Orange County NC Website
Browse       Search
9 <br /> • No change to covered benefits, co-pays, co-insurance or deductibles <br /> ❖ FY2015/2016 budget is approximately $11.6M <br /> o Active employees and members = $9.8M <br /> o Active retirees under age 65 and members = $1.8M <br /> o As of 2/2016 budget spend is approximately $6M (51% of total budget) <br /> ❖ As of 1/16/16 <br /> o 871 employees (96%) and 160 retirees enrolled in a health plan <br /> o 1480 members and 187 retiree members enrolled in a health plan <br /> • Dental Insurance Costs will remain flat <br /> • Current budget for dental insurance coverage is approximately $320,000 <br /> • No increase in premium is recommended for FY 2016-2017 <br /> • Improve the dental plan design by removing diagnostic and preventative services from <br /> the annual maximum covered services to promote preventative oral health care <br /> ❖ Annual maximum coverage is $1,200 per year <br /> Quick Points of Comparison <br /> The NC Healthcare Benefits & Cost Survey is conducted annually by Capital Associated <br /> Industries (CAI). <br /> • On average, traditional premiums have increased by about 5% annually over the past 5 <br /> years. <br /> • Employee (EE) vs. employer contributions to traditional plan premiums has remained <br /> fairly constant, even as costs continue to increase. On average, employers cover 82% <br /> and 53% of individual and family premiums, respectively. <br /> Orange County <br /> • Based on the general fund actual expenditures for health insurance, Orange County's <br /> costs have increased over 3 years on average 5.63% <br /> • Orange County pays 100% of individual and approximately 65% of family premiums. <br /> • This changed from 52% over the past few years when the County elected to absorb total <br /> rate increases. <br /> 2015/2016 North Carolina Healthcare Benefits & Cost Survey (chart) <br /> Capital Associated Industries <br /> Compression is caused when... <br /> • there is not a mechanism to move existing employees forward in the salary plan (years <br /> of service or in-range performance) <br /> • new hired employees are brought in at equal or higher pay than employees with more <br /> longevity at the same position <br /> • salary adjustments over the last 6 years have typically been lower than market <br /> adjustments <br /> New Hires vs Employees (graph) <br /> Compression Analysis (graph) <br /> Overall Analysis <br /> Meritorious Service Awards <br /> • The Ordinance provides a program of Meritorious Service Awards to financially reward <br /> employees whose work performance and accomplishments are exceptional or superior. <br /> ❖ $1,500 for exceptional performance <br />