We need to shift away from the focus on purchasing healthcare and instead, focus on how we can create health for our employees. By incorporating dashboards in our benefits selection process, we can watch for trends in benefits and leverage that data to lower costs, retain employees, and attract new talent. Join Darrell Moon, CEO of Orriant, to learn if your benefits selection is meeting your employees' needs.

1. How to Leverage Data to Better Your Employees'
Health Benefits Selection
Darrell Moon Naba Ahmed
With: Moderated by:
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Breaking Down Benefits
Webinar Series

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4. About Darrell Moon
Darrell founded Orriant in 1996 to change the dynamics of healthcare and give employers some control over the
ever-increasing cost of providing health benefits to their employees. Darrell believed that engaging individuals in
the management of their own health and wellbeing was a key that had to be inserted back into the economic
equation of healthcare. Darrell received both his Bachelor of Science in Finance and his Master of Health
Administration from Brigham Young University. Darrell managed hospitals as the CEO, COO or CFO throughout
the country prior to creating Orriant. Darrell is one of the most used speakers to groups of CEOs around the
country on the topic of controlling healthcare costs and improving employee health.
About Naba Ahmed
Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in Integrated Marketing
Communications. After working as Editor-in-Chief at the campus newspaper, she became interested in developing
content across multiple platforms, and now works as a Content Marketing Specialist at Aggregage, providing some of
the most interesting thought-leaders across a wide variety of industries with a space to celebrate the diversity, depth,
and experience of their professional cultures, personalities, and passions.
Breaking Down Benefits
Webinar Series

5. Darrell T. Moon
Founder/CEO Orriant
Founder HealthBenefitsLab.com
"Employers Can Control Rising
Health Care Costs"

6. US Health Care
 Why is it so expensive?

7. What are Providers Paid to Do?

8. US Health Care
 Who is the Customer?

9. Customer: Employer
 What do they want?

10. Employers Say They Want:
1. To attract and retain good employees
2. Healthcare to be there when people
need it
3. Healthy/productive workforce
4. To be affordable

12. Manager Incentives
 Base Incentives on:
-Lower Health Care Costs
-Improved Health of Workforce
 Create similar incentives for fee-based benefit
consultants

13. Take a Poll
 Click on the items you believe your CEO would
say they want for the money they spend on health
benefits: (Click as many as apply)
 To attract and retain good employees
 Healthcare to be there when people need it
 Healthy/productive workforce
 To spend less money on health benefits
 Other __________________

14. Take a Poll
 Do you personally receive any financial reward if
the health of your workforce improves?
 Yes
 No

15. Take a Poll
 Do you personally receive any financial reward if
the cost of your healthcare benefits decrease?
 Yes
 No

16. Dashboards
 “What gets measured, gets managed.”
Peter Drucker
“The Practice of Management”

17. Dashboards

18. Dashboards

19. Dashboards

20. Dashboards

21. Take a Poll
 Would you agree that there needs to be a greater
focus on measuring and monitoring the value of
offering health benefits beyond just what is the
overall cost increase from year to year?
 Yes
 No

22. Take a Poll
 Would you agree that there needs to be a greater
alignment between what employers want and the
incentives of the healthcare system?
 Yes
 No

23. Take a Poll
 Would you be open to exploring with your benefits
consultant the idea of them receiving a financial
reward if the cost of your healthcare benefits
decrease and or the health of your workforce
improves? (Click just one)
 Both Decrease Costs and Improved Health
 Decreased Costs
 Improved Health
 Neither

24. Take a Poll
 Would you be willing to propose to your boss that
there be incentives built into your personal
compensation if you can show improvements in
the areas where your CEO would like to see
improvements?
 Yes
 No

25. Keys to the Problem
1. Incentives – Wrong direction
2. Health – Lifestyle crisis in
America
3. Market –Lack of checks &
balances

26. Health
Solve the crisis

28. How Employees Live Their Lives
 Can/should employers influence how employees
live their lives?

29. Take a Poll
 Do you agree that it is alright for employers to try
to influence how employees live their lives when it
comes to being healthy?
 Yes
 No

31. Source: Indiana University-Purdue University, Fort Wayne (IPFW) Study, 2006

32. Percent of Chronic Diseases That
Are
Caused by Poor Lifestyle
Sources: Stampler, 2000; Platz, 2000; Hu, 2001

33. Is Changing Behavior Easy?

35. Level of Health Coaching
Effective
Wellness
Traditional
Wellness

40. Participatory Underwriting Strategy
 No cost to the employer
 Non participants pay for participants
 Or, spread a portion of cost over all employees

41. Company Made Money Every
Year

42. Take a Poll
 Did you know that the American Medical
Association approved billing codes (CPT codes)
for health coaching that started January 1st 2020?
 Yes
 No

43. Health and Well-Being Coaching
 New Category III Codes – Trial Period
0591T Initial Assessment
0592T Follow-up sessions
0593T Group (2 or more individuals)
 American Medical Association

44. Take a Poll
 Would you be open to exploring the idea of
instructing your health plan or third party
administrator to activate these new health
coaching codes to pay for preventive services
through your health plan?
 Yes
 No

46. Inclusive Coordinated Mental Health
 Traditional Managed Mental Health
Versus
 Population Focused Mental Health Design
- Inclusive
- Coordinated
1. Mental Health Advocacy
2. Early Intervention
3. Case Management – Coordinated Referral
4. Partner with providers

47. Results
 10 x higher EAP utilization
 No increase in mental healthcare costs for a decade
 Coordinated provider access for prompt care
 Patients received the care they needed
 Spent 70% less than the national average cost of
mental illness

48. Take a Poll
 Would you agree that your workforce could
benefit from a greater focus on support and early
intervention of mental health issues?
 Yes
 No

49. Take a Poll
 Have you heard of any of these solution providers
for engaging early intervention for mental health?
-LyraHealth.com
-Ginger.io
-ResiliencePro.com
-SpringHealth.com
-Joyable.com
-AbleTo.com
 Yes
 No

50. Take a Poll
 Have you heard of Direct Primary Care?
 Yes
 No

51. Preventive Primary Care
Direct Care Physician Model
 Retainer Based: $50 - $150 per month
 Direct Primary Care:
www.DPCare.org
www.DPCFrontier.com
www.DPCAlliance.org
 Dining with your Doc
 www.PeakMed.com – building DPC into the plan
 ReDirectHealth.com – virtual DPC

52. Take a Poll
 Have you heard of healthcare sharing programs?
 Yes
 No

53. Healthcare Sharing – Non-Insurance
Healthcare Sharing Programs:
Samaritan Ministries
Christian Healthcare Ministries
Christian Care Ministries (also known as Medi-Share)
Liberty HealthShare (Liberty Direct – DPC)
Altrua HealthShare
Sedera Health – non religious
Zion Health – non religious
Monthly Cost for a family:
Insurance National Average* $1,550
Liberty Direct ** $479 31% of average
*Kaiser Family Foundation (National Average Family Coverage for HSA-Qualified HDHP)
http://kff.org/health-costs/report/2018-employer-health-benefits-survey/
**Family (under 30) www.LibertyHealthShare.org/3-program-options

54. I offer my own employees
“Choice”
 Defined Contribution – Insurance or Non-Insurance
 Defined Contribution – Direct Primary Care
 Defined Contribution – New Excepted Benefit HRA
(Smart Credit Card)
 I spend 40%/year/employee less than the national
average
 My costs stay the same each year
 Over half of my cost goes into the employee’s pocket
as cash if they select the non-insurance option and
cash can roll over and accumulate at the end of each
year.

55. I offer my own employees
“Choice”
 Defined Contribution – Can chose Insurance or Non-Insurance
Group Health Insurance Plan – Employees pay the difference (Gold
Plan) (Pre-tax)
Deductible $2K/$4K In-Network; $5K/$10K Out-of-Network
Out-of-Pocket Maximum $7.35K/$14.7K In-Network; $20K/40K Out-of-Network
Cash for Non-Insurance Health Sharing Programs – employee’s
choice (After-tax)
Most employees select Sedera $500 Initial Unshareable Amount (3x ind. & 5x
family/yr.; No Network)
Employees keep the difference
 Defined Contribution – Direct Primary Care (Require an annual
preventive exam)
Employees pay or keep the difference depending on which DPC
they select
 Defined Contribution – New Excepted Benefit HRA (Smart Credit
Card)
To covers employee’s portions (Copays, Deductibles, IUA’s)
 After-tax cash excess all goes on a debit card
 A host of other non-medical benefits (ie. Well-being
Program, Dental, Vision, Rx, Transparency tools, EAP,

56. Additional Resources
HealthBenefitsLab.com
Vistage Executive Street
Blog
http://blog.vistage.com/author/dmoon/
Contact Information:
Darrell@Orriant.com
801 541-5696

57. Q&A
Naba Ahmed
With: Moderated by:
CEO, Orriant
Linkedin page: /in/darrell-moon-59876a6/
Twitter ID: @OrriantVoice
Website: orriant.com/
Darrell Moon
Editor, Human Resources Today
Linkedin page: /in/naba-ahmed/
Twitter ID: @hrposts
Email: naba@aggregage.com
Website: humanresourcestoday.com
https://www.recruitingbrief.com/webinar-series/breaking-down-benefits
https://www.humanresourcestoday.com/webinar-series /breaking-down-benefits
https://www.hrtechcentral.com/webinar-series /breaking-down-benefits

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