How many times has your company changed its health plan in the last 5 years?

EBSO Benefits, an independently owned Third Party Administrator, helps employer groups self-fund their health benefits, thereby giving their clients an opportunity to reduce administrative costs, increase plan flexibility and expand the services they offer to their employees.

More importantly, EBSO is leading the way in a new phase of employee healthcare by helping employer groups take control of their healthcare plan. And taking control means more than self-funding. It means really managing the plan, doing some heavy lifting and shaking things up when what was commonplace is no longer working.

One example EBSO is proud to reference is that of a Midwest-based food processor that has not only stabilized costs for its 700+ employee group but seen the cost of its self-funded health plan drop by approximately 8 percent over the past 4 years. There’s no magic involved – taking ownership of the plan and managing it each and every day has made the difference. New steps have also been taken over time, like adding on-site clinics and contracting directly with high value providers for certain procedures.

While change came slowly at first, the pace quickened once everyone bought into the reality that the status quo was no longer acceptable.

As their TPA, we partnered with the employer to lead the way. Actively managing the plan and navigating care demonstrated to members that the days of simply pulling out an ID card and paying a co-pay were over.

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As shown, navigating care in a self-funded environment can achieve high quality, affordable healthcare over time. Employees value the many resources available to them, such as an online benefits portal, mobile apps and day-to-day support. They also learn to share in the responsibility.

If moving from carrier to carrier isn’t working out well for your company, it’s time you discovered the freedom, flexibility and control that self-funding with an independent TPA can offer. Contact EBSO and learn more today.

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EBSO Helps 40 Square Cooperative Solutions Celebrate Open Enrollment!

EBSO 40 Square40 Square Cooperative Solutions, a health care cooperative formed to help Minnesota agricultural producers and their employees obtain affordable health care coverage, officially began open enrollment on November 1st.

40 Square contracted EBSO to design and administer new self-funded health plans. With the cost of health insurance continuing to skyrocket throughout the U.S., forming a health care cooperative has been on the minds of Minnesota farm families for many years.

During the 2017 legislative session, the Legislature and Governor Mark Dayton approved a law that enabled farmers, in Minnesota, to form health care cooperatives to provide a LONG TERM SUSTAINABLE HEALTH PLAN option for farmers. The rule paved the way for 40 Square Cooperative Solutions to begin offering a self-funded health plan to Minnesota farmers.

Farmers who are considered an ‘employer’ with at least one common law employee and work in production agriculture in MN are eligible. Once part of the co-op, employees can register for 40 Square Consortium self-funded health plan. Those interested will work with a broker to make sure the best individual or family plan is chosen.

EBSO, who is based in St. Paul, MN, is proud to have been contracted as the third party administration (TPA) firm to design and administer the new self-funded health plans.

“Flexibility and cost control have long been advantages of self-funded group health plans and the 40 Square Cooperative plan is no exception,” stated Terri Moxley, Senior Sales Specialist with EBSO. “To meet the specific needs of Cooperative members and their families, six different plan designs will be available when open enrollment begins on November 1, 2017,” Moxley added.

For more on the member-owned health care cooperative, visit www.40square.coop online, call 800.643.5822 or speak with your insurance agent.

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Leveling the Self-Funding Field

The article below, titled Leveling the self-funded field, written by Robert Bull, was originally published by Employee Benefit Adviser on July 18, 2017.

Technology is changing every aspect of the way businesses operate — and that includes health plan self-funding.

It used to be that self-funding was limited to only the largest companies that could afford the manpower to either administer their own plans or develop their own proprietary administrative software. Today, new data technologies are leveling the playing field, making it affordable for virtually all employers to self-fund.

For too long HR teams have shied away from self-funding due to the perceived administrative burden. But technology has removed this barrier, making it easier to track eligibility and generate billing information. What used to be a painstaking manual process has been automated, and HR teams at self-funded companies can now provide richer benefits at a lower price. A good healthcare plan goes miles in attracting and keeping quality employees — and ensuring that they’re productive by minimizing absenteeism due to a lack of care for either themselves or their family members.

self-funding'Here’s what to look for when shopping for a top-notch self-funding solution:

1. The ability to consolidate information and manage all healthcare-related data from a single system. Most employers deal with multiple service providers — stop loss, vision, pharmacy, dental, medical, wellness, and third-party administrators, just to name a few. But they should insist that all of the relevant data is consolidated onto one system. For one thing, it’s much simpler and less time consuming to administer and pay all of their providers from a single source. For another, it takes much less time and effort to master a single application — as opposed to having to learn the ins and outs of each provider’s software.

When the data from multiple vendors are integrated onto a single platform, the time-consuming process of having to reconcile across providers every month is eliminated. The plan’s administrator can instantly determine counts and claims. Likewise, multiple payment processes can be eliminated in favor of a single, consistent payment method.

Best of all, HR can take all this data, which reflects employee behavior and everything related to treatment, and use it for predictive modeling. With that level of insight, the employer can develop a plan that truly meets its — and its employees — needs.

2. Data transparency. For an employer to take on the added risk of self-funding, it needs to be able to closely examine its data and determine the underlying trends. Without pricing and transaction transparency, it is impossible to perform a meaningful cost analysis.

As opposed to fully-insured plans, where the data is the property of the insurance carrier, with a self-funded plan the employer owns the plan’s data. And once the employer can access its claims, demographic and pricing information, it can make accurate decisions about what is best for the company and its employees.

The data can also be used to influence employee behavior. By educating a workforce about those behaviors that are wasteful and ineffective, the employer can reap significant savings for itself and its employees. And by analyzing the response rate to different messages and campaigns, HR can then determine what incentives would be useful to obtain even greater compliance.

3. Real-time data access. It’s not enough to have healthcare plan data; it needs to be timely or its utility is diminished. The best way for employers to be proactive is for them to be able to see what is happening with claims and cash flow on a monthly, weekly or even a daily basis. At a minimum, the employer should review its data at least quarterly. And the larger the employer, the greater the number of employees and claims, the more frequently the data needs to be examined.

Three years ago, it would have taken three weeks to scrub a mid-size employer’s claims data. Now it can take just two hours.

4. Safeguards. Data is power. That’s why an employer wants to ensure that only authorized personnel have access to healthcare plan data and analytics. There are legal and privacy considerations as well. That’s why it’s crucial to have robust security that maintains an audit trail of who touches what data and when. In case of an error or a breach, the event can be traced back to the people involved at the moment where it occurred.

Self-funding will continue to be transformed by technology. Cloud-based software is making it possible for ever smaller employers to implement and administer self-funded plans. Embracing and utilizing these tools can lead to lower premiums, greater access to health care and reduced costs for employer and employee alike.

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Digital Marketing Delivers Results for EBSO and Other TPAs

The article below is featured in Ernie Clevenger’s 2/6/17 MyHealthGuide Newsletter, News for the Self-Funded Community. MyHealthGuide Source: Barcelona Creative Group, 1/30/2017

While personal relationships have long been the foundation for Third Party Administrator business strategies, many TPAs are now discovering the proven benefits of  adding a strong digital marketing program such as those developed and supported by Barcelona Creative Group.

ebso-mobile-marketing-blogWith a business model based on creating and nurturing strong personal relationships, most TPAs have been somewhat hesitant about pursuing digital marketing strategies.

The influx of “millennials” now populating the TPA market as decision makers, employees and plan members has altered this dynamic. TPAs are discovering that this younger, 25-34-year-old audience prefers to utilize digital and social media channels for information on health plans and benefits coverage. They also prefer useful content over promotional ads and want to access their information via mobile devices – with content delivered in easily digestible chunks and formatted for viewing on smaller screens.

For years, Barcelona Creative Group (BCG) has been working with its TPA clients to incorporate advanced digital strategies into their existing marketing programs. Interactive websites, blogs, online videos, email marketing, mobile applications, paid search and social media postings on sites such as LinkedIn, Twitter and Facebook are generating increased  interest from this younger demographic. These digital strategies have also significantly enhanced TPA brand awareness and are delivering quantifiable results.

Establishing an Online Presence

“In 2016, every one of our TPA clients saw a major increase in mobile traffic to their websites of from 28 to 46 percent. To maintain this growth and expand our capabilities in this key area, we’ve added new team members who bring a wide range of digital and social media expertise to our creative endeavors,” said Juli Barcelona, president and COO of Barcelona Creative Group. “When combined with our 20+ years of experience serving the TPA industry, these added resources allow us to maximize our clients’ online presence and build awareness and interest in the services they provide.

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Further, digital marketing can be less costly than more traditional advertising and captures valuable viewer data including contact information, business profiles and areas of interest. Outgoing digital media and social postings can also be targeted to reach a specific demographic, such as agents or brokers in a defined state or region.

According to Tom Barcelona, founder and CEO, program success is about more than just utilizing digital media. “It’s about building a cohesive brand with a common look, feel and message that runs throughout each web page, white paper, blog/social media post, sell sheet and proposal,” he states. “We work to ensure that all of these media are used in concert to position the TPA as an authority and make them easily recognizable, no matter the digital vehicle. No longer are big carriers the only online presence for health benefits information.

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Brooks Goodison, president of Diversified Group in Marlborough, CT, had a specific goal in mind when working with BCG on their digital strategy. “We want to be widely known as self-funding experts and trusted benefit advisors,” he states. “The branding and digital marketing initiatives developed and implemented for us by Barcelona Creative Group have helped us  establish a strong and far more visible presence in the marketplace. In fact, brokers have told us that they’re seeing us everywhere.”

“We consistently get positive feedback from employers and brokers about our website and recently signed a stop loss carrier who was able to find us through an online search,” says Bruce Flunker, president of EBSO, Inc., a national TPA with sites across the U.S.

“The digital strategy we’ve developed with Barcelona Creative Group has enabled us to keep our widespread internal staff informed, while delivering qualified leads for our organization,” added Cindy Sheffield, CEO of EBSO, Inc.

About Barcelona Creative Group

Barcelona Creative Group has been supporting some of the most successful members of the TPA community for over 25 years by unleashing the power of creativity to build brand awareness and deliver proven results. Barcelona Creative Group – Driven by the belief that creative is not a department, that all media is social and that passion never punches a clock.

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Welcome to our Blog!

EBSO Inc. was formed by joining two nationally recognized third party administrators, SOMI and EBC. Today, EBSO administers and manages all aspects of employee benefit plans for employers, carriers and consultants.

By self-funding with a Third Party Administrator, employers have the opportunity to reduce administrative costs, increase flexibility and expand the services offered to employees.

Our primary focus is our client’s bottom line with products and services that touch every type of benefit plan an employer, carrier or consultant may have. As benefit experts and administrative risk managers, we provide our clients with meaningful, actionable multi-year strategies for an ever-changing world of employee benefits.

EBSO offers an array of self-funded and fully insured benefit plans and products, Human Resources and Finance support and compliance and auditing services. We also provide a full range of retirement plan processes for clients with specialization in the non-profit, public entity space for 403(b) and 457 plans.

For innovative, cost-effective benefit solutions and exemplary service contact us today. We are EBSO – Benefit Solutions for Every Client, Every Situation, Every Day!

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