# LCMS Convention Workbook_St. Louis Missouri_2013_S47
# Machine transcription, uncorrected — CHI Digital Archive (demonstration)

SYNOD REPORTS
The table of CHP Option enrollment above illustrates how
employers and members continue to migrate to Options with lower
contribution costs.

Benefits Provided by the Pension Plan for Pastors and Teachers
(PPPT)

Benefits Provided by the Concordia Health Plan (CHP)
2010

2011

2012

$224,355,406

$236,718,023

$249,292,318

The value of the total assets of the Concordia Health Plan as of
12/31/12 was $148,270,787.
Healthcare and the rising cost of coverage have been front-page
news for several years. With the passage of the Patient Protection
and Affordable Care Act (Affordable Care Act or health care reform)
in March of 2010, the issue received increased attention and focus.
Now, as implementation of the new law approaches on January
1, 2014, LCMS employers and workers can be assured that we will
continue to be vigilant in following the progress and studying the
law’s implications. CPS is committed to meeting the needs of plan
members by:
•
•

•
•
•

Operating the CHP in compliance with the law
Sharing information and providing education to help improve
awareness of opportunities, requirements, and changes necessitated
by the law
Helping LCMS employers understand and comply with responsibilities
Helping our members understand their options, benefits, and protections under the law
Continuing to serve those who serve the church in a manner consistent with our Lutheran faith and doctrine

There have been many key decisions and positive outcomes associated with various components of this landmark legislation. Among
them are:
•

•

•

•

•

Declaring “Grandfathered Health Plan” status in order to preserve
the opportunity to keep our benefits aligned with the Lutheran faith
and beliefs as well as avoid more onerous regulatory requirements.
Removing certain limits and the lifetime maximum, modifying eligibility rules to cover adult children (and their spouses in some instances), and other applicable changes required to comply with the
law.
Securing access to the Small Business Health Care Tax Credit for
small employers in church plans like the CHP, with the potential
credit across approximately 2,000 eligible LCMS ministries of approximately $11 million annually.
Filing for and receiving $1.6 million in funds through the Early Retiree Reinsurance Program which CPS is using to help control CHP
rate increases.
Redefining the prescription drug coverage under the CHP Medicare supplemental option as a Medicare Prescription Drug Program
which allowed access to additional discounts provided through pharmaceutical companies and resulted in an 8% reduction in CHP rates
for this option; the change was invisible to members.

Pension Plan for Pastors and Teachers

Prior to the CRP, the Pension Plan for Pastors and Teachers (PPPT)
was the only pension program for pastors and teachers of the Synod.
When the CRP was established in 1965, new enrollments in the PPPT
ceased.
As of December 31, 2012, there were 3,138 individuals receiving
benefits as retired members, disabled members, or surviving dependents of deceased members.

47

2010

2011

2012

$10,282,539

$9,872,377

$9,398,346

The value of the total assets of the Pension Plan for Pastors and
Teachers as of 12/31/12 was $5,187,013.
Serving Those Who Serve the Church to the Glory of God

Over the past three years, CPS has undertaken several initiatives
and expanded others in order to provide proactive, resource-focused
assistance to LCMS ministries and the workers who share the Gospel.
Our objective is to provide benefits and services that allow ministries
and ministers to focus on their mission—a mission we are proud to
share. These efforts and programs include, but are not limited to the
following:
•
•
•
•
•
•

Expanding the presence of Benefit Consultants to enhance relationships and support of missions and ministries at the local level
Expanding collaborative efforts with Synod entities
Providing benefits specifically geared for missionaries serving in
foreign countries, both career and short-term service church workers
Offering financial and retirement planning workshops
Increasing the usage of technology to expand educational program
reach
Focusing on the Be Well ... Serve Well initiative and promoting the
Be Well Rewards Program

The Be Well ... Serve Well program deserves special attention and
emphasis as together we strive to improve the health of workers, control out-of-pocket costs for the members, control CHP contribution
rates for employers, and foster an overall culture of health and wellness throughout the LCMS.
Member participation in programs designed to help them better
manage complex health conditions or make better lifestyle decisions
is a testament that these programs add value to the CHP for our members and ministries.
CareAllies Health Management Programs
Program Title

No. of Participants

Disease and Depression Management

11,288

Health Advisor and Lifestyle Management

3,337

Engaging members to embrace healthier lifestyles and take better
care of themselves is key to controlling healthcare costs, as a great
portion of contribution dollars received are used to pay health claims
for many controllable or preventable conditions, such as diabetes and
circulatory disorders.
To bolster participation and interest in the health and wellness
programs, as well as to encourage members to make healthy lifestyle choices, the Be Well Rewards program was introduced in 2011.
The program provides monetary incentives for the performance of
specified activities designed to form or improve healthy habits. CHP
members and their enrolled spouses could earn rewards up to a maximum amount per person each year. Studies show that incentive
programs often provide a positive return on the investment within
about 3 years of program start.
To inspire LCMS employers to encourage healthy habits for their
workers and foster environments for healthy choices, the program
includes a matching reward feature for the employer. In 2011, the
maximum reward per person was $250. In 2012, the amount was

2013 Convention Workbook