Selling Your FBO Starts With Preparation
Selling an aviation business rarely begins with simply finding a buyer. The outcome is usually shaped long before the first buyer conversation—through valuation, documentation, and a disciplined process that positions the business correctly in the aviation market.
FBOsForSale works with aviation business owners nationwide who are considering how to sell my FBO through a confidential transaction process designed to attract qualified buyers and maintain leverage throughout negotiations.
innovate. Educate. Elevate
The Same Procedure. Half the Cost. Zero Out-of-Pocket for the Employee.
Fiduciary Focused
Your Interest. Our Priority.
Transparent Economics
Clarity in costs. Confidence in decisions
Vendor Accountability
Aligned incentives.
Stronger outcomes.
Data-Driven Strategy
Smarter insights. Better results.
MEasurable Results
Proven impact. Sustainable savings
A Better Way Forward
Legacy insurance companies, legacy brokerages, and their vendor ecosystems were built for a different era - with different incentives. FiduciaHealth™ was built for today and tomorrow. We empower employers with the governance, transparency, and strategy needed to control costs, eliminate waste, and improve healthcare outcomes - without compromising employee benefits.
20-40%
Typical Total Cost Savings Identified
20-40%
Typical Total Cost Savings Identified
20-40%
Typical Total Cost Savings Identified
Fiduciary Oversight. Transparent Solutions. Measurable Results.
The Pricing Mechanism — and Why the Math Is Unambiguous
A knee replacement billed through a standard PPO network generates a claim of $35,000 to $60,000 against the employer's self-funded plan. The same procedure at a center of excellence or bundled-price facility — including covered travel and lodging for the employee and a companion — costs the plan $15,000 to $22,000. The employee pays zero out-of-pocket. The plan saves $15,000 to $40,000 on a single procedure.
That differential is not a projection. It is the output of a pricing structure — bundled procedure pricing at high-volume, outcomes-focused facilities — that exists precisely because those facilities have agreed to transparent, pre-negotiated rates in exchange for predictable patient volume.
Commission-based brokers have no financial incentive to recommend strategies that reduce plan spend. High-cost elective procedures are high-margin utilization events inside carrier networks. Scott's 25%-of-savings compensation model makes this strategy actively beneficial to recommend — which is why it appears in every Advanced Benefit Design engagement where the claims data supports it.
Developed With One of the World's Foremost Medical Travel Experts
Scott's medical tourism and high-value care steering approach draws on a long-standing collaboration with Dr. Maria Todd, PhD, MHA — internationally recognized as the leading authority in medical tourism, healthcare navigation, and cross-border care strategy.
Scott and Dr. Todd co-authored Healthcare's C-Suite Solution and previously held a joint contract with Johns Hopkins. The domestic medical travel component of Scott's Advanced Benefit Design framework reflects work they developed together — including the legal contract structure and ERISA compliance framework Dr. Todd built specifically for employer plan use.
How the Employee Experience Actually Works
The most common objection to medical travel programs is that they create hardship for employees facing a serious procedure. The design of a well-structured program addresses this directly.
Medical travel and center-of-excellence programs are voluntary. Employees who choose a high-value facility receive zero out-of-pocket cost, covered travel, a companion fare, and access to a surgical team selected for clinical quality as well as cost. Employees who prefer local in-network care retain full access — their benefits are unchanged. The incentive is financial, not coercive.
Clinical outcomes at centers of excellence are equal to or superior to local alternatives for the procedures these programs target — high-volume elective surgeries where procedure volume correlates directly with complication rates and recovery outcomes. The employee who participates is not accepting a lower standard of care. In many cases, they are accessing a higher one.
Zero out-of-pocket. Covered travel. A companion seat. A top-rated surgical team. The participation decision is not a difficult one when those are the terms.
Reference-Based Pricing: A Related Cost-Containment Approach
Medical travel targets specific high-cost procedures. Reference-based pricing addresses the broader problem of inflated PPO network rates across all plan claims.
Instead of reimbursing providers at a percentage of the chargemaster rates embedded in a carrier's PPO network — rates that are negotiated by the carrier to maintain network relationships, not to minimize employer cost — reference-based pricing reimburses at a defined multiple of Medicare rates, typically Medicare plus 20 to 40 percent.
For self-funded employers, RBP can be applied plan-wide or to specific high-cost procedure categories depending on the workforce's geographic access to willing providers. The result is a claims reimbursement structure that is anchored to an objective external benchmark rather than to a carrier's proprietary network economics.
Scott evaluates whether reference-based pricing is appropriate for a specific employer's workforce and geography as part of the
Cost Modeling Report — it is not a universal recommendation, but it is a tool that produces material savings where the conditions support it.
Frequently Asked Questions
What is a medical tourism benefit for an employer health plan?
A medical travel benefit routes employees to centers of excellence or bundled-price facilities for high-cost elective procedures — typically orthopedic surgeries, cardiac procedures, and select oncology care — at pre-negotiated bundled rates that are significantly below standard PPO network pricing. The employee pays nothing out-of-pocket; travel and lodging for the employee and a companion are covered by the plan. The plan saves $15,000 to $40,000 per qualifying procedure.
How does an employer medical travel program save money?
By replacing PPO network pricing — which is set by carrier-negotiated agreements with providers — with bundled procedure pricing at high-volume facilities that have agreed to transparent, pre-negotiated rates. The bundled price includes the procedure, facility fees, anesthesia, and post-operative care. When travel and lodging are added, the total plan cost is still typically 40 to 60 percent below what the same procedure generates through a standard network claim.
Is medical travel voluntary for employees?
Yes. Employees who choose a high-value facility receive zero out-of-pocket cost and covered travel. Employees who prefer local in-network care retain full access to their existing benefits. The program creates a financial incentive to participate — it does not restrict access to local care.
What is a center of excellence in an employer health plan?
A center of excellence is a facility or health system designated for a specific procedure category based on volume, outcomes data, complication rates, and cost transparency. High-volume surgical centers consistently produce lower complication rates and shorter recovery times for the procedures they specialize in. Scott and Dr. Maria Todd evaluate facilities against clinical quality criteria — not just cost — before incorporating them into an employer's high-value care program.
Does our plan need a minimum number of employees to make medical travel worthwhile?
No. A single qualifying procedure can generate $15,000 to $40,000 in plan savings. The program activates for any qualifying claim — it does not require a minimum utilization threshold before producing value. For self-funded employers paying 25% of savings to Scott's engagement, a single routed procedure produces a measurable return on the program investment.
