The Insurance Ranch Part I - with Ed Jacobson
"A New Strategy For Selling Self-Funding To Employers In 2023."
Gain access to the new sales deck that helps overcome objections, grab attention, and convert new business from Fully Insured to Self-Funded with a team of experts right by your side. CLICK HERE TO ACCESS THE WEBINAR
Arrange a 30-Minute Strategic Session with John Sbrocco.
Discover The Virtue Health Consortium - A New Way To Self-Funding.
Download Virtue Health Case Study - 400-Employee Healthcare Company Expanding Across the US
Implementing a partially Self-Funding plan with the Virtue Health Consortium resulted in a 28% premium reduction or $1,954,921.60 in savings. CLICK HERE TO DOWNLOAD THE FULL VERSION
I would love to say that I had it all thought through before I became a TPA, but that's not exactly how it happened...
When the American Stock Exchange-listed employer got a rate increase, the broker I worked with asked me to participate in designing a self-funding plan. In the process, I asked:
"Wait a second... Why can't they partially self-insure?"
...even though there was legally no such thing back then. You were either self-insured or fully insured. You were either regulated at a state level, or at the federal level.
What I did was I went out, and looked for a high deductible health plan. And high deductible back then meant $500-$1,000, because every employer had a $100 deductible plan (that was considered industry norm). So I went to a couple of carriers, and they came back with a quote. And to go from a $100 to $500 deductible back then - the rates were reduced by 55% !!!
I'd like to say I was a genius - but I wasn't. All I did was I looked at the spread, and said:
"If we were to reimburse 80% after $100 to get to the $500, that would be a maximum reimbursement of $320 per member in any calendar year deductible."
So I divided $320 into the savings, and I actually had to have more people get sick than existed in the group. It was a no-brainer.
Together with a broker, we presented this offer to the employer. It was the CFO. He said:
"God, I love these numbers. The logic is unquestionable!... I don't want to do it. I don't want to be the person to deny a claim. I don't know how to pay claims. We build apartment complexes, that's what we do. "
Spur of the moment decision, I suggested:
"What if I performed that function for you?"
"Have you ever paid a claim before?" - he asked.
"No. I never have. But I can hire somebody to do that."
And then, finally, he asked me the CFO question: "How much are you going to charge me to do that? I need a number."
"$5 an employee a month."
"You're on. Starting October 1."
So within a matter of less than a month, I became something I later discovered they called a TPA. In Feb of 1976, I went to the first SPBA meeting - which is a Society of Professional Benefit Administrators. And that's when somebody said to me: "Oh, you must be a TPA."
By this time, I already had 6 accounts. It was an extremely difficult sale. Why? Not because it was illogical, not because the numbers didn't work... It was difficult because I was the only one doing it."
Explore the full episode and get insights on:
Throwback to 1975 health insurance;
The real reason why employers move to self-managed plans;
How your competitors can help you in growing your business
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