White Bear Group - How we empower you, the CFO

Controlling costs, managing risks and establishing a strategic plan for benefits are all areas where a CFO will appreciate WBG's multi-year process. We achieve these goals through a combination of quantitative methods and an intensive educational effort. Whenever possible, WBG eliminates commissions and works on a multi-year consulting contract with specific measurable targets. Our methodologies effectively change the way employees view their own health. By following this process, most employers have seen significant impact on their costs associated with health insurance and can fully comply with the educational requirements under Internal Revenue Code Section 404(c).

Controlling Costs

In order to effectively control costs in a health plan, you must identify those in the plan that have chronic disease states (diabetes, smokers, obesity) and effectively engage them in a process that helps them manage that disease state. This process reduces current claims and helps to minimize claims cost in future years. By educating employees about risks associated with their own health, we can reduce the risks of the overall benefit plan.

Managing Risk

Insurance is used to effectively control potential liabilities. If possible any company with enough participants should consider self-funding. In order to effectively manage the risk of your health plan (self-funded or fully insured), you will need to identify and manage your chronically ill participants. WBG's proven multi- year transition plan helps employers and employees manage their risks associated with the health plan. Identify your "high plan users", engage them in their health, educate them about their specific condition and communicate with them regularly; these are the keys to a successful health plan.

Strategic Plan

WBG has developed a multi-year process that empowers both employers and employees in their health plan. During the first year, we focus on managing overall plan costs, reducing liability of an employee and engaging employees in their health care spending. By engaging employees in how they spend money on health care, they become more effective in seeking the care they need from the correct provider. In subsequent years, these newly educated employees begin moving from a passive user of health insurance to a consumer of health care. By the end of the transition, our goal is to change the renewal process from plan component selection to managing specific health issues of the participants.