Health System – Between 2005 and 2013, the client experienced an average medical plan cost trend of less than 2 percent. Over this period of time, the client moved from a fully-insured HMO plan structure to an entirely self-insured plan model. The plan model in place today is one that encourages health care savings, use of domestic providers and active participation in a year-round wellness and employee engagement program. It is estimated that the client has saved in excess of $25,000,000 since our engagement began in 2005*.

* Numbers have been calculated by comparing actual plan cost experience to a year-over-year baseline projection. The baseline projection is developed using national trend factors during this period of time, as well as client specific trend data for the time period leading up to 2005.

Construction and Engineering – Engagement with the client began in 2007, at which time the client offered a poorly-designed and inconsistent set of medical plan options. To align the health plan more closely with management objectives, employee communication and education, leadership engagement, and health and wellness promotion, Wilson Partners has worked with the client in the development, refinement and management of the Strategic Engagement Management Progression. Since 2007, the client has experienced an average annual medical plan cost trend of 1.3 percent. During the same period of time, the client’s competition reported an average annual trend of 12 percent.

Information Technology – The client relationship began in 2013. In the first year, the client experienced a 16 percent overall reduction in the medical plan cost. This reduction in cost was realized even while making a significant contribution to the employee’s health savings accounts (HSAs) and investing in the Asset Health Rewards platform. Asset Health Rewards provides employees with year-round access to an online platform featuring health, wellness and communication programming, an integrated reward account, and online enrollment. The first year of the Asset Health Rewards program has yielded an 85 percent employee participation rate. Additionally, with a transition from a fully-insured model to a self-insured model, Wilson Partners has identified the opportunity for the client to reduce the medical plan cost by 30 percent.