Mercer’s 2018 National Survey of Employer-Sponsored Health Plans, now in its 33rd year, is available now. The survey has long been a preeminent source of timely, reliable health benefit information, used by employers, policymakers, the health care industry and the media. Unlike other surveys conducted by benefit professionals, Mercer’s survey is statistically representative of all U.S. health plan sponsors with 10 or more employees – which means we can provide benchmark data for employer groups based on industry, size and location. And unlike government or think-tank surveys, the Mercer survey is focused squarely on the strategic issues that matter most to employer health plan sponsors.
•Most participants – Over 2,400 employers participated in 2018, far more than most other health benefits survey.
•Highest standards – The survey uses scientific sampling and weighting methodologies.
•Sharpest focus – Mercer’s health benefit experts frame the questions so you get the data you need.
Employer-sponsored insurance is the leading source of health insurance in America, covering about 149 million non-elderly people. To provide current information about the nature of employer-sponsored health benefits, the Kaiser Family Foundation (Kaiser) and the Health Research & Educational Trust (HRET) conduct an annual national survey of nonfederal private and public employers with three or more workers. This is the fourteenth Kaiser/HRET survey and reflects health benefitinformation for 2012.
The key findings from the survey,conducted from January through May 2012, include modest increases in the average single and family insurance premiums and little change in the premium contributions and cost sharing that workers face since last year. Enrollment in high deductible plans with a savings option, such as a health savings account or health reimbursement arrangement, did not increase significantly over the
previous year for the first time since 2009. The share of workers in a grandfathered
health plan decreased significantly from the previous year to 48% of covered
workers. Approximately 2.9 million adult children who were previously not eligible
for benefits now have health insurance coverage through their parents due to
the Affordable Care Act. In addition, the 2012 survey includes questions on
employer wellness programs, including the percentage of plans with financial rewards
or penalties for completing health programs or achieving biometric targets.
Authors: • Claxton G, Rae M, Panchal N, Damico A, Whitmore H, Bostick N, Kenward K
Kaiser Family Foundation/ Health Research & Educational Trust 2013 Employer H...Nathan (Andy) Bostick
This annual survey of employers provides a detailed look at trends in employer-sponsored health coverage, including premiums, employee contributions, cost-sharing provisions, and other relevant information. The 2013 survey included almost three thousand interviews with non-federal public and private firms.
Annual premiums for employer-sponsored family health coverage reached $16,351 this year, up 4 percent from last year, with workers on average paying $4,565 towards the cost of their coverage, according to the Kaiser Family Foundation/Health Research & Educational Trust (HRET) 2013 Employer Health Benefits Survey.
Authors: • Claxton G, Rae M, Panchal N, Damico A, Whitmore H, Bostick N, Kenward K
PwC’s new Golden Age Index – how well are countries harnessing the power of o...PwC
One of the key megatrends affecting the UK and most other developed countries is an ageing population. Harnessing the potential of older workers will therefore become an increasingly important source of competitive advantage for both nations and businesses.
To explore how the UK compares with other OECD economies in this regard, PwC has developed a new ‘Golden Age index’ comparing how well they are utilising workers aged 55 and over. The index includes relative employment, earnings and training rates for older workers for 34 OECD countries over the period since 2003.
Employer-sponsored insurance is the leading source of health insurance in America, covering about 149 million non-elderly people. To provide current information about the nature of employer-sponsored health benefits, the Kaiser Family Foundation (Kaiser) and the Health Research & Educational Trust (HRET) conduct an annual national survey of nonfederal private and public employers with three or more workers. This is the fourteenth Kaiser/HRET survey and reflects health benefitinformation for 2012.
The key findings from the survey,conducted from January through May 2012, include modest increases in the average single and family insurance premiums and little change in the premium contributions and cost sharing that workers face since last year. Enrollment in high deductible plans with a savings option, such as a health savings account or health reimbursement arrangement, did not increase significantly over the
previous year for the first time since 2009. The share of workers in a grandfathered
health plan decreased significantly from the previous year to 48% of covered
workers. Approximately 2.9 million adult children who were previously not eligible
for benefits now have health insurance coverage through their parents due to
the Affordable Care Act. In addition, the 2012 survey includes questions on
employer wellness programs, including the percentage of plans with financial rewards
or penalties for completing health programs or achieving biometric targets.
Authors: • Claxton G, Rae M, Panchal N, Damico A, Whitmore H, Bostick N, Kenward K
Kaiser Family Foundation/ Health Research & Educational Trust 2013 Employer H...Nathan (Andy) Bostick
This annual survey of employers provides a detailed look at trends in employer-sponsored health coverage, including premiums, employee contributions, cost-sharing provisions, and other relevant information. The 2013 survey included almost three thousand interviews with non-federal public and private firms.
Annual premiums for employer-sponsored family health coverage reached $16,351 this year, up 4 percent from last year, with workers on average paying $4,565 towards the cost of their coverage, according to the Kaiser Family Foundation/Health Research & Educational Trust (HRET) 2013 Employer Health Benefits Survey.
Authors: • Claxton G, Rae M, Panchal N, Damico A, Whitmore H, Bostick N, Kenward K
PwC’s new Golden Age Index – how well are countries harnessing the power of o...PwC
One of the key megatrends affecting the UK and most other developed countries is an ageing population. Harnessing the potential of older workers will therefore become an increasingly important source of competitive advantage for both nations and businesses.
To explore how the UK compares with other OECD economies in this regard, PwC has developed a new ‘Golden Age index’ comparing how well they are utilising workers aged 55 and over. The index includes relative employment, earnings and training rates for older workers for 34 OECD countries over the period since 2003.
Health Services Tax Conference May 18-19, 2015, Presentations included: Mega Trends and the Impact on Healthcare, The Healthcare Industry: A View from Washington and The New Health Economy.
Primary care in the New Health Economy: Time for a makeover.PwC
According to PwC's Health Research Institute's report, “Primary care in the New Health Economy: Time for a makeover”, primary care is set to make a comeback in the New Health Economy -- with a newfangled twist. Technology, consumer-friendly new entrants and care teams that rely less on a single physician are leading the way to a reimagined primary care system, poised to deliver better value to today’s demanding purchasers and close the gap on projected physician shortages.
The Healthcare Industry faces an ever-increasing competitive environment for their workforce. This webinar will explain why Recruitment Process Outsourcing (RPO) is becoming so popular for healthcare organizations and best practices that should be considered when selecting a prospective partner. The scalable solution of RPO provides ROI typically in reductions in cost per hire, improved hiring metrics with greater candidate access and streamlined recruitment processes.
Learn more at: http://www.rpoassociation.org/webinar-abcs-of-healthcare-rpos
The 2015 Aflac WorkForces Report is the fifth annual Aflac employee benefits study. The study, conducted in February
2015 by Research Now, captured responses from 1,977 benefits decision-makers and 5,337 employees from across
the United States.
From Epstein Becker Green and EBG Advisors: Policy & Legal Trends Impacting Health Care Investment - for more information, please visit http://www.ebglaw.com/PEdownloads
Regulations, staffing keep energy executives on their toesGrant Thornton LLP
The American energy sector is booming like never before. Record domestic oil and natural gas production have ranked the U.S. output above that of Russia and Saudi Arabia. Such explosive growth, however, is challenged by regulations and a competitive M&A landscape, according to respondents to a Grant Thornton LLP and Hart Energy 2014 survey of the energy industry. This infographic outlines the key pain points for executives.
Get more survey findings at http://gt-us.co/1wvd0gJ.
Post-Election Analysis of Health Care Legislative & Regulatory TrendsEpstein Becker Green
Presentation by attorneys Lynn Shapiro Snyder and Ted Kennedy, Jr., at the Oppenheimer Conference, March 21-22, 2017.
For more information, visit http://www.ebglaw.com/investment-banks-private-equity/private-equity-resource-center/#Presentations
These materials have been provided for informational purposes only and are not intended and should not be construed to constitute legal advice. The content of these materials is copyrighted to Epstein Becker & Green, P.C. ATTORNEY ADVERTISING.
Beneplan : The Future of Canadian Benefits 2017Beneplan
At Beneplan, we're asking ourselves: how possible are these future benefits scenarios?
- WeChat taking over as a group benefits insurer
- AI and Chatbots running your benefit plan
- Medical marijuana being a covered benefit
- Pharmacogenetics being part of a benefit plan
- A shift towards more mutualization and co-operation
- More use of the Reformulary drug plan
- Total rewards dashboards (SAAS)
- The most knowledgeable brokers becoming more relevant
Catasys, Inc. harnesses proprietary big data predictive analytics, artificial intelligence and telehealth, and human intervention to deliver improved member health and cost savings to health plans through integrated technology enabled treatment solutions. It is our mission to provide access to affordable and effective care, thereby improving health and reducing cost of care for people who suffer from the medical consequences of behavioral health conditions. Catasys helps these people and their families achieve and maintain better lives.
Health Services Tax Conference May 18-19, 2015, Presentations included: Mega Trends and the Impact on Healthcare, The Healthcare Industry: A View from Washington and The New Health Economy.
Primary care in the New Health Economy: Time for a makeover.PwC
According to PwC's Health Research Institute's report, “Primary care in the New Health Economy: Time for a makeover”, primary care is set to make a comeback in the New Health Economy -- with a newfangled twist. Technology, consumer-friendly new entrants and care teams that rely less on a single physician are leading the way to a reimagined primary care system, poised to deliver better value to today’s demanding purchasers and close the gap on projected physician shortages.
The Healthcare Industry faces an ever-increasing competitive environment for their workforce. This webinar will explain why Recruitment Process Outsourcing (RPO) is becoming so popular for healthcare organizations and best practices that should be considered when selecting a prospective partner. The scalable solution of RPO provides ROI typically in reductions in cost per hire, improved hiring metrics with greater candidate access and streamlined recruitment processes.
Learn more at: http://www.rpoassociation.org/webinar-abcs-of-healthcare-rpos
The 2015 Aflac WorkForces Report is the fifth annual Aflac employee benefits study. The study, conducted in February
2015 by Research Now, captured responses from 1,977 benefits decision-makers and 5,337 employees from across
the United States.
From Epstein Becker Green and EBG Advisors: Policy & Legal Trends Impacting Health Care Investment - for more information, please visit http://www.ebglaw.com/PEdownloads
Regulations, staffing keep energy executives on their toesGrant Thornton LLP
The American energy sector is booming like never before. Record domestic oil and natural gas production have ranked the U.S. output above that of Russia and Saudi Arabia. Such explosive growth, however, is challenged by regulations and a competitive M&A landscape, according to respondents to a Grant Thornton LLP and Hart Energy 2014 survey of the energy industry. This infographic outlines the key pain points for executives.
Get more survey findings at http://gt-us.co/1wvd0gJ.
Post-Election Analysis of Health Care Legislative & Regulatory TrendsEpstein Becker Green
Presentation by attorneys Lynn Shapiro Snyder and Ted Kennedy, Jr., at the Oppenheimer Conference, March 21-22, 2017.
For more information, visit http://www.ebglaw.com/investment-banks-private-equity/private-equity-resource-center/#Presentations
These materials have been provided for informational purposes only and are not intended and should not be construed to constitute legal advice. The content of these materials is copyrighted to Epstein Becker & Green, P.C. ATTORNEY ADVERTISING.
Beneplan : The Future of Canadian Benefits 2017Beneplan
At Beneplan, we're asking ourselves: how possible are these future benefits scenarios?
- WeChat taking over as a group benefits insurer
- AI and Chatbots running your benefit plan
- Medical marijuana being a covered benefit
- Pharmacogenetics being part of a benefit plan
- A shift towards more mutualization and co-operation
- More use of the Reformulary drug plan
- Total rewards dashboards (SAAS)
- The most knowledgeable brokers becoming more relevant
Catasys, Inc. harnesses proprietary big data predictive analytics, artificial intelligence and telehealth, and human intervention to deliver improved member health and cost savings to health plans through integrated technology enabled treatment solutions. It is our mission to provide access to affordable and effective care, thereby improving health and reducing cost of care for people who suffer from the medical consequences of behavioral health conditions. Catasys helps these people and their families achieve and maintain better lives.
StartUp Health’s Annual Insights Report: The Year Digital Health Hit its Stri...Jill Gilbert
2017 is on track to be the biggest year yet for digital health funding, with almost $2.4B in deals in Q3 alone, according to StartUp Health Insights’ 2016 Q3 Report. With a record quarter on the books and no signs of funding slowing down, join the Director of StartUp Health Academy as she shares the latest market trends and advances in digital health technology and what’s in store over the next quarter, next year, and 10+ years from now.
The Latest Healthcare Financial Trends: What You Need to KnowHealth Catalyst
As 2017 comes to an end, two of our most experienced and capable people are assessing this year’s most prominent healthcare financial trends and using those clues to better read the tea leaves to predict which trends will impact 2018. Tasked with delivering ground breaking financial software products, Dorian DiNardo, Senior Vice President, Analytics, daily has her finger to the wind to sense how shifting trends are impacting market needs. She will join Bobbi Brown, Senior Vice President, Professional Services, who will lead the webinar conversation. Bobbi has several impressive decades of experience in financial leadership for some of the most storied organizations including Intermountain, Sutter Health and Kaiser Permanente. Among other trends that popup in the next few weeks, she will examine three of 2017’s most significant healthcare trends:
Transitions in payment models
Healthcare market disruptions from well-known companies as well as some not-so-familiar newcomers
Emerging importance of technical data skillsets
Employer Health Plans: Keys to Lowering Cost, Boosting BenefitsHealth Catalyst
Employers that offer robust employee health plans at affordable costs are more likely to attract and retain a great workforce. Healthcare, however, is often a top expense for organizations, making balancing attractive benefits with attractive costs a complex undertaking. Employers need a deep understanding of employee populations and opportunities to manage health plan costs without sacrificing quality.
An analytics-driven approach to employee population health management gives employers insight into two key steps to lower healthcare costs and enhance benefits:
* Manage easily fixed cost issues.
* Use healthcare cost savings to fund expanded benefits.
A new report from PwC’s Health Research Institute predicts that insurance companies will be spending more to pay for prescription drugs starting next year, from around 3% to almost 6% by 2027. Here’s more forecasts on medical spending from the report:
•Generics: Almost half of the estimated sales from the top 100 brand-name drugs won’t be affected by generic competition for another three years.
•Specialty drugs: Spending on specialty drugs — such as biologics or rare disease treatments — has already been growing over the past five years, but by 2020 these drugs may make up more than half of all U.S. drug spending.
•Chronic disease: 85% of all employer-provided insurance spending is on chronic conditions, and obesity and diabetes will be the two top conditions that will account for spending in 2020.
The Next Revolution in Healthcare: Why the New MSSP Revisions Matter Now More...Health Catalyst
Now more than ever, we are entering a period of rapid change catalyzed by the power of data. On December 21, 2018, the Centers for Medicare and Medicaid Services (CMS) issued a final rule for the Medicare Shared Savings Program (MSSP), strengthening the financial incentives for ACOs to drive improved outcomes. The health systems that embrace data to achieve financial success will grow while the rest will struggle to compete. View this webinar for a discussion on how to prepare.
The US healthcare system didn’t develop overnight, rather, it is the culmination of a series of revolutions within wealthy parts of the world. In this webinar, we explore the high points of history that have led us to our current challenges. While care has steadily improved over time, the cost of that care has risen at a much more dramatic rate. CMS created the MSSP to help mitigate the growth of these costs while providing better care for individuals and populations. On a larger scale, the program serves to shift the healthcare industry towards fee-for-value.
Despite general frustration related to legislative involvement, history has proven that regulatory changes precede attitudinal changes and the MSSP (combined with accurate, timely data) may be just the piece of legislation to help make value-based care a reality. By viewing this webinar you will learn:
- How the US healthcare industry reached its current state.
- Why financial imperatives drive cultural change in our economic model.
- Ways that the MSSP can help your organization achieve financial success.
- Ideas for how to utilize data to develop better healthcare delivery systems.
Dr. Will Caldwell is a strong proponent of the use of data analytics to promote good health and save lives. His area of expertise rests in technology-enabled health care delivery models and value-based care platforms. We hope that you will view this webinar and learn from his 17-years of work as a data-informed clinician.
Leading the Way in Nephrology: Dr. David Greene's Work with Stem Cells for Ki...Dr. David Greene Arizona
As we watch Dr. Greene's continued efforts and research in Arizona, it's clear that stem cell therapy holds a promising key to unlocking new doors in the treatment of kidney disease. With each study and trial, we step closer to a world where kidney disease is no longer a life sentence but a treatable condition, thanks to pioneers like Dr. David Greene.
CHAPTER 1 SEMESTER V - ROLE OF PEADIATRIC NURSE.pdfSachin Sharma
Pediatric nurses play a vital role in the health and well-being of children. Their responsibilities are wide-ranging, and their objectives can be categorized into several key areas:
1. Direct Patient Care:
Objective: Provide comprehensive and compassionate care to infants, children, and adolescents in various healthcare settings (hospitals, clinics, etc.).
This includes tasks like:
Monitoring vital signs and physical condition.
Administering medications and treatments.
Performing procedures as directed by doctors.
Assisting with daily living activities (bathing, feeding).
Providing emotional support and pain management.
2. Health Promotion and Education:
Objective: Promote healthy behaviors and educate children, families, and communities about preventive healthcare.
This includes tasks like:
Administering vaccinations.
Providing education on nutrition, hygiene, and development.
Offering breastfeeding and childbirth support.
Counseling families on safety and injury prevention.
3. Collaboration and Advocacy:
Objective: Collaborate effectively with doctors, social workers, therapists, and other healthcare professionals to ensure coordinated care for children.
Objective: Advocate for the rights and best interests of their patients, especially when children cannot speak for themselves.
This includes tasks like:
Communicating effectively with healthcare teams.
Identifying and addressing potential risks to child welfare.
Educating families about their child's condition and treatment options.
4. Professional Development and Research:
Objective: Stay up-to-date on the latest advancements in pediatric healthcare through continuing education and research.
Objective: Contribute to improving the quality of care for children by participating in research initiatives.
This includes tasks like:
Attending workshops and conferences on pediatric nursing.
Participating in clinical trials related to child health.
Implementing evidence-based practices into their daily routines.
By fulfilling these objectives, pediatric nurses play a crucial role in ensuring the optimal health and well-being of children throughout all stages of their development.
How many patients does case series should have In comparison to case reports.pdfpubrica101
Pubrica’s team of researchers and writers create scientific and medical research articles, which may be important resources for authors and practitioners. Pubrica medical writers assist you in creating and revising the introduction by alerting the reader to gaps in the chosen study subject. Our professionals understand the order in which the hypothesis topic is followed by the broad subject, the issue, and the backdrop.
https://pubrica.com/academy/case-study-or-series/how-many-patients-does-case-series-should-have-in-comparison-to-case-reports/
Telehealth Psychology Building Trust with Clients.pptxThe Harvest Clinic
Telehealth psychology is a digital approach that offers psychological services and mental health care to clients remotely, using technologies like video conferencing, phone calls, text messaging, and mobile apps for communication.
QA Paediatric dentistry department, Hospital Melaka 2020Azreen Aj
QA study - To improve the 6th monthly recall rate post-comprehensive dental treatment under general anaesthesia in paediatric dentistry department, Hospital Melaka
Navigating Challenges: Mental Health, Legislation, and the Prison System in B...Guillermo Rivera
This conference will delve into the intricate intersections between mental health, legal frameworks, and the prison system in Bolivia. It aims to provide a comprehensive overview of the current challenges faced by mental health professionals working within the legislative and correctional landscapes. Topics of discussion will include the prevalence and impact of mental health issues among the incarcerated population, the effectiveness of existing mental health policies and legislation, and potential reforms to enhance the mental health support system within prisons.
India Clinical Trials Market: Industry Size and Growth Trends [2030] Analyzed...Kumar Satyam
According to TechSci Research report, "India Clinical Trials Market- By Region, Competition, Forecast & Opportunities, 2030F," the India Clinical Trials Market was valued at USD 2.05 billion in 2024 and is projected to grow at a compound annual growth rate (CAGR) of 8.64% through 2030. The market is driven by a variety of factors, making India an attractive destination for pharmaceutical companies and researchers. India's vast and diverse patient population, cost-effective operational environment, and a large pool of skilled medical professionals contribute significantly to the market's growth. Additionally, increasing government support in streamlining regulations and the growing prevalence of lifestyle diseases further propel the clinical trials market.
Growing Prevalence of Lifestyle Diseases
The rising incidence of lifestyle diseases such as diabetes, cardiovascular diseases, and cancer is a major trend driving the clinical trials market in India. These conditions necessitate the development and testing of new treatment methods, creating a robust demand for clinical trials. The increasing burden of these diseases highlights the need for innovative therapies and underscores the importance of India as a key player in global clinical research.
Global launch of the Healthy Ageing and Prevention Index 2nd wave – alongside...ILC- UK
The Healthy Ageing and Prevention Index is an online tool created by ILC that ranks countries on six metrics including, life span, health span, work span, income, environmental performance, and happiness. The Index helps us understand how well countries have adapted to longevity and inform decision makers on what must be done to maximise the economic benefits that comes with living well for longer.
Alongside the 77th World Health Assembly in Geneva on 28 May 2024, we launched the second version of our Index, allowing us to track progress and give new insights into what needs to be done to keep populations healthier for longer.
The speakers included:
Professor Orazio Schillaci, Minister of Health, Italy
Dr Hans Groth, Chairman of the Board, World Demographic & Ageing Forum
Professor Ilona Kickbusch, Founder and Chair, Global Health Centre, Geneva Graduate Institute and co-chair, World Health Summit Council
Dr Natasha Azzopardi Muscat, Director, Country Health Policies and Systems Division, World Health Organisation EURO
Dr Marta Lomazzi, Executive Manager, World Federation of Public Health Associations
Dr Shyam Bishen, Head, Centre for Health and Healthcare and Member of the Executive Committee, World Economic Forum
Dr Karin Tegmark Wisell, Director General, Public Health Agency of Sweden
Welcome to Secret Tantric, London’s finest VIP Massage agency. Since we first opened our doors, we have provided the ultimate erotic massage experience to innumerable clients, each one searching for the very best sensual massage in London. We come by this reputation honestly with a dynamic team of the city’s most beautiful masseuses.
2. 1
Oldest
Marking 33 years of
measuring health plan
trends
Largest
2,409 employers
participated in 2018
Statistically valid
Based on a probability
sample of private and
public employers for
reliable results
Includes employers of
all sizes, all
industries, all regions
Results project to all US
employers with 10 or
more employees
Most comprehensive
Extensive questionnaire
covers a full range of
health benefit issues and
strategies
Employer size groups in
this presentation
Small: 10–499 employees
Large and midsized: 500+
Jumbo: 20,000+
A B O U T M E R C E R ’ S N AT I O N A L S U R V E Y O F
E M P L O Y E R - S P O N S O R E D H E A LT H P L A N S
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
3. S U R V E Y
H I G H L I G H T S A N D
I N S I G H T S
4. 3
M A C R O T R E N D S S H A P I N G T H E H E A LT H B E N E F I T
E N V I R O N M E N T T O D AY
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
As plan designs
shift cost to
employees, some
struggle to
afford the
healthcare they
need
New solutions are
flooding onto the
market – but
employee
engagement
remains elusive
Market
consolidation and
expensive new
drugs and
treatments are
driving cost
Employers are
willing to use
smaller networks
and incentives to
steer care to
quality
providers.
5. 4
H E A LT H C A R E I N T H E L I M E L I G H T
B U T D I V I D E D C O N G R E S S W I L L
P R E C L U D E M A J O R C H A N G E S
• ACA Cadillac tax Full repeal a top priority for employers
• ACA employer mandate Long odds for repeal, but push may
lead to simplified employer reporting
• Out-of-network “surprise” medical bills Coming legislation
could raise employer costs, complicate plan design
• HSA reforms Employers pursuing pre-deductible coverage of
non-preventive services; higher contributions; more flexibility
• Drug prices With ban on “gag clauses” enacted, speeding
generics to market may be next; Administration taking regulatory
action to address prices
• “Medicare for All”, Medicare buy-in, public plan options
Democrats hope to build support for some form of single-payer
system with hopes of gaining the White House in 2020
Mercer actively
advocates on behalf of
employers for:
► Repeal of excise tax
and maintaining the
employee tax
exclusion
► HSA expansion
► Greater transparency
and competition
► Support for value-
based care and quality
initiatives
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
6. 5
* Projected
Source: Mercer’s National Survey of Employer-Sponsored Health Plans; Bureau of Labor Statistics, Consumer Price Index, U.S. City Average of Annual Inflation (April to April) 1993-
2018; Bureau of Labor Statistics, Seasonally Adjusted Weekly Earnings from the Current Employment Statistics Survey (April to April) 1993-2018.
EMPLOYER S H ELD H EA LTH B EN EFIT C OST GR OW TH
TO 3.6% IN 2018 – BUT THAT’S STILL ABOVE CPI
CHANGE IN TOTAL HEALTH BENEFIT COST PER EMPLOYEE
COMPARED TO CPI, WORKERS’ EARNINGS
8.0%
-1.1%
2.1%
2.5%
0.2%
6.1%
7.3%
8.1%
11.2%
14.7%
10.1%
7.5%
6.1% 6.1%6.1%
6.3%
5.5%
6.9%
6.1%
4.1%
2.1%
3.9% 3.8%
2.4%
2.6% 3.6%
4.4%*
-2.0%
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
14.0%
16.0%
1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019
Annual change in total health benefit
cost per employee
Workers' earnings
Overall inflation
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
7. 66
S P E C I A LT Y D R U G C O S T H A S S L O W E D S L I G H T LY
B U T C O N T I N U E S T O D R I V E U P O V E R A L L R X C O S T
AVERAGE ANNUAL CHANGE IN PRESCRIPTION DRUG BENEFIT COST PER EMPLOYEE, AMONG
EMPLOYERS WITH 500 OR MORE EMPLOYEES
6.3%
5.1% 5.2%
5.5% 5.4%
8.0%
7.4% 7.6%
6.5%
6.9%
0.0%
1.0%
2.0%
3.0%
4.0%
5.0%
6.0%
7.0%
8.0%
9.0%
2010 2011 2012 2013 2014 2015 2016 2017 2018 2019
* Projected
Growth in cost for specialty drugs: 11.9%, down from 15.4% last year
*
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
8. 77
S M A L L E R E M P L O Y E R S W E R E H I T W I T H
A 5 . 4 % I N C R E A S E I N 2 0 1 8
AVERAGE TOTAL HEALTH BENEFIT COST PER EMPLOYEE
$12,229
$11,527
$12,615$12,666
$12,148
$13,018
$5,000
$6,000
$7,000
$8,000
$9,000
$10,000
$11,000
$12,000
$13,000
$14,000
All employers Employers with
10-499 employees
Employers with
500 or more employees
2017
2018
+3.6% +5.4% +3.2%
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
9. 8
B U T C O S T E X P E R I E N C E VA R I E D W I D E LY A M O N G
E M P L O Y E R S O F A L L S I Z E S I N 2 0 1 8
27%
31%
24%
18%
PERCENT OF EMPLOYERS WITH SPECIFIED CHANGE IN TOTAL HEALTH PLAN COST*
32%
17%22%
29%
22%
47%
22%
9%
Employers with 10-499 employees
Employers with 20,000+ employees
Employers with 500+ employees
*Based on employers providing cost for both 2017 and 2018
Cost
increased
more than
10%
Cost
increased
by 6–10%
Cost
increased
by 5% or less
No change in
cost or cost
decrease
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
10. 9
21%
< Age 30
32%
Age 60+
Very Confident Somewhat Confident Not Confident
C O S T G R O W T H I S A N I S S U E F O R E M P L O Y E E S , W H O
N O W PAY 2 5 % O F T H E C O S T O F C O V E R A G E
RELATIVELY FEW EMPLOYEES ARE COMPLETELY CONFIDENT THEY CAN AFFORD THE COST OF
SERVICES THAT INSURANCE DOESN’T PAY – YOUNGER EMPLOYEES LEAST OF ALL
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
Oliver Wyman 2018 Consumer Survey of US Healthcare
11. 10
EMPLOYER S’ TOP PR IOR ITIES FOR TH E
N EXT 5 YEA R S: A D D R ESS C OST D R IVER S
A N D H ELP EMPLOYEES TH R IVE
EMPLOYERS WITH 500 OR MORE EMPLOYEES
18%
18%
40%
39%
50%
30%
30%
28%
37%
29%
% employers rating
strategy “Very
important”
% employers rating
strategy “Important”
Improving patient empowerment through advocacy, shared
decision-making, multi-channel navigation, etc.
Focused action to manage cost for specialty pharmacy
Monitoring and managing high-cost claimants
Focused strategies for behavioral health
Focused strategy for creating a culture of health
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
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12. 11
T H E B U S I N E S S C A S E F O R
A T H R I V I N G W O R K F O R C E
THRIVING EMPLOYEES ARE LESS COSTLY AND MORE PRODUCTIVE
A THRIVING ORGANIZATION STARTS WITH THRIVING INDIVIDUALS
Source: Gallup’s State of the American Workplace study
41%
Lower
heath costs
31%
Lower
turnover
31%
Higher
productivity
ORGANIZATION
Success Redefined
Resilient and Agile
Positive Societal
Impact
WORKFORCE
Diverse & Adaptive
Inclusive & Growth-Focused
Committed to Well-being
(psychological, physical,
financial)
INDIVIDUAL
Growing &
Contributing
Empowered &
Connected
Healthy & Energized
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
13. U S I N G C H O I C E
T O B O O S T
A F F O R D A B I L I T Y
B E C AU S E O N E S I Z E R AR E LY F I T S AL L
14. 13
E M P L O Y E E O U T - O F - P O C K E T C O S T S H AV E G R O W N
FA S T E R T H A N P L A N C O S T, E S P E C I A L LY A M O N G
S M A L L E M P L O Y E R S
AVERAGE PPO DEDUCTIBLE FOR INDIVIDUAL, IN-NETWORK COVERAGE
$1,113
$1,192
$1,410 $1,452
$1,663 $1,681 $1,738
$1,805
$1,917
$2,023
$511 $565 $587
$666 $684
$785 $833 $883
$966 $982
2009 2010 2011 2012 2013 2014 2015 2016 2017 2018
Employers with 10-499 employees
Employers with 500+ employees
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
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15. 14
A T H I R D O F C O V E R E D E M P L O Y E E S
A R E N O W I N L O W - C O S T C D H P P L A N S
PERCENTAGE OF COVERED EMPLOYEES ENROLLED IN ACCOUNT-BASED
CONSUMER-DIRECTED HEALTH PLANS
3%
5%
7%
9%
11%
13%
16%
18%
23%
25%
29% 30%
33%
0%
5%
10%
15%
20%
25%
30%
35%
40%
2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
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16. 15
W H AT H A P P E N S W H E N A N E M P L O Y E E M O V E S
F R O M A P P O I N T O A N H S A - E L I G I B L E P L A N ?
EMPLOYERS WITH 500 OR MORE EMPLOYEES
HSA-eligible plan
Premium savings and employer HSA contributions can help offset
the higher deductible. But that’s not enough for all employees.
$4,000Median in-network OOP max $3,000
$2,176 but subtracting the average employer
HSA contribution of $560 (including zeros) lowers
that to $1,616
Average deductible $982
82%Average Actuarial Value 87%
19%Average contribution as % of premium 24%
$93Average monthly contribution $156
Employee-only coverage in… PPO plan
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
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17. 16
E M P L O Y E R S A D J U S T H S A P L A N D E S I G N – B U T
R E M A I N C O M M I T T E D T O P R O V I D I N G O T H E R C H O I C E S
EMPLOYERS WITH 500 OR MORE EMPLOYEES
2017 2018
Employee cost sharing (employee-only coverage)
Average individual deductible $2,077 $2,176
Average OOP maximum $3,900 $4,072
Monthly contribution for individual coverage $83 $93
Employer contribution to HSA (employee-only)
Percent of employers contributing to account 77% 82%
Average annual contribution, when provided $653 $689
Have other enrollment choices?
HSA-eligible CDHP is only plan available to those enrolled
(% of HSA sponsors)
14% 11%
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
18. 17
H S A - E L I G I B L E C D H P s C O S T L E S S T H A N
O T H E R P L A N S – W H I C H M E A N S
E M P L O Y E E S K E E P M O R E O F T H E I R
PAY C H E C K S
AVERAGE MEDICAL PLAN COST PER EMPLOYEE
$12,486
$11,580
$10,357
$10,826
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
PPO HMO HSA-eligible CDHP PPO with deductible
of $1,000 or more
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
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19. 18
E M P L O Y E E S A R E D I V I D E D O N H O W T H E Y WA N T T O
PAY T H E I R P O R T I O N O F I N S U R A N C E C O S T
MORE FROM THEIR PAYCHECK, OR MORE AT THE POINT OF SERVICE? AGE MAKES A DIFFERENCE
65%
< Age 30
45%
Age 60+
More from paycheck,
less at point of service
Less from paycheck,
more at point of service
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
Oliver Wyman 2018 Consumer Survey of US Healthcare
20. 19
M E A N I N G F U L C H O I C E I S VA L U E D B Y E M P L O Y E E S
Richest
Option
30%
2nd
Richest
30%
Middle
23%
2nd
Leanes
t
13%
Leanest
Option
2%
FIVE OPTIONS
PERCENTAGE OF ELIGIBLE EMPLOYEES SELECTING EACH MEDICAL PLAN OPT ION
Richest
Option
33%
2nd
Richest
24%
2nd
Leanes
t
28%
Leanes
t
Option
15%
FOUR OPTIONS
Rich
Option
46%
Middle
Option
33%
Lean
Option
21%
THREE MEDICAL PLAN
OPTIONS
Source: 2018 Mercer Marketplace 365 enrollment results; standard deductible options only
(excludes limited medical, Hawaii, Puerto Rico, HMOs and custom options)
Even with five levels of plan richness
to select from, a significant number of
employees select each option.
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
21. 20
When VB and
core benefits are
integrated
41%
When VB and core
benefits are NOT
integrated
26%
Overall37%
OFFER VOLUNTARY
BENEFITS THAT
SUPPLEMENT A HIGH-
DEDUCTIBLE PLAN
63%
61%
Accident
Hospital
indemnity
26%
20%
Cancer/
critical illness
58%
51%
72%
65%
EMPLOYER S A R E A D D IN G VOLU N TA RY B EN EFITS TO
MAKE HIGH - DEDUCTIBLE PLANS AN EASIER CHOICE
EMPLOYERS WITH 500 OR MORE EMPLOYEES
Individual disability
39%
42%
VOLUNTARY BENEFITS ARE
INTEGRATED WITH CORE
BENEFITS ON THE SAME
ENROLLMENT PLATFORM
% ELIGIBLE EMPLOYEES
ENROLLING IN VOLUNTARY
BENEFITS PROGRAM
2018 2017
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
22. 21
M O R E E M P L O Y E R S C O N S I D E R I N G B U N D L E D S O L U T I O N S
A S A W AY T O O F F E R C H O I C E A N D A H I G H - T E C H
P L AT F O R M
58%
9%
33%
71%
11%
18%
Employers with 10-499 employees
Employers with 20,000+ employees
Employers with 500+ employees
75%
11%
13%
Not
considering
Currently use
or plan to use
by 2020
Considering
within 5
years
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
23. F U T U R E - F O C U S E D
S T R A T E G I E S
L O O K I N G B E Y O N D C O S T -
S H I F T I N G F O R S O L U T I O N S T H A T
B E N E F I T E V E R Y O N E
24. 23
M E R C E R ’ S V I TA L S F O R C H A N G E
STRATEGIES TO REIN IN COST AND DRIVE POSITIVE
HEALTHCARE CHANGE – WITHOUT COST SHIFTING
Data +
analytics
Deliver the right
care at the right
time, in the
right setting,
error free
DRIVE TO
QUALITY
Leverage data
& technology to
help employees
make better
healthcare
decisions
PERSONALIZE
THE EXPERIENCE
Align
reimbursement
with value,
not volume
PAY FOR
VALUE
Examine
traditional and
emerging
opportunities
with an
open mind
EMBRACE
DISRUPTION
Data & Analytics
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
26. 25
E M P L O Y E E S H AV E AC T I V E C H O I C E AT O P E N
E N R O L L M E N T TO S E L E C T P R O V I D E R
N E T W O R K S F O R VAL U E - B A S E D C AR E
500+
employees
20,000+
employees
Tiered network
Cost-sharing is lower for a subset of the broad provider
network selected for quality / cost-efficiency, but the full
network is available
14% 17%
Narrow network
Coverage is limited to a subset of the broad provider
network selected for quality / cost-efficiency
5% 14%
ACO network
Coverage is limited to one local, integrated healthcare
delivery system
2% 12%
Fully capitated HMO 12% 25%
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
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27. 2626
G I V I N G E M P L O Y E E S A C C E S S T O C E N T E R S O F
E X C E L L E N C E – A N D E N C O U R A G I N G T H E I R U S E
EMPLOYERS WITH 500 OR MORE EMPLOYEES
34%
38% 39% 39% 37%
30%
25%
10% 9% 9%
7%
14%
0%
10%
20%
30%
40%
50%
60%
70%
Transplants Oncology Orthopedics Cardiology Women's health
(infertility /
pregnancy)
Bariatric surgery
Require employees to use COE or steer with plan
design differential
No active steerage beyond communication
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
28. 27
15%
38%
47%
S U R G I C A L T R E AT M E N T
D E C I S I O N S U P P O R T S E R V I C E S
EMPLOYERS WITH 20,000 OR MORE EMPLOYEES
Offer and provide
incentive to use
Offer without
an incentive
Do not
offer
P O S I T I V E R E S U L T S
A M O N G T H O S E
O F F E R I N G
Lower incidence of
some procedures
23%
Greater use of Center
of Excellence
18%
Better quality
outcomes (fewer
complications)
26%
No positive benefits 3%
Not able to measure 54%
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
29. 28
P L A N M E M B E R S A R E E N C O U R A G E D
T O U S E A S P E C I A LT Y P H A R M A C Y
21%
21%
14%
55%
49%
12%
12%
32%
500+ employees
20,000+ employees
Offer lower cost-sharing if employees use the specialty pharmacy
Some / all specialty drugs excluded from retail
pharmacy / medical benefit
Encourage use of specialty pharmacies some other way
Do not attempt to steer members to any channel for specialty medications
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
30. 29
MEDICAL
REBATE
MANAGEMENT
Savings varies
based on
current contract
SPECIALTY PBM
CARVE-OUT
10%+ Savings
SITE OF CARE
OPTIMIZATION
3–8% Savings
THERAPEUTIC
CLASS
CARVE-OUT
Savings up to 10%
SPECIALTY
DIAGNOSTIC
Savings identification
Intensity
M A N A G I N G S P E C I A LT Y P H A R M A C Y
S P E N D I N G : A C O N T I N U U M O F
A P P R O A C H E S
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
31. 30
O F F E R O N E O R M O R E P O I N T
S O L U T I O N S
EMPLOYERS WITH 500 OR MORE EMPLOYEES
Through a specialty vendor
outside the health plan
12% Have access to
programs offered
through bundled
solution or digital
navigation partner
3%
Not offered
44%
Through the
health plan
46%
Point solutions are
hyper-focused niche
solutions offered by
new entrants or
established health
vendors looking to fill
gaps. They target
different aspects of the
health experience:
-Chronic conditions
-Lifestyle change
-Program
engagement
-Access to specific
health services
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
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33. 32
G R O W T H I N O F F E R I N G S O F
T E L E M E D I C I N E S E R V I C E S C O N T I N U E S
EMPLOYERS WITH 500 OR MORE EMPLOYEES
18%
30%
59%
71%
80%
2014 2015 2016 2017 2018
T E L E M E D H A S P O T E N T I A L , B U T
U T I L I Z AT I O N R E M A I N S L O W
Among employers with a telemedicine program in use in 2017,
utilization averaged 8% of eligible employees
65%
Offer telemed
through the health
plan
16%
Offer through a
specialty vendor
$30
Median copay
18%
Report utilization >10%
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
34. 33
P R O V I D E E N H A N C E D H E A LT H
A D V O C A C Y S E R V I C E S
EMPLOYERS WITH 500 OR MORE EMPLOYEES
Offer additional services
through a specialty
vendor
21%
Carve out customer
service from health
plan to a specialty
vendor
2%
Only offer health plan's
standard customer
service
64%
Offer plan's enhanced
customer service model
14%
In an enhanced
advocacy program,
the advocate assists
the member with
finding providers,
care coordination,
post-treatment
follow-up, claims
issues, and more
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
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35. 34
B E N E F I T S O F O F F E R I N G E N H A N C E D
H E A LT H A D V O C A C Y S E R V I C E S
EMPLOYERS WITH 500 OR MORE EMPLOYEES
37%
12%
11%
15%
17%
19%
46%
Other benefits
Higher use of high-quality providers
No benefit seen yet
Lower cost or cost trends
Increased participation in health improvement programs
Better management of high-cost claimants
Higher employee satisfaction
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
36. C R E A T I N G A
C U L T U R E O F
H E A L T H
H E L P E M P L O Y E E S T H R I V E –
A N D L O V E W H E R E T H E Y W O R K
37. 36
WHAT COMPANIES OFFERWHAT EMPLOYEES CRAVE
13%
EVP differentiated by having a
purpose-driven mission
75%
Thriving employees are 3x times more
likely to work for a company with a
strong sense of purpose…
21%
Practice some form of
internal pay disclosure
81%
And nearly 5x more likely
to believe they are paid
fairly & competitively
28%
Offer a career
management/pathing tool
14%
Have health & well-being as a
talent management priority this year
75%
10x more likely to feel
career-empowered
77%
3x more likely to say their
workplace focuses on
health & well-being
D O E S Y O U R T O TA L R E WA R D S P R O G R A M G I V E
E M P L O Y E E S W H AT T H E Y R E A L LY WA N T ?
MERCER GLOBAL TALENT TRENDS 2018 STUDY
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
38. 37
M O R E E M P L O Y E R S TA K I N G S T E P S T O B U I L D A
“ C U LT U R E O F H E A LT H ”
EMPLOYERS WITH 500 OR MORE EMPLOYEES
25%
39%
42%
45%
57%
63%
23%
23%
43%
42%
54%
59%
2017 2018
Modified physical work environment to
promote health and well-being (including
Well Building standard)
Healthy food choices in cafeteria,
company meetings or events
No smoking anywhere on work campus
Have policies to promote
healthy work/life balance
Offer onsite fitness facility
Company vision/mission statement
supports a healthy workplace culture
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
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39. 38
U S I N G T E C H N O L O G Y - B A S E D
R E S O U R C E S T O E N G A G E E M P L O Y E E S
44%
27%
10%
54%
40%
16%
Mobile applications Wearables / apps to
monitor activity
Devices to transmit
health measures
500+ employees
20,000+ employees
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
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40. 39
G R O W I N G F O C U S O N B U I L D I N G
I N T R I N S I C M O T I VAT I O N F O R
E N G A G E M E N T I N W E L L - B E I N G
EMPLOYERS WITH 500 OR MORE EMPLOYEES OFFERING WELL-
BEING PROGRAMS
12%
36%
52%
Intrinsic
motivation and
financial
rewards are both
important
Intrinsic
rewards not
a focus of
engagement
strategy
Examples of
intrinsic
motivation include
a sense of
accomplishment,
recognition, social
involvement, or a
connection to a
cause
Intrinsic motivation
becoming more
important relative to
financial rewards
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
41. 40
Offer financial
resources
through a
specialty vendor
45%
41%
Offer through the
health plan
12%
11%
OFFER SUPPORT FOR
MENTAL HEALTH AND
SUBSTANCE ABUSE ISSUES
48%
40%
Mindfulness
Stress
management
79%
75%
Tele-therapy
52%
42%
61%
E M P L O Y E R S A R E A D D I N G P R O G R A M S T O S U P P O R T
M E N TA L H E A LT H A N D F I N A N C I A L W E L L N E S S
EMPLOYERS WITH 500 OR MORE EMPLOYEES
Resiliency
42%
39%
HAVE TAKEN STEPS TO
ADDRESS MENTAL
HEALTH PARITY
OFFER FINANCIAL TOOLS,
ADVICE OR GUIDANCE
(OTHER THAN FOR
RETIREMENT)
2018 2017
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
42. 41
M A N Y E M P L O Y E R S H AV E TA K E N
S T E P S T O A D D R E S S O P I O I D
A B U S E , B U T O T H E R S D O N ’ T S E E
I T A S A P R I O R I T Y
EMPLOYERS WITH 500 OR MORE EMPLOYEES
5%
16% 16%
28%
44%
Added employee
health services
Made changes to
health plan
design to
address it
Employee
communications /
education
Planning to take
action within the
next two years
Not a priority
►Prevention. Push medical
and dental plans to
monitor the prescribing
behavior of network
providers, and PBMs to use
evidence-based
formularies.
►Identification and
harm mitigation. Plan
design should support
screening patients for
substance use disorder and
quick access to medication-
assisted treatment and
other services needed.
►Treatment. Steer
individuals to high-quality,
in-network treatment
facilities through advocacy
programs and/or a well-
integrated EAP .
►Supported return to
work. More deliberate
return to work programs
and recovery support
services can minimize the
risk of relapse.
Four areas in which
employers can exert a
positive influence:
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
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43. 42
U S E A N I N T E G R AT E D P L AT F O R M F O R
A L L H E A LT H A N D W E L L - B E I N G
P R O G R A M S / V E N D O R S
20%
14%
20%
24% 24%
26%
0%
5%
10%
15%
20%
25%
30%
All programs/vendors can
be accessed through one
integrated platform
Have begun to integrate
programs/vendors
Considering an integrated
platform
500+ employees
20,000+ employees
Accessing all
programs in one
location – a “health
engagement hub” --
makes the
experience more
immediate and
personalized,
building employee
engagement
44. 43
M E AS U R I N G T H E VAL U E O F I N V E S T M E N T I S
C H AL L E N G I N G , B U T M O S T T H AT D O
M E AS U R E R E P O R T P O S I T I V E R E S U LT S
AMONG EMPLOYERS OFFERING WELL-BEING PROGRAMS
500+
EMPLOYEES
20,000+
EMPLOYEES
Have not measured 67% 51%
Have measured, and found:
Positive impact on medical trend 14% 27%
Improved productivity or business outcomes 7% 14%
Higher employee engagement scores 15% 17%
Improved attraction and retention 9% 12%
No positive impact seen so far 8% 11%
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
45. I N N O V A T I O N
T H A T A I M S F O R
S U S T A I N A B L E
C O S T … A N D M O R E
N E W C H A L L E N G E : C R A C K I N G T H E C O D E O F
E N G A G E M E N T B Y D E S I G N I N G H E A LT H B E N E F I T S
F R O M T H E I N S I D E O U T
46. 4545
B E S T- P R A C T I C E C H E C K L I S T F O R
L O W E R C O S T G R O W T H
RESPONDENTS’ COST TRENDS WERE ANALYZED BASED ON THEIR USE OF
THESE 27 BEST PRACTICE COST-MANAGEMENT STRATEGIES
BASICS WELL-BEING QUALITY AND VALUE
✓ Offer CDHP
✓ HSA sponsor makes a contribution
to employees’ accounts
✓ Offer voluntary supplemental
health insurance
✓ Use bundled solution for health
benefits (including private benefits
exchange)
✓ Use stop-loss insurance
✓ Mandatory generics or other
Rx strategies
✓ Steer members to specialty
pharmacy for specialty drugs
✓ Collective purchasing of Rx
benefits
✓ Offer one or more point solutions to
address population health issues
✓ Company vision/mission statement
supports a healthy workplace culture
✓ No smoking on work campus
✓ Offer technology-based well-being
resources (apps, devices,
web-based)
✓ Use incentives for well-being
programs
✓ Well-being strategy focuses on
intrinsic motivation to improve health
✓ Spouses and/or children may
participate in programs
✓ Smoker surcharge
✓ Have taken action to address opioid
abuse/addiction in the workplace
✓ Provide teletherapy, stress mgmt,
resiliency, or mindfulness programs
✓ Offer enhanced health advocacy
✓ Offer a Center of Excellence for
bariatric, oncology, cardiology,
orthopedics or women’s health
✓ Steer employees to a COE with
incentive/penalty, or require it
✓ Provide incentive to use surgical
decision support service
✓ Primary care on-site clinic
✓ Telemedicine utilization of 6%+
✓ Use enhanced fraud, waste and
abuse approaches
✓ Use predictive analytics in setting
health plan strategy
✓ Employees have option at open
enrollment to elect:
– Tiered or narrow network
– Accountable care organization
– Fully capitated HMO
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
47. 46
AV E R A G E C O S T I N C R E A S E B A S E D O N
N U M B E R O F B E S T P R A C T I C E U S E D
AVERAGE INCREASE IN TOTAL HEALTH BENEFIT COST IN 2018, AMONG
EMPLOYERS WITH 500 OR MORE EMPLOYEES
5.0%
4.4%
3.8%
3.2%
0-7 best practices 8-10 best practices 11-13 best practices 14+ best practices
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
Respondents were divided into 4 roughly equal groups
(quartiles) based on how many best practices they used
Based on unweighted data.
48. 47
W I D E N I N G G A P I N P E R F O R M A N C E
B A S E D O N U S E O F B E S T P R A C T I C E S
AVERAGE ANNUAL INCREASE IN TOTAL HEALTH PLAN COST, AMONG
EMPLOYERS WITH 500 OR MORE EMPLOYEES
3.7%
2.9%
3.8%
2.7%
3.2%
4.3%
3.8%
4.8%
4.2%
5.0%
2014 2015 2016 2017 2018
Employers using the most best practices
Employers using the fewest best practices
Based on unweighted data.
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
49. 48
T U R N O V E R I S L O W E R A M O N G
E M P L O Y E R S T H AT D O T H E M O S T T O
P R O M O T E W E L L - B E I N G
AVERAGE TURNOVER RATE IN 2017, AMONG EMPLOYERS WITH 500 OR
MORE EMPLOYEES
30%
21%
19%
0–3 well-being best
practices
4–5 well-being best
practices
6 or more well-being best
practices
Based on unweighted data.
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
50. 49
W E L L - B E I N G F O C U S I S A S S O C I AT E D
W I T H L O W E R T U R N O V E R A C R O S S
I N D U S T R I E S
AVERAGE TURNOVER RATE IN 2017 AMONG EMPLOYERS WITH 500 OR
MORE EMPLOYEES
62%
40%
28%
21%
18%
43%
23%
18%
16% 15%
Wholesale/Retail Services Health care Manufacturing High Tech
Employers using fewest well-
being best practices
Employers using most well-
being best practices
Based on unweighted data.
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
51. 50
POPULATION
HEALTH
PLAN DESIGN NETWORKS AFFORDABILITY
E M P L O Y E R D R I V E N H E A LT H T R A N S F O R M AT I O N
DESIGNING FOR THE CONSUMER OF TOMORROW
Perceived value
Personalized
steerage
Address social
determinants of
health
Stratified focus on
health needs
Convenience
High-cost focus
“Those programs
aren’t for me”
“Wow that is so easy”
“I know exactly what
to do and where to
go”
“I have the resources
I need to get healthy
or stay healthy”
“I don’t have to stress
about the basics –
now I can focus on
my health”
Soft Steerage
“Where do I go for
care?”
Broad access
“I have other things
to worry about”
Imperfect wage-
based
contributions
Actuarial Value
Total Cost of
Care
Today’s
Design
Elements
Design
Philosophy for
Tomorrow
“I don’t understand
why our benefits get
worse each year”
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
52. 51
D E S I G N I N G F O R T O M O R R O W :
A R O A D PAV E D W I T H D ATA
THE RIGHT DATA WITH THE RIGHT STRATEGY WILL YIELD
EXPONENTIAL INSIGHTS, WINNING THE TRUST OF CONSUMERS
Exponential
Value
A race to capture and harness
the value of unstructured data
from diverse sources to paint
a fuller picture than claims or
labs can ever provide
Continued Competition
Industry grapples for control of
the data, recognizing the
business value; who will
emerge the victor?
Consumers
Considerations
While many consumers find
value in personalized and
simple experiences,
establishing trust is key
To deliver a benefits experience that rivals the
consumer experience of a Netflix or Amazon,
you need to use similar data
To maximize the value of your programs, your
vendors must agree to share data transparently
among all ecosystem partners
It’s time to re-evaluate how your data is
used
It’s time to re-evaluate what data your
organization uses
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
53. 52
E M P L O Y E R S A R E J U S T S TA R T I N G T O
U S E D ATA A N A LY T I C S T O E N H A N C E
H E A LT H P R O G R A M S T R AT E G Y
14%
18%
58%
64%
7%
14%
57%
16%
500+ employees
20,000+ employees
Expect to use predictive analytics within three years
Use predictive analytics in setting health plan strategy now
Receive the data we need to drive strategy from all health partners
Use a data warehouse
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.
54. 53
S H I F T I N G T O D AY, S H A P I N G T O M O R R O W
TRANSFORMING FROM THE INSIDE, OUT
Through the Vitals for Change, employers are able to
construct a strategy to drive change in the external market
…but employers must also look inward, to the people who make up their organization
DRIVE TO
QUALITY
PERSONALIZE
THE EXPERIENCE
PAY FOR
VALUE
EMBRACE
DISRUPTION
Data & Analytics Data & Analytics Data & Analytics Data & Analytics
Redesigning the experience with the
consumer in mind will yield
healthier, more productive
employees, and better business
outcomes
MERCER NATIONAL SURVEY OF EMPLOYER-SPONSORED HEALTH PLANS
Copyright 2018 Mercer (US) Inc. All Rights Reserved.