The finding without an appointment evaporates
An abnormal reading delivered as a paper slip competes with the employee’s entire life. The same finding with a pre-offered slot — date, doctor, one tap — competes only with that slot. Conversion is designed at the camp table, not hoped for afterwards.
Employers buy the follow-through, not the tent
Any provider can staff a camp. What an HR head cannot get elsewhere is the closed loop: screened, flagged, consulted, resolved — reported in aggregate without exposing any individual’s diagnosis. That report is next year’s renewal argument.
| Item | Standard | Consequence / owner |
|---|---|---|
| Abnormal finding | Slot offered at the table | Booked before leaving |
| Normal finding | Result + baseline record created | Relationship, not silence |
| Employer report | Aggregates with a suppression floor | No individual exposure |
| No-show on follow-up | One reminder with rebook link | Second-chance conversion |
| Next camp | Prior-year cohort comparison | Renewal evidence |
Privacy is the design constraint, not a disclaimer
The employer sees participation and category counts. Only the employee sees their result. Build the reporting that way from the first camp and the privacy conversation becomes your differentiator instead of your liability.
What to do on Monday
- Put a booking tablet at the exit table of the next camp.
- Define the employer report: counts only, floor applied.
- Track finding-to-consultation conversion as the camp’s KPI.
Worked examples on this page are illustrative arithmetic on stated assumptions, not measured market statistics.