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County hears ISAC renewal: modest net cost change, plan redesign and wellness incentives proposed
Summary
An ISAC benefits consultant told the Osceola County Board the FY27 renewal restructures plan design (combining medical and pharmacy out-of-pocket maximums), yields only a small net cost increase for the county and recommends a wellness incentive option to protect a 5% pool discount.
An ISAC benefits consultant reviewed Osceola County’s group health plan renewal and told the board the county’s risk profile earned it a favorable placement in the pool, limiting the county’s FY27 net increase to roughly 1.4% while improving member out-of-pocket protections.
The consultant said the renewal uses a new underwriting method (two years of claims rather than three) and more-granular rate buckets that smooth year‑to‑year changes. For most employees the traditional plan will improve because medical and pharmacy out-of-pocket maximums will be combined — reducing combined member exposure compared with the current separate caps. At the same time, the county will need a modest increase in its partial self‑fund budget to cover the changed cost exposure.
Board members and the presenter discussed options to preserve the wellness discount that reduces plan costs for the county. The consultant outlined common models used by other counties — for example, a $50 flat contribution applied to single and family premiums (refundable as an incentive if employees meet wellness participation targets) or a percentage-based contribution tied to participation. The presenter said the county has flexibility in timing (January 1 or July 1 implementations were discussed) and recommended clear employee communications and a simple, legally vetted policy.
The presenter also reviewed ancillary ISAC coverages: dental and vision plan renewals with minimal changes, voluntary accident and critical-illness benefits, and employee assistance program continuity under a new vendor name. ISAC continues to administer COBRA at no cost to participating counties.
What’s next: staff said they will coordinate employee education (virtual or recorded sessions) and materials for open enrollment. The consultant recommended the board decide soon if it wants to attach a wellness incentive that would take effect for the next plan year.
