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Blue Options 123
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Employer objectives The Blue Options 1-2-3 solution
Buy down benefits while still offering copayments for highly-used services The plan offers copayments and rich coinsurance for primary and preventive care.1
Expect these types of services to account for nearly half of employees' care.2
Save money without the level of cost-sharing required by a high-deductible health plan Employees are still covered with copayments and coinsurance, but the differential between benefit levels drives shopping where appropriate. Less overall exposure to out-of-pocket expenses feels, to employees, more like a traditional PPO.
Engage employees without a health fund Blue Options 1-2-3 drives behavior modification through the differential between benefit levels, not by a fund design. Different levels of cost sharing incent shopping for the most cost-efficient solution when possible.
Lower health care costs This plan can deliver up to 27% in premium savings, when compared to our most popular PPO plan.3

Five benefit levels that impact price and employee engagement

Blue Options 1-2-3 puts employers in control. Plan design can be adjusted to most effectively impact:

  • Premium
  • The difference between benefit levels
  • The degree of employee engagement
Copayment
$15-$25
Coinsurance Level 2
100%-70%
Coinsurance Level 3
10%-20% lower than Level 2
Out-of-Pocket Coinsurance Max
Deductible
Minimum impact to price/engagement
Maximum impact to price/engagement

1 The benefits listed are for in-network services. Out-of-network benefits will differ.

2 BCBSNC Internal Data, 2007

3 BCBSNC Internal Data, 2007. Based on copayment plans that include $2,000 coinsurance maximum and a $10/$25/$40 copayment structure for prescription drugs. Based on data for Blue Options Underwritten Groups as of 10/1/2006 with 5 to 20 subscribers. Pricing is for a single male, age 40-44, residing in Durham.

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