cottingham & butler honkamp krueger & co, p.c
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COTTINGHAM & BUTLER HONKAMP KRUEGER & CO, P.C . Cottingham & Butler Introduction . Privately held - established in 1887 Headquarters in Dubuque, IA National provider of employee benefits and risk management solutions – clients in 48 states Over 3,500 customers 450+ employees - PowerPoint PPT PresentationTRANSCRIPT
1INNOVATIVE INSURANCE SOLUTIONS
COTTINGHAM & BUTLER
HONKAMP KRUEGER & CO, P.C.
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Cottingham & Butler Introduction
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• Privately held - established in 1887
• Headquarters in Dubuque, IA
• National provider of employee benefits and risk management solutions – clients in 48 states
• Over 3,500 customers
• 450+ employees
• 38th largest Insurance Broker in U.S.
• Recognized for excellence
• “Agency of the Year” National Underwriter
• “Agency of the Year” Rough Notes Magazine • Professional services firm – focused on culture and growing organically
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Office Locations
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• A number of larger offices, with some individual sales offices
• 95% of businesses outside of Dubuque, IA
• Clients in 48 states, ranging from Florida to Alaska, Maine to California
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Why We Are Different
• Depth and breadth of capabilities:• Property & Casualty Insurance
• Casualty Claims Administration (TPA)
• Captives & Programs
• Safety & Loss Control Consulting Services
• Employee Benefits Brokerage & Consulting
• Benefit Claims Administration (TPA)
• Medical Management Services
• Wellness & Condition Management Solutions
• Personal Insurance Services
• Relentless focus on outcomes and results• Willing to take risks and be innovative• Provide alternative financing strategies to reduce insurance costs • Exceedingly focused on metrics and analytics to get behind activity and
discern the real impact• Constantly pushing ourselves to get better
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Brokerage Expertise & Accountability
Brokerage• We organize our traditional brokerage sales and service into practices –
Risk Management and Employee Benefits• Industry Expertise: Transportation, Tribal Nations, Agribusiness, Construction,
Manufacturing
Claims Management • Casualty TPA that handles worker’s compensation & liability claims
• 99+% Retention Rate• Medical Claims TPA
• Pay claims for over 250 self-insured clients• Over last 3 years, our average increase in cost per employee per year has
averaged less than 3% compared to the industry average of 10%
Onsite Clinical Expertise and Wellness Team • Full-time Medical Director, 24 Nurses, and team of Certified Health Coaches• Utilization review, case management, and condition management to over 100,000
individuals.
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Brokerage Expertise & Accountability
Safety Consulting • Eight full-time safety professionals• Service provided to our brokerage clients as well as a la carte
Captive & Program Management• Developed four trucking captives, including the largest member-owned group trucking
captive, and a heterogeneous captive for non-trucking clients.• Each captive has retention rates in the high 90% range.
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Today’s Agenda and Presenters
1. Pay As You Go Workers’ Compensation Matt Murray, Risk Management Account Executive
2. P&C Overview and Risk Management Audit (RMA) Jeff Bair, Risk Management Sales Executive
3. Benefits Consulting Services and Capabilities Brad Plummer, Jane Mueller & Nicole Pfeiffer, Employee Benefits Vice
President/Sales Executives
4. HealthCheck360° Michael Kelly, Director of HealthCheck360°
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Pay As You Go Workers’ Compensation
-Matt Murray
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What Is Workers’ Compensation?
• Coverage for an injured worker while in the course and scope of employment.
• Mandatory coverage• How is it priced?
– Each carrier has a different appetite. Pricing can be wildly different from carrier to carrier.
– An experience modification factor (mod) is applied to each account. In it’s simplest form a rating of an account based on “average”. 1.00 is average; greater than one below average; less than one above average.
– Carrier can apply discretionary credits/debits, dividends and other pricing tools.
– Each class code and state has it’s own rate.
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Critical to Success in Workers’ Compensation
• Licensed insurance professionals• Contracts with the key carriers offering pay as you go solutions and
significant volume with each carrier today• Knowledge of states and negotiation
– As mentioned earlier, each state varies significantly on how workers’ compensation is priced.
• Iowa – State sets rate, carriers can deviate +/- 30%• Illinois – Carriers can essentially charge whatever they want.• Wisconsin – State sets rate, each carrier has the same premium. Only way
to change the premium is a dividend.• Minnesota – A loss cost multiplier state. Large variance in what each carrier
would have for rates.
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Why Pay as You Go?
• Growing trend in companies wanting this option
• Payroll companies including ADP, Ceridian and Paychex are offering this as a bundle with the payroll services
• If HK is not talking to clients about bundling the services together, one of your competitors may be
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Why Use Pay as You Go?
Current Situation Pay as you go Solution• 25% down and 9 equal payments?
10 equals? Potentially monthly if the carrier is willing to offer.
• Premium is based off a best “guess” on what the payroll will be for the upcoming year
• If the “guess” is not accurate, there is opportunity for significant additional premium or return premium
• Cash flow is based off your estimates and available pay plans
• No deposit or down payment required for the client
• Premium payments are based on actual payroll
• Less audit issues due to the premium being calculated “real time”
• Improved cash flow• No checks to write or invoices to
pay for the insured• Integrates with Infinisource, once
the initial set up is complete, the premium is determined when payroll is run automatically
• Simply put…a billing option.
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What Companies Fit?
All companies can fit for the pay as you go option. The following categories have the greatest take up.– Under 100 employees– Contractors– Small businesses with cash flow issues– Companies that have had historical workers’ compensation audit issues
Will this work for every company?– No, each company will still need to be individually reviewed by the
insurance carrier to determine if the carrier will released a workers’ compensation quote.
– If a carrier is setup for Pay as You Go quotes…it can be done.
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What Insurance Carriers Offer Coverage?
• Many companies you may know…
• More and more carriers are beginning to offer the option
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When Should C&B Get Involved?
• If a client is interested in the option, C&B will engage and gather the needed information
• C&B will obtain competitive workers’ compensation options• Provide Proposal to HK & client• If they elect to go with the HK/C&B, we will immediately bind
coverage and start the process of getting the client set up for the automatic payments
• Basic data needs to be included by HK in the data file to the pay as you go software
Payroll Company ID Payroll Period Start Date
Employee Number
Check Date Payroll Period End Date
Subject Wages
Class Code Policy Effective Date TemplateFEIN Policy Expiration Date State
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How Does the System Work?
• A net rate will be determined and automatically loaded into the system.
• The client needs to assign a class code to each employee on initial setup. This is only needed on intake and with any new hires.
• Once this is complete, each payroll period will automatically generate the correct premium. An email will be sent to the client, HK and C&B confirming the payment amount.
• A fee of $5-$9 will be charged to the client per pay period depending upon premium size.
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The Workflow
HK Payroll
PayGo Software
C&B
Client
• Payroll Data file collected with needed info
• Software Interfaces with PayGO to automatically send payroll data
• Develops net rate by state & class code
• Automatically links rates with payroll
• ACH set up to withdrawal premium per pay period.
• Negotiates and binds quote with carriers
• Provides bound quote to PayGo
• Provides a class code per employee & verifies in Payroll Software
• Provides new hire / terminated employee info throughout year, needs to verify employees class code.
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How Do We Get This in Front of Clients?
Ideas for Discussion1. Introductory mailer, showing the partnership between
HK and C&B and ability to offer the payroll services and pay as you go workers’ compensation
2. Quarterly webinars to provide knowledge and benefits of the program to HK clients
3. Follow up by C&B or HK Payroll (to be agreed upon)
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Getting Started
• Several of you may have a clients/prospects in mind that this option would work for
• C&B would run 2-3 pilot companies through the pay as you go platform
• Integrate systems, work kinks out, and get a working knowledge of how the process will go
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Your Resource
Who to contact at C&B for Pay as You Go Workers’ Comp:
Matt Murray| Risk Management Account Executive563-587-5312 | [email protected]
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Risk Management
-Jeff Bair
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• Everything But Trucking and Benefits• Manufacturing• Construction• Food Related Companies• Tribal / Casinos
• Target $100K Premium and Higher
• Midwest – – 2nd Tier Cities – Under the Radar of Large National Brokers– Iowa, Wisconsin, Illinois, Minnesota, Indiana, Michigan, South Dakota,
Nebraska, Missouri
Risk Management Practice Areas
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<$100K Premium – Price Sensitive 1.) Insurance Program Design 2.) Brokerage Services
>$100K Premium – Service Sensitive 1.) Risk Management Program Design 2.) Brokerage Services 3.) Safety Services 4.) Claims Advocacy 5.) Third Party Claims Administration
Business Model
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Insurance Program Design
• Alternative Risk– Captives– Large Deductibles– Self Insurance
• Risk Management Services– Safety Programming and Consulting– Claims Advocacy
• Third Party Claims Administration– Unbundled Claims Administration
Consulting Competencies
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Insurance Program Design
• Risk Management Assessment– Program Design – Premium and Coverage Benchmarking
• Objective –– Move away from price and develop conversation around program
design – Develop consulting relationship rather than price shopping
Consulting Competencies
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Insurance Program Design
• Risk Management Assessment– Program Design – Premium and Coverage Benchmarking– Market Perception
• Crazy Stuff– Fruit and Vegetable Distributor’s cargo policy excluded Fruits and Vegetables – Entire building schedules uninsured– Egg Producer Umbrella policy excluded salmonella outbreak– Every policy reviewed has had material findings
• Outcome– Properly Designed Program Tailored to Individual Exposure– More informed underwriting– More Coverage / Less Premium = VALUE
Consulting Competencies
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Alternative Risk– Captives– Large Deductibles– Self Insurance
Significant percentage of clients participate in an alternative risk program.– Shift from an annual insurance renewal to an annuity corporate finance
project.
Lower Total Cost of Risk– Insurance becomes less expensive as they take more risk.– More operational focused since they have skin in the game.
Consulting Competencies
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Unique Needs for VIP’s– Large Property Holdings– High Values
Features– Homeowner policy guarantees full replacement cost– Sewer and Water Backup to Full limits of the policy.– Auto Agreed Value with OEM replacement parts– Agreed Value for Jewelry, Furs, Art and other valuables
Exclusive access to top 5 affluent personal insurance markets that cater exclusively to affluent clients– Pure, AIG Private Client, Chubb, Ace– Complete personal assessment – appraisals
Private Client Concierge Service– Private Client Service Center– Confidential
VIP - Personal Insurance
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Who to contact at C&B for Risk Management solutions:
Jeffrey Bair| Risk Management Sales Executive563-587-5138 | [email protected]
What to expect:– Respect that it is your relationship– Work hand in hand with you – Continued communication with you during process
Your Resource
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Benefits Consulting Services and Capabilities
-Brad Plummer, Jane Mueller, and Nicole Pfeiffer
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Example of Key Account Client Service Team Assignment
Jane MuellerSales ExecutivePhone: (563) 587-5263Cell: (563) 590-4162Email: [email protected]
Nicole PfeifferSales ExecutivePhone: (563) 587-5208Cell: (563) 580-3665 Email: [email protected]
Melanie KintzleBenefit Services Unit ManagerPhone: (563) 587-5314Cell: (563) 581-2917Email: [email protected]
Devon MullnerBenefits Services RepresentativePhone: (563) 587-5237
Email: [email protected]
Krista SigmanDirector of Group &
Voluntary BenefitsPhone: (563) 587-5578Email:
Julie HarbaughPPO Network Utilization SpecialistPhone: (563) 587-5346Email: [email protected]
Kathy HertingPlan Document SpecialistPhone: (563) 587-5347Email: [email protected]
Adam Jensen, JD, CEDS, FLMIVice President and Director of CompliancePhone: (608) 467-5030Email: [email protected]
Linda PerryCompliance & Human Resource SpecialistPhone: (563) 587-5149Email: [email protected]
Christine Storlie, MBA, PHRManager of Client Human ResourcesPhone: (608) 467-0692Email: [email protected]
Craig Herbst, CPASenior Business AnalystPhone: (563) 587-5137Email: [email protected]
Taylor OrtonBenefits AnalystPhone: (563) 587-5366Email: [email protected]
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Evaluating Benefit Plans: How Are We Different?
1. Funding Methods – We have expertise in all funding methods: fully insured, split-funded, minimum premium, self-funded. Most brokers specialize in one funding method.
2. Geographic – We have benefits clients in 30+ states, and Assurex Partners in all 50 states and across the globe. Most brokers concentrate on a small geographic area or one state.
3. Insurance Carrier Relationships – We place business for thousands of clients annually with 50+ insured medical carriers, 25+ stop loss carriers and 30+ life & disability carriers. Many brokers only have a handful of carriers they work with.
4. Strategic Approach – Our team uses a proprietary “3 C’s” approach to evaluating benefit cost drivers and creates custom plans for each client based on company culture, recruiting/retention objectives and budgetary goals. Our team of experts provides creative solutions and outside the box ideas that our competitors don’t think of.
5. Resources – We are truly unique, in that we can provide an integrated “one-stop shop” solution.
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What We Do That is Different and Below the Surface…
Cost per EmployeeBenchmark Plan DesignDependent Eligibility
Audit Metrics:• Coverage• Consumption• Cost Sharing
Health Care Reform:• Implications• Exchanges• Penalties
Many only
focus here
But what’s below the surface?
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Our “3 C’s” Framework for Evaluating Benefit Plans (on a High Level)
Coverage
Consumption
Cost Sharing
Metric Calculation What it tells you
Participation Rate The number of employees who are covered divided by the total number of eligible employees
Whether you may be covering too many employees relative to benchmark averages
Dependent Ratio The total number of plan participants divided by total number of covered employees
Whether you may be covering too many dependents
Metric Calculation What it tells you
Plan Cost Sharing percentage
The total amount paid by the plan divided by the total eligible claims
The split between what the plan pays versus what the employee pays when medical services are purchased
ER Contribution percentage
(Total plan costs minus employee contributions) divided by total plan costs
The percentage of total plan costs that are paid for by the employer
Metric Calculation What it tells you
Average claims per Participant
Total claims costs (eligible Medical & RX claims) before cost sharing divided by total number of participants
The total amount of money spent on claims by an average participant without regard to plan design and contributions (absolute cost of benefits)
Demographic Index Weighted average expected cost index based on participant age and gender (1 is average)
The impact of demographics on average costs
Admin Cost per Participant
Total Plan admin costs divided by total number of participants
The non-claims cost associated with the plan
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C&B Client Trend Line versus National Average
2007 2008 2009 2010 2011$6,500
$7,000
$7,500
$8,000
$8,500
$9,000
$9,500
$10,000
Cost Per Employee Per Year
National Average
Cottingham & Butler
Per E
mpl
oyee
Per
Yea
r
Since 2007, Cottingham & Butler’s clients have experienced a trend of 2.8% increase in cost per employee per year
versus the national average of 7.4%.
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6 Primary Reasons Why We Perform Differently
1. We focus on strategic planning for long term cost containment. Most brokers ride the renewal rollercoaster and don’t know how to effectively plan beyond the current year.
2. We reach all over, not just locally which gives us a bigger view of the healthcare marketplace and offers alternatives that other brokers may not have access to.
3. We excel with alternative and self-funding arrangements and believe that you should find ways to buy less insurance over time and self-fund the claims that are predictable and controllable.
4. Most brokers focus on off-the-shelf options and have market limitations. We focus on principles and dig for the details below the surface that provide opportunities for savings.
5. We provide wellness recommendations and deliver on our ROI estimates.
6. We focus and deliver on compliance and HR Services making our clients more effective at managing their employees and benefit programs.
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Differentiators Between C&B and Other Brokers
Dedicated Employee Benefits Marketing Team with 100+ market relationships & contracts
Dedicated Analytics Team (including former BCBS Finance Manager in charge of a 6 state region)
ERISA Attorney on staff HR & Compliance Consultants on staff Proprietary TPA and PPO Networks Plan Document specialist Dedicated Non-Medical market and plan specialists ACA Experts on staff 25+ Nurses and 4 Physicians on staff Wellness Consultants and proprietary programming/pricing with Healthcheck360° Transportation Industry Specific Benchmarking Exclusive HRIS/Payroll system capabilities and pricing
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Client Resources You Won’t Get With Other Brokers…
3-Year Strategy Planning Guide Compliance CD & Quarterly Compliance Newsletter Health Plan Intelligence Suite (Reporting/Benchmarking Portal) MyWave HR Resources Plan Source Benefits Portal for Employees Online Benefit Enrollment Suite* Annual Compliance Manual 5500 Filing* Full HR and Compliance Audit Services* Wellness/Benefits Resources on CD Proprietary HealthCheck360° programming/pricing* Transportation Industry Specific Benchmarking Health Care Reform Tool Kit Dependent Eligibility & Spousal Coverage Audits available through SISCO*
* Additional fees may apply
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Risk Management for BenefitsBenefit Compliance Audit
– Covers H&W benefit plan policies and processes that can put an employer at risk, including the items covered in a DOL H&W plan audit
HR Compliance Audit – Covers HR policies and procedures that can put an employer at risk
Employee Handbook Review – Includes a review of the handbook with revisions to bring the handbook into compliance
with applicable law and desired corporate policiesHIPAA Title II Privacy and Security Consulting
– PHI mapping, HIPAA findings report, preparation of Privacy and Security policies and procedures, forms, training materials and presentations for staff
Form 5500 Preparation/Delinquent Filer Voluntary Compliance Program– Form 5500s, Schedules, and Summary Annual Report (SAR)– DFVC: If your client has failed to file, would they prefer a penalty of:
A. $10/day capped at $4,000 max per plan, orB. $1,100/day with no limit, going back as far as DOL wants
ERISA Wrap-around SPD Preparation– Includes creation of Summary Plan Description containing all the ERISA-mandated
elements and required health notices– Failure to provide SPDs and required notices can lead to fines and lawsuits– Hint: fully-insured carriers don’t do this because it’s a Plan Sponsor duty and the certificate
booklets they do provide don’t contain the required items
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Best Practices
Compensation Review and Benchmarking– Includes job description creation/review, marketing/benchmarking
positions– Compensation structure analysis and linkage to performance
management
Benefit Issue Research & Analysis
Generic Benefit Form Preparation– Includes eligibility, enrollment, plan administration, plan
amendments
Cafeteria Plan Preparation– POP Plan, FSA, Dependent Care, Adoption Assistance– COBRA Administration– FMLA Administration
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Vendor Partnerships
• Insurance Carriers: We work with numerous fully insured carriers, stop loss carriers, and voluntary benefit carriers
• TPAs: For our self-funded clients we work with a large number of different TPA firms and understand the strength of their customer service and claims adjudication processes
• PPO Networks: We have strong expertise in knowing network geographic area strengths and we can plug in regional networks for strong local discounts.
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Examples of Details Mattering in the Real World
• Blue Card Fees• C&B engagement uncovered error in Blue Cross service delivery. Client received $550,000 retroactive
credit.
• ACA Risk Management • Review of client on-boarding procedures reveals significant gap in ability to effectively demonstrate offering
coverage to 95% eligible. Exposure- Over $20 million in fines. Result: Significantly enhanced recordkeeping and on-boarding process.
• C&B engagement correctly calculates ACA fees saving client $109,000 versus carrier recommended method.
• Insurance Placement• Procurement of two year stop loss contract saves client exposure on seven figure claimant. Result: Cost
projections flat.
• Performance Based Plan Design• Client implemented incentive-based plan design features to promote Wellness and Chronic Condition
Medical Compliance. • Care Plan Compliance Results:
• Asthmatics 93%• Diabetics 73%• Hypertensive 87%
• Costs are Down 7% over past five years, versus 7% compounded growth.
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• On average, 4 - 8% of dependent spouses and children on employer sponsored benefit plans are not eligible for the medical benefits they receive.
• The average cost to the employer for each dependent is $3,500 (per year in claims).
• A Plan with 1,000 covered employees (1,200 dependents) is likely spending between $150,000 - $200,000 per year on members who do not qualify for coverage.
• The simple fact is that employers can no longer afford to overlook ineligible dependents.
Eligibility Audits
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Importance of Voluntary Benefits
• As employers consider their health care and total rewards strategies in light of health care reform, nearly half expect voluntary benefits and services (VBS) to become more important over the next five years jumping to 48% in 2018 from the current 21%.
• These supplements to core benefits are designed to fill gaps in employees' security, health, wealth accumulation and address unique personal needs.
• The most prevalent voluntary benefit offerings currently provided by employers include life (94%), vision (84%), disability (80%), dental (80%) and accident (68%) insurance.
• Additionally, employers are considering adding a number of voluntary benefits over the next two years. The top offerings being considered include critical illness, identity theft and financial counseling.
Towers Watson 2013 VBS Survey
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Additional Broker Resources
• Educational Employee Benefit Webinar and Seminar Series
• HR Communication Portal which includes documents for employers and employees
• Employee Benefits Website to share benefit plan information
• Benefit Booklet Content and Design Creation
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Your Resources
Contact Jane Mueller & Nicole Pfeiffer with employee benefit prospects:
Jane Mueller | Vice President Employee Benefits 563-587-5263 | [email protected]
Nicole Pfeiffer | Vice President Employee Benefits563-587-5208 | [email protected]
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-Michael Kelly
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About HealthCheck360°
Proprietary & Confidential
• Created in 2007 to change focus of wellness industry to health risk management
• Subsidiary of medical management firm HealthCorp
• Natural evolution of 20+ years of experience in:– Health improvement and behavior change
– Chronic condition management
– Managing over 100,000+ employee lives
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About Our Client Base
• Average group size – 300 employees
• Domiciled in 36 states
• Multiple Industries – Manufacturing– Professional Services– Health Care– Transportation/ Distribution
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5 Best Practices
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1. Biometric Screenings
Proprietary & Confidential
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2. Proprietary Objective Scoring System
• Our scoring algorithm is directly correlated to present and future cost drivers
• Balanced across all major cost drivers
• Transparent to participant• Designed to reward positive
change across health spectrum • Designed to integrate with
medical management• Easily understood 0-100 scale• Developed and reviewed by
physicians
Proprietary & Confidential
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3. Outcome Based Incentive Models
Incentive Rate• Health score of 71+• Repeat participants with <71
AND 5+ pt improvement• All new participants
Standard Rate • Non-participants• Participants who fail to meet
health goals
Preferred Rate• Health score of 71+• Repeat participants with <71
AND 5+ pt improvement• All new participants
Participation Rate• Participants who fail to meet
health goals
Standard Rate • Non-participants
OR…
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4. Data Driven Engagement and Programming
Proprietary & Confidential
• Biometrics• HRA responses• Demographics• Claims
Data
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5. Client Specific Reporting
Individual Report
Executive & Aggregate Report
Claims analysis*
Health Coaching Reporting*
Risk Migration Analysis
Critical Value Reporting
Executive Review Presentation– Provides synopsis of various reports
– Identifies key issues
– Compares company data to industry cohorts
Proprietary & Confidential
* If applicable
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Importance of Participation
Proprietary & Confidential
Biometric Participant Non-participant $3,800.00
$4,000.00
$4,200.00
$4,400.00
$4,600.00
$4,800.00
$5,000.00
$4,194.13
$4,967.48 Participation Correlation to Claims
HC360 Sample Population Study, N=10262, 2012
18% Increase in non-participant costs
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Continued Positive Impact
20 25 30 35 40 45 50 55 60 6565
70
75
80
85
90
R² = 0.661208478923899R² = 0.850379454206092R² = 0.932578298872961R² = 0.966340196462683
Age vs. Total Score
1-Year ParticipantsPower (1-Year Partic-ipants)2-Year ParticipantsPower (2-Year Partic-ipants)3-Year ParticipantsPower (3-Year Partic-ipants)4-Year Participants
Age
HRA
Tota
l Sco
re
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Correlation to Health Score to Claims
Ideal (85+) Low Risk (71-84) Moderate Risk (61-70) High Risk (<=60) $3,000.00
$3,500.00
$4,000.00
$4,500.00
$5,000.00
$5,500.00
$6,000.00
$3,474.83
$3,980.86
$4,460.83
$5,417.24 f(x) = 2978.74590007557 exp( 0.144595698519688 x )R² = 0.987014361160388
Health Score Correlation to Claims
HC360 Health Risk Level (Score)
Allo
wed
Cla
ims
(Ann
ual)
HC360 Sample Population Study, N=10262, 2012
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HealthCheck360° Case Study
Ideal Risk Low Risk Moderate Risk High Risk$250.00
$350.00
$450.00
$550.00
$650.00
$750.00
$850.00
$950.00
$1,050.00
$366.25
$703.24
$771.36
$952.22
f(x) = 314.750183874522 exp( 0.295886206469319 x )R² = 0.859132754458333
Average WC Cost by Health Level
Avg WC Exponential (Avg WC)2000 EE manufacturing and distribution company – Significant correlation in high health risk levels and workers compensation expense.
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Ideal Low Moderate High Very High0
200
400
600
800
1000
1200
1400
1600
1800
969
1602
1015
619
452
1096
1692
928
566
375
1355
1687
857
475
283
14911592
827
464
283
Health Risk Score Migration
Year 1 Year 2 Year 3 Year 4
Health Risk Score
Num
ber o
f Par
ticip
ants
53% Increase 25% Decrease 37% Decrease
Year 1 to Year 4 Migration
HealthCheck360 Population Study, N=19,301, 2012.
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Proposal Request Form
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Your Resource
Who to contact for HealthCheck360°:
Michael Kelly | Director of HealthCheck360°563-587-5186 | [email protected]
www.healthcheck360.com
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