David P. Lind Benchmark 13375 University, Suite 202 Clive, IA … · 2018-12-21 · Health Risk...

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%


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


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



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


$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)


$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%


130%

Total

Premium

130%


$2,160 Employee Contribution

$4,657 $3,768


$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%


136%

Total

Premium

129%



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


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



Next 12 Months


Months


45%


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%



Next 12 Months


Months


45% 5%


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)



Next 12 Months


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%


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)



Programs Orgs Under 101

16 Copyright © 2012 David P. Lind Benchmark and HWCE. All Rights Reserved

Occupational Safety and Health


Behavioral Health

Wellness (Smoking Cessation, Weight Control)


Health Advocacy



Health Incentive


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…


Behavioral Health

Wellness (Smoking…


Health Advocacy



Health Incentive


Credentialed Disability…

Health Care Provider on… Overall

51-100 ees


Programs (51 – 100 Employees)


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…


Behavioral Health

Wellness (Smoking…


Health Advocacy



Health Incentive


Credentialed Disability…

Health Care Provider on…Rural Urban


Programs (Urban vs. Rural)


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 will impact different organizations in different ways. How will your group be impacted?


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?


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?


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?


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.


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.


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

[email protected]


David P. Lind Benchmark 13375 University, Suite 202 Clive, IA … · 2018-12-21 · Health Risk...

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