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This approach works well with contractually committed deals, when revenue is recognized at the time of booking and for “hunter” roles focused on landing new business.; ;Revenue.

These employers are prioritizing: ;Changes to program subsidies;; ;Adoption of alternative plan designs;; ;Improving vendor or operational efficiency; and/or,; ;Utilization of more effective steerage or behavioral requirements.; Medical Conditions Spur Need for ‘Revolutionary Approach’ To address the rising impact of chronic conditions, employers generally cited the need to expand clinical programs, especially in areas such as cardiovascular health, musculoskeletal health, digestive health, obesity and oncology.

In addition to vendors such as DailyPay, PayActiv and Tapcheck, payroll service providers such as Gusto, Paychex and Paylocity also offer EWA.

Five Design Elements To design a partner program strategically, consider clarifying five key elements. 1) How do partners support or enhance the overall go-to-market (GTM) strategy for the vendor organization?

According to Kelsay, this may include: ;Rigorously evaluating benefit offerings, vendor performance and patient outcomes;; ;Exploring nontraditional health plan and pharmacy benefit manager (PBM) models; and,; ;Urging workforces to use health plan resources and navigation tools to find high-value care, use primary care, and get recommended screenings and immunizations

A local manufacturer had landed one of the first contracts to produce an automobile safety breakthrough – passenger airbags.

Cody Midlam, a pharmacy community director at consulting firm WTW, noted there are already many potential “partners” in this space, such as: ;Clinical vendors to support weight loss with or without GLP-1 drugs;; ;Vendors to facilitate various payment structures for GLP-1 drugs;; ;PBM programs;; ;Health plan programs; and,; ;Combinations of all the above.; “Because the list price cut does not guarantee lower net costs for employers, it is unlikely to materially expand coverage of GLP-1 drugs for obesity,” he said.

Instead, employers will often offer an allowance or refund for the purchase of a device, as many well-being vendors offer a subsidy arrangement with the major device manufacturers to offer bulk-shipping rates for organizations.

However, most surveyed employers (86%) reported hiring challenges, with major concerns including: A lack of applicants with the required skills (48%);Hiring quickly enough to land the best talent (48%);Meeting candidates’ salary expectations (48%); Given these challenges, nearly two-thirds (62%) of surveyed managers said they’d be willing to bend on years of experience if the candidate possessed the necessary skills for the open role.

Options can include, for example, minimum standards for pay and benefits and negotiated value-added well-being services and solutions from vendors.