Shrm poll health_care2_seniormanagement

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Shrm poll health_care2_seniormanagement

  1. 1. SHRM Poll: Organizations’ Response to Health Care Reform – Senior Management’s Requests September 27, 2010
  2. 2. Health Care Reform Series: Poll 2 Introduction Landmark legislation that brought about major reforms in health care coverage in the United States was enacted in March 2010. The law affects employers and HR professionals in a variety of ways. SHRM will be conducting a series of polls on health care reform and the implications for employers and employees. The findings from the second poll in this series, which was conducted in July 2010, are included in this presentation. Organizations’ Response to Health Care Reform – Senior Management’s Requests | ©SHRM 2010 2
  3. 3. Key Findings • Has senior management asked HR to provide an overview of the implications of the new law? Larger organizations (those with 500 to 24,999 employees) were more likely than organizations with fewer than 500 employees to report that senior management asked HR to provide an overview of the implications of the new health care reform law for their organization. • Are leaders of organizations focusing on the short-term implications or long-term implications of the new law? HR professionals appear to be focused first on addressing short-term implications of the law with organization leadership, before addressing long-term and more strategic issues. • What are the areas HR professionals are addressing with their organization leadership? Organization’s overall knowledge of the new law, actions organization need to take immediately, changes organization needs to make to its current health care plan to be compliant, the immediate financial implications (2010 and 2011) were reported as the main areas. Organizations’ Response to Health Care Reform – Senior Management’s Requests | ©SHRM 2010 3
  4. 4. In your organization, has senior management asked HR to provide an overview of the implications of the new health care reform law for your organization? No, 46% Yes, 54% Note: n = 695. “Not sure” responses were excluded from this analysis. Organizations’ Response to Health Care Reform – Senior Management’s Requests | ©SHRM 2010 4
  5. 5. In your organization, has senior management asked HR to provide an overview of the implications of the new health care reform law for your organization? Comparison by Organization’s Staff Size, Sector, Operations Location and Medical Benefit Funding • Senior management has asked HR to provide an overview of the implications of the new health care reform law for organization (by staff size): Larger organizations (those with 500 to 24,999 employees) were more likely than organizations with fewer than 500 employees to report that senior management asked HR to provide an overview of the implications of the new health care reform law for their organization. Smaller Organizations Larger Organizations Differences Based on Organization Staff Size •100 to 499 employees (43%) •500 to 2,499 employees (63%) Larger organizations > smaller •2,500 to 24,999 employees organizations (74%) • By sector: Publicly owned for-profits (68%) organizations were more likely than privately owned for-profits (51%) and nonprofit (51%) organizations to report that senior management asked HR to provide an overview of the implications of the new health care reform law for their organization. • By operations location: Organizations with multinational operations (62%) were more likely than U.S. based only (51%) organizations to report that senior management asked HR to provide an overview of the implications of the new health care reform law for their organization. • By medical benefit funding: Organizations with self insured medical benefit (64%) were more likely than insured organizations (41%) to report that senior management asked HR to provide an overview of the implications of the new health care reform law for their organization. Organizations’ Response to Health Care Reform – Senior Management’s Requests | ©SHRM 2010 5
  6. 6. Which of the following issues has your HR team addressed or is it continuing to address in order to help the leadership of your organization better understand the new health care reform law and its implications? Organization’s overall knowledge of the new health care reform law 51% Actions your organization need to take immediately 49% Changes your organization needs to make to its current health care plan to be compliant 47% The immediate financial implications (2010 and 2011) 46% The future financial implications (beyond 2011) 39% Affordability of your health care plan for current employees 31% Health care as part of the total compensation package 24% Resources available to help organization analyze, design and communicate health care plan to stakeholders 20% Possible penalties your organization could incur if it doesn’t comply with new health care reform law or if it decides not to 16% offer health care to employees or if it makes changes to plan Deciding the best resource (e.g., counsel/consultant, etc.) to explain the new health care reform law 13% Investigating the impact of the new health care reform law on part-time employees in your organization 9% The impact on recruitment and retention strategies 7% Developing a plan on how to figure out each employee’s household income 3% Other 3% • HR professionals appear to be focused first on addressing short-term implications of the law with organization leadership, before addressing long-term and more strategic issues. Note: n = 814. Percentages do not total 100% as multiple response was allowed. Respondents were allowed to select up to three options. Organizations’ Response to Health Care Reform – Senior Management’s Requests | ©SHRM 2010 6
  7. 7. Which of the following issues has your HR team addressed or is it continuing to address in order to help the leadership of your organization better understand the new health care reform law and its implications? Comparison by Organization’s Staff Size, Union Status and Medical Benefit Funding • The immediate financial implications (2010 and 2011) (by staff size): Larger organizations (those with 500 to 24,999 employees) were more likely than organizations with fewer than 500 employees to report that the issue they have addressed or are continuing to address to help their leadership better understand the health care reform law is the immediate financial implications (2010 and 2011). Smaller Organizations Larger Organizations Differences Based on Organization Staff Size •100 to 499 employees (35%) •500 to 2,499 employees (54%) Larger organizations > smaller •2,500 to 24,999 employees organizations (59%) • The immediate financial implications (2010 and 2011) (by medical benefit funding): Self insured organizations (55%) were more likely than insured organizations (38%) to report that the issue they have addressed or are continuing to address to help their leadership better understand the health care reform law is the immediate financial implications (2010 and 2011). • The future financial implications (beyond 2011) (by medical benefit funding): Self insured organizations (45%) were more likely than insured organizations (32%) to report that the issue they have addressed or are continuing to address to help their leadership better understand the health care reform law is the future financial implications (beyond 2010 and 2011). • Changes your organization needs to make to its current health care plan to be compliant (by medical benefit funding): Self insured organizations (57%) were more likely than insured organizations (36%) to report that the issue they have addressed or are continuing to address to help their leadership better understand the health care reform law changes their organization needs to make to its current health care plan to be compliant . • Health care as part of the total compensation package (by union status): Organizations with no employees under a collective bargaining agreement (33%) were more likely than unionized organizations (23%) to report that the issue they have addressed or are continuing to address to help their leadership better understand the health care reform law is health care as part of the total compensation package. Organizations’ Response to Health Care Reform – Senior Management’s Requests | ©SHRM 2010 7
  8. 8. How is your organization’s primary medical benefit currently funded? Insured, 44% Self insured, 56% Note: n = 749 Organizations’ Response to Health Care Reform – Senior Management’s Requests | ©SHRM 2010 8
  9. 9. How is your organization’s primary medical benefit currently funded? Comparison by Organization’s Staff Size, Sector, Operations Location, Sector and Union Status • Funding of organization’s primary medical benefit (by staff size): Larger organizations (those with 500 or more employees) were more likely than organizations with fewer than 500 employees to report that their organizations’ primary medical benefit is self insured. Smaller Organizations Larger Organizations Differences Based on Organization Staff Size •100 to 499 employees (39%) •500 to 2,499 employees (69%) Larger organizations > smaller •2,500 to 24,999 employees organizations (84%) •25,000 or more employees (84%) • By operations location: Organizations with multinational operations (71%) were more likely than U.S. based only (51%) organizations to report that their organizations’ primary medical benefit is self insured. • By sector: Publicly owned for-profits (72%) organizations were more likely than privately owned for-profits (50%) and nonprofit (49%) organizations to report that their organizations’ primary medical benefit is self insured. • By union status: Unionized organizations (64%) were more likely than non unionized (54%) organizations to report that their organizations’ primary medical benefit is self insured. Organizations’ Response to Health Care Reform – Senior Management’s Requests | ©SHRM 2010 9
  10. 10. Demographics: Organization Industry Industry Manufacturing - other 18% Health Care, Social Assistance (e.g., hospitals, clinics, 13% Financial Services (e.g., banking) 8% Services - Professional, Scientific, Technical, Legal, Eng 7% Educational Services/Education (e.g., universities, school 6% Government/Public Administration - Federal, State/Local, T 5% 5% Retail/Wholesale Trade Construction, Mining, Oil & Gas 4% 4% Insurance Note: n = 754. Percentages do not total 100% due to rounding. Organizations’ Response to Health Care Reform – Senior Management’s Requests | ©SHRM 2010 10
  11. 11. Demographics: Organization Industry (continued) Industry Other Services (e.g., other non-profit, church/religious o 4% Transportation, Warehousing (e.g., distribution) 3% High-Tech 3% Services - Accommodation, Food & Drinking Places 3% Utilities 2% Real Estate, Rental, Leasing 2% Publishing, Broadcasting, Other Media 2% Manufacturing - auto/auto related 2% Arts, Entertainment, Recreation 1% Consulting 1% Telecommunications 1% Association - Professional/Trade 0% Pharmaceutical 0% Biotech 0% Other 5% Note: n = 754. Percentages do not total 100% due to rounding. Organizations’ Response to Health Care Reform – Senior Management’s Requests | ©SHRM 2010 11
  12. 12. Demographics: Organization Industry Industry Manufacturing - other 18% Health Care, Social Assistance (e.g., hospitals, clinics, doctor's offices, in-home care, 13% nursing homes, EAP providers, hospice, etc.) Financial Services (e.g., banking) 8% Services - Professional, Scientific, Technical, Legal, Engineering 7% Educational Services/Education (e.g., universities, schools, etc.) 6% Government/Public Administration - Federal, State/Local, Tribal 5% 5% Retail/Wholesale Trade Construction, Mining, Oil & Gas 4% 4% Insurance Note: n = 754. Percentages do not total 100% due to rounding. Organizations’ Response to Health Care Reform – Senior Management’s Requests | ©SHRM 2010 12
  13. 13. Demographics: Organization Industry (continued) Industry Other Services (e.g., other non-profit, church/religious organizations, etc.) 4% Transportation, Warehousing (e.g., distribution) 3% High-Tech 3% Services - Accommodation, Food & Drinking Places 3% Utilities 2% Real Estate, Rental, Leasing 2% Publishing, Broadcasting, Other Media 2% Manufacturing - auto/auto related 2% Arts, Entertainment, Recreation 1% Consulting 1% Telecommunications 1% Association - Professional/Trade 0% Pharmaceutical 0% Biotech 0% Other 5% Note: n = 754. Percentages do not total 100% due to rounding. Organizations’ Response to Health Care Reform – Senior Management’s Requests | ©SHRM 2010 13
  14. 14. Demographics: Organization Sector Privately owned for-profit organization 47% Publicly owned for-profit organization 21% Nonprofit organization 20% Government sector 8% Other 4% 0% 10% 20% 30% 40% 50% 60% Note: n = 756 Organizations’ Response to Health Care Reform – Senior Management’s Requests | ©SHRM 2010 14
  15. 15. Demographics: Organization Staff Size 50% 40% 35% 30% 27% 26% 20% 10% 6% 5% 0% 50 to 99 employees 100 to 499 employees 500 to 2499 employees 2500 to 24999 25000 or more employees employees Note: n = 497. Percentages do not total 100% due to rounding. Organizations’ Response to Health Care Reform – Senior Management’s Requests | ©SHRM 2010 15
  16. 16. Demographics: Other Does organization have U.S.-based Is organization a single-unit company or a multi- operations (business units) only or unit company? does it operate multinationally? Single-unit company: 29% Companies in which the U.S.-based operations 75% location and the company are one and the same. Multinational operations 25% Multi-unit company: 71% Companies that have more Note: n = 750 than one location. Note: n = 763 • 19% of organizations indicated that Are HR policies and practices determined by employees at their work location were the multi-unit corporate headquarters, by each unionized. work location or both? Note: n = 755 Multi-unit headquarters determines 64% HR policies and practices Each work location determines HR 1% policies and practices A combination of both the work 35% location and the multi-unit headquarters determine HR policies and practices Note: n = 556 Organizations’ Response to Health Care Reform – Senior Management’s Requests | ©SHRM 2010 16
  17. 17. SHRM Poll: Organizations’ Response to Health Care Reform – Poll 2 Methodology • Response rate = 21% • Sample comprised of 1095 randomly selected HR professionals with the job title of manager and above, as well as HR professionals in the compensation and benefits functional area. All analyses were based on respondents working at organizations with a staff size of 50 employees or more. • Margin of error is +/- 3% • Survey fielded July 22–August 3, 2010 For more poll findings, visit: www.shrm.org/surveys Follow us on Twitter: http://twitter.com/SHRM_Research Organizations’ Response to Health Care Reform – Senior Management’s Requests | ©SHRM 2010 17

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