Organizations · Benefits
Benefits programs
Benefits programs ask people to prove they did something, a screening, a check, a course, and then keep the evidence forever. The proof is the point; the collection is an accident of how the tooling was built.
The person's record is live today. The console for this sector is not.
A benefits step is a defined question with a defined answer.
How this works now
Not a caricature, this is the ordinary version of it, and it repeats every year.
- A screening result is uploaded to a benefits vendor to claim an incentive, and stays in that vendor's systems long after the plan year.
- Results flow to whoever built the platform rather than to the person's own record, so the person cannot reuse them.
- The same values are re-collected next year because nothing was kept for the individual.
- Employees cannot tell where their information went, who read it, or when it will be deleted.
What EVORA puts in its place
Each step is one decision, made by the person whose record it is.
- 01
The program states the step
"A biometric screening completed within the plan year" or "an annual physical on file", a defined step, with the reason it exists and what satisfies it.
- 02
Results land in the person's record first
The screening result is written into the individual's own record, where it stays and stays readable, not into a vendor's platform that expires with the contract.
- 03
The program is told only that the step is complete
Completed, with a date. Incentive eligibility does not require a single value to leave the person's record.
- 04
Values move only when the person chooses
If someone wants a coaching program to see actual results, they grant it explicitly, narrowly and with an end date, and can close it the moment the program ends.
- 05
The employer never becomes the recipient
Employers receive aggregate participation, not individual health detail. Nothing about a person's results is routed through their employer.
- 06
Next year is not a restart
Because the results are in the individual's record, the trend is visible across plan years, employers and vendors, to the person, first.
Roles and limits
Who may see what.
Being on a roster, a payroll or a staff list is context. It is never access.
| Role | Sees without asking | Only if the person grants it | Never sees |
|---|---|---|---|
| Benefits administratorRuns the program and applies incentives. | Whether each step is complete, with dates. | Nothing further, completion is the answer the program needs. | Individual values, findings, diagnoses or documents. |
| Wellbeing or coaching vendorDelivers a service the person opted into. | Nothing by default; participation alone grants no access. | The specific areas the person opens, for the length of the program. | Retention of the person's data after the grant ends, or reuse for other purposes. |
| EmployerFunds the program and reports participation. | Aggregate participation counts. | Nothing individual, under any circumstance in this flow. | Named health information about an employee, including screening values. |
| Screening provider or labPerforms the check. | The order it was asked to fulfil. | Delivery of the result into the person's record, and the areas needed to do it. | Onward sale, brokerage or secondary use of the result. |
What this page will hold
Written down first so you can hold us to it.
- Program steps with completion statuses, plan-year windows and expiry
- Result delivery into the individual's record as the default destination
- Aggregate participation reporting that carries no individual detail
- Explicit, revocable grants for coaching or condition programs a person opts into
- A person-facing record of every program that asked, received or was declined
What works today
These screens are real and you can open them now.
EVORA names no benefits vendor, insurer or employer as a partner, sells no health data, and takes no part in setting incentives or premiums.