CASE STUDY

Reinvesting Dividends to Build a Holistic Wellness Ecosystem

How a New Hampshire school used data transparency and captive surplus to fund mental health, financial planning, and clinical advocacy—at zero cost to employees.

AT A GLANCE

Organization:

Independent Secondary Preparatory School

Location:

Exeter, NH

Population:

700 Employees (500 Benefits-Eligible)

The Problem:

A “black box” fully-insured plan set to fold, zero data on rising costs, and high hidden incidences of mental health and MSK issues.

The Solution:

Transitioning to the Captivated Health captive model to capture pharmacy rebates and surplus dollars.

Key Results:

Funded premium “point solutions” (Calm, DARIO, North Star) entirely through surplus; 75% engagement in mental health tools; significantly improved employee consumerism.

THE CHALLENGE

Flying Blind into a Plan Collapse

Before 2017, this prominent Independent school was facing the end of their traditional insurance plan. They were forced to make a change, but lacked the data to know what that change should look like.

No Data Access: They knew their claims experience felt “off,” but traditional carriers provided no visibility into trends or facility patterns.
Hidden Epidemics: Once the Captivated Health data engine was engaged, it revealed a higher-than-average incidence of mental health claims among both adults and teenage dependents.
Transactional Confusion: Healthcare felt like a confusing “black box” for employees, leading to frustration and poor financial decisions during medical events.

THE SOLUTION

Funding Innovation with Surplus Dollars

Instead of letting “extra” money disappear into an insurance company’s bottom line, Phillips Exeter captured their surplus dollars and pharmacy rebates to fund a suite of high-value benefits at no cost to the employees.

Mental Health First: They leveraged in-house clinicians for webinars and provided the Calm app (funded by surplus).
Targeted Clinical Solutions: Noticing trends in Musculoskeletal (MSK) and Metabolic claims, they introduced DARIO, providing health coaching and digital solutions for chronic conditions.
Financial Wellness: They introduced North Star, giving employees unlimited access to Certified Financial Planners—a service valued at $3,000–$10,000 on the open market.
The Navigator: To simplify the “transaction” of healthcare, they added a concierge service that helps employees find high-quality, low-cost providers and troubleshoots claims.

THE RESULTS

“We’re able to fund these programs by taking the surplus dollars from the captive layer and pharmacy rebates… and funneling those resources into programs at no cost to our employees.”

1. Unprecedented Engagement

The move to “holistic wellness” wasn’t just a corporate initiative—it was embraced by the staff. The Calm app alone saw a 52% enrollment rate and a staggering 75% engagement rate.

2. Turning “Consumers” into “Advocates”

With the concierge app, employees no longer have to call HR with confusing insurance questions. They have clinical guidance to help them find the best price for MRIs and surgeries, lowering the cost for both the individual and the plan.

3. Zero-Cost Benefit Expansion

This New Hampshire School successfully separated the “cost of insurance” from the “value of benefits.” By using the captive model, they added premium financial and physical health tools without increasing the school’s budget or the employees’ payroll deductions.

THE TAKEAWAY

This independent secondary school proved that being a “responsible employer” means more than just providing a card; it means providing a roadmap. By capturing the “dividends” of their own good performance, they built a benefits package that supports the physical, emotional, and financial health of their community.