employee benefits renewal presentation 2014 · renewal presentation 2014 . agenda • medical plan...
TRANSCRIPT
Agenda
• Medical Plan Performance • BCBS Medical Renewal • Medical Marketing Summary • Alternative Funding Review • ACA Update • Retiree Management Strategy
Medical Plan Performance
$0
$2,000,000
$4,000,000
$6,000,000
$8,000,000
$10,000,000
$12,000,000
$14,000,000
$16,000,000
2008 2009 2010 2011 2012 2013
Premium
Claims
Medical Loss Ratio the relationship of claims paid by the carrier to premiums paid by the County
Current Year: Claims: $13,051,907 Premiums: $14,193,720
Medical Plan Performance
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
14.0%
16.0%
18.0%
20.0%
2005 2006 2007 2008 2009 2010 2011 2012 2013 2014
Trend
Increase
Healthcare Trend / Healthcare Inflation
Medical Plan Performance Actualized Value of Trend Increases versus
Actual Renewal Increases
$0
$200
$400
$600
$800
$1,000
$1,200
$1,400
$1,600
2005 2006 2007 2008 2009 2010 2011 2012 2013 2014
Trend
Actual
Trend PEPM increase: 120.50%
Actual PEPM increase: 56.22%
• Initial renewal: 13.8% plan increase • Includes 4.5% load due to ACA
– BCBS’s Estimated Health Insurer Fee – $5.25 per member per month Reinsurance Fee
• Negotiations yielded lowered increase of 5.6% to plan plus 3.6% to ACA, for an overall 9.2%
BCBS Renewal
• ACA-imposed costs are not new – they have been included in renewal rates each year since 2011
• Increases include charges for: – Age 26 Dependents – Women’s Preventive Care Services – Elimination of Lifetime Maximums – Preventive Care/Wellness Visits
BCBS Renewal
BCBS Renewal ACA Cost History
1.1%
0.5% 0.5%
3.6%
1.0%
2.5% 3.1%
-2.0%
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
2011 2012 2013 2014
ACA Fees
Increase
9.2%
Current PPO Plan Design In-Network Out-of-Network
Deductible $600 single $1,800 family
$1,200 single $3,600 family
Out-of-Pocket $1,500 single $4,500 family
$3,000 single $9,000 family
Coinsurance 80% 60% Office Visit Co-pay $25/$45 60% Annual Wellness Visit 100% 60% Prescription Generic: $10
Brand: $40 Non Pref Brand: $60
75% after copayment
Current HMO Plan Design In-Network
Out-of-Pocket $1,500 single $3,000 family
Office Visit Co-pay $25 primary $45 specialist
Annual Wellness Visit 100% Inpatient Co-pay $250 ER Co-pay $250 Prescription Generic: $10
Brand: $25 Non Pref Brand: $40
The County offers HMO Blue Advantage and HMO Illinois; plan designs are the same, but HMOIL has a larger network and higher premium
Medical Plan Utilization
Deductible Satisfaction: 2011 Calendar Year ($300 Single/$900 Family) 1,440 members enrolled 373 Satisfied (26%) 2012 Calendar Year ($500 Single/$1,500 Family) 1,360 members enrolled 484 Satisfied (35%) Out-of-Pocket Satisfaction: 2011 Calendar Year ($750 Single/$2,250 Family) 1,440 members enrolled 132 Satisfied (9%) 2012 Calendar Year ($1,000 Single/$3,000 Family) 1,360 members enrolled 111 Satisfied (8%) PPO Claims Cost (Copays, Deductible, Out-of-Pocket, etc) 2011 Calendar Year $6,941,553 $953,873 (13.7%) 2012 Calendar Year $7,382,472 $1,663,140 (22.5%)
PPO Plan Provisions
Medical Plan Utilization
Services/1,000 Cost/Service Services/1,000 Cost/ServicePPO Emergency Room Admissions: 170 $1,146 187 $852 BCBS PPO Benchmark 209 $825 204 $793
HMO Emergency Room Admissions: 157 $790 200 $761 BCBS HMO Benchmark 196 $847 206 $824
PPO Inpatient Admissions: 64 $18,039 62 $14,749 BCBS PPO Benchmark 71 $13,505 73 $12,680
HMO Inpatient Admissions: 67 $11,650 74 $11,202 BCBS HMO Benchmark 69 $12,294 71 $12,093
PPO Outpatient Cases: 1,575 $768 1,598 $710 BCBS PPO Benchmark 1,660 $672 1,645 $640
HMO Outpatient Cases: 514 $1,308 576 $1,154 BCBS HMO Benchmark 616 $1,171 592 $1,159
Pharmacy UtilizationPPO HMO PPO HMO
Total Pharmacy Paid $1,449,429 $959,207 $1,489,688 $821,953
Generic Dispensing Rate 74% 79% 67% 77% BCBS Benchmark 76% 78% 71% 74%Paid per Prescription $78 $78 $77 $69 BCBS Benchmark $70 $79 $71 $77
2012 Plan Year2013 Plan Year
PPO and HMO Plan Provisions
Medical Marketing • Current – Blue Cross Blue Shield of IL
Annual Premium: $14,219,652 • Initial Renewal
Annual Premium: $16,181,964 Change from Current: $1,962,312 / 13.8%
• Negotiated Renewal Annual Premium: $15,527,878 Change from Current: $1,308,226 / 9.2%
Medical Marketing • Alternative – Humana
Annual Premium: $16,364,334 Change from Current: $2,144,682 / 15.08%
• Alternative – United Healthcare Annual Premium: $16,816,301 Change from Current: $2,596,649 / 18.26%
• Aetna and Cigna declined to quote
Alternative Funding Strategy • Kane has successfully modernized plan
design and implemented widely participated in wellness programs
• These are two key considerations in a review of Funding Alternatives
• Alternative Funding means “other financial methods to funding costs associated with providing medical benefits.
Alternative Funding Strategy • The prevailing Alternative Funding method is
partial self-funding. • Self-funding has several advantages:
– Total plan design flexibility – Avoid certain costly ACA provisions, including
certain taxes (Insurer Fee) – Cashflow due to not “pre-funding” claims – Reap rewards of claim mitigation strategies
• Of course, there is a price for all of this… risk. Good planning can mitigate this.
To accomplish this most effectively while still endeavoring to maintain current provider discount levels – leaving open the option of participating in an HMO – we narrowed the options to:
• Cost Plus for HMO • Administrative Services Only (ASO) for PPO
Alternative Funding Strategy
Alternative Funding Strategy Cost Plus HMO • Uses a stop-loss level of $205,000 • Mature Projection yields:
– Expected spend of $6,880,438 – Maximum spend of $7,477,338
• Fully-Insured HMO renewal - $6,737,570
Alternative Funding Strategy ASO PPO • Uses a stop-loss level of $205,000 • Mature Projection yields:
– Expected spend of $7,999,686 – Maximum spend of $9,098,842
• Fully-Insured PPO renewal - $8,790,307
Alternative Funding Strategy
Program Total Insured Renewal
Expected Self-Funded Exposure – Mature
Maximum Self-Funded Exposure – Mature
HMO $6,737,570 $6,880,438 $7,477,338 PPO $8,790,307 $7,999,686 $9,098,842 Total $15,527,877 $14,880,124 $16,576,180
Alternative Funding Strategy
*Premiums and claims are represented on a calendar-year basis. Large claimants have been capped based on a $205,000 proposed stop-loss level.
YearFully-Insured
Premium Paid* Claims*ASO PPO
Claims + Fixed Costs YearFully-Insured
Premium Paid* Claims*Cost Plus HMO
Claims + Fixed Costs2012 $8,315,082 $7,328,009 $8,000,071 2012 $5,851,820 $3,482,683 $6,319,5882011 $8,848,549 $6,854,501 $7,526,563 2011 $5,935,511 $3,506,238 $6,343,1432010 $9,071,537 $7,237,785 $7,909,847 2010 $5,876,606 $3,201,585 $6,038,4902009 $9,410,519 $7,659,683 $8,331,745 2009 $4,901,526 $3,151,355 $5,988,260
HMOPPO
YearFully-Insured*Premium Paid Claims*
Self-Funded PPO/Cost Plus HMO
Claims + Fixed Costs Net Gain/(Loss)2012 $14,166,902 $10,810,692 $14,319,659 ($152,757)2011 $14,784,060 $10,360,739 $13,869,706 $914,3542010 $14,948,143 $10,439,370 $13,948,337 $999,8062009 $14,312,045 $10,811,037 $14,320,004 ($7,959)
$1,753,444
SUMMARY
Affordable Care Act
Provision Effective Date Necessary Response
Individual Mandate January 2014 Most individuals must be covered by a health insurance program as of January 1, 2014.
Insurance Exchanges January 2014 Insurance Exchanges become a means for
purchasing Health Insurance.
Transitional Reinsurance Fee January 2014
A temporary fee will be assessed on a quarterly basis from 2014 to 2016. The fee will start as $63 per covered life per year, and reduce each year, to $24 in 2016.
Health Insurer Fee (“Premium Tax”) January 2014
A permanent fee will be assessed as a percentage of premium, to help fund premium tax credits and cost-sharing subsidies for individuals who purchase coverage through an exchange. The Transitional Reinsurance Fee and Health Insurer Fee will total approximately 3-4.5% of premium.
Current Provisions
Affordable Care Act
Provision Effective Date Necessary Response
Employer Mandate January 2015 (delayed from January 2014)
Employers with over 50 employees must provide coverage to all full-time employees working at least 30 hours per week.
Penalty for Not Providing Coverage
January 2015 (delayed from January 2014)
Based on full-time employee population of 1,238, the annual penalty would be 1,208 (eliminate first 30 employees) x $2,000 = $2,416,000.
Insurance that is “too expensive”
January 2015 (delayed from January 2014)
If an employee pays more than 9.5% of their income for insurance, he/she will be eligible for a subsidy at the public insurance exchange. Based on the lowest annual cost for single coverage on the HMO Blue Advantage of $292.32, there are no eligible employees currently in danger of surpassing the 9.5% threshold. If the minimum cost of coverage for an employee is greater than 9.5% of his/her salary, the County will face a $3,000 penalty for each employee who receives a subsidy at the exchange.
Future Provisions
Retiree Management Strategy • ACA will provide guaranteed coverage for all
people • Estimation is that private market and
exchange policies will be more expensive for younger people
• However, rate compression guidelines set forth in the ACA may reduce costs for older individuals in the private/exchange market
Retiree Management Strategy • Current loss ratio for entire plan is 91.96% • Current loss ratio for retiree categories is
175.84% • Removing retiree premium and claims
reduces overall loss ratio to 88.82% • Current IMRF regulations still require the
offering of employer-sponsored plan to qualified retirees
Retiree Management Strategy • County could undertake
communication/education campaign this fall to help current retirees see the potential benefits of personal insurance – Personal choice of plan design – Potentially lower rates – Possible subsidy eligibility
Retiree Management Strategy • If County remains fully-insured, it will
recognize the benefit of retiree migration on subsequent renewal
• If County moves to a self-funded arrangement, it will recognize the benefit immediately