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

• -Implemented full replacement CDHP, maintaining same economic value of benefits
• -One plan initially with an HRA; later offered choice of HRA or HSA
• -Moved to partially self-funded plan
• -Employee cost incentives for no-tobacco, wellness
• -Health screenings showed areas for focus

• • –Company saved $2.5 million over 5 years, through benefit design that also resulted in lower renewal increases (average 3.2% per year)
  • -Multiple years with no premium cost increases for employees
  • -Average claim cost per covered member reduced
  • -HR reduced time in implementation/explanation of plan through benefit harmonization
  • -No reduction of benefits

• -Completely reconstructed the historical financial records to tie to raw data files in order to have an accurate picture of the past
• -Completed a compliance assessment to clear up questions on which to base future benefit decisions
• -Completed a comprehensive benchmarking survey of benefits, premiums and contributions
• -Created a new benefit strategy that improved benefits
• -Established HRA accounts that provided employees and families with immediate access to first dollar funds for medical expenses
• -Introduced a high performance provider network option and used savings to significantly increase employee and family healthcare accounts

• • –All employees and families experienced improved benefits and no cost increase
  • –Improved the member experience by moving to an integrated health plan platform vs a confusing unbundled one
  • –Projected savings for employer in the first year was $897,000 and $7.26 million over 5 years