2019 Benefits Survey
of Hospitals
The business of health care continues its evolution — but not without growing pains
Download the Executive Summary Report
Share the Insight:
That’s the conclusion from Aon’s 2019 Benefits Survey of Hospitals, in which we surveyed 150 health systems across the country, representing over 1,250 hospitals and 2.5 million employees.
Whether it’s record-low unemployment, vertical mergers, or the recent entry of private equity firms, talent remains a top priority for hospitals — especially in an era of increasing caregiver burnout. And we believe these key findings can help your hospital attract — and retain — more employees.
Networks are shifting — and narrowing
Health systems are trading choice for value and creating narrower network options, including system-only plans that provide limited or no out-of-system coverage. By encouraging their workforce to stay within a domestic network (“steerage”), hospitals can better manage care and control costs.
Download the Executive Summary Report
High deductible,
low adoption
Although high deductible health plans (HDHPs) are increasingly offered by hospitals as an option, their prevalence is still small compared to traditional, low deductible health plans.
23%
offering only one health plan
Low- vs high-deductible
Roll over to learn more
High
Low
77%
of plans are not HDHPs, grouped here under “low” deductible plans
Aon Health Solutions
31
Clinicians, health
promotion specialists and behavioral health specialists
Download the Executive Summary Report
Affordability — or lack thereof — is still top of mind
Survey participants noted increasing concern regarding the affordability of care. This is particularly true for employees choosing High Deductible Health Plans (HDHPs), as they are far more likely than those with traditional health plans to have difficulty paying medical bills — or to forgo medical care altogether.
Approaches to Affordability
Strategies for Lower Costs for Low Wage Earners
Roll over to learn more
Lower Contributions
Lower Deductibles
Patient Financial Needs Program
Employee Financial Needs Program
Lower Copays or Coinsurance
Lower OOP Maximums
Tie the OOP Max to Income
Creating culture in the C-Suite
Health care systems are striving to create a culture that promotes wellbeing — 49% of health systems cite this as “extremely important” — while simultaneously managing high-cost members. We also found out C-Suite buy-in and understanding of wellbeing programs are often the most important factors in successful wellbeing programs.
4%
59%
35%
2%
73%
Who Offers Wellbeing
Programs?
Roll over
to learn more
Executive Summary Report
Participate in 2020
Download an excerpt from the report to receive a clearer picture about the future of health care.
Download executive summary report
Participate in the survey
Questions?
If you participate in this survey, you will receive the full report as well as regional benchmarking for plan design and employer and employee costs. There is no cost to take the survey.
Please contact Sheena Singh for more information.
sheena.singh@aon.com
Trading Choice for Value
Roll over to learn more
57
Pharmacy consultants
7
including
pharmacists
30
Data scientists,
researchers and solution architects
35%
offer two health plans
27%
offer three health plans
15%
offer four or more health plans
23%
offer only one health plan
of plans are qualified HDHPs, which can be paired with an IRS-approved savings account
15%
of plans are non-qualified HDHPs, usually because of copays or coinsurance that bypass the deductible
8%
60%
35%
18%
19%
27%
8%
21%
12%
14%
19%
14%
17%
2%
17%
of respondents with wellness programs partner with a third-party vendor
offer at least some wellness activities, but lack a coordinated program
of respondents offer a comprehensive, coordinated wellness program to their employees
do not offer wellness programs and have no plans to offer one
“Low”
Deductible
“High”
Deductible
Health systems responding
Plans
0 10% 20% 30% 40% 50%
Domestic Only
No-Steerage Plans
Steerage Plans
Domestic
Only
4%
Domestic Only
9%
18%
No-Steerage Plans
14%
55%
Steerage Plans
Plan Prevalence by Steerage
Lower Contributions
Lower Deductibles
Patient Financial Needs Program
Employee Financial Needs Program
Lower Copays or Coinsurance
Lower OOP Maximums
Tie the OOP Max to Income
do not yet offer wellness programs, but intend to implement one within the year
59%
35%
73%
2%
4%
Share the Insights:
Website Contact Us Legal Privacy Cookie Notice
Participate in the survery
Download executive summary report
Tap to learn more
High deductible,
low adoption
Low- vs high-deductible
Download the Executive Summary Report
2%
4%
0 10% 20% 30% 40% 50%
10% 20% 30% 40% 50%
10% 20% 30% 40% 50%
10% 20% 30% 40% 50%
10% 20% 30% 40% 50%
Steerage Plans
9%
18%
No-Steerage Plans
Domestic Only
14%
19%
27%
8%
18%
19%
60%
35%
Tap to learn more
Creating culture in the C-Suite
Health care systems are striving to create a culture that promotes wellbeing — 49% of health systems cite this as “extremely important” — while simultaneously managing high-cost members. We also found out C-Suite buy-in and understanding of wellbeing programs are often the most important factors in successful wellbeing programs.
Currently
Considering
Tap to learn more
Considering
Affordability — or lack thereof — is still top of mind
Qualified
Non-Qualified
Qualified
Non-Qualified
200+
health care clients
200+
health care clients