Health Compass is a next-generation Employee Benefits Consulting, Insurance, and Management firm.
The firm was founded to help reclaim the $1 Trillion dollars (~30% of total spend) that employers and their employees waste on healthcare every single year while improving health outcomes for employees and their families.
The current ramifications of misallocating roughly 6% of our GDP are deep and widespread:
Seeing that 30% of the average American’s lifetime wages are being diverted to healthcare and health insurance, it’s no wonder healthcare routinely polls as the number one issue in the Country.
Here’s the good news: the solutions needed unlock that $1 Trillion dollars in trapped capital are widely available — it’s really a matter of scaling them.
Since most American’s receive healthcare benefits through their Employer, we choose to scale solutions by building, optimizing, and managing high-performance health plans for Businesses.
We work with Employers across the Country who reject the complacency and dogma of the status quo and seek higher quality healthcare at a better price for Employees.
Contrary to popular belief, there are infinite ways to build Employer-sponsored health plans. Because we get paid by our clients — not the insurance industry — we maintain a state of true objectivity and are incentivized to recommend, implement, and manage best in class solutions that reduce spend and improve employee satisfaction.
Although traditional options are available to our clients, many achieve greater optimization with our custom-made, high-performance, plans.
We solve our Country’s healthcare problem by building, optimizing, and managing high-performance health plans for Businesses.
We hold the highest designations in the health insurance and benefits industry and understand that objective expert advice is the key recommending and building effective health plans for Businesses.
Are you working with an accredited expert? How do you know?
You want to work with Certified Health Value Professionals who have the Registered Employee Benefits Consultant designation. Like a PhD in other fields, the REBC designation is the highest designation in the Benefits industry — it matters.
Three Ways to Engage:
To help accommodate the needs of mid-size and large organizations, we offer three different ways to engage:
1. Performance Based Consulting – For self-insured groups, our “bolt-on” strategies and solutions achieve savings within the first 30 days and can be implemented at any time — without fees or replacing vendors.
2. Fee Based Consulting – For fully-insured groups, we build high-performance health plans that consistently reduce costs and improve benefits — without having to replace brokers. Our contract guarantees results.
3. Benefits Management – For groups with under 5,000 subscribers, our turn-key solution manages and optimizes all aspects of your health plan and core benefits, freeing up capital for other initiatives.
“What makes you more objective than our Broker?”
Unlike most of the Brokerage community, we refuse to get paid commissions or year-end bonuses from health insurers. This allows us to be truly objective in the recommendations we provide. Just as importantly, it means we have access to a much larger set of solutions and the objectivity and incentive to recommend the right ones at any given time. No more spreadsheets and increases every 12 months.
“That’s interesting, but we like our Broker and according to the benchmarks they showed us, we’re doing better than most companies”.
Keep your Broker.
If you’re self-insured, we have a number of “bolt-on” solutions that immediately reduce costs and improve benefits.
If you’re fully-insured, we will build you a high-performance plan that reduces costs and long-term financial risk.
“We’ve had some increases, but don’t think our Broker is giving us 100% — can you be our Broker?”
Yes, but we are selective about who we manage benefits for as not every company is a good fit. However, for companies that are engaged, we can typically come to an agreement that benefits everyone — with us, it’s win – win, or no deal.
“If you don’t get paid by insurance companies, how much will you charge us?”
Remember, our mission is to SAVE businesses money. Our intellectual property helps you optimize spend (remember the $1 Trillion wasted every year?) and improve your bottom-line. Here’s what we can always guarantee — your savings will out-perform fee 3:1, and our revenue will always be contractually transparent to you, our valued client. No commission grabs or year-end kickbacks from insurers — nada, zilch, nothing.
Although we have our recommended process, we understand that every Client is unique, and we often need to mold our process to fit the needs of an organization.
In a perfect World, here’s what we recommend:
With unemployment at record lows, the race for talent is on. Although many Employers use benefits to attract and retain top-talent, it’s good to clarify and reaffirm program goals with stakeholders.
2. Survey Your Population: With so many benefits and shiny objects in the market, selecting which benefits to offer can be dizzying. Although Employees overwhelmingly value strong health plans above other benefits, we see value in getting your employees feedback and buy-in.
3. Identify a Goal: Once a goal is identified, then everything we do must move us closer to achieving it. For example, if your company wants to reduce their healthcare spend 10% without watering down coverage next year, we need to develop a road-map to get there. If you want to reduce spend by 20%, we’ll need a different map.
4. Develop a Multi-Year Solution: Companies that want to reduce spend and improve benefits need to think beyond their next renewal date. Since every client has their own tolerance to change, we give clients the ability to decide if they want to “crawl, walk, or run”. We show them the pro’s and con’s of moving fast or slow and let them decide their preferred course of action. Groups with a high tolerance to change often choose to aggressively change their program in order to achieve maximum savings in year one. Others prefer a more gradual approach that is less disruptive to their population. The choice is completely yours.
5. Implementation: Once a direction is chosen by clients, it’s important for us to educate employees on how to use the new plan. We do this by meeting with employees in groups or individual settings to explain how the benefits work and give employees the opportunity to ask sensitive questions in a HIPAA compliant environment. This level of consultation takes time, but significantly improves employee satisfaction and plan performance. We also create benefit guides and other instructional materials to educate employees.
6.Benefits Management: After your company has migrated to the new plan, it’s time for us to manage it. Key components include helping employees and company administrators with service issues, managing vendors to ensure they are performing well and fulfilling contractual obligations, identify opportunities to improve plan performance, monitoring claims, auditing vendors and eligibility.
7. Review and Innovate: In the third quarter of each plan year, it is especially important to review plan performance, prepare for the next phase in our multi-year strategy, and innovate as needed. From here, the cycle loops back step 5.
Like most people in the Benefits industry, Donovan’s career didn’t start there. He played drums professionally in New York for ten years and, during that time, saw how America’s health care and insurance industry were extracting economic rents from employees, impairing their standard of living.
“I lived in Manhattan after 9/11 and during the Great Recession, and you could see the devastation on every city block…people were hurting. Toward the tale-end of my music career, I fractured a bone in my kick-drum foot while opening for the band “Heart”. It was my first encounter with health insurance, and it wasn’t pleasant. I didn’t know much about the insurance business, but I knew there must be a way to make things better. Ultimately, this experience inspired me to move into the benefits industry”.
In order to learn the architecture and legacy best practices of the benefits industry, Donovan cut his teeth with a multinational insurance Carrier before moving to the brokerage side of the business. The experience was instructive:
“Too often, the incentives embedded in the architecture of the industry work against employers and their employees. In our view, this is unnecessary”.
As an antidote to the status quo, Health Compass Consulting was formed.
“By sitting on the same side of the table as our Clients and providing them with objective expert advice, we are able to reallocate a significant portion our Client’s operating budget back to their bottom line — where it belongs”.