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 $35,000 or less per year and $77,000 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, 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.
• 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

• 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.

Centers of Excellence

• Whether the firm has Centers of Excellence in its plan design, and if employees are encouraged and/or required to use Centers of Excellence for specific medical conditions or procedures.

Telemedicine

• The importance of telemedicine in delivering care to enrollees; whether the firm has contracted with new or different telemedicine providers in the past two years.

Plan Networks

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

Mental Health

• Has the firm or largest plan provider taken steps to increase the number of mental health or substance use providers, or expanded the number of mental health counseling resources?

For employees with at least 500 workers: Prescription drug policy

• The share of negotiated prescription drug rebates the firm receives as savings (from the plan carrier or PBM).
• Whether the PBM or firm uses copay accumulator or maximizer programs.
• For employees with at least 200 workers: Coverage of GLP-1 drugs, importance and cost of GLP-1 drug coverage.

For employees with at least 200 workers: Gender-affirming care, abortion care, and fertility

• Whether the largest plan covers gender affirming hormone therapy
• Whether the largest plan covers abortion care within the context of state law
• Whether the largest plan provides family building benefits such as fertility medications, intrauterine insemination, IVF, cryopreservation, and/or adoption.

For employees with at least 200 workers: Transparency

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

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 $35,000 or less per year and $77,000 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, 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.
• 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

• 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.

Centers of Excellence

• Whether the firm has Centers of Excellence in its plan design, and if employees are encouraged and/or required to use Centers of Excellence for specific medical conditions or procedures.

Telemedicine

• The importance of telemedicine in delivering care to enrollees; whether the firm has contracted with new or different telemedicine providers in the past two years.

Plan Networks

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

Mental Health

• Has the firm or largest plan provider taken steps to increase the number of mental health or substance use providers, or expanded the number of mental health counseling resources?