After years of overwhelming choices and confusing plan designs, the Maine Association of Independent Schools (MAIS) pooled their schools together to purchase group health insurance for all of its members.

Jim of Hebron Academy, a MAIS member, recalls meeting for the first time with the Benefits Advisor, who carefully explained how the CDHP could save the association and its member schools money on its health insurance premiums. The Benefits Advisor prepared a plan design that made sense to MAIS members, and explained how the plan could save the group money. At a time when all MAIS member schools were straining to operate within their budgets, the Benefit Advisor’s assertion that members would pay less for a CDHP and receive the same quality of healthcare as they’d been receiving under their managed care plan pleased Jim. After reviewing the information provided by the Benefits Advisor, MAIS members agreed that, if properly managed, the CDHP would save the group money over time, and would mean considerable savings at renewal time.

Convinced of the CDHP’s value, the group’s task was to offer employees at each school the same level of careful education they’d received from the Benefits Advisor. MAIS made a gradual shift to the CDHP, and took time educating employees on how the CDHP would work and how it would benefit them as individuals and as a group. For the first few years, employees at member schools were offered both a managed care product and a CDHP. Their knowledgeable Benefits Advisor helped with their communication and education plan, and took the time to answer the group’s questions as they worked out the plan design.

When Hebron Academy’s administration first met with employees to discuss the CDHP, they found that many people had trouble grasping the concept. Although a representative from the insurance provider and the Benefits Advisor were both present at the introductory meeting, Jim felt it was important to speak with employees on an individual basis; this way, he could address their private concerns and answer any questions that might be troubling them.

The initial education phase took one week of Jim’s time, but it was worth it. Jim explained that Hebron Academy was willing to implement an employee “hardship provision” and advance the school’s contribution to the Health Savings Account should employees need the funds before the school was scheduled to make a deposit. He reassured employees that MAIS had considered many of their concerns during the strategic planning design phase.

This individualized approach to a communication and education plan helped CDHP enrollment. In the first year, MAIS successfully enrolled 26 percent of its eligible employees into the CDHP—far outstripping the national average of 5 to 7 percent. People often resist what they don’t understand. The less confusing the health insurance plan, the more appealing it becomes. As Jim’s story suggests, a Benefits Advisor who truly understands the CDHP product, an enthusiastic administration team, and an insurance provider willing to help with your communication and education plan are invaluable to a smooth transition from a managed care product to a CDHP.