Using Data to Improve Health Plan Performance
|
|
- Rebecca Jenkins
- 6 years ago
- Views:
Transcription
1 Using Data to Improve Health Plan Performance A Case Study Webcast With Grant Thornton Jim Meagher, Manager, National Compensation and Benefits Grant Thornton Eric Parmenter, Senior Consultant Towers Perrin December 11, 2008
2 Presenters: James E. Meagher Jim currently serves as Manager, National Compensation and Benefits for Grant Thornton LLP in the firm s Chicago office. Before joining Grant Thornton, Jim served as Director of Global Compensation and Benefits for Littelfuse, Inc., and earlier, as Director of International Human Resources for Panduit Corp. He earned an M.S. in psychology and business from the University of Idaho and his B.A. in humanities from Purdue University. He holds mergers and acquisition certification from Mercer, and has completed international expatriate administration training. Jim served on the board of the Human Resources Management Association of Chicago with their international interest group from 2000 to In addition, he held membership in the Society of Human Resources Managers from 1995 to
3 Presenters: Eric Parmenter Eric Parmenter, CLU, ChFC, RHU, REBC, SPHR, CEBS is a senior consultant with Towers Perrin in the firm s health and welfare consulting practice. He has 22 years of experience helping employers develop innovative total reward strategies that align with their business objectives. Eric is a recognized national leader in the area of health care benefit design and delivery. Prior to joining Towers Perrin, Eric was Midwest practice leader for compensation and benefit consulting at Grant Thornton LLP. He also owned his own benefit consulting, outsourcing and administration firm. Eric has a B.A. in psychology from the University of Illinois and nearing completion of an M.B.A. from the University of Chicago s Booth School of Business. 3
4 Today s discussion Overview: How and when to use benchmarking Grant Thornton s strategy and results Key lessons learned Questions and answers 4
5 Profile: Grant Thornton Grant Thornton LLP is the U.S. member firm of Grant Thornton International Ltd (GTI) one of the six global accounting, tax and business advisory organizations With a presence in more than 100 countries, the member firms of GTI leverage the global reach of the network to provide personalized attention and the highest quality service to clients worldwide Founded in 1924, Grant Thornton LLP serves both public and private clients in 52 offices in the United States 5
6 Who works for Grant Thornton? Two Distinct Groups at Grant Thornton: Employees and Partners Significant growth in head count over past four years 72% of Grant Thornton Employees are under 40 years old 6
7 Overview Grant Thornton undertook a comprehensive benefits review in 2005 Grant Thornton implemented a reward strategy on 1/1/2006 based on benchmarking findings around competitive market positioning Goal: Create greater alignment between reward programs and business strategy Issues addressed: Industry growth and consolidation Grant Thornton s rapid expansion and globalization Pressure to improve talent attraction, retention, performance and engagement Limited resources Grant Thornton has continued to use benchmarking to enhance strategy and measure results Benefits Review Competitive Benchmarking Benefit Changes ABHP Culture of Health HC-260 Benchmarking Vendor Management ABHP Culture of Health HC-360 Benchmarking ABHP Culture of Health HC-360 Benchmarking Greater Population Health Measurement Culture of Health 7
8 Comprehensive benefits benchmarking: 2005 Perception: Grant Thornton s benefit programs were not market competitive Grant Thornton utilized a variety of benchmarking sources to study its competitive position in the market Published surveys Towers Perrin Employee Benefit Information Center Towers Perrin BenVal Towers Perrin Health Care 360 Benchmarking Findings Lower benefit values for health, STD, LTD and retirement Higher employee contributions for health Flex, dental, life, vision and paid time off at market Voluntary benefits below market Overall benefit costs competitive but recent trend increases were unsustainable Grant Thornton used the results of the studies to develop a unique positioning statement in the competitive accounting industry 8
9 Why did we undertake a benefits review? The Grant Thornton Experience for Our People The Work: Challenging and interesting The Pay: Competitive in the marketplace The Learning: Am I getting what I need? The Environment: Provide respect and flexibility The Reputation: Proud to be a part of GT Benefits to Support The Grant Thornton Experience for Our People Health Care Coverage Financial Programs Insurance Options Health and Well-Being Programs Voluntary Benefits 9
10 Aligning our benefit strategy with The Grant Thornton Experience for our people Goals Manage the current and future cost of health and welfare benefits Strategies Encourage employee accountability Place significant emphasis on employee wellness build a culture of health Prevent new illness, better manage existing illness Promote ease of administration Attract and retain employees at all levels Provide a competitive and affordable benefit offering that will distinguish GT from competitors Demonstrate the firm s interest in and commitment to healthy workforce Increase employee awareness of Total Rewards offering Help employees build financial security Highlight the value of the health care programs from a cost perspective and a focus on the individual 10
11 Building a culture of health at Grant Thornton: Goals Differentiate Grant Thornton from competitors Improve attraction, retention and engagement by demonstrating that the firm cares about the well-being of all associates Promote sustained behavior change to aggressively manage benefit cost trend Determinants of Health 50% 10% 20% 20% Access to Care Genetics Environment Behavior 11
12 Our culture of health initiative focused on several key elements Consumerism Movement toward high-deductible health plans with HSA contributions Care Management Comprehensive care management/disease management initiative Employee Health Management Tools 24/7 nurse line Online medical decision support tool Pedometer distribution Online health risk assessment linked to disease management and EAP Employee Engagement Healthy lifestyle communication campaign 12
13 New focus on financial performance and consumer behaviors Funded Through a 70/30 Subsidy and HSA Deposits Network-only plan (EPO) Choice of two PPO plans and HSA funding Healthy lifestyles financial incentives for employees Smoking cessation Disease management participation Safety seatbelts, helmets Executive physicals for Partners 13
14 Communication strategy to focus on health and wellness Created new, ongoing dialogue with employees and partners Built consistent communication framework and identity Involved senior leadership Committed to measure results through ongoing benchmarking using the Towers Perrin Health Care 360 Benchmarking Study Multi-channel communication campaign Employee benefit meetings Evening call-in sessions for employees and families GT TV messages from executive leadership Intranet and campaign Living Healthy newsletter We ve only just begun the dialogue with employees! 14
15 Summary of 2005 activities Grant Thornton made changes to its benefit program based on benchmarking results Change Medical Program Wellness Programs Disability Program Voluntary Benefits Replaced the PPO $300 with an HDHP and an employer-funded HSA Replaced the PPO $1,000 with an HDHP and an employer-funded HSA Mandatory utilization of prescription drugs Provide employees with a $50 incentive for participating in health-related activities Implemented a Healthy Lifestyle Program including the following: Healthy lifestyle pledge 10,000 steps program Online health risk assessment (HRA) Self-care books Increase short-term disability (STD) benefits from 70% to 100% for employees Added a suite of voluntary benefits, including: Group Variable Universal Life insurance Auto and home Insurance (remarketed) Critical illness insurance Pet insurance Financial planning tools 15
16 Summary of 2006 activities Grant Thornton made no changes to the 2007 medical, dental and vision plan designs due to substantial changes made in 2006 Contribution Change Medical Target contribution for EPO increased from 30% to 31% Target contribution for HDHP options decreased from 30% to 25% Introduced four-tier structure Dental Structure changed to become more equitable Estimated savings to Grant Thornton for the changes was approximately $120,000 16
17 Summary of 2007 activities Grant Thornton focused on non-medical benefits in 2007 for 1/1/2008: Program Dental LTD Life Insurance Change Conducted a procurement process for a new administrator for 1/1/2008 Conducted a procurement process for a new administrator for 1/1/2008 Conducted a procurement process for a new administrator for 1/1/2008 Savings realized through all three procurement processes resulted in savings of just over $1,000,000, over three years 17
18 Summary of rate increases Medical plan rate increases over the past four years 14% 12% 10% 8% 6% 4% 2% 0% Grant Thornton Towers Perrin HCCS* Design changes and plan management have kept Grant Thornton medical plan increases below market benchmarks for the last three years *Source: 2009 Towers Perrin Health Care Cost Survey (HCCS). 18
19 Medical cost benchmarks: 2007 Overall Program Efficiency Overall program efficiency measures the performance of your total program against the overall database average. Results are a function of both the efficiency of and enrollment in each plan Database Actual Adjustment Factors Custom Benchmark Grant Thornton Actual $8,579-1% 4% $6,289 $6,407-17% -15% -27% Age/ Gender Family Size Geography Plan Value Composite Key Message Your total program is only slightly (2%) less efficient than the database. This translates into an estimated higher cost of $530,
20 Medical cost benchmarks: 2008 Overall Program Efficiency Overall program efficiency measures the performance of Grant Thornton s total program against the overall database average. Overall efficiency results are a function of both the efficiency of each plan offered and the enrollment in each plan. Database Actual Adjustment Factors Custom Benchmark Grant Thornton $8,829 5% $6,796 $6,617-1% -16% -12% -23% Age/ Gender Family Size Geography Plan Value Composite Key Message Grant Thornton s total program is 3% more efficient than the database. This translates into a current savings of $900,
21 Guiding goals and objectives: Updated Provide a competitive, affordable, flexible benefit offering Manage benefits cost and trend to levels lower than national averages Promote a culture of health Streamline benefits administration Adjust to evolving partnership needs Allow for future retirement benefit changes Attract and retain talent Promote awareness of the value of total rewards Highlight partner benefits as best in class Support employee and Partner retirement planning and saving for retiree medical 21
22 Element 2008 plan designs The following chart highlights the medical plan design elements for the current 2008 offerings EPO PPO $1,100 PPO $2,650 In-Network In-Network Out-of-Network In Network Out-of-Network HSA Funding N/A $250/$500 $750/$1,500 Deductible None $1,100/$2,200 $2,200/$4,400 $2,650/$5,150 $5,300/$10,300 Out-of-Pocket Max None $2,000/$4,000 $4,000/$8,000 $2,650/$5,150 $5,300/$10,300 Coinsurance 100% 75% 55% 100% 100% RX Retail Generic: $10 Formulary: 30% ($10/$100) Nonformulary: 50% ($10/$100) RX Mail Generic: $20 Formulary: 30% ($20/$200) Nonformulary: 50% ($20/$200) After deductible: Generic: $10 Formulary: 30% ($10/$100) Nonformulary: 50% ($10/$100) After deductible: Generic: $20 Formulary: 30% ($20/$200) Nonformulary: 50% ($20/$200) After deductible: 100% covered After deductible: 100% covered Inpatient Copay $100 None None None None ER Copay $50 None None None None OV Copay $20 None None None None 22
23 Open enrollment results: 2006 through 2008 HSA 25% HSA 20% 15% 10% 5% 0% Enrollment in Grant Thornton s two HSA-based plans has increased steadily from 15% in 2006 to 19% in Through effective employee communication, this shift away from the EPO can be expected to continue 23
24 Key lessons learned: Management by fact 1. Understand your business environment, challenges and opportunities 2. Set your workforce management priorities on that basis 3. Develop and document your philosophy, guiding principles, goals and strategy for rewards overall, and health benefits in particular 4. Evaluate your current position against the above, using metrics that capture program performance in key areas Financial performance Population health Employee engagement 5. Adjust strategy and tactics to address shortfalls 6. Execute consistently and aggressively 7. Measure results 8. REPEAT! 24
25 Questions and Answers Jim Meagher Eric Parmenter 25
2010 Mercer National Survey of Employer-Sponsored Health Plans
Mercer National Survey of Employer-Sponsored Health Plans A special report A special report from the Mercer National Survey of Employer- Sponsored Health Plans Growth in the average total health benefit
More informationWelcome! Mercer s National Survey of Employer-Sponsored Health Plans March 3, Benefits & Healthcare Conference Joan Smyth New York NY
Welcome! March 3, 2008 s National Survey of Employer-Sponsored Health Plans 2007 2008 Benefits & Healthcare Conference Joan Smyth New York NY www.mercer.com 1 About s National Survey of Employer-sponsored
More informationTHE BUSINESS VALUE OF PRIVATE EXCHANGES Mercer Marketplace
THE BUSINESS VALUE OF PRIVATE EXCHANGES Mercer Marketplace April 2014 Matthew Snook, Partner matthew.snook@mercer.com 813 207 6310 Driving Forces for Private Exchanges Challenge of Attraction and Retention:
More informationPA 152 Compliance Plan Design Strategic Initiative
PA 152 Compliance Plan Design Strategic Initiative Presented by: Brenda White, Assistant Vice President Leslie Foster, Senior Account Specialist Aon 171 Monroe Avenue NW, Suite 525 Grand Rapids, MI 49503
More informationGoing for the Gold (level plan)!
Going for the Gold (level plan)! Chris Bartnik Practice Leader April 2014 Wells Fargo Insurance 2014 Wells Fargo Insurance, Inc. All rights reserved. Discussion Outline Paradigm Shift Market Trends Survey
More informationSolutions at Work. Look to Anthem for solutions that meet your clients needs today and as they evolve. For businesses with 101 or more employees
Solutions at Work Look to Anthem for solutions that meet your clients needs today and as they evolve. For businesses with 101 or more employees 1 10361CABENABC Rev. 08/17 Table of Contents New for 2018!...
More informationIncreasing the Value of your Group Benefits Plan and Administration
Increasing the Value of your Group Benefits Plan and Administration Presented by: Laura Mensch, VP Insurance Solutions Mary Anderson, Product Manager Canadian Employers face constant challenges that make
More informationHarris Health Retiree Health Reimbursement Account Informational Session
Harris Health Retiree Health Reimbursement Account Informational Session 0 Agenda Post-Retirement Health Benefits Video & Presentation Cigna & Kelsey Seybold Medicare Advantage Discussion Q&A 1 A Promise
More informationHRA Product Offerings
HRA Product Offerings HRA Plan Designs Standard 213(d) HSA Compatible (Limited) Deductible Only RX Only including OTC Percentage Payment All Medical and RX All Medical and RX Employee Pays First Deductible
More information$5,884 $16,351 THE KAISER FAMILY FOUNDATION - AND - HEALTH RESEARCH & EDUCATIONAL TRUST. Employer Health Benefits. -and- Annual Survey
57% $16,351 THE KAISER FAMILY FOUNDATION - AND - HEALTH RESEARCH & EDUCATIONAL TRUST Employer Health Benefits 2013 Annual Survey $5,884 2013 -and- Primary Authors: KAISER FAMILY FOUNDATION Gary Claxton
More informationSTATE HEALTH PLAN UPDATE
STATE HEALTH PLAN UPDATE MONA M MOON CFO/INTERIM DEPUTY EXECUTIVE ADMINISTRATOR OSC Financial Conference December 12, 2012 Presentation Overview 2 State Health Plan Governance Member Feedback Benefit Design
More informationHealth Plan Design Options August 23, 2012
Health Plan Design Options August 23, 2012 Leslie Schneider Bill Danish 2012/2013 Employer Focus Managing costs while maintaining a benefits package that Supports organizational attraction and retention
More informationHealth Plan Review. City of Hapeville Plan Year. Presented By: MSI Benefits Group, Inc.
Health Plan Review City of Hapeville 2016-2017 Plan Year Presented By: MSI Benefits Group, Inc. January 24, 2017 2016 Renewal Recap - Renewal July 1, 2016 (changed from October of every year) - medical
More informationCampus Forum November 15, 2016 Agenda
Campus Forum November 15, 2016 Agenda Introductions MTIA Dedicated Team Current Plan Design Benchmarking Data Challenges and Considerations Specific Concerns Questions 2 M&T Insurance Agency, Inc. Dedicated
More informationPlan Design & Contribution Strategies. Bill Rasmussen August 10, 2016
Plan Design & Contribution Strategies Bill Rasmussen August 10, 2016 Introductions Moderator Maria Alberts Associate Consultant Alliant Employee Benefits Alpharetta, GA Speaker Bill Rasmussen Lead Consultant
More informationTRENDS AND PERFORMANCE
TRENDS AND PERFORMANCE General Board of Pension and Health Benefits of The United Methodist Church March 2014 Section 1 MARKET TRENDS 1 Annual health cost trends vs. earnings and CPI (1988-2013) Workers'
More information2019 Benefits Open Enrollment. High Deductible Health Plan (HDHP) with Health Savings Account (HSA) Deep Dive
2019 Benefits Open Enrollment High Deductible Health Plan (HDHP) with Health Savings Account (HSA) Deep Dive LEWIS & CLARK COLLEGE WHAT IS A HDHP? An IRS-qualified, High Deductible Health Plan (HDHP) is
More informationHSA & HRA Health Plans at a Glance Small Group (1-50)
California Small Group HSA & HRA Plans Aetna - Bronze MC HSA 2500 50/50 $2,500 Bronze MC HSA 3500 70/50 $3,500 Bronze EPO 3000 70 HSA $3,000 Bronze MC HSA HDHP 6300 100/50 Anthem Blue Cross Gold Select
More informationA Better Way to Control Your Healthcare Costs
A Better Way to Control Your Healthcare Costs Plan Features: Fully funded ERISA plan designs Integrated, personalized wellness program at no additional cost Up to a $500 annual wellness incentive available
More information2018 healthcare benefits for retirees age 65 and older Welcome!
2018 healthcare benefits for retirees age 65 and older who retired under the 2005 or later agreements between Caterpillar and the UAW (and/or eligible spouses/partners) Welcome! In the event that the content
More informationNavigating Your Nonprofit s Traditional and Nontraditional Benefits in a Competitive Market
Navigating Your Nonprofit s Traditional and Nontraditional Benefits in a Competitive Market MCN Annual Conference November 14-15, 2018 Phil Bushnell Managing Director, Religious & Nonprofit Practice and
More informationFocused on maximizing consumer value, not shareholder value.
About Meritus Focused on maximizing consumer value, not shareholder value. Welcome to a whole new kind of healthcare. New to the market, but not to the healthcare world, we are a recently formed non-profit
More informationLos Angeles Unified School District Health & Welfare Benefits Program Update
Los Angeles Unified School District Health & Welfare Benefits Program Update Presentation to the Committee of the Whole September 25, 2008 David R. Holmquist Chief Operating Officer Gregory Kildare Chief
More informationUnited Food and Commercial Workers Unions and Participating Employers Health and Welfare Fund
United Food and Commercial Workers Unions and Participating Employers FASB ASC 965 Actuarial Valuation Report as of December 31, 2014 Produced by Cheiron October 2015 TABLE OF CONTENTS Section Letter of
More informationHealth Insurance Exchange Summit West. Employer Health Insurance Exchange Strategies
www.pwc.com Health Insurance Exchange Summit West Employer Health Insurance Exchange Strategies November, 2013 Agenda Key strategic considerations for employers How to play and when to pay Bending the
More informationYOUR BENEFITS IN What s New
YOUR BENEFITS IN 2018 What s New Your Benefits in 2018 What s New Over the past year, Jefferson has been taking steps to more closely align our benefit programs with those of Abington Health and Aria.
More informationPPI Benefit Solutions RESEARCH. Fourth Annual Nonprofit Employee Benefits Study Supplemental Report
PPI Benefit Solutions RESEARCH Fourth Annual Nonprofit Employee Benefits Study Supplemental Report ABOUT THE STUDY The PPI Benefit Solutions (PPI) Fourth Annual Nonprofit Employee Benefits Study measures
More informationASO Signature Producer Communication #780 Issued October 31, 2016
ASO Signature Producer Communication #780 Issued October 31, 2016 Message Introducing ASO Signature, a ready-made self-funding solution that offers customers the right coverage, at the right cost. With
More informationPathways VILLANOVA UNIVERSITY Benefits Open Enrollment Guide
2016-2017 Pathways 2015-2016 VILLANOVA UNIVERSITY Benefits Open Enrollment Guide HUMAN RESOURCES April 18 April 29, 2016 A Letter from the Senior Director of Benefits, Compensation and Employment Dear
More information2018 Benefits at a Glance FULL-TIME EMPLOYEES
2018 Benefits at a Glance FULL-TIME EMPLOYEES Important Note CNA Benefits at a Glance provides highlights of the employee benefit programs available to you as a CNA employee. Neither this document nor
More informationBEFORE THE FLORIDA PUBLIC SERVICE COMMISSION DOCKET NO EI
BEFORE THE FLORIDA PUBLIC SERVICE COMMISSION DOCKET NO. 000-EI IN RE: TAMPA ELECTRIC COMPANY S PETITION FOR AN INCREASE IN BASE RATES AND MISCELLANEOUS SERVICE CHARGES DIRECT TESTIMONY AND EXHIBIT OF BRAD
More informationWinning Financial Wellness Strategies
Winning Financial Wellness Strategies Dean Clune & Michael Levin Arthur J. Gallagher Retirement Plan Consulting Current Diocesan Retirement Landscape 2 Current Diocesan Plan Environment Retirement Plan
More informationPathways VILLANOVA UNIVERSITY Benefits Open Enrollment Guide
Pathways 2015-2016 2019-2020 VILLANOVA UNIVERSITY Benefits Open Enrollment Guide HUMAN RESOURCES March 18 March 29, 2019 A Letter from the Assistant Vice President, Human Resources Dear Colleague, Benefits
More informationThe Impact of Health Care Reform and the Meredith Wellness Strategy Tim O Neil, Director, Employee Benefits and Wellness, Meredith Corporation ICEBS
The Impact of Health Care Reform and the Meredith Wellness Strategy Tim O Neil, Director, Employee Benefits and Wellness, Meredith Corporation ICEBS Employee Benefits Symposium July 8, 2015 Agenda Meredith
More informationPublic sector employers already face growing financial. How Public Sector Employers Can Manage Retiree Health Liabilities. Retirement Strategies
Retirement Strategies How Public Sector Employers Can Manage Retiree Health Liabilities Changes in the Governmental Accounting Standards Board (GASB) reporting requirements will increase the liabilities
More informationGroup Medicare Plans at a Glance
GROUP MEDICARE PLANS Group Medicare Plans at a Glance for Employer Groups 2015 Toll-free 1-800-851-3379 ext. 8024 TTY: 711 HealthAlliance.org mkt-grpmedplansbro-1014 Coverage You Know and Trust If you
More informationThe 7 Health Plan Metrics Every HR Professional Must Know
The 7 Health Plan Metrics Every HR Professional Must Know To manage your company s health plan wisely Presented by Nicole Pfeiffer, SPHR, SHRM-SCP, GBA, CMS THE BORING BIO STUFF Nicole Pfeiffer is a Vice
More informationHuman Resources. Health Benefits. 1 Virginia Tech
Human Resources Health Benefits 1 1 Virginia Tech Health Benefits Basics Two Main Components: Health Insurance With options to buy up to expanded dental, vision, hearing Flexible Spending Accounts (FSAs)
More informationHealthFlex Plan Sponsor Calls. October 7-8, 2015
HealthFlex Plan Sponsor Calls October 7-8, 2015 Agenda Plan Strategy and Changes Policy Update Annual Election Update Vendor and Administrative Updates Wellness Updates 2 HealthFlex Multi-Year Plan Strategy
More informationGallagher Marketplace: Comparison of Benefits, Financial Impact, and
Investment Monitoring Retirement Josh Rickard, Plan ASA, Consulting MAAA Consultant, Financial Analysis and Underwriting Benefits & Human Resources Consulting Arthur J. Gallagher & Co. Table of Contents
More informationShaping a Partnership in Voluntary Benefits ACA Solutions
Shaping a Partnership in Voluntary Benefits ACA Solutions Annual Survey of Americans' Views on Health Care and the ACA Finds Nearly Half of Remaining Uninsured are Unaware of the Individual Mandate or
More informationHEALTH CARE PLANS 2015
HEALTH CARE PLANS 2015 A New Way to Provide Health Insurance to Entertainment Industry Employees Media Services Health Care Plan Choice of 9 Medical Plans plus options for dental and vision coverage Competitive
More informationHelping You Prepare For Your Upcoming Medicare Enrollment
Welcome PEBP 1 Helping You Prepare For Your Upcoming Medicare Enrollment October, 2016 2016 Willis Towers Watson. All rights reserved. OneExchange Who We Are Your Future Coverage OneExchange For Your Benefit
More informationUnitedHealthcare Insurance Company
California Large Group Annual Aggregate Rate Data Report Form Version 3, September 7, 2017 (File through SERFF as a PDF or excel. If you enter data on a Word version of this document, convert to PDF before
More informationUniversity of Iowa Retiree Benefit Information. University Benefits
University of Iowa Retiree Benefit Information University Benefits Retiree Annual Enrollment November 1, 2017 December 7, 2017 Annual opportunity to review benefits and make changes. If you have current
More information2018 RETIREE ANNUAL ENROLLMENT PERIOD 11/15/17 11/29/17
RETIREE WELL BEING FAIR PRESENTATION November 15, 2017 2018 RETIREE ANNUAL ENROLLMENT PERIOD 11/15/17 11/29/17 PLAN DESIGN CHANGES FOR FY19 PLAN YEAR (Effective 03/01/18) TOTAL MEDICAL PLAN COST What was
More information2019 Benefits Open Enrollment. High Deductible Health Plan (HDHP) with Health Savings Account (HSA) Deep Dive LEWIS & CLARK COLLEGE
2019 Benefits Open Enrollment High Deductible Health Plan (HDHP) with Health Savings Account (HSA) Deep Dive LEWIS & CLARK COLLEGE AGENDA What is a High Deductible Health Plan (HDHP) with Health Savings
More informationHelping You Prepare For Your Upcoming Medicare Enrollment
Helping You Prepare For Your Upcoming Medicare Enrollment August 16, 2016 2016 Willis Towers Watson. All rights reserved. OneExchange Who We Are Your Future Coverage OneExchange For Your Benefit A Deeper
More information2018 ANNUAL BENEFITS ENROLLMENT PRESENTATION COMPANY INTERNAL/PROPRIETARY
2018 ANNUAL BENEFITS ENROLLMENT PRESENTATION COMPANY INTERNAL/PROPRIETARY Get Connected: Your 2018 Insert Annual Title Enrollment Here What We ll Cover Today What s changing What you need to know and do
More informationSalaried Team Total Benefits Summary
Salaried Team 2018 Total Benefits Summary Compensation Gentex total compensation is engineered specifically for those of us wired with an ownership mentality mindset. Take a minute to study up it is innovative,
More informationHealth Care Coalition Briefing September 10, 2012
Health Care Coalition Briefing September 10, 2012 ABOUT THE COALITION History of the Health Care Coalition Advantages of the Health Care Coalition 2012 Medical Plan Renewal Process Cost Savings for this
More information$6,438 $4,819 $1, Employer Contribution. Source: Kaiser/HRET Survey of Employer-Sponsored Health Benefits,
69% $899 2010 The Kaiser Foundation -and- Health Research Employer & Health Educational Benefits An n u a l Trust S u r v e y Employer Health Benefits 2 0 1 0 S u m m a r y o f F i n d i n g s Employer-sponsored
More informationSCANA offers competitive benefits options to all full-time employees.
Put your energy to work. 2019 Benefits Summary SCANA is committed to providing quality, cost-effective benefit choices to our team of dedicated employees who put their energy to work every day to meet
More informationHSA BANK HEALTH & WEALTH INDEX SM. HSA-Based Plans Drive Engagement Among Consumers
HSA BANK HEALTH & WEALTH INDEX SM HSA-Based Plans Drive Engagement Among Consumers 2018 TABLE OF CONTENTS Introduction... 1 Overview... 1 Outcomes... 2 Key Findings... 7 1: Consumers can improve their
More informationUp and Atom. It s Open Enrollment! October 11 - November 5, 2018
Up and Atom. It s Open Enrollment! October 11 - November 5, 2018 It s time to make benefit choices to keep you and your family physically and financially well in 2019. This presentation is available at:
More informationEmployer Health Benefits
2 0 0 6 8.2%* 13.9% 12.9%* T H E K A I S E R F A M I L Y F O U N D A T I O N - A N D - H E A L T H R E S E A R C H A N D E D U C A T I O N A L T R U S T Employer Health Benefits 2 0 0 6 A N N U A L S U
More informationBest customer service Largest doctor/hospital network Affordable plans for all firm sizes. CalCPA Health
Best customer service Largest doctor/hospital network Affordable plans for all firm sizes 2 0 1 9 C A L C PA H E A LT H P L A N B R O C H U R E CalCPA Health Table of Contents Why CalCPA Health?...2 Eligibility...3
More informationBenefits Summary. for Non-Exempt and Exempt Employees (below Director level)
Benefits Summary for Non-Exempt and Exempt Employees (below Director level) 2017 GuideWell is reimagining the world of health. We believe that good health should be easy to access and manage. That means
More informationAN INDIVIDUAL S guide to THE. Right Health Insurance
AN INDIVIDUAL S guide to THE Right Health Insurance TURN TO The right health insurance. Right now. To find the health insurance that s right for you, begin by asking yourself one simple question: What
More informationHIPAA Portability Common Questions
Provided by Brown & Brown of Louisiana, LLC HIPAA Portability Common Questions To help make health plan coverage more portable, the Health Insurance Portability and Accountability Act (HIPAA) included
More information2019 New Retiree Meetings
2019 New Retiree Meetings Agenda What is the PERS Health Insurance Program (PHIP)? Medicare Basics and Enrollment PHIP Enrollment Question & Answer Contracted Health Plans (Medicare / Non-Medicare) PacificSource
More informationAffordable Care Act Part 1: Impact on Counties as Employers
Affordable Care Act Part 1: Impact on Counties as Employers November 22, 2013 1 Webinar Recording and Evaluation Survey This webinar is being recorded and will be made available online to view later Recording
More informationEmployer Health Benefits
63% $721 2008 The Kaiser Family Foundation -and- Health Research & Educational Trust Employer Health Benefits 2 0 0 8 S u m m a r y o f F i n d i n g s Emp l o y e r-sponsored i n s u r a n c e is t h
More informationManaging Health Care Costs: Back to Basics
Managing Health Care Costs: Back to Basics By: J. Michael Deneen & Mark A. Abate The cost of employer-sponsored health care benefits continues to increase at an alarming rate. In its 2002 Annual Survey
More informationMcGraw Wentworth 2013 Southeast Michigan Mid-Market Group Benefits Survey
1 McGraw Wentworth 2013 Southeast Michigan Mid-Market Group Benefits Survey COLLECT CLASSIFY CHART COURSE May / June 2013 The use of this seal is not an endorsement by the HR Certification Institute of
More information$6,025. Employer Health Benefits A n n u a l S u r v e y. High-Deductible Health Plans with Savings Option $16,834.
55% $16,34 Employer Health Benefits 2 0 1 4 A n n u a l S u r v e y High-Deductible Health Plans with Savings Option s e c t i o n $6,025 2014 H i g h - D e d u c t i b l e H e a l t h P l a n s w i t
More informationE x h i b i t A * *
7.7% $627 2006 T h e Employer K a i shealth r Benefits F a m i l2006 y FAnnual o nsur d avey t i o n - a n d - H e a l t h R e s e a r c h a n d E d u c a t i o n a l T r u s t Employer-sponsored health
More information2013 ALABAMA SHRM STATE CONFERENCE
2013 ALABAMA SHRM STATE CONFERENCE BENEFIT TRENDS AND BEST PRACTICES 2013 & BEYOND PRESENTED BY MARK JOHNSON 1 COBRA stick Private Exchanges Better Health Decisions Penalties HIPAA carrot Safe Harbor Procedures
More information12/04/2012. The Evolving Exchange Marketplace: EBPA Presentation December 6, All Rights Reserved
The Evolving Exchange Marketplace: EBPA Presentation December 6, 2012 Today s Discussion Macroeconomic Perspective: Why Now? and Employer Response Defined Contribution and Exchanges Defined Public vs.
More informationFINDINGS FROM THE KAISER/HEWITT 2006 SURVEY ON RETIREE HEALTH BENEFITS
LIST OF EXHIBITS Coverage Exhibit 1: Exhibit 2: Exhibit 3: Percentage of Large Private-Sector Employers Providing Retiree Health Benefits to Pre-65, Age 65+ Retirees, or Both Who Is Provided Retiree Health
More informationTHE BENEFITS GUIDE. Health Rx Dental Life/AD&D Short Term Disability. The Georgia Municipal Employees Benefit System Life and Health Insurance Fund
THE BENEFITS GUIDE Health Rx Dental Life/AD&D Short Term Disability The Georgia Municipal Employees Benefit System Life and Health Insurance Fund 2019 Updated 01/16/2019 Table of Contents The Georgia Municipal
More information2016 State Health Plan Annual Enrollment
2016 State Health Plan Annual Enrollment Agenda Annual Enrollment Changes Overview of the 2016 changes Wellness Premium Credits Review of 2016 Plan options 2016 NCFlex Changes 2 Log In to enroll at: hr.unca.edu/2016-insurance-enrollment
More informationHealth Insurance Terms You Need To Know
From [C_Officialname] Health Insurance Terms You Need To Know The health care system in the United States can be confusing. In order to get the most out of your health care benefits, you need to understand
More informationMEC Plan MEC Plan HDHP/ 100% Preventive Care Plan with HSA Options HDHP/ 100% Preventive Care Plan with HSA and The Advantage Plan The Advantage Plan
Presents Apex Management Group s Affordable Health Care Solutions MEC Plan MEC Plan HDHP/ 100% Preventive Care Plan with HSA Options HDHP/ 100% Preventive Care Plan with HSA and The Advantage Plan The
More informationHEALTH INSURANCE 101. Finding the Right Plan
HEALTH INSURANCE 101 Finding the Right Plan HEALTH CARE 101: FINDING THE RIGHT PLAN Introduction... 2 Common Health Insurance Terms and Definitions... 3 Health Care Reform: What You Need to Know... 7 Important
More informationConsidering Retirement in 2018? Your Retiree Health Care Options
Considering Retirement in 2018? Your Retiree Health Care Options An important part of retirement planning is understanding your health care options after you retire and what action you need to take before
More informationLorain County Public Health 2019 Marketing Summary
Lorain County Public Health 2019 Marketing Summary In 2018, LCPH moved to a partially self-funded plan with MMO. MMO is paid an administration fee to process claims. MMO also provides the stop loss insurance
More informationIntroduction. The Assessment consists of: A checklist of best, good and leading practices A rating system to rank your company s current practices.
ESG / CSR / Sustainability Governance and Management Assessment By Coro Strandberg President, Strandberg Consulting www.corostrandberg.com September 2017 Introduction This ESG / CSR / Sustainability Governance
More informationLet us help you choose the health insurance plan that fits you best
Let us help you choose the health insurance plan that fits you best Call 866-303-2583, visit bcbsok.com or contact an independent Blue Cross and Blue Shield of Oklahoma agent to get a quote today. Life
More information2018. WHAT S NEW 2018! GOOD NEWS! HDHP
Your Open Enrollment period is: October 16, 2017 through vember 13, 2017. Your Period of Coverage is: January 1, 2018, through December 31, 2018. Welcome to Broward County s Open Enrollment for 2018. WHAT
More informationReady, Set, Enroll! Take Action For Benefits
Ready, Set, Enroll! Take Action For Benefits KEY CHANGES FOR OPEN ENROLLMENT 1. Active Open Enrollment 2. Single sign-on for BenefitFocus through mybama 3. Pharmacy Benefit changing to Prime Therapeutics
More informationAetna HealthFund products
Aetna HealthFund products In Idaho, health benefits and health insurance plans are offered and/or underwritten by Aetna Health of Utah Inc. and Aetna Life Insurance Company (Aetna). For all other states,
More information2015 Benefits Overview
Employee Benefits 2015 Benefits Overview Allina Health is proud to provide our employees competitive benefits that help support their health, savings and balance. Your benefits overview Allina Health is
More informationHealthcare Discussion. May/June 2018
Healthcare Discussion May/June 2018 What WSU pays for a self-insured plan? Fixed Costs Administration Fees Stop Loss Healthcare Reform Fees Variable Costs Medical Claims Pharmacy Claims Expected vs Actual*
More informationSalary, Health Plan Adjustments & Open Enrollment
From: benefits@cmich.edu Sent: Tuesday, April 18, 2017 To: CLSTAF@LS2.CMICH.EDU Subject: 2017 Salary, Health Plan Adjustment & Open Enrollment OP Total Comp Communicator Is this email not displaying correctly?
More informationUnitedHealthcare of California
California Large Group Annual Aggregate Rate Data Report Form Version 3, September 7, 2017 (File through SERFF as a PDF or excel. If you enter data on a Word version of this document, convert to PDF before
More informationHealth Benefit Trends for Small Employers
Health Benefit Trends for Small Employers Jon Gabel National Opinion Research Center Presentation Objectives To document the state of employer-based health benefits for small employers, 2009 To examine
More informationOne HR is Our HR. New Faculty Orientation Welcome from Human Resources. August 14, 2012
One HR is Our HR New Faculty Orientation Welcome from Human Resources August 14, 2012 1 Kathleen McCutcheon Vice President and Chief Human Resources Officer 2 It is all about talent and culture. Part of
More informationPublic Employees Benefits Program Legislative Session Bill Tracking Updated: 3/27/2017
Public Employees Benefits Program Legislative Session Bill Tracking Updated: 3/27/2017 Bill Number & Description Impact to PEBP & Bill Status AB249 (BDR 38-858) Requires the State Plan for Medicaid and
More informationLife is Full of Important Choices
Life is Full of Important Choices Let us help you make the right choice for your 2017 Medicare insurance. * ot connected with or endorsed N by the U.S. Government or Federal Medicare Program. ILMSDG16REV0417
More information2014 Colorado Employer Benefits Survey Report
2014 Colorado Employer Benefits Survey Report November 14, 2013 L O C K T O N C O M P A N I E S INTRODUCTION AND PURPOSE In fall 2013, Lockton Companies conducted its annual Colorado Employer Benefits
More informationACA impact illustrations Individual and group medical New Jersey
ACA impact illustrations Individual and group medical New Jersey Prepared for and at the request of: Center Forward Prepared by: Margaret A. Chance, FSA, MAAA James T. O Connor, FSA, MAAA 71 S. Wacker
More information2019 Open Enrollment
2019 Open Enrollment Medical Overview Plans for 2019 The $2,700 High Deductible Plan (HSA) will remain the same The $3,000 Deductible PPO Plan will be increased to a $3,500 Deductible PPO Plan. The $950
More informationWELCOME Open Enrollment October 30-November 13,
WELCOME 2018 Open Enrollment October 30-November 13, 2017 1 AGENDA Medical Anthem Health Savings Account Health Savings Administrators (VIDEO) Flexible Spending Account Flexible Benefits Administrators
More information2016 NATIONWIDE RETIREE BENEFITS BULLETIN
2016 NATIONWIDE RETIREE BENEFITS BULLETIN This bulletin describes benefit changes and coverage provisions effective Jan. 1, 2016. After you ve reviewed the information, decide if you need to make a change
More informationBenefits Summary. Diagnostic Clinic Medical Group Employees. Company
Benefits Summary Diagnostic Clinic Medical Group Employees 2019 A Company We re Changing to Support a Healthier You. We believe that good health should be easy to access and manage. That means creating
More informationApril 23 May 19 Benefits Effective July 1, 2018
April 23 May 19 Benefits Effective July 1, 2018 TODAY S TOPICS Open Enrollment McGohan Brabender: Who we are and how can we help you? Core Benefits Medical/Rx Benefits Dental Benefits Vision Benefits Life
More informationTexas Business Group on Health Texas Employers Benchmarking Survey: Health Benefits and Wellness
Texas Business Group on Health Texas Employers Benchmarking Survey: Health Benefits and Wellness 2012-2013 The Texas Business Group on Health is a regional, employer-sponsored coalition providing its members
More informationThe plans include two parts that work together to provide your comprehensive coverage: Health Savings Account
GET THE MOST FROM YOUR HDHP+HSA MEDICAL PLAN A Consumer Directed Health Plan, or HDHP, combined with a Health Savings Account, or HSA, helps you take charge of your health and financial savings by empowering
More informationPrivate Exchanges One Employer s Perspective. April 2014
Private Exchanges One Employer s Perspective April 2014 Private exchanges continue to evolve in the market as a viable solution for employers to deliver health plan benefits What is a Private Exchange?
More information