Survey Shows Nonprofits Remain Cautious With Benefits in 2012
REDMOND, WA - June 19, 2012 - ERI Salary Surveys' twelfth annual Benefits in Nonprofit Organizations Survey, available July 2, indicates that nonprofits are continuing to deal with rising health care costs. The survey focuses on medical, prescription, and dental costs, as well as other areas such as life/disability benefits, retirement plan practices, paid leave, and executive perquisites, among other benefits.
According to participants' data submissions, nonprofit organizations remain cautious with their offerings by continuing to pass additional health care costs on to employees in the form of increased contributions, increased annual deductibles, bigger out-of-pocket maximums, higher co-payments, and even less extensive coverage.
Data for 70 medical plans covering 12,742 employees were submitted over the collection period between October 2011 and March 2012, with an effective date of benefits data of January 1, 2012. Forty-eight dental plans were also reported.
Each data submission was thoroughly reviewed by ERI Salary Surveys' experienced research staff before it was included in the survey.Some highlights from the survey follow:
Preferred Provider Organization (PPO) plans remain the most prevalent type of medical benefits delivery, followed by Health Maintenance Organization (HMO) plans and High Deductible Health Plan coupled with a Health Savings Account (HDHP/HSA).
Nonprofit organizations are paying approximately 85% of the total premium cost for employee-only medical coverage and approximately 72% for employee-plus-family coverage.
At least one dental plan is offered to employees in 89% of responding organizations, the most common plan being a Dental Preferred Provider Organization (DPPO). Fifty-two percent also provide vision benefits.
Of the participants, 83% offer basic life insurance and 78% provide a long-term disability plan to employees.
The most common type of retirement plan provided by 91% of the organizations indicating some form of offering is the 403(b).
Traditional leave plans that typically consist of vacation, sick days, bereavement, personal leave, holidays, and floating holidays are provided by 69% of respondents.
The top three employee programs that fall outside the scope of health insurance, life insurance, disability, retirement, and paid time off include payroll deductions, payment of association or professional society dues, and subsidized training and professional development.
The 2012 Benefits in Nonprofit Organizations Survey reports data by organization scope, type of organization, geographic region, and organization size. Results may be purchased for $489 via salary-surveys.erieri.com. A companion benefit report, the 2012 Health Care Benefits Benchmarking Survey, which includes nonprofit organizations, government entities, privately owned for-profit organizations, and publicly owned for-profit organizations, published in April 2012, is also available online through ERI Salary Surveys.
Participation in 2013 ERI Salary Surveys, including more than 100 industry-specific and job function compensation surveys, opens October 1, 2012. Organizations that contribute information receive a 50% discount on the purchase of the survey and a complimentary copy of the Executive Summary. Participation is not required to purchase survey results. For more information and a full list of available surveys, visit salary-surveys.erieri.com.