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continue our current consumer-driven plan designs while achieving further savings due to their tax exempt status. Staff is showing a change in behaviors, and claims have declined again this past year for the second year in a row. The City and staff will be financially rewarded in 2012. Continued education,, wellness initiatives,, and action will again be the focus for the Benefits and the Wellness Committees in 2012. Open enrollment is scheduled to begin in early November. The City of Roseville's contract with NJPA for employee health insurance with Health Partners will renew on January 1, 2012. The initial renewal rate was 0% and the final negotiated renewal was a 1.5% decrease or a savings of $,18,200. This was substantially better than in years past and much better than the national trend of approximately 7.5% increase. City Contributions Backswound and Recommendations: 0 Over the years we have maintained a philosophy of paying 100% of the premium for medical and dental insurance for the single plan. This also remains the trend in the Stanton 5 group although the marketplace continues to move away from paying 100% for rich coverage plans as Roseville has already done. In 2004 the City Council began moving to a more equal contribution per employee, regardless of the employee's family status and lifestyle choices, as supported by an employee survey done that year. Strides toward equal contribution halted due to enormous premium increases and plan design changes the City has faced over the past few years. In 20 10 Council approved implementation of a Benefits Contribution Incentive that provides the full cafeteria dollar amount only to those benefit eligible employees who participated in a confidential health risk assessment,, and a preventive care physical with a blood pressure check. If staff does not participate in these wellness items they now receive $,25 less per month in their cafeteria amount. The Wellness Committee was asked to provide feedback on the savings that would be achieved in the renewal. The Committee recommends putting the $,18,200 savings back into the wellness program in the way of an increased incentive in the Benefits Contribution Incentive if the employee completes a cholesterol and/or blood glucose check with their annual physical. This way if they do not participate, the savings goes back to the City. In 2010p 65% of staff participated and were rewarded for keeping claims down. This would bring the total incentive to $,35 per month for full participation. With the 2012 plan designs remaining constant and keeping the premiums constant for staff and City Council rather than providing a slight decrease savings may be used in wellness by approving the following 2012 monthly cafeteria contribution levels.- Opt Out: $,465 ($,10 increase to Benefits Contribution Incentive) Those on either of the $1,000 Deductible Plans would receive: ■ Single.- $,600 (increase of $15) ■ Single + 1.- $,715 (increase of $15) 2