March 2009 Survey Results
March 2009 Survey Results: 35 Members Responded
(56% response rate)
| 2009 Cost Control Strategies |
 |
The majority of member employers did not increase
employee cost share for their health plan (71%) or Rx plan (86%) |
| Value-based Benefit Design |
| There appears to be a low rate
of adoption of leading edge design strategies |
|
Less than 10% reduced Rx co-pays or co-insurance
for chronic conditions |
|
Only 6% of employees participate in CDHPs |
|
3-tiered Rx plans predominate with 86% of
employers
 9% still
offer a 2-tier plan
Only
6% have a 4-tier plan |
| Plan Management |
|
Two out of three (63%) DFWBGH employers search
for costly leaks by performing periodic dependant eligibility
audits. |
|
The same is true for periodic medical claims
audits. |
| Is this information useful to
you? |
| Are there any other burning benefits
issues that you would like to ask our Corporate Membership? |
April 2008 Retiree Survey Results
| April 2008 Survey Results:
39 Members Responded |
 |
For complete survey results, click
here |
January 2008 Cost Trends, Health
Risk Assessments and Incentives
The 2008 cost trend for Board Member Companies ranges
from 3% to 11% for medical and prescription. Almost every company
offers employees a Health Risk Assessment (HRA). Most of those with
an HRA also offer biometric screenings. Board member companies use
a variety of incentives to encourage employees to complete the HRA,
such as $100 cash payment, $120 per year off the employee's share
of the insurance premium, $120 cash reimbursement at end of year;
$50 deposit into the employee's HSA account, double out-of-pocket
payments for health services if the employee does not complete the
HRA, and loyalty programs in which employees earn points to buy
merchandise by participating in various health-related activities
including the HRA.
October 2007 Employer Survey on
Diabetes Programming
| October 2007 Survey Results:
40 Members Responded |
|
91% of these respondents use web-based Health
Risk Assessment (HRA) tools. |
|
Many companies provide either an incentive
(66%) or penalty (6%) to encourage participation in the health
risk assessment; however the presence of incentives or penalties
alone did not guarantee a high rate of participation. The type
and level of an incentive or penalty probably impacts its effectiveness. |
|
For complete survey results, click
here |
August 2007 Vendor Management
Survey Results
| August 2007 Survey Results:
29 Members Responded |
|
For complete survey results, click
here |
| Outsource Benefits Services: |
| Employee Assistance Program: |
100% |
| Flexible Spending Account Administration: |
86% |
| COBRA: |
79% |
| Utilization Management: |
55% |
| Procurement Process: |
| Request for Proposals (RFP): |
89% |
| External Consultants/Broker: |
86% |
June 2007 Cost Control Strategies
Survey Results
| June 2007 Survey Results:
27 Members Responded |
|
For complete survey results, click
here |
March 2007 Investments in Employee
Health Survey Results
| March 2007 Survey Results:
37 Members Responded |
|
For complete survey results, click
here |
January 2007 Membership Survey
Results
| January 2007 Survey Results:
43 Members Responded |
|
Over 80% are self-insured |
|
Networking, information sharing and educational
programs are most frequently frequently mentioned as reasons
for joining |
|
