In an era of spiraling health care prices and rising premiums, Ball State University is continuing its efforts to help employees reduce their costs.

Approved by the Ball State Board of Trustees on Jan. 27, the university's health care plan includes adding endorsed physicians, adding a High Deductible Wellness PPO Plan and a High Deductible Health Savings Account PPO Plan, and instituting a three-year limit for any plan changes. University officials also are investigating a wellness initiative to focus on helping employees and retirees remain in good health.

"With premiums and out-of-pocket costs dramatically increasing across the nation, the university is working to keep costs down," said William McCune, university controller. "All of us need to pay particular attention to the different health care plans offered so that we can do our best to manage our money."

Citing an aging population, a growing number of employees with chronic conditions and increasing use of new medical technologies and medicines, the university is increasing existing health care plan premiums for 2006-07.

The new monthly premium for the traditional plan increases 8 percent to $220.14 for single coverage and to $571.42 for family coverage. Monthly costs for the PPO Plan rise 7 percent to $137.86 for singles and $357.86 for families.

McCune said because premiums have been increasing to such an uncomfortable level, even in the PPO Plan, the university will be offering the two lower-cost plans with higher deductibles.

The High Deductible Wellness PPO Plan will cost $116.90 monthly for single employees and $303.46 for families. Members in this plan are subject to the same network requirements as well as the same benefit payments found in the PPO Plan, but with a few differences. Regular physician office visits will be subject to the deductible, but wellness benefits and chronic disease office visits will not. The single deductible is $1,000 per person annually and the family deduction is $2,000 per year. The out-of-pocket maximum is $2,000 when endorsed physicians are used, but increases to $3,000 per person annually with non-endorsed physicians.

The High Deductible Health Savings Account Qualified PPO Plan, which has a monthly cost of $101.88 for singles and $264.46 for families, includes a tax-exempt healthy savings account. Participants may make tax deductible contributions to their account to be used to pay for qualified medical expenses. Employee contributions are limited by the amount of the deductible. Balances not used will roll forward. To enroll in the plan, there is a one-time set-up fee of $9 and a monthly service charge of $3.90 for balances under $1,600.

Members in this plan are subject to the same network requirements as well as the same benefit payments found in the PPO Plan, but with a few differences. Medical and prescription deductibles will be combined into a single deductible of $2,700 for single coverage and $5,400 for families. The family deductible must be satisfied before benefits can be paid to any family member. Chronic disease, regular physician office visits, nurse practitioner clinic and laboratory benefits will be subject to the deductible, but wellness benefits and certain preventive prescription drugs will not be subject to the deductible. Flexible spending accounts are available to employees who choose this plan, but the allowable charges will differ somewhat.

Also under the revised health care plan, when employees use the IHN PPO network, they must make sure their physicians are American Health Data Institute endorsed physicians to obtain the current 80 percent benefit (versus 70 percent for non-endorsed).

McCune said revisions should not force employees to seek new physicians since more than 90 percent of all area doctors belong to the network.

"We want our employees to use high-quality, efficient physicians and other health care providers who have a proven track record of treating chronic conditions appropriately, practice preventive medicine and utilize recognized medical protocols," he said.

In the coming months Ball State employees could see additional changes as the university stresses a wellness initiative. Representatives from academic departments and personnel from the Payroll and Employee Benefits Office have been studying ways to improve the health of members of the campus community.

McCune said one option university officials are exploring is an online interactive health risk assessment program from Duke University Medical School. The program would allow employees to answer questions regarding their health in the privacy of their office or home. Based on the answers, employees would receive a confidential assessment of their health, along with links to information on health-related issues discovered in the assessment.

Another wellness option under consideration is to place nurse practitioners in convenient locations, such as local retail outlets and on campus, so that employees could receive routine and chronic condition care at reduced rates.

"We want our employees to be able to afford health care, now and when they retire," McCune said. "If you're well, we want you to do everything you should to stay that way. If you have a chronic condition, we want to encourage you to take care of it and yourself. And, as always, if something serious happens to you, you will be well covered."

In the coming weeks, the university will schedule general education sessions to review changes in the health care plans as well as distribute information via all-campus e-mails.