Mark Kapocius, director of human resources and general counsel, School District of Greenfield, described how his district decided to bring both an on-site clinic as well as near-site health care options to employees and their families. Eighteen months later, their clinic provider is now as well known as the superintendent!
Sarah Zelazoski, executive director of human capital, Mequon-Thiensville School District, described her experience of how a strong plan, persistence in earning the support of the school board and an opportune location contributed to a successful on-site clinic implementation to support staff now and to grow into the future, a plan that could work at organizations of all sizes.
Janet Lucas-Taylor, health and benefits consultant, Aon, who specializes in advising her clients on clinic solutions, reinforced the value of unique solutions to health care challenges. “Old rules don’t apply anymore for on-site clinics. You don’t need to be a big employer to make this work. Ensuring you have leadership support to solve specific issues, then communicating the opportunity throughout your organization will help lead to success in bringing health care on-site.”
Lessons Learned
The panelists identified these top five “lessons learned” in bringing health care solutions to employees.
1. Create decision criteria that will help evaluate potential solutions.
Identify what is important to your organization before seeking a solution. Decide ahead of time the most important features to align with your goals, strategies and values. For example, employers may place a premium on convenient access to care, while others may focus more on efficiency or financial impact.
2. Think creatively about the options.
Workplace health solutions are not “one size fits all.” You may start by thinking you need to build something new. When thinking creatively, you may learn that existing space or a shared clinic could accomplish the goal. “A lot can be done in an existing space,” said Lucas-Taylor. Direct contracting for retail clinic visits, such as FastCare®, is another creative solution for some employers.
3. Consider “value of investment.”
The full value of workplace health solutions will be realized when the scope is greater than just a financial return. As an employer, you should consider the value to your employees in time saved, convenience of location and hours, the expert care available and improved health. These could improve your workforce in ways you were not anticipating. Favorable financial results can also be expected in direct health cost avoidance.
4. Work closely with your insurance consultant or broker.
Your health plan consultant works to stay objective in your evaluation and can provide options and guidance for you to consider. Understanding what is important to you should be at the core of your relationship. Experienced consultants will work with your criteria and in your best interest when helping you find the right solution.
5. Partner with someone with matching values.
When selecting a provider to bring health care to your organization, confirm that your new partner will continue to match your selection criteria throughout the relationship. Share your goals and concerns with the new partner and seek metrics for the relationship that reinforce what you set out to do together.
