Andrea McDougall August 2015

Curriculum Vitae

www.benefixsolutions.com

My experience in the industry includes both self-funded and fully-insured platforms for mid-size to large, multi-stated employers. While my experience includes employee benefits consulting with Mercer Human Resource Consulting and Aon Hewitt, I have spent the over 10 years as a Plan Administrator/Benefits Director and Benefits Manager for several large self-funded plans directly. I am experienced in alternative funding arrangements, plan design consulting, overall plan administration, health management/wellness consulting, vendor relationship management, negotiations, contract administration, regulatory compliance, and have extensive experience with Governing Boards, Benefit Trusts, and Insurance Committees. Finally, I have an in depth understanding of regulatory requirements including the reform requirements under the Patient Protection Affordable Care Act (PPACA). I have had several public engagements presenting as an invited guest on the topics of wellness program strategy, consumer driven health plans, plan funding mechanisms, and health care reform. I enjoy developing wellness strategies and have been recognized with several award winning programs. I hold two degrees, earning a Bachelor in Science from the University of Phoenix and a Master’s in Business Administration from Westminster College. I also hold an Arizona State Health, New Mexico and Nevada Health and Life Insurance License and am professionally affiliated several industry organizations. Most organization identities are kept confidential throughout the articles, however each one comes from my experiences shown in the job experience section. Hopefully this curriculum vitae demonstrates my knowledge and experience and I welcome any questions you may have. I look forward to working with your organization!

Andrea McDougall | Benefix Solutions, LLC

Welcome to My Not-So-Typical Resume

Andrea McDougall | Benefix Solutions, LLC

About Benefix Solutions, LLC Have you ever thought, "I wish I had someone I could just call and get this taken care of"? If you need periodic contract reviews, financial negotiations or strategic recommendations and really don't need an employee full-time, Benefix is the Solution for you. Benefix also assists temporarily when short-handed, or to implement your projects successfully. Think of Benefix as an executive-on-demand when you need us, and save the expense when you don't.

Andrea McDougall, MBA Founder, Benefix Solutions, LLC 3260 North Hayden Road, Suite 210-337 Scottsdale, AZ 85251 Tel: +1 602 531-5573 Email: mcdougall.andrea@yahoo.com

andrea@benefixsolutions.com Web: www.benefixsolutions.com

Timeline

Details

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Job Experience

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10

Education

Degrees Earned State Licensures

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11

12

Noteworthy

Regulatory Compliance

Financial Management

Communications

Wellness Programs

Awards

Public Speaking Engagements

Human Resources

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Summary Summary of Qualifications

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VV2009

Job Experience

A moment's insight is sometimes worth

June 2015 | Benefix is founded May 2011 | Plan Administrator

August 2013 | Vice President Health & Benefits

June 2009 | Senior Manager, Benefits

2015 2013 2009

2011

Benefix Solutions, LLC

a life's experience. Oliver Wendell Holmes, Sr.

ANDREA MCDOUGALL 2015

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March 2005 | Director, Employee Benefits and Risk Management

2000-2003 | Consulting Analyst

2003-2005 | Client Services Manager

1998-2000| Health Services Claim

2005 2003

2000 1998

1996

1996-1998| Business Office Director/Patient Accounting

The Details

FOUNDER & CHIEF EXECUTIVE OFFICER Benefix Solutions, LLC | June 2015 - Current

Business Director | Joined in 2010

VICE PRESIDENT, HEALTH & BENEFITS Aon | Aug 2013 - June 2015

Benefix provides organizations with experienced and knowledgeable benefits staff, on demand and on site.

Served as the Account Executive, which is the primary client lead, for the health and benefits team. Oversee all benefits work; including the financial analysis, negotiations, bid process, carrier relationships, account customer service, communication design and compliance adherence. Providing consultative guidance that aligns the Human Resource objectives with the overall business objectives.

• Portfolio includes public entities, technology, health care/hospital, construction, and hospitality, non-profit and large Employee Benefit Trust. Client size from small, 120 employees, to large with 20,000 employees.

PLAN ADMINISTRATOR Valley Schools Employee Benefits Trust | 2011-2013

Complete Plan administration responsibility; 20 municipalities, 20,000 employees, 30,000 members, $170,000,000. New client on boarding and existing client program delivery. Advised and responsible for strategic and tactical plans. Accountable for the annual renewal process; premium equivalent setting, IBNR reserves, and contribution modeling for the self-insured health programs.

• Executive Leader with all client stakeholders. Responsible for successful vendor interface, contracts, and service.

• Interfaced with the Boards, Committees, Superintendents, and Executives. Primary

contact for all vendors, consultants, senior staff and Board Members. Responsible for all plan compliance from a plan administration perspective with all regulations including IRS, DOL, HIPAA, COBRA, FMLA, ADA and the PPACA mandates.

• All staff report directly to the Administrator who is personally responsible for their

supervision, training and performance.

The Details

Administered the self-funded employee benefits programs, including health and wellness, worker’s compensation, income protection, retirement, and related programs. Ensured compliance with national and local legal and tax requirements. Conducted benchmark analysis of benefits programs in order to evaluate competitiveness and legal compliance and made program design recommendations to C level, within budget.

• Awarded the Phoenix Business Journal’s 2011 Healthiest Employer Award.

SENIOR MANAGER, BENEFITS Amkor Technology | 2010 - 2011

Directed the district’s self-funded health insurance programs; medical, dental, vision, life, disability, EAP, health management, and the 403(b) and 457 retirement saving plans. Also, responsible for the district’s risk management, loss prevention, self-funded property and liability, and workers’ compensation insurance programs. Developed, negotiated and administered contracts for all insurance services, claims adjusters, legal counsel, benefits consultants, and benefits insurance vendors. Recommended strategy for district’s program design and administrative procedures. Developed effective communications to orient, train, and/or introduce audiences to each facet of the Employee Benefits and Risk Management programs. Managed department staff of 7 full time staff members. Served as the Executive Leader to the Employee Benefit Trust Board of Trustees, Governing Board, Employee Benefits Advisory Committee, and 457 Deferred Compensation Committee.

• Designed and implemented the District’s first wellness initiative, based on claims data analysis and wellness champion buy-in.

DIRECTOR, EMPLOYEE BENEFITS AND RISK MANAGEMENT Mesa Public Schools | 2005 - 2010

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The Details

Account management of my clients, which were all large, self-funded employers, regarding all aspects of the carved out health management programs. The programs included the wellness, disease and case management programs, utilization/authorization, demand, and online health management programs.

CLIENT SPECIALIST SHPS Healthcare Services | 2003 - 2005

Managed health care strategy for large multi-state employers including; proposal (RFP) development, solicitation, plan assessment, fee negotiations, benchmark, open enrollment communications and vendor management. Consistently achieved savings through effective negotiations, ROI of 8 to 1.

CONSULTING ANALYST Mercer Human Resource Consulting | 2000 - 2003

Team member of the health services department; the self-funded, self-administered group benefits program of Sinclair Oil Corporation. Determined eligibility and coverage for health programs and processed all claims.

HEALTH SERVICES/CLAIM PROCESSOR Sinclair Oil | 1998 - 2000

As Director, supervised approximately 20 people. Monitored daily reports to ensure system interface. Analyzed collection efforts and practices for compliance with corporation standards. Organizational development and statistical analysis of collection process. Followed collections from billing to resolve in a file track of 30,000 accounts.

INTERIM BUSINESS OFFICE DIRECTOR/PATIENT ACCOUNTS Columbia Lakeview Hospital | 1996 - 1998

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Education

Master in Business Administration

Westminster College Salt Lake City, UT 2000-2002

Bachelor of Science in Business Administration University of Phoenix Ogden, UT 1998-2000

Strategic Andrea McDougall has worked with

Valley Schools Employee Benefits Trust since May 2011, for 2 years as our internal Plan Administrator, and since as our Consultant with Aon. During this time, she has managed our Members through successful annual renewals with 100% retention, brought the Affordable Care Act to the forefront of the conversation; implementing educational and operational programs, and moved our Members to an improved, all new, financial platform and underwriting and analytics process.

I have found her capacity for digesting difficult and complex principles and converting them into clear and actionable ideas, unmatched. Andrea is creative yet decisive, she is collaborative and interpersonal yet naturally confident. Her determination, insight and dedication are unique and have made her one of the most strategically capable members of our team. Tom Boone Chairman/CEO

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• Life, Accident and Health or Sickness Insurance Series 13-33

• State of Arizona Department of Insurance• License Number 1067640• January 2018

Arizona

• Life, Accident, & Health• State of New Mexico - Superintendent of Insurance• License Number 351626

New Mexico

• Health, Life Non-Resident Producer• Commissioner of Insurance - Nevada• License Number 943131• April 2017

Nevada

Andrea McDougall was the Administrator for Valley Schools Employee Benefits Trust. As the Administrator, Andrea was also my immediate supervisor. While working for Andrea, I was extremely impressed by her knowledge of Healthcare Reform, the various and complicated aspects of employee benefits, employer plans, and the many other job duties and responsibilities she took on as the Administrator. She was an end-to-end resource for our school districts and municipalities, and many of the districts expressed to me how much they appreciated her. Andrea is very patient, kind, thorough, approachable and understanding, and was a wonderful mentor to me during her time at Valley Schools.

Julie Padelford Account Manager Valley Schools Employee Benefit Trust

State Licensures

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Regulatory Compliance

Excerpt from published article regarding Health Care Reform:

The New Math in Employee Benefits Calculating Who Qualifies. 2011

Of all of the mandates included in the Patient Protection Affordable Care Act (P.P.A.C.A.), the rules surrounding the 30-hour variable employee’s eligibility to benefits may be the requirement with the most, well, variability. Some employees may be hired in a temporary job, such as a Substitute Teacher, and work a variable schedule, off and on, just a day or so a week. The part-time or variable hour employees don’t typically qualify for benefits, but, the Patient Protection Affordable Care Act (P.P.A.C.A.) requires benefits be offered when the variable hour employee works 30 hours or more, on average. So if that Substitute, or Coach, or Bus Driver ends up working more, they will qualify for benefits. This could be a significant increase in your benefits budget.

The Act gives us an equation that we must solve to determine if an employee qualifies for benefits. In order to solve the equation, let’s first define the variables. The variables are; the measurement period, the administrative period and the stability period.

• The Measurement Period. This is the period over which an employer tracks employee’s hours of service. Also called the look back period. The look back cannot be less than three months, or more than twelve months in duration.

• The Administrative Period. This is the time when you will calculate who qualified, notify them of their enrollment options, and capture the elections in benefits. Think of it as your open enrollment for variable hour employees. The administrative period is optional and can last up to 90 days in duration.

• The Stability Period. This is the period of time in which the employer must offer health care coverage to the variable hour employee who earned it during the measurement period to avoid penalties. The stability period must be at least as long as the measurement period, but not less than six months.

Passage of the Patient Protection and Affordable Care Act and healthcare reform laws represent the most significant regulatory overhaul of the U.S. healthcare system since the passage of Medicare and Medicaid in 1965. The impact of the implementation of these laws will be far-reaching, evolving and challenging for all school and districts in Arizona.

Andrea McDougall was the featured speaker at a panel entitled, Impact of the Patient Protection and Affordable Care Act, at the recent Arizona Association of School Business Officials (AASBO) conference in Tucson, Arizona. As part of a 3 hour Panel Session conference on Health Care Reform, Andrea McDougall brought vital information to business officials from around the state of new implementation rules and costs.

Arizona Health Spot August 9, 2013

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Approachable I work with Andrea McDougall at Amkor Technology and have found her to be a tremendous asset to our organization. In additional to being knowledgeable and an amazing resource for all benefits related information, Andrea is approachable. Employees are able to speak with her directly and understand that she is available to them. Additionally, Andrea understands the needs of the business and avoiding liability. She is well rounded and wonderful to work with. Kristy Dunn, PHR Human Resource Generalist, ASM

There are more than a hundred complex and relevant pieces of legislation affecting an employer's human resource and health and welfare operations. There are a number of federal laws that address issues related to employee benefits, including the Employee Retirement Income Security Act of 1974 (ERISA), the Affordable Care Act, the Taft-Hartley Act, and multiple provisions of the Internal Revenue Code. States also have their own statutes dealing with pensions, retirement, and other benefits.

Having had an opportunity to provide employer's with strategic solutions with most of them, a few stand outs are as follows:

Investigating and Reporting a HIPAA Privacy Breach

Under the Health Insurance Accountability and Portability Act of 1996 (HIPAA) Privacy Officer every healthcare organization must designate a Privacy Officer. The Privacy Officer must oversee all ongoing activities related to the development, implementation and maintenance of the organization's privacy policies, in accordance with federal and state laws.

In this capacity, I have been called upon to investigate and take action after a serious breach occurred and a complaint was filed. The penalty and public relation fall-out of a privacy breach is severe. The breach must be addressed swiftly and discretely. In this case, the required disclosures to the impacted parties and Department of Health and Human Services were made and follow up remediation and actions recommended preventing repercussion for all involved. Equal Employment Opportunity Commission (EEOC) laws.

Most employers with at least 15 employees are covered by Equal Employment Opportunity Commission (EEOC) laws. If an employee files a charge of discrimination, and upon investigation the EEOC determines concern exists, the employee has a right to sue the employer. Therefore, the employer's response to the EEOC is critical. Typically, thousands in legal fees are spent to write a response to an employee's charge of discrimination. Over the course of my career, I have replied to several EEOC charges and have never had an employee granted the right to sue.

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The sustainability of the budget depends on the path of costs, particularly medical health care. Understanding what makes up these expenses and addressing the correct issue is complicated.

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Major Changes in a Large Employer's Platform

After 20-years of indemnity and PPO health plans became unsustainable, the transition to high deductible health plans with health savings accounts was inevitably raised. Leadership was split on support of the change and Executive Council was skeptical. Transparency and subject matter expertise was the key to persuading continuing discussions. After rigorous analysis, and many discussions, the organization approved implementing a consumer-driven approach, ultimately saving millions. Click here to view the educational video that aired on public access channel 99. International Association of School Business Officials, 2011 Annual Expo - Seattle, WA - Guest Speaker With medical cost inflation averaging 10% -12%, a large consortium of more than 20 school districts had annual increases of 6% or less for four years running, saving by avoiding some 40% in medical costs during that time. As a guest

lecturer, I had the opportunity to present How to Beat Medical Inflation, followed by open discussion about such cost cutting strategies as group purchasing discounts, negotiation tactics, the use of "consumerism" and health. Click here to read the conference's agenda. Detailed Data Analysis Reveals Opportunities Many of us ask ourselves where the money went when we look at our personal finances and drilling down to the detail of medical claims spending is just as important. This is especially true when an organization has squeezed every dollar out of the budget that can be squeezed. After drill down into the medical claim spending, and in conjunction with the health plan and broker's analytical tools, it was discovered that nearly one million dollars was paid for out-of-network chiropractic claims. Further, the majority of that was paid to one chiropractic practice. While no plan design change is easy, this change allowed the organization to keep employee's costs flat at renewal.

Financial Management

Consolidation of Tax Sheltered Annuity Vendors In keeping with I.R.S statute, many organizations were required to adopt a 403(b) Tax Sheltered Annuity (TSA) Plan Document and maintain oversight of all TSA vendors accordingly. During the analysis it was found that employees were contributing to over 100 different TSA vendors. A competitive bid was completed, with the goal of consolidation. After analysis and negotiation, the organization's 100+ vendors was consolidated to one firm, significantly reducing participant's fees and growing their investments.

Look for Cost Reduction Opportunities outside the Norm

Integrated absence and worker's compensation management

Vendor competitive bids

Self-funding and stop loss analysis

Bundled or unbundling contracts

Strategic provider partnerships

Consolidation

Andrea McDougall was constantly looking for new ways to increase efficiencies and cut costs, while still offering great service to over 6,000 employees enrolled in our employee health insurance trust. In my opinion, her expertise help keep our health insurance premium increases significantly below our industry peers' increases, saving our district millions of dollars.

George Zeigler Chief Financial Officer and

CPA, Mesa Public Schools

Communications

Employees Absorb 1 in 7

Communications developed; consistency is the key.

Employer benefits website Post enrollment confirmation of benefits Group meetings Benefit fairs Personalized messages and materials Online enrollment systems Gamification

Successful Communications

While Andrea was at Mesa Public Schools I worked with her for 3 consecutive years on their open enrollment communications. I found Andrea to be very knowledgeable on their benefits program and also their new wellness program. We had to trade multiple drafts back and forth and Andrea managed the project well from her end so we were able to deliver a quality communication piece and on-time.

Diane Kingsley Sr. Associate at Mercer Health & Benefits

Wellness Programs

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Improving the Bottom Line through Wellness

Improving employee's health is a struggle for most organizations. Taking a proactive approach and implementing a wellness component as part of a comprehensive health care program typically requires a budget for communications, events and incentives. While the investment can be justified with comparable experiences of happier employees and improved bottom lines, sometimes the additional budget isn’t possible. That is especially the case with the shrinking, already ear-marked budgets of public entities.

We succeeded in developing an award-winning wellness platform at Mesa Public Schools and won several awards for doing so, without a budget. Judges of the 2008 Apex Award for Affordability had this to say:

“Mesa Public Schools has an impressive, data-driven wellness program that will benefit school employees, students and families. Well done!” “An exceptional, cost-efficient program designed to impact program cost drivers.” Click here to read the Benefits Journal (newsletter) announcing the award. The award was presented by Benton Davis, CEO, UnitedHealthcare to the Governing Board. Click here to read the Board meeting minutes. Outcomes Based Incentives

Organizations are on the continuum of wellness, ranging from not interested at all to having incentives tied to health plan premium and new regulations require that certain rules are followed. If a program doesn't require any results, merely participation to receive an incentive, one set of rules applies. However, if the wellness program requires results, such as weight loss to receive the incentive, other rules apply. The latter is known as an outcomes based wellness program. Click here to view the PowerPoint presentation assisting groups with understanding the differing programs and rules.

2011

2009

2008

2008

AWARDS

The Phoenix Business Journal’s Healthiest Employer

Wellness Council of Arizona, “Work-site Health Promotion” for progress, process, and leadership on work site health promotion.

Hub Magazine’s “Apex Award” for Affordability.

UnitedHealth “Well Deserved” Award for Excellence in Wellness Program

Recognitions since 2011 is the credit of the organizations with which I have consulted and are not shown here.

Public Speaking Engagements Arizona School Personnel Administrators Association (ASPAA), Cooking Up Wellness, 2009 State of Arizona Chamber of Commerce, Winning Wellness, 2009 Mesa Public Schools Channel 99, Employee Benefits Spotlight, 2005 - 2010 Annual Public Sector Conference, Reducing the Trend, 2010 International ASBO, How to Beat Medical Inflation; High Deducible Health Plans, 2012 Arizona State Retirement System (ASRS), How to Self-Fund Medical Claims, Invited as Subject Matter Expert Presentation to the Investigational Committee, 2012 Arizona Association of School Business Officials, Options in Insurance Purchasing, April 2013 Arizona Association of School Business Officials, Panelist, Health Care Reform, May 2013 Annual Conference, Designing Incentives & Having Compliant Wellness Program, September 2013 Southern ASPAA, Health Care Reform and the Exchanges, February 2014 Annual Study Session, The Affordable Care Act – Now for the Hard Part May 2014 and There’s More to Know, June 2014 and There’s More to Know, September 2014

Human Resources RIF'ed

One of the most difficult situations we face in Human Resources is a reduction in force (RIF). The largest RIF I’ve helped an organization manage involved over 100 employees. There is no easy way to manage this issue, however, I prefer to assist in the same way I would want to be assisted through the transition. Eventually, the organization was able to re-employ 85 of the 100 individuals, and they gladly rejoined the organization with no doubts about how the organization’s ethics.

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Approachable I work with Andrea McDougall at Amkor Technology and have found her to be a tremendous asset to our organization. In additional to being knowledgeable and an amazing resource for all benefits related information, Andrea is approachable. Employees are able to speak with her directly and understand that she is available to them. Additionally, Andrea understands the needs of the business and avoiding liability. She is well rounded and wonderful to work with. Kristy Dunn, PHR Human Resource Generalist, ASM

No Good Deed The causes of employee absence are as varied as their causes. Family medical leave, workers compensation time away from work, disability leave and paid time off are costly and complex. An effective absence management program will lower costs and there are a number of ways that a comprehensive approach can do this, such as;

• Interpreting state and federal laws, avoiding legal issues,

• An integrated return-to-work program, shortens time loss,

• In depth review of current processes and policies may reveal opportunities,

• Strengthen the leave programs by coordinating short term disability, workers compensation, and other benefits through one resource.

One organization had a policy that was seemingly encouraging work place illness/injury by innocently wanting to pay the employee for the entire day off, when that employee was taken away from work in an ambulance. The resulting daily ambulance calls were not anticipated!

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Success is like an iceberg. What people see above water, makes it look easy. What really happens is a lot more perseverance, risk, hard work, and massive action.

Programs Managed Compensation and Benefits; Medical, Dental, Vision, Life/AD&D, Disability (short and long), Employee Assistance Program (EAP), Retirement, COBRA, FSA, Consumer Driven Plans and Health Savings Accounts, Flexible Spending Accounts, Global Benefits, Property & Casualty Programs, Safety & Loss Control, and Workers’ Compensation Programs Financial Market Research & Benchmarking, Large Market Self-funded Plan Administrator, Stop Loss, Reserve Funding, Premium Equivalents, Middle Market Underwriting and Rate Development Analysis and Negotiations Contract Administration Vendor Relationship Management, Negotiations, RFP (Proposal) (for procurement and as a Consultant), Finalist Analysis and Implementation Managerial/Supervisory Staff Hiring and Retention, Team Building and Leadership, Evaluation and Goal Setting, Coaching and Counsel

Health Management Award Winning Wellness Initiatives, Participatory and Outcomes-Based Wellness Program, High Cost Claimant Mitigation, Premium Differential Incentives Regulatory Compliance Affordable Care Act Subject Matter Expert, HIPAA Privacy Officer, ERISA, HIPAA, DOL & IRS Regulations, FMLA, ADA, COBRA Employee Communications Benefit Guides, Annual Open Enrollment presentations, At-A-Glance, Online Enrollment Systems, Content and Tools, Newsletters, Webinars and Video Executive Leader Public Entity and Corporate Presentations to Governing Boards, Benefits Trust, Insurance Committees, Conference and Seminar Speaker, Public Speaking Professional Development Course

Andrea McDougall, MBA Founder, Benefix Solutions, LLC

3260 North Hayden Road, Suite 210-337 Scottsdale, AZ 85251

Tel +1 602 531-5573 Email: andrea@benefixsolutions.com

Web: www.benefixsolutions.com