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Status of Current <br /> Health Care Plan <br /> IsEmployee Monthly Health Care Plan <br /> Plan Design HMO PPO Total <br /> Participation 764 (94%) 48 (6%) 812 (100%) <br /> County Cost $434,401 $25,989 $460,390 <br /> N Retiree Monthly Health Care Plan <br /> Plan Design HMO PPO Medicare Total <br /> Supplement <br /> Participation 76 (42%) 12 (7%) • 92 (51%) 180 (100%) <br /> County Cost $39,741 $6,445 $19,342 $65,528 <br /> Budget Considerations for <br /> FY 08-09 Health Care Plan <br /> IsContinue Current Health Care Plan <br /> —11-13% premium increase <br /> An 11% annual increase is expected if current trends remain the same ($607,716 <br /> County; $725,856 Total) <br /> mOptions to Minimize Increase in County Costs <br /> —Increase prescription co-pays and/or deductible <br /> —Implement employee contribution for employee-only coverage <br /> —Decrease County contribution for dependent coverage <br /> —Increase distinction between the two health care plans <br /> Budget Considerations for New Employee Retiree Benefits Plan <br /> mContinue Current Retiree Health Care Plans for New Employees <br /> mEnd Health Care and Medicare Supplement Coverage <br /> mlncrease the Requirements for Retiree Health Care Eligibility <br /> EDiscontinue the Retiree Dependent Coverage <br /> E Set Up Health Savings Account (HSA) <br /> Commissioner Nelson asked about the philosophy behind doing COLA one year and in- <br /> range increases the next. Laura Blackmon said that it was for a number of reasons (cheaper, <br /> budget crunch, etc.). She said that when the staff brings forth the Archer study, implementing it <br /> over a three-year phase-in plan as well as going back and forth creates problems with <br /> compression and competitive market salaries. The biggest problem is compression. <br /> Commissioner Foushee said that in 2005-06, the 4% in-range was given because of <br /> compression. <br /> Laura Blackmon said that the staff may need to guesstimate the amount needed for the <br /> equalization of the pay plan for the competitive market since the final information will not be <br /> available before the summer break. The goal is for a January 1st implementation of this plan. <br />