Transcript: OUR MISSION Is to Provide The Very Best For TR Students! The budget is healthy! OPEN ENROLLMENT Stuff TR Students and Staff Lose if the school chooses to enroll only resident students Have had good, high functioning students New kids add to student culture All kids have a much better school A once toxic environment is now positive and supportive among staff BUDGET BEHAVIOR of NON RESIDENT ADMINISTRATION AND IMPLEMENTATION OF NON-RESIDENT STUDENT ENROLLMENT INTERVIEW STUDENTS AND FAMILY - ACCEPT THOSE WHO WILL THRIVE - DENY THOSE WITH BEHAVIOR ISSUES TRUANCY ISSUES WORKING TOGETHER! 2009-2010 to Present Made Accreditation Prior to 2009-2010 Did Not make Accreditation Making Accreditation means we offer, at least, the minimum educational program mandated by the state Need To Make A Decision... ACCREDITATION A ROCKY PLACE! Historical MANAGEMENT Staff Perceptions Culture Staff TR Students and Staff Lose if the school chooses to enroll only resident students Computer classes, software licenses, Choir, Orchestra, Aleks, Outside Printing, not replace minor equipment, Student Activities, Gifted and Talented, World Language, Professional Development opportunities, Field Trips, Salad Bar, Supplies, Furniture Replaced, Texts, Accelerated Reader, Ability to maintain the building and grounds properly, and... an enthusiastic, thriving culture in a dynamic learning community Ms. Liberko, Ms. Hoiland, Ms. Hopper, Ms. Tougas, Ms. Lorenz, Ms. Smith, Ms. Squillace, Ms. Belcourt, Mr. McKittrick, Mr. DeGryse, Ms. Droessler, Ms. Koch, Ms. Higuera, Ms. Bartolet, Ms. Beed, Mr. Yosuico, Ms. Farley, Ms. Ensley, Ms. Wasik, 2 Custodians, 13 Paraprofessionals 1 Kitchen Staff, 2 Secretaries Roughly one third of the students at Target Range School are out of district They represent roughly four percent of the office referrals The Target Range School District- 2006 - 381 students - Not meeting accreditation - Students without classes - Teachers without planning - Facility not used to capacity and dilapidated - School Board Responds! WORKING HARD!
Transcript: OPEN May 2018 ENROLLMENT INTRO It's open enrollment! What benefits should you choose? What benefits are available to you? WTH is a deductible or an FSA? INTRO TODAY'S TOPICS TODAY'S TOPICS 1 MEDICAL / DENTAL / VISION / FSA & HSA COMMUTER BENEFITS OTHER BENEFITS / 401k QUESTIONS 2 3 4 Cool, Janet... - Uh, tax savings! - Why offer benefits if no one is benefiting from them? - I love reading fine print and helping people. This can be an overwhelming process. - My previous life gives me a unique perspective BUT I am not a lawyer, doctor, insurance broker, accountant or financial planner. Why do I care? Why are you telling me? Health Plans Unless you are aggressively adding funds to your 401k (more on that later), this is likely to be the largest voluntary deduction from your paycheck. Health Plans Overview Our Plans Many options but very few changes from last year Getting Started - What's Changing: I got you covered. - FSA Calculator: calculate your tax savings - Carrier Contact Chart: In-depth plan documents. 100-150 pages long. - Medical Plan Comparison - look at up to 3 plans side-by-side - Summary of Benefits and Coverage: A much more digestible plan document with examples. Most changes must be reported within 30 days Marriage, divorce, or other eligible person Birth or adoption of a child (60 days) Death of a dependent Change in employment status of you or your spouse resulting in loss or gain of coverage Change in eligibility status of your dependent child and vice versa. Not an exhaustive list but note that changes to your plan must be consistent with the life status change. Life Status Change Deductible: The amount you could owe before your plan begins to pay. The deductible may not apply to all services and some plans may have service-specific deductibles. Copay: A fixed amount you pay for a covered healthcare service. Coinsurance: Your share of the costs of a covered health care service, calculated as a percentage of the allowed amount for the service, generally in addition to any deductibles you owe. Out-of-Pocket Limit: The maximum you can pay for covered services within a plan year In-Network versus Out-of Network: Many plans will cover more for services provided by preferred or "in-network" providers and some plans do not cover any out-of-network benefits. Terms to Know PPO You may choose to obtain care from in-network or out-of-network doctors, facilities and medical suppliers. Most of the TriNet PPOs (except HDHPs) feature copayments for office visits and certain other services and facility visits received in-network. You pay coinsurance for the rest of your in-network care based on carrier-negotiated rates. You usually pay more for out-of-network care due to higher coinsurance and balance billing. PPO - Preferred Provider Organization Aetna PPO 750 NY Tri-state $146.90 per pay period (EE Only) Aetna PPO 1000 NY Tri-state $110.90 per pay period (EE Only) Aetna PPO 2000 NY Tri-state $66.90 per pay period (EE Only) EPO In an EPO, you will need to receive all of your health care from a network provider. EPOs require that you select a primary care physician (PCP) for each member of the family who is responsible for managing and coordinating all of your health care. Except in emergency situations or in the case of prior EPO authorization, EPOs do not cover services from non-network providers. EPO providers may cease to be part of the EPO network mid-plan year. If your provider is no longer part of the EPO network and other providers are available in your area, your EPO will work with you to choose another network provider. EPO - Exclusive Provider Organization Aetna NY Tri-state EPO 25 $68.90 per pay period (EE Only) Aetna NY Tri-state EPO 30 $101.40 per pay period (EE Only) Aetna NY Tri-state EPO 45 $57.40 per pay period (EE Only) POS You may choose to obtain care from in-network or out-of-network doctors, facilities and medical suppliers. The TriNet POS plans feature copayments for services received in-network. You pay a deductible and coinsurance for out-of-network care and you usually pay more for out-of-network care due to higher coinsurance and balance billing. POS - Point of Service Aetna POS 15 NY Tri-state $267.90 per pay period (EE Only) Aetna POS 20 NY Tri-state $237.40 per pay period (EE Only) Aetna POS 30 NY Tri-state $205.90 per pay period (EE Only) Flexible spending accounts (FSAs) help you pay for eligible out-of-pocket health care and dependent day care expenses on a pre-tax basis. This includes copays, coinsurance, balance billing and a remarkable number of other things. See the FSAstore.com Max Contribution for 2018: $2650 and it is accessible from Day 1. FSA HDHP An HDHP meets the U.S. Department of the Treasury definition for a medical plan compatible with an HSA. HDHPs generally have lower premiums and higher out-of-pocket costs. TriNet HDHPs have a high deductible that must be met before the plan will pay for any medical or prescription drug costs with the exception of defined A
Transcript: contact Human Resources with questions at (309) 448-2338. Voluntary Term Life Ins. Spousal Surcharge Open Enrollment Enroll, change, or cancel your medical insurance (includes health, cancer, dental, and vision insurance) coverage for you and/or your dependents. Medical Insurance Be sure to complete & return your annual insurance renewal paperwork, as well as ensure that all of your insurance and benefits are up-to-date! Blank REMEMBER: major changes to your insurance can only be done during open enrollment OR if you have a family status change (e.g. marriage, birth, etc.) (Coming soon!) Premier Fabrication open enrollment is coming soon! Do you need to add a dependent to any of your insurance coverages? Would you like to cancel one of your coverages? Now is the time to do all that, and more! As of Jan. 1, 2016, employees who choose to enroll their working spouse on Premier's group medical plan in favor of their spouse's own medical plan through their employer (if available) will incur a $50/month spousal surcharge. If you wish to purchase extra life insurance, now is the time to enroll. If you're already enrolled, you may now update your coverage.
Transcript: We desperately need: Processes Group broker support for part-timers Sales Strategic partners OEP preparation and timeline Schedules Forecasting Sales training Compensation ("there's no carrot...") Titles? First: Technology O Fill Utah Pipeline: MountainStar Mailer (28 policies) U of U Health Plans (49 policies, 30+ other) Molina Preferred Broker List (27+) Arches List (283 policies) 11/9 to 12/22 417 enrollments of approximately 630 Estimated $184,000 in new revenue S CRM and Phone System Leavitt has Microsoft Dynamics CRM and phone system $1000-2000 implementation + monthly Dynamics build out will take 2+ months Why? No call center stats (AHT, occupancy, ATT, etc.) No ability to load leads Losing lots of data and ability to market in the future Website... Control our messaging, SEO, generate leads, co-brand. We have an opportunity right now... T Laboratory: Leavitt agencies - become an FMO like you've never seen... Value add idea... Target massive organizations and help their part-timers and retirees a la Extend Health Become COBRA masters Innovate large group "feel and attention" for company's part-timers "Plug and play" system for our brokers 2016 Strategy Commissions Politics Carriers (Risk) Compliance National partnerships Local partnerships Leavitt P&C Online leads Hiring talent Medicare? Other? Third: Growth Recent Successes Future Utah Develop stong base here. Become #1! Low hanging fruit: schools, groups, Leavitt, COBRA, hospitals, Chambers of Commerce... Get better contracts with carriers? Launch Medicare? National Controlled and Targeted Growth! What states pay solid commissions? Target Strategic Partners in those states Focus SEO from our website in those states Medicare has easier year round SEP's Long Term? Excellent sales team GBS/Leavitt name Experience Industry relationships Adapt quickly Second: Organization Technology Data/Reporting Staffing Organization Processes GBS Individual World Class Organization The GBS Individual team will be the industry standard for efficient service with an "across the table" feel. Merge the best of both organizations: GCI efficiency with GBS service What does our ideal merger look like? What does our ideal acquisition look like? Prospects: EnrollmentUSA? Team Sorenson? RKW? P&C Offices? Mergers and Acquisitions? W
Transcript: ASSOCIATE EVENTS New Prescription provider - CVS Dental still BCBS but In and Out of Network provisions Premium Increase CHANGES Ultipro Activation Campus Leader HR Update Drumroll, please: A new HR platform will be making its debut in January 2018! OPEN ENROLLMENT Market Concept Vending Temp Staffing Provider Change Blood Drive October 24th & 25th Turkey/Ham Vouchers Flu Shots Oct 31st 3-5pm, Nov 1st 3-5pm & 6-8pm Holiday Dinner Rockline NWA has won the Outstanding Coporation Award from the United Way for our exemplary commitment to the nonprofit community! Open Enrollment Oct 23rd thru Nov 7 Everyone must re-elect through Benemark in ADP Medical & Prescription costs increasing 24% annually for Rockline
Transcript: Continue to offer a PPO plan with same benefit options but with significant increase in premium. Intent is to not provide the PPO plan after this year. Add an additional HSA plan with a higher deductible level for flexibility in premium amounts. HSA4000 will have a $4,000 deductible and WTRC will match dollar for dollar up to $240 for the year. HSA6500 will have a $6,500 deductible and WTRC will match dollar for dollar up to $1,000 for the year. $520 will be front loaded and the rest will be given via payroll over 24 pay periods. Lowest premium of all the plans. What You Can Do Self Funded - What does that mean? WTRC pays for everything the employee doesn't pay up to $80,000 per employee. When employees utilize the plan, the cost for the entire plan increases. PPO Plan $750 Deductible $1,750 Out of Pocket Max Dr. and RX Co-pays $35 Employee Only Premium Limited in other insurance companies to move to; some declined to even give us a quote due to size. Asked BCBS to reconsider fixed cost increase. This routine request generally results in $10k to $20k savings. They declined any decrease in the original quote. Took longer than expected due to exploring all other options. HSA Plan $4,000 Deductible WTRC Pays 100% After Deductible No Dr. or RX Co-pays All Medical Expenses Apply Towards Premium $0 Employee Only Premium WTRC gives $1,000 if you put in at least $10 ppp BCBS quoted a 15% increase in projected cost. That is a $353,000 increase in total cost. $182,000 of that projected total was in the fixed costs. The total projected cost for next year is $2.577M Per Pay Period Premiums If you don't use all your HSA funds, they roll over year to year up to age 65 when you can withdraw the funds for non medical expenses. 2017 Contribution Limit - $3,400 individual; $6,750 family 2018 Contribution Limit - $3,450 individual; $6,900 family Over age 55 can contribute an extra $1,000 over the limit Renewal Process HSA Dollars Perspective HSA 4,000 Employee Only: $50 Employee/Child(ren): $282 Employee/Spouse: $442 Family: $582 How Our Plan Works No prescription or Dr. visit copays but you do receive the BCBS discounted rate for services and prescriptions. All medical expenses apply straight to the deductible. WTRC pays 100% after you reach the deductible. $6,500 Deductible - WTRC will front load $520 in August then if you put in a minimum of $20 ppp WTRC will match that up to an additional $480 for a total of $1,000 over 24 pay periods. Max of $13,000 for family deductible. $4,000 Deductible - WTRC will match $10 per pay period up to $240 over 24 pay periods. Max of $8,000 for family deductible. This is not just a WTRC issue, it is a USA issue. Most all companies are experiencing the same thing. Finance committee echoed this problem within their own businesses. WTRC is absorbing 2/3 the cost of the increase. How Do I Decide? Changes to Plan Find out what your total medical expenses have been this year. - www.bcbstx.com for claim detail Do some math or let us help you! It's a big decision and we want to help you figure out the best plan for you and your family. Open Enrollment HSA 6,500 Employee Only: $0 Employee/Child(ren): $206 Employee/Spouse: $324 Family: $426 PPO Employee Only: $100 Employee/Child(ren): $394 Employee/Spouse: $596 Family: $770 Current Rates Current Plan Information How Does the HSA work? It pays to shop around! For example, MRI Services Abilene: Medical Diagnostic = $553, ARMC = $2,256 San Angelo: Community = $1,633, Shannon = $3,244 Ask for a discount! Hospitals and providers offer discounts if you pay up front or will allow payment plans. Avoid using emergency facilities for non emergent situations. Review EOB's for accuracy - especially well visit exams. Utilize mail order for maintenance drugs. RX discount cards. Our Response to Quote
Transcript: OPEN June/July 2018 ENROLLMENT INTRO This is the time of year when our benefit plans renew. During this period, you can add or drop dependents, change, or enroll in a plan for the first time. If you would like to make changes, now is your opportunity. The next time to enroll in the medical plan will be July 1, 2019, unless you have a qualifying event such as: Birth or Adoption, Death of a Spouse, Loss of Coverage, Marriage, Divorce or Legal Separation. INTRO TODAY'S SCHEDULE TODAY'S SCHEDULE • What is Open Enrollment and What’s New? • Plan Summaries • EAP/Wellness • FSA/DCA • Vision • How do I enroll? • Common Questions & Answers • 401k Reminders • Questions? ABOUT What is... OPEN ENROLLMENT This is the time of year when our benefit plans renew. During this period, you can add or drop dependents, change, or enroll in a plan for the first time. If you would like to make changes, now is your opportunity. The next time to enroll in the medical plan will be July 1, 2019, unless you have a qualifying event . Qualifying Events Qualifying Events Birth or Adoption, Death of a Spouse, Loss of Coverage, Marriage, Divorce or Legal Separation. • If you have a qualifying event, you must notify HR within 30 days of the qualifying event. • Employees can terminate coverage for themselves or dependents throughout the year. • You may only enroll in the plan, outside of a qualifying event, once a year during open enrollment. What's New WHAT'S NEW And Why • Armand is changing from Aetna to Oxford to administer our medical plans. o Aetna withdrew from our market and will not renew any current plans o Oxford has competitive rates for similar plans • Medical Contributions will be to 20/80 for Employee’s own coverage and 35/65 for Dependent coverage ALSO • Dental plan will increase the Annual Maximum from $1,000 to $1,500 • Voluntary Vision and FSA/DCA plans now available PROGRAMS PROGRAMS PROGRAM 1 PROGRAM 1 Program location KEY RESULTS PROGRAM 2 PROGRAM 2 KEY RESULTS PROGRAM 3 PROGRAM 3 KEY RESULTS TRAINING TIMELINE TIMELINE
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