Rosa Novo is the Employee Benefits Director at Miami-Dade County Public Schools, the 4th largest school board in America. She is the administrator of the District's self-insured healthcare plan, which provides coverage to 71,000 individuals at a value of $360 million. She has been creating strategic health and wellness programs for the school district for 31 years. Her wellness focus is to increase awareness of both benefits and personal health status while establishing and maintaining a workplace that encourages environmental and social support for a healthy lifestyle.
In the lead up to her appearance at Healthcare Revolution, the nation's largest event for self-funded employer healthcare, benefits, and well-being, Rosa shared her thoughts on Healthcare Revolution's 3 moonshots around costs, culture, and care:
1) Reduce employer healthcare and benefits costs by 25% by 2025.
2) Reimagine engagement and well-being.
3) Provide 40% of healthcare services virtually and through technology by 2025.
Here is what she had to say:
Q: What are your top priorities for employee health and well-being in 2022?
Rosa: To engage employees in wellness, and annual preventive physicals. Additionally, to understand the benefits being offered and resources inclusive of those supporting behavioral health.
Q: What are the most innovative programs that you will focus on in 2022 and 2023?
Rosa: We have created quarterly Health/Wellness Pillars for the year. In each, we have communication and programs that we are launching to focus on preventive, chronic management.
Q: Looking at our three moonshots surrounding costs, culture, and care, which do you align with the most? What are you doing in this area?
Rosa: It's extremely difficult to choose one. We are aligned with all three since they are all intertwined in how we deliver the message/service and the consumer's experience and result.
Q: If you could automatically receive a 25% reduction in costs in three areas/programs, what would your dream list be?
Rosa: Pharmacy, hospital in-patient services, and overall cost.
Q: Is there an area where you were able to either create savings or stop costs from rising?
Rosa: There are many areas where we have reduced our overall cost, but the cost per unit of service continues to increase, and the costs associated with COVID are also still troubling.
Q: Are you doing anything to reimagine corporate culture and wellbeing?
Rosa: We are launching our own Chronic Management Program by offering personalized education to our employees at their worksite.
Q: If there were two physical solutions that could be turned into virtual or remote care instead, what would those be?
Rosa: Our virtual utilization, like with many other employers/clients, has increased as a result of COVID. So none at this present time.
If you'd like to hear Rosa, and other trailblazing speakers share their strategies for achieving our moonshots around costs, culture, and care, register for Healthcare Revolution for free today!