Abstract
Background/Aims Employers have recently seen rapid increases in their cost of providing health insurance benefits for their employees, partly because the traditional health insurance benefit design does not reflect the value of healthcare consumed. Value-based insurance design (VBID) seeks to address this problem by incorporating value as well as cost in each beneficiary’s healthcare decisions. Since 2007, Geisinger Health System (GHS) has implemented its own version of VBID called MyHealth Rewards for its employee population. Key components of the program included zero-copay prescription drugs for patients with certain chronic conditions and a health management program designed to enhance employee self-management. In this study, we examine whether MyHealth Rewards has led to improvements in employee health outcomes in terms of reduced incidence of stroke and MI and also whether it has lowered the cost of care.
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