New to HR? Templates, tools and development to make you a seasoned pro in no time.
Shawn Premer shows how doing the right thing for employees leads to positive business results.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Out-of-pocket costs still a major factor
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Who’s happier with their health plan—those in traditional managed care plans, or those in consumer-driven and high-deductible plans?
The latest data from the nonprofit Employee Benefit Research Institute, published in the August 2014
EBRI Notes, show that the overall
satisfaction rate among consumer-driven health plan (CDHP) enrollees is gradually increasing, while it is gradually decreasing among traditional enrollees.
Nevertheless, significantly more people in traditional plans are satisfied with their health coverage than are those in the newer types, and out-of-pocket costs may explain some of the variation in overall satisfaction rates.
CDHPs include health plans with health savings accounts (HSAs) funded by employers and employees, or health reimbursement arrangements (HRAs) funded solely by employers. The intention is to provide employees with a financial incentive to make cost-conscious decisions about their care. HSAs must be linked with high-deductible health plans; HRAs typically are tied to high-deductible plans although this is not a statutory requirement. Moreover, some employers provide high-deductible plans that are not coupled to either an HSA or HRA (see the
SHRM Online article
Consumer-Driven Decision: Weighing HSAs vs. HRAs).
“As in previous years of the survey, in 2013 individuals in a CDHP or an HDHP [high-deductible health plan] were found to be less likely than those in a traditional plan both to recommend their health plan to friends or co-workers, and to stay with their current health plan if they had the opportunity to switch plans,” wrote Paul Fronstin, director of EBRI’s Health Research and Education Program and author of the study report. “However, the percentage of HDHP and CDHP enrollees reporting that they would be extremely or very likely to recommend their plan to friends or co-workers has been trending upward, while it has been flat among individuals with traditional coverage.”
Quality of Care
Individuals in a CDHP were nearly as satisfied as individuals with traditional coverage with the quality of care received. In 2013, about two-thirds of individuals whether in a CDHP (67 percent) or with traditional coverage (68 percent) were extremely or very satisfied with the quality of their care.
But individuals with a high-deductible health plan without an HSA or HRA were less likely to be satisfied with their care, with 61 percent saying they were extremely or very satisfied with the quality of care received.
In 2013, 44 percent of traditional-plan participants were extremely or very satisfied with out-of-pocket costs (for health care services other than for prescription drugs), EBRI found, while 20 percent of high-deductible health plan enrollees and 31 percent of CDHP participants were extremely or very satisfied. Satisfaction has been trending upward among CDHP enrollees in recent years but downward among those in traditional plans.
Compensation & Benefits e-Newsletter:
To subscribe to SHRM's Compensation & Benefits e-newsletter, click below.
Sign Up Now
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Talent Attraction Study: What Matters to the Modern Candidate
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies