Public sector employers are in a unique position with respect to healthcare, a 2005 survey of IPMA-HR members showed that 99 percent provide healthcare benefits to full-time employees. Not only is the rate of coverage high, but also the length of time an employee may stay with their employer. According to the Bureau of Labor Statistics 2008 Employee Tenure Survey public sector employees have double the median tenure of private sector employees – 7.2 years versus 3.6 years. And, anecdotally, members report that in some occupations, an employee may stay with the employer for 20 or more years –especially in public safety – and then receive retiree health benefits for another 20 years.
Human resources professionals are often the ones with direct responsibility for choosing and administering health plans that cover millions of employees and their dependents. As such they have a clear vision of what needs to change and what lawmakers should consider as the healthcare reform debate progresses.
Below are the suggestions of the IPMA-HR healthcare taskforce, convened in January 2009 for the purpose of establishing guiding principles for the association.
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Expand Coverage. Public employers not only provide coverage for their employees but also provide free or low cost healthcare to the uninsured. Expanding coverage will ease the burden on state and local budgets. When expanding coverage, lawmakers must be aware that many public hospitals rely on the Medicaid program for funding. Expansion should address how public hospitals will function if the Medicaid system is changed.
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Expanded coverage must also take into consideration workers compensation programs. Many public employers spend valuable time and resources administering two separate healthcare programs. The workers compensation system should be combined with non-occupational injury/illness healthcare expanded coverage to reduce the administrative burden and reduce overall cost.
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Transparency in the healthcare system. In order for employees to take control over their health they need accurate information about the cost and quality of service. Insurance coverage and costs as well as information about the quality of health care providers should be made available to all.
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Utilize technology to allow patients to access their medical records electronically and share information with providers electronically. Similarly, technology should be used to allow patients to access information about providers.
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Provide incentives for preventive care. Because public employers are often in a position of providing care for the adult lifetime of its employees, wellness programs and other preventive care measures are very important. From an individual perspective wellness programs are also key to an increased quality of life. Healthcare reform should include incentives for employers and employees that engage in wellness programs.
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Similarly, employers should be encouraged to control costs by providing in house clinics and access to low-cost prescription drugs through in-house pharmacies.
The following resolutions have been adopted by the IPMA membership and represent the Association's positions on important public policy matters. The Resolutions Committee is responsible for serving as a channel through which formal resolutions are brought before the Association's annual business meeting for consideration by the membership. Resolutions are generally developed through the volunteer membership.
