The Revenue Cycle Management Technology Adoption Model (RCMTAM)

    RCMTAM offers healthcare providers a comprehensive tool to evaluate and enhance financial and technological performance through an evidence-based, five-stage maturity model.

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      Your Guide to an Autonomous Revenue Cycle
      Plot a course toward forward-thinking innovation that improves efficiency, the patient experience and your bottom line.

      Sustainability Impact Overview

      Last Updated: March 2023

      Accessible and affordable healthcare is critical to creating and sustaining viable, productive communities. At FinThrive, we are advancing the healthcare economy. Our mission is to make the business side of healthcare a frictionless experience for providers, payers and patients. 

      • We give healthcare leaders the innovation needed to ensure financial health; enabling confident decision-making through greater accuracy, data access and predictive insights.
      • We pave the way for a healthcare system that ensures every transaction and patient experience is addressed holistically.
      • We create integrated technology that adapts with healthcare professionals – freeing them from complexity and inefficiency so they can focus on doing their best work.
      • We provide financial teams and stakeholders with greater reliability and control to deliver better outcomes for everyone. 

      With our vision, technology, experience and scale, we’re not only advancing the healthcare economy, we’re supporting the vitality of communities.

      We believe corporate responsibility and sustainable business operations are integral to fulfilling our mission and creating value for our colleagues, customers and investors. Our Sustainability Program identifies areas where we can make a positive difference, measure our performance against key environmental, social and governance (ESG) standards, and put in place programs that will improve our ESG impact.

      Social Responsibility

      How we CARE  

      We demonstrate our commitment to our Sustainability Program through our corporate values. 

      • Customer-centric
        We are passionate about delivering customer value through great experiences. 
      • Agile
        We operate with the highest speed and effectiveness - adapting with ease and measuring results.
      • Reliable
        We are accountable, trustworthy and consistent. We say what we do and do what we say. 
      • Engaged
        We are committed to our mission and demonstrate enthusiasm through our work. 

      Technology: Improving the financial viability of healthcare

      Our technology, expertise and scale provide financial teams and stakeholders with greater reliability and control to deliver better outcomes for everyone in their communities.

      Our FinThrive Advisory Board, comprised of senior executives from our top customers, provides a forum for members and FinThrive leadership working together to revolutionize revenue management. It also serves as a sounding board for FinThrive leadership on subjects ranging from our strategic business plan, new and potential solutions, and go-to-market strategies. 

      People: Engaging the Power of Inclusion, Diversity and Equity

      We have been Great Place to Work certified since 2016 and ranked the 26th Best Place to work in Healthcare in 2022. We believe inclusion is a moral and business imperative, and we are committed to fostering a diverse, inclusive, and respectful workplace where every voice is valued, and every colleague perceives a genuine sense of belonging. 

      We reinforce our diversity and inclusion commitment through our Code of Ethics, our Respect in the Workplace programming, and our engagement programs. Colleagues and managers are required to complete annual training on preventing discrimination and harassment as well as core principles of respect, diversity and inclusion which covers the key concepts of civility, cultural competency, and workplace sensitivity.  

      2022 Global Workforce

      We rely on quantitative and qualitative data to ensure we are making good on our promise to foster a culture of inclusion. Overall, FinThrive’s workforce is well balanced across genders in comparison to 2015 EEOC reporting (the most current available data) for the technology industry and leading technology companies. FinThrive is also exceeding the Tech Industry and Leading Tech Company demographic numbers for underrepresented1 groups.

      Through our integrated talent management strategy, we are committed to building a workforce that embraces our inclusive culture and reflects our diversity efforts.

      Women (Global) – December 2022
      Senior Officers and Managers

      Ethnically Diverse (U.S.) – December 2022
      Senior Officers and Managers

      Colleague Engagement and Wellbeing

      At FinThrive work/life balance and mental health are key focuses. In 2022, we implemented a Flexible Time Off (FTO) policy to allow colleagues to rest and recharge when they deem fit, while not feeling burdened by a time-off balance. We also placed a focus on the importance of mental health and self-care by offering colleagues a variety of Wellness sessions throughout the year – such as Cigna’s Mental Health Awareness Seminar where we explored how stigma is often associated with mental health, learned to better understand and recognize common behavioral issues, and reviewed resources available to our colleagues to support mental health within their households. Colleagues also had the opportunity to participate in sessions such as Healthy Eating in a Hurry-Up World, Dreaming of a Good Night’s Sleep, and Boosting your Brain Health.

      Communities: Giving time and funding to communities in need

      We believe volunteering in our local communities is a fundamental component of social responsibility, and we encourage all colleagues to give back as best they can.

      Heart and Soul is a gift of time. This program pays colleagues their normal hourly rate or salary for up to 8 hours per day, up to 5 days per calendar year, to serve at a company-approved charitable organization.

      In 2022, 231 colleagues have donated 3360 hours to 121 charities.

      Charitable Contributions.  Colleagues are able to enroll to have automatic payroll deductions to make donations to various charities. The coordination of the distribution of the funds is managed by FinThrive on their behalf.

      Environmental Impact

      Our Physical Infrastructure

      We are consolidating our physical space, adopting work-from-home (WFH) policies and limiting travel to reduce our use of equipment and energy.

      • Work from home models have been implemented across the United States and in India. We moved 99 percent of colleagues to a WFH model in response to the COVID pandemic
      • Since the COVID-19 pandemic we have had a substantial decrease in travel and with colleague and customers working from home, we have embraced the use of virtual conferencing and training to conduct our business. While we expect to resume some travel as conditions improve, we are anticipating that a large portion of our colleague, customer and partner meetings will continue to occur virtually.
      • Data Center/Cloud: In recent years, we migrated equipment and closed data centers in MA and UT and are in progress of closing two additional data centers as we migrate our solutions to the Cloud. We have a multi-year roadmap to migrate solutions to MS Azure, enabling us to further reduce our data center footprint to carbon neutral.
      • Migration of solutions to Azure. Data processing through Azure is carbon neutral, and is targeted to be 100% renewable by 2025. 

      Governance Impact

      Corporate Compliance & Ethics Program

      FinThrive maintains an enterprise-wide compliance and ethics program (the “Compliance and Ethics Program”) which provides a framework for incorporating ethical, honest and legally compliant practices in our day-to-day activities.

      The structure of the Compliance Program has been modeled after the U.S. Federal Sentencing Guidelines, the Office of the Inspector General Compliance Program Guidance and other best practices. Key elements of the program include the following:

      • Security & Compliance Council
      • Code of Ethics
      • Enterprise Compliance Policies
      • Compliance Training Program
      • Helpline 
      • Non-Retaliation Policy

      Data Privacy & Security Compliance

      FinThrive has designated an Information Security Officer and a Privacy Officer who are responsible for the day-to-day oversight of information security and data privacy. FinThrive maintains a comprehensive HIPAA compliance program to meet our obligations as a Business Associate to our healthcare customers. In addition to HIPAA and HITECH, the Company monitors and complies with other applicable state and federal laws and regulations to protect the privacy and security of certain types of sensitive information. 

      Information security is essential to our Company and our stakeholders due to the nature of the sensitive data entrusted to us by our customers. The Company’s Information Security Program leverages the HITRUST Common Security Framework (CSF) to appropriately align security requirements from multiple standards into a comprehensive approach that incorporates compliance requirements and risk management principles. 

      Risk Assessment Program

      The Company maintains a risk assessment program, facilitated by our Compliance and Audit team with input from various other teams (e.g., Information Security) and stakeholders. Risks are assessed periodically, with an annual frequency at minimum for those risks related to data security, privacy and closely related areas.  The likelihood and impact of a risk occurring is evaluated with consideration given to the controls in place and their current operating effectiveness (residual risk) based on internal testing as well as external audit results (e.g., SOC reports). Risks are also identified and assessed via penetration testing and vulnerability assessments. Regardless of the source, as needed based on the resulting risk level, remediation plans are created and tracked to completion with prioritization of higher risk areas. Significant risks and remediation status are shared with the Security and Compliance Council and the Executive Leadership Team.

      [1] Underrepresented includes EEOC categories: 1-African American, 2-Asian, 3 -Hispanic/LatinX, 4 -Native American/Alaskan Native, 5 -Hawaiian Native/Pacific Islander, 6 -Two or More Races