Case Study: Bending the Cost Curve–How Indiana Does It

Posted by David Edman in Health Benefit Strategies, Insurance Purchasing Strategies, March 2010 on March 3rd, 2010 | No Comments »

On March 1, 2010, Indiana Governor Mitch Daniels wrote an opinion column for the Wall Street Journal called Hoosiers and Health Savings Accounts. We support Gov. Daniels in his advocacy for consumer driven healthcare in general and Health Savings Accounts (HSAs) in particular. Why? Because there is compelling evidence that 30% of what we spend on healthcare in this country is wasted—the Congressional Budget Office (CBO) calls it overuse, underuse, and misuse of health care in the United States. Gov. Daniels and the State of Indiana are finding solutions and setting an example for the rest of the country, so let’s see what we can learn from their experience.

Governor Daniels’ Mission

Mitch Daniels, a former Director of the U.S Office of Management and Budget (OMB), assumed the Indiana governorship in January of 2005. Gov. Daniels knew that he would have to immediately begin to address the State’s annual $600 million budget deficit if he was succeed in his mission to improve quality of life in the Hoosier state. Indiana has over 30,000 state employees, and one of Daniels’ early decisions was to offer an HSA option to these workers.

The HSA Model for Indiana

The principle behind the HSA concept is that individuals spend their own money for routine expenses, and they are “insured” above some pre-determined, high deductible level. If they incur high expense due to a serious illness or injury, they have full insurance coverage above the deductible. But otherwise, they are spending their own money and they are therefore more likely to be concerned about the cost and value of the services they are receiving. For those Indiana workers choosing the HSA, it works as follows:

• Employees have a choice between a traditional PPO model and an HSA.
• Depending on whether the employee chooses single or family coverage, the state will deposit money into an account controlled by the employee, used to pay for all health bills (average deposit in Indiana is $2750 per employee per year).
• After the deductible, the state and employee share costs up to an out-of-pocket maximum, after which the employee has 100% coverage.
• Employees pay a share of their premium for PPO coverage but there is NO PREMIUM paid by the state worker for their HSA coverage.

In the first year of the program, 4% of Indiana workers signed up for the HSA, and there has been a steady growth in participation since.

Financial Results

Today, over 70% of Indiana workers participate in the HSA and the financial impact has been impressive:

• In 2010, Indiana will save at least $20 million in its state budget from this program.
• Workers choosing the HSA option save an additional $8 million compared to workers in the traditional PPO plan.
• The average balance in the HSA bank accounts is $2000 and growing rapidly, thereby adding to a worker’s take home pay.
• HSA participants spend an average of only $65 in medical costs for every $100 incurred by traditional PPO plan participants (e.g., for prescription drugs, costs are $18 lower per script).

The success of Indiana’s health benefits program is a model for other states as well as for private sector employers—it is a ‘win-win’ for both the employer and their employees.

Impact on Employee Satisfaction and Consumer Behavior

More good news!! As the enrollment in the HSA model has steadily grown, the participants seem highly satisfied—only 3% have chosen to switch back to the traditional plan. The state reports that workers are visiting emergency rooms and physicians 67% less frequently than co-workers with traditional health care, and they are admitted to hospitals half as frequently. Most importantly, there is no apparent evidence identified by the state or its consultants that HSA participants are neglecting to receive needed healthcare services in order to save money. Indiana employees are satisfied; they are receiving good health care and it is costing less.

Implications For Business

At RMP, we’ve been setting up programs like the one in Indiana longer that any other health insurance advisor in the area. My article, called HSAs Work, Here’s Why was published in the Philadelphia Business Journal in 2006. RMP client case studies, particularly from those who have been with us for a few years, can attest to this fact. The concluding words from Governor Daniels best sum up this story:

The prevalent model of health plans in this country in effect signals individuals they can buy health care on someone else’s credit card…. What seems free will always be overconsumed, compared to the choices a normal consumer would make. Hence our plan’s immense savings.

Our conclusion—it IS possible to get equal or better healthcare for less money. If you are buying health benefits for your employees, or otherwise purchasing healthcare services, you can most likely do better. Call us at 610-975-4415 if we can help.