The challenge

Balancing tight budgets with employee health needs

Public school districts in Texas face mounting pressures: a competitive talent landscape, limited budgets, and rising healthcare costs. Recruiting and retaining qualified teachers and staff is increasingly difficult—especially in smaller communities competing with larger districts offering higher pay and more robust benefits.

For Sundown ISD, the tipping point was a health plan that limited provider access and left employees uncertain about what was truly covered. Staff frequently faced out-of-pocket bills and unpredictable costs, which created frustration and distrust.

The district knew it needed a benefits package that would not only help attract and keep talent but also restore employees’ confidence in their coverage.

The solution

A simple, $0 health plan that employees can believe in

When Sundown ISD’s leadership explored Curative, the model stood out immediately: $0 out-of-pocket, no copays, and access to both major hospital systems in nearby Lubbock. Employees would also receive support through a dedicated Care Navigator, the Curative Member Portal, and a Cash Card to broaden provider choice.

Still, skepticism lingered at first. Evans leaned on references, calling other organizations to confirm whether the plan delivered on its promises. “Everyone I talked to said the same thing—they’ve done everything they [Curative] said they would do. That’s when we knew this was the right move.”

The outcome

Affordability, peace of mind, and retention gains

Since launching Curative, Sundown ISD has seen immediate, tangible improvements:

• Peace of mind for employees: One of the first employees to test the plan was an hourly worker who underwent surgery. Evans recalled, “I asked her weeks later if she’d gotten a bill. She said, ‘No—it was taken care of.’ That made me feel so good as an employer, knowing we picked the right plan.”

• Access restored: Employees now have access to both major hospital systems in Lubbock, removing barriers to care that once frustrated staff.

• Retention advantage: Competing districts are taking notice. “This plan has helped us retain people,” Evans said. “Another district picked it up and didn’t want to tell me because they wanted it as their secret to attract staff.”

• Trust and satisfaction: By removing financial surprises, employees have begun to rebuild trust in their benefits. Evans emphasized, “This is what health insurance should be.”

Favorite part about Curative

The ‘no…really’ moment

The bottom line