How forward-thinking districts are taking control of employee healthcare

Rising healthcare costs are forcing school districts to make tough choices – ones that too often shift financial burdens onto employees or lock them into plans that don’t prioritize their well-being. But districts aren’t powerless. 

By challenging traditional health plan structures and demanding better options, districts can build sustainable, high-quality benefits that work for both employees and the bottom line.  

Here are four winning strategies you can use to get started:

1. Reduce costs with advanced primary care

Some of the biggest cost drivers today are delayed care, unnecessary ER visits and unmanaged chronic conditions. When employees have easy access to care they address medical issues earlier, before they become more costly.  

Advanced primary care models offer:

✔ Unlimited, no-cost primary care – Give employees unlimited access to high-quality primary care not just for preventive care, but sick care and chronic condition management. 

✔ Smarter care navigation – Guide employees to the right level of care at the right time. Advanced primary care teams help steer patients away from costly, unnecessary services and toward high-value in-network specialists and facilities when needed.  

✔ Proactive condition management – Ensure employees with chronic conditions receive ongoing, coordinated care to avoid complications and costly interventions down the road.  

Districts that invest in a primary care-focused model see fewer high-cost claims, lower overall healthcare spending and happier, healthier employees. 

2. Provide health plans that deliver both flexibility and value 

One-size-fits-all benefit models don’t work. Employees deserve options that fit their needs without unnecessary complexity or financial guesswork. 

Improve employee satisfaction with:

✔ Comprehensive plan options – Structured plan choices that balance affordability and access. 

✔ Transparent pricing – Help employees know what they’ll be paying before they go to the doctor with clear, upfront costs that eliminate surprises. 

✔ 24/7 virtual access – Fast, free access to doctors and behavioral health providers to eliminate barriers to care. 

Districts leading the way are offering zero-deductible primary care plans for employees as well as virtual care offerings, helping lower long-term claims costs and improving overall health. 

3. Work with a broker who advocates for innovation

The right broker is more than a vendor – they’re a strategic partner who helps districts find solutions that lower costs, improve access and put employees first. Partner with a broker who champions innovation and prioritizes cost-effective, high-quality healthcare solutions for your district.  

A great broker should:

✔ Identify root causes of cost increases instead of just shifting costs to employees.

✔ Be transparent about plan options and advocate for district-specific solutions.

✔ Explore non-traditional approaches like advanced primary care and direct partnerships. 

What to ask your broker: “What strategies can help us control costs while ensuring employees have better healthcare options?” And demand to see all options, not just the biggest carriers.  

4. Choose vendor partners who prioritize transparency

Hidden fees and backroom deals drive up costs while limiting choices. The right partners work in your district’s best interest, not their own. Look for a plan administrator who offers full transparency. 

What to demand from vendor partners:

✔ Pass-through PBMs – Ensures 100% of pharmacy rebates and discounts go back to the district. 

✔ High-performance networks – Providers are chosen based on quality and cost-effectiveness. 

✔ Easy-to-use digital tools – Employees should understand and navigate their benefits effortlessly while employers should be able to track claims and data effectively. 

Take action: Create a smarter healthcare model for your district 

Districts don’t have to settle for rising costs and limited options. By adopting these four proven strategies, schools can design health plans that are both financially sustainable and better for their educators and staff. 

Spoiler alert! There are plans that seamlessly integrate these strategies – making it easier for districts to control costs, simplify benefits management, and ensure employees have access to high-quality care without financial stress. 

Ready to explore a better approach? Click here to take a closer look at what Centivo can do for your school district.