david p. lind benchmark 13375 university, suite 202 clive, ia … · 2018-12-21 · health risk...
Post on 10-Aug-2020
1 Views
Preview:
TRANSCRIPT
14th Annual Study
David P. Lind Benchmark
13375 University, Suite 202
Clive, IA 50325
www.DPLindBenchmark.com
515.868.0920
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved
96.0% 95.9% 95.9% 94.9% 94.4% 90.6%*
93.7% 92.1% 90.8%
83.7%** 83.3% 80.7% 81.2%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012
Year
History: Employers Offering Health Insurance *Employer Size Category of 10–19 Included since 2005 **Employer Size Category of 2-10 Included since 2009
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved 2
For All Employers, Regardless of Rate Direction
Firm Size (Employees) Average % Increase 2012
2 – 9 8.4%
10 – 19 8.1%
20 – 49 7.0%
50 – 249 7.2%
250 – 999 5.3%
1000 + 6.1%
Overall 7.0%
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved 3
0%1%2%3%4%5%6%7%8% 7.0% 7.7%
6.1%
7.7%
5.5%
Overall Urban/Metro Rural <250 250+
For All Employers, Regardless of Rate Direction
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved 4
0%
2%
4%
6%
8%
10%
12%
14%
16%
18%
20%
2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012
2.8% 3.3% 3.5% 4.4%
3.1% 3.8% 4.4%
3.2%
0.6%
2.7% 2.7%
N/A
17.4% 18.7% 18.2%
15.7%
12.4%
10.8%
8.2% 8.8%
11.1% 13.0%
10.1%
7.0%
IWD Weekly Wage Increase Average Premium Increase
Weekly Wage Increase Percentages Provided by Iowa Workforce Development
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved 5
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved
2011 2012 Here is what employers say the DID….
52.3% 63.5% Passed some or all of the increased costs to the employees
17.0% 29.0% Organization absorbed the entire cost increase
24.6% 20.4% Raised deductibles
15.9% 15.8% Raised out of pocket maximum
14.0% 12.1% Increased office co-payments
12.5% 10.7% Increased prescription drug co-payments
7.0% 9.4% Changed insurance companies
4.0% 5.7% Hired fewer new employees
7.0% 5.4% Began wellness/disease management initiatives
8.7% 5.0% Reduced Pay raises or bonuses
2.5% 4.2% Offered Consumer Driven Health Plans
1.4% 1.0% Released employees
0.4% 0.0% Stopped providing health insurance coverage
6
$1,879 $1,713 $1,919
$1,402
$977 $704
$1,389
$4,122 $3,824 $4,027
$3,055
$2,041
$1,514
$2,945
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
$4,000
$4,500
2 - 9 10 - 19 20 - 49 50 - 249 250 - 999 1000 + WeightedAverage
Deductible By Employer Size in 2012
Single Family
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved 7
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
2004 2005 2006 20072008
20092010
20112012
$15.46 $16.29 $17.09 $17.84 $19.29 $20.08 $20.83 $21.26 $21.79
All Industries Increase
41% (9 Years)
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved 8
$467 Employee Contribution
$1,065 $1,910
Employer Contribution
$4,391
$2,377
Total Premium
$5,456
$-
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
Annual Single Medical Contributions
Employee Contribution
128%
Employer Contribution
130%
Total
Premium
130%
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved 9
$2,160 Employee Contribution
$4,657 $3,768
Employer Contribution
$8,900
$5,928
Total Premium
$13,557
$-
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
Annual Family Medical Contributions
Employee Contribution
116%
Employer Contribution
136%
Total
Premium
129%
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved 10
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved
14% 14% 14% 16% 16%
16% 16% 16%
16%
16% 17%
19%
18% 18%
22% 21%
17% 19% 19%
16%
19% 18%
15%
17% 18%
17%
18% 20%
27% 26% 26%
28% 27%
28% 26%
27% 28%
27% 27% 30%
28% 28%
39% 36%
37% 37% 36%
33% 35%
32% 32% 32% 33% 33% 33%
34%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Kaiser Single Lind Single Kaiser Family Lind Family
* Estimate is statistically different from estimate for the previous year shown (p<.05).
Source: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2012.
11
All Industries
Very LikelySomewhat
LikelySomewhat
UnlikelyVery Unlikely Not Sure
2005 5.7% 16.4% 14.7% 41.5% 21.6%
2012 1.4% 7.2% 10.8% 76.5% 4.1%
5.7%
16.4% 14.7%
41.5%
21.6%
1.4% 7.2% 10.8%
76.5%
4.1%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
2005
2012
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved 12
Health and Wellness Initiatives
Questions in this Module were developed in collaboration with the University of Iowa Healthier
Workforce Center for Excellence (HWCE)
2012 Iowa Employer Benefits Study© 14th Annual Study
Copyright © 2012 David P. Lind Benchmark and HWCE. All Rights Reserved 13
Currently Offer & Will Continue
Do Not Currently Offer but Plan to Offer in
Next 12 Months
Do Not and Will Not Offer in the Next 12
Months
Medical Information (Website, Newsletter, etc.)
Health Screening Programs (blood work-up, biometrics, etc)
Health Club Discount or Reimbursement
Smoking Cessation Programs
Chronic Disease Management Programs
Health Risk Assessment Program
Weight Control Programs
Currently Offer & Will Continue
Do Not Currently Offer but Plan to Offer in
Next 12 Months
Do Not and Will Not Offer in the Next 12
Months
Medical Information (Website, Newsletter, etc.)
45%
Health Screening Programs (blood work-up, biometrics, etc)
26%
Health Club Discount or Reimbursement 23%
Smoking Cessation Programs 25%
Chronic Disease Management Programs 24%
Health Risk Assessment Program 23%
Weight Control Programs 17%
Currently Offer & Will Continue
Do Not Currently Offer but Plan to Offer in
Next 12 Months
Do Not and Will Not Offer in the Next 12
Months
Medical Information (Website, Newsletter, etc.)
45% 5%
Health Screening Programs (blood work-up, biometrics, etc)
26% 7%
Health Club Discount or Reimbursement 23% 4%
Smoking Cessation Programs 25% 5%
Chronic Disease Management Programs 24% 5%
Health Risk Assessment Program 23% 7%
Weight Control Programs 17% 7%
Questions in this Module were developed in collaboration with the University of Iowa Healthier Workforce Center for Excellence (HWCE)
Currently Offer & Will Continue
Do Not Currently Offer but Plan to Offer in
Next 12 Months
Do Not and Will Not Offer in the Next 12
Months
Occupational Safety and Health Program 53% 2.2% 41%
Health or Medical Information (Website, Newsletter, etc)
43% 7.0% 46%
Behavioral Health (Alcohol, Drugs, Depression, Work-Life Assistance)
40% .8% 56%
Wellness (Smoking Cessation, Weight Control, Fitness)
31% 4.1% 61%
Health Risk Assessment 29% 4.9% 63%
Health Advocacy (Counseling or Coaching) 27% 3.9% 65%
Healthy Food Options 27% 2.2% 67%
Chronic Disease Management 25% 3.7% 65%
Health Incentive (Club Memberships, Cash Bonus, Premium Discounts)
26% 4.2% 66%
Health Screening/Biometrics 31% 3.5% 61%
Retain/Contract with Healthcare Provider 11% 1.0% 79%
Copyright © 2012 David P. Lind Benchmark and HWCE. All Rights Reserved 14
40.8%
25.6%
17.8%
11.6%
12.1%
13.2%
12.2%
7.1%
10.6%
13.2%
1.5%
3.5%
75.5%
73.6%
78.2%
65.9%
58.3%
52.1%
52.9%
57.3%
54.6%
63.6%
11.7%
22.9%
0.0% 20.0% 40.0% 60.0% 80.0% 100.0%
Occupational Safety and Health
Health or Medical Information
Behavioral Health
Wellness (Smoking Cessation,…
Health Risk Assessment
Health Advocacy
Healthy Food Options
Chronic Disease Management
Health Incentive
Health Screening/Biometrics
Credentialed Disability Specialist
Health Care Provider on Retainer 100+ ees
Under 101 ees
Health & Wellness Initiatives Percentage of Employers Offering Wellness and/or Health Initiative
Programs (Small vs. Large)
Copyright © 2012 David P. Lind Benchmark and HWCE. All Rights Reserved 15
Health & Wellness Initiatives Percentage of Employers Offering Wellness and/or Health Initiative
Programs Orgs Under 101
16 Copyright © 2012 David P. Lind Benchmark and HWCE. All Rights Reserved
Occupational Safety and Health
Health or Medical Information
Behavioral Health
Wellness (Smoking Cessation, Weight Control)
Health Risk Assessment
Health Advocacy
Healthy Food Options
Chronic Disease Management
Health Incentive
Health Screening/Biometrics
Credentialed Disability Specialist
Health Care Provider on Retainer
30.1%
16.1%
12.9%
5.5%
8.0%
8.9%
9.5%
4.6%
4.4%
8.7%
0.8%
1.3%
49.5%
22.9%
13.6%
10.6%
10.5%
12.8%
10.7%
6.9%
10.9%
11.8%
2.3%
3.1%
55.6%
39.3%
19.2%
22.6%
17.9%
15.7%
10.0%
12.7%
10.3%
16.4%
4.3%
6.5%
56.4%
47.3%
34.5%
23.9%
21.8%
24.6%
22.5%
11.3%
28.3%
25.4%
1.5%
8.6%
2-10
11-25
26-50
51-100
56.4%
47.3%
34.5%
23.9%
21.8%
24.6%
22.5%
11.3%
28.3%
25.4%
1.5%
8.6%
53.3%
42.9%
39.6%
31.2%
28.8%
27.2%
26.9%
25.2%
26.4%
31.3%
5.2%
10.5%
0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0%
Occupational Safety and…
Health or Medical Information
Behavioral Health
Wellness (Smoking…
Health Risk Assessment
Health Advocacy
Healthy Food Options
Chronic Disease Management
Health Incentive
Health Screening/Biometrics
Credentialed Disability…
Health Care Provider on… Overall
51-100 ees
Health & Wellness Initiatives Percentage of Employers Offering Wellness and/or Health Initiative
Programs (51 – 100 Employees)
Copyright © 2012 David P. Lind Benchmark and HWCE. All Rights Reserved 17
50.4%
48.1%
44.2%
37.9%
32.4%
33.1%
29.6%
28.9%
29.5%
31.4%
6.2%
12.2%
56.5%
37.2%
34.4%
23.6%
24.7%
20.6%
23.9%
21.1%
23.1%
31.2%
4.0%
8.7%
0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0%
Occupational Safety and…
Health or Medical Information
Behavioral Health
Wellness (Smoking…
Health Risk Assessment
Health Advocacy
Healthy Food Options
Chronic Disease Management
Health Incentive
Health Screening/Biometrics
Credentialed Disability…
Health Care Provider on…Rural Urban
Health & Wellness Initiatives Percentage of Employers Offering Wellness and/or Health Initiative
Programs (Urban vs. Rural)
Copyright © 2012 David P. Lind Benchmark and HWCE. All Rights Reserved 18
19 Copyright © 2012 David P. Lind Benchmark and HWCE. All Rights Reserved
$0.02
$0.58
$1.25
$0.74 $0.86
$2.08 $1.86
$3.49
$0.34
$1.83
$0.92
ROI by Org Size
Health Care Reform
2011 Iowa Employer Benefits Study© 13th Annual Study
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved 20
Health Care Reform will impact different organizations in different ways. How will your group be impacted?
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved
7.1% 15.8%
37.7%
19.9% 19.5%
0%
5%
10%
15%
20%
25%
30%
35%
40%
Agree: 27% Disagree: 35% Not Sure
We Will Require Employees To Enroll In Wellness Programs
Somewhat
Strongly
21
Health Care Reform will impact different organizations in different ways. How will your group be impacted?
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved
5.0%
23.3%
41.0%
12.6%
18.1%
0%
10%
20%
30%
40%
50%
Agree: 18% Disagree: 41% Not Sure
State-Based Insurance Exchanges Will Keep Health Insurance Rates Lower Than Without
Health Reform
Somewhat
Strongly
22
In 2014 the new Health Care Reform law will allow individuals and employees to obtain comprehensive coverage through the individual markets or insurance exchanges.
Also beginning in 2014, employers with over 50 employees who fail to offer minimum essential coverage will incur a penalty up to $2,000 annually per employee. How will your organization respond?
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved
65.3%
3.1% 14.7%
14.4%
2.5%
0%
20%
40%
60%
80%
100%
Likely: 80% Unlikely: 6% Not Sure
Continue To Maintain the Employer-Sponsored Health Plan and Avoid the Penalties
Somewhat
Very
Responses from employers with 50+ employees.
23
In 2014 the new Health Care Reform law will allow individuals and employees to obtain comprehensive coverage through the individual markets or insurance exchanges.
Also beginning in 2014, employers with over 50 employees who fail to offer minimum essential coverage will incur a penalty up to $2,000 annually per employee. How will your organization respond?
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved
0.6%
58.0%
20.7% 5.0%
15.7%
0%
10%
20%
30%
40%
50%
60%
70%
80%
Likely: 6% Unlikely: 74% Not Sure
Terminate Our Current Plan, Pay the $2000 Penalty, and Increase Employee Compensation With The Money Saved From
Dropping Health Coverage
Somewhat
Very
Responses from employers with 50+ employees.
24
Under Health care reform, Wellness grants will be awarded to small employers (those with less than 100 employees who work a minimum of 25 hours per week).
These grants will provide for comprehensive workplace wellness programs. Employers are eligible to receive grants only if they did not provide a workplace wellness program prior to the enactment of health reform on March 23, 2010.
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved
14.9%
79.0%
6.1%
0%
20%
40%
60%
80%
100%
Yes No Not Sure
Prior to reading this, were you aware of the new Wellness Grant Program that could help employers subsidize the cost of starting
a wellness program?
Responses from Employers with fewer than 101 employees
25
Under Health care reform, Wellness grants will be awarded to small employers (those with less than 100 employees who work a minimum of 25 hours per week).
These grants will provide for comprehensive workplace wellness programs. Employers are eligible to receive grants only if they did not provide a workplace wellness program prior to the enactment of health reform on March 23, 2010.
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved
15.3%
42.9% 41.8%
0%
10%
20%
30%
40%
50%
60%
70%
Yes No Not Sure
Is your organization likely to apply for the Wellness Grant?
Responses from Employers with fewer than 101 employees
26
Uncertainty Continues for Employers Despite Post-Elections
Escalating health costs continue
Gridlock in Washington, DC
State-Based Exchange? Federal Exchange? Partnership? Employers with under 51 Employees
Employers with 51 and over Employees
Private Exchanges
Defined Contribution Approach? Has health insurance become too much of a distraction?
Consumer-Driven Health Care At what point does health care mimic other industries?
Transparency of cost and outcomes
Mutual Accountability – From BOTH Patients and Providers
Wellness Initiatives Continue to Grow (This is ONE certainty!)
27 Copyright © 2012 David P. Lind Benchmark. All Rights Reserved
Questions? Contact:
David Lind
515-868-0920
David@DPLindbenchmark.com
Copyright © 2012 David P. Lind Benchmark. All Rights Reserved 28
top related