Plan Design
Deductibles, networks and benefit levels that fit the workforce rather than last year’s habit. Plan design sets what employees pay at the point of care and what the employer pays in premium.
Fit the plan to the workforce.
Plan design sets what employees pay at the point of care and what the employer pays in premium. The right balance depends on your workforce, your budget and how employees actually use care.
Reviewing design each year, not only price, is how employers avoid drifting into a plan that no longer fits.
How Plan Design Shapes Behavior and Cost.
Plan design sets deductibles, copays, coinsurance and networks. These choices determine what employees pay when they use care, which affects both how they use it and how many enroll.
A design that suits last year’s workforce may not suit this year’s. A review looks at how employees actually use the plan and whether the design supports the goals of the employer.
Changes are weighed for employee impact as well as cost.
A few more questions.
How often should plan design be reviewed?
At least yearly, before renewal.
Does a cheaper plan mean worse coverage?
Not always. Design choices trade premium against cost-sharing, and the best fit depends on your people.
Does plan design affect recruiting?
It can. Employees compare benefits when choosing jobs.
How do we introduce changes?
Early, plainly and with examples.
Can we offer more than one plan?
Yes, subject to carrier rules and administration.
Related guides.
Employee Benefits Strategy Consulting in Michigan
Funding, contributions, vendors and compliance.
Vendor and Pharmacy Management
Carrier, pharmacy benefit and ancillary vendors reviewed against results, not left on autopilot.
Diagnose
Review the plan, claims, participation and renewal history to find what is actually driving cost.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents — two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
An independent employee benefits consulting firm. We look at the entire benefits program: cost, plan performance, risk and administration.
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