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Optimizing Enrollment in Employer Health Programs: A Comparison of Enrollment Strategies in the Diabetes Health Plan
  • Published Date:
    Aug 01 2014
  • Source:
    Am J Manag Care. 20(8):e311-e319.
Filetype[PDF - 380.60 KB]


Details:
  • Pubmed ID:
    25295794
  • Pubmed Central ID:
    PMC4353493
  • Funding:
    DP002722/DP/NCCDPHP CDC HHS/United States
    K08 AG033630/AG/NIA NIH HHS/United States
    P30 AG021684/AG/NIA NIH HHS/United States
    P30-AG021684/AG/NIA NIH HHS/United States
    U58 DP002722/DP/NCCDPHP CDC HHS/United States
  • Document Type:
  • Collection(s):
  • Description:
    Background

    Many health programs struggle with low enrollment rates.

    Objectives

    To compare the characteristics of populations enrolled in a new health plan when employer groups implement voluntary versus automatic enrollment approaches.

    Research Design

    We analyzed enrollment rates from two different strategies: voluntary or automatic enrollment. We used regression modeling to estimate the associations of patient characteristics with the probability of enrolling within each strategy.

    Subjects

    5,014 eligible employees from 11 self-insured employers who had purchased the Diabetes Health Plan (DHP), which offers free or discounted copayments for diabetes related medications, testing supplies, and physician visits. Six employers used voluntary enrollment while five used automatic enrollment.

    Measures

    The main outcome of interest was enrollment into the DHP. Predictors were gender, age, race/ethnicity, dependent status, household income, education level, number of comorbidities, and employer group.

    Results

    Overall, the proportion of eligible members who were enrolled within the automatic enrollment strategy was 91% compared with 35% for voluntary enrollment. Income was a significant predictor for voluntary enrollment but not for automatic enrollment. Within automatic enrollment, covered dependents, Hispanics, and persons with one non-diabetes comorbidity were more likely to enroll than other subgroups. Employer group was also a significant correlate of enrollment. Notably, all demographic groups had higher DHP enrollment rates under automatic enrollment than under voluntary enrollment.

    Conclusions

    For employer-based programs that struggle with low enrollment rates, especially among certain employee subgroups, an automatic enrollment strategy may not only increase the total number of enrollees but may also decrease some enrollment disparities.