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HomeMy WebLinkAboutAddendum 2 - RFP - 10129 Benefits ConsultantAddendum # 2 10129 Benefits Consultant Page 1 of 16 ADDENDUM NO. 2 SPECIFICATIONS AND CONTRACT DOCUMENTS Description of RFP 10129 Benefits Consultant OPENING DATE: 3:00 PM (Our Clock) July 18, 2025 To all prospective bidders under the specifications and contract documents described above, the following changes/additions are hereby made and detailed in the following sections of this addendum: Exhibit 1 – Questions and Answers Addendum 2 – Attachments (uploaded to Bidnet as a .zip folder) Please contact Beth Diven, Buyer II, at bdiven@fcgov.com with any questions regarding this addendum. RECEIPT OF THIS ADDENDUM MUST BE ACKNOWLEDGED BY A WRITTEN STATEMENT ENCLOSED WITH THE PROPOSAL STATING THAT THIS ADDENDUM HAS BEEN RECEIVED. nd Floor 970.221.6775 fcgov.com/purchasing Addendum # 2 10129 Benefits Consultant Page 2 of 16 EXHIBIT 1 – QUESTIONS & ANSWERS 1. To accurately assess the scope of this case, could you provide the current monthly invoice for each of the benefits and services offered and mentioned in the RFP? Additionally, we would appreciate access to copies of the in-force benefit policies. The City will not be providing its benefit policies or cost information associated with the existing benefits and related services to interested parties during the RFP, as the majority of these documents contain confidential information. The awarded Service Provider will have access to this information as necessary and appropriate following execution of the agreement. The City will, however, provided a variety of benefit overview documents in a .zip folder titled Addendum 2 – Attachments, which has been uploaded to Bidnet. 2. Is there a Fort Collins website where policy and benefit information is available for the employees, which we may have access to? The City has an internal facing website, with an external facing website for EE dependents only. The information is only updated on an annual basis for open enrollment. The City is not willing to provide interested parties access to this website as part of the RFP process. 3. Since the health plan(s) typically represent the most significant cost, could you share copies of the in-force stop-loss plan, monthly paid health claims, and the large monthly paid claims report for the most recent 24 to 36 months? These plans and pricing details contain confidential information and as such will not be shared with interested parties during the RFP process. The awarded Service Provider will have access to this information as necessary and appropriate following execution of the agreement. 4. Could you please share the reasons for considering new proposals at this time? Per City Purchasing Code, we cannot have an agreement term longer than 5 years. As we are approaching the current agreement’s end of life, and it is time to conduct a new competitive process. The City does not except benefits or benefit related services from competitive requirements. 5. How long have you been with your current consultant? 9 years. 6. Would you be able to provide information on the compensation received by your consultant for the years 2023, 2024, and the estimated amount for 2025? The City will not be providing its benefit policies or cost information associated with the existing benefits and related services to interested parties during the RFP, as the majority of these documents contain confidential information. The awarded Service Provider will have access to this information as necessary and appropriate following execution of the agreement. Addendum # 2 10129 Benefits Consultant Page 3 of 16 7. In relation to your wellness program, could you describe the level of employee engagement over recent years and whether it has met your objectives of the program? Employee engagement in recent years has been on a small and steady increase following the changes as a result of COVID era work policies. Several enhancements in programming as well as utilization of new technology have enhanced our user experience and engagement. Well Day Engagement: Employees earning enough points for 1 or more Well Day Awards. 2022 – 761 Employees 2023 – 819 Employees 2024 – 880 Employees 8. The RFP indicates prescription drug services are provided by UMR, and in the Benefits Guide we found on the City’s website showed CVS Caremark as the PBM. Can you confirm your pharmacy coverage is carved out to CVS Caremark? Is this a direct contract or is the City in a pharmacy coalition of some type? This is a direct contract; however, all files are transferred from UMR to CVS Caremark and Employer’s Health. 9. What is the annual compensation currently paid to your incumbent consultant? Please see answer to Question 6. 10. How long has the current benefits consultant been in place? Please see answer to Question 5. 11. Why is the City seeking proposals for benefits consultant at this time? Please see answer to Question 4. 12. Can you confirm whether the five references requested in Section III.F. of the RFP are in addition to the three requested in Section III.E? Can they overlap? Apologies for the confusion. Please respond to Section III.E as written. As for Section III.F, we will revise item 4 as follows: 4. How many clients does the principal consultant provide services to? List the five (5) largest clients in which the principal consultant is involved in on an ongoing basis. Provide name of client and number of employees. 13. The Scope of Services does not include any meetings with a benefits committee or other oversight board. Do you wish a new consultant to attend and participate in such meetings, and if so, with what frequency (e.g. monthly or quarterly)? Monthly 14. To what extent would you like your benefits consultant to provide oversight, support and ROI evaluation for your onsite health & wellness center? Annually Addendum # 2 10129 Benefits Consultant Page 4 of 16 15. Have you evaluated collaborating with other local entities (e.g. the State of Colorado, City of Loveland, and Larimer County) to expand access to new locations for CityCare services? If not, is such collaboration of interest in the near future? Yes, we have evaluated collaborating with other local entities; this is still being explored. 16. Do you currently utilize a data warehouse to analyze overall healthcare and CityCare utilization among your membership, either through your current consultant or direct with a technology provider? Yes, Infused Analytics. 17. Which HR technology systems (e.g. benefit enrollment and administration, payroll, HRIS) does the City current utilize? JD Edwards (JDE) / Enterprise Resources Planning 18. Are any of the City’s covered employees unionized? If so, are any of the benefit programs subject to bargaining? If so, what support for bargaining efforts would you expect from your benefits consultant? Yes, to consult and complete analysis on future offerings. 19. What is the current annual fee paid to your consultant? Is this inclusive of the scope of work in this RFP? Does the consultant receive any supplemental commission payments? The City will not be providing its benefit policies or cost information associated with the existing benefits and related services to interested parties during the RFP, as the majority of these documents contain confidential information. The awarded Service Provider will have access to this information as necessary and appropriate following execution of the agreement. 20. Would the City like for RFPs to be included in our annual retainer, or can we price those out as separate projects on an as needed basis with a specific scope of work? Those should be included in the annual retainer. 21. Can you provide additional information on how your current consultant assist with the benefit guide? Will new partner be responsible for updates to the guide, or is the City looking for a redesign of the current guide? The partner is responsible for updates to the current guide and assistance with professional electronic publishing (PDF with links) 22. In the scope of services, item 4 asks for support on claim escalation and re-adjudication. Can you provide additional information on how your current consultant assist with these issues? Our current consultant supports us with claim escalation and re-adjudication by acting as a liaison between our team and the insurance carriers or third-party administrators. When issues arise with claims, particularly those that are denied or incorrectly processed, the consultant helps us navigate the escalation process to ensure that claims are re-reviewed and re-adjudicated in a timely manner. The consultant also provides guidance on the most effective ways to challenge Addendum # 2 10129 Benefits Consultant Page 5 of 16 claim denials, offering expertise on both the technical aspects of claims and the specific requirements of our plan designs. In cases where we encounter systemic issues or repeated errors, the consultant works with the carrier to identify the root causes and implement corrective measures. Additionally, they provide regular updates on the status of escalated claims, keeping us informed and ensuring that any claims-related issues are resolved as quickly as possible 23. On page 9 of 33, in section III. Proposal Submittal: it states that “links to files or websites shall not be permitted.” We often provide QR codes to external examples or videos. Does this language mean such references are not allowed? That is correct – links and QR codes are not permitted. 24. On page 13 of 33, Section H, Question 2, the RFP asks for hourly rates for projects outside the scope of services. We do not price these projects using an hourly rate; instead, we provide a fixed-price proposal after learning the specific needs of each project and its scope. Is it acceptable to give that response, or would you prefer we attempt to define it as an hourly rate to conform to the question? Please provide the hourly rates as requested in the RFP document. 25. The RFP states 2,152 employees are benefit eligible. As of the current date, how many employees are enrolled in the medical/pharmacy plan? 2,033 out of 2,152 benefit-eligible employees are enrolled in our Medical/Pharmacy plan. 26. Does the City offer supplemental health benefits such as critical illness, accident, and hospital indemnity coverages? Yes, the City offers critical illness and accident through Aflac. We do not offer hospital indemnity. 27. Kindly send a tentative RFP schedule of current and/or new offerings for the next 5 years. We do not map out our RFP schedule that far in advance. Upcoming RFPs to be conducted in 2026 include Medical, Life & Disability, Voluntary Benefits (Critical Illness & Group Accident), and Back-up Caregiving. 28. Please describe the current state of the City’s benefits strategy and the future state you envision. If possible, include any measurable goals (e.g., reduce benefits-related turnover by 5%, improve satisfaction by 10%, manage trend to half the national average over five years). We recruit highly qualified employees who are active, innovative, and committed to serving the community. Our benefits program reflects those who work for us and supports them by being life-friendly. What does it mean to be “life-friendly?” It means looking at employees holistically and offering high-quality, relevant programs for every stage of life in a convenient and accessible way. We are in the midst of a strategic initiative analyzing and developing a future state for Benefits and Wellness at the City and are currently defining our new KPIs as a result. Addendum # 2 10129 Benefits Consultant Page 6 of 16 29. What are the biggest hurdles you see to achieving that future state? Budget, Technology, Communication Strategy. 30. In what areas does the City feel the greatest need for change exists in the current benefits program? The City recognizes several areas within our current benefits program where change is needed to better serve our employees. One key area is increasing employee engagement and understanding of the benefits we offer, particularly within our wellness and mental health programs. Despite having strong offerings, we are looking for more effective ways to drive awareness and participation. Another area is streamlining benefits communication. We see a need for clearer, more targeted messaging that resonates with employees and ensures they understand the full value of the benefits available to them. Additionally, we are looking for opportunities to optimize the integration of our HR technology to create a more seamless experience for both our HR team and employees. Lastly, we’re exploring ways to refine our benefits offerings to better meet the needs of different employee groups, particularly as our workforce continues to evolve with changing demographics and work-life preferences 31. Please provide a brief overview (2–5 examples) of recent changes made to the City’s benefits strategy—and why those changes were implemented. In 2021, the City of Fort Collins transitioned to a narrow network on the PPO Plan/Select Colorado, in 2025 we transitioned to CVS Caremark & Employer’s Health for prescription. In 2021, we enhanced our mental health benefits on our PPO plan to include all in-network providers at $0 for office visits, in 2022, we added out of network benefits. 32. How are benefits-related decisions typically made and prioritized within the City? Who are the key stakeholders or groups involved, and how is input gathered and balanced? All benefits-related decisions are collaboratively arrived at by the Benefits Manager, the Total Compensation Director, and the Human Resources Executive in partnership with our Financial Manager. 33. What are your specific expectations for consultant involvement in meetings or interactions with internal stakeholders (e.g., benefits committee, leadership, departments)? Any detail on frequency, purpose, or desired impact would be appreciated. We expect consultants to serve as strategic partners who bring subject matter expertise and thought leadership to our benefits strategy. Their involvement should be purposeful and value-added. Specifically, we rely on consultants to act as: • Strategic Partner & SME: Guiding benefits strategy and offering expertise on trends, benchmarks, and best practices. • Sounding Board & Advisor: Providing consultation and helping us think through implications before broader stakeholder engagement. Addendum # 2 10129 Benefits Consultant Page 7 of 16 • Resource & Communicator: Explaining complex topics clearly and supporting employee-facing communications. • Compliance Expert: Keeping us informed of regulatory changes and ensuring our plans remain compliant. • Analyst & Forecaster: Supplying data analysis, scenario modeling, and actuarial projections to inform planning and budgeting. 34. Associated tradeoffs aside, please force rank the following benefits-related priorities and include any relevant context: Benefits Program Design Priorities (From most to least important) • Employee experience / support / satisfaction • Cost control and sustainability • Administrative simplicity / efficiency • Innovation in care delivery or plan structure • Equity and inclusion across workforce types • Vendor accountability and performance • Other (please specify) We cannot force rank the these benefit-related priorities; the priorities will shift depending on context relevant at the time of decision making. 35. Please force rank the following consultant-related priorities and include any relevant context: Consulting Relationship Priorities (From most to least important): • Cultural fit • Team experience supporting other public entities • Consultant ability to develop and execute on public-sector-specific creative strategies (e.g., collaborative purchasing models, direct contracting, centralized population approaches) • Strategic planning and proactive ideas • Day-to-day issue support and availability • Data insights and decision support • RFP/vendor process management • Compliance and legal expertise • Communication and engagement capabilities • Other (please specify) We cannot force rank the provided consultant-related priorities; priorities will adjust depending on the holistic offering of the Consultant and how they complement the City of Fort Collins’ team. 36. In recent years, where has the City seen its greatest benefits-related challenges? (e.g., workforce engagement, vendor performance, population health, internal bandwidth— Addendum # 2 10129 Benefits Consultant Page 8 of 16 please elaborate as applicable.) Population Health, Workforce Engagement, Internal Bandwidth. 37. Beyond required re-solicitation cycles, what is the City hoping to evolve or improve through this RFP—whether related to consultant support, vendor partnerships, or benefit structure? We are looking for a very strategic partnership that aligns with the City's evolving needs. As the workforce continues to change, we need a broker who can bring innovative solutions that go beyond traditional benefits management—solutions that enhance employee engagement, improve utilization of benefits, and offer data-driven insights to optimize our offerings. Additionally, we want to ensure that the awarded Service Provider is proactive in navigating the complexities of the benefits landscape, helping us stay ahead of regulatory changes, and driving cost-effective, high-impact benefits strategies. 38. Where has the City experienced friction—or seen untapped potential—with its current consultant relationship? We need some help with proactive engagement and tailored solutions we need. While our consultant provides the basics, we believe there’s untapped potential in deeper strategic support, particularly when it comes to optimizing benefits usage and increasing employee engagement. Additionally, there have been instances where the communication of complex benefits information could have been more streamlined, and where the consultant's responsiveness didn't always align with our needs for timely, actionable insights. We are looking for a consultant who can offer more than just reactive service—one that is truly invested in helping us innovate and continuously improve our benefits offerings. 39. If you could wave a magic wand and fix one thing about your benefits program, what would it be? To enhance the integration and accessibility of benefits. This would allow for a seamless, more efficient experience for both employees and our HR team, ensuring that all benefits-related information is easy to access, manage, and update, reducing administrative burden and improving employee satisfaction 40. What have you seen other public entities do that you admire—or would be interested in exploring further? We consider our Wellness Program as a leader in the public sector; however, we admire how some public entities have successfully integrated wellness programs that go beyond traditional health benefits to include mental health support, financial wellness, and work-life balance initiatives. While we already offer an outstanding mental health program, one challenge we’re focusing on is increasing employee engagement and utilization of these benefits. We’ve seen other organizations succeed by implementing targeted communications, creating awareness campaigns, and leveraging peer ambassadors or wellness champions to encourage usage. Additionally, we’re interested in exploring digital platforms that centralize benefits information and make it easier for employees to access and engage with the resources available to them. Addendum # 2 10129 Benefits Consultant Page 9 of 16 41. If the City were recognized for innovation in benefits, what do you hope it would be for? Historically the City has been recognized for its innovative approach to promoting positive population health. While we have already earned recognition for our benefits and wellness programs, we would like to see the City celebrated for taking a proactive, data-driven approach to improving overall employee well- being. This could include not only enhancing access to mental health resources but also focusing on preventative care, personalized health initiatives, and creating a supportive environment that fosters long-term health and productivity. 42. Where do you feel you’re doing a lot of work for limited impact? One area where we are putting in a lot of effort with limited impact is in communication. While we consistently provide employees with detailed information about their benefits, we are still facing challenges in ensuring that our messages are fully understood and reach the employees that need them. Whether it's navigating complex benefits options or raising awareness about available wellness resources, the challenge is finding more effective ways to engage employees, so they take action on the information provided. It is a continuous effort to refine our communication strategies to make them more impactful and ensure employees not only receive the information but actively use the benefits available to them. 43. Beyond responsible due diligence, what is motivating the City to challenge your current benefits broker at this time? We’re looking for a very strategic partnership that aligns with the City's evolving needs. As the workforce continues to change, we need a broker who can bring innovative solutions that go beyond traditional benefits management—solutions that enhance employee engagement, improve utilization of benefits, and offer data-driven insights to optimize our offerings. Additionally, we want to ensure that the broker we partner with is proactive in navigating the complexities of the benefits landscape, helping us stay ahead of regulatory changes, and driving cost-effective, high-impact benefits strategies. 44. Is the goal of this exercise to replace your current broker partner and if so, is the incumbent broker intending to submit a proposal? In accordance with City Purchasing Code, no agreement may exceed a cumulative length of 5 years. We are approach the end of the current agreement’s life and are therefore conducting a formal solicitation process as required by Purchasing Code. The incumbent Service Provider is eligible to submit a proposal as part of this process. 45. Please confirm your current annual broker compensation. The City will not be providing its benefit policies or cost information associated with the existing benefits and related services to interested parties during the RFP, as the majority of these documents contain confidential information. The awarded Service Provider will have access to this information as necessary and appropriate following execution of the agreement. Addendum # 2 10129 Benefits Consultant Page 10 of 16 46. We understand that the City would like to compensate your broker partner via a monthly fee with no commissions. To your knowledge, are there currently commissions in any of your programs that you would like help removing (turning off)? Not that we are aware of. The City has a long standing policing of not permitting commissions in conjunction with benefits programs. 47. We noted that the City supports the following entities: • City of Fort Collins – (includes Police and Utility Services) • Poudre Fire Authority (PFA) • Poudre River Public Library District • Metropolitan Planning Organization • Downtown Development Authority (DDA) We also noted that you refer to collective bargaining agreements in your 2025 Benefits guide. How does your current benefits broker support your union employees? Our current benefits broker supports our union employees by ensuring that the benefits offered align with the terms outlined in our collective bargaining agreements (CBAs). The broker helps us navigate the complexities of union- specific benefits provisions, ensuring compliance with CBA requirements. This includes facilitating communication about benefits enrollment or changes. 48. As part of the scope, you inquire about audit(s) Please confirm: a. The frequency that you conduct dependent and eligibility audits. All new hires and qualified life events must complete a dependent audit at the time of enrollment. b. The vendor who conducts the audits today? (current broker, 3rd party?): This is conducted internally. c. How the audits are currently paid for? (direct fee, credits, subcontracted through current broker partner?) N/A 49. You mention you offer a Legacy Retiree Healthcare Program. How does your current broker support these closed plans today and how would you like your new broker partner to support this program? Our current broker does not support the closed benefit plans aside from the occasional email coordination with the carriers for Life Insurance. We have direct bill for the legacy retirees set-up for dental and vision only through UMR-Direct Bill. 50. Do you have a strategy for your legacy plan? For example, will it be replaced by defined contribution retiree health accounts, such as Retiree Health Reimbursement Arrangements (HRAs)? We are not actively considering replacing our legacy retiree health plan with defined contribution retiree health accounts, such as Retiree Health Addendum # 2 10129 Benefits Consultant Page 11 of 16 Reimbursement Arrangements (HRAs). The current plan is designed specifically for legacy employees and does not extend to retirees on medical. We continue to evaluate our benefits offerings to ensure they align with the needs of our workforce, but any changes to a future retiree plan are not under active consideration 51. You shared that for the Family Medical Leave Act you leverage the services of Reliance Matrix but can you share how you are currently addressing CO FAMLI? Did you choose to leverage the State plan, or did you opt to build your own plan? The City of Fort Collins is a government local municipality; therefore, we had the option to opt out which we did; however, we offer Short Term Disability and Paid Family Medical Leave based on FMLA approvals with Reliance Matrix. 52. If you built your own program for CO FAMLI, what vendors/tools are you leveraging for administration of CO FAMLI? Reliance Matrix & Internal Tracking with spreadsheets and emails notifying managers on how to code time in our system. 53. Are you making any changes to how you manage CO FAMLI? We are exploring the option to have the state recognize our plan. Currently we offer Paid Family Medical Leave to our benefit eligible employees and pay for hourly and contractual employees to enroll in FAMLI, this is tracked manually by our internal Leave Administrator. 54. How do employees currently enroll for benefits? We saw a reference to JD Edwards EnterpriseOne Benefits Administration. Can you confirm that this is your employee enrollment platform? Yes – Confirmed but only for Open Enrollment, JDE – Employee Self-Service. Otherwise new hires are processed manually with a fillable Adobe Form, Paper, and Email 55. What changes did you make to your benefits program last year for your 2025 (current) program? UMR Medical Lifestyle Management increased amount members can use towards massage therapy, biofeedback, registered dietician, and acupuncture, and we added Identity Theft Protection with Aura. 56. What changes (if any) have you identified for the 2026 benefit plan year that will go into effect on Jan 1, 2026? We will be adding Pet Insurance as an optional benefit. 57. Who creates your benefits guides and open enrollment materials today? (your current broker? Internal communications team? Outside 3rd party?) Our internal communications team (Communications & Public Involvement Office – CPIO) created a template and our current broker with a third party maintains our benefits guide. (HUB & Nightmill) Addendum # 2 10129 Benefits Consultant Page 12 of 16 58. Are there any communications, other than the Open Enrollment guide and postcard, that are created? PowerPoint Presentation, Open Enrollment Benefits Summary (one page document with rates on the backside). Our current Benefits Consultant attends sessions on-site, and our Health Fair 59. What are your biggest challenges regarding employee communications? Please see answer to question 30. 60. We noted that your 2025 enrollment was passive. Is OE always passive if no plan changes are made? Yes. 61. How does your current broker support you during Open Enrollment? (For example, does your broker attend the OE informational meetings in person? Do they present directly to your employees? Do they provide recorded meetings? Do they create OE presentations for you? What else?) PowerPoint Presentation, Open Enrollment Benefits Summary (one page document with rates on the backside). Our current Benefits Consultant attends sessions on-site, records sessions, and our Health Fair (two weeks prior to OE). 62. In the perfect world, how would you like your new broker to support you during Open Enrollment? The same as before (see Question 61) and possibly with an app and enrollment system. 63. You shared that The City currently contracts with Marathon Health to provide on-site health and wellness services. Is the City pleased with the partnership? Are there plans to expand this partnership? Yes, we are pleased with the partnership and we are exploring plans to expand our partnership with Marathon Health. 64. Please describe your current Rx program. What, if any, challenges are you having regarding Rx? We currently use CVS Caremark/Employer’s Health and transitioned from RxBenefits/Express Scripts January 1, 2025. No current challenges to address. 65. Please provide a de-identified census, including employees who have declined coverage. The census should include: DOB, Gender, Salary, State of Residence, Benefits Eligibility Indicator and Plan Elections (including noting those waiving coverage) The City will not be providing census information to interested parties during the RFP as it is the City’s opinion that interested parties do not need this information to adequately present their capabilities as a benefits consultant. The awarded Service Provider will have access to this information as necessary and appropriate following execution of the agreement. Addendum # 2 10129 Benefits Consultant Page 13 of 16 66. Please provide your last carrier claims/utilization reports for medical and Dental Plans: • For fully insured plans – claims vs premium • For self-funded pans – claims vs budget The City will not be providing claims/utilization reports to interested parties during the RFP, as the majority of these documents contain confidential information, and it is the City’s opinion that interested parties do not need this information to adequately present their capabilities as a benefits consultant. The awarded Service Provider will have access to this information as necessary and appropriate following execution of the agreement. 67. Please provide the latest member utilization report that illustrates types of services utilized (e.g. ER, inpatient vs outpatient). The City will not be providing claims/utilization reports to interested parties during the RFP, as the majority of these documents contain confidential information, and it is the City’s opinion that interested parties do not need this information to adequately present their capabilities as a benefits consultant. The awarded Service Provider will have access to this information as necessary and appropriate following execution of the agreement. 68. Please provide the most recent 24 months of large claims data (over $50k). The City will not be providing claims/utilization reports to interested parties during the RFP, as the majority of these documents contain confidential information, and it is the City’s opinion that interested parties do not need this information to adequately present their capabilities as a benefits consultant. The awarded Service Provider will have access to this information as necessary and appropriate following execution of the agreement. 69. How many enrolled employees does the City of Fort Collins currently have? Please see the answer to question 25. 70. How is the City of Fort Collins currently handling their Open Enrollment Decisions, Additions to plans and Terminations to plan? (ex. Paper, Employee Navigator/Ease, Current HRIS system) Current HRIS/ERP system (JDE) and file feeds, and paper. 71. What HRIS/Payroll system is the City of Fort Collins currently using? Please see the answer to question 17. 72. How is the City of Fort Collins currently handling COBRA administration? We are using UMR COBRA for all our COBRA administration; also current medical plan. 73. Does the City of Fort Collins have an updated WRAP document? The City is not subject to ERISA and therefore does not have a WRAP document. Addendum # 2 10129 Benefits Consultant Page 14 of 16 74. How many employees are enrolled in medical coverage? Please see the answer to question 25. 75. How many plans is the City of Fort Collins Offering? And, what are their types (ex. HDHP w/ HSA/HRA, PPO, HMO, POS)? Please refer to the documents included in the folder titled Addendum 2 – Attachments which has been uploaded to BidNet as a .zip folder. 76. For each medical plan type, what are the current Deductibles? Please refer to the documents included in the folder titled Addendum 2 – Attachments which has been uploaded to BidNet as a .zip folder. 77. For each medical plan type, what are the current Out of Pocket Maximums? Please refer to the documents included in the folder titled Addendum 2 – Attachments which has been uploaded to BidNet as a .zip folder. 78. What is the City of Fort Collins contribution for Employee Only? PPO $713.68 monthly, which is 86.9% of the total rate. HDHP is $592.32 monthly, which is 12.47% of the total rate. 79. What is the City of Fort Collins contribution for Family? PPO $1,640.71 monthly, which is 71.4% of the total rate. HDHP is $592.32 monthly which is 72.9% of the total rate. 80. How long has the City of Fort Collins been in the United Healthcare Network? Since 2016. 81. Is Dental Plan a PPO or DHMO? PPO. 82. Does the City of Fort Collins contribute to Dental insurance? If so, how much? Yes. 83. Do you have more than one dental plan? No. 84. What is the maximum benefit for Dental? Please refer to the documents included in the folder titled Addendum 2 – Attachments which has been uploaded to BidNet as a .zip folder. 85. Does the City of Fort Collins contribute towards Vision insurance? No. 86. What is the frequency for eye exam? Please refer to the documents included in the folder titled Addendum 2 – Addendum # 2 10129 Benefits Consultant Page 15 of 16 Attachments which has been uploaded to BidNet as a .zip folder. 87. What is the frequency for new lenses? Please refer to the documents included in the folder titled Addendum 2 – Attachments which has been uploaded to BidNet as a .zip folder. 88. What is the frequency for new frames? Please refer to the documents included in the folder titled Addendum 2 – Attachments which has been uploaded to BidNet as a .zip folder. 89. Who is your current employee benefits consultant and what is the current annual fee for their services? The City will not be providing its benefit policies or cost information associated with the existing benefits and related services to interested parties during the RFP, as the majority of these documents contain confidential information. The awarded Service Provider will have access to this information as necessary and appropriate following execution of the agreement. 90. What current services are included in your current fee arrangement (ie. COBRA, TPA, Actuarial, Compliance)? Compliance and Actuarial. 91. Is your wellness plan funded by your current broker? No, it is not. 92. Can you provide medical claim utilization data (paid claims information) of the UMR medical programs. Large claim information? Please see answer to Question 68. 93. Can you provide your long term strategy for the health and benefits program? This is currently being developed. 94. You detailed a comprehensive wellness program. Can you share your desired outcome for employee wellbeing? Wellness strives to be the healthiest workplace in America. We do this by listening to employees and offering wellness programs that support our workforce's physical, psychological, financial, and behavioral health. 95. What budgetary constraints does the city face regarding employee benefits? How can (firm)’s experience with cost containment strategies and value-based care models help optimize the City’s benefits spending? As a publicly funded organization, the City has a responsibility to be a careful steward of taxpayer dollars, including how we manage employee benefits. While we aim to provide a competitive and supportive benefits package, we must do so within the constraints of a fixed public budget. We are always interested in exploring cost containment strategies and value-based care models that balance fiscal responsibility with employee well-being. Addendum # 2 10129 Benefits Consultant Page 16 of 16 96. What HRIS does the City use? Please see the answer to question 17. 97. We don't perceive any challenges to meet the services detailed in RFP, but we would like to understand the top challenges you have faced in the past year. What's going well? What's not going well? What do you hope will be different next year? Over the past year, we have made significant progress with initiatives like gaining access to Infused Analytics, which is helping us tailor our population health strategies based on actual utilization data. We are also collaborating with our current broker and HealthNEXT to evaluate and enhance our benefits offerings and employee well-being programs. While we have encountered a few challenges due to communication gaps with our consultant, these have been resolved. Moving forward, we aim to improve communication and collaboration to ensure smoother execution of our initiatives. 98. What specific challenges has the City faced with its current insurance brokerage services? Have you experienced a dedicated client service model, which emphasizes personalized support and proactive communications? See answer to Question 38. 99. What is the current compensation structure of your current broker relationship? Set fee or commissions? See answer to Question 45. 100. How do you feel about the competitiveness of your total compensation and total rewards package in the marketplace? Very competitive. 101. Do you have OPEB liabilities with which you are concerned? If so, can you provide a brief summary? We are not concerned about our OPEB liabilities.