05/18/2021 - Laserfiche WebLink

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it was something the County wanted to pursue, it would be voluntary participation for the member and under this service incentives could be built in such as member deductibles and copays waived. Director Boyll outlined the primary cost drivers of the health plan and pointed out the cost drivers would always be there regardless of whether there was an employee health clinic. She turned the Board's attention to the employee health clinic and stated that out of the fourteen (14) employers that had responded to the clinic survey, only eight (8) employers had employee clinics. She reviewed the results of the survey and emphasized that the employee clinics were unique to its employer. The Board sought information on the reason the City of Palm Bay closed their employee clinic, two employee clinics in a location versus one employee health clinic, and the number of retirees that reside in the County. Director Boyll replied there was no reason given on why the City of Palm Bay had closed their employee clinic and emphasized the importance of utilizing consultants to guide the clinic evaluation and vendor selection process. She did not have a breakdown of the number of retirees, but pointed out that 54% of enrollees live within a ten mile radius of 32960. A discussion followed on the survey in regard to the retirees with Commissioner Earman stating some of the surveys indicated limiting the employee clinic to the age of 65 and under because of Medicare. Melissa Anchia, Lockton Health Risk Solutions Expert, via Zoom, used the PowerPoint Presentation to discuss the challenges and opportunities with the different types of clinic services and staffing options. Vice Chairman O'Bryan sought and received information from Ms. Anchia regarding when an employee would utilize the clinic and also received clarification from Commissioner Earman on a Nurse Practitioner and Physician Assistant's scope of work. Ms. Anchia spoke on the opportunities and challenges with on-site, near -site, virtual, retail/community based, direct primary care locations, and how the estimated value and return on investments on an employee health clinic were measured noting the employer may not see results for several years. She presented an example of a recently implemented clinic with their goal to provide a competitive benefit to members combined with a three year goal for risk reduction and medical plan savings. She pointed out some of the key performance indicators that clients were looking for was the number of clinic users, the estimated value in clinic services provided, the savings and the top visit types. She concluded that Lockton looked at several key metrics from the Indian River County Health plan data to demonstrate the plan savings through the diversion of community visits to the clinic, risk reduction, and how it could translate into a clinic strategy. Director Boyll stated that the survey respondents with a clinic indicated a savings and overall value; however, she was unable to get tangible numbers to support their savings. She proposed implementing a wellness strategy into the clinic that could result in a positive impact to individuals on the health plan and potentially impact future