Adams County proposes 2026 health‑plan renewals, new Kaiser option and mental‑health coverage changes

Adams County benefits staff presented a recommended package of 2026 employee and retiree benefit renewals to the Board of County Commissioners, proposing a new Kaiser option, pooled renewals for medical plans and a change to how the county provides on‑site clinic mental‑health services.

What staff recommended: - Pooled medical rate renewal: the county pools Kaiser Permanente and UnitedHealthcare renewals to dampen year‑to‑year swings; the initial pooled increase estimate is materially higher on an annual basis because of increased enrollments for 2025–26, but staff reported a smaller per‑employee premium increase after pooling. - New Kaiser “Everyday Care Plan A”: benefits staff proposed adding a lower‑cost Kaiser HMO option that includes $0 office‑visit and generic drug copays for primary care and would reduce premiums for employees and retirees who do not need high inpatient coverage. Staff estimated the new option would modestly lower the pooled renewal percentage depending on migration. - Clinic mental‑health contract change: benefits staff advised the board to discontinue the county’s contract with a clinic provider (Minds and Associates) because utilization has been low while fixed contract payments make per‑visit costs high. Instead, benefits staff proposed expanding medical‑plan mental‑health benefits so the first 12 therapy visits in a calendar year are covered at $0 copay (additional visits at a modest copay for most plans). Benefits manager Cindy Barrow explained the county self‑funds several plans and that "we pay our own claims" for those products; moving care into the medical plan is intended to increase access and lower per‑visit costs.

Financial and operational context: benefits staff reported an estimated annual increase of roughly $8.4 million in total benefits costs across employee and retiree lines based on current enrollments and pooled renewal rates, and noted that enrollment growth (more employees and mid‑year changes from waived coverage into county plans) explains much of the year‑over‑year increase in total dollars. The county is self‑insured on many plans, and benefits staff cautioned that large claim experience in a small retiree pool can produce significant premium swings.

Retiree plans: staff highlighted substantial anticipated increases in some Medicare Advantage and retiree‑medical options and said they plan a longer‑term review of pre‑65 retiree coverage and affordability options.

Board reaction: commissioners probed details about per‑employee premium effects versus total program cost, asked for enrollment and historical trend data, and requested that staff include plausible cost scenarios in budget materials. Benefits staff also told commissioners they will issue a request for proposals for brokerage/consulting services after operational issues were raised about broker performance during a prior renewal.