If "YES"...

…you can expect questions on these topics during your interview:

Firm characteristics:

• Total number of employees at your location and total number of employees nationwide.
• Number or percentage of full-time employees making $37,000 or less per year and $80,000 or more per year; number or percentage of all employees working full-time (30 or more hours per week); percentage of all employees age 26 and under and 50 or over.
• Whether the firm has any employees in California, the number of employees in California, the plan types offered to California workers, and California plan enrollment.

Eligibility, enrollment and plan offerings:

• Whether health benefits are available to full-time workers, part-time workers, spouses and dependent children.
• Number of employees eligible for and covered by health benefits nationwide. Number or percent of employees enrolled in each plan type (HMO, PPO, POS & high-deductible with either an HRA or HSA). Whether the plan is self-insured.
• Dollar amounts the firm contributes to an HRA (health reimbursement arrangement) and/or HSA (health savings account).
• For employers with more than 200 employees: whether any retirees are offered health benefits and how those benefits are administered.

Plan characteristics for top two largest plans:

• General annual deductibles for single and family coverage, and if physician office visits or prescription drugs are covered before the deductible is met.
• Co-payments, coinsurance, and/or any separate deductibles for primary care office visits, specialty care office visits, hospital admissions, and/or outpatient surgery.
• Out-of-pocket limits for single coverage.
• Monthly premium or COBRA costs for single and family coverage, including the employee’s contribution and the firm’s contribution.
• Prescription drug benefit design, such as tiered drug plans, drug copayments, and/or coinsurance, including those for specialty drugs. Whether the firm has any separate annual drug deductibles.

Wellness programs

• Whether the firm or plan provides the opportunity to complete a health risk assessment, and whether this is incentivized.
• Types of wellness programs offered; the type and amount of incentives and penalties associated with the program, if any.
• Whether the firm or plan offers biometric screening; the type and amount of incentives and penalties associated with screening, if any.
• Whether the firm disincentives tobacco or vape use among employees through methods such as higher cost sharing, or has other financial incentives or penalties based on an employee’s smoking status.

Plan Networks

• Whether the firm pays for services with reference pricing or offer employees alternative copay payment strategies (as opposed to standard deductibles) through a third-party vendor.
• Whether the firm has direct contracts with hospitals or health systems, or partners with a third-party vendor to establish specialty provider networks.

Network Breadth

• Whether largest plan is a tiered provider network or a narrow network plan, as well as how broad the plan’s provider networks are.

Primary Care

• Whether the firm offers a direct primary care contract, virtual primary care services, or has increased the number of in-network primary care providers.

For employees with at least 200 workers: Coverage of GLP-1 drugs, importance and cost of GLP-1 drug coverage.

• Whether the firm has case management requirements to receive GLP-1 agonist coverage.

• Usage of GLP-1 drugs by employees and impact on spending.

Utilization Management

• Employee concern with plan elements such as scheduling timely appointments, affordability, denied claims, and the number of in-network providers.

For employees with at least 200 workers: Transparency

• Whether cost of medical services transparency data will provide useful information to employees and/or reduce healthcare spending.

Medicaid

• Perceived importance of Medicaid for workers both covered and not covered by the firm’s health plan(s).

Flexible Spending Accounts

•  Whether your firm offers a flexible spending account (FSA) to any employees, regardless of whether they are covered by a plan.

If "NO"...

…you can expect questions on these topics during your interview:

Firm characteristics:

• Total number of employees at your location and total number of employees nationwide.
• Number or percentage of full-time employees making $37,000 or less per year and $80,000 or more per year; number or percentage of all employees working full-time (30 or more hours per week); percentage of all employees age 26 and under and 50 or over.
• Whether the firm has any employees in California, the number of employees in California, the plan types offered to California workers, and California plan enrollment.

Eligibility, enrollment and plan offerings:

• Whether health benefits are available to full-time workers, part-time workers, spouses and dependent children, or whether firm reimburses employees to purchase insurance on their own.
• Number of employees eligible for and covered by health benefits nationwide. Number or percent of employees enrolled in each plan type (HMO, PPO, POS & high-deductible with either an HRA or HSA). Whether the plan is self-insured.
• Dollar amounts the firm contributes to an HRA (health reimbursement arrangement) and/or HSA (health savings account).

Plan characteristics for top two largest plans:

• General annual deductibles for single and family coverage, and if physician office visits or prescription drugs are covered before the deductible is met.
• Co-payments, coinsurance, and/or any separate deductibles for primary care office visits, specialty care office visits, hospital admissions, and/or outpatient surgery.
• Out-of-pocket limits for single coverage.
• Average or top three most common monthly premiums for single and family coverage, including the employee’s contribution and the firm’s contribution
• Prescription drug benefit design, such as tiered drug plans, drug copayments, and/or coinsurance, including those for specialty drugs. Whether the firm has any separate annual drug deductibles.

Wellness programs

• Whether the firm or plan provides the opportunity to complete a health risk assessment, and whether this is incentivized.
• Types of wellness programs offered; the type and amount of incentives and penalties associated with the program, if any.
• Whether the firm or plan offers biometric screening; the type and amount of incentives and penalties associated with screening, if any.
• Whether the firm disincentives tobacco or vape use among employees through methods such as higher cost sharing, or has other financial incentives or penalties based on an employee’s smoking status.

Network Breadth

• Whether largest plan is a tiered provider network or a narrow network plan, as well as how broad the plan’s provider networks are.

Utilization Management

• Employee concern with plan elements such as scheduling timely appointments, affordability, denied claims, and the number of in-network providers.

Medicaid

• Perceived importance of Medicaid for workers both covered and not covered by the firm’s health plan(s).

Flexible Spending Accounts

•  Whether your firm offers a flexible spending account (FSA) to any employees, regardless of whether they are covered by a plan.