Medical Faculty Council

SEPTEMBER 11, 2012

PENDING BOARD OF TRUSTEES APPROVAL

MEDICAL FACULTY COUNCIL

AGENDA

• Health Care Philosophy, Critical Components and Goals 3-6• Plan Design and Premiums 7-11• Additional Benefits 12-13• Retirement Reminders

14-15• Questions

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Health Care Philosophy, Critical Components and Goals

MEDICAL FACULTY COUNCIL

HEALTH CARE PHILOSOPHY

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The University of Miami is committed to investing in the health of its faculty and staff.  This commitment is demonstrated through various programs and health-related benefits including wellness activities, educational opportunities, preventive care, disease management, health insurance plans, and access to quality care at UHealth.  Through these programs and benefits, we encourage faculty, staff and their families to strengthen their personal health and well-being.

MEDICAL FACULTY COUNCIL

HEALTH CARE PHILOSOPHY – CRITICAL COMPONENTS

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Vision of Success

Gui

ding

Prin

cipl

es

Employee Accountability

Engagement in health and wellness education

Active participation in health and well-being

Employer Accountability

Investment in wellness oriented health plans,

programs and initiatives

High quality, cost competitive plans

UHealth Accountability

Increase use of UHealth through access to quality healthcare

Customer Service Commitment

Outreach and Education

MEDICAL FACULTY COUNCIL

2013 HEALTH CARE STRATEGIC GOALS

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• Continue to give priority and preference to UHealth where access, service and plan design can accommodate

• Promote personal health and well-being by providing programs, resources and services that will engage employees

• Ensure that health care costs remain market competitive

Plan Design & Premiums

MEDICAL FACULTY COUNCIL

2013 PLAN DESIGN - HIGHLIGHTS

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• Plan options remain – Select 1, Select 2 and HRA (including Out of Area HRA)• No increase to deductibles or copays• High end imaging (MRI/PET/CT) and bariatric surgery still exclusively covered

at UHealth

• Maintenance Choice Program for Maintenance Medications• Members can either purchase their maintenance medications at their

local CVS or through Aetna Rx Home Delivery (mail order)• They will receive a 3-month supply for 2.5x their regular monthly copay• If the member does not purchase 3-month supply at CVS or move to

mail order, the retail copay will increase by 150% after the second filled 30-day prescription at retail

• Prescriptions already at mail order can be transferred to CVS if the member requests it

• Enrolling in the Flexible Spending Account (FSA) program can help employees transition 3-month supply purchases and provide additional savings to employees

MEDICAL FACULTY COUNCIL

2013 PLAN DESIGN – HIGHLIGHTS cont’d

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• Save a Copay Generic Incentive Program• Plan members on selected brand name medications will be invited by

Aetna to switch to generic medications with incentive of no copayment for six months for the new medication

• Program is voluntary, no penalty for non-participation

• Women’s Preventive Care Coverage• UM coverage has included well woman exams at no cost for many years• Under health reform, additional services and items such as

breastfeeding supplies and some forms of contraception will also be covered at 100%

MEDICAL FACULTY COUNCIL

2013 WELLNESS PROGRAMS

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• Wellness continues to be a top priority in 2013.• The Wellness Advisory Council will be launching a new wellness educational

campaign, a nutrition initiative and assist with the launch of UMove.• A new wellness incentive program will also be launched in early 2013 that

will include financial rewards for fitness and healthy behaviors. • This will replace the Know Your Numbers incentives from prior years

and will help further engage faculty and staff in their own health and well being.

• The amount offered for incentives will be increased.• The types of incentive credit activities will include a broad range of

options to help engage faculty/staff at every health and fitness level.• Incentives will be paid out more quickly and will not be restricted to

credits against medical premiums.

MEDICAL FACULTY COUNCIL

2013 UMMG PLAN PREMIUMS

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Note: Premiums above reflect non-smoker premiums and do not include the spousal surcharge.

2012

Aetna Select 1$59.84 $62.38 $2.54$91.20 $95.06 $3.86$98.74 $102.86 $4.12

$129.44 $134.86 $5.42$134.80 $140.46 $5.66

Aetna Select 2$0 $0 $0$0 $0 $0$0 $0 $0$0 $0 $0$0 $0 $0

Aetna Health Reimbursement Account (HRA)$0.00 $0.00 $0.00

$31.88 $33.22 $1.34$28.56 $29.76 $1.20$48.98 $51.02 $2.04$53.90 $56.16 $2.26

Employee + ChildrenEmployee + Spouse/PartnerEmployee + Family

Employee OnlyEmployee + Child

Employee + ChildEmployee + ChildrenEmployee + Spouse/PartnerEmployee + Family

Employee OnlyEmployee + ChildEmployee + ChildrenEmployee + Spouse/PartnerEmployee + Family

Employee Only

Plan

2013

Monthly Premium Monthly Premium Monthly Increase

Additional Benefits

MEDICAL FACULTY COUNCIL

2013 ADDITIONAL BENEFITS

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• Dental• CIGNA DHMO 5% increase • Delta Dental PPO 9.7% increase

• Flexible Spending• $2,500 annual maximum election per employee for health care FSA (per health

care reform)

• Open Enrollment Overview• October 15 through November 2• All elections must be made on myUM, including verification of surcharges for

smoking status and spousal access to other coverage• Anyone currently enrolled who does not make an election on myUM will be

defaulted to the HRA plan. Surcharges will default as well.

Retirement Reminders

MEDICAL FACULTY COUNCIL

RETIREMENT REMINDERS

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• If you are a participant in the Faculty Retirement Plan or Employees’ Retirement Plan, you should also be contributing to the Supplemental Retirement Annuity (SRA)

• $17,000 if under age 50 for the 2012 plan year• $22,500 if age 50 or older for the 2012 plan year

• If you are a participant in the Retirement Savings Plan (RSP), you should be making at least 5 percent contributions in the Voluntary RSP to get the University’s 5 percent matching contribution

• Once you have maximized your contributions to the Vol. RSP or the SRA, you may consider participating in the 457(b) Plan for additional pretax savings

• $17,000 for the 2012 plan year

• If you have been at the University for at least 15 years and have not maximized your retirement contributions each year, you may qualify for the “15-Year Catch Up Rule”

Questions?