Here Are the Study’s Key Findings
We provide observations and guidance on every key finding. To read them, download the study.
- In only one year, there were dramatic increases in the number of institutions offering high-deductible health plans (HDHPs) and the percent of all plans offered that HDHPs represent.
- The offering of Health Savings Accounts (HSAs) far exceeds the offering of Health Reimbursement Arrangements (HRAs), or HDHPs without any accounts.
- The traditional medical cost-sharing features — deductibles, copayments, coinsurance and employee contributions — continued to be adjusted, and, in most cases, there were increases.
- The percentage increase in employee payroll-contribution requirements for medical coverage was greater than the increase in total medical/prescription drug costs (after taking into account design changes).
- The prevalence of pharmacy cost-management programs, such as step-therapy programs and mandatory use of generic drugs, increased significantly.
- The trend of institutions reducing or even eliminating their retiree health benefit offerings continues (although slowly).
- Among institutions that still offer retiree health and welfare plans to new hires, there continues to be steady movement to account-based defined contribution (DC) health plans as the vehicle to fund the cost of coverage.
- The percentage of DC retirement plans moving away from immediate vesting continues to increase.
- The use of voluntary/non-traditional benefits has increased.
- In 2017, fewer tuition reimbursement plans offered immediate eligibility than in 2015; more institutions required coursework to be job-related for employees, and more required minimum grades for any reimbursement.
The study also covers a range of opportunities, which institutions may wish to consider adopting to attract and retain the desired talent for their workforce.
Download the Study ›
Questions? Contact us
The CUBS report doesn’t cover all of the information in Sibson Consulting’s extensive database of benefits offered by higher education institutions.
Sibson can be retained to provide custom data reports, including:
- Comparisons among benefit designs,
- Geographic regions,
- Institution type,
- Institution size,
- Number of full-time faculty,
- Number of undergraduate or graduate students, and
- Operating budget and/or endowment.
For more information about Sibson’s college and university database and the CUBS data discussed in this report, contact us.
Senior Vice President, Senior Corporate Consultant
Vice President, Senior Consultant