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March 16, 2016 | Well-Being, Corporate Wellness & Benefits

An Inside Look at Bravo’s Screening Department

For most employers, the idea of implementing a robust wellness program is daunting, particularly because success is often contingent on the biometric screening component. Not only are there a host of logistical challenges to offering your eligible population the opportunity to participate in a screening, the internal resources necessary to coordinate many of the existing solutions are simply not available.   

Add in scenarios like remote employees, spouses, multiple locations, second and third shift employees, truck drivers that are not able to schedule appointments in advance, state specific regulations, and it is enough to make your head spin.   Since our inception, Bravo has recognized these intricacies and dedicated an entire team to managing the screening experience on behalf of our clients and their participants.

Every year, Bravo’s Screening Team coordinates and executes hundreds of unique biometric screening programs for employers ranging from 1 to 300 locations each with anywhere from 100 to 20,000 eligible participants. How? By using a vast network of national, regional, and local providers that is carefully vetted and maintained each year.

Every client varies based on industry and complexity, and we recognize that there is no ‘one-size fits all’ solution. The majority of Bravo clients are now using more than one method - through a combination of onsite events, walk-in clinics, physician forms, and in-home exams - which we are seeing contribute to higher participation.

This solution-oriented approach is made possible by a team that is devoted to ensuring a successful screening experience from start to finish.   Behind the scenes, each coordinator works on behalf of the employer with the dedicated Bravo Account Executive and our various preferred providers. Each team member helps to determine the most effective solution(s) from the point of ordering and scheduling screenings up through data reconciliation and invoicing. On some occasions this designated Bravo individual is an extension of the employer and will work with many different site contacts on their behalf.

With multiple years of screening data now available, Bravo has built its own preferred network of health professionals across multiple providers and around the country. Throughout the process, the screening team tracks both participant and site contact satisfaction through electronic and paper surveys. Any perceived incidents provided by a participant or an employer contact are researched and maintained on a client and provider basis via an internal Incident Tracker. Each screening coordinator performs a comprehensive review of the services provided upon conclusion of the process in order to further improve next year.

As many of you begin to implement for next year, we wish to share the added value the screening department has the potential to bring to your Bravo experience. Reach out for more information on additional screening solutions or potential options

 

Topics: Well-Being, Corporate Wellness & Benefits

On January 30, 2018, Bravo’s Founder and CEO, Jim Pshock and John R. Hickman and Tami Simon, JD. had a great discussion regarding the court decision on the AARP lawsuit of the EEOC, and what it means for employers.


By Tony Bodak, Bravo’s Vice President of Business Process Improvement In employer wellness program circles, there is wide, ongoing discussion around these questions: “What does wellness mean?” “Why and how should employers invest in it?” and “What business value can it generate?”

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