Blockchain Is Like the Internet of 1992

Blockchain: it's just the beginning for healthcare, and we can barely describe what is yet to come.

Blockchain: it's just the beginning for healthcare, and we can barely describe what is yet to come.

If you’re in the banking or healthcare industry, you’ve likely heard the term “blockchain.” On the surface, this technology behind the exchange of bitcoin may not be taken seriously because some think that bitcoin, now valued at $41 billion, is a passing fad. But as the framework that makes bitcoin exchange possible, blockchain provides an innovative level of security that allows anonymous people who do not know each other to exchange money, without the traditional safety net (or fees) of a bank acting as a middle-man to authenticate funds transfers. And since this solution has opened up so many possibilities within the financial sector, many other industries are preparing for how blockchain can fundamentally change the way we all do business.

Imagine it’s 1992. Think back to what the internet was to you at that time. During this year, the first readily-accessible browser of the “World Wide Web” was launched. At the time, how would you have explained to people what the internet was? 

In 1992, the internet was described as "a wide-area hypermedia information retrieval initiative aiming to give universal access to a large universe of documents.”

HUH? Sure, this description is technically true, but in 1992 this didn’t even begin to scratch the surface of what how the internet would fundamentally change daily life for us all in 2017. In the ‘90s while we would wait 15 minutes to dial-up to the World Wide Web or wait 10 minutes for a picture to download, it would have been hard to imagine a day when we would do most of our banking, shopping, reading and communicating online.

Today is not so different from 1992, because we still have the same difficulties describing new technology and envisioning how it can change our lives as we know it. In the context of bitcoin exchange, blockchain creates an encrypted peer-to-peer network where every single bitcoin transaction is recorded and validated throughout the entire network. This is different from our traditional model of transferring money from one account to another, where we rely on a bank (a central location) to verify that originating funds are available, to guarantee the safety of the funds while they are in transit, and to ensure that these funds reach the destination account as intended. Today, banks act as intermediaries for financial transactions, which allows us to trust in the safety and security of our money as we transfer funds. 

Blockchain is a solution that also allows us to trust in the exchange of money, only the process works differently. The blockchain is referred to as a “ledger,” a series of records of validated monetary transactions, where the identical updated ledger resides throughout the peer network, not in one central location as under the traditional banking model. The system of blockchain is characterized by a few unique attributes that make this solution uniquely secure and positioned to transform many types of traditional business transactions:

  • Distributed: This describes the fact that the ledger exists throughout the blockchain network, and is not maintained in one central location. 
  • Smart Contracts: We can think of this as an automated execution of a legal contract that governs the rules of each financial transaction.
  • Consensus: In order for each transaction in blockchain to take place, “consensus” prevents fraudulent transactions by ensuring the validity of each transaction and agreement between parties of the transaction.
  • Immutability: The record of a transaction in blockchain lives forever and it cannot be erased. The benefit of the inability to erase a transaction is that one single asset can be tracked throughout its entire life. In this sense, if a bitcoin were a dollar bill, the blockchain would track where and when the dollar was printed, who the first owner of that dollar was, and it would record every single date and exchange of hands along the blockchain, and none of these transactions could ever be erased.

Today, blockchain is a solution looking for problems to solve. The healthcare industry has high hopes for blockchain technology since interoperability, or the ability to securely share medical records across providers and patients, is the driving force behind many technology investments within healthcare. It’s widely believed that blockchain will be the technology that will form the basis of securely creating and sharing medical records that will solve many of healthcare’s current issues of siloed stores of data that lead to the delays and administrative burden of sharing health information. Designing an overlay of blockchain throughout the healthcare system reimagines a world without duplicate paperwork, inefficient payment systems, and delays in sending health records from provider to hospital, and these improved processes could all take place with a superior level of security.

Just as the internet was to 1992, so is blockchain to 2017.  We're just getting started, and we can barely describe what is to come. This technology is indeed already transforming some industries, but in relation to identifying new ways it can enhance transaction security, prevent fraud, remove “middle man” fees, automate legal agreements, and increase the speed of information-sharing, we have yet to scratch the surface. 

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If you are interested in exploring what blockchain means to the future of healthcare, banking, government and cyber-security, join us on November 29th at Salve Regina University in Newport, Rhode Island for Blockchain, Bitcoin and Crypto-Currencies - Is Your Organization Ready? organized by the Rhode Island Israel Collaborative.  

Also for more information on blockchain and bitcoin, we recommend this succinct explainer video: Bitcoin Made Simple 

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BetaXAnalytics is a healthcare consulting firm that helps payers and providers to maximize their CMS reimbursements and helps employers to reduce their healthcare spending through proven strategies to contain costs. For more insights on using data to drive healthcare, pharmacy and wellbeing decisions, follow BetaXAnalytics on Twitter @betaxanalytics, Facebook @bxanalytics and LinkedIn at BetaXAnalytics.

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Dear Employer: High Deductible Health Plans Are Making People Sick

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Dear Employer--High Deductible Health Plans Are Making People Sick

What has become a standard practice for employers to control their healthcare spending could backfire…big time

What has become a standard practice for employers to control their healthcare spending could backfire…big time

We get it. Healthcare is expensive and costs are going up every year.  Medication costs are skyrocketing. For some chronic conditions, a year of treatment with a specialty drug can exceed $100,000. American companies are shouldering the burden of a healthcare system where ½ of what we spend in healthcare is considered “wasteful”.  Healthcare is now the 2nd highest business expense for most companies, second only to salaries. And because most employers pay their health claims at dollar 1, regardless of what their business does, by default all companies end up in the business of healthcare. And something’s gotta give.

Why do employers bear the burden of the inefficiency of the US healthcare system? In US healthcare we spend twice as much per capita with health outcomes that rank among the worst in the world. So the growing trend for employers to deal with crippling health care costs is to find others to share in this cost. Why not hold employees more accountable? After all, employees’ personal health choices and behavior make up37% of health costs. Employers tell their employees “let’s solve this together. We will support you.”

So very well-meaning companies offer “high deductible health plans” to employees. On the surface, it’s a win-win. The thought behind these plans is that if employees have to contribute more to their healthcare costs, they will take more responsibility for their health. In theory, employees will take better care of themselves so they can stay healthy. They will avoid unnecessary medical procedures, since they are responsible for paying for costs under their deductible. Employees will start to compare costs of medications and procedures to make sure they’re keeping their health expenses as low as possible. And so with average out-of-pocket costs for individual employees at $5,248, the rationale is that overall health costs for both the employer and the employee will go down since employees start to understand the value of their health, and they become smarter consumers of health care.

From an employer perspective, this sounds like a brilliant plan to control costs. But does this idea to transform Americans into savvy health consumers actually happen once a company starts expecting employees to pay a higher share of health costs?


As we track the results, there is evidence that raising employees’ out-of-pocket costs for healthcare does NOT increase consumerism, and it also has led to people not taking necessary medications and delaying care for chronic conditions, which leads to more serious health events (and costs) later on down the road.

Employers save money in the short term…but at what cost?

Researchers from UC Berkeley and Harvard studied the results of a large employer’s choice to offer a high deductible plan over 2 years. But instead of finding evidence to support the theory that high-deductible plans make people take more charge of their health spending, they found some surprising trends. Yes, employees spent 12% less on their healthcare, so in the short term these plans achieved their goal of lowering health costs. But these “savings” were from avoiding care of EVERY type. There was no evidence to show that employees were comparing costs or cutting unnecessary services once they had a high healthcare deductible. They went to the same doctors. And they cut low-value health services at the same rate as they were cutting important medical services, causing the employer to question whether members were making the right choices for their long term health.

Yes, But What if Preventative Services are Free?

The common response from employers with high deductible plans is to make sure necessary and preventative health services come at little to no cost to employees. But a recent study from California found that despite these efforts, 1 in 5 people still avoided preventative care citing cost as the reason. In fact, most high deductible health plan members surveyed did not know that their preventative screenings and important care was available with little or no out-of-pocket payments.  Additional studies show that high deductible health plans have the most adverse impact on those with chronic conditions, people with mental health disorders, and low-income individuals and families.  The danger of high deductible health plans is that their members with the highest health risks have shown that they avoid necessary care and medications. And this trend is one of many symptoms of the crippling cost of healthcare in America. 

Employers: we know you did not ask for the job of footing $640 billion of our healthcare bill in the U.S. It’s ridiculous, we know. But we just want to make sure you know high deductible health plans are a band-aid—not a solution. 

Signed, Hardworking Americans

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If you're an employer who feels there's got to be a better way to control health care costs, you're on to something. And we can help. BetaXAnalytics partners with employers to use the power of their health data "for good” to improve the cost and quality of their health care. By combining PhD-level expertise with the latest technology, they help employers to become savvy health consumers, to save health dollars and to better target health interventions to keep employees well. For more insights on using data to drive healthcare, pharmacy and wellbeing decisions, follow Follow BetaXAnalytics on Twitter @betaxanalytics, Facebook @bxanalytics and LinkedIn at BetaXAnalytics.

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5 Questions with HR Leader Bob Selle on Why Decisions and Data Go Hand-in-Hand

Photo: Getty Images

Photo: Getty Images

Wellbeing goes far beyond what many think of when they hear the word “wellness.”  And employers realize that employee wellbeing is a key building block to creating an engaged and productive workforce. 

Bob Selle, Chief Human Resource Officer of Ocean State Job Lot (OSJL) talks with our team at BetaXAnalytics (BXA) about the challenges employers face with respect to maintaining a “well” workplace, and how data allows them to achieve this. 

BXA: What challenges make it difficult to have a healthy workplace?

Selle: Keeping a heathy workplace is hard, and retail poses some unique challenges. Associates are so spread out geographically and being able to communicate and get the right message can be difficult. Helping the associates understand the "why" to living a healthy lifestyle is also a challenge. We strive to translate what it means to their quality of life when they make healthy lifestyle changes.  Lastly and most importantly, we need to tie pieces together so they understand all the individual links that fit in a wellbeing chain.  Wellbeing goes beyond physical activity and nutrition; mental health, sleep, finance, and stress are all individual parts that tie the chain together.

BXA: How does Ocean State Job Lot support a healthy workplace?

Selle: OSJL supports a healthy workplace through a number of activities.  First, we have best in class benefits offerings at a very low premium to our associates. We are all one family and we believe in sharing our profits and low cost, and offering quality healthcare is one way to do this. We also listen to our associates.  For example, our associates want to be active and also give back to their communities. So we will pay for their entry fee in local walks/runs. We work with partners who share our values and find ways to have fun challenges between the locations we serve. Eating right is a big deal so we partner with Chop Chop, a non-profit who helped us create recipe cards and menus we share on our communications portal. Understanding that caring for associates and their families means caring for their pets, we now offer pet insurance.  In addition to this, we provide life insurance for every associate who works 20 hours or more.  Supporting a healthy workplace means so much more to us than the obvious.  We want to prioritize providing the education and resources that can ensure our associates have the tools they need to be healthy.

BXA: Why is data-driven decision making important at Ocean State Job Lot?

Selle: Data is valuable because it takes the emotion out of the equation. I like to ask my team, “What is the story?”  Data can provide this in many ways. The story can be told in pictures or graphs, but the bottom line is that it's factual and actionable.  The traditional barriers to using data to drive decisions are access (people do not know how to obtain the data they need) and understanding (people do not understand how using data can help them to form better decisions.) Every company has limited resources, so it is important to be targeted in your approach to wellbeing in order for your efforts to succeed.  At OSJL, we want to be smart stewards of our finances to be able to provide the best benefits possible for our associates, while providing low prices for our customers; making data-driven decisions helps that to happen.

BXA: How does OSJL use data to support their spending decisions?

Selle: We use the data to ensure that we work with the right providers for our associates. For example, if we did not know that not having life insurance coverage was a stress for our people, we would never have invested in this. Data showed that our associates are more at ease if their pets had insurance, so we made a business case to offer this benefit. Lastly, we have learned from our data that those who work part time for a number of businesses may not have the resources if an emergency came up.  So OSJL provides a full service employee assistance program to ease the burden.

BXA: What does the future of wellbeing look like at Ocean State Job Lot?

Selle: The future of wellbeing for OSJL is two-fold. First, we are becoming “surgical” in our approach to using data.  We want to make sure the resources we are providing to keep employees healthy are aligned with our true cost drivers and needs.  Second, wellbeing is at OSJL will continue to be fun and rewarding. Seeing and hearing the stories of associates who have transformed themselves using the tools we provide is priceless. This is why I do what I do.

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Founded in 1977, Ocean State Job Lot is the Northeast's largest, privately held, closeout retail chain with 126 stores in New England, New York, and New Jersey; approximately 4,800 employees; and annual sales exceeding $650 million. Our company mission is to provide exceptional value to our customers through opportunistic buying and selling of quality brand name merchandise, and to share the resulting profits with stockholders, associates, and the communities in which we live and work. The Ocean State Job Lot Charitable Foundation has a long history of philanthropic leadership, placing emphasis on local food banks in communities where we operate stores. Ocean State Job Lot is headquartered in North Kingstown, RI.

BetaXAnalytics partners with employers like Ocean State Job Lot to use “data for good” to improve the cost and quality of health care.  By combining PhD-level expertise with the latest technology, they help employers to become savvy health consumers, saving health dollars and better targeting health interventions to keep employees well.  For more insights on using data to drive healthcare, pharmacy and wellbeing decisions, follow Follow BetaXAnalytics on Twitter @betaxanalytics, Facebook @bxanalytics and LinkedIn at BetaXAnalytics.

Don't Let Benefits Planning Take You From Your "Happy Place"

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One of the most common headaches we hear from HR leaders is the reality that they have to sift through piles of reports and data from so many vendors to figure out what’s going on. They want to answer questions like, Are our employee programs working? Are vendors performing the services they promised? Is our spending increasing, and why? And most importantly, How can we save money? The gargantuan task of wading through stacks of reports and data falls in the lap of HR.

There’s got to be a better way.

Imagine you have the ability to bring all your data to one place—your health and pharmacy claims, wellness program data, vendor data, employee location and demographics. Imagine you can control how you want to see your data. And you see your data in a way that is easy-to-understand and actionable. 

Sound too good to be true?

Data is only helpful if it is understandable. And data gets a bad rap, but only because it’s associated with the confusing process of trying to make sense of it. Well, here’s some good news…when you have data science, clinical and pharmacy and HR expertise on your side, you open up the transparency you need in your data. This process saves time, helps you to make better decisions, and helps your company to save money. 

At BetaX, we specialize in putting employer data in one place, and we use transparent executive-ready dashboards to help employers to become savvy health consumers.

Let us bring you back to your “happy place.” Contact us today for a free demo. 

3 Simple Ways Companies Can Help Employees with Addiction

Photo: IStockPhoto by Getty Images

Photo: IStockPhoto by Getty Images

After struggling with pain from severe headaches, Michele Zumwalt turned to her doctor for help.  He prescribed Demerol to manage the pain.  But soon after starting treatment, Michele noticed that she started having headaches if she didn’t have her medication.  Over the next several years, what started as a way to manage chronic pain turned into a full-blown addiction to painkillers.  Working in corporate sales, she recounted putting on entire presentations for clients and not even remembering the conversations.  What’s more, her clients did not notice her silent addiction.  Now sober for over 12 years, Zumwalt wrote of her experience in a book about recovery called Ruby Shoes.

In 2017, what was once a problem that we thought was far from our homes and offices now affects our families, our coworkers, and our communities.  Drug overdose is now the leading cause of accidental death in the U.S., according to the Department of Health and Human Services.  Since 2000, the rate of opioid overdose deaths has more than doubled, and the cost of inpatient hospitalizations due to overdose since 2002 has nearly quadrupled.  And because of the highly addictive nature of painkillers, addiction has no prejudice.  It affects people from all walks of life, including seniors, celebrities, teens, professionals and newborns.

For too long we’ve viewed drug addiction through the lens of criminal justice. The most important thing to do is reduce demand. And the only way to do that is to provide treatment—to see it as a public health problem and not a criminal problem
— President Barak Obama, 2016 National Prescription Drug Abuse and Heroin Summit

Opioid addiction is an epidemic, and it touches the workplace with the same pervasive force.  Opioid abuse costs employers approximately $12 billion annually.  A 2016 study by Castlight Health found that 1 out of every 3 opioid prescriptions covered by employers is abused, and that painkiller abusers cost employers nearly twice as much ($19,450) in medical expenses on average annually as non-abusers. Opioid addiction is rarely discussed in the workplace, and those affected tend to be very good at hiding their addiction.  But there are some simple steps employers can take to help to address opioid use and dependence.

1.      Understand the impact.  A look into a company’s own health data is the first step is to understanding how exactly opioid use affects their employees.  Understanding how painkillers are being prescribed, when opiates result in emergency treatment and the  correlation to absences and workers compensation claims helps to quantify the problem for a company.  Understanding the scope of the issue informs decisions on a written drug-use policy, whether to do employee drug testing and what drugs to test, how to educate managers and staff, and how to best provide resources to help employees and their families. 

2.      Reduce the stigma.  Most employees struggling with addiction are doing so in silence.  They may fear losing their job, and they have developed all sorts of strategies to hide their addiction from their families, friends and coworkers.  Employers can play a key role in leading the charge to normalize the discussion on addiction.  By helping to lead the conversation in educating employees on opioid use and addiction resources, they can help break the barriers that prevent people from recognizing dependence and seeking treatment.

3.      Open access to treatment resources.  When companies understand how addiction is impacting their employees and their health costs, they are well-positioned to match member needs with necessary addiction treatment services.  These companies may find that they need tools beyond the traditional employee assistance program, as they open access to treatment centers and other helpful tools to support people through recovery.  By making data-driven decisions, opening access to resources, and communicating with members, companies can further remove the barriers that keep people from seeking treatment. 

It’s hard to believe that Nancy Reagan’s “Just Say No” campaign for the War on Drugs began over 30 years ago.  In those days, we imagined the detectable dangers of drugs as dealers hanging out on playgrounds, giving out drugs to kids like candy.  But today in 2017, the danger that faces 20.5 million Americans is much harder to recognize.  Many addictions aren’t born on street-corners; they start in the doctor’s office.  And whether an employer chooses to address the epidemic or not, they have co-workers who wake up and face a life driven by addiction every day.  Isn’t it time we as employers become part of the solution?

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About BetaXAnalytics:

BetaXAnalytics uses “data for good” to improve the cost and quality of health care for employers. By combining PhD-level expertise with the latest technology, they help employers to become savvy health consumers, saving health dollars and better targeting health interventions to keep employees well.

Follow BetaXAnalytics on Twitter @betaxanalytics, Facebook @bxanalytics and LinkedIn at BetaXAnalytics.

5 Big Reasons Why Employers Should Use Health Analytics

Photo credit: iStockPhoto by Getty Images

Photo credit: iStockPhoto by Getty Images

We’re living in funny times when there’s a public outcry for open accessibility to affordable healthcare, yet employers still cover over half of the non-elderly population in the U.S.  So this leaves employers, very few of which have in-depth knowledge of how to keep people healthy, footing a large bill and assuming the health risk of their employees.  In fact, 82% of employers with over 500 employees are considered “self-insured,” meaning that they pay dollar for dollar the claims of their employees, spouses and dependents.  For most of these employers, healthcare is their second largest expense, second only to the cost of salaries. 

So this leaves any smart employer with a very reasonable expectation—they want to keep their employees healthy.  After all, they’re footing the bill for healthcare, so they have a vested interest in the health of their employees and their families.   But how do you keep people healthy?  Do you go home with them to make sure they don’t devour a package of oreos at night?  Or call them to remind people to take their blood pressure medication?  Or wake them up early to make sure they hit the gym before work?

Of course these interventions sound crazy.  People’s health habits are a product of personal choices that are decades in the making…and changing these habits is a tall task.  So employers are left to manage all sorts of 3rd parties to handle just this—to administer health services, to provide resources for health coaching, to inspire employees to be physically active, and to provide behavioral health and addiction services.  But the basic problem remains…employers are paying for these services, so how can they know they are getting what they pay for?  This is one of the reasons why health analytics is so important.

Here are the top reasons why employers need to use health analytics:

1.       To understand employee health needs.  Most employers, in addition to offering health insurance to employees, offer services to address employee health needs.  The goal of offering health services is to improve employee health and to lower health costs over time.  These services could be health coaching, health seminars, fitness challenges and weight loss programs.  And with the average employer spending $693 per employee on wellness incentives, they want to make sure they understand which services are needed most by their employees.  This helps them to spend wisely.  This moves them from the spaghetti method of health and wellness spending—throwing everything to the wall to see what “sticks,”—to a data-driven health and wellness strategy that can be justified and measured for their senior management. 

2.       To give high-risk employees the health resources they need.  What if you were able to know someone was going to have a heart attack before it happened?  The amount of data available today can be used for a very good purpose—to help to match people with proactive care before they end up in a hospital.  Let’s say you use an outside service to provide health condition management for your members.  The only way condition management can be valuable is if it is reaching the right employees.  Leveraging health analytics of your members can ensure that the right members are receiving proactive condition management outreach at the right time—before they end up in the hospital.

3.       To find wasteful spending.  Most employers today are under increased internal scrutiny to ensure that they are doing their due diligence in managing their vendors, and the total health and wellness services costs for employers significant.  Annual premiums for employer-sponsored family health coverage is $18,142, according to a 2016 employer survey from Kaiser Family Foundation.  One very common source of “waste” is the misuse of the emergency room (ER).  Understanding the magnitude of emergency room misuse and patterns in the reasons for costly ER visits helps to inform how to best communicate existing benefits to employees, communicate alternatives to the emergency room as well as to evaluate changes to ER co-pays to encourage employees to seek alternative forms of urgent care when it makes sense.

4.       To manage prescription costs.  A 2016 study by Castlight Health found that 1 out of every 3 opioid prescriptions covered by employers is abused, and that painkiller abusers cost employers nearly twice as much ($19,450) in medical expenses on average annually as non-abusers.  Rising opioid usage and skyrocketing specialty medication costs are at the top of mind for employers, but most employers get very little transparency into this information.  Examining prescription drug data helps employers to better understand medication usage, adherence and addiction among their members.  This provides valuable information that is crucial to help them to save money in the future, make needed changes to their pharmacy plans and to provide appropriate behavioral health and addiction resources to members.

5.       To manage health service vendors.  It is becoming more common for wellness service contracts to include performance guarantees, meaning your company could be getting money back, sometimes up to 30% in returned fees, if employee health is not improving as promised.  If your company has performance guarantees in your vendor contracts, you’ll want the ability to have your own source of truth on whether those guarantees are being met.  Have you ever had a question that was met with 3 different answers from 3 different vendors?  This is comparable to doing your taxes – you may take your tax documents to 3 different accountants and come up with 3 different numbers on your return. Every vendor is looking at data through a different lens, and some lenses are more accurate than others.  It’s ironic that employers foot the bill for employee health, yet they rarely have the ability to have their own data arsenal to inform their decisions and audit vendors.  Analytics helps employers to become more savvy “consumers” of health services. 

Bottom line – when you are spending a lot of money on something, you deserve to know if that money is being well-spent and you deserve to know how you might be able to save money in the future.  This is the value to employers of making data-driven decisions on their healthcare spending.  And if you have the opportunity to receive this data from an impartial 3rd party whose contract is not “on the line” based on the data they provide (i.e. not the health plan, not the wellness service provider), an employer is in a prime position to best manage these services.


About BetaXAnalytics:

BetaXAnalytics uses “data for good” to improve the cost and quality of health care for employers.  By combining PhD-level expertise with the latest technology, they help employers to become savvy health consumers, saving health dollars and better targeting health interventions to keep employees well.

Follow BetaXAnalytics on Twitter @betaxanalytics, Facebook @bxanalytics and LinkedIn at BetaXAnalytics.

BetaXAnalytics Selected to Compete in MassChallenge's Bridge to Rhode Island Accelerator

Providence, RI – BetaXAnalytics, a Rhode Island-based health analytics startup, has been selected as one of 12 companies to participate in MassChallenge’s business accelerator in Rhode Island in 2017.

The 12 finalists were chosen from a pool of 42 applications and were evaluated by a panel of 11 judges comprised of experienced entrepreneurs, executives, and investors.  The finalists will participate in a 4-day immersive boot camp and pitch competition.  The winner will be fast-tracked to the final pitch round of MassChallenge 2017. 

BetaXAnalytics was co-founded by a URI-based pharmacoepidemiologist and programmer Mark Regine, PhD, who is bringing the latest technology to healthcare analytics to enable payers, providers and employers of all sizes to turn their health and pharmacy data into actionable clinical intelligence to improve the cost and quality of their healthcare.  They specialize in using technology to make using and interpreting health data affordable and actionable for all, even for small and mid-sized payers and providers.  Health analytics uses big data in healthcare to help to better allocate resources for healthcare providers, identify gaps in care and wasteful spending to help push down costs in the healthcare system.

MassChallenge’s Bridge to Rhode Island program will take place in February of 2017.  MassChallenge is the world’s largest business accelerator and competition program awarding over $1 million annually in prizes to small businesses.  Through their global network of accelerators in Boston, the UK, Israel, Switzerland, and Mexico, and international access to corporate partners, their impact drives growth and creates value around the world.  Here in Rhode Island, MassChallenge’s program has been one of several initiatives to build innovation and entrepreneurship made possible through the support of Governor Gina M. Raimondo and the Rhode Island Commerce Corporation. 


About BetaXAnalytics:

BetaXAnalytics gives health payers and providers actionable strategies to better target health interventions and to save health dollars by turning health and pharmacy data into intelligence. They use data to target the estimated 30% of wasted healthcare dollars in the U.S. by identifying trends and emerging risks in member health, stratifying members by costly chronic health conditions, and identifying waste and gaps in healthcare services. Their predictive analytics and custom tools make clear data insights available to promote timely health interventions. 

Follow BetaXAnalytics on Twitter @betaxanalytics, Facebook @bxanalytics and LinkedIn at BetaXAnalytics.

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