©2004towers perrin september 21, 2004 a presentation to napeo trends in hras, hsas, & consumer...
TRANSCRIPT
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©2004Towers Perrin
September 21, 2004
September 21, 2004
A Presentation to NAPEO
Trends in HRAs, HSAs, & Consumer Driven Healthcare
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©2004Towers Perrin
Trends in HRAs, HSAs, & Consumer Driven Healthcare
September 21, 2004
Michael A. Barbour - Towers Perrin
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Topics for Today
I. Consumerism and Consumer Driven Health Plans
II. CDHP Models & Vendors
III. Effect on Participants
IV. HDHPs and HSAs
V. Early Results
VI. What Consumerism and CDHPs Promise for PEOs
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Consumerism and Consumer Driven Health Plans
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Introduction — Benefits Lexicon
Basics CDHP = Consumer driven health plan or consumer directed health plan DC = Defined contribution HDHP = High deductible health plan (as recently defined by law) HP = Health plan
Some equations (perspectives) DC ≠ CDHP* Medical CDHP = HP (commonly with high deductible) + HRA + FSA
or Medical CDHP = HP + HRA + Rx** + FSA
or Medical CDHP = HDHP + HSA
* “Defined contribution” focuses on determining employer financial support; CDHP may be a plan option
** Prescription drugs may not be subject to the HRA (high deductible)
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Setting the context
The classic insurance model is designed to shift risk for expenses the insured: Can’t predict, or Can’t afford
Insurance Coverage
Risk Retention
Classic Insurance
Model
Cost
Pre
dic
tab
ility
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Typical medical plan designs do not reflect the insurance model
Typical health insurance arrangements violate the insurance model by indemnifying low cost, highly-predictable expenses
Traditional models have been driven by the tax code and employer objectives to encourage preventive care
By suppressing participant expenses, traditional plans have driven demand
Insurance Coverage
Risk Retention
Health Insurance
Model
Typical PPO Coinsurance
CopaysDeductibles
Typical HMO
Copays
Classic Insurance
Model
Insurance Coverage
Cost
Pre
dic
tab
ility
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HRA-based consumer-driven health plans reflect the insurance model
HRA-based CDHPs reflect the classic insurance model while retaining preferential tax treatment
Well-designed CDHP models: Encourage a downward shift in demand for services Generate participant engagement and active consumerism
Insurance Coverage
Risk Retention
CDHP Model
Classic Insurance
Model
Risk Retention
Insurance Coverage
Health Reimbursement
Arrangement
Cost
Pre
dic
tab
ility
Deductible Gap
Coin
su
ran
ce
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Consumer-driven health plan prototype
Insurance Coverage
Health Reimbursement Arrangement
Preventive Care
• Employer Funds Only
• Notional Funding
• Balance accumulates
• Employer controls growth
• IRC Section 213(d) allowable expenses
• Earnings allowed on accumulation
• Employer controls exit rules
• Encourages prevention
• Minimizes hoarding
• Participant responsibility
• Allows Section 125 funding
• May precede HRA use
Coin
su
ran
ce
Deductible Gap
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Consumer-driven health plan prototype
Insurance Coverage
Health Reimbursement Arrangement
Preventive Care
Ed
ucat i
on
& D
ecis
ion
Su
pp
ort
Deductible Gap
Coin
su
ran
ce
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Consumer-driven health plan prototype
Insurance Coverage
Health Reimbursement Arrangement
Preventive Care
Netw
ork
s &
Care
Man
ag
em
en
tEd
ucat i
on
& D
ecis
ion
Su
pp
ort
Deductible Gap
Coin
su
ran
ce
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Emerging consumer-driven health plan design
Insurance Coverage
Health Reimbursement Arrangement
Preventive Care
Netw
ork
s &
Care
Man
ag
em
en
tEd
ucat i
on
& D
ecis
ion
Su
pp
ort
Deductible Gap
Coin
su
ran
ce
Primary Deductible
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Considerations
Financial Impact of Critical Design Factors
FactorOutcome leadingto Cost Savings
Outcome Leadingto Cost Increase
Provider Discounts At least as good as PPO Immature Networks
Health Selection Average Healthiest migrate
Care Management PPO or betterRely solely on member
responsibility
Consumption Efficiency 5% to 7%Graded with no improvements
in early years
MigrationFrom PPO, indemnity, and
inefficient HMOs From efficient HMOs
Opt Outs Not attracted in Choose coverage andmotivated to stay
Ad hoc implementation of CDHP options can lead to unanticipated financial surprises but carefully analyzed approaches have the potential to change member behavior and accountability
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CDHP Market Overview — Models & Vendors
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CDHP Variations
Current models: Individual marketplace (discount plans) Carrier- or health system-based Point-of-enrollment (POE) models Medical spending account (MSA) models
—Pre-tax or post-tax MSA with catastrophic insurance plan—Limited MSA with episodic-based reimbursement and full catastrophic
coverage
For this discussion, we will focus on POE and MSA models.
For this discussion, we will focus on POE and MSA models.
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Leading Vendor Product Diagrams
Insurance Coverage
Member Responsibility
Medical Savings Account
“Deductible Gap”
Preventive Care100%
Benefit
Lumenos/Definity/Aetna/CIGNA/UHC
MSA (R&P) Deductible
Coinsurance
Cata
stro
phic
Choicelinx Menu
OV Copayment
Coinsurance
Deductible
Out-of-Pocket Maximum
$10$15$20
$0$200$500
$1,000$1,500$2,000
100%/80%90%/70%80%/60%
HealthMarket
Menu of Employee Choices
Providers
Primary CareCardiologistOB/GYNOrthopedicsENTLabMental HealthHospitalER
OV Copayment
Deductible
Coinsurance
Benefits
$10$15
$0$250
100%/80%90%/70%
Vivius
HealthMarket
Legend
Employee
Employer
MSA Products
Point-of-Enrollment Products
Out-of-PocketMaximum
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Product Design and Cost Implications — Lumenos/Definity/ Aetna/CIGNA/UHC
MSA used to pay qualified medical expenses that fund deductible, broken into 2 components Preventive benefit component -- “use it or lose it” All other expenses component -- unused balances roll over from year to year
Deductible gap equals portion of deductible funded by member
Coinsurance equals member share of expenses in excess of deductible up to annual out-of-pocket maximum, which caps the member’s total expenditures
CIGNA’s product would allow employers to apply copayments and/or coinsurance in the MSA
$1,100
Coinsurance(90%/70%)
“Deductible Gap”($400)
MSA($800)
Preventive Benefits($300)
$1,400
OOP Maximum ($1,000)
Legend
Employee
Employer
Observations
A majority of members may not have out-of-pocket expenses during plan year
Deductible gap would create selection issues (if too wide or too narrow)
MSA could be used for all federally qualified benefits, including complementary medicine, dental, lasik eye surgery, etc.
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Product Design and Cost Implications — HealthMarket
MSA used to pay for routine and preventive services MSA balances roll over from year to year
Deductible and coinsurance applied to acute and chronic services
Full coverage for catastrophic services
Members will have access to online provider pricing to influence cost-effective provider selection
Legend
Employee
Employer
Coinsurance (90%/70%)
OOP Maximum ($1,500)
Cata
stro
phic
(1
00
%)
MSA (R&P)($500)
Deductible($250)
Observations
Limited MSA would reduce risk of abuse
MSA includes preventive care, which could cause unintended rationing of appropriate care
Product could be offered without MSA
Product to evolve to include Episodes of Care profiling and reimbursement strategy for acute and chronic care
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Point-of-Enrollment Products — Choicelinx
Company selects benefit options from which employees can choose personalized benefit plan
Company defines contribution toward coverage
Benefit options are priced to assist employee in designing plan that meets his/her budget
Observations
Cost shifting is primary source of savings, but will also influence utilization
Benefit option proliferation is administratively complex
Menu of Employee Choices
OV Copayment
Coinsurance
Deductible
Out-of-Pocket Maximum
$10$15$20
$0$200$500
$1,000$1,500$2,000
100%/80%90%/70%80%/60%
Cost-sharingCategories
BenefitOptions
RateTiers
Total BenefitOptions
4
4
4
4
3
2
3
3
3
768
243
48
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Point-of-Enrollment Products — Vivius
Company contributes fixed amount toward cost of health care coverage Employee builds personalized benefit plan and provider panel (comprising 18
physicians, 4 facilities) based on pre-priced options Wrap-around insurance benefit is available to cover out-of-area care and services
the personalized panel does not provide (subject to deductible and coinsurance)
Menu of Employee Choices
Providers
Primary CareCardiologistOB/GYNOrthopedicsENTLabMental HealthHospitalER
OV Copayment
Deductible
Coinsurance
Benefits
$10$15
$0$250
100%/80%90%/70%
Observations: Combination of cost-shifting through benefit
design and more cost-efficient provider selection will drive savings
Selection of personalized provider panel can be overwhelming Vivius provides tools to simplify elections,
but holds employee accountable if higher cost providers and benefits are selected
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Point-of-Enrollment Products — UHC Overture and Rhapsody
Overture: Company defines contribution toward coverage and selects package of three benefit plans (19
packages available, a sample is shown below) Employee selects benefit plan based on price and plan design
Rhapsody: Similar to traditional PPO plans in design and administration Copayments are based on fees set by providers (IP, OP, and office visit) Members select providers based on perceived value (due to variable copaymentObservations: Cost-shifting through contributions and benefit design will drive savings Utilization of more efficient providers should drive long-term savings Copayments are not adjusted based on quality measures Centers of Excellence for complex care supercede copayment differentials
Office Urgent Emergency Out of Out ofBenefit Visit Care Room Inpatient Pocket Benefit Pocket Rx Rx Generic Rx P-Brand Rx NP-Brand
Percentage Copay Copay Copay Deductible Copayment Maximum Percentage Deductible Maximum Deductible Copay Copay Copay
90% N/A $50 $150 $1,000 $0 $4,500 70% $2,000 $9,000 $100 $10 $30 $50
90% $15 $50 $100 $500 $0 $2,500 70% $1,500 $5,000 $0 $8 $25 $45
100% $15 $35 $100 $250 $0 NA 80% $500 $2,500 $0 $6 $20 $35
PHARMACY BENEFIT COVERAGEMEDICAL IN-NETWORK BENEFIT LEVEL MEDICAL OON BENEFIT LEVEL
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Enrollment Trends
Definity Health 14% of initial eligibles (3% to 6% for recent employers) 30% of new hires
Lumenos 17% of Novartis retirees 5% to 8% of other employers’ active employees
HealthMarket 6% to 7% for larger employers Small group products are offered on replacement basis
Choicelinx 2% at Morgan Stanley (off-cycle enrollment)
Aetna Healthfund Less than 1% of its own employees
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CDHPs – Effect on Participants
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Out-of-Pocket Expense Comparison
50.0%
55.0%
60.0%
65.0%
70.0%
75.0%
80.0%
85.0%
90.0%
95.0%
100.0%
$0 to $250 $251 to$500
$501 to$1,000
$1,001 to$1,500
$1,501 orgreater
100/80
90/70
Lumenos
HealthMarket
*Based on actual data; does not include added employer cost for expanded definition of eligible services
Percentage of Claim Cost Paid by Employer*
Claim Cost Lumenos plan provides rich benefit for low utilizers and shifts cost to higher utilizing employees. HealthMarket has a limited MSA and shifts cost to employees through higher deductible.
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Sample Member — New to the Workforce
Covered Charges Member Cost-Sharing*
ServicesPerformed
AllowedCharges
Routine &Preventive
100/80 90/70 HMI Aetna,Lumenos,Definity
Office Visit New patientexam, urinalysis
$42 $42 $15 $15 $0 $0
Office Visit Well womanexam
$144 $144 $0 $0 $0 $0
Office Visit Common cold $53 $53 $15 $15 $0 $0
Totals $239 $239 $30 $30 $0 $0
*Utilized following benefit plans:100/80 100%/80% coinsurance (PPO) with $15 office visit copayment and no deductible.90/70 90%/70% coinsurance (PPO) with $15 office visit copayment and no deductible.HMI $500 MSA for routine and preventive care; $250 deductible and 90%/70% PPO for acute and chronic care.Aetna/Lumenos/Definity $1,100 MSA, which includes: $300 use-it-or-lose-it preventive benefit; and $1,500 deductible,90%/70% PPO for claims in excess of MSA.
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Sample Member — Pregnant Employee (through delivery)
Covered Charges Member Cost-Sharing*
ServicesPerformed
AllowedCharges
Routine &Preventive
100/80 90/70 HMI Aetna,Lumenos,Definity
Initial Visit Pregnancy test,pelvic exam,other lab work
$339 $339 $15 $15 $0 $0
2nd Visit Pelvic exam $157 $157 $0 $0 $0 $0
3rd Visit Blood test andother lab work
$198 $198 $0 $0 $194 $0
4th Visit Lab work $16 $16 $0 $0 $16 $0
5th Visit Pelvic exam $146 $146 $0 $0 $51 $0
Visits 6-9 Lab work $60 $60 $0 $0 $6 $0
Delivery Vaginal delivery $3,797 ------- $0 $380 $380 $721
Follow-up Office visit $48 ------- $15 $15 $5 $5
Totals $4,761 $916 $30 $410 $652 $726
*Utilized following benefit plans:100/80 100%/80% coinsurance (PPO) with $15 office visit copayment and no deductible.90/70 90%/70% coinsurance (PPO) with $15 office visit copayment and no deductible.HMI $500 MSA for routine and preventive care; $250 deductible and 90%/70% PPO for acute and chronic care.Aetna/Lumenos/Definity $1,100 MSA, which includes: $300 use-it-or-lose-it preventive benefit; and $1,500 deductible,90%/70% PPO for claims in excess of MSA.
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Sample Family — Typical Vendor Example
Covered Charges Member Cost-Sharing*
Services/Diagnoses
AllowedCharges
Routine &Preventive
100/80 90/70 HMI Aetna,Lumenos,Definity
Husband Annual physical $210 $210 $0 $0 $0 $0
Wife ER visit $267 $0 $50 $50 $267 $0
Child #1 Eye exam, cold $100 $100 $15 $15 $0 $0
Child #2 Office visit $55 $55 $15 $15 $0 $0
Totals $632 $365 $70 $70 $267 $0
MSA roll over of $1,568 ($2,200 MSA less $632 Billed Charges = $1,568 roll over)
*Utilized following benefit plans:100/80 100%/80% coinsurance (PPO) with $15 office visit copayment and no deductible.90/70 90%/70% coinsurance (PPO) with $15 office visit copayment and no deductible.HMI $1,000 MSA for routine and preventive care; $500 deductible and 90%/70% PPO for acute and chronic care.Aetna/Lumenos/Definity $2,200 MSA, which includes: $600 use-it-or-lose-it preventive benefit; and $3,000 deductible,90%/70% PPO for claims in excess of MSA.
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Sample Family — High Cost Family Member
Covered Charges Member Cost-Sharing*
Services/Diagnoses
AllowedCharges
Routine &Preventive
100/80 90/70 HMI Aetna,Lumenos,Definity
Husband Skin abrasion $89 $89 $15 $15 $0 $0
Wife Cold, handinjury
$100 $100 $30 $30 $0 $0
Child #1 Office visits $128 $128 $30 $30 $0 $0
Child #2 Metabolicdisorder
$3,714 $59 $15 $366 $366 $903
Totals $4,031 $376 $90 $441 $366 $903
No MSA rollover
*Utilized following benefit plans:100/80 100%/80% coinsurance (PPO) with $15 office visit copayment and no deductible.90/70 90%/70% coinsurance (PPO) with $15 office visit copayment and no deductible.HMI $1,000 MSA for routine and preventive care; $500 deductible and 90%/70% PPO for acute and chronic care.Aetna/Lumenos/Definity $2,200 MSA, which includes: $600 use-it-or-lose-it preventive benefit; and $3,000 deductible,90%/70% PPO for claims in excess of MSA.
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High Deductible Health Plans (HDHP) and Health Savings Accounts (HSA)
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Forms of Account-Based Approaches to Address Financial and Health Care Needs
Retirement income accounts 401(k) plan Cash balance plan (hybrid pension plan) Individual retirement account (IRA)
Health care accounts Flexible spending account (FSA) (or HCFSA) Health reimbursement arrangement (HRA) Health savings account (HSA)
Others Retiree health reimbursement arrangement (RHRA) (terminology is not set) Retiree medical savings account (RMSA) (terminology is not set)
Are there more on the way?
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Health Savings Account (HSA) — A Closer Look
Congress has created a tax-favored savings vehicle for current and future medical expenses Employer and employee contributions permissible Tax-free contributions (within limits) and earnings Tax-free distributions for qualified medical expenses
Added to the Internal Revenue Code (IRC §223) as an unrelated provision of the new Medicare prescription drug law
IRS Notice 2004-2 provides initial regulatory guidance on HSAs; more Treasury guidance to follow in March and in summer 2004
Available beginning January 1, 2004, to eligible individuals covered by a qualifying high deductible health plan (HDHP) (including employees and retirees of any size employer)
HSAs share some characteristics of existing health account vehicles – HRAs and FSAs – but with important differences
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HSA Basics
HSA is a tax-exempt trust or custodial account established by an eligible individual, with or without an employer’s involvement
HSA is created to pay “qualified medical expenses” of an “eligible individual” and his or her eligible dependents
Trustee must be a bank, insurance company or other person acceptable to Secretary of Treasury (under rules for IRA nonbank trustees)
Contributions must be made in cash, may not exceed certain annual limits and may not be invested in life insurance
An individual’s HSA balance is nonforfeitable and may be rolled over to another HSA (i.e., HSAs have built-in postemployment portability)
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High Deductible Health Plan (HDHP)
HDHP coverage is a prerequisite to make or receive HSA contributions, but the same institution need not provide HSA and HDHP
HDHP must have an annual deductible of at least $1,000* for single coverage and $2,000* for family coverage
Combination of deductible and other out-of-pocket requirements (excluding HDHP premium) may not exceed $5,000* for single coverage or $10,000* for family coverage
Network plans – separate deductibles and higher out-of-pocket expense limits for out-of-network expenses permitted and do not affect HDHP status
HDHP may waive deductible for preventive care
Employer’s insured or self-insured health plan may be HDHP
* Indexed to CPI
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Advantages of HDHP with HSA or HRA
HSA
HRA
Comments
Fosters consumerism
Lessons from Rand Corporation Health Insurance Experiment must be considered
Provides another plan option
Introduces a different way to share cost
Increases employee accountability
Encourages provider competition
Allows portability of funds HSA funds are owned by the individual and, therefore, portable
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Advantages of HDHP with HSA or HRA
HSA
HRA
Comments
Provides funds for current and
future needs (including nonmedical related expenses)
HRA amounts may be carried over for use with covered medical expenses; subject to plan provisions
Allows for employee choice of contribution amount
Allows for use of debit card with limited need to determine nature of expenses
HRA requires claim substantiation for debit card use
Transfer to surviving spouse without tax consequences
Employer sets rules relating to HRA
Possibility to self-direct investments HRAs are generally offered with no potential for investment growth (interest); ERISA-status of HRA raises fiduciary issues
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Advantages of HDHP with HSA or HRA
HSA
HRA
Comments
Employer need not sponsor the
account option
Allows for use of health care FSA
HSA will likely be able to allow for use of vision and dental FSA
No need to fund unused portion of account
HRA accounting and reporting issues must be considered
Introduces new employee tools to aid health care choices
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Disadvantages of HDHP with HSA or HRA
HSA
HRA
Comments
Takes time to educate employees
and dependents
Providers may not be prepared for requests about cost
Does not address high-dollar claimants
Administrative complexity HSA will generally be less complex than HRA
Annual contribution amount is limited
Limited employee ownership of account dollars
HRA amounts are subject to forfeiture including employer termination of plan
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Disadvantages of HDHP with HSA or HRA
HSA
HRA
Comments
Cost may increase due to adverse
selection
Pricing approach can address selection issues
Cost may increase due to account accumulation
Less likely to occur with HSA because it is the participant’s own money
Need to fund account (for employer contribution)
Access to account deposits may be limited to actual account balance
HRA plan provisions determine account availability
Requires restricting use of health care FSA
HRA may also have restrictions
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Disadvantages of HDHP with HSA or HRA
HSA
HRA
Comments
Immature vendors
Fosters use of same vendor for medical and prescription drug coverage
HDHP must apply to medical and prescription drugs
Potential for first-dollar coverage
Concern is minimal for HSA because it is the participant’s own money
May need to use higher individual deductibles for family coverage
Plan design flexibility is greater with HRA
Creates winners and losers
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Early Results
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Participants like options Most appreciate shared decision making Majority of participants actively use the plan support tools
—About 50% website usage; 7 visits/member/year—Internet access not connected to satisfaction—Self-service appears to reduce transaction costs
Nurse line usage is about double the managed care average 40 – 44 calls/1,000 members vs. 20 – 22)
When CDHP offered as an option, it tends to attract: A slightly older-than-average, slightly healthier-than-average participant Family participants over single participants An even distribution of male and female participants 8-18% of initial eligibles; 25-30% of new hires
Early results
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Early results
Data from Definity Health care management system as of July 31, 2002.
Prescription Drug Utilization Comparison
0.56 0.62
0.00
0.25
0.50
0.75
1.00
2001 YTD2002
Definity Health
Industry HighBenchmark
Industry LowBenchmark
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Early results
Hospital Utilization (per 1,000)
5848
39
208
134 136
0
25
50
75
100
ModeratelyManaged
Well Managed Definity Health
Adm
issi
ons
0
75
150
225
Days
Admissions Days
Data from Definity Health care management system as of June 30, 2002.
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Claims Statistics — Definity Health
$11$105
$221
$422
$671$769
$902$977
$0
$400
$800
$1,200
$1,600
J an Feb Mar Apr May J un J ul AugMonth
YTD Cumulative PCA* Claims Paid Per Employee for 2001
YTD
PC
A C
laim
s P
er
EE
*Personal Care Account Claims data incurred January 1 through August 31, paid through August 31, 2001.
Maximum Annual PCA is $1,500
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Utilization of Expanded Services
All employers: 4.2% (range 2.8% to 28.0%) Most common services:
—Vision 39%—Dental 25%—All other (complementary medicine) 36%
PCA/MSA claim cost for expanded scope (items not included in traditional health coverage)
Aetna projects 5% increase in total cost if coverage is expanded
Definity Health
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Near-Term Benefits and Costs — MSA Plans
$341
$1,006
$1,667
$2,324
$2,966
$500
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
1 2 3 4 5
A verage MSA Surplus A mong Members with Fully Funded Deductibles*
Year (following first year)
*Assumes 8% annual medical trend.
Average MSA surpluses based on medical claim data analyzed by Towers Perrin
The average size of this fund balance will grow over time Approximately 65% to 70% of the population will carry over
balances that will fully fund the deductible
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Interest in CDHPs is growing rapidly
1% 0%
7%
1%
19%
5%
44%
13%
0%
10%
20%
30%
40%
50%
2003 2002 2003 2002
As a total replacement offering
As an option alongsidetraditional health plan
options
Source: Towers Perrin 2003 Health Care Cost Survey
Respondents were permitted to select both “Have adopted” and “Are considering” , if appropriate
Have adopted
Are considering
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There are a number of CDHP success/acceptance factors
Leadership engagement/visibility
Commitment to behavior/change management
Demographics Relatively low turnover (<20%)
—enables account accumulation—longer-term employment view
Literate population—comprehension of basic financial concepts
A workforce that is—sensitive to health care issues—accustomed to shared benefits decision-making
Reasonably good Web access (60%+)
Economic neutrality or preference in plan design and pricing, relative to competitive offerings
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Implementing Consumer-Driven Health Care
Determine whether the product fits into your company’s health care/rewards strategy
Set goals Cost savings Choice Consumerism
Design plan to fit those goals
Proceed with caution Set reasonable expectations Introduce consumer elements gradually Model cost scenarios to establish plan design Target risk profile to influence selection Carefully plan your communications strategy
Obtain management commitment before proceeding with product
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What Consumerism and CDHPs Promise for PEOs
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©2004Towers Perrin
Consumer-Driven HealthcarePEO Considerations
Mark C. Perlberg
President & Chief Executive Officer
Oasis Group
September 21, 2004
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Agenda
Overview
Relevance
Highlights of a few key provisions
Appeal (pro’s, con’s and possible “hybrids”)
PEO Action Plan
Conclusion
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Overview
Much of the Consumer-Driven Healthcare (“CDHC”) debate applies to everyone, including PEO’s.
However, there are specific aspects that should be of particular interest to PEO’s.
Thought not a “silver bullet,” this healthcare evolution has true potential to help us.
There is much to understand and guidance is evolving rapidly.
As always, preparation and execution will be critical.
Per a Mercer, April 2004 study, 81% of employers with more than 20 thousand employees are somewhat or very likely to offer a consumer-driven option by 2006.
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Relevance
Medical rates are increasing (18 percent trend in 2003) and are expected to continue increasing.
Medical rate increases create particular problems for PEO’s…the “trust” factor. Pharmacy remains a powerful lobby. Other cost drivers remain. PEO medical options often somewhat limited. CDHC is in its infancy (by most accounts less than 1.5 percent penetration). HSA law less than a year old. Typically, adoption of new medical “paradigms” is slow.
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Relevance (cont.)
However, cost factors could fuel an explosion.
Virtually all experts predict this to be a (if not the) next major medical services model.
According to a study by MCOC (Managed Care On-line) over 50 percent of employers believe this will be the norm in 3 to 5 years.
Providing medical benefits is an important part of what PEO’s provide.
Bottom line: this is highly relevant.
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Highlights of a few key provisions
401k vs. pension concept. Build a “nest egg.” No forfeiture. This is not a product.
Employer responsibility to determine HSA eligibility and contribution limits.
HSA comparability requirements and “complications” with employee matches.
Tax benefits (PEO).
HRA employer-funded. HSA both employer and employee contributions permitted.
It’s a Trust.
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Pro’s
An appealing concept: take control of your destiny!
Access to medical services: according to a November 2001 American Journal of Public Health study, when patients must pay more of the cost, they reduce their use of medical care.
The internet age theoretically empowers consumers to take more control.
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Pro’s (cont.)
More employers can now offer medical (e.g., a small employer who couldn’t, might now provide an HSA with a very high deductible).
Non-forfeiture is huge. Investment earnings potential.
401k type approach is now both more understood and utilized in retirement planning.
Points for “innovation.”
Could be ideal for white collar sales.
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Con’s
Employee costs could rise, creating low morale and turnover.
Adverse selection: early experiences do not substantiate, but real concern.
FSA has severe limitations with an HSA.
Employer contributions to HSA immediately vested. If you fund the year January 2 and the employee leaves January 3, the money belongs to the employee.
Complexity
Training curve for salespeople/sales expertise.
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Pro’s / Con’s?
On-line tools, communication, telephonic support (e.g. Nurse lines)
Insurance carriers, banks and other potential trustees. They’ll cost money, but are expected to drive utilization.
HSA’s a monthly, not annual, election. Great flexibility but mid-year changes are tricky and big problems if not handled properly.
HSA claim substantiation not required, but you may need receipts.
Cost: the big question.
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CostThe Big PEO Question
Nobody knows yet
Execution (remember adverse selection?) will be critical.
Many expect this to have more impact controlling future increases than decreasing current costs.
It could cost employees more for sure
Program design (e.g. how big is the deductible?) will of course play a role.
Trustee/ administrative costs.
How much will use of medical services actually decrease?
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Action Plan
Understand and monitor. Consult your current (or possibly future) strategic partners. Conduct a technology/systems review and develop an action plan. Explore options in your markets. Prepare to jump in sooner rather than later. Don’t be desperate, but being
proactive is better than reactive. Survey clients and WSE’s as appropriate. Act!
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Conclusion
Consumer-driven healthcare is an important, emerging trend.
The extent of cost advantage is still an open question.
PEO’s must understand and be prepared to offer CDHC options.
Doing so may require infrastructure improvement.
On balance, this can and should be utilized to build competitive advantage.