HAP’s preventive reminders are a low-cost nudge, and the employer’s job is to pair them with plan design.
HAP says it sends members reminders during the year for preventive services. The reminders prompt action, but they do not change what the plan covers.
What the program is and what members do.
What HAP says it sends
HAP’s population health page says members receive reminders for services throughout the year. The list includes child and adolescent vaccines, a flu vaccine, well-child and well-adolescent visits, diabetes care, mammograms, cervical cancer screening, colorectal cancer screening and physicals. Medicare annual wellness visits appear on the same list for Medicare members.
What members do
A reminder is a prompt to schedule a visit or screening with a provider. The member still has to book the appointment, and the plan’s coverage rules decide the cost. HAP notes that the flu shot is available at local pharmacies and that members should talk to a pharmacist or doctor about age and dosage.
What the page does not say
HAP does not describe how reminders are delivered, how often they go out, or what share of members act on them. It also does not publish results. Without those details, the reminders should be treated as a communication feature, not a measured clinical program.
Eligibility, funding and plan design.
Who can use it
HAP describes the reminders on its member population health page without a plan-type restriction, though some items on the list, such as Medicare annual wellness visits, apply to Medicare members only. Eligibility varies by plan, so confirm which reminders reach commercial members under your plan.
How it is funded or sold
HAP presents the reminders as part of member services rather than a priced product. No employer purchase is described. The cost of the underlying services follows the plan’s preventive coverage, which for many plans is covered without cost sharing, though that depends on the plan and should be confirmed.
Where it fits in a plan design
Reminders support preventive coverage and screening goals, and they pair naturally with an incentive for completing a screening or annual physical. By themselves they are a light touch. They matter more when the employer also promotes them, offers time to attend appointments and removes cost barriers.
What to settle before relying on it.
Which reminders reach our population?
The list covers children, adolescents, adults and Medicare members. Ask HAP which apply to the employer’s commercial members and whether dependents get them. A workforce with few children gains little from vaccine and well-child reminders, so the screening list matters more.
Can we see group-level completion rates?
Ask whether HAP reports the share of members who completed screenings such as mammograms and colorectal screening, at group level. If it does, the employer can target a campaign at the gaps. If it does not, preventive reminders cannot be tied to any result.
Should preventive care be tied to an incentive?
Rewarding a screening or physical is common, but incentives linked to health activities can fall under HIPAA and ACA wellness rules and raise ADA and GINA questions if results are collected. We would keep it to participation, not results, and have employment counsel review the design.
Common questions about this program.
What does HAP send reminders about?
HAP lists vaccines, well-child and well-adolescent visits, diabetes care, mammograms, cervical and colorectal cancer screening and physicals.
Do reminders mean the service is free?
No. A reminder only prompts the member to act. What the member pays depends on the plan’s preventive coverage, which the employer should confirm.
Can the employer see who got a screening?
HAP does not say. Individual health information is protected, and employers should expect group-level reporting at most. Confirm what HAP provides before launching a campaign.
Where these details come from.
This page summarizes what Health Alliance Plan publishes. Programs change, so confirm current details with the carrier before relying on them.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents — two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
An independent employee benefits consulting firm. We look at the entire benefits program: cost, plan performance, risk and administration.
Switch to CFH. Unhappy with your broker? Your employees won’t notice. You will. →
Cookies on This Site
We use cookies to keep the site working properly and to understand how it is used. You can decline anything that is not essential. See our Privacy Policy for the detail.
- Essential: needed for the site to load and for you to move around it. These cannot be switched off.
- Analytics: tell us which pages get read, so we know what is worth writing more of.
- Advertising: set by third parties such as ad and social platforms to measure and target campaigns.