With the costs of providing healthcare benefits to employees and dependents continuing to soar, state governments across the country are looking for ways to minimize cost increases but also encourage better outcomes for the employees and their families. Research has shown that the state government employee population with higher than average healthcare utilization.
In recent years, states have continued to evaluate plan design changes with the traditional PPO and HMO plans offered and have coupled them with initiatives...
A collaboration between the University of Chicago, the National Association of State Personnel Executives (NASPE), and UnitedHealthcare, this paper functions as an update to a September 2006 white paper on challenges and best practices in state government employee healthcare benefits. For this update, state benefits administrators in 24 states were interviewed by the students between January and June 2010 with the goal of identifying topics of importance in the design and administration of state employee health plans.
Most states collect and analyze data on their government work force. With the baby boomer population reaching retirement age and 27 percent of the state work force across the country eligible to retire within the next five years, assessing the shrinking work force will continue as a critical exercise.
During the next few years, state government human resource professionals will be focused on building and maintaining the workforce of the future. With budget deficits, an aging workforce, and rising benefits costs, state governments are challenged and will continue to be so. State human resources is moving from an administrative, “paper-pushing” role to a consultative role allowing it to play a strategic part in the future success of state government.