Today, the Group Insurance Committee evaluated the Well Wisconsin program’s effectiveness. They also approved a one-year renewal of the contract with WebMD to manage areas like chronic disease, mental health, and human services.
The Division of Employee Trust Funds presented two reports concerning the Well Wisconsin program, which included an audit on how WebMD manages it and an initial assessment of its value for investment. The findings revealed a net loss of $0.89 for every dollar invested, showing no clear improvement in participants’ well-being.
“ETF suggested extending the contract for another year to further assess the program’s structure and propose modifications,” noted Renee Wolk, director of the Office of Strategic Health Policy. This agreement will go into effect on January 1, 2027.
Additionally, the Board approved some minor tweaks to the Well Wisconsin program’s incentive structure for 2026 and requested the ETF to come back in February for a discussion about potential future design options for the program.
HDHP Research and Planning Benchmarks
The Board reviewed results from a long-term research project on High Deductible Health Plans (HDHPs). Back in 2021, the ETF started collaborating with Professor Justin Sydnor, who leads the Department of Risk and Insurance at the University of Wisconsin-Madison. The goal was to compare the usage and costs of HDHPs versus non-HDHPs and to see how education could help raise awareness and encourage enrollment in HDHPs.
The study found that those with HDHPs had lower overall out-of-pocket expenses than those with traditional plans when considering premium differences, initial deductibles, and employer contributions to health savings accounts. In fact, HDHP members could save over $1,200 annually for single-person coverage and up to $2,000 for families.
Additionally, the research looked at how education impacts the likelihood of selecting an HDHP. The ETF plans to find ways to boost the visibility of HDHPs, especially for new hires and beyond standard recruitment windows.
Segal Consulting, the actuary for the Board, released a benchmark study for the 2025 plan year. It showed that GIP provides more benefits and lower costs for its members compared to plans available in neighboring states, although GHIP plans are pricier than the general health insurance market.
Other Business
The Board considered preliminary adjustments to benefit and plan designs for the 2027 plan year. Proposed changes might include clearer language and increased cost-sharing options (like medical expense deductions and copays for various services).
To better gauge preferences about health insurance payments, ETF will conduct a survey among its members and employers this quarter.
The Board also approved:
- Starting the Request for Proposals Process to choose one or more vendors for managing Access and Preservation Plans (effective January 1, 2028)
- Modifications to Supplemental Insurance Guidelines for upcoming contract negotiations in Supplemental Dentistry, effective January 1, 2027
The next meeting of the Board of Directors is scheduled for February 25, 2026. Changes to benefits and plan designs for the 2027 plan year are expected to be approved at that time.
