Our Approach
Innovation. Execution. Integrity.
1) Healthcare Begins and Ends with the Individual Plan Member
Almost every plan design strategy, from network coinsurance differentials to wellness programs, attempts to change, alter or steer plan member behavior to achieve a specific result. While plan design structure affects behavior on a macro level, we at Clark believe that to effectively change behavior, you need to reach the individual level. Our strategies measure and evaluate your employee population to determine which tools and methods will be the most effective in engaging your members.
2) Healthy Employees Translate Into a Productive Workforce & Healthy Company
While many companies view health plans as a necessary financial obligation, we at Clark know that healthy employees translate into effective and productive employees. The cost/benefit of providing health benefits runs much deeper than premium invoices. With this in mind, our approach helps companies measure and understand the impact employee health has on their overall profitability.
3) Regular Data Analysis is Essential to Successful Management of Your Group Plan
Because every company is different relative to their employee demographics, we believe the use of detailed data is imperative to effectively manage major plan decisions. At Clark, we have partnered with leading technology companies to provide us with cutting edge data tools. We utilize the latest plan modeling, predictive modeling and population management software to make informed and actionable observations about your plan member population.
4) Remove Barriers and Provide Access to Effective Treatments
In an era of increased cost-shifting, we at Clark realize the detrimental effects that barriers and obstacles to effective treatments create. Office visits and maintenance drugs do not drive inflation in most employer health plans, high cost claimants do; the more obstacles that prevent plan members from receiving the treatments they require, the more high cost claimants. Our methods help employers review their data allowing for informed financial decisions regarding cost-shifting.
5) Provide Plan Members with Access to Decision Support Tools & Information
It is nearly impossible for plan members to make informed decisions about their health without the necessary tools. At Clark, we have partnered with leading technology companies allowing us to provide your plan members with relevant and simple information relating to their health and the healthcare system. While many brokers will provide cookie-cutter portal solutions, we develop customized solutions for our clients that integrate seamlessly with your brand and marketing initiatives.
6) Measure and Promote the Use of Quality Healthcare Providers
The next great movement in health plan management will be the measurement and promotion of quality healthcare providers. At Clark we are ahead of the curve. Our strategies help employers utilize dynamic market data to incent the use of quality healthcare providers. Quality healthcare leads to not only cost-effective care, but also increased employee satisfaction and productivity.
7) Constantly Evaluate Vendors and Negotiate from a Position of Knowledge
Today's healthcare market is a dynamic and rapidly changing environment that needs constant monitoring as even a brief oversight can cost employer plans thousands of dollars. At Clark, we are entrenched in the geographic markets we serve and keep our clients in-tune and up-to-date on the latest developments. In addition, Clark consultants are highly skilled negotiators. We understand the fine line insurance carriers walk between profit and loss and negotiate intelligently and aggressively to get as close to that line as possible.
8) Effectively Utilize Incentives to Encourage Proper Plan Usage
While some employers choose to institute mandates to drive change, we have learned through experience that incentives are more effective at generating desired outcomes. We are constantly working with our clients to develop the proper mix of plan design incentives needed to motivate each specific population.
9) Annually Monitor Plan Documents to Insure Effective Plan Management
Employers seem to update their plan documents only when they change administrators. Employers in this situation are missing plan improvement and cost-containment opportunities every year. At Clark, our staff reviews client plan documents on an annual basis utilizing the latest evidence based medical standards, tax codes and market information to eliminate out-of-date language and/or protocols that cost our clients money.
10) Effectively and Efficiently Administering Benefits is Vital to Plan Success
Most companies realize there is a significant cost associated with administering benefits, however, few companies are able to quantify exactly what that cost is. At Clark, we have developed a proprietary system for evaluating and quantifying how much time and expense our clients dedicate to benefits administration. Once established, we assist our clients with understanding their specific problem areas as well as potential solutions. Our consultants regularly meet with leading HRIS software providers giving us perspective into the latest technology innovations and solutions.