1. For Schools, By Schools.™
Take control of your health insurance budget and increase employee satisfaction through education
For Schools, By Schools.™
Dr. Matt Teeter
Superintendent
Smithton R-VI School District

2. Timeline 2015
Historically, Smithton had covered the full cost of the PPO Health Plan. March - Renewal received. Superintendent capped board paid amount. During open enrollment; staff concerned board paid amount was capped. April - Special Board Meeting – increased board paid amount to PPO premium. July – New plan rates take effect; New Superintendent. August – Discusses staff/ board education with FTJ Rep November – FTJ Rep and Tom Quinn, MEUHP ED, present to Smithton’s Board

3. Timeline 2016
March - Renewal – receive 5% rate decrease due to moving down 1 tier. Discussion to cap board paid amount to put more money into salaries. (Levy passes) April 6th - Staff Education Meeting. Discussed reasons to lower board paid amount; educated staff members about HSA plans to take advantage of district HSA contributions. April 18th – Board votes to cap board paid amount to $430

4. Smithton PPO 2500 Monthly Premium
Tier 2
Tier 2

5. 2016: Smithton caps Board Paid Amount for the first time.
District Board Paid Premium for health plans
Amount employee pays for monthly premium

6. Staff Education One Day of Staff Education 7 small groups of teachers
Personal experiences
HSA plan education
Q and As
Individual Sessions

7. Example of Staff Education
HSAs put Smithton employees in control. Pay yourself; not higher premiums

8. Your Annual Premium Contribution Annual Health OOP Expenses
Example of Staff Education
Sample Calendar Year Expenses January 1 to December 31
Charges shown are DISCOUNTED expenses based on IN NETWORK providers
District contributes $430 Monthly / $5,160 ANNUALLY per employee
HSA $5,000 out-of-pocket
PPO $6,000 out-of-pocket
Monthly Premium Amount
$345
$519
ANNUAL Premium Amount
$4,140
$6,228
District PAYS
$5,160
Your Annual Premium Contribution $0
$1,068
Annual District HSA Contribution
$1,020
N/A
3 PCP Office $90
$270
$90
Preventative Services
Annual Health OOP Expenses
+ Annual premium contribution
Minus HSA Payments
Total SAMPLE Annual Expenses
$1,158
HSA BALANCE
$750
These are sample expenses only. Your actual medical services and expenses will vary
Employees who contribute to their own HSA funds will also generate additional tax savings.

9. HSAs – Triple Tax Breaks
Example of Staff Education
HSAs – Triple Tax Breaks
Contributions are tax-deductible (2016 max contribution: $3,350 individual; $6750 family)
Interest earned is Tax-Free
Tax-free withdrawals for qualified medical expenses including health, dental and vision for you and family members*
Age 65…additional
Retirement Account

10. Example of Staff Education
Live Health Online
See a doctor on your computer, tablet or cell phone for $49!
Cough
Colds
Minor Rashes
Allergy
Ear Pain
Fever
Flu
Headache
Pinkeye
24/7 Access – 365 Days a year!

11. Example of Staff Education
Toll-Free Nurse Line
No Cost to call
Available 24/7
365 days a year
Add this number to your cell phone so you’ll have it when you need it.

12. Example of Staff Education
HSA Members - New RX Benefit
NO COST to HSA members for over 200 preventative RX prescriptions including:
Asthma
Blood Clots
Diabetes
Heart Health
High Blood Pressure
High Cholesterol
Osteoporosis
Stroke
Formularies change frequently; check on Anthem.com for the latest listings.

13. Example of Staff Education
Save on RX costs with generics.

14. Results of 2016 Open Enrollment
Health Savings Account Plan Participation Increased Significantly
Smithton School District - % of employees by plan

15. Reduced benefit cost 2015 (Paid 100% of PPO Premium)
$532 per month X 74 ees = $472,416 annually
2016 (Capped plan for the first time)
$430 per month X 74 ees - $381,840 annually

16. Employees benefit with Health Saving Account contributions.
HSA $67 a month employees enrolled Receiving $804 annually
HSA $85 a month employees enrolled Receiving $1,020 annually

17. MEUHP Average Loss Ratio by Plan Type: 2012 through 2015
Looking towards next year’s budget Migration to HSA plans will help manage overall plan costs
MEUHP Average Loss Ratio by Plan Type: through 2015