Employee benefits are one of the biggest expenses employers have—with health care costs topping the category. Many employers
are forced to respond by pushing more costs to the employees. However, increasing employee contributions too much can
hurt a company’s ability to attract talent. Therefore, they must strike a careful balance.
Population analytics is one solution to help employers manage health care costs, especially for self-insured employers who take on more risk.
Health professionals have already started taking advantage of the data from EMRs and claims, but the use of big data
by employers is less common. Though, the benefits of employers using population analytics to identify high-cost claims
Half of health care expenses are incurred by only about 5 percent of a population. Understanding who that 5 percent makes
it possible to look into why claim costs are so high and intervene, which can save employers in the long run.
For most of those employees, an incorrect or delayed diagnosis and treatment are often the cause. Best Doctors, which provides
expert second opinions for complex medical cases, corrects 45 percent diagnoses and 75 percent of treatments of our members’
In analytics programs, employers first need to establish goals based on their areas of greatest concern, such as:
For many reasons, such as ensuring employee privacy and lack of in-house expertise, employers often use vendors to analyze
data. The clinical data analysts develop algorithms that sort data, and then are vital in interpreting the results.
Once health data have been analyzed, employee outreach is perhaps the most important step—which is why partnering with a
vendor that can provide the analysis as well as outreach and engagement is so important. Ultimately, focusing on and
assisting the individual employees will positively impact outcomes and spending.