Compass Case Study: EnLink Midstream
Dallas, Texas-based EnLink Midstream worked with Compass to successfully transition to a consumer-directed health plan (CDHP).
Dallas, Texas-based EnLink Midstream is an integrated oil and gas company in the midstream sector with 1,500 employees. The company has an aging workforce and realized it could not sustain the double-digit price increases of its medical plans. Obesity is also a major issue for employees, who are predominantly male and experience high rates of heart disease, as well as hip and knee replacements — resulting in higher costs and disability claims.
To make its health plan sustainable, EnLink needed to:
- Lower health plan costs, while maintaining a competitive benefits package to attract and retain talent in the highly competitive midstream industry
- Get employees to take better care of themselves
In October 2011, EnLink partnered with Compass Professional Health Services to simplify life for both the HR team and EnLink employees. And in 2016, after employees had built a relationship with Compass, EnLink introduced a high-deductible health plan with a health savings account (HSA), in addition to its two self-funded PPO plans.
The EnLink HR team developed a strategy to accelerate participation AND meet their goal of 75 percent engagement in the company’s Compass-administered wellness program. The key was using both a carrot and a stick incentive approach of reducing the premiums for employees who complied with the Compass wellness program (carrot) and increasing premiums for noncompliant employees (stick). The result—43 percent of the non-compliant employees moved to the less rich PPO plan or to the HSA, where they had more incentive to be better healthcare consumers.
Hear What EnLink Leadership Has to Say About Compass
In today’s environment, things can seem complicated. What we’ve tried to do is give tools to help employees navigate what’s going on. Employees can turn to different tools such as Compass to determine what road they need to take.
– Michael J. Garberding, CEO of EnLink Midstream
“If I can get an employee to contact [their Compass Health Pro] Melanie, there’s a 70 percent chance they’re going to contact her again. It didn’t take long for them to realize how simple it was.”
– Kelli Sewell, Director of Human Resources
By simplifying healthcare for employees and providing them with the tools to ease the transition to a CDHP, EnLink lowered healthcare costs and helped its employees make better healthcare decisions. By creating a CDHP that was the most “affordable” option for employees, EnLink achieved 35 percent enrollment in the HSA plan the first year, far surpassing typical first-year enrollment numbers of 10 percent. Not an easy feat, since two-thirds of them work in Field Operations (the group they thought would be hesitant to make the switch).
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