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School board approves new health plan options and HSA contributions; some members and staff express concern
Summary
Roanoke County School Board approved a new high-deductible health plan with an HSA, a HealthKeepers HMO option and employer contributions tied to a wellness program. Board members acknowledged concerns about network disruption and effects on employees with specific health needs and said compensation may be revisited if additional revenue appears.
The Roanoke County School Board on Tuesday approved changes to the division’s health, dental and vision insurance offerings for 2025–26, including a new high-deductible health plan (HDHP) paired with a health savings account (HSA), an HMO network option and employer contributions tied to a wellness program.
Why it matters: Changes to insurance plans affect employees’ out-of-pocket costs, access to in‑network providers and take-home pay. Board members emphasized both potential savings for many employees and the need to monitor for any disruption to care.
What was approved
Susan Peterson, the division’s presenter on benefits, said the HDHP will feature a $3,400 single and $6,800 non-single deductible and out-of-pocket maximums of $6,000 single and $12,000 non-single. The plan pairs with an HSA; Peterson told the board the division will contribute $1,200 for single and $2,400 for non-single members who participate in the wellness program. Peterson also said the division will introduce a HealthKeepers HMO option and continue the district’s dental and vision arrangements.
“Mistake-resistant” and concerns
Board members and staff described the approach as strategic while acknowledging concerns. One board member said the change affects about 40% of employees and that the items “still worry me” given family health needs. Another member urged adding more options but said that was not feasible in the current procurement context.
Miss Clemons and others said they had spent significant time with consultants and confirmed that HealthKeepers has an in‑state provider network large enough to cover most employees; the board was also told that out‑of‑state providers would revert to a Blue Cross Blue Shield PPO solution for coverage.
The board followed staff’s recommendation and approved the benefits package. Several members said they expect the division to revisit compensation once county and state revenue numbers are final to help offset any increased employee costs.
Board action and next steps
The board voted to approve the proposed plans and directed benefits staff to finalize vendor documents and employee communications. Staff listed the implementation tasks: finalize plan documents, publish enrollment materials, and program employer HSA/HRA contributions for qualifying employees. The approved changes are scheduled to take effect for the 2025–26 plan year; staff said employee enrollment materials will follow.
No specifics were promised for additional compensation in the meeting; several board members stated a desire to return to pay considerations if further revenue is available.
