry is very receptive to the company’s strategy of consumer branding, a no-PEPM pricing structure and comprehensive focus on driving engagement. In June of this year, right on the heels of a $50 million Series B round, Doctor On Demand announced its 200th employer customer, including Comcast Corporation, the company’s first Fortune 100 client, and Union Bank & Trust, who switched from a legacy telehealth provider. In addition to these employer relations, the company also announced partnerships with leading health plans, including UnitedHealthcare, the Blue Cross Blue Shield Association and Highmark, bringing subsidized, in-network access to Doctor On Demand’s services to millions of Americans. For 2016, Jackson sees the company continuing on its current trajectory, ensuring effective
This business model puts the onus on Doctor On Demand to drive engagement, and as such, the company has developed a robust set of communications materials — both print and digital — to connect with an employee population. The company has put a lot of thought into ensuring that their employee communications materials reach the different types of employees — whether it be a single, Millennial male or a married mother of two. On Demand eschews the per-employee, per-month model and instead favors only getting paid when the service is actually used. This business model puts the onus on Doctor On Demand to drive engagement, and as such, the company has developed a robust set of communications materials — both print and digital
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implementations with their employer partners, fostering a trustworthy consumer brand and providing an optimal experience for end users. The company will also continue to build out its behavioral health services, a much-neglected area of overall health and wellbeing in both the enterprise and the United States as a whole.
Company: Doctor On Demand Headquarters: San Francisco Website: www.doctorondemand.com Nature of Business: Doctor On Demand Video Visits allow physicians, psychologists and lactation consultants to provide focused care – without you having to leave your home. Key Executives: Pat Basu, M.D., M.B.A., President and Chief Medical Officer; Lena Cheng, M.D., VP of Medical Affairs; Mike Ile, VP, Payer Relations; Frank Jennings, VP of Sales
Marcee Chmait
INNOVATOR
President
2015 AWARD WINNER
SPENDWELL HEALTH
Company: SpendWell Health Headquarters: Portland, Oregon Website: www.spendwellhealth.com Nature of Business: Next-generation transparency with e-commerce Key Executives: Bill Gaynor, Chief Strategy and Growth Officer; Chris Coogan, Director, Product and Technology; Andrea Tomlin, Director, Operations; Beth Berselli, Director, Project Management
A Retail Approach to Health Care
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ess than two years ago, SpendWell started out of a desire to create a “retail revolution” in health care. Founder and President Marcee Chmait, a self-defined futurist, had an idea and turned it into an innovative company. “We’re all consumers of health care and have experienced the difficulty of finding clear information on health care costs so we’ll know exactly what we’ll be paying, and why it costs that much,” Chmait said. “SpendWell Health offers transparent cost information in an environment people are used to buying, retail. It’s the way of the future of health care.” Chmait believes there are four main factors that drive a sustainable and people-centric health care system: real prices, standardized health care service bundles, simplified administration for both consumer and provider and the creation of a new health care consumer. SpendWell brings together these components and offers them to consumers. One way the company’s accomplishing this is through a partnership with Cambia Health Solutions, allowing them to implement Cambia’s new health care specific e-commerce solution that puts consumers directly in touch with a catalog of health service providers. Consumers can shop, compare and
insurance companies and providers are supporters vs. controllers, and where everything in our industry is known and quantifiable and a consumer or caregiver can make informed decisions (cost, quality, treatment options) on how they will experience health care,” said Mark Ganz, president and CEO of Cambia Health. “By eliminating the ‘middle man’ and bringing patients and doctors together directly, the beauty of true supply-demand economic principles take shape, ultimately reducing health care cost and putting the control back in the hands of the health care consumer. SpendWell has already been honored by Gartner as a Cool Vendor and recognized in multiple PricewaterhouseCoopers research notes as an innovator towards the inevitable new health care landscape.” SpendWell also supports bundled services and payments, noting that consumers need an easy way to find the services they are looking for. Similar to how retail clinics curate services and prices using CPT and ICD data, SpendWell’s patent-pending technology enables the company to provide curated bundles within its store. Additionally, as digital platforms evolve, SpendWell’s ability to integrate and interoperate
“SpendWell envisions the day where consumers will buy health care like any other service or product and it will seamlessly integrate with their insurance. Consumer and providers will no longer be surprised or have inherent friction in the commerce aspect of care delivery.” buy services online at actual prices — making buying health care services as easy as buying a plane ticket. Cambia has surpassed goals of registered employees, and within the first two weeks of implementation they had over 1,750 registered employees, proving the consumer demand for a simple health care e-commerce tool. Additionally, SpendWell found that the prices on the platform were 12-27 percent below insurance contracted rate, proving that when providers price their services to the consumer and when complex administration and real-time payments are made, prices fall and become rational. “Marcee imagines a day where consumers are in control of their health care journey, where
within existing and new ecosystems using their proprietary APIs complements what health plans, TPAs, employers and other solutions providers are doing to pull together a seamless user experience. “SpendWell envisions the day where consumers will buy health care like any other service or product and it will seamlessly integrate with their insurance. Consumer and providers will no longer be surprised or have inherent friction in the commerce aspect of care delivery,” Chmait said. “Our alternative payment platform can be used with any health plan or even as a standalone for those strategically uninsured consumers that choose to fund their everyday health care needs.”
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INNOVATOR 2015 AWARD WINNER
Cédric Hutchings Chief Executive Officer
WITHINGS
Leading the Connected Health Revolution
C
édric Hutchings is an engineer at heart. Educated at École Centrale in Paris and the Massachussets Institute of Technology, Hutchings has a passion for innovation. In 2008, along with Eric Carreel, Hutchings saw that the arrival of smartphones and smart devices could revolutionize our relationship with our own health. Carreel and Hutchings founded Withings and soon launched their first product, a WiFi scale. The two learned many lessons from this first product launch. Users began reporting that the feedback from the scale was causing them to be much more actionable regarding their health. The feedback and connectivity were generating real behavior change: users reported weight loss without having to make radical changes to their diet and exercise routines. Connected devices, it seemed, could be lifechanging for users. Knowing key data about one’s own health proved to alleviate some of the fear, anxiety or doubt that individuals might have about improving their health.
corporate wellness solution earlier this year. Dubbed Corporate Wellness 360°, the program combines an array of smart devices with a customized platform that provides HR with advanced analytics and employees with webinars and other resources to further improve their health. So far, the company has already signed up employer clients and partners, including MIT, Novartis, SAP, Optum, EMC2 and 3:1 Health and Productivity Management Solutions, in its Corporate Wellness 360° program and expects many more implementations in 2016. In addition to the launch of Corporate Wellness 360°, the company also launched its Health Research Institute earlier this year. The organization’s mission is “to accelerate the connected health revolution through a combination of in-house research and academic partnerships,” according to Eric Carreel, president and co-founder of Withings. Having already produced several whitepapers and reports, the Health Research Institute works
Connected devices, it seemed, could be life-changing for users. Knowing key data about one’s own health proved to alleviate some of the fear, anxiety or doubt that individuals might have about improving their health. From that moment, Withings began working on developing a range of connected devices, including activity-tracking watches, sleep-tracking devices, smart alarms, a wireless blood pressure monitor and other connected household items. With its products, the company has placed an emphasis on style, design and overall usability. Its flagship Activité fitness-tracking watches look unlike anything else in the wearables market today. Eschewing the often basic design of some of today’s most popular devices, the Activité instead looks comparable to a high-end watch, suitable for a business meeting or an evening out. It’s a timeless style that wearers will not want to remove. Already a leader in the direct-to-consumer wearables market, the company launched its
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Annual Superstars 2015 I HealthCare Consumerism Solutions™ I www.TheIHCC.com
with scientific partners, including Georgia Tech, American Medical Group Foundation and Mayo Clinic, to advance our understanding of the effects of wearable devices on overall health. Also included is the Withings Health Observatory, which uses realtime data to track the prevalence of key risk factors linked to lifestyle, such as sedentary behavior, obesity and high blood pressure. As we move toward greater consumer adoption of wearable devices and an increased importance of these devices in the workplace, Hutchings has led Withings to be a true leader and innovator in this space by both creating devices that consumers will want to wear and by moving forward our understanding of how these products can improve our health.
Company: Withings Headquarters: Paris, France and Cambridge, Mass. Website: corporate.withings.com Nature of Business: Making the most of innovation, technology and design, Withings invents smart products and apps that fit into any lifestyle that lets you track what matters so you can improve you everyday wellbeing and aim for better long-term health. Key Executives: Eric Carreel, President and Co-Founder; Alexis Normand, Healthcare Development Director
Steve Auerbach
INNOVATOR
Chief Executive Officer
2015 AWARD WINNER
ALEGEUS TECHNOLOGIES
Company: Alegeus Technologies Headquarters: Waltham, Massachusetts Website: www.alegeus.com Nature of Business: Consumer-directed health care technology Key Executives: Bob Natt, Executive Chairman; Jennifer Gallego, COO; Adam Hameed, Chief Revenue Officer; Sharon Hecker, General Counsel; John Park, Chief Strategy Officer
Creating Technology that Enables and Empowers Consumers
A
t the forefront of many health care discussions is the issue of consumer engagement. While health care consumerism itself has made great strides, many are realizing that consumers are still struggling. Alegeus Technologies, a consumer-directed health care technology company, is tackling the problem head-on. Over the years Alegeus has developed innovative consumer engagement tools and resources to help consumers optimize their health care spending and maximize their health care saving. These include interactive analytics, proprietary consumer segmentation models, personalized spend/save recommendations, unique savings and incentive programs, transparency tools, leading mobile and interactive tools and beyond. “Consumer health care accounts represent a logical ‘hub’ for health care decision-making — helping consumers reconcile potential purchases with available funding,” said Steve Auerbach, CEO of Alegeus Technologies. “The exciting announcements of partnerships and innovations we have been making to the Alegeus ecosystem all will allow Alegeus to more effectively engage the consumer at appropriate spending and saving ‘moments of truth’, helping them make better decisions that will optimize their health care spending and maximize their health care savings.” Alegeus’s platform powers consumer-directed health care programs for many of the industry’s leading brands — including health plans, third party administrators and financial institutions. Those organizations are seeking to capitalize on the new consumer-directed health care reality — delivering significant benefit solutions that will enable their employer customers to control health care costs and maximize employee satisfaction and will deliver a superior health care experience for their consumers, who are increasingly responsible for the cost of their health care. According to Alegeus, for those organizations, the company delivers a comprehensive consumerdirected solution that goes well beyond the administration of account-based plans (HSAs, FSAs, HRAs) and the processing of consumer health care payments.
In the past 12 months, Alegeus has demonstrated its innovation leadership in numerous ways. Through a combination of direct market research of 5000+ consumers and analysis of platform data for more than 26 million consumers, Alegeus built a proprietary consumer segmentation model based on consumer attitudes, behaviors and preferences as it relates to the management and funding of their health care. The segmentation model offers unique insights relating to consumer-directed health care products, current lifestyle and health status, utilization of health care services, level of health care fluency and engagement, degree of compliance with health and wellness protocols, degree of cost consciousness exhibited, level of satisfaction and trust in the system, receptivity to incentives — and more. Alegeus also unveiled its new Consumers Like Me™ tool, an interactive decision-support solution that is designed to help consumers make informed decisions about health care account enrollment and funding, based on proprietary segmentation models and data from 26 million consumers supported by the Alegeus platform. In addition, the company announced a partnership with Granite Peak Technologies to deliver an innovative digital health solution that is designed to foster daily consumer engagement, promote healthy behavior, and reduce health care costs. The program incorporates daily fitness goals, a wearable activity tracker and financial incentives — delivered directly into consumers’ health care accounts. A wireless interface and easy-to-use design helps consumers quickly adopt the solution and progress towards real cost savings and healthier behaviors. “I have never been more excited about the future of Alegeus, or our industry,” Auerbach said. “We have a tremendous opportunity ahead of us: to help consumers navigate this new consumerdirected health care reality; to be a trusted partner to our clients, helping them deliver a truly differentiated experience for their consumers; and to deliver a platform that offers differentiated value for consumers at every touch point — helping them optimize their health care spending and maximize their health care savings.”
www.TheIHCC.com I HealthCare Consumerism Solutions™ I Annual Superstars 2015
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AFFILIATE MEMBER PROFILES
WWW.THEIHCC.COM
The Institute for HealthCare Consumerism Affiliate Member Profiles The Institute for HealthCare Consumerism would like to thank all of its Affiliate Members for their support. For information on becoming an Affiliate Member, please contact the sales team at sales@theihcc.com.
Acclaris: Acclaris offers an integrated package of SaaS technology and services to support all account-based healthcare plans on a robust, private-labeled platform.
Aflac: Over 50 Million people worldwide have chosen Aflac because of our commitment to providing customers with the confidence that comes from knowing they have assistance in being prepared for whatever life may bring.
ARAG: ARAG® is a leading provider of voluntary legal insurance products and services for employers, membership groups and associations.
Arthur J. Gallagher: Arthur J. Gallagher & Co. is a world-wide leader in Commercial Insurance & Risk Management, as well as Benefits & HR Consulting. They now offer Gallagher Marketplace, a leading Private Exchange.
Avidia Health, a division of Avidia Bank, is an HSA marketplace leader, offering a No Fee product combined with personal attention. Headquartered in Massachusetts, Avidia Bank is an FDIC insured bank with accounts in all 50 states.
Benaissance: Benaissance® is the trusted financial management partner for health benefits administration.
BenefitAlign: Benefitalign® is a comprehensive, cloud-based platform that enables your organization to rapidly launch shopping and enrollment solutions, including Private Exchanges, across all lines of business.
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ebenefit Marketplace: Based in Connecticut, ebenefit Marketplace offers brokers nationwide the software and services to streamline benefits, HR and payroll administration through a private exchange platform.
EBenefits Solutions: Supporting employers with one powerful online solution that brings it all together.
Castlight Health: Castlight Health provides cost and quality transparency through a health care management suite that helps lower health care spending while improving the quality of care.
Evolution1: Evolution1 and our Partners serve more than 9 million consumers, making us the nation’s largest electronic payment, on-premise and cloud computing healthcare solution that administers reimbursement accounts.
Claritas MindSciences brings the practice of mindfulness, emerging digital technology and behavioral psychology to develop and scale mobile solutions that will enable people to control their cravings & addictions. Consumer Medical
FAIR Health: FAIR Health is a national independent, not-for-profit corporation whose mission is to bring transparency to healthcare costs and health insurance information through consumer resources, comprehensive data products and research tools.
CodeBaby, founded in 2001 by two Canadian physicians turned gaming entrepreneurs (of Bioware), CodeBaby uses emotional engagement and gaming expertise to help millions of consumers make personalized and informed employee benefits and healthcare decisions.
Flexible Benefit Service Corporation (FLEX): For 25 years, Flex has helped thousands of clients make their healthcare dollars go further with our consumer driven plans and benefits administration services, including FSAs, HRAs, HSAs, Transit, COBRA and more.
ConsumerMedical helps your employees answer the five most important questions in healthcare: What do I have? What do I need? Where do I go? What will it cost? How do I connect?
GoHealth: GoHealth is a Chicago-based company that powers GoHealthInsurance.com, a private health insurance marketplace that has helped more than 30 million consumers shop for coverage.
DataPath, Inc.: DataPath creates solutions for the administration of consumer-directed healthcare benefit plans and insurance payments.
Doctor on Demand, Inc.: Next-generation telemedicine for employers. Best technology, no PEPM, seamless implementation.
Annual Superstars 2015 I www.TheIHCC.com I HealthCare Consumerism Solutions™
Hartville Pet Insurance Group: As one of the oldest and largest pet insurance providers in the US, Hartville Pet Insurance Group has committed itself to helping more pet parents have access to reliable and affordable pet insurance plans.
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AFFILIATE MEMBER PROFILES
Access these solution providers online at www.theihcc.com. hC entiv e hCentive is a provider of cloud-based technology that helps consumers connect, communicate and engage in acquiring health insurance benefit products.
Jiff: Jiff reduces enterprise health care costs by using smart analytics, beautiful design, and the best digital health technology and services to deliver customized benefit programs for each employee.
Omada Health: Omada Health’s personalized chronic disease prevention programs feature dedicated health coaches, small social networks, and smart devices delivered right to participants’ doors.
KTP Advisors: KTP Advisors™ is a specialty advisory firm consulting in the areas of private exchange strategy and evaluations, retiree health benefits, and pharmacy benefit risk management.
PayFlex, considered and described by clients as an innovative technology company, PayFlex, a subsidiary of Aetna, provides consumer-directed account-based solutions that educate, engage and empower employees to improve their health and financial wellbeing.
HealthCare.com: HealthCare.com is an unbiased search engine for health insurance.
HealthExpense Own Your Healthcare
TM
HealthExpense: HealthExpense helps health plans, administrators and employers increase engagement in healthcare marketplaces through simplified medical bill management, shopping tools and tailored incentives resulting in reduced healthcare costs.
Liberty Mutual: What started out as an experiment offering discounted auto & home coverage to employees over 40 years ago has become a way of business.
Hodges-Mace Benefits Group, Inc.: Hodges-Mace is an employee benefits technology and communications firm that helps employers improve their overall delivery of benefits by implementing cutting-edge solutions coupled with proven employee engagement and decision-support services. Pantone 102c
HSA Bank: At HSA Bank, we’ve been helping businesses optimize their healthcare spending for over 15 years. We offer unmatched service and expertise when it comes to health-based savings accounts.
Interactive Health: Interactive Health provides comprehensive worksite wellness solutions that are personalized for each individual.
Intrepid: 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.
Maestro Health: Maestro Health is the only technology-meets-service platform delivering the most complete, all-in employee benefits management solution for brokers and employers. 75% BK
MasterCard Worldwide: MasterCard is a global payments and technology company. It operates the world’s fastest payments processing network, connecting consumers, financial institutions, merchants, governments and businesses in more than 210 countries and territories.
Maxwell Health: Maxwell Health, a fast-growing industry leader in health IT, is the first Health as a Service platform.
Modern Emergent Care: We are Atlanta’s only ER alternative. Less wait time. Less cost. Less hassle, than hospital ER. Upscale facility with state of the art diagnostic center. CT scan, Ultrasound, X-Rays and full Lab testing.
Paylogix: Paylogix® solutions facilitate benefit communication, enrollment and administration for payment processing and secure data management spanning from promotion-to-payment.
PilotHSA: PilotHSA provides HSA technology and administration services to financial institutions and third party benefit administrators. If you are a bank, credit union, or a benefit TPA looking for a turnkey HSA solution, please contact us at www.pilothsa.com.
Pricing Healthcare: Pricing Healthcare is a completely open, independent, online marketplace for direct-pay healthcare. Our data is current, searchable, and free to access from anywhere in the world.
Quantum Health: Quantum Health is a care coordination and consumer navigation company.
RedBrick Health, a consumer health engagement company, helps create behavior change and clinically-meaningful improvements in objective measures like BMI, blood pressure and cholesterol.
HealthCare Consumerism Solutions™ I www.TheIHCC.com I Annual Superstars 2015
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AFFILIATE MEMBER PROFILES
WWW.THEIHCC.COM
The Institute for HealthCare Consumerism Affiliate Member Profiles Renaissance Dental: It is our goal to bring quality to all we do by providing flexible, innovative plans and exceptional customer service to individuals, groups, and dentists.
SelectAccount: SelectAccount has been driving innovation in medical savings accounts for over 25 years.
Solstice Marketplace: The Solstice Marketplace is a private exchange developed by health insurance carrier Solstice Benefits.
UMR: UMR is a third-party administrator (TPA), hired by your employer, to help ensure that your claims are paid correctly so that your health care costs can be kept to a minimum and you can focus on well-being.
UnitedHealthcare: UnitedHealthcare is dedicated to helping people nationwide live healthier lives by simplifying the health care experience, meeting consumer health and wellness needs, and sustaining trusted relationships with care providers.
WellRight: WellRight is a provider of corporate wellness software and its solutions help increase the physical and mental well being of employees.
WageWorks: WageWorks is a leader in administering Consumer-Directed Benefits (CDBs), which empower employees to save money on taxes while also providing corporate tax advantages for employers.
Withings: Withings leads the connected health revolution. Our beautifully designed awardwinning products bring long-term engagement and measurable health impacts to your workforce.
TailorWell is changing how brokers help small employers buy and manage health insurance and other employee benefits.
Transamerica: Transamerica is one of the world’s leading financial services companies, providing insurance, investments and more to 27 million customers.* Yet we see ourselves as far more than just number crunchers or investment managers. We are the Tomorrow Makers®.
Truven Health Analytics: Truven Health Analytics, formerly Healthcare at Thomson Reuters, delivers unbiased information, analytic tools, benchmarks, and services to the healthcare industry.
TSYS Healthcare: TSYS Healthcare partners with third party administrators, financial institutions and health plans to provide benefit payment solutions for customers with HSAs, HRAs, FSAs, cash accounts and lines of credit.
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Wells Fargo Health Savings Accounts (HSA): Wells Fargo is a leading provider of comprehensive Health Savings Account (HSA) programs.
Annual Superstars 2015 I www.TheIHCC.com I HealthCare Consumerism Solutions™
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BenefitWallet® provides a customizable way to simplify benefits administration, lower costs, and encourage employees to take an active role in their health. We offer: • Health Savings Accounts
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• Health Reimbursement Arrangements
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