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(1)

2012 NATIONAL SURVEY OF

EMPLOYER-SPONSORED HEALTH PLANS

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 1

About Mercer’s survey

• Now in its 27thyear, the survey was established in 1986.

• A national probability sample has been used since 1993. This means that survey results are representative of all employer health plan sponsors in the US with 10 or more employees.

• The national, regional and major industry group results are weighted to represent all US employers. However, results for smaller groups – city, state and other special employer groups – are unweighted and represent only the respondents in the group.

• 2,809 employers (with 10 or more employees) participated in 2012. • In this presentation, we refer to:

- small employers – 10-499 employees - large employers – 500+ employees - very large employers – 5,000+ employees.

(2)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 2

Who’s in the audience?

• Employers (HR, benefits, CFO, etc.)

• Recruiters / Employment

• Healthcare Providers / Health Delivery Organizations

• Vendors / Carriers

• Brokers / Consultants

• Other category?

• Small <500

• Large 500 >

*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) 1990-2012; Bureau of Labor Statistics, Seasonally Adjusted Data from the Current Employment Statistics Survey (April to April) 1990-2012.

FLASH! Employers hold cost increase to lowest level in 15 years

Health benefit cost growth dips to 4.1% after employer actions

17.1%

12.1%

10.1%

8.0%

-1.1% 2.5%

0.2% 6.1%

8.1% 11.2%

14.7%

10.1%

7.5%

5.5% 4.1% 5.0%* 6.1%

6.9% 6.3% 6.1% 6.1% 6.1% 7.3%

2.1%

-2.0% 0.0% 2.0% 4.0% 6.0% 8.0% 10.0% 12.0% 14.0% 16.0% 18.0% 20.0%

1990 1991 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 Workers' earnings

Annual change in total health benefit cost per employee Overall inflation

(3)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 4

Slower trend reflects employer response to three major market forces….

• Sluggish

economy

keeps the pressure on employers to control health cost

trend – and on employees to watch spending

• Health

reform

(PPACA) has been and will continue to be a catalyst for

change – especially employers’ concern about the excise tax on high-cost

plans

• Employers are taking advantage of market

innovations

aimed at creating

more efficient health care delivery

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 5

Don’t know

Increase of 2% or less

Increase of 3% or more

No increase

Expected cost increase due to PPACA requirements effective in 2014

46% 40%

33% 32% 31% 29%

24%

Retai l and hosp

itality

Othe r ser

vices Manu

factu ring

Gove rnme

nt Tran

spor tation

/

Comm unica

tion/ Utilit

y Healt

h car e servi

ces Finan

cial s ervic

es

Expect cost increase of 3% or moredue to PPACA requirements effective in 2014, by industry

Source: Mercer’s Survey on Health Care Reform After the Decision

Most employers say reform will raise costs in 2014

(4)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 6

Despite added cost pressure, most employers will continue to

provide health benefits…

20%

6% 19%

9% 22%

7%

2010 2011 2012

Small employers All large employers

Percent of employers that are

likely to terminateplans within the next five years

…but they are changing the terms

1. Resetting benefit value

2. Actively engaging employees in improving their own health

3. Focusing on choice

(5)

#1 - Resetting benefit value

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 9 --20%

20% 30%

Hospital coinsurance

HSA-eligible CDHP HMO

PPO Example

60% plan

--$500

$2,250 $500

Median cost sharing* amounts for:

$1,500 $1,800

Deductible

$3,000 $5,950

Out-of-pocket maximum

9

Room to reduce? Health reform sets the bar for plan value at 60% of

covered expenses – lower than for most employer-sponsored plans

Large employers

* Cost sharing for individual, in-network coverage

What is y

our emplo

yer Plan’s

actuaria

l value? D

(6)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 10

$10,167

$7,833 $10,007

PPO HMO HSA-eligible CDHP

Consumer Driven Health Plans (CDHPs) typically pass the 60% “test”

and cost about 20% less than PPO and HMO coverage

Medical plan cost per employee

(Includes employer contributions to HSA accounts)

$1,016

$1,113 $1,192

$1,410 $1,452

$511 $565 $587

$501

$666

2008 2009 2010 2011 2012

Small employers Large employers

Large employers dramatically raised PPO deductibles in 2012

Small employers raised theirs in 2011

Average PPO deductible for individual, in-network coverage

+17% in 3 years +18%

in 1 year

+13% in 1 year

(7)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 12

Many employers see CDHPs as central to their response to health reform

Large employers

14%

20% 20%

23%

32%

6% 7% 8%

10%

13% 15%

36%

2007 2008 2009 2010 2011 2012

Percent of employers offering CDHPs

Percent of covered employees enrolled in CDHPs

CDHP growth is accelerating – Prevalence and enrollment nearly doubled in just 3 years

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 13

Growing employee acceptance spurs growth in CDHP-only programs

Large employers

19% 23%

27% 37% 38% 40%

2010 2011 2012

HSA-eligible CDHP HRA-based CDHP

More employees choosing CDHP

% choosing CDHP when offered w/other medical plans

9% 10%

14% 17%

28% 21%

2010 2011 2012

HSA-eligible CDHP HRA-based CDHP

Full replacement becomes more common

% of CDHP sponsors offering no other plan

41%

15%

Employer contribution to HSA

>$750

Employer does not contribute to HSA

Employer HSA funding drives enrollment

% of employees enrolled

11%

18%

2011 2012

Expect to offer a CDHP as full replacement 5 years from now

(8)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 14

Defined contributions: one way employers are resetting benefit value

A framework, not a single strategy

1. Core | buy-up (employer contribution for all plan options)

2. Flat-dollar subsidy | voucher (employee buys own)

3. Fixed employer increase (contributions are set annual increases) 14%

11%

33%

Currently use or are considering a defined contribution approach:

Why are employers looking at a defined contribution approach to medical? To reset how the employer and employee share the cost of coverage

To connect employees to their health care and its cost – and be a catalyst for employees to make better choices

To improve financial predictability in medical program budgeting To parallel retirement plans’ transition from DB to DC

#2 - Engaging employees

(9)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 16

26% 31% 28%

9% 82%

78% 80%

51%

63%

74%

48% 49%

36% 29%

Case management

Disease management

Nurse advice line

Health advocate

Behavior modification

Health assessment

Worksite biometric screening

Small employers Large employers

Health management is now the norm, addressing a full range of needs

Percent of employers offering program

REACTIVE PROACTIVE

Half of Employers

Addressing the continuum of health needs

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 17

Employers are now focused on building employee engagement through

incentives – and are seeing results

27%

39% 33%

45% 54%

66%

All large employers Employers with 5,000 or more employees

2010 2011 2012

More employers are driving engagement through incentives, most often cash or contribution

reductions

46%

24%

40% 53%

26%

50%

27%

17% 17%

Health assessment completion rate Lifestyle management program* Validated biometric screening rate

All employers offering program Employers offering incentives Employers not offering incentives

Large employers using incentives report higher participation rates *Average % of identified persons actively engaged in program

(10)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 18

4% 4% 4%

6%

9% 9% 9%

18%

Body mass index

Cholesterol Blood pressure

Any

2011 2012

9% 10%

12%

15%

2009 2010 2011 2012

Sharp growth in use of outcomes-based incentives

More large employers linking incentives to what employees do about their health

Offer lower premium contributions to non-tobacco users

Provide incentives for achieving or maintaining health status targets

Building successful health management programs

Data analysis reveals five key influences on medical savings

47% 46% 41% 37% 37%

66%

76% 69% 68% 68%

Yes No

Formal, written strategic plan for HM is in place

Financial outcomes goals are included in strategic HM plan Branded HM communications

Spouses are included in key components of health management program Strategy in

place

Senior leadership actively participates in HM programs

Percentage of HERO Scorecard respondents reporting savings due to EHM

(11)

#3 - Focusing on choice and provider quality

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 21

Survey results point to employers’ growing interest in choice – why now?

• All individuals

must have health insurance

under the reform law, raising the

need for low-cost employer-sponsored options

• A diverse workforce has

diverse needs

– Choice promotes efficiency by allowing employees to buy the amount of

coverage they need

– More costly choices must come with a cost to employees

• Adding choice

eases the transition

to a more sustainable health benefit

design

(12)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 22

Growing use of tools and technology to improve the delivery of care

Large employers

23% 22% 22% 20% 12% 10% 11% 6% 27% 19% 14% 16% 22% 17% 16% 19% Currently use Considering using Value-based design

Surgical centers of excellence

Data warehousing

Collective purchasing of medical or Rx benefits

High-performance networks

Telemedicine

Reference-based pricing

Medical homes

Top 5 cost savers: Employers using strategy that

achieved lower cost as a result: • Collective purchasing 70% • Reference-based pricing 57% • Value-based design 56% • High-performance networks 51% • Surgical center of excellence

43%

Telecommuting / Work from home Adoption assistance

On-site/near-site dep. care Fitness center discounts Legal consult / referral Financial consult / referral Dep. care resource / referral Elder care resource / referral

Work/Life Benefits 89% 83% 75% Supplemental life* Disability Vision 58% 41% 38% 32% 31% 58% 38% 34% 31% Accident

Cancer / critical ill. Whole / universal life Long-term care

19% 18% 16% Voluntary Benefits

Auto / Homeowners Travel Hospital indemnity 25% 22% 11% P e rc e n t o f la rg e e m p lo y e rs o ff e ri n g t h e b e n e fi t 90% 60% 30% 0%

*Supplemental employee term life (83% offer dependent term life)

For more than a third of employers, voluntary benefits offer a way to

maintain employee benefit options as core benefit plans change

(13)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 24

76% 72% 66% 50%

37%

Why offer a voluntary benefits program?

Large employers

Give employees opportunity to fill gaps in employer-paid benefits

Help employees take advantage of group purchasing power Accommodate employee requests

Offer additional benefits at no cost to the employer

To maintain employee benefit options as core benefit plans change

Profile of a successful

voluntary program:

Employee-valued products

User-friendly platform

Multi-faceted enrollment solutions

Robust education and communication program

Program coordination

#4 - Exploring new options: Private insurance

exchanges

(14)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 26

Growing interest in private health care exchanges

18%

56%

2011 2012

Why are employers looking at

private health care exchanges?

One-stop shoppingacross core medical, life, disability and voluntary benefits Technologyeases employee decision-making

Collective buying powerand influence help control total benefit cost

Some allow employers to retain control Employees are not necessarily opposed to change as long as they see financial benefit

Percent of employers that would consider offering a private exchange

Taken all together…we see employers keeping goals in focus and

bringing strategies together to create more sustainable programs

Private Insurance Exchanges Cost control, choice and streamlined

plan management Choice, Value and Quality

Leveraging the power of information and technology

Health Management Programs A full continuum of programs & new

rules of engagement Resetting Plan Design

CDHP, DC, choice at a cost

Cost Control Compliance Engaged Workforce

(15)

Evansville, Indiana

Aggregated Survey Results

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 29

About the Survey

888 Midwest All

Number of participants Employers

1177 500-4,999 employees

720 50-499 employees

12 Evansville Aggregate results

• The employer groups shown in this presentation are:

• The map below shows which states fall into each of the four major

geographic regions:

(16)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 30

Demographics

9% 51%

41 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

8% 44%

42

13% 0%

% of union employees

50% 42%

% of female employees

42 44

Average employee age

1 year = appx. +2%

(17)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 32 75%

83%

77%

90%

10%

25%

33%

17% 15% 20%

26%

0%

6% 7% 10%

0% 2% 1% 4%

8%

Evansville Aggregate results

Midwest All 50-499 employees 500-4,999 employees

PPO / POS HMO HSA-eligible CDHP HRA-based CDHP Indemnity

Type of medical plan offered

Percent of employers offering each type of medical plan

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 33 70%

66% 70%

75%

16% 16% 10%

8%

8% 11% 13%

17%

5% 6% 6%

0%

1% 0% 1% 0%

PPO / POS HMO HSA-eligible CDHP HRA-based CDHP Indemnity

Evansville Aggregate results

Midwest All

50-499 employees

500-4,999 employees

Employee enrollment

(18)

Total health benefit cost

+4.0% +6.0% +3.3% +6.6%

$10,683 $10,326 $10,450$11,141

$9,998 $10,080

$8,992 $9,353

Evansville Aggregate results

Midwest All 50-499 employees 500-4,999 employees

2011 % Change 2012

*Total health cost includes medical, dental, Rx and specialty benefits

(19)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 36

Expected average increase in total health benefit cost per employee for

2013

*Changes to plan design or health plan vendor

5.3% 8.4% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

5.0% 7.1%

4.8% 6.3%

After making changes*

6.7% 7.9%

Before making any changes*

(20)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 38

Employee contribution for

individual

coverage

Average monthly contribution ($)

$66 $72

$87 $93

HSA-eligible CDHP

$17 $21

$22 $16

Dental

$79 ID

ID ID

HRA-based CDHP

$99 $117 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

$175 $156

$105 $56

HMO

$110 $128

PPO / POS

Employee contribution for individual coverage

Average contribution as a % of premium

17% 24%

26% 24%

HSA-eligible CDHP

51% 62%

64% 68%

Dental

21% ID

ID ID

HRA-based CDHP

25% 25% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

44% 32%

23% 10%

HMO

22% 25%

(21)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 40

Employee contribution for

family

coverage*

Average monthly contribution ($)

*Family coverage is defined as coverage for employee, spouse and two children

$265 $371 $330 $287 HSA-eligible CDHP $50 $65 $54 $61 Dental $314 ID ID ID HRA-based CDHP $470 $517 50-499 employees 500-4,999 employees Midwest All Evansville Aggregate results $317 $497 $371 $535 HMO $394 $347

PPO / POS

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 41

Employee contribution for family coverage*

Average contribution as a % of premium

*Family coverage is defined as coverage for employee, spouse and two children

24% 40% 42% 25% HSA-eligible CDHP 55% 65% 69% 72% Dental 28% ID ID ID HRA-based CDHP 50% 47% 50-499 employees 500-4,999 employees Midwest All Evansville Aggregate results 56% 52% 28% 36% HMO 30% 28%

(22)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 42

Salary-based contributions

ID 4% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

ID 2%

3 3

Median number of salary bands

12% 9%

Employee contribution amount varies based on salary

(23)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 44 18%

19% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

19% 21%

18% 27%

% of employers offering incentive to waive coverage

16% 20%

Average % of employees waiving own coverage

Coverage waivers

How? What incentive?

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 45 45% 50%

35% 17%

Offer same-sex domestic partner coverage

46% 7% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

55% 10%

58% 53%

% of employees electing dependent coverage

12% 40%

Include provisions concerning spouses with other coverage available

(24)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 46 94% 97%

98% 50%

Benefits, contributions same for PTEs, FTEs (when PTE coverage is provided)

26 49% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

29 42%

24 31

Average number of hours / week required for

coverage

63% 25%

Offer coverage to part-time employees*

Part-time employees

*Among employers that have part-time employees

Offer mini-med or limited health plan

8%

1%

2%

5%

Evansville Aggregate results

Midwest All 50-499 employees 500-4,999 employees

(?) Eliminated (?) 2014

(25)

Strategic planning

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 49

Very likely to offer account-based CDHP in 2013

Includes employers that offered a CDHP prior to 2013

17%

20%

23%

29%

0%

6%

12% 13%

Evansville Aggregate results

Midwest All 50-499 employees 500-4,999 employees

With a Health Savings Account

(26)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 50 32%

19% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

27% 22%

49% 36%

Alongside other medical plan choices for all employees

18% 27%

As the only type of plan offered for at least some employees

Expect to offer an account-based CDHP in next five years

3% 6% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

3% 4%

5% 17%

Other incentive

14% 17%

Lower premium contribution

(27)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 52

Offer on-site or near-site medical services*

33%

25% 33%

15%

Evansville Aggregate results

Midwest All 50-499 employees 500-4,999 employees

Occupational health clinic Primary care clinic

*Based on employers with 500 or more employees

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 53 11% ID

ID 0%

Reference-based pricing

20% ID

ID 33%

Data warehouse

18% ID

ID 67%

Collective purchasing of medical or pharmacy benefits

21% ID

ID 0%

Surgical centers of excellence

22% ID

ID 33%

Value-based plan design

6% ID

ID 0%

Medical homes (AICU model)

10% ID

ID 0%

Telemedicine

ID 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

ID 11%

33% High-performance

networks

Advanced cost-management strategies used*

(28)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 54 9% 15%

8% 0%

HR administration reporting

25% 31%

22% 0%

Any of the above

8% 4% 4% 20% Considering outsourcing 10% 12% 11% 0% Employee communications 11% 20% 50-499 employees 500-4,999 employees Midwest All Evansville Aggregate results 7% 17% 12% 0%

Self-service (e.g., employee life event changes)

14% 0%

Annual enrollment

Outsource health plan administration

6% 10%

7% 9%

Some other defined contribution approach

62% 49%

54% 73%

Not currently using or considering defined contributions 9% 13% 19% 0%

Provide employees with subsidy to purchase coverage on their own

40% 13% 50-499 employees 500-4,999 employees Midwest All Evansville Aggregate results 31% 12% 28% 18%

Provide same dollar contribution for all plans, employees pay more for more expensive coverage

8% 9%

Raise employer contribution by a set amount each year, employees absorb the rest of the increase

Use (or considering using) a "defined contribution" approach to

funding health coverage

(29)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 56 62% 44%

41% 58%

Would not consider a private health exchange

17% 28%

28% 0%

To Medicare-eligible retirees

31% 47% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

37% 54%

22% 8%

To pre-Medicare-eligible retirees

29% 42%

To active employees

Would consider offering private health exchanges, as they become

generally available

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 57

Growing interest in private health care exchanges

18%

56%

2011 2012

Why are employers looking at

private health care exchanges?

One-stop shoppingacross core medical, life, disability and voluntary benefits Technologyeases employee decision-making

Collective buying powerand influence help control total benefit cost

Some allow employers to retain control Employees are not necessarily opposed to change as long as they see financial benefit

Percent of employers that would consider offering a private exchange

(30)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 58 62% 44%

41% 58%

Would not consider a private health exchange

17% 28%

28% 0%

To Medicare-eligible retirees

31% 47% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

37% 54%

22% 8%

To pre-Medicare-eligible retirees

29% 42%

To active employees

Would consider offering private health exchanges, as they become

generally available

Preferred Provider Organization (PPO) /

Point-of-Service Plans (POS)

(31)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 60

+5.8% +8.4% +4.2% +7.2%

$10,241 $10,020 $9,915$10,624

$9,614 $9,449

$8,788 $9,299

Evansville Aggregate results

Midwest All 50-499 employees 500-4,999 employees

2011 % Change 2012

Average PPO / POS cost per employee, for active employees

Congrats!

9.7% l

ower than

average

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 61 $900 $1,250

$2,000 $1,000

Median out-of-network deductible

95% 90%

88% 100%

% requiring for out-of-network services

$1,000 79% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results Individualdeductible

$1,000 87%

$500 $500

Median in-network deductible

85% 100%

% requiring for in-network services

PPO / POS deductibles

$2,000 $3,000

$4,000 $2,700

Median out-of-network deductible

95% 91%

86% 100%

% requiring for out-of-network services

$2,000 82% Familydeductible

$2,000 86%

$1,000 $1,050

Median in-network deductible

86% 100%

% requiring for in-network services

(32)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 62 63% 71%

74% 78%

Emergency room visits

97% 97%

96% 100%

Inpatient hospital stays

76% 40% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

77% 45%

80% 89%

Lab tests and x-ray / radiology services

35% 67%

Physician office visits

Services subject to the annual deductible

$20 $25

$25 $23

Median copay amount

2% 7%

14% 0%

No cost-sharing is required

10% 86% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

12% 76%

21% 56%

% requiring coinsurance

84% 67%

% requiring copay

PPO / POS in-network primary care physician (PCP) visit

cost-sharing

(33)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 64 $40

38% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

$50 33%

$40 $35

Median copay amount, when higher than PCP

47% 11%

% requiring higher copay for specialist

PPO / POS in-network specialist visit cost-sharing

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 65 40% 40%

35% 40%

Median coinsurance amount

2% 5%

13% 0%

No cost-sharing is required

66% 31% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

57% 35%

88% 100%

% requiring coinsurance

15% 22%

% requiring copay

(34)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 66 20% 20%

20% 20%

Median coinsurance amount

$250 $250

$1,000 $425

Median deductible amount

12% 20%

28% 0%

No cost-sharing is required

60% 15% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

63% 7%

75% 89%

% requiring coinsurance

19% 33%

% requiring deductible / per-admission copay

PPO / POS in-network hospital stay cost-sharing

40% 40%

35% 40%

Median coinsurance amount

3% 6%

7% 0%

No cost-sharing is required

83% 7% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

83% 8%

92% 89%

% requiring coinsurance

14% 22%

% requiring deductible / per-admission copay

(35)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 68 36% 33%

26% 56%

% requiring coinsurance

3% 5%

17% 0%

No cost-sharing is required

$100 72% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

$150 63%

$100 $100

Median copay amount

78% 78%

% requiring copay

PPO / POS emergency room visit cost-sharing

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 69 $4,000 $4,500

$5,000 $4,000

Median for out-of-network services

$2,500 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results IndividualOOP maximum

$2,500 $2,250

$2,000 Median for in-network services

PPO / POS out-of-pocket (OOP) maximums*

$8,000 $9,000

$10,000 $8,000

Median for out-of-network services

$6,000 FamilyOOP maximum

$5,000 $5,000

$3,500 Median for in-network services

(36)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 70 9%

38% 42% 0%

18%

37% 38% 22%

67%

24% 18% 78%

6% 1% 2% 0%

Conventionally insured Experience-rated

Self-funded with stop-loss Self-funded without stop-loss

Evansville Aggregate results

Midwest All

50-499 employees

500-4,999 employees

PPO / POS funding method

HSA-eligible Consumer-Directed Health Plans

(CDHP)

(37)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 72 -3.7%

$7,883 $7,742 $8,263

$6,920 $6,667

Evansville Aggregate results

Midwest All 50-499 employees 500-4,999 employees

2011 % Change 2012

Average HSA-eligible CDHP cost per employee*, for active employees

*Includes employer account contribution, if any

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 73 $2,650 $3,350

$4,000 $3,000

Median for out-of-network services

$2,500 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results Individual deductible

$2,500 $1,500

$2,750 Median for in-network services

HSA-eligible CDHP deductibles

$5,300 $7,000

$5,000 $6,000

Median for out-of-network services

$5,000 Family deductible

$5,000 $3,000

$6,500 Median for in-network services

(38)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 74 20% ID

ID 20%

Median coinsurance amount

33% 51%

56% 0%

No cost-sharing is required

36% 13% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

32% 12%

61% 100%

% requiring coinsurance

8% 0%

% requiring copay

HSA-eligible CDHP in-network physician visit cost-sharing

40% 30%

30% 45%

Median coinsurance amount

12% 22%

19% 0%

No cost-sharing is required

73% 5% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

80% 1%

87% 100%

% requiring coinsurance

1% 0%

% requiring copay

(39)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 76 $6,000 $5,500

$8,000 $12,075

Median for out-of-network services

$3,500 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results Individual OOP maximum

$4,000 $3,000

$4,625 Median for in-network services

HSA-eligible CDHP out-of-pocket (OOP) maximums*

$12,000 $11,000

$16,000 $24,150

Median for out-of-network services

$7,500 Family OOP maximum

$8,000 $6,000

$9,250 Median for in-network services

*Includes deductible

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 77 10% 3%

1% 0%

100% coverage for at least some Rx categories

4% 0%

6% 50%

Lower cost-sharing, but not 100%

3% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results Preventive Rx covered at

separate, higher benefit level:

7% 17%

0% Not subject to deductible

HSA-eligible CDHP prescription drug coverage

77%

84% 69%

100% Non-preventive

prescription drugs subject to same coinsurance as any other medical expense

(40)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 78

Average % of eligible employees enrolled in HSA-eligible CDHP when

offered as an option

25% 39%

35% 54%

Evansville Aggregate results

Midwest All 50-499 employees 500-4,999 employees

Congrats

again!

Percent of employers making an HSA account contribution

72% 70%

64% 100%

Evansville Aggregate results

(41)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 80 $1,000 $1,200

$1,500 $1,080

Median for family coverage

$750 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results Employer contribution to

account

$1,000 $500

$930 Median for employee-only

coverage

HSA-eligible CDHP employer contributions

Among employers contributing to the account

11% 1%

1% 0%

Incentive-based contributions

88% 88%

99% 50%

Fixed, non-conditional contributions

12% Type of employer account

contribution

0% 7%

50% Matching contributions

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 81 37%

16% 17% 0%

34% 33%

23%

100%

29% 51%

60%

0%

Fully pre-fund Fund every paycheck Fund monthly or on other schedule

Evansville Aggregate results

Midwest All

50-499 employees

500-4,999 employees

HSA-eligible CDHP funding schedule for employer account

contributions

(42)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 82

Offer a limited-purpose

56%

34% 29%

0%

Evansville Aggregate results

Midwest All 50-499 employees 500-4,999 employees

FSA in conjunction with HSA

(43)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 84

4.4% 4.7%

4.1%

4.8%

2.9%

5.1% 5.0% 5.2%

Evansville Aggregate results

Midwest All 50-499 employees 500-4,999 employees

At last renewal

Expected at next renewal

Annual change in cost per employee for prescription drug benefits

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 85 30% 15%

25% 64%

Use coinsurance for 1 or more drug categories

14% 8%

14% 25%

4 or more levels

71% 70%

56% 75%

3 levels: generic, formulary, non-formulary 10% 9% 50-499 employees 500-4,999 employees Midwest All Evansville Aggregate results Retail 16% 9% 10% 0%

2 levels: generic, brand

4% 0%

Same level for all drugs

Employee cost-sharing requirements for prescription drug plans

25% 13%

24% 67%

Use coinsurance for 1 or more drug categories

12% 6%

14% 18%

4 or more levels

72% 73%

58% 64%

3 levels: generic, formulary, non-formulary 10% 8% Mail-order 16% 10% 11% 0%

2 levels: generic, brand

4% 9%

(44)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 86 $50 $51 $53 $38 Brand-name non-formulary $32 $12 50-499 employees 500-4,999 employees Midwest All Evansville Aggregate results Retail $32 $11 $30 $28 Brand-name formulary $10 $11 Generic

Copayments in prescription drug plans

Average copayment among employers with three payment levels

$102 $107 $109 $80 Brand-name non-formulary $67 $25 Mail-order (for 90-day

supply) $64 $21 $62 $50 Brand-name formulary $21 $19 Generic 11% ID ID 0%

Retail penalty program (maintenance drugs are subject to higher cost sharing after 2-4 fills at a retail pharmacy) 13% ID ID 0% Mandatory mail-order (maintenance drugs must be filled by mail after 2-4 fills at a retail pharmacy)

ID ID 50-499 employees 500-4,999 employees Midwest All Evansville Aggregate results ID ID 47% 50%

Step therapy (generics / preferred brands required before non-preferred brands)

33% 0%

Mandatory generics (with or without physician override)

(45)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 88 18% ID

ID 0%

None of the above

2% ID

ID 0%

Not applicable – Do not cover any specialty medications

13% ID

ID 0%

All dispensing (Rx and medical) through specialty vendor

43% ID

ID 50%

Step therapy

32% ID

ID 50%

Formulary management

49% ID

ID 100%

Utilization management

23% ID

ID 0%

Higher cost sharing for specialty medications

ID ID 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

ID ID

33% 0%

Retail lockout

12% 0%

Medical lockout

Specialty drug cost-management strategies among employers with

1,000+ employees

(46)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 90 62% 43%

36% 42%

Lifestyle management / behavior modification 43% 26% 13% 27% End-of-life case management 50% 40% 26% 67%

Health advocate services

79% 64%

49% 67%

Nurse advice line

77% 53%

33% 67%

Any disease management (DM) program 81% 48% 29% 75% Case management 20% 44% 50-499 employees 500-4,999 employees Midwest All Evansville Aggregate results 15% 32% 47% 58% Worksite biometric screening 73% 58%

Health assessment (HA)

Type of health management programs offered*

*Among employers that offer health management programs

11% 8%

5% 10%

Mobile apps for activity tracking / peer interaction

38% 23%

23% 30%

Web-based portal with activity / incentive tracking

34% 14%

8% 40%

On-site weight loss program

41% 17%

11% 30%

On-site exercise or yoga classes 30% 17% 20% 40% Social networking opportunities 50-499 employees 500-4,999 employees Midwest All Evansville Aggregate results

Other wellness activities offered*

(47)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 92 67%

55%

47% 46%

59%

20% 19%

40% 24%

11% 16%

19% 84%

18% 21% 24%

Evansville Aggregate results

Midwest All 50-499 employees 500-4,999 employees

Health assessment – % of eligible employees Biometric screening – % of eligible employees

Disease management – % of identified persons actively engaged Lifestyle program – % of identified persons actively engaged

Program participation rates

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 93 47% 73%

76% 50%

Do not use any incentives

17% 14%

16% 40%

Use non-financial rewards

5% 14% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

4% 12%

15% 30%

Use financial penalties

41% 40%

Use financial rewards

(48)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 94 29% 8% 14% 25% Lifestyle management program, when offered

6% 21% 50-499 employees 500-4,999 employees Midwest All Evansville Aggregate results Use incentives or

penalties to encourage participation in:

6% 18%

28% 44%

Biometric screening, when offered

47% 57%

Health assessment, when offered

Health management incentives / penalties

7%

10% 26%

30% Require multiple actions

to earn incentive (or use point system)

10%

12% 19%

40% Use outcomes-based

incentives for achieving, maintaining or

progressing toward specific health status targets

7% 0%

1% 0%

Lower deductible, copay or other cost sharing

$150 ID ID $130 Median incentive* 43% 22% 19% 75% Lower premium contributions 2% 58% 50-499 employees 500-4,999 employees Midwest All Evansville Aggregate results 3% 54% 10% 25%

Financial contribution to HRA, HSA, FSA

42% 50%

Cash / gift cards

Type of incentives used for health assessment

*Among employers that offer incentives in the form of cash, lower premium contribution or financial contribution to employee account

(49)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 96 5% ID

ID 0%

Lower deductible, copay or other cost sharing

39% ID

ID 100%

Lower premium contributions

ID ID 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

ID ID

8% 0%

Financial contribution to HRA, HSA, FSA

37% 0%

Cash / gift cards

Type of incentives used for biometric screening

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 97 6% ID

ID 0%

Lower deductible, copay or other cost sharing

28% ID

ID 0%

Lower premium contributions

ID ID 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

ID ID

5% 100%

Financial contribution to HRA, HSA, FSA

43% 0%

Cash / gift cards

(50)

Special coverages

3% 9%

13% 8%

MH / SA benefits not provided

4% 3%

1% 0%

MH / SA carved out, provided by a specialty vendor

89% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

86% 93%

92% MH / SA benefits provided

by medical plan

(51)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 100 81% ID

ID 67%

Provide coverage for autism*

5 4

5 5

Median number of face-to-face sessions provided

52% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

26% 82%

83% Provide employee

assistance program (EAP)

EAP and autism coverage

*Based on employers with 500 or more employees

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 101 24% 26%

18% 8%

Covered the same as other medically necessary procedures

17% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

16% 33%

17% Limited eligibility (must

comply with behavior modification program or standards)

(52)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 102 10% 11% 15% 0% Advanced reproductive procedures 38% 44% 48% 64%

No infertility services are covered

23% 21%

19% 0%

In vitro fertilization

22% 20%

18% 9%

In vivo fertilization

34% 46% 50-499 employees 500-4,999 employees Midwest All Evansville Aggregate results 34% 45% 35% 27% Drug therapy 59% 36%

Evaluation by a specialist

Infertility treatments covered

17% 18% 12% 8% Massage therapy 8% 18% 13% 17%

No alternative medicine therapies are covered

8% 13% 10% 0% Homeopathy 90% 81% 85% 83% Chiropractic 5% 27% 50-499 employees 500-4,999 employees Midwest All Evansville Aggregate results 6% 14% 7% 0% Biofeedback 32% 8% Acupressure / acupuncture

(53)

Dental benefits

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 105

-1.9% -1.2% -3.0% +3.5%

$725 $741

$779 $753 $764

$734

$515 $505

Evansville Aggregate results

Midwest All 50-499 employees 500-4,999 employees

2011 % Change 2012

(54)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 106 10% 11%

21% 8%

No provider network

11% 10%

7% 17%

Dental HMO

25% 60% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

19% 56%

37% 33%

Passive PPO

55% 50%

Active PPO

Type of dental plan offered

38% 41%

41% 58%

Posterior composites

22% 23%

19% 25%

Treatment of TMJ

54% 75% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

35% 68%

58% 67%

Implants

84% 92%

Sealants

(55)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 108 50% 50%

50% 50%

Major restorative services (Type C)

80% 100% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results Median coinsurance

amount paid by plan for:

80% 100%

80% 50%

Basic restorative services (Type B)

100% 100%

Preventive services (Type A)

Dental plan coinsurance

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 109 $50 $50

$50 $50

Median deductible

73% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results Individual deductible

69% 80%

33% % requiring deductible

Dental plan deductibles for restorative services

$150 $150

$150 $150

Median deductible

72% Family deductible

66% 76%

33% % requiring deductible

9%

19% 9%

9% Preventive care is subject

(56)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 110 $1,000

$1,500 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

$1,000 $1,000

$1,500 $1,000

Median lifetime maximum orthodontic benefit

$1,500 $1,000

Median maximum annual benefit

Dental plan maximums

(57)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 112 18% 15% 8% 8% Travel 18% 5% 0% 0%

Auto / homeowners

30% 25% 24% 25% Long-term care 16% 26% 22% 17% Hospital indemnity 39% 46% 43% 42%

Cancer / critical illness

83% 64%

43% 67%

Dependent term life

89% 75% 64% 75% Supplemental employee term life 34% 40% 35% 17%

Whole / universal life

58% 53% 44% 33% Accident 83% 66% 50-499 employees 500-4,999 employees Midwest All Evansville Aggregate results 71% 49% 83% 83% Disability 75% 67% Vision

Voluntary insurance benefits offered

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 113 57% 31%

17% 75%

Fitness center discounts

25% 21%

19% 0%

Telecommuting / work-from-home policy

39% 23%

11% 8%

Legal consultation and referral

36% 21%

7% 8%

Financial consultation and referral

30% 14%

3% 8%

Elder care resource and referral

10% 7%

1% 0%

On-site or near-site dependent care (or subsidy) 12% 5% 50-499 employees 500-4,999 employees Midwest All Evansville Aggregate results 4% 3% 31% 8%

Dependent care resource and referral

19% 17%

Adoption assistance

(58)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 114 $1,480 $1,538

$1,548 $1,275

Average annual voluntary contribution

4% 3%

2% 1%

Average % of contribution dollars forfeited in 2011

32% 62% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results Health care FSA

39% 40%

24% 27%

Average employee participation

85% 67%

% offering health care FSA

Flexible spending accounts (FSA)

$3,262 $3,344

$3,418 $2,421

Average annual voluntary contribution

2% 1%

0% 0%

Average % of contribution dollars forfeited in 2011

10% 58% Dependent care FSA

13% 34%

7% 4%

Average employee participation

83% 58%

% offering dependent care FSA

(59)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 116

Offer retiree coverage*

17%

3%

5%

23%

0%

2% 3%

16%

Evansville Aggregate results

Midwest All 50-499 employees 500-4,999 employees

To pre-Medicare-eligible retirees To Medicare-eligible retirees

*To most retirees, on an ongoing basis (new hires will be eligible)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 117 1%

50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results Pre-Medicare-eligible

retirees

1% 4%

0% Subsidy to purchase coverage

independently

Provide a subsidy or other assistance to retirees purchasing health

coverage independently

5% 2%

1% 0%

Premium reimbursement plan, health reimbursement account, or other subsidy

1% 0% 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results Medicare-eligible retirees

1% 0%

1% 0%

Private exchange or connector, but not a contribution

1% 0%

Private exchange or connector and a financial contribution

(60)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 118 3% ID

ID ID

Some other approach

35% ID

ID ID

Continue to provide drug coverage through standard plan and do not receive subsidy

7% ID

ID ID

Contract with vendor to offer PDP, EGWP or MA-PD plan

20% ID

ID ID

Offer a plan that wraps around a PDP

ID 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

ID 29%

ID Receive 28% subsidy for

all / most covered retirees

Current approach to coordinating with Medicare Part D prescription

drug benefit

13% 49% 38%

Employer pays all Cost is shared Retiree pays all

Evansville Aggregate results

Midwest All

50-499 employees

500-4,999 employees

Contribution requirements for retiree-only coverage

(61)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 120

15% 46% 39%

Employer pays all Cost is shared Retiree pays all

Evansville Aggregate results

Midwest All

50-499 employees

500-4,999 employees

Contribution requirements for retiree-only coverage

Medicare-eligible retirees

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 121 ID

ID 50-499 employees

500-4,999 employees Midwest All

Evansville Aggregate

results

ID ID

38% ID

Medicare-eligible retirees

38% ID

Pre-Medicare-eligible retirees

Average retiree contribution* as a percent of premium, when cost is

shared

(62)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 122

Expect to continue offering retiree health coverage to new hires for the

next five years*

53%

Evansville Aggregate results

Midwest All 50-499 employees 500-4,999 employees

*Among employers that currently offer retiree health benefits to new hires

To pre-Medicare-eligible retirees

(63)

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 124

Definitions

• A consumer-directed health plan eligible for a Health Savings Accountis a high-deductible health plan with an employee-controlled account. Employer contributions are optional. Account funds roll over at year end and are portable.

• A consumer-directed health plan with a Health Reimbursement Accountis a health plan with an employer-funded spending account. Account funds may roll over at year end, but are not portable.

• Total health benefit costis the total gross cost for all medical, dental, prescription drug, MH / SA, vision and hearing benefits for all covered active employees and their dependents divided by the number of enrolled employees. Total gross annual cost includes employer contributions to a Health Savings Account. Employee contributions are also included but not employee out-of-pocket expenses.

• Medical plan costis the total gross cost for medical plans divided by the number of enrolled employees. Prescription drug, mental health, vision and hearing benefits for all active employees and their covered dependents are included if part of the plan. Dental benefits, even if a part of the plan, are not included in these costs. CDHP cost includes any employer account

contribution.

• Nationally projectable PPO/POS and HMO medical plan costsfor 2011 have been restated to include all prescription drug benefit costs (formerly, cost for carve-out prescription drug plans was not included in the medical plan cost, but will be going forward).

MERCER Source: Mercer’s National Survey of Employer-Sponsored Health Plans 2012 125

Definitions, continued

• A mini-med or limited planis a health insurance plan that provides far lower benefits than the typical comprehensive major medical plan. The annual maximum amount payable typically ranges from $1,000 to $50,000.

• Unless otherwise noted, employers with multiple plans of the same type were asked to respond for the largest plan of each type(i.e., the one with the largest enrollment).

• Family coverageis the coverage level for an employee, spouse and two children. • A private exchangeis a marketplace for insurance run by a private company or non-profit

corporation that offers a choice of health plans and possibly voluntary products and services. Employers often provide a set contribution for each employee to spend on insurance. The exchange also typically provides an enrollment and administration platform with decision-support tools for employees to help them select appropriate coverage.

References

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