1. 2017 Open Enrollment Presentation
October 25, 2016
Change date and year

3. Benefit Program “Guiding Principles”
To promote the physical, behavioral, and spiritual health of our faculty, staff and their families by offering competitive benefits.
To provide an appropriate level of choice to meet different life stage needs at a reasonable cost for the College, its faculty and staff.
To ensure the sustainability of our benefit programs by managing the cost of our benefit plans in a fiscally responsible way.
To communicate the College’s benefits effectively, so that faculty and staff understand the value of the benefits that we provide.
Changed to match the Enrollment Brochure

4. Multi-Year Initiatives
Bring contributions in-line with higher education benchmarks (2017 is year 4 of a multi-year plan).
Implement plan design changes that are competitive, provide choice and manage cost.
Expanded wellness programs & initiatives.
Identify opportunities to reduce overall cost.
Continue communications efforts.
Annually to adjust employer contributions by 2% of the lowest cost traditional HMO plan (but NOT for 2017).
Changed. I want to leave the 2% in there as a marker for what we might do in future years

5. Holy Cross’ plans are very competitive when compared to peers…
Educational Institutions Benchmarked
Amherst College
Massachusetts Institute of Technology
Babson College
Mount Holyoke
Bentley University
Mount Ida College
Berklee College of Music
Northeastern University
Boston College
Simmons College
Boston University
Stonehill College
Brandeis University
Suffolk University
Cambridge College
Tufts University
Clark University
Wellesley College
Emerson College
Wentworth Institute of Technology
Gordon College
Western New England University
Hampshire College
Wheaton College
Harvard University
Williams College
Merrimack College
Worcester Polytechnic Institute
We may not need to list all colleges – could be just first rank of peers

6. How do we stack up?
These are 2016 rates compared with 2016 benchmarks.
Buy Up
Core
Value
UPDATE
Holy Cross employee contributions are very competitive!

7. How do we stack up?
These are 2016 rates compared with 2016 benchmarks.
Buy Up
Core
Value
UPDATE
Holy Cross employee contributions are very competitive!

8. How do we stack up?
These are 2016 rates compared with 2016 benchmarks.
Buy Up
Core
Value
UPDATE
Holy Cross employee contributions are very competitive!

9. How do we stack up?
These are 2016 rates compared with 2016 benchmarks.
Buy Up
Core
Value
Holy Cross employee contributions are very competitive!

10. What’s New For 2017…
4 Tier Medical and Dental rate structure to meet the different life stage needs of our faculty and staff.
60% of all employees in the Medical Plans will see their costs go down!
Modest medical copay changes to mitigate premium increases.
Increased dental calendar year maximum benefit to $2,000.
New Employee Assistance Program (EAP) vendor, KGA, Inc.

11. 2017 Copay Changes are indicated in Red Font
2017 Plan Options
Best Value Plan
College Contributes into HSA: $500 Individual / $1,000 Family (all tiers)
2017 Copay Changes are indicated in Red Font
New plan design changes
* MERP Reimburses: $125 Inpatient and $50 Outpatient
This is a brief summary of benefits. If there are any discrepancies between this and the Fallon/HPHC certificate, the Fallon/ HPHC certificates will always take precedence.

12. 2017 Medical Costs by Plan
You Pay
Value
Core
Buy Up
New rates

13. 2017 Employee Premium Contributions
Best Value
New rates

14. Facts about the 2017 Best Value Fallon High Deductible Plans
These plans provide a great opportunity for you to save money…
Employee premium contributions are much lower.
Upfront College HSA contribution of $500 per individual or $1,000 per family (all tiers).
HSA is a Tax-Free benefit; it is your money that carries over into next year; no “Use it or Lose it”.
A great option for employees (and family members) looking to maximize tax advantaged savings opportunities.
Direct HMO
Select HMO
$86.67
$181.42
$182.02
$381.00
$156.01
$326.55
$262.62
$549.71
Direct HDHP
Select HDHP
$19.43
$101.28
$40.81
$212.69
$34.98
$182.31
$58.88
$306.88
Monthly Savings:
$67.24
$80.14
$141.21
$168.31
$121.03
$144.24
$203.74
$242.83
Annual Contribution Savings:
(Assumes deposited into HSA)
$806.88
$961.68
$1,694.52
$2,019.72
$1,452.36
$1,730.88
$2,444.88
$2,913.96
College Contribution to HSA:
$500
$1,000
INDIVIDUAL
EMPLOYEE, SPOUSE, & CHILD(REN)
Traditional HMO Plans
2017 Monthly Contribution
EMPLOYEE & SPOUSE
EMPLOYEE & CHILD(REN)
$3,914
Best Value
Fallon High Deductible
Total Contribution Savings +
College Contribution into HSA:
$1,307
$1,462
$3,445
$2,695
$3,020
$2,452
$2,731
New calculations to include 4 tier (may need 2 slides)

15. Health Plan Offerings 2017 (Plan Comparison)
“Best Value” Fallon
High Deductible Health Plan w/ HSA
Lowest Traditional HMO
(Limited Network)
Moderate & High Traditional HMO
(Broader Network)
Fallon Direct
(Lowest Cost)
Fallon Select
(Low Cost)
Fallon Select & Harvard Pilgrim
Benefits:
Option of either limited or broad network
$1,500 individual & $3,000 family deductible
Much lower employee contributions vs. traditional offerings
Tax advantaged Health Savings Account HSA
College contributes to HSA in January:
$500/ Single; $1,000/ Family (all tiers)
Limited network
No deductibles
Low contributions
Moderate copays
College reimburses a portion of Inpatient & Outpatient Surgery copayments (MERP)
Broadest network
Highest contributions (Harvard); Moderate contributions (Fallon)
Who would this plan appeal to?
Those interested in saving money
People that are looking to maximize tax advantaged savings opportunities – you can contribute up to $3,400 /S & $6,750/F / year
Employee, Spouse, and Child(ren), much lower employee contributions with enough savings between employee contributions and HSA College contribution to more than pay for the deductible.
OK with limited provider network
Do not want to track claims
Not willing to pay more for provider choice
High utilizers of health care & prescription drugs
Need access to broader provider network
Willing to pay much more for provider access
Contributions: $
( “Best Value”) $$
(Lower Cost)
$$$/$$$$
(Moderate/Highest Cost)

16. Want to Reduce Your Per Pay Period Contributions?
Consider These Ways to Save $$
Evaluate the New Rate Tier Structure: Our new Employee & Spouse and Employee & Child(ren) option may offer your family the opportunity to save money.
Consider the Network Options: Move from the Fallon Select plans to the Fallon Direct plans and the Harvard Pilgrim plan to Fallon plans.
Be an Educated Consumer: Switch to one of the Best Value Fallon High Deductible Health Plans. (Particularly true, if you are currently enrolled in full family coverage)

17. Employee Assistance Program (EAP)
Our new vendor is KGA, Inc., the local leader in providing employment support and services!
Services
Behavioral and Mental Health Consulting
Financial Consultation
Parenting Resources
Career Assessment
Crisis Response
Work-Life Balance Research and Referrals
Legal Assistance
Eldercare Resources
Nutrition Consultation
Manager Consultations
Need to Know
KGA services are confidential! KGA does not share with the College who has called or what they called about.
KGA counselors are licensed, skilled professionals.
Family Members are eligible and encouraged to use this resources as well!
KGA will be an active participant in the Worksite Wellness programming.
Access to expanded and improved resources and tools for Faculty and Staff.
How do you Contact the EAP?
Toll Free:
Website:
Special Note: KGA services will begin 1/1/2017. Contact E4 Health at for any services prior to that date.

18. Things to Remember…
Consider new rate tier structure and plan options available to meet your specific individual or family needs.
New ID Cards for those who are enrolled in the Traditional plans
If you have made a change in plan, you will also receive new ID cards.
Visit Benergy for Benefit details and additional information
User ID: HCemployee
Password: HCbenefits
If on a Traditional HMO, submit your MERP claims for any Inpatient and/ or Outpatient Hospital Copays that you have paid.
Send to Sullivan Benefits a completed MERP claim form and a copy of your Explanation of Benefits from either Fallon or Harvard indicating that you have incurred an inpatient and/or outpatient service and a copayment applies.
If enrolled in the FSA, submit claims for reimbursement “Use it or Lose it”
You have until March 15th to incur claims & until April 30th to submit for reimbursement.

19. Next Steps… Do you Want to Save $$??
Sign-Up For a Seminar on the Best Value plans…
(Fallon High Deductible Health Plan(s) with HSA)
DATES & LOCATIONS TO FOLLOW