# LCMS Convention Workbook_St. Louis Missouri_2010_S115
# Machine transcription, uncorrected — CHI Digital Archive (demonstration)

SYNOD REPORTS
2010 Selections for Concordia Health Plan (CHP) Options

Option

No. of Workers

A
B
C
D
HMO—California
HMO—California 2
HMO—National
Options Blue HRA
Options Blue HSA
CSS (Seminary
Students)
Total
*Less than 1%

2,213
7,290
5,275
2,454
261
219
43
238
1,926
403

Percent of Total
Individuals
11%
36%
26%
12%
1%
1%
0%*
1%
10%
2%

20,322

100%

Concordia Health Plan (CHP) Options Available and Percentage of
Members in Each
2008

2009

2010

Option A

18%

14%

11%

Option B

47%

44%

36%

Option C

21%

23%

26%

Option D

9%

10%

12%

Options Blue HRA

0%*

1%

1%

Options Blue HSA

3%

6%

10%

Option HMO—
National

0%*

0%*

0%*

Option HMO—
California
Option HMO—
California 2

2%

1%

1%

NA

1%

1%

NA

NA

2%

Option CSS
*Less than 1%

Benefits Provided by the Concordia Health Plan (CHP)

2007
$180,911,105

2008
$192,580,968

2009
$205,460,767

Consumer-Directed Health Plan Models

CDHPs were introduced as a means of helping the healthcare consumer become more aware of the true costs associated with health
care and thereby become more involved in the decision-making process with their healthcare providers. Unlike HMO and PPO plans,
which can shelter individuals from the actual costs associated with
care, CDHPs carry higher deductibles and coinsurance which have
a greater impact on individuals’ out-of-pocket costs. To help offset
the higher expense, these plans were designed to work with “personal spending accounts” that provide tax-advantaged savings for
the individuals.
Employers and members have access to SelectAccount, which
works with Blue Cross Blue Shield of Minnesota to administer personal spending accounts efficiently and at a discounted price.
Access to Health Savings Accounts (HSA), Health Reimbursement
Arrangements (HRA), and Flexible Spending Accounts (FSA) was

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made available in 2008. Participation continues to grow as employer
interest and education regarding the CDHP options increase.
Be Well … Serve Well Health and Wellness Initiative

The CHP, through CareAllies, continues to provide health and
wellness programs for active church workers and their families
through the “Be Well … Serve Well” initiative introduced in 2007.
While improving the health of workers is the ultimate goal, healthier
workers lead to lower out-of-pocket costs for the members, which in
turn helps to control CHP contribution rates for employers.
The key to reaching those objectives, however, is participation in
the wellness programs. CPS offered an incentive in 2008 in which
more than 13,100 CHP members were rewarded with a $75 Visa
debit card for taking their Health Assessment and learning about their
health risks.
In addition to print communications, Be Well … Serve Well is promoted through health and wellness presentations and by assisting with
health fairs at district and national educator and pastor conferences,
as well as the national Parish Nurse Conference.
CareAllies Health Management Programs
Program Title

No. of Participants

Smart Steps Disease Management

9,751

Depression Disease Management

2,185

Health Advisor and Lifestyle Management

4,818

Preventive Care Benefits Enhanced

As part of Be Well … Serve Well, CHP members beginning January
2008 found it easier on their budgets to focus on preventive care and
monitor their health conditions through regular checkups and testing.
For most options, preventive medical care is covered at 100 percent
with no copays, deductibles, or coinsurance (HMO members can
incur an office visit copay.)
Some of the services that are generally considered preventive
medical care include
• well-baby and well-child care for children,
• routine physical exams and lab tests,
• immunizations,
• vision and hearing screenings,
• mammograms and osteoporosis screenings, and
• cancer screenings such as Pap smears and colonoscopies.
Changes Necessitated by Mental Health Parity Act and Michelle’s
Law

In order to comply with new legislation effective January 1, 2010,
changes were made to the mental health and substance abuse benefits for each CHP option. Essentially, the new legislation requires that
coverage for mental health and substance abuse care be on par with
the medical benefits. The most apparent change was the removal of
daily and annual limits from mental health and substance abuse care.
Other changes involved modifications to copays, deductibles, and
coinsurance for mental health and substance abuse services.
Another change to CHP provisions as of January 1, 2010, was
made to comply with the terms of Michelle’s Law. Under the provisions of this legislation, seriously ill or injured college students who
are covered dependents in a health plan are able to continue coverage
under their parent’s health plan for up to one year while on a medically necessary leave of absence.
2010 Convention Workbook

2010 Convention.indb 115

4/15/10 2:38 PM