Posted in September, 2013.
|Year||WCA Renewal Rate||WEA Trust Rate|
|2013-14||$165,229 x 12 months = $1,982,748||$162,179 x 12 months = $1,946,152|
|2014-15||With 7% max increase = $2,121,540||With 8% max increase = $2,101,844.76|
|Difference||$56,290 more than WEA Trust|
The Antithesis of Governor Walker’s Act 10
The recent teacher surveys (December 2012) indicate that the WGSD administration did not seek employee input regarding their preference in health insurance providers. Why the District would pay over $50,000 more to stay with the employees second choice is difficult to comprehend.
Hearsay and the Prescription Drug Formulary
In his recommendation, the (former) district administrator, explains that an employee’s out-of-pocket co-pay for prescription drugs could be higher if the District switches back to the WEA Trust. At 1:18 in the above video he states that when talking to other school Districts that went back to the WEA Trust he heard “…the prescription drug component of their insurance program hasn’t matched…”.
I inquired if the District’s insurance consultant, who will receive a $60,000 fee (1.5% of commission), had supplied any empirical data comparing the prescription drug costs (formulary) between the WCA and WEA Trust. The District’s response was that no comparison had been made. Note that it is customary when comparing prescription drug plans to compare the top 50 or so most commonly prescribed drugs based on employee experience. Once this is done a meaningful conclusion can be made about employee co-pay contributions. What exactly did we pay this insurance consultant $60,000 for?
Both the WEA Trust and United Healthcare participated in the Consumer Assessment of Healthcare Providers and Systems program (CAHPS) that is designed to promote the assessment of consumers’ experiences with health care. Click HERE to see how the WEA Trust and United Healthcare compare.
Supporting Documentation Received through a Public Records Request
July 22nd, 2013 Action Item determining the Health Insurance Carrier