The Challenge

How would you meet all the goals for annual benefits open enrollment with a healthcare system of more than 2,300 employees across 11 locations? And on top of that, how would you introduce new benefit offerings without any internal resources or budget to support the roll-out?

WBS was ready to meet these challenges, and established these as our action items:

• Educate and engage employees on our client’s Health Savings Account (HSA) medical plan
• Help employees change over from their current PPO medical plan to the HSA plan
• Provide personal coaching on choosing and using all available benefit plans
• Develop effective training for employees on our client’s self-serve benefits enrollment technology platform
• Introduce two new voluntary benefits – Critical Illness and Accident Insurance

The Solution

WBS met every challenge head-on, with stellar results. To prepare, we rolled out a pre-enrollment educational campaign to personally engage each employee, using a flurry of letters, posters, benefit enrollment guides and custom HSA videos. We also trained our benefits educators on the client’s company culture, the available benefits, enrollment details, and all the related enrollment technology.

Then, during open enrollment, WBS:

• Met with every employee individually by sending out 16 benefits educators to each of the client’s locations
• Used the on-site employee meetings as a way to render new self-serve benefit enrollment technology, training and support without interrupting critical patient care and workflow
• Educated each employee on the features and benefits of the HSA medical plan
• Introduced more coverage options, including Critical Illness and Accident Insurance

Win-Win Situation!

WBS provided a win-win situation for the client by covering the cost of WBS services with revenues generated from the new voluntary benefits. Employees enjoyed more choices in their benefits program, and the client received WBS’s benefits management services at no cost.