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- National data is typically a year out of date when it is released.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 relative to the market.
- Timing is important — our survey analysis 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.
- New in 2016: Voluntary and work-site benefits; benefit administration practices; absence management processes.
- 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 2016 Survey
Data gathering for the 2016 MMA Michigan Mid-Market Group Benefits Survey begins January 4, 2016 and concludes on March 4, 2016.
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 2015 Survey results:
- Employer health care costs after plan changes increased by an average of 3% for employers in the survey, the lowest rate of change in over 10 years.
- Employers are deploying consumer driven health plans (CDHP) more frequently, with 43% offering CDHP as an option or the only plan choice. This is an increase of 13% over 2014.
- 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.
- Eighty-eight percent of HMO plans offered by employers now include coinsurance, up from 57% in 2014. Sixty-eight percent include a deductible, up from 59% in 2014.
- Fifty-one percent of participating employers have a mandatory generic policy for prescription drug coverage, while only 33% of employers nationally do so.
- Wellness practices aimed at decreasing tobacco usage are implemented at nearly half the national rate. Only 35% of Southeast Michigan employers have a smoke-free campus versus 68% nationally. Eight percent require nicotine testing, compared to 17% nationally. Twelve percent of Michigan employers require a tobacco surcharge, versus 21% nationally.