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<br /> All Plans % HSA % HMO* % <br />ЋЉЊЋ υАͲЎЋА ƓΉğ υАͲАВЏ ƓΉğ υАͲЍЊЌ ƓΉğ <br />ЋЉЊЌ υБͲЊЋБ А͵ВВі υАͲВВА Ћ͵ЎАі υБͲЊБЍ ЊЉ͵ЍЊі <br />ЋЉЊЍ υВͲАВЌ ЋЉ͵ЍБі υЊЋͲЏБЍ ЎБ͵ЏЋі υБͲЏЉЌ Ў͵ЊЊі <br />ЋЉЊЎ \[a υВͲБЉЎ Љ͵ЊЋі υЊЊͲЏЋЉ ΏБ͵ЌВі υВͲЉЍВ Ў͵ЊВі <br />The plan offerings are accompanied by a comprehensive wellness program designed to assist <br />employees in their journey toward health and wellness. The Sample Company has implemented a <br />comprehensive Wellness Program that includes biometric screenings, health risk assessments, <br />coaching and self-help resources, chronic condition coaching, on-site gym with training <br />programs, and wellness events and activities. A critical component to maintaining and improving <br />health outcomes, the Wellness Program is particularly important for partial self- insured <br />municipalities to maintain health plan costs and a productive workforce. Unfortunately, only <br />13% of employees have elected to participate in this program over the past year. <br /> <br />+¤¸ /¡²¤±µ ³¨®­² <br />After reviewing the current benefits program, cost centers, and strategic focus areas, below are <br />salient points and recommendations that will be key strategic focus areas in establishing a 5 year <br />benefits strategy. This list is not all encompassing but establishes a foundation for our 5 year <br />benefits strategy moving forward. <br /> Although non-traditional plans are offered, the Sample Company <br />sharing elements (Deductible, Copays, etc.) are competitive with like entities. A detailed <br />benchmarking analysis is included in Exhibit B. <br /> The Sample Company has incentivized employees to enter into the Health Savings Account <br />through a combination of reduced premiums and HSA contributions; however the plans <br />actuarial value including the Health Savings Account contribution exceeds the actuarial <br />value of the Kelsey Care HMO Plan. Claims data combined with employer HSA <br />contributions has justified the actuarial values as the HSA plan is the highest cost program <br />to the Sample Company since moving to a partially self-insured funding arrangement. <br />Shifting to a more equitable funding strategy based on plan value will be important to <br />maintaining future health plan costs. <br /> Additional adjustments to health plan cost sharing elements (Deductible, Copays, etc.) for <br />both the Kelsey Care plan and HSA plan are recommended to encourage efficient and <br />effective use of health care benefits. These are included in Exhibit C. <br /> The Sample Company offers a Health and Wellness Program to the employee population <br />that is underutilized. Only 13% of participants have participated in the biometric <br />screening initiative sponsored by the Sample Company. Incentive structures warrant <br />adjustments for the Sample Company to realize return on investment from its initiatives. <br />Furthermore, expansion of the program and incentives to spouses is recommended. <br /> The financial foundation of the Sample Company-insured benefits program <br />is adequate. The Sample Companybut Not Reported Reserve and Contingency <br /> <br /> <br />