POAH 2017 APR Final_opt 2

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STRATEGY 2017/Current State 2018 2019
PLAN DESIGN
 Two medical/Rx plans offered to
provide employee choice
 61% are enrolled in the base plan,
39% in the buy-up
 Evaluate plan design
changes
 Evaluate HDHPs with HSA
PRICING
EFFICIENCY
 Medical and Dental coverage with
top networks (BCBS and Delta
Dental) that offer superior discounts
and access to providers
 Evaluated cost-plus funding platform
 Full Medical Marketing
 Evaluate alternative funding
platforms including hybrid
funding and gap plans
CONTRIBUTION
STRATEGY
 POAH subsidizes each plan almost
equally from a dollar standpoint
 $80 wellbeing differential for
employees that meet wellbeing
requirements. $20 addition if
spouses complete required steps.
 POAH also has a tobacco surcharge.
POPULATION HEALTH
STATUS AND
WELLBEING
PROGRAMMING
 Premium differentials for wellbeing
participation, spouses are
incorporated
 Using BlueKC’s A Healthier You
platform
 Senior leadership support
 Evaluate wellness portal
 Incorporate safety into wellbeing
meetings
 Enhance/expand incentive
design
 Evaluate outcomes-
based program
COMMUNICATION/
OPEN ENROLLMENT
 Self-service electronic enrollment
 Communicating Telemedicine, EAP
 Utilize webinars, videos and
Brainshark
 Continue self-service
enrollment
 Evaluate communicaiton
needs
CLIENT STRUCTURE
 Organization Changes
 New Locations
 Leadership Changes
 Other
3 Year Strategic Plan
GOALS:
To be reestablished
every 3 years
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