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Copyright © 2011 Aon Corporation 2011HealthCareQE

Aon Hewitt 2012 Health Care Survey

General Information All participants will receive a complimentary copy of the national survey findings, as well as a customized benchmarking report for your organization. Please provide the contact information for the person completing the survey and identify the person who should receive the customized benchmark report. The information collected in this section is used to prepare your customized benchmark report and for research purposes only. All responses are confidential and reported only in aggregate. Person completing the survey Name: Organization: Address: _____________________________ City: _____________ State: __________ Zip: Telephone: ___________________________E-mail Address: __________________________________ Report Delivery Information

Same as person completing the survey If different than person completing the survey, please provide contact information for person who should receive report: Name: Title: Organization: Address: _____________________________ City: _____________ State: __________ Zip: Telephone: ___________________________E-mail Address: __________________________________

D1. Which title best represents your position? (Check one only.)

Benefits Analyst/Administrator Benefits Specialist Benefits Manager Compensation Manager HR Specialist HR Manager HR or Benefits Consultant Director of Compensation and Benefits Director of HR Vice President, HR Senior Vice President CFO Controller President CEO Treasurer Other (please specify): _____________________

D2. Which of the following descriptions best represents your organization? (Check one only.)

Global (operate in several regions around the globe) - Go to D2a, b, and c Multiregional (operate in more than one country/region) - Go to D2a, b, and c U.S. Multi-state (operate in more than one state in the U.S.) Skip to D3 U.S. Domestic (operate in only one state in the U.S.) Skip to D3

D2a. You indicated your organization is a global or multinational company. What office do you represent? (Check one only.)

U.S.-based corporate headquarters Subsidiary Field office Other (please specify): _____________________

D2b. Is your HR organization responsible for managing benefits outside the United States? (Check one only.)

Yes No

Aon Hewitt 2 20121HealthCareQE11maa.

D2c. What is the total number of worldwide employees (include full-time and part-time)? (Check one only.)

Below 500 500 – 2,500 2,501–5,000 5,001–10,000 10,001–25,000 25,001–50,000 Over 50,000

D3. State in which primary U.S. headquarters is located: ________________ (Drop-down ST menu) D4. State in which you are currently located: __________________(Drop-down ST menu) D5. What is the total number of U.S. active benefit-eligible employees (include full-time and part-time): (Check one only.)

Below 500 500 – 2,500 2,501–5,000 5,001–10,000 10,001–25,000 25,001–50,000 Over 50,000

D6. Does your organization have unionized employees? (Check one only.)

Yes No (skip to D8 - Industry)

D7. What is the percentage of total U.S. workforce that is unionized? (Check one only.)

Below 10% 10%–19% 20%–29% 30%–39% 40%–49% 50%–59% 60%–69% 70%–79% 80%–89% 90%–100%


D8. Which industry classification best describes your organization? (Check one only.)

Aerospace/Defense Health Care Agriculture, Forestry, Fishing, Hunting Hospitality, Leisure, Recreation Arts/Entertainment Information Associations/Foundations (e.g., member

organizations) Insurance

Automotive/Transport Manufacturing Legal (e.g., law firms) Banking Management of Companies and Enterprises Charitable Organizations Manufacturing Chemicals Media Construction Mining, Quarrying, Oil and Gas Extraction Consumer Products Manufacturing Pharmaceuticals Consumer Services Professional/Business Services Education (primary to high school) Professional Employee Organizations Education (college and above) Real Estate, Rental, Leasing Electronics/Electrical Retail (wholesale and distribution) Environmental Services/Equipment Staffing Organizations Faith-Based Organizations Technology (software/hardware and services) Finance Telecom Equipment/Services Food/Beverage Manufacturing Transportation and Warehousing Food Services (e.g., restaurants, distributors) Utilities/Energy Gaming Waste Management and Remediation

Services Government (State/Local) Other (please specify): __________________ Government (Federal)


Section I: Strategy and Plan Design

1. Which of the following activities are part of your organization’s current health care strategy, and which are you adding in 2012 or would you consider adding over the next 3–5 years? (Check one per row.)

Currently in Place

Adding in 2012

May Add in 3–5 Years

Not Interested

A. Optimize Plan Design

a. Offer account-based, consumer-driven/high-deductible health plan as a choice

b. Offer account-based, consumer-driven/high-deductible health plan as a full replacement

c. Offer value-based insurance design approaches in health plan, in addition to coverage for preventive medical services/screenings (e.g., providing lower copays or cost sharing for medical services, treatments, or drugs)

d. Steer participants (through plan design or lower cost) to high-quality hospitals or physicians for specific procedures or conditions (e.g., hospital A has high-quality outcomes and is less expensive for cardiac surgery)

e. Include voluntary supplemental medical benefits (e.g., critical illness, hospital indemnity, limited medical, cancer indemnity) as part of your core annual enrollment

f. Reward participants (via enhanced plan design, lower premium contribution, or other reward) for achieving specific health outcomes (e.g., normal cholesterol or improved BMI)

g. Impose consequences on participants (through higher deductibles, copays or ineligibility for premium reduction) for exhibiting unhealthy behaviors or outcomes (e.g., smoking, high BMI or no improvement in BMI) or not achieving specific health outcomes (e.g., lower cholesterol)

Other (please specify):______________________________


B. Engage Participants in Managing Health and Costs

a. Provide on-site preventive, primary, and urgent care services

b. Offer tools (e.g., health risk questionnaire, biometric testing) to raise participants’ awareness of their health status and risks

c. Reward participants for use of health awareness tools (e.g., health risk questionnaire, biometric testing)

d. Impose consequences on participants (e.g., higher premium) if they do not utilize health awareness tools (e.g., health risk questionnaire, biometric testing)

e. Provide tools/services that give plan participants options for second opinions on diagnosis at no charge to employee

f. Target certain communications based on individual’s specific health condition (e.g., those with diabetes)

g. Target certain communications based on demographic information

h. Use social media (e.g., Facebook, blog) to reinforce smart health behaviors and actions with your plan participants

i. Provide employees with a personalized, aggregated web view of their health care usage and other information such as biometric results, health risks, incentive opportunities and action plan.


Currently in Place

Adding in 2012


Not Interested

C. Improve Health, Productivity, and Outcomes

a. Integrate medical, absence/disability, and wellness information through a data warehouse or other data aggregator

b. Coordinate health and absence management

c. Sponsor worksite-related health programs (e.g., weight loss or fitness program)

d. Use integrated delivery models (e.g., patient-centered medical home approach) to improve primary care effectiveness

e. Integrate health promotion and condition management programs

f. Offer voluntary benefits in support of work/life and productivity improvement efforts (e.g., Auto/homeowners, legal services, identity theft coverage, concierge services)



D. Managing Cost/Reducing Unnecessary Expense

a. Use high-performing or specialty networks offered through your health plan

b. Adopt a best in market model with one common plan and variable networks by state or region

c. Cover domestic centers of excellence (travel within and across U.S. state borders for high-quality, cost-effective treatment of certain conditions other than transplants)

d. Cover international medical tourism (travel to global centers of excellence for major medical treatments at lower costs)

e. Tightly manage health of the chronically ill (e.g., mandatory condition or case management, special networks for care)

f. Increase reliance on data to find cost savings (e.g., compare results to norms, identify key cost drivers)

g. Adopt reference-based pricing, defined as limiting plan reimbursement to a set dollar amount for certain services (e.g., MRI, radiology, etc.) for which wide cost variation exists

h. Increase participants’ deductibles and/or copays

i. Increase dependent premium surcharges

j. Adopt a “unitized pricing” approach (e.g., charging per dependent)

k. Directly contract with health providers

l. Consolidate health care programs with a single vendor or health plan

m. Participate in cooperative purchasing efforts with other employers or groups (coalition-based purchasing)

n. Increase or decrease vendor compensation based on specific performance targets



Voluntary/Elective Benefits 2. Which of the following voluntary supplemental medical benefits does your organization offer, or plan to

offer, as part of your core annual enrollment? (Check one per row.)

Currently Offer

Will Offer

in 2012

May Offer in 3–5 Years

Not Interested

Critical illness

Hospital indemnity

Limited medical

Accident medical

Medical gap

Cancer indemnity

Other (please specify): _______________________________

3. Which of the following voluntary benefits does your organization offer, or plan to offer, to support your work/life balance and productivity initiatives? (Check one per row.)

Currently Offer

Will Offer

in 2012


Not Interested

Auto/homeowner’s insurance

Legal services coverage

Identity theft coverage

Discount merchandise purchasing

Concierge services (e.g., dry cleaning pickup, grocery services, etc.)



4. Which of the following benefits does your organization currently offer, or plan to offer, to support post-

retirement/long-term care? (Check one per row.)

Currently Offer

Will Offer

in 2012


Not Interested

Voluntary group long-term care insurance program

Universal life

Universal life with long-term care benefits

Whole life with long-term care benefits


High-Deductible/Consumer-Driven Health Plan For the purpose of this survey, an account-based, high-deductible/consumer-driven health plan refers to a health benefit plan that engages covered individuals in choosing their own health care providers, managing their own health expenses, and improving their own health with respect to factors that they can control. These plans feature an account that an individual can use to pay for health expenses up to a certain amount. 5. What type of high-deductible, consumer-driven health plan(s) does your organization offer or plan to offer?

(Check one per row.)

Currently Offer

Will Offer in 2012


Not Interested

High-deductible health plan with employer-seeded Health Savings Account (HSA)

HSA-eligible, high-deductible health plan with no employer account funding

High-deductible health plan with Health Reimbursement Arrangement (HRA)

High-deductible health plan without an attached account



6. What tactics does your organization use, or plan to use, to promote participation in the high-deductible,

consumer-driven health plan? (Check one per row, or select the response in the last row to indicate that your organization does not use any specific tactics to promote participation at this time.)

Currently

Use Will Use in 2012

May Use in 3–5 Years

Not Interested

a. Subsidize premiums at a higher level than other plan options

b. Target communications to certain participant groups

c. Make the high-deductible, consumer-driven health plan the default plan option

d. Employer contribution to HSA

e Employer match to HSA

f. Employer contribution to HRA

g. Cover preventive medications before the deductible applies

h. Offer voluntary/elective supplemental medical coverage to compliment the high–deductible/consumer-driven health plan


We do not use any specific tactics to promote participation in the high-deductible, consumer-driven health plan at this time.

6a. To what degree has participation in your high-deductible, consumer-driven health plan increased as a result of offering voluntary, supplemental, medical benefits linked to this plan type? (Check one only.)

Significant Increase Moderate Increase Little Increase No Increase Do Not Know

Heath Care Strategy & Planning 7. To what extent does your organization use employee input (e.g., focus groups, surveys) on participant

attitudes toward health to influence decisions in the following areas? (Check one per row.)

Significant

Use Moderate

Use Slight Use

Do Not Use at All

Overall health care strategy

Types of plans offered (e.g., HMO, PPO, consumer-driven)

Benefit design features (copays, deductibles, in-/out-of-network differentials)

Change management approach

Incentives/rewards and disincentives/consequences

Disease management approach

Wellness programs

Communication strategy


8. What is your organization’s current approach and anticipated future (next 3–5 years) preferred approach to providing health care benefits for your largest active employee population? (Check one only per column.)

Current

Approach Future Approach (next 3–5 years)

Employees choose a plan on their own from options available on the open market (employer neither sponsors nor contributes to health benefits)

Employer provides access to a corporate or private health exchange giving employees various plans to choose from (employer sponsorship through a fixed-dollar amount)

Employer actively manages and provides a few plans for employees to choose from (through sponsorship of traditional health benefit plans where employer pays a percentage of premium)

Employer selects a single health plan for all employees (employer pays most, if not all, of the cost)

Other (please specify): __________________________________________ 9. What is your organization’s current and anticipated future (next 3-5 years) approach to funding health care

benefits for your largest active employee population? (Check one only per column.)

Current

Approach Future Approach (next 3–5 years)

Fully insured, participating Fully insured, non participating Minimum premium Self-insured with 3rd party stop loss Self-insured

Other (please specify): ______________________


10. Rate your organization in terms of being more like description A (on the left) or B (on the right) today and

over the next 3–5 years. (Check one per row.)

Description A

Very Much Like A

Some-what

Like A

Some-what

Like B

Very Much Like B

Not Applicable Description B

A. Employer Subsidy

Company subsidy is a defined dollar amount, with increases managed as part of the total rewards budget.

Today Company subsidy is determined based on health plan cost, with

increases managed as part of the health plan budget process.

Next 3–5

Years

B. Population Health

Focus strategies and programs to improve workplace productivity (e.g., absence reduction).

Today Focus strategies and programs to improve

population health risks and lower medical costs.

Next 3–5

Years

C. Source of Data

Primarily rely on health vendor to develop and interpret analytics used for program design and management decisions.

Today Primarily rely on 3rd party analytics partner and internal resources to

develop and interpret analytics used for program design and management

decisions.

Next 3–5

Years

D. Incentives

Heavier use of incentives to drive desired program participation and health behaviors.

Today Heavier use of disincentives to drive desired program participation and

health behaviors. Next 3–5

Years

E. Program Availability

Traditional Eligibility: Employees are eligible for all options, regardless of individual health actions or outcomes (e.g., no restrictions to plan types or options).

Today Gates to Better Benefits: Eligibility for certain plans based on individual

actions and/or health outcomes (e.g., completion of health risk

assessment, BMI improvement).

Next 3–5

Years


11. In addition to managing cost, what are the top health care outcomes your organization would like to achieve in 2012 and the most significant challenges facing your organization (internal or external) in terms of accomplishing these outcomes. (Please select up to five in each category.)

Desired Outcomes Current Challenges

Improve participant compliance with prescribed medications

Managing large claims

Lack of senior management support

Increasing participants’ awareness of, and decision making related to health issues

Understanding employee attitudes toward health and wellness

Improve disease management/health improvement program compliance

Maintaining participants engagement/satisfaction with health plan

Monitoring provider capabilities

Lower health risk of population Managing multiple health care partners

Increase utilization of wellness and prevention

Government regulations/compliance (e.g., health care reform)

Increase participation in health improvement/disease management programs

Managing regional/local variability of health care markets

Improve productivity (reduce work absence and presenteeism)

Access to reliable price and quality information

Unpredictability of cost

Lower disability (worker’s compensation) cost Chronic disease prevalence

Improve quality of care for those with chronic illness

Motivating participants to promote behavior change

Ability to analyze metrics to monitor performance

Increase use of preferred providers or centers of excellence, including integrated delivery systems and accountable care organizations

Managing lifestyle-based illness

Managing the health of an aging workforce

Increase employee use of tools and information on provider price and quality

Holding providers accountable

Maintaining competitive health care practices

Increase participant accountability for consumer behaviors regarding use of the health care system

Integrating programs/data

Bargaining with unions

Tighter management of high cost claims Managing cost/program investments

Increased participation in CDHP plan options Cultural shift/reluctance to change

Other (please specify): Ability to administer future health care strategy (e.g., administrative platform changes, decision support tools)

Creating a global wellness strategy

Other (please specify):


12. Which of the following health care tactics are priorities to your organization over the next 3–5 years? (Select up to five tactics considered highest priority.)

Priority Tactics

Prepare for the transition out of directly sponsoring health care benefits to the use of corporate/private or state exchanges, including adoption of a fixed dollar contribution amount

Implement a company wide (or global) wellness policy and guiding principles

Promote a culture of health in the workplace (e.g., healthy cafeteria, flexible schedules to allow time for physical activity)

Move to a best-in-market approach by state or region to optimize different plan discount levels with a common design for all participants

Make only minor changes to plan design

Increase employee cost sharing (e.g., contribution, deductible, copay, coinsurance)

Drive significantly higher enrollment in consumer-driven plans

Promote other consumer-driven plan strategies (e.g., tools, cost, quality data)

Provide health and productivity management programs tailored to individual member risk levels

Offer and promote disease management programs

Offer incentives or disincentives to motivate sustained health care behavior change

Focus on care management and high-cost claimants

Adopt health care purchasing model that includes cost efficiency and quality-of-care metrics (e.g., contracting with and influencing health plans that use pay for performance, high-performance networks, or other provider incentives)

Use only best-in-class vendors

Use measurement tools to assess differences in provider management (e.g., clinical audits, vendor analysis)

Integrate health care, disability, work/family, EAP, and other health-related benefits

Offer an on-site medical clinic

Move to rewarding improved health results or outcomes

Expand current on-site medical clinic locations or services

Other (please specify):


13. What type(s) of health plan(s) does your organization offer, what was the actual cost increase/decrease from 2010 to 2011, and what is the expected, approximate cost increase/decrease for 2011-2012 for each type of plan offered?

(Check all that apply for types of plans offered. Then for each plan offered, indicate the percent increase/decrease in whole numbers between 0 and 100. For example, 5 for 5%, use minus sign before the number for any decreases, for example -5, and enter 0 if no increase is expected for a particular plan type. If more than one type of plan is offered (e.g., multiple HMO plans), average the percent increase/decrease across all similar type plans.) Also indicate the approximate percent of employees enrolled in each plan type based on total number of employees participating in the employer-sponsored health benefit program - total must equal 100%.

Type(s) of Health Benefit Plans Offered

(Check all that apply.)

Cost: Actual

Percentage Increase/ Decrease

From 2010 to 2011

Cost: Expected

Percentage Increase/ Decrease

From 2011 to 2012

Percentage of Eligible Employees Enrolled inPlan Type

HMO Plan(s) _______% _______% _______%

Exclusive Provider Network Plan(s) _______% _______% _______%

PPO Plan(s) _______% _______% _______%

POS Plan(s) _______% _______% _______%

Indemnity Plan(s) _______% _______% _______%

High-Deductible, Consumer-Driven Health Plan(s) with Health Savings Account

_______% _______% _______%

High-Deductible, Consumer-Driven Health Plan(s) with Health Reimbursement Account

_______% _______% _______%

High-Deductible, Consumer-Driven Health Plan(s) without Company-Sponsored Savings Account

_______% _______% _______%

Other (please specify): ______________ _______% _______% _______%

100%

13a. What is your organization’s actual overall health care cost increase/decrease for 2010 to 2011 and expected increase/decrease for 2011 to 2012 across all plan types offered? (Indicate the total percent increase/decrease in whole numbers between 0 and 100. For example, 5 for 5%, use minus sign before the number for any decreases, for example -5, and enter 0 if no increase is expected. You may approximate this information if not readily available.)

Cost: Actual Total Percentage Increase/ Decrease From

2010 to 2011

Cost: Expected Total Percentage Increase/ Decrease From

2011 to 2012 _______% _______%


14. In general, what is your cost sharing for employee and dependent health care coverage (e.g., premium or premium equivalent, not including out-of-pocket costs)?

(Enter a percentage between 0 and 100 for each category. Do not include percentage sign, for example, enter 5 for 5%. If a fixed-dollar amount is applied, please convert to an average percentage of premium)

Total for each category must equal 100%.

Actual 2011 Planned 2012 Expected Next 3–5 Years

Employee Coverage Employee contribution ________% ________% _______%

Employer subsidy ________% ________% _______%

Total (Must Equal 100%) 100% 100% 100%

Do not provide any coverage for dependents at this time (Skip dependent coverage section).

Dependent Coverage Employee contribution ________% ________% ______%

Employer subsidy ________% ________% ______%

Total (Must Equal 100%) 100% 100% 100%

14a. In general, what is your organization’s current approach and anticipated future (next 3–5 years) preferred approach to establishing employee and dependent health care coverage premiums for your largest active employee population? (Check one only.)

Current

Approach Future (next 3–5 years)

Approach

A percentage of premium Flat-dollar amount Unitized pricing (e.g. contributions set per covered person, not as a family unit)

Combination (e.g., base plan contribution set as percentage of premium, with employees paying full cost to buy higher level of coverage)

Other (please specify): ______________________


14b. As health care costs continue to escalate, employers are exploring emerging strategies aimed at changing participant health behaviors in an effort to improve health and reduce costs. Please indicate which of the following strategies your organization currently uses, and which are being added in 2012 or over the next 3—5 years. (Check one per row.)

Currently in Place

Adding in 2012


Not Interested

Use of behavioral economics theories such as loss aversion, social norming, or temporal discounting to reposition communication messages and access to rewards/consequences

Use of consumer marketing techniques, such as health attitude consumer segmentation, to target messages to specific population segments

Adoption of “house money, house rules” requirements, predicating access to certain benefit levels on participant completion of important health behaviors (screenings, assessments, wellness and prevention, etc.)

Other (please specify):___________________________

Section II: Health and Performance

15. Which of the following health and productivity strategies are part of your organization’s current health care strategy, and which are you considering to add in 2012 or over the next 3–5 years? (Check one per row.)

Currently in Place

Adding in 2012


Not Interested

Disease management

Health/wellness improvement

Behavioral health

Absence management

Total well-being (holistic approach to improving both the physical and mental health of workforce)

Integrate safety and health improvement efforts

Complex case management (most costly 1% claimants)


16. Which of the following metrics are used in your organization to measure the impact of absence? (Check all that apply or indicate that your organization does not measure the cost of absence at this time.)

Frequency/incidence of absence by medical condition Duration of absence by medical condition Full-time employee equivalents Benefit costs Salary replacement costs Indirect costs (e.g., overtime, temporary employee costs) Absence costs as a percentage of payroll or sales Other (please specify): Do not measure the cost of absence at this time.

17. Indicate which of the following health conditions your organization is targeting in 2012 for its employee

population. (Check all that apply or select the last row to indicate you do not target specific conditions at this time.)

Note: Lifestyle habits are not considered health conditions (e.g., smoking, lack of physical activity, drinking).

Conditions Being Targeted in 2012

Asthma

Back pain

Cancer

Cardiovascular disease

Chronic obstructive pulmonary disease (COPD)

Depression

Diabetes

Hypertension

Maternity

Metabolic syndrome (group of risk factors occurring together that increase the risk of coronary artery disease, stroke, and type 2 diabetes)

Musculoskeletal

Obesity/overweight

Pediatric health concerns

Other (please specify): ____________________

Do not target specific health conditions at this time.

17a. How likely is your organization to target specific health conditions over the next three to five years? (Check one only.)

Very Likely Somewhat Likely Somewhat Unlikely Not Likely at All Do Not Know


18. Which of the following health programs and services will your organization offer in 2012 and which were

offered in 2011? Instruction: If you offered in 2011 and will continue to offer in 2012, check BOTH boxes or indicate your organization does not offer these types of health programs/services at this time. Then, for each program/service offered in 2011, indicate the approximate percentage eligible that participated in 2011 (whether fully or partially).

(Enter the percent in whole numbers between 0 and 100. Do not include percentage sign, for example, enter 5 for 5%.)

Will Offer in

2012 Offered in 2011

Percentage of Eligible Who

Participated in 2011

Biometric screening _____%

Health risk questionnaire _____%

Online/Web live-chat health improvement coaching _____%

Complex care (e.g., second opinion services, best doctors) _____%

Voluntary catastrophic care benefits _____%

Telephonic health improvement coaching _____%

24/7 Nurseline _____%

Disease/condition management programs _____%

Health improvement/wellness programs _____%

Health/clinical advocacy _____%

Weight management (e.g., programs to improve body mass index, waist circumference) _____%

Physical fitness challenges (e.g., 10,000 Steps® Program) _____%

Tobacco cessation programs _____%

Stress reduction _____%

Nutrition _____%

On-site medical clinic _____%

On-site pharmacy _____%

On-site health coach _____%

On-site EAP _____%

On-site fitness center _____%

Other (please specify): ______________ _____%

Do not offer these types of health programs/services at this time


19. Which of the following health and wellness tactics does your organization have in place, and which are you

considering adding in 2012 or over the next 3–5 years? (Check one per row.)

Currently in Place

Adding in 2012


Not Interested

Domestic wellness policy and guiding principles

Global wellness policy and guiding principles

On-site medical clinic in one or more locations

On-site fitness center in one or more locations

On-site nurse in one or more locations

Subsidize healthy foods/beverages in one or more locations

Uniquely branding wellness program (e.g., giving the program a name or logo)

Visible senior and business unit leadership as a champion of health

Location-based wellness champions

Active wellness council or champion network that meets on a regular basis

Flexible policies or schedules to accommodate individual exercise needs

Summit meeting with all health-related vendors to coordinate interventions and data

Track or report health risks and wellness statistics by business unit, location, or other segment

Competitions within company by location, business unit, etc. to promote healthy behaviors (e.g., walking, weight loss)

Ongoing wellness communication campaign (throughout the year, not just during open enrollment period)

Use of internal and external social networks to promote health and allow participants to share their success stories

Manage performance goals tied to wellness success or participation levels



Section III: Motivating Employees to Health Value-Based Insurance Design Value-based insurance design (VBID) refers to health plan designs that differentiate coverage level on the basis of value, providing richer benefits for higher-value or leaner benefits for lower-value drugs and services. The basic premise of VBID is to remove barriers to essential, high-value health services. The goal of these designs is to improve treatment compliance and productivity and reduce overall medical costs.

20. Which of the following types of VBID programs do you currently offer or plan to offer in the future? (Check one per row.)

Currently in Place

Adding in 2012


Not Interested

Prescription drug (e.g., offer reduced copays for cholesterol and blood pressure-lowering medications)

Medical services, not including preventive services or screening required by law (e.g., lowering cost share for primary care visits, lab tests, supplies for diabetics)


If not interested in Q20, skip to Q23.

21. What type of requirements are (or will) be needed to receive the VBID benefit? (Check all that apply or

select the last row to indicate that you do not currently or plan to impose any requirements to receive enhanced benefits at this time.)

Completion of a health risk assessment Qualification form to be completed by physician Program participation (e.g., disease management, weight management, or tobacco cessation

program) Behavior compliance (e.g., meeting particular behavior-based goals within a disease

management program, filling prescriptions according to schedule) Clinical achievement of specific health outcomes (e.g., lower blood pressure) Other (please specify): Do not currently or plan to impose any requirements to receive enhanced benefits at this time.


22. Which of the following conditions qualify for treatment under your organization’s VBID plan features and what enhanced benefit is being used to target each? (Check all that apply for conditions targeted through VBID plan features or select the last row to indicate that your organization does not target specific health conditions through VBID plan features at this time. Then, for each condition targeted through VBID, indicate what type of enhanced benefit is used.)

Enhanced Benefit Used

Conditions Being Targeted Through VBID

(Check all that apply.) Prescription

Drug Medical

Asthma

Cardiovascular disease

Depression

Diabetes

Obesity/overweight

Metabolic Syndrome (group of risk factors occurring together and increase the risk of coronary artery disease, stroke and type 2 diabetes)

Cancer

Hypertension

Back Pain

Maternity

Chronic obstructive pulmonary disease (COPD)

Musculoskeletal

Other (please specify): ______________________________________

Do not target specific health conditions through VBID plan features at this time. (Program mutually

exclusive) Incentives/Disincentives

23. For which of the following groups does your organization offer incentives or impose consequences or disincentive tactics to promote participation in particular health care programs (e.g., biometric screening, health risk assessment, wellness programs, disease/condition management programs)? (Check one per column.)

Offer Incentives

(monetary or non-monetary)

Impose Consequences/ Disincentives

Employees only

Employees and spouses/partners

Employees, spouses/partners, and covered family members

Do not offer incentives and/or impose consequences at this time



Q24 Programming Note: If your organization does not offer incentives and/or impose consequences at this time in Q23, this ends the survey online.

24. For each of the following programs, please indicate if an incentive is offered or consequence is tied to participation or results achieved (if needed). (Check all that apply per row or indicate that no incentive or consequence is imposed at this time.)

Incentive Offered

Consequence Imposed

No Incentive or Consequence

Imposed at This Time

Participation in health risk questionnaire (HRQ)

Follow-up with personal physician to address HRQ results

Participation in biometric screening

Follow-up with personal physician to address biometric screening results

Progress for improvement towards meeting acceptable ranges for biometric measures (e.g., blood pressure, BMI, blood sugar, cholesterol)

Attainment of achieving acceptable range for biometric measures (e.g., blood pressure, BMI, blood sugar, cholesterol)

Participation in health coaching activities

Participation in health improvement/wellness programs

Reduction in risk (e.g., moving from high risk to lower risk)

Participation in disease/condition management programs

Participation in lifestyle modification classes (e.g., weight management, tobacco cessation)

Successful completion of lifestyle programs (e.g., weight loss, quit smoking)


Participation in physical fitness challenges (e.g., 10,000 Steps® Program)

On-site health coach

On-site medical clinic

On-site fitness center

Other (please specify): ____________________________


25. Indicate the type of incentive offered or consequence imposed by your organization to promote participation in health programs and/or improved health outcomes. (Check all that apply per row.)

Required participation

to receive any health coverage

Monetary incentive (e.g., cash equivalent, premium

reductions)

Non-monetary incentive (e.g., gift

cards, merchandise)

Monetary consequence (e.g., higher

premium, surcharges)

Non-monetary

consequence (e.g.,

restricted access to plan

options or better

coverage)

Participation in health risk questionnaire

Follow-up with personal physician to address HRQ results

Participation in biometric screening

Follow-up with personal physician to address biometric screening results

Progress for improvement towards meeting acceptable ranges for biometric measures (e.g., blood pressure, BMI, blood sugar, cholesterol)

Attainment of achieving acceptable range for biometric measures (e.g., blood pressure, BMI, blood sugar, cholesterol)


Participation in health improvement/wellness programs

Reduction in risk (e.g., moving from high risk to lower risk)

Participation in disease/condition management programs

Participation in lifestyle modification classes (e.g., weight management, tobacco cessation)

Successful completion of lifestyle programs (e.g., weight loss, quit smoking)


Participation in physical fitness challenges (e.g., 10,000 Steps® Program)

On-site health coach

On-site medical clinic

On-site fitness center

Other (please specify): ____________


25a. Indicate the annual monetary value for each incentive type that is offered to participants for the following programs and/or activities? (Choose the monetary value category that best represents the annualized value of the incentive granted for the largest workforce population in each program.)

Monetary Incentive Types

Cash Equivalent

(e.g., check)

Premium Reduction

Plan Design Enhancement (e.g., reduce deductible,

waive co-pay)

Health Account

Contribution (HSA or

HRA)

Better Benefit Level

List will include only items identified in Q25

Drop-down Drop-down Drop-down Drop-down Drop-down

Drop Down = only for monetary items selected, require participant to approximate the annual value of the incentive per the following categories: Less than $50 $50 - $150 $150 - $300 More than $300 Other (please specify): _______ 25b. Indicate the non-monetary incentive types offered to participants for the following programs and/or activities? (Check all that apply per row.)

Non-monetary Incentive Types

Paid Time Off

Gift Card

Merchandise Drawings Member Discounts

Other


(Please specify)



25c. Indicate the annual monetary value for each consequence type imposed on participants for the following programs and/or activities? (Choose the monetary value category that best represents the annualized value of the consequence imposed for the largest workforce population in each program.)

Monetary Consequence Types

Increased Benefit

Premiums

Increased Out-of-Pocket Expenses

(e.g., higher deductibles,

copays)

Reduced Health Account

(HSA, HRA) Contribution

Surcharge (e.g., smoker surcharge)

Other


Drop-down Drop-down Drop-down Drop-down (Please specify):_____

Drop Down = only for monetary consequence items selected, require participant to approximate the annual value of the penalty per the following categories: Less than $50 $50 - $150 $150 - $300 More than $300 Other (please specify): _______ 25d. Indicate the non-monetary consequence types offered to participants for the following programs? (Check all that apply per row.) Non-monetary Consequence Types

Restricted access

to plan options

Other Biometric screening (Please specify)______ Health risk assessment (Please specify)______ Health improvement/wellness programs (Please specify)______ Disease/condition management programs (Please specify)______ Tobacco cessation programs (Please specify)______

* * * Thank you for completing Aon Hewitt’s 2012 Health Care Survey * * *

Survey results and your customized benchmark report will be forthcoming in Q2 of 2012.

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Return completed survey to [email protected] or by fax to (513) 621 0185

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