1. Your Health, Your Way! DPS Benefits Open Enrollment
April 25 – May 13, For Benefit Year: July 1, 2016 – June 30, 2017

2. Open Enrollment Ends May 13 Benefits Effective July 1, 2016
Agenda
Open Enrollment – Who needs to participate
Open Enrollment Resources – What, when, and how to participate
What’s Changing for the 2016–17 Plan Year
Next Steps – Enrollment Process
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

3. Open Enrollment Ends May 13 Benefits Effective July 1, 2016
Individual Mandate
The Affordable Care Act mandates every person have “minimum essential coverage”
“Minimum essential coverage” can be accessed via:
Government programs (Medicare, Medicaid, etc.)
Employer-based plans or
Insurance exchanges
Personal Penalties: Annual penalty in 2016 is the greater of 2.5% of income or $695 for a single adult and up to $2,085 for families
Enrollment in any DPS insurance plan will satisfy the individual mandate!
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

4. Open Enrollment Ends May 13 Benefits Effective July 1, 2016
This is a active enrollment. Everyone who wants benefits through DPS is required to enroll on line through Employee Self Service.
If you do nothing DPS will consider you to have waived medical benefits (Kaiser and DHMP) and you will not be able to enroll again until Open Enrollment next year unless you have a IRS Definded qualifying event.
Cigna will no longer be a provider of health insurance for DPS
Denver Health Medical Plan, in addition to Kaiser, will offer medical insurance to DPS employees through their Denver HighPoint and Cofinity networks.
Kaiser rates increased from 2015 to 2016 by 0.21%
DHMP rates increased from 2015 to 2016 Cigna rates on average by 10.2%
Cigna rates would have increased by 16.2% if we stayed with them.
This year we will only be offering CDHP plans. We no longer offer HMO plans
We offer a choice of two carriers each with three plan options to meet your family’s needs
Rather you choose Kaiser or Denver Health Medical Plan (DHMP) depends on how you like to receive your medical care.
Kaiser is a closed system and is better able to control costs
By controlling costs, they are able to pass savings on to employees in the way of lower premiums
DHMP is a blend of the Kaiser system and a more traditional system
By visiting their tier one network (Denver Health, University Hospitals and Children’s Hospital) you can maximize savings on your coinsurance
You are also free to see any doctor in the Cofinity network
New this year our 2600 deductible and 3500 deductible plans are embedded plans
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

5. Denver Health Medical Plan
UC Health and CU Health Partners, Children’s Hospital, and Denver Health Network are included in a tier 1 coverage level that provides a higher co-insurance rate (lower co-insurance after deductible).
DHMP includes the “Cofinity Network” which closely matches the current Cigna Network of physicians % of doctors in the Cigna network are in DHMP’s expanded network meaning employees moving from Cigna to DHMP can continue to see their current healthcare provider.
17 DPS schools currently have Denver Health medical clinics for children with potential for employee care in the future.
Denver Health Medical Plan is a not-for-profit entity. DHMP currently has a relationship with the City and County of Denver and is expanding their role within our community.
Employee can call for questions
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

6. DHMP: Shop around for your medical services
CDHP plans are designed to empower employees and make them an active partner in their healthcare costs
There are several ways you can contain costs and save yourself money
If you choose one of the three DHMP options, shop around
Prescription and the cost of medical procedures vary across the Denver area
Get the appropriate care, is your condition something that is best treated by your primary care provider, a family clinic, a urgent care center or do you need to go to the ER
Receiving care at an ER if not necessary is the least cost efficient use of your medical care dollars
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

7. Open Enrollment Ends May 13 Benefits Effective July 1, 2016
Kaiser
Choose a top Doctor
Throughout Colorado Kaiser offers a choice of 1,100 primary and specialty care physicians
Benefit from Kaiser’s innovative care model
Kaiser doctors, specialists, nurses and pharmacists have your medical history and work together to deliver high-quality, personalized care
Experience convenience
You are free to seek care at any of Kaiser’s 29 front range medical offices. You can see your doctor plus get lab tests, X-rays and fill your prescriptions without leaving the building
Member Experience line at
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

8. Denver Health Premiums
Coverage Level
CDHP
3500/7000
2600/5200
1300/2600
Employee Only
$332.12
$430.61
$761.26
Employee + Spouse
$764.06
$990.59 $
Employee + Children
$535.43
$712.71 $
Family
$884.31 $ $
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

9. Open Enrollment Ends May 13 Benefits Effective July 1, 2016
Kaiser Premiums
Coverage Level
CDHP
3500/7000
2600/5200
1300/2600
Employee Only
$309.12
$352.82
$409.48
Employee + Spouse
$726.44
$829.12
$962.29
Employee + Children
$549.57
$636.08
$748.28
Family
$948.34 $ $
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

10. Online Enrollment Process – Employee Self Service
Access Open Enrollment online though Employee Space between April 25 and May 13. All plan selections must be made by 5:00 p.m. on May 13
This is a active enrollment. Everyone who wants benefits through DPS is required to enroll on line through Employee Self Service.
If you do nothing DPS will consider you to have waived health benefits (Kaiser/DHMP) and you will not be able to enroll again until Open Enrollment next year.
Enroll through ESS
With new security software in place, you will now be able to enroll from work or home
Everyone who wants benefits through DPS is required to enroll on line through Employee Self Service.
For step by step instructions on how to enroll, please see our enrollment guide
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

11. Open Enrollment Resources
Open Enrollment Computer Labs
Enrollment Plan Selector
April 26rd from 4-6pm at South High School E. Louisiana Ave., Denver, CO
Located on DPS Human Resource Benefits Page. Allows you to select the best plan to fit your healthcare needs.
May 4th from 4-6pm at Career Education Center Eliot St., Denver, CO
Your Health Your Way Website
May 9th from 4-6pm at Manual High School  1700 E. 28th Ave. Denver, CO
Includes detailed benefit plans and descriptions to assist decision making.
May 11th from 4-6pm at Kennedy High School S Lamar St, Denver, CO
One/One Benefit Consultations
April 25th through May 13th at Emily Griffith Campus Lincoln St. Denver, CO.
DPS Benefit Fair
April 30th from Bruce Randolph School Steele St., Denver, CO
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

12. CDHPs and Consumerism Advantages
Healthcare Consumerism: People taking personal and financial responsibility for their health and wellness
Covering preventive care and preventive prescriptions at 100%
Providing wellness education and programs
Maximizing tax advantaged savings accounts (e.g., HSA)
Educating members to be better healthcare consumers
Healthcare Consumerism: People taking personal and financial responsibility for their health and wellness
Keys to success of CDHPs include:
Covering preventive care and preventive prescriptions at 100%
Educating members to be better healthcare consumers
Providing wellness education and programs
Maximizing tax advantaged savings accounts (e.g., HSA)
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

13. Health Savings Account (HSA)
TRIPLE tax advantage
Contribute tax-free
Contributions grow tax-free
Qualified healthcare expense disbursements are tax-free (deductibles, copays, Rx, lab work, dental, smoking cessation programs)
No “use it or lose it” restrictions – roll over unused $$
Higher contribution levels than Flex Spending Accounts
If you change health plans or jobs, your account goes with you
No vesting requirements or forfeiture provisions on DPS contributions – once it’s in your HSA, it’s your money
Can change the amount you contribute on a monthly basis
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

14. You Are Eligible to Open an HSA if:
You are enrolled in a DPS CDHP plan
You or your spouse do not have a medical Flexible Spending Account (dependent care FSA is OK).
Note: A limited FSA allows you to have an FSA specifically for vision and dental
You are not enrolled in or covered by a non-qualifying or “low” deductible plan (HMO/PPO)
You are not enrolled in Medicare or Tricare
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

15. Health Savings Account
DPS will help you start saving by contributing $45.83 per month to your HSA. Contributions, including the DPS contribution, cannot exceed the annual IRS contribution maximums. Employees who are at least 55 by December 31, 2016, may contribute additional funds to their HSA (up to $1,000 in 2016).
DPS will provide an additional $200 into your health savings account if you complete a health risk assessment and verify you are up-to-date on your age and gender appropriate preventive screenings.
Note:
If you fail to enroll in an HSA account, you will forfeit the $45.83 monthly DPS contribution and eligibility to receive the additional $200 HSA contribution.
Your HSA contributions are PERA-includible.
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

16. What’s the Real Risk of a High Deductible?
With a consumer driven health plan (CDHP), you pay for what you use, not what you don't.
On average, a member of Team DPS with an HMO plan pays $6,408 in premiums (the monthly amount you pay to your insurance provider) annually, but only uses $514 worth of medical care.
What is the real cost of a HMO?
The 2015 Employee Only Rate for the Cigna HMO is $ per month
The 2016 Employee Only rate for the DHMP 2600 Deductible plan is $430.61
That’s a difference of $ per month or $2, per year without taking into account projected increases to the 2015 rates for the HMO for 2016
Why spend $2, to avoid a $2600 deductible?
Don’t over pay in upfront premiums
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

17. Deductible, Co-Insurance & Out of Pocket Max

18. New savings this year: Embedded Plans
There are two types of medical plans, Embedded and Non-Embedded
With non-embedded there are two options Employee only and Family.
The 1300/2600 CDHP plan has a $1,300 deductible and $2,600 maximum out of pocket for an individual
For employee and spouse, employee and children or family the individual deductible and maximum out of pocket goes away
The deductible becomes $2,600 and the maximum out of pocket is $5,200
New this year our 2600 deductible and 3500 deductible plans are embedded plans
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

19. New savings this year: Embedded Plans
With an embedded plan the employee can take advantage of the deductible and max out of pocket that is most advantageous to him or her.
The 2600/5200 dependent plan has a $2,600 deductible and $4,000 maximum out of pocket for an individual
With employee plus spouse, employee and children or family each member can take advantage of the individual or family deductible and out of pocket maximum
Big savings if one dependent has high claims experience and the rest of the dependents are healthy.
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

22. Open Enrollment Ends May 13 Benefits Effective July 1, 2016
Ann and Bill
Ann is a teacher for DPS and is married to Bill. Her health is excellent and she usually only sees her physician for routine medical care which under ACA is covered at 100%.
Her spouse though is unable to work because of a serious medical condition. They anticipate that he may be hospitalized one or more times during the year and takes several expensive specialty drugs.
Ann is currently enrolled in the Cigna HMO with employee and spouse coverage. With the HMOs being discontinued, what should she do?
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

23. Open Enrollment Ends May 13 Benefits Effective July 1, 2016
Ann and Bill Cont’d
Cost Savings by moving from the Cigna HMO to the DHMP CDHP $2,600/$5,200 plan with a HSA trough WageWorks
Annual Premium on the Cigna HMO Medical Plan: $17,854.92
Annual Premium for the DHMP $2600/$5200 CDHP Plan is $11,
In Addition, DPS will contribute up to $ into a HSA Account for Ann.
Even though Ann’s old plan had the advantage of co-pay for doctor visits and prescriptions instead of a deductibles, major service did have a family deductible of $3,000 and a family maximum out-of-pocket of $9,000.
The deductible for the new DHMP CDHP plan is $2,600/$5,200, but the new DHMP plan has a feature called embedded deductible and max out-pocket.
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

24. Open Enrollment Ends May 13 Benefits Effective July 1, 2016
Ann and Bill Cont’d
Cost Savings by moving from the Cigna HMO to the DHMP CDHP $2,600/$5,200 plan with a HSA trough WageWorks
In an embedded plan the employee has the advantage that under the family deductible and max out-of-pocket each individual also has the protection of the lower single deductible and max out-of-pocket.
Even though Ann is healthy and not anticipating any claims, Bill does not have to meet the family deductible and max out-of-pocket. When Bill’s portion of his claims reaches $4,000, he has satisfied is max out-of-pocket and is claims for the rest of the year are paid at 100%.
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

25. Ann and Bill Cont’d Let’s Look at the Numbers
Premium Savings : $17, $11,887.08
$5,967.84
Maximum Out of Pocket Savings
$5,000.00
DPS Contribution to Ann’s HSA
$750.00
Total Annual Potential Savings
$11,717.84
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

26. Still not Sure? Use The Plan Selector Tool
The Plan Selector can help you select the right DPS medical plan for you and your family
The Plan Selector helps you choose the plan that best fits you and your family’s unique medical needs by looking at your utilization and the premiums you pay
The tool approximates your annual costs, and provides you with a side- by-side comparison of your DPS plan options
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

27. Vision, Dental, AFLAC
Dental and vision rates and coverage will remain unchanged for the – 2017 plan year
No rate increase for AFLAC supplemental coverage providing additional security for the following:
Catastrophic Illnesses
Accidents
Hospitalization
For more information and rates, please see our Enrollment Guide
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

28. Open Enrollment Ends May 13 Benefits Effective July 1, 2016
Next Steps…
Become familiar with the tools and resources to help make the best benefit plan choices for you and your family.
Anticipate your healthcare expenses and leverage the Online Plan Selector Tool when making decisions.
Participate in the Open Enrollment Information Sessions
Use a DPS network computer between April 25th and May 13th to make your elections and changes.
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

29. Open Enrollment Ends May 13 Benefits Effective July 1, 2016
Thank you!
Time for Questions?
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

30. Open Enrollment Ends May 13 Benefits Effective July 1, 2016
Appendix
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

31. Open Enrollment Ends May 13 Benefits Effective July 1, 2016
AFLAC
Three plans through AFLAC
Hospitalization
Accident
Critical Illness
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

32. Aflac: Protecting Your Family for unexpected expenses
AFLAC insures for unexpected out of pocket expenses.
DPS medical plans pay the majority of the costs associated with a critical illness, accident or hospital confinement, however there are other expenses like food, rent and personal bills that are not covered.
AFLAC Critical Illness insurance pays a lump sum directly to you if you are diagnosed with a critical illness.
Please see the detailed AFLAC enrollment guide for more details.
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

33. Open Enrollment Ends May 13 Benefits Effective July 1, 2016
Dental
The EPO Plan
You must see a Delta Dental PPO Provider
You pay co-pays for covered services
You have no annual deductible or benefit maximum
The Premier Plan
You may see both in-network and out-of-network care
You will pay less for your care if you see a dentist in the Delta PPO network
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

34. Dental Rates – Per Month
Coverage Level
EPO
PPO+ Premier
Employee Only
$28.86
$35.97
Employee + Spouse
$58.23
$69.06
Employee + Children
$71.32
$97.90
Family
$100.67
$131.06
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016

35. Open Enrollment Ends May 13 Benefits Effective July 1, 2016
Vision
The provider is Vision Service Plan (VSP)
You can go in-network or out-of-network
You will maximize your savings if you stay in-network
Coverage Level
VSP Premium
Employee Only
$7.77
Employee + Spouse
$17.30
Employee + Children
$17.85
Family
$25.62
Open Enrollment Ends May 13
at 5:00 p.m.
Benefits Effective July 1, 2016