Health Insurance Update November, 2009
Dec 26, 2015
Goals of Franciscan University’s Health Insurance Program
• Protect University employees and their families from the financial consequences of catastrophic health care claims
• Provide reasonable access for routine family health care
• Provide health care services that are compatible with Catholic moral teaching
• Encourage employees to participate as good stewards of their own health care
Franciscan University’s health insurance program should balance the following objectives with the
overall goals:
• Manage health care costs and cost increases
• Provide employees with a quality health care provider network
• Encourage employees to participate in the control of health care costs
• Recognize and support the health care needs of large families
• Recognize and support the health care needs of individuals on the lower end of the pay scale
Benchmarking• Milliman (MMMS)
– 2009 plan designs– 3,563 companies– 1.8 million employees
• Milliman Industry (Higher Ed Services)– 2009 plan designs– 51 organizations– 97,506 employees
• Peer Comparison– 2008 plan designs– 7 schools
In-Network Deductible
$-$100$200$300$400$500$600
FUS 2009 2009MMMSMedian
2009IndustryMedian
2008Peers
Employer Co-Insurance
0%20%40%60%80%
100%120%
FUS Core2009
FUSBuyup2009
2009MMMSMedian
2009IndustryMedian
2008Peer
Median
In-network Out-of Pocket Maximums
$-
$500
$1,000
$1,500
$2,000
$2,500
FUSCore
FUSBuyup
2009MMMSMedian
2009IndustryMedian
2008Peer
Median
Primary Care Office Copays
$-$5
$10$15$20$25
FUSCore
FUSBuyup
2009MMMSMedian
2009IndustryMedian
2008Peer
Median
Rx Copays
$-$10$20$30$40$50$60
Gener
ic
Formulary
Non-For
mula
ry
FUS
2009 MMMSMedian
2009 IndustryMedian
2008 Peer Median
Employee Premium Contributions
$74
$277
$78
$330$298
$43
$316
$37
$109$90
$-$50
$100$150$200$250$300$350
Single Family
FUS Core 2009
FUS Buyup 2009
2009 MMMS Median
2009 Industry Median
2008 Peer Median
Self-funded Health Insurance
• Fully insured vs. self-insured– University responsible for all claims
• Pay Third Party Administrator (TPA) to pay claims and use network
• Pay for stop-loss insurance (high deductible)• Assumes risk for claims• Admin fees + stop loss insurance + claims
=TOTAL COST
2009• 269 Employees on health insurance coverage• About 880 lives• Project to spend about $2.4 million on doctors and
facilities and drugs14% increase from 2008(following 22% increase last year)
• At least one large claim• Administrative fees will increase 8%• Stop loss insurance will increase 12%
(66% cumulative increase in 2007 and 2008)• Overall 2009 rates projected to increase 8.5%
Prescriptions
• Prescription costs increasing rapidly (45% from 2006 – 2008)
• Large dollar amounts (over $400,000 in 2008)• $8/$20/$40 design has not changed for many years,
and is now falling behind medians• Generic/brand gap is not adequate to encourage
preferred behavior• No financial incentive to consider different formulary
brand options
Prescription Change 2010
• 80/20 Coinsurance with floors and ceiling
• $5 generic floor• $25 brand formulary floor• $50 brand non-formulary floor• $100 ceiling• Reduces projected premium increase
by a little more than 1%
Prescription Change 2010
• Example: Generic costs $21– Employee pays: $5
• Example: Generic costs $3– Employee pays: $3
• Example: Formulary costs $80– Employee pays: $25
• Example: Formulary costs $300– Employee pays: $60
• Example: Formulary costs $1,000– Employee pays: $100
2010• NO INCREASE in BC/BS deductibles, copays,
out-of-pocket maximums, and co-insurance levels for medical on either plan
• PPO access to BC/BS network (Pittsburgh & nationwide) continues for both plans
• HRA maintained at same funding schedule for both plans
• Maintain vision benefit for employees on both plans; option for dependent vision coverage will require additional contribution of $17
Projected 2010 Monthly Employee Contributions
• PPO Core Single: $52/month Increase of $15/month
• PPO Core Family: $119/month Increase of $45/month
• Dependent vision coverage may be added for a contribution of $17/month
Some Good News!
• Private College and University Consortium• 7 private schools in western PA• Highmark BC/BS• Greater leverage in negotiating admin fees
and stop loss insurance (1700 members)• $5 million lifetime maximum• Level out self-insured risks• Maintain control over plan design
2010 Monthly Employee Contributions
• Consortium: PPO Core Single: $43/month Increase of $6/month
• Consortium: PPO Core Family: $78/month Increase of $4/month
• Dependent vision coverage may be added for a contribution of $17/month
2010 Monthly Employee Contributions
• Higher benefit level for PPO Buyup• PPO Buyup Single: $115/month• PPO Buyup Family: $281/month
– Dependent vision coverage may be added for a contribution of $17/month
• Employee contributions will be pre-tax payroll deductions
6 Year Comparisons• Core Monthly Contributions
2005: $24 sgl / $46 family2006: $18 sgl / $34 family2007: $28 sgl /$63 family2008: $15 sgl/ $45 family2009: $37 sgl/ $74 family2010: $43 sgl/ $78 family
• Deductibles2005: $02006: $250/$5002007: $350/$7002008: $500/$1,0002009: $500/$1,0002010: $500/$1,000