This is not a leadership transition, simply an announcement of official titles. Matulonis and Patton will continue to run the company together with Matulonis focusing on day-to-day operations and Patton overseeing growth and company direction. They will also both continue acting as outward-facing representatives for the company.

“Rebecca is the right option for CEO because she has proven unequivocally that her character is second to none,” said Michael Patton. “We have been through a lot of highs and lows and I know she has the best interest of Excel at heart and always puts it first. She is dependable, smart, organized, polished, and proven internally. It is for these reasons we are making this announcement. I am extremely proud of Rebecca, and she deserves this!”

Matulonis joined Excel Health Plans LLC in 2022 as the Chief Operating Officer (COO). She brings nearly two decades of business acumen to bear, fostering change and assembling a cohesive team dedicated to enhancing lives through accessible, high-quality healthcare solutions. Her journey at Excel exemplifies her commitment to driving impactful change and aligning with values that prioritize making a meaningful difference in people’s lives.

“I am privileged to assume the role of CEO following my tenure as COO,” said Matulonis. “My highest priority is ensuring that every decision made enhances the lives of our members. As CEO of Excel, I am able to combine my business acumen and passion for helping people to achieve excellence within the organization.”

As part of the title changes, Michael Patton will be named President of the company, where he will continue to focus on growth via new partnerships, sales channels, and product development.

Since co-founding Excel Health Plans LLC, Patton has proven that there is a real marketplace for lower cost higher quality health plans. With zero venture funding during the first three years of inception, he built the vendor relationship and plan designs for the company while simultaneously establishing sales channel partnerships and broker relationships.

These leadership titles are expected to become official by July 15, 2024, and Matulonis will be named CEO effective on that date.

About Excel Health Plans LLC
Excel provides employers, unions, and other organizations with turnkey level-funded self-insured health plans that offer high-quality, affordable care. Excel’s solutions for employer health benefits include zero-dollar point-of-care options, flexible PPO provider networks, and cost controls that enable employers to maintain affordable coverage for their employees. With members across 47 states, Excel supports employers and unions by enabling thousands of employees and families to access better care with zero co-pay telehealth and personalized care navigators. Excel Health Plans — Quality Healthcare. At Fair Prices. For a Change.
For more information, please visit www.excelhealthplans.com.

Looking forward

These title changes at Excel Health Plans LLC represent a significant milestone for the company and the healthcare industry as a whole. With Matulonis at the helm and Patton’s continued leadership, the company is poised to build on its strong foundation, drive innovation, and enhance the overall member experience. As Excel Health Plans LLC embarks on this new chapter, the company remains committed to its mission of delivering high-quality, affordable healthcare to its members and supporting the well-being of the communities it serves.

The post Excel Health Plans Announces Official Leadership Title Changes appeared first on Excel Health Plans.

Lee Lewis, Chief Strategy Officer, Health Transformation Alliance. Lee has advised healthcare strategy at Fortune 10 employers, insurance companies, medical associations and the Depts. of Justice and Labor. Lee has played key roles in the founding and incubation of two dozen health benefit companies.  A sought-after speaker and consultant, Lee is co-founder of the Health Value Exchange and recipient of numerous awards for innovation and consulting.  

Reid Rasmussen – founder of Freshbenies, an engagement platform to help people control their healthcare by combining telehealth, advocacy, consumer tools, savings networks and more. Prior to founding Freshbenies, Rasmussen appeared four times on Inc5000’s fastest growing companies list. His experience includes positions at health insurance carriers and general agencies. 

Saju Joseph, General and Oncological Surgeon, Co-founder, Summit Specialty Physicians. Dr. Joseph completed his medical education at Tufts University School of Medicine and his residency at Harvard University’s Beth Israel Deaconess Medical Center where he received the prestigious Harvard Housestaff and Fellows Teaching Award. A leading researcher, he is on the editorial board of six journals and regularly presents research and lectures in the US and abroad. 

Steven Lupien – Director, Center for Blockchain & Digital Innovation, University of Wyoming.  Lupien leadership roles at the Univ. of Wyoming and as Founder & Advisor of the Digital Asset Trade Association places him at the forefront of how business adopt and operationalize cutting edge digital technologies. Lupien’s experience spans several industries and senior corporate roles in business development, global marketing, sales, and engineering. 

“The Excel Health Plans Advisory Board will provide both deep and broad expertise as we grow and improve in almost every aspect of our business,” said company CEO, Michael Patton. “I am grateful for their support and guidance as we embark on an exciting period of growth.”

About Excel Health Plans

Excel provides employers, unions, and other organizations with turnkey level funded self-insured health plans that offer high-quality, affordable care. Excel’s solutions for employer health benefits include zero-dollar point-of-care options, flexible PPO provider networks, and cost controls that enable employers to maintain affordable coverage for their employees. With members across 47 states, Excel supports employers and unions by enabling thousands of employees and families to access better care with zero co-pay telehealth and personalized care navigators. Excel Health Plans — Quality Healthcare. At Fair Prices. For a Change.

The post Excel Health Plans Announces Advisory Board, Plans for Growth appeared first on Excel Health Plans.

Promote Work-Life Balance

Encourage employees to maintain a healthy balance between their professional and personal lives. This can be achieved by:
• Flexible Work Hours: Allow employees to adjust their schedules to better fit their personal needs.
• Remote Work Options: Provide the option to work from home when possible, reducing commute stress and increasing productivity.
• Encourage Breaks: Foster a culture where taking breaks is normalized and encouraged to prevent burnout.

Launch a Comprehensive Wellness Program

A well-rounded wellness program can address various aspects of health, from physical fitness to mental well-being. Consider implementing initiatives such as:
• Fitness Challenges: Organize step-count contests or virtual workout sessions. Encourage friendly competition with rewards for top performers.
• Nutrition Workshops: Offer seminars on healthy eating habits and provide access to nutritious snacks in the office.
• Mental Health Resources: Ensure employees have access to counseling services, stress management workshops, and mindfulness training.

Organize Health Screenings and Workshops

Preventive care is a critical component of employee wellness. During June, consider organizing health screenings and workshops:
• On-site Health Screenings: Partner with healthcare providers to offer blood pressure checks, cholesterol tests, and other basic health assessments.
• Educational Workshops: Provide sessions on topics like heart health, diabetes prevention, and ergonomics.

Create a Supportive Environment for Mental Health

Mental health is as important as physical health. Create a supportive environment by:
• Normalizing Conversations: Encourage open discussions about mental health to reduce stigma.
• Providing Resources: Ensure employees know how to access mental health resources, such as Employee Assistance Programs (EAPs).
• Training Managers: Equip managers with the skills to recognize and address signs of mental health issues in their teams.

Celebrate Successes

Acknowledge and celebrate the efforts and achievements of employees who actively participate in wellness initiatives. This could be done through:
• Recognition Programs: Publicly recognize individuals or teams who have made significant strides in their wellness journeys.
• Wellness Events: Host events such as wellness fairs, luncheons, or team-building activities to celebrate National Employee Wellness Month.

By implementing these recommendations, business owners and executives can create a healthier, more productive workplace. Excel Health Plans is committed to supporting you in these efforts, providing the tools and resources necessary to foster a culture of wellness. This June, let’s honor National Employee Wellness Month by prioritizing the health and well-being of our most valuable asset – our employees.

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In the dynamic landscape of employee benefits, creating an Employee Assistance Program (EAP) stands out for its potential to transform workplace well-being. Let’s delve into the definition, benefits, and implementation strategies of EAPs, empowering you to better serve your clients by enhancing employee satisfaction.

Defining the Basics

An Employee Assistance Program (EAP) is a workplace benefit designed to support employees facing personal or work-related challenges. It provides services such as confidential, short-term counseling services aimed at addressing a wide range of issues, including stress, mental health concerns, substance abuse, and family problems. EAPs typically offer a range of resources and support mechanisms to help employees navigate difficult situations and improve their overall well-being.

Benefits for Business Owners (Supporting Employee Well-being)

EAPs offer a wealth of benefits for business owners and HR Teams, fundamentally transforming the workplace environment and driving long-term success. One of the most significant advantages is the improvement in employee morale and productivity. By providing confidential support for personal and work-related issues, EAPs help employees manage stress, mental health concerns, and other challenges that could otherwise hinder their performance. When employees feel supported and valued, their motivation and engagement naturally increase, leading to higher productivity levels and a more positive workplace atmosphere.

Additionally, EAPs play a crucial role in reducing absenteeism and turnover rates. Employees dealing with personal problems or workplace stress are more likely to take time off or leave their jobs altogether. EAPs offer early intervention and continuous support, helping employees address and resolve their issues before they escalate. This proactive approach not only keeps employees at work but also fosters loyalty and reduces the costs associated with hiring and training new staff. Ultimately, investing in employee well-being through EAPs leads to a healthier, more engaged workforce, driving long-term business success and creating a resilient organizational culture.

Key Components of EAPs (Understanding the Offerings)

Several core components make for an effective EAP. Central to any EAP are counseling services, which provide confidential, short-term assistance for a wide range of personal and work-related issues such as stress, anxiety, depression, and relationship problems. These services often include in-person, telephone, or online counseling sessions, making support accessible to all employees regardless of their location or work schedule. Additionally, EAPs typically offer legal and financial consultations, helping employees navigate complex situations like debt management, divorce, or estate planning, thus alleviating stress and enabling them to focus more effectively on their work.

Brokers can choose to play an essential role in helping clients customize their EAP offerings to align with the unique needs and culture of their organization. By conducting thorough assessments and engaging in open dialogue with employers, brokers can identify specific areas where support is needed most. They can then recommend tailored solutions, such as targeted counseling services or specialized wellness programs, ensuring that the EAP addresses the distinct challenges and goals of the organization. This personalized approach not only maximizes the effectiveness of the EAP but also demonstrates a genuine commitment to employee well-being, ultimately leading to a more engaged and productive workforce.

Implementing EAPs Successfully (Best Practices for Brokers)

Implementing an Employee Assistance Program (EAP) effectively begins with selecting the right EAP provider. Brokers should assist clients in evaluating potential providers by considering factors such as the range and quality of services offered, the provider’s experience and reputation, and the accessibility of their support channels. It’s essential to choose a provider that aligns with the specific needs and culture of the organization, ensuring that the services offered will genuinely benefit the employees. Additionally, reviewing client testimonials and seeking references can provide valuable insights into the provider’s reliability and effectiveness.

Once the right EAP provider is selected, promoting awareness and engagement within the organization is crucial. Brokers can help clients facilitate communication and training sessions to ensure that employees are well-informed about the available EAP services. This includes creating informative materials, such as brochures, posters, and email campaigns, that highlight the benefits and confidentiality of the program. Training managers and HR personnel on how to encourage EAP utilization can also be beneficial, as they are often the first point of contact for employees seeking assistance. Furthermore, establishing clear policies and procedures for accessing EAP services is vital. This involves outlining the steps employees need to take to seek help, ensuring that the process is straightforward and confidential. By providing practical guidance and ongoing support, brokers can help clients implement EAPs effectively, fostering a supportive work environment that prioritizes employee well-being.

Overcoming Challenges (Addressing Common Concerns)

Implementing Employee Assistance Programs (EAPs) can present several challenges and barriers, chief among them being the stigma surrounding mental health issues. Many employees may hesitate to use EAP services due to fear of being judged or perceived as weak. To overcome this, companies can create a culture that normalizes mental health discussions and promotes the use of EAP services. This can be achieved through regular mental health awareness campaigns, testimonials from employees who have benefited from EAP services, and strong endorsements from leadership emphasizing the importance of mental well-being.

Another significant barrier is the lack of awareness among employees about the existence or benefits of EAPs. To address this, employers should ensure continuous and clear communication about the program. This can include onboarding sessions for new hires, periodic reminders via email or company intranet, and visible postings in communal areas. Training managers and HR staff to actively promote the EAP can also help increase awareness and usage.

Budget constraints are a practical challenge for many businesses considering EAP implementation. However, it’s important to highlight the long-term financial benefits of EAPs, such as reduced absenteeism, lower turnover rates, and decreased healthcare costs. Companies can start with a basic EAP package and gradually expand services as budget allows. Additionally, exploring different EAP providers and negotiating customized packages can help find a cost-effective solution that meets the company’s needs. By addressing these challenges with targeted strategies, businesses can ensure the successful adoption and sustained use of EAPs, ultimately leading to a healthier and more productive workforce.

Conclusion (Unlocking the Potential of EAPs)

As business owners navigate the complexities of employee benefits, EAPs emerge as a powerful tool for promoting employee well-being and organizational success. By understanding the definition, benefits, and implementation strategies of EAPs, health insurance brokers can play a pivotal role in guiding their clients toward a healthier, more resilient workforce.

The post Acronym Soup – EAP – Employee Assistance Programs appeared first on Excel Health Plans.

What success story with Excel Health Plans are you most proud of?

I recently installed a new group where a member was undergoing cancer treatment and within the first week of being installed there was an issue with prior auth not being processed, come to find out, the medical provider had only requested prior auth approval 24 hours prior, but they needed the approval the very next day. It was 6pm EST on a Thursday evening and I called the CEO of Excel, Mike Patton. Mike made it his mission to get the needed approval for an 8am radiation appointment the very next morning. He set aside what he was doing prior to my call and immediately reached out the the CEO of our TPA at Aither Health. Within 2 hours of the initial phone call, this issue was solved and I was able to let the member know that we had everything ready to go for them.

How is Excel Health Plans different from the other companies you have worked with?

What I like most about Excel Health is their ability to address employer and member concerns swiftly. Having the ability to pick up the phone or shoot a text to the Excel team and get a response within minutes, not hours, days or weeks is something that sets them apart from the competition.

What motivates you (personally, professionally, or both)?

What motivates me personally is my sweet daughter, Camille. What motivates me professionally is solving problems for my clients.

Do you have a favorite quote?

No matter how you feel, get up, dress up, show up and never give up. This is how my father carried on when he was diagnosed with pancreatic cancer. I am sure there were too many days to count when he felt like doing the exact opposite, but he never did. He was and always will be the greatest champion I know.

What’s something most people don’t know about you?

When I was 17 years old I started my first business. It was a snow plow operation in St. Louis Missouri. I purchased a 1978 Ford Bronco that had holes in the floor boards and busted heat box. My first night plowing I nearly froze to death. After I made a little money I put sheet metal on the floor boards and replaced the heat box. I landed contracts with Walgreens, Firestone and a few local businesses and had a blast building my first business.

Thanks for chatting with us, Rich. We appreciate you taking time out of your busy schedule.

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Let’s talk about your first sale. How did that come about?

I have a client that was staring down a hefty renewal with a level-funded plan at one of the BUCA providers (we won’t name names). The renewal was somewhere in the 40% – 50% range. I wanted to ensure I did right by this client, so I didn’t want to leave any stone unturned. I remembered receiving an email from Wyatt introducing Excel Health Plans and explaining what it’s all about, so I reached out to see if it was for real. Boy, am I glad that I did.

The plan went into effect on December 1st, 2023, and the client turned the clock back to what they had been paying three years earlier. Furthermore, once the plan details made the rounds during open enrollment, five new employees signed up. They had previously been waivers because the cost of the previous plan was just too high, but when they saw how reasonable the rates were, especially for the services offered, they elected to enroll. The five new enrollees were a younger demographic with great health, so when they joined, it benefitted the group further by having the rates decrease due to the good risk coming onto the plan.

How did the roll-out go? How has Excel been different?

The roll-out definitely went well. I was very impressed with how quickly Excel got everything together. It was Q4, but it only took 2-3 days for the client to get their group number and for Excel to have ID cards handy. That’s not indicative of the experience that I’ve had with other carriers, especially in such a busy time like Q4. Another thing that sets Excel apart is their cost containment strategies and access to the Care Navigation team. Having access to that level of member support is critical to the success of a health plan and these sort of plan features aren’t something that’s always available in a level-funded arrangement for the small group market.

In the end, it’s great having another player in the game. The installation process in the 11th hour was terrific, and I’ve had nothing but great experiences since day one.

That’s great to hear. What motivates you?

My wife and kids. They motivate me to be the best person that I can be for them.

When it comes to business, it’s the relationships. I like to concentrate on ways to reinforce a relationship with the goal of turning it into a partnership. Anyone who works on a project together does their separate tasks in the relationship. If we can build a partnership, then that means everyone is working together for a common goal. I have to say that this is one of the things I loved about my move from my previous employer over to ABC. I was delighted to get away from the churn-and-burn of the sales cycle and start building true client partnerships. That’s the type of stuff that drives the year-over-year retention.

To close it out, what is something that people may not know about you?

I used to be an avid surfer and skateboarder when I was younger. I grew up in the Long Beach Island area of New Jersey and spent a lot of my time at the beach before moving to Virginia in 2002. When Hurricane Floyd hit the Jersey coast in 1999, me and some friends decided we would go surfing, which was crazy, but fun at the same time. It just so happened there was reporter from a local newspaper on the beach watching us surf during the storm. So, when we came in the reporter did a short interview with us and the newspaper published an article about us surfing during the hurricane. That was pretty cool.

Thanks for chatting with us, Kevin. We appreciate you taking time out of your busy schedule. Can’t wait to get started on your next deal so we can continue to build our partnership.

We should also thank ABC Insurance Trust for lending us Kevin to chat for a bit, so thanks! We look forward to doing more business together.

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Defining CSR

The idea behind CSR is to extend a business’s goals beyond the traditional, capitalistic pursuit of profit. It involves creating policies and procedures to balance a company’s commitment to economic success and its social and environmental responsibility. This balance is reflected in ethical business practices, sustainable initiatives, and a genuine concern for the well-being of both employees and the broader community. HR serves as the driving force behind embedding CSR within the organizational fabric. It begins with the recruitment process, where HR professionals seek individuals who align with the company’s values and commitment to social responsibility. It continues with employee engagement throughout an employee’s entire tenure at the company.

Attracting Talent

In a competitive job market, CSR becomes a powerful tool for attracting and retaining top talent. Millennials and Gen Z, in particular, prioritize working for socially responsible organizations. HR leverages CSR initiatives to showcase the company’s commitment to making a positive impact, which creates a compelling employer brand.

Engaging and Retaining Employees

Many in the industry believe that CSR initiatives contribute to a sense of purpose among employees. HR teams that actively involve employees in socially responsible projects are found to be successful in fostering a sense of pride and engagement at all levels of the company. When an employee is engaged with projects that give them pride outside of their standard day-to-day job requirements, they have a stronger bond with the organization and are more likely to stick around.

Impacting the Community

As part of a comprehensive CSR plan, HR professionals spearhead initiatives that contribute to the community. Whether through volunteer programs, charitable partnerships, or sustainable practices, HR teams are looking for ways to ensure that the company’s commitment to CSR extends beyond its own walls to make a meaningful impact on society.

CSR Reporting and Accountability

HR will also be playing a pivotal role in tracking and reporting CSR initiatives. They will be working on establishing clear metrics and accountability measures to evaluate if their company’s commitment to social responsibility is working and aligns with the organization’s overall goals. Reporting should provide insight to HR and the executive team, allowing them to decide what CSR policies and practices are working within the organization.

Conclusion

As companies recognize the importance of CSR in the modern business landscape, the HR team emerges as the guardian of social responsibility within the organization. By integrating CSR into recruitment, employee engagement, and community outreach, HR professionals play a vital role in shaping a workplace culture that goes beyond profit, contributing to a more sustainable and socially conscious future. As a result, health benefits advisors will need to be more versed in CSR and other prominent HR focuses growing across industries.

This post is the first in our “Acronym Soup” series. Throughout the year, we will explore more HR-adjacent acronyms that health benefit advisers may come across when talking with their clients and the HR teams that administer health plans. Stay connected with us here on our insights feed and on social media to see similar content that will keep you up to date with the industry.

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Prepare Your Clients For The Dynamics Of Open Enrollment

The first step to having a smooth enrollment season is to make sure your clients are prepared. As professionals in the industry, we know what to expect, but that isn’t always the case on the client side. Well before it’s time for open enrollment to start, take some time with your clients to define open enrollment, its duration, specific timeline milestones, and its significance in the healthcare calendar. Discuss the importance of this period for both employers and individuals, setting the stage for the guide.

Create A Written Reference Guide

It’s excellent to have conversations that allow for questions and immediate feedback. However, it’s equally important to provide a reference that the clients can return to when they inevitably forget a specific date or can’t remember who to contact about a particular question. Instead of acting as the customer support hotline, you can head off tedious calls and emails by providing a simple open enrollment document with FAQs, a calendar, and a contact list. If clients are trained to check the document first, they can often get a more specific answer quicker than by calling you. One other thing that would be helpful to include in this document would be something that highlights the policy changes and new regulations. If companies and their employees understand their existing plan, they will often just want to know what changed instead of having to “re-learn” the whole plan over again.

Leverage Effective Communication Strategies

Explore communication strategies to effectively engage with your clients during open enrollment. It’s clear that many people get distracted easily, especially when the topic is as complicated as health benefits. Keeping at the top of people’s minds throughout the enrollment process will ensure there isn’t a mad rush to understand the plans and make changes right at the end of the period. Experienced brokers and HR Team leaders use tools like email blasts, newsletters, webinars, and events to communicate with their teams. Using these various communication channels, you can ensure clients and their employees are well-informed and ready to make confident decisions early in the open enrollment periods.

Simplifying Benefit Packages (Without Sacrificing Care)

The modern process of tailoring comprehensive plans to meet clients’ unique needs is a significant step forward in health benefits. That being said, putting together a full suite of plans from scratch that addresses all possible outside needs can be overwhelming for a broker to create and keep straight. There are several solutions out there that can simplify plan design while still using modern, customized plan creation processes (see Excel Health Plans *wink*). Choosing one of these solutions also has the benefit of making your job of providing guidance easier.  Helping clients navigate a multitude of plan options available during open enrollment can be daunting. However, having a few clearly defined plan options with clear benefits to specific types of members makes qualifying plans easier, translating to a smoother open enrollment process.

Leveraging Technology

The last point we’ll make today is to give yourself some time to explore the role of technology in streamlining your open enrollment processes. Discuss the benefits of digital platforms, online tools, and mobile apps with your partners, and choose solutions that offer these tools. Enhance the efficiency of the enrollment experience for both you and your clients by digitizing as much of it as possible.

Open Enrollment Fully Optimized

Think about this year’s open enrollment. How did it go? Where did you get hung up? Where did the client? Look for opportunities to make next year easier using the items we’ve just discussed. As a health benefits broker, you have a unique opportunity to empower clients and ensure they make decisions aligned with their health and financial goals. You can navigate open enrollment successfully by being prepared, preparing them, utilizing effective communication strategies, and customizing benefit packages. A successful open enrollment contributes to the overall well-being of your client’s company and fosters stronger broker-client relationships.

Stay tuned for more insights, tips, and resources for health benefits brokers and advisors.

The post Optimizing Open Enrollment: A Preparation Guide for Brokers appeared first on Excel Health Plans.

October brought more than autumn leaves and pumpkin spice to Excel Health Plans. For three days in October, we traveled with our esteemed partners through Texas, hosting networking happy hours. Each event featured insightful speakers and a toast to the spirit of independence in health benefits. Even though we didn’t get that much sleep, we had such a fantastic time in Dallas, Austin, and Houston on back-to-back-to-back days.

October 10th featured none other than NFL Hall of Famer, Mike Singletary, as the guest speaker. The Dallas Cowboys training facility created a wonderful backdrop for the event and was quite an experience on its own. The next day we were in Austin where attendees heard Vance Bradford, former NFL coach, speak on leadership and innovation. The whirlwind trip wrapped up in Houston on October 12th where we had an open panel discussion with industry leaders from all over.

What an experience. Excel Health Plans and our partners want to thank each and every broker that came out to be part of this journey that celebrates independence, fosters connections, and enriches the understanding of the health benefits landscape. Excel would also like to shout out all our partners for helping to make this happen. Thank you to OrthoForum Value Network, PatientRightsAdvocate.Org, Vivid Clear Rx, Diathrive Health, Green Imaging, and OrthoLoneStar.

The post Excel Health Plans Takes On Texas appeared first on Excel Health Plans.

What is your focus when consulting with a client?

I’ve been in the industry for a long time and my focus has always been to nuture long term relationships with my clients. Some of them have been with me since the beginning. Because we’ve been together so long we need to look for innovative ideas, so we don’t stay stagnant. That’s what lead me to Excel Health Plans.

What has your experience been like selling Excel Health Plans?

Everything comes down to simplicity. The quoting process? Simple and straightforward. Implementation? Aither had ID cards in the members hands in a few days. Simple. We also love the systems they use. Fully self-funded can be so time consuming to bring all the different parts and pieces together. However, my allegiance is to my clients, so if the self-funding/level-funding route is what’s best for them I’m going to figure out how to make that happen. Again, it comes down to Excel making it simple. They already have all the parts and pieces in place. It’s like self-funding that doesn’t feel like self-funding.

I can kind of compare creating a plan from scratch to building a house from scratch. 20 years ago I built a house from a blank plot of land and it was one of the most difficult experiences. You don’t reallize the sheer volume of decisions that have to be made. At first there are big decisions like what type of foundation to do, but by the end you have to choose which 25 door knobs you want. It’s crazy. That’s always how I felt about self-funding/level-funding. I don’t need to build an entire plan. Choosing between Excel’s 3 levels of plans is plenty. These pre-built solutions are proven, so I know they work.

What has support been like with Excel Health Plans?

The members love it. The plan that went live a couple of weeks ago on October 1st had been on a BlueCross plan for 17 years. Switching to Excel Health Plans saved the company a good amount of money, but bringing the plan details to the employees was the big win. Some of the employees literally did not believe how many $0 cost options there were. They thought there was a catch. Immediately everyone was feeling the uniqueness of the plan. It was a huge differentiator.

Recently we had a member drive an hour away to get a free MRI. They were happy to travel a bit to ensure the service would not cost anything out of pocket, but to make it even better, Excel covered their travel costs. No one (including me) had ever heard of a health benefit plan doing anything like that before. I don’t even know if Excel wants us telling people that they cover travel costs, but it created an amazing customer experience and it shows that they really do care.

How about renewals? How have they been?

Great. Can’t complain at all. Simple. Last year one of our accounts had a member who required a full hip replacement. At the start of this new benefit year, the member moved off the plan to Medicare. With traditional insurance companies, it wouldn’t have mattered that they were off the plan now. Their hip replacement from the previous year would have been considered in the quote for 2024. However, with Excel they actually treat every renewal like a new group. As a result, there was no retaliation for a procedure from a previous member in the previous year.

To close it out, any favorite quotes you want to leave us with?

I actually have two.

The first is a sentiment I like to remember, “Don’t cry because it’s over. Smile because it happened.” In life, it’s inevitable, we will experience loss and disappointment. Nothing lasts forever. We have to remember to focus on the good experiences and memories we once had.

The second is, “Never forget where you came from.” Everyone starts somewhere. No one succeeds alone. There are people in our lives that help us along the way. Even the most successful surgeons, business owners, and athletes didn’t become successful without hard work, failure/defeat, and support from other people. A reminder daily to never become so successful that you forget how you got there and who helped along the way.

Thanks to Stella for taking time out of your schedule to talk with us. A lot of us here are glass-half-full people, too. We appreciate what you are doing and look forward to your next launch on January 1.

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