Click here to access our coronavirus (COVID-19) resource center.

Non-Profit Healthcare

Challenge:
At this non-profit crisis and recovery center with 1,200 employees in 10 states and 700 enrolled in their medical plan, the perceived value of benefits was not at the level they expected for their employees.  The employer wanted to provide a more affordable option to encourage better participation across a broader range of employees, while still providing value to them.  They found it a challenge to recruit employees from hospitals with richer benefits. Compounding the challenge: steadily increasing health plan costs that were not sustainable. Employer had absorbed 100% of the rate increase in previous two years to shield employees from increased payroll deductions but had a sub-par annual open enrollment experience.  In addition, the organization had been receiving inaccurate and inconsistent plan financial data. Employer was not receiving strategic recommendations and adequate reporting/data analytics from previous employee benefits consultant.

Solution:

Provided benchmark report to compare benefits against industry and regional peers. Created a new benefits strategy that maintained economic value of benefits and added an additional plan with a $1,000 first dollar HRA benefit that has a $0 employee contribution for single coverage. BCG provided alternative money-saving proposals within a week of being brought on board and transitioned successfully to a new carrier within a very short timeline. Established clear objectives and expectations for the team and consistently performed better than expected on the implementation timeline/calendar for open enrollment and installation, as well as ongoing management. Provided access to an employee decision support tool, provided both recorded and live enrollment education sessions, and addressed individual questions and concerns from employees. Completely reconstructed the historical financial records.

Impact:

Savings of over $1,000 PEPY and over $600,000 total in the first year, while improving the contract terms of the plan. 70% utilization of employee decision support tool. Increased the participation in the plan overall by 11%. Increased participation in the Consumer Driven Health Plans (CDHPs) from 30% to 45% Higher employee satisfaction with health plan.

Top