1. Spring 2012 Campus Discussions

2.  18 months of self-insured experience  Better service & vendor relationship  Plan performance better than estimated  100% Wellness coverage Increase in wellness visits Increase in flu shots & wellness testing Should create early intervention & decreased costs to the plan  Plan participants continue to be good consumers  Generic Incentive Program  In-network providers utilized  Referral program for specialized care  Addition of Voluntary Dental Benefit

3.  Unknown effects of healthcare reform  Changes to our participant profiles  Effects from increased wellness activities and spending  Changes in the Quad City Health Care profile.

4.  Evaluate performance of the plan and suggest changes  Listen to campus community & suggest changes.  Look for the best return for the college’s investment  Representatives  Faculty: Tenured & non-tenured  Administration: HR & non-HR  Staff: Dining, Facilities, Support

5.  Cost of single vs. family insurance  Thoughts on Wellness as a way to control costs.  Possible plan enhancements  Voluntary Life buy-up  65+ Health Plan  Your feedback on current plan and possible changes.

8.  Prospect of raising cost of single coverage  Larger impact on those at lower end of earnings scale  May cause those with double coverage to drop the Augustana Plan.  May be unaffordable to some  Would allow us to divert premiums to assist in family coverage.  Thoughts?

9.  Prospect of lowering cost of family coverage  May help with recruitment – particularly of faculty members.  May allow others to join the plan.  Would require higher cost for single coverage.  Moves the group of unhappy people  Thoughts?

10.  Wellness Incentive Pricing  Should there be different pricing for employees that participate in some level of wellness activity?  Wellness screenings  Weight loss or exercise/fitness participation  Other things that would incent healthy choices?  Thoughts?

11.  Tiered Benefits  Different pricing based on earnings  One amount if you earn less than $X/year  Higher amount if you earn more than $X/year  Doesn’t take into account overall family earnings  May adversely affect those near the “break point”  Thoughts?

12.  2 nd Alternative within our plan  Lower cost coverage with lower benefits?  Higher deductible ($5,000 per family) with lower price  Smaller or limited pool of providers  Health Savings Account model  Thoughts?

13.  Voluntary “buy-up” of life insurance  Currently 1.5 times your annual salary  Buy the amount you want without underwriting  Take advantage of large group discount  Additional health care choice for active employees age 65+  Would act as a Medicare supplement  Employees could keep this coverage at their own expense when they leave.

14. Thanks for your time and input!