Over several years, a number of programs were phased in:

• -Implemented full replacement CDHP, maintaining same economic value of benefits
• -Implemented fully-integrated partially self-funded medical program with substantially better network discounts
• -Implemented incentive-based biometric screenings and online health assessments for employees and spouses with employee participation exceeding 85% annually
• -Health screenings showed areas for focus
• -Implemented wellness program with incentives for employees that meet regularly
  with a health coach and meet healthy levels of cholesterol, glucose, blood pressure,
  or waist circumference

• • –No decrease in health plan benefits for five years
  • -In aggregate employee contributions decreased by 4% for same five year period
  • -Cumulative plan costs decreased by 5.9% for 5 years versus the Milliman national median trend increase of 37.3% for the same period
  • -Health plan members at risk reduced by more than 16%
  • -Leadership-supported wellness culture with coaching and health-improvement resources