MBGH Annual Employer Benefit Survey Reveals Growing Shift to Value-Based Bene... (lth care finances. Key findings Hi...)

MBGH Annual Employer Benefit Survey Reveals Growing Shift to Value-Based Benefit Design

Date:5/1/2008

lth care finances.

Key findings

Highlights of the Midwest Business Group on Health's 2008 Readiness to Change Survey include:

-- Value-based benefit designs are gaining in popularity and there is an increasing trend to provide incentives for participation in wellness, disease management and adherence programs. Employers are reducing cost share to employees -- for example 62% of employers will waive co-pays or reduce costs for certain drugs to get employees to participate in disease management programs. Seventy-two percent of employers agree that using drugs proven effective for a condition will reduce other services for that condition.

-- Quality information is still lacking, however, it's of growing importance to employers and consumers. For example, 85% of employers want health plans to provide members with the cost of physician and hospital services and a majority of employers agree information is not available for employees to make informed choices on quality of physicians (64%), effectiveness of drugs (56%) and quality of safety of hospitals (54%). Further, 59% of employers believe employees would change to better performing providers if they understood how quality varies and affects outcomes.

-- Employers see value in collecting productivity data, yet few are doing so. While 66% of employers see value in surveying employees on how their health impacts their performance at work, only 12% of employers surveyed collect productivity data and 64% of these employers collect productivity data through a Health Risk Assessment. Company data and experience is the number one influencer (95%) of benefit design strategy.

Benefit design philosophy

Employers were asked to rate their organizations' self-perception of benefit design philosophy as leading edge (18%), careful watcher (63%) or conservative (19%). The employers that defined themselves as leading edge shrunk from 21% in 2007, while companies that considered t
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