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How PINC offers a program to meet everyone's needs.

First, we listen:
Tell us your concerns about your current insurance plan. Rising costs? Features that don't fit all your employees' needs?

Then we look closely at your census:
Employees-depending on their age, family situation, and income-come with a big range of health care needs. Consider these examples:

Jeff is a married 50 year old and his children are grown. He and his wife need a plan that allows them to see their current doctors.

Mike and his wife have 2 young children. They want to cap their healthcare costs with a plan that lets them know exactly what each visit will cost.

Karen is young, healthy and single. She rarely needs to see a doctor, so wants a low premium, high deductible plan.

Next, we create a proposal with enough
flexibility to fit everyone's requirements:
You pick the specifics based on employee needs, and we'll take care of the details. Using the example of Jeff, Mike, and Karen, above, you could easily offer three different plans:

		Blue Shield HMO 25	Kaiser 30	Kaiser 500/20
Employee	Age	Choice of Doctors	Predictable Costs	Low Cost
Jeff	50	X
Mike	36		X
Karen	22			X

Last, but not least, we help you control costs:

1. The Fixed Cost Sharing Strategy
   You decide in advance how much to want to contribute as a percentage of the total premium. For example, you might be willing to pay 100% of the employee's share and 50% of the dependant's share, then apply the same formula to all employees in a non-discriminatory way.
2. The Base Plan Strategy
   
   Using this strategy, you tie your costs to your chosen (designated) base plan, contribute a set percentage of the premium, and allow your employees to pay the difference for a richer plan that might suit their needs better. Your employees basically buy up from the base plan you determine-typically the least costly plan.
3. Year-to-Year Strategy
   
   Next year, if your base plan's costs increase, you can change to a lower cost base plan to control costs.