• -Year 1- Merged 16 plan designs / 4 carriers into 3 plan designs (HDHP; HDHP w employer contribution to HSA; PPO copay) and 1 carrier
• -Year 2- Replaced copay plan with better benefits CDHP strategy; lowered deductible by $1,000; changed employer HSA funding to “match” methodology
• -Year 3- Increased account funding and tied it to wellness compliance; made CDHP “Base” non-contributory

• • –Company saved $2.47 million over 3 years, inclusive of account funding and benefit enhancement
  • -Multiple years with no premium cost increases for employees
  • -Participation increased 45%, pepm claim cost decreased
  • -No reduction of benefits
  • -HR reduced time in implementation/explanation of plan through benefit harmonization
  • -Employer chose theme of “Happiest Place on Earth” for 2017 open enrollment to celebrate success of strategy

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