Consultative Plan Design
Virtually any wellness provider can summarize your data and track the number of goals your participants passed or failed, but rarely do they understand the many complex factors which allow you to experience optimal results while avoiding legal and compliance landmines. Bravo Wellness knows what it takes.
Consider these six points when developing your plan design
Don’t sacrifice quality: Results-based wellness screenings are not “health fairs”. From equipment calibration protocols to examiner background checks and training, the screening process demands diligent oversight to assure participants are receiving an exceptional and accurate assessment. The cheapest screening you can find is probably not the one that will be viewed as “fair” when the results impact pay checks. Work with experts who can assure great value without sacrificing quality.
Compliance is the key: When the results of a screening are used to affect participant premiums or benefit levels, the entire process becomes subject to ERISA, HIPAA, the Affordable Care Act and certain state regulations. Plan designs can also raise EEOC concerns under the Americans with Disabilities Act (ADA). Not only are the permitted goals and values strictly enforced, but communication requirements, grievance and appeal procedures and reporting requirements can all be examined as well. Bravo’s compliance expertise is second to none and clients not only receive expert consulting, but also plan documents, compliance checklists and administrative support.
Fairness for all participants: Let’s say that $80 per month of your premium contribution is tied to your cholesterol score, blood pressure and body mass index (BMI). There was a screening offered at work but you were on vacation that week. Do you go to your own doctor or walk into a clinic with a form to complete your screening? What about new employees? What about pregnant women, people out on disability, COBRA participants, retirees or work-at-home employees?
Bravo Wellness has been navigating these unique circumstances since the wellness rules were first published, and we have helped hundreds of employers determine the best options for their culture.
Ease of administration: Most wellness providers do a great job turning health question responses and lab results into a risk profile, but the technology used is not built to handle real-world integration. Bravo’s proprietary technology can provide one portal for your employees to track program participation, coaching compliance, results-summaries, next-action dates and more. Whether we are administering your entire wellness program, or integrating the 10 existing vendors you already have in place, Bravo brings simplicity to complex scenarios.
Making a real difference: What BMI goal is reasonable? How do we handle muscle mass exceptions? Will $50/month motivate behavior change? Where do I begin? Bravo administers hundreds of plan designs and thousands of combinations of participation, outcomes-based and progress goals worth everything from a gift card incentive to a change in premium contribution. We’ll keep your program legal and use our extensive data and experience to guide you through the best plan for your situation.
One size doesn’t fit all: Total cholesterol? LDL? Total/HDL Ratio? Which goals make sense and why? What if a person simply can’t hit the goal? Bravo has unparalleled experience in setting and administering goals, and in creating personalized goals for anyone who needs an exception. We offer a high-touch and effective approach because we know that an automated one-size-fits-all appeals program, that rewards everyone who completes a wellness course, will not lead to health changes. We work with individuals and their healthcare providers to determine what’s right for them.
