February 16, 2011
Mercer’s National Survey of EmployerSponsored Health Plans 2010 Columbus
John Sinclair, Cincinnati
Welcome!
About the survey: 25 years old and still going strong! § Now in its 25 th year, the survey was established in 1986 § A national probability sample has been used since 1993. This
means that survey results are representative of all employer health plan sponsors in the US with 10 or more employees § 2,833 employers participated in 2010 § In this presentation, we refer to: small employers – 10499 employees large employers – 500+ employees jumbo employers – 20,000+ employees Columbus large employers – 500+ employees (19 participants) Ohio large employers – 500+ employees (110 participants)
Mercer’s National Survey of EmployerSponsored Health Plans
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Top Stories Top Stories
Total health benefit cost per employee rises 6.9% in 2010, the sharpest increase since 2004 Workers' earnings Annual change in total health benefit cost per employee Overall inflation
20.0% 18.0% 17.1% 16.0%
14.7% 14.0% 12.0%
12.1% 11.2%
10.0% 8.0%
10.1%
10.1% 8.1%
8.0% 7.3% 6.1%
6.0%
7.5%
6.9% 6.3% 6.1% 6.1% 6.1%
6.4%* 5.5%
4.0% 2.0%
2.1%
2.5%
0.2%
0.0% 1.1% 2.0%
1990 1991 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011
*Projected Source: Mercer’s National Survey of EmployerSponsored Health Plans; Bureau of Labor Statistics, Consumer Price Index, U.S. City Average of Annual Inflation (April to April) 19902010; Bureau of Labor Statistics, Seasonally Adjusted Data from the Current Employment Statistics Survey (April to April) 19902010. Mercer’s National Survey of EmployerSponsored Health Plans
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Total health benefit cost per employee, according to Mercer We define total health benefit cost per employee as: § Total gross annual cost (claims cost and administrative cost) for all
medical, dental, prescription drug, mental health, vision and hearing benefits for active employees and their covered dependents, divided by the number of covered active employees. § Included: – Employee and employer premium contributions – Stoploss premiums – Employer contributions to an HSA or HRA § Not included: – Employee outofpocket costs – Workers’ compensation – Cash incentives to waive coverage Mercer’s National Survey of EmployerSponsored Health Plans
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Cost rose fastest among large employers Total health benefit cost per employee in 2010, by employer size + 6.9% + 4.4%
$10,073
$9,562 $8,825
All employers
+ 8.5% 1.6%
$9,842 $9,258
Small employers Large employers Columbus (10499 employees) (500 or more employees)
Mercer’s National Survey of EmployerSponsored Health Plans
+5.3%
Ohio
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While the underlying health benefit cost trend is rising, employers will work to keep 2011 increases to about the same level as past years Large employers
Predicted increase, before changes* Predicted increase, after changes* Actual increase
8.8% 8.0% 6.1% 5.9%
2008
9.3%
9.1%
8.5%
7.7% 6.4% 6.0%
2009
6.4% 5.6%
2010
2011
6.8% 5.9%
2011 Columbus
6.2%
Ohio
*to plan design or health plan vendor Mercer’s National Survey of EmployerSponsored Health Plans
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Deductibles have risen at about the same rate as health benefit cost over the past five years Average PPO deductible for individual, innetwork coverage, among large employers Average deductible among PPO sponsors requiring a deductible Percent of PPO sponsors requiring no deductible
$565 $473 $413
$511
$426
26% 21% 2005
$501
2006
23%
2007
$350
$360
Columbus
Ohio
24%
2008
Mercer’s National Survey of EmployerSponsored Health Plans
19%
20%
2009
2010
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With more than half of the nation’s largest employers now offering a CDHP, enrollment is climbing
CDHP* offered in:
Percent of employees enrolled:
2008
2009
2010
2008
2009
2010
Small employers (10499 employees)
9%
15%
16%
6%
10%
12%
All large employers (500 or more employees)
20%
20%
23%
7%
8%
10%
Jumbo employers (20,000 or more employees)
45%
43%
51%
8%
9%
15%
Columbus
42%
17%
Ohio
36%
14%
*Based on either a health savings account or health reimbursement arrangement. Mercer’s National Survey of EmployerSponsored Health Plans
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Enrollment in CDHPs continues to rise as HMOs lose ground Percentage of all covered employees enrolled in each plan type
2010
69%
2009
69%
2008
69%
19% 21%
2007
61%
8%
2006
61%
9%
2005
61%
10%
2004
58% PPO
POS
PPO/POS*
10% HMO
CDHP
11% 1 9% 1
23%
7% 1
23%
5% 3
24% 25% 27%
3 3 1 3 1 4
Traditional indemnity plan
*Combined in 2008 due to declining offerings of/enrollment in POS plans. Mercer’s National Survey of EmployerSponsored Health Plans
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Coverage in an HSA costs significantly less than coverage in HMOs or PPOs – even highdeductible PPOs Average cost per employee among large employers
$9,033
$9,559
$8,183 $7,127
HSAbased CDHPs
PPOs with deductible of $1,000+
Mercer’s National Survey of EmployerSponsored Health Plans
All PPOs
HMOs
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Employers of all sizes prefer HSAs to HRAs
Offer CDHP in 2010
Very likely to offer CDHP in 2011
HSAeligible HRAbased
HSAeligible HRAbased
Small employers
13%
5%
15%
5%
Large employers
17%
8%
19%
10%
Jumbo employers
37%
24%
39%
24%
Mercer’s National Survey of EmployerSponsored Health Plans
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Large employers still reluctant to offer CDHP as the only medical plan choice Offer CDHP only Offer CDHP with other options
47%
21%
8%
9% 2%
Small employers (10499 employees)
Large employers (500 or more employees)
Mercer’s National Survey of EmployerSponsored Health Plans
4%
Jumbo employers (20,000 or more employees) 13
Use of specific health management programs
Large employers
Jumbo employers
Health website
86%
91%
Case management
82%
94%
Nurse advice line
81%
91%
Health risk assessment
69%
85%
Behavior modification
50%
70%
Health advocate services
48%
61%
Endoflife case management
47%
55%
Mercer’s National Survey of EmployerSponsored Health Plans
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More employers offering incentives to boost employee participation in wellness / health management programs 2009 2010
43% 40%
41% 33%
27% 21%
Employers with 500 or Employers with 10,000 or more employees more employees
Mercer’s National Survey of EmployerSponsored Health Plans
Columbus
Ohio
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Health management incentives Based on large employers offering the program
Large employers
Jumbo employers
31%
48%
$125
ID
Provide incentive for participating in disease management program
10%
23%
Provide incentive for participating in behavior modification program
18%
34%
Provide incentive for completion of health risk assessment Average cash value of incentive
ID = Insufficient data
Mercer’s National Survey of EmployerSponsored Health Plans
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Require lower premium contributions for nonsmokers Percent of employers
2009 2010
33% 28% 23% 19%
9% 10%
Employers with 500 or Employers with 20,000 more employees or more employees
Mercer’s National Survey of EmployerSponsored Health Plans
Columbus
Ohio
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Employers with more intensive health management programs have reported lower annual cost increases, on average, for two years § Employer groups compared:
Offer only the standard health management services provided by the health plan or no health management services at all Offer some optional health management services through the health plan, and/or contract with a separate specialty vendor to provide health management services to employees § Compared the average health plan cost increase for 2010 § The average increase for the group offering more intensive health
management was more than two points lower than the average for the less intensive group. § Results using last year’s survey data were similar, providing some
validation of the methodology
Mercer’s National Survey of EmployerSponsored Health Plans
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Largest employers using advanced costmanagement strategies
Large employers Jumbo employers
61%
25%
23% 17%
Data warehouse
25% 14%
Collective purchasing Valuebased design of medical or pharmacy benefits
Mercer’s National Survey of EmployerSponsored Health Plans
24% 12%
Highperformance networks
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Emerging costmanagement strategies target quality and costefficiency Employers with 5,000 or more employees Already use
Interested in using
Not interested in using
Surgical centers of excellence 19%
26%
55%
Retail clinics for minor acute or preventive care 19%
38%
43%
Telemediated care 5
51%
44%
Medical homes 3
46%
Mercer’s National Survey of EmployerSponsored Health Plans
51%
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Medical plans* for early retirees now offered by just 25% of large employers, a new low Percent of large employers Offer coverage to preMedicareeligible retirees Offer coverage to Medicareeligible retirees
46% 41% 38%
40%
35% 31%
35%
29%
28%
31%
28%
29%
25% 28% 23%
1993
1995
1997
1999
2001
21%
2003
21%
2005
21%
2007
21%
19%
2009 2010
*Plan must be offered on an ongoing basis (i.e., new hires are eligible). Mercer’s National Survey of EmployerSponsored Health Plans
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Other Benefits Other Benefits
Employer offerings of minimed or limited health plans most common among jumbo retailers Large employers
Jumbo employers
Wholesale/retail trade
22%
69%
Services
12%
45%
Manufacturing
2%