Preparing for the Survey

Take a few moments to review the questions you can expect during the survey.

In preparation for the survey, please do the following:

Answer the questions below the bulleted list to preview which topics will be covered during the survey.

  • These questions apply to your firm nationwide, not just at your location. For employers with a presence in California, there will be some questions targeted to your operations in the state.
  • If a question is not applicable to your firm, it will not be asked.
  • You can still participate in the survey even if your organization does not provide health insurance.
  • Ready to schedule your interview? Visit our online scheduler and choose a time that works best for you, or take the survey online at your own pace here.
  • Our FAQs answer questions about the survey and provide more information about KFF (Kaiser Family Foundation) and the California Health Care Foundation.

Thanks for your cooperation!

Does Your Firm Provide Health Insurance As a Benefit To Any of Its Employees?

If "NO"...

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

  • Total number of employees at your location & the total number of employees nationwide, and in California, if any.
  • Number or percentage of full-time employees making $30,000 or less per year and $70,000 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 and over.

If "YES"...

Does Your Firm Have 50 or More Employees?

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, and in California, if applicable.
  • Number or percentage of full-time employees making $30,000 or less per year and $70,000 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.

Eligibility, enrollment and plan offerings:

  • Whether health benefits are available to full-time workers, part-time workers, temporary workers, domestic partners, spouses and dependent children.
  • Number of employees eligible for and covered by health benefits nationwide, and in California, if applicable. 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.
  • Whether the plan or plans are grandfathered under the Affordable Care Act.
  • 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.
  • For employers with more than 200 employees: whether the firm has any programs to lower cost sharing for lower wage workers

Wellness programs, telemedicine, and mental health coverage:

  • Types of wellness programs offered; the type and amount of incentives and penalties associated with the program, if any.
    • For employers with more than 200 employees: whether new digital content has been added for wellness in the past two years, and if that content gets engagement from employees; whether the wellness programs are effective in meeting goals such as improving health, reducing cost, reducing health care use, and serving as a valuable benefit to employees.
  • Whether the firm or plan offers biometric screening; the type and amount of incentives and penalties associated with screening, if any.
  • Whether the top two largest plans cover telemedicine and if so, how it is covered (e.g., through a specialized telemedicine provider); whether the firm has contracted with new or different telemedicine providers in the past two years.
    • For employers with more than 200 employees: whether reimbursement for primary care delivered via telemedicine is the same or different compared to in-person care.
  • Whether the firm increased coverage for mental health services, increased the number of providers in the network, or expanded telehealth for mental health and substance abuse services; whether there has been an increase in employees receiving mental health or substance use services in the past year or due to the COVID-19 pandemic.
    • For employers with more than 200 employees whether the firm has taken action to reduce out-of-network services for behavioral health out of concern for quality and cost.

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, and in California, if applicable.
  • Number or percentage of full-time employees making $30,000 or less per year and $70,000 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.

Eligibility, enrollment and plan offerings:

  • Whether health benefits are available to full-time workers, part-time workers, temporary workers, domestic partners, 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, and in California, if applicable. 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.
  • Whether the plan or plans are grandfathered under the Affordable Care Act.
  • 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, telemedicine, and mental health coverage:

  • 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.
  • How important the firm thinks telemedicine is for care
  • How concerned the firm is with the growth of substance abuse conditions among its employees.
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