SHARE:
Healthcare & Employee Benefits 2009
CEO Survey results - Cost Increase
Overall, by what percent are your organization’s healthcare costs projected to rise in 2009? | |||
2008 | 2007 | Change from 2007 (% pts.) |
|
0 to 9% | 44% | 45% | -1.0 |
10 to 19% | 46 | 48 | -2.0 |
20 to 29% | 8 | 5 | +2.7 |
30 to 39% | 2 | 2 | +0.5 |
Average Increase | 10.8% | 10.2% | +0.6 |
CEO Survey results - Healthcare Premiums
Do you expect the percentage of healthcare premiums paid by your employees will increase, stay the same or decrease in 2009? | |||
2008 | 2007 | Change from 2007 (% pts.) |
|
Increase | 48% | 44% | +3.6 |
Stay the same | 47 | 51 | -3.9 |
Decrease | 1 | 1 | -0.2 |
Don’t know | 4 | 4 | +0.5 |
CEO Survey results - managing Healthcare Costs
Is your organization taking any of the following actions to deal with healthcare cost increases? | |
2008 | |
Promoting healthy lifestyles, wellness programs | 68% |
Creating employee responsibility and cost awareness | 58 |
Higher co-pays, deductibles | 45 |
Detailed plan analysis | 43 |
Aggressive RX management programs | 39 |
Health risk assessment | 31 |
Personal health advocacy | 30 |
Consumer driven health plans (HRA, HSA) | 29 |
Becoming self-insured | 18 |
Expanding coverage options | 17 |
Census and eligibility scrubbing | 14 |
Changing administrators | 13 |
Restricting spousal or family coverage | 7 |
Less coverage | 2 |
Don’t know | 7 |
Other | 4 |
William R. Klich
BB&T
State President
St. Petersburg
We shop very aggressively for insurance and monitor our healthcare claims per employee with those of our competitors. We’re finding that we spend $1,000 less per worker in medical costs than peer companies, and 25,000 employees times $1,000 is a pretty significant number. Our costs are controlled by educating employees and encouraging their participation in our Peak Health wellness program, which screens for diet, exercise, weight and overall health. Depending on the level of insurance, the average employee participating in the program will reduce his or her healthcare costs by $700 to $800 a year. Our healthcare benefits are absolutely a selling point in recruiting. We offer health benefits to part-timers, which helps us in staffing. Then throw in the wellness program, and we have a great advantage over other employers that pays dividends in turnover, sick days and absolute costs to the company.