What are top-performing companies doing – or not doing – to achieve lower-than-average cost increases in employee health benefits? How does Michigan compare to national benchmarks? How are Michigan employers responding and adapting to Health Care Reform? Answers to these questions, data for decision-making, and more are gathered in the annual MMA Michigan Mid-Market Group Benefit Survey.
Why an annual survey?
- Michigan is a unique environment when it comes to benefit plans – national data does not always reflect the trends in this region.
- National data is typically a year out of date when it is released.
- Employers can use survey data to determine where they are at in terms of the market.
- Timing is important — our survey is released just before most organizations start planning for the following year.
- MMA Michigan has the flexibility to ask about the issues that are important to Michigan employers.
What is benchmarked?
- The usage trend and cost impact of health care benefit strategies, such as higher deductibles, tiered co-pays, Wellness incentives, Health Savings Accounts (HSAs), spousal surcharges, and smoker surcharges.
- TrendBendersTM – high-performing trend-setting organizations that have successfully kept average cost increases low over the past two years – are identified and their plan design strategies shared.
MMA Michigan 2015 Survey
Data gathering for the 2015 MMA Michigan Mid-Market Group Benefits Survey begins January 12, 2015.
To learn more about and to participate in this landmark survey, please contact Mitsy Morris at (248) 822-6240, Claudia Cartwright at (248) 822-6261 or Linda Vance at (248) 822-6273.
Some of the 2014 Survey results:
- Employer health care costs after plan changes increased by an average of 7% for employers in the survey, down from up from 4% in 2013.
- Employers are deploying consumer driven health plans (CDHP) more frequently, with 38% offering CDHP as an option or the only plan choice. This is an increase of 9% over2013 and 65% since 2010.
- 38% of local employers, more than double the national trend of 16%, are using spousal surcharges or excluding spouses who are eligible for coverage from other sources. 59% of employees elect dependent coverage for spouse and/or children.
- 4% of Southeast Michigan employers now include telemedicine as a care provider option, with 19% considering offering it in 2015.
- Health advocacy programs — assisting employees with claims questions, coordination of care, and navigating the health care system — are offered by 14% of participants with an additional 18% considering this tactic in 2015.