HomeMy WebLinkAbout95.Item 5 PPP Administration 09-13-17 - Benefits Program UpdatePresented by:
Celia Chandler
Director of Human Resources
Benefits Overview
Organizational Impact
•Cost
•Compliance
•Sustainability
Labor Agreements
Orange County Employees
Association
International Union of Operating
Engineers - Local 501
Supervisory & Professional
Management Group
Unrepresented
SPMG
43%501
33%
OCEA
18%
Unrepresented
6%
627 Full-Time Employees
Labor Agreements
Article 20.1
The District will provide healthcare
and welfare insurance benefits.
OCSD Healthcare Plans
Medical
Anthem/Blue CrossPPO / HMO / HDHP
KaiserHMO / Bronze
SHARED COST
Dental
Delta Dental
PPO
SHARED COST
Vision
Anthem Blue
View (2017)
VSP Signature
(2018)
DISTRICT PAID
*OCSD is a member of California State Association of Counties –Excess
Insurance Authority (CSAC –EIA) for all three plans.
–District Paid
Disability and Life Insurance
Disability
Short-Term Disability(All employees)
Long-Term Disability(Employees with 5 or more years of service)
DISTRICT PAID
Basic Life Insurance / AD&D
$50,000
(All employees)
$100,000
(Employees with 5 or
more years of service)
DISTRICT PAID
Voluntary Insurance Plans
•Supplemental Life Insurance
•Supplemental Short-Term Disability
•Long-Term Disability (employees < 5 years service)
•Critical Illness
•Legal Plan
•Healthcare Flexible Spending Account
•Dependent Care Flexible Spending Account
•457(b) Deferred Compensation
Cost Mitigation
•Negotiated premium cost sharing
•Contracted with broker to negotiate rates and rate guarantees
•Vision –Three-year rate lock through 2020
•Life & Disability –One-year rate lock through 2018
•Employee Assistance Program –Two-year rate lock through 2019
•Negotiated expanded plan offerings to reduce premium
costs to District
•High Deductible Health Plan (HDHP)
•Kaiser Bronze Plan
•Moved healthcare plans to CSAC-EIA
Average Benefits Cost
Alliant Employee Benefits
Karen Delaney, Vice President/ Account Executive
&
Laurinda Newell, Vice President/ Programs
Manager
Benefit Plan Pricing
•Benefit plans are priced and underwritten based on a
few underlying factors:
•Demographics
•Location
•Claim Utilization
•Trend
•Plan Design
•Network
•Administration
Renewals & Timing
•EIAHealth provides timeline for Open Enrollment
timing based on committee meeting required dates
•This ensures that employees are active in the carrier systems as of the effective date
•In the private sector, similar timelines apply.
•Regardless of whether pooled or direct, benefit administration systems and carriers have deadlines to ensure employees are active in the systems as of the effective date
Current Benefit Trends
•General Benefit Trends:
•High Deductible Health Plans
•Telemedicine
•Voluntary Benefits
•Discount Programs
•Flexible Work Schedules / Telecommuting
•Accountable Care Organization models
•Centers of Excellence
•Health & Wellness
•Decision Support/Enrollment Tools
•Electronic “Go Mobile” Communications
Benefit Solutions
•Desirable benefits for each sector will vary
•Demographic Influence
•Typically, Public Sector employers have a population with a higher average age and higher usage rate than Private Sector
•Higher demographic populations tend to value benefit plans that offer longer-term stability
Benefits at OCSD
•Investment in Attracting/ Retaining Talent
•Compete in the Labor Market
Questions?