HomeMy WebLinkAbout1994-10-20_SPECIAL MEETINGSOctober 20, 1994
Memorandum
To: Mayor and Council Members
From: Eric Anderson, Asst. Finance Director
Subject: Revised 1995 Budget Pages
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Attached are the revised pages of the 1995 budget that reflect the changes that were
made at the Council Meeting on September 7th. The changes are summarized as
follows:
• Police Department - $30,000 Additional Clerical Position (Allocated between
Payroll & Central Services)
• Park Department - $40,000 Additional Maintenance Position (Allocated between
Payroll and Central Services
• Commissions and Special Projects - $1,700 reduction from Human Relations
Commission budget for removal of FACES program.
Based on these changes, the expenditure and tax percentage changes from the 1994
budget are as follows:
• Total Expenditures - $15,723,228 or an increase of 4.39%
• Property Taxes - $11,390,898 or an increase of 4.24%
Please replace the pages in your budget with the pages attached. If you have any
questions, please call.
CITY OF EDINA
MEMORANDUM
DATE: August 30, 1994
TO: Mayor & City Council
FROM: Ceil Smith
SUBJECT: Health Benefits
At the last budget meeting on August 25, 1994, the Council requested information
concerning health benefits. The attachments to this memorandum will hopefully
answer questions that the Council has regarding the City's employee benefit program.
Attachment A is the Comparison of Employer Contributions for Benefits. The City ranks
28th out of 44 cities shown.
Attachment B is the Logis Health Care Group Enrollment. There are 46 jurisdictions
that are current members. This document shows the enrollees in each plan.
Attachment C is a comparison of the benefits provided by each of the plans.
Attachment D is an example of a city that we compare ourself to that is not in the Logis
group. Included is a premium history and plan descriptions.
Subsequent to your last meeting, Logis renewal rates have been finalized. The
following attachments are related to the renewal for 1995. The overall increase this year
is 2.5 %.
Attachment E is the Experience for the Logis Group 6/1/93 - 5/31/94. This is the
primary basis upon which the renewals are based.
Attachment F contains the renewal rates and the changes in the plans for 1995.
A member of the staff from DCA will be present at your meeting on September 7, 1994,
prepared to answer questions. DCA negotiates the health benefit contract for the Logis
group.
CITY
1. Hopkins
2. S. St. Paul
3. Champlin
4. Plymouth
5. Bloomington
6. Golden Valley (L)
7. Prior Lake
8. Richfield (L)
9. Maplewood
10. N. St. Paul
11. St. Louis Park (L)
12. Eagan
13. Stillwater
14. Apple Valley (L)
15. New Hope
16. Lakeville (L)
17. Minnetonka (L)
18. Brooklyn Cntr. (L)
19. West St. Paul
20. Woodbury
21. Savage
22. Fridley
COMPARISON OF CITY
EMPLOYER CONTRIBUTIONS
FOR BENEFITS
MONTHLY
EMPLOYER
CONTRIBUTION
RANGE
$290.00 - $605.15
$310.50- $531.50
$473.58 - $505.42
$342.00 - $484.00
$432.51 - $440.54
$387.93 - $429.35
$428.99
$340.55- 382.77
$363.38 - $381.18
$354.05
$345.00
$312.54- $336.51
$334.63
$330.00
$330.00
$324.77 - $329.77
$297.00- 322.00
$320.00
$320.00
$318.03
$295.00 - $315.52
$315.00
CITY
23. Inver Grove Hts.
24. Moundsville (L)
25. New Brighton
26. Crystal (L)
27. Andover
28. Edina (L)
29. Robbinsdale (L)
30. Roseville
31. Cottage Grove
32. Anoka
33. White Bear Lk.
34. Eden Prairie
35. Chaska
36. Columbia Hts.
37. Burnsville
38. Blaine
39. Ramsey (L)
40. Brooklyn Pk. (L)
41. Shoreview
42. Oakdale
43. Maple Grove
44. Coon Rapids
ATTACHMENT A
MONTHLY
EMPLOYER
CONTRIBUTION
RANGE
$310.00
$310.00
$305.00
$305.00
$301.70
$290.00 - $300.00
$270.00 - $295.00
$290.00
$280.00
$275.00 - $280.00
$275.00
$272.80
$270.00
$270.00
$270.00
$270.00
$265.00
$265.00
$265.00
$265.00
$260.00
$230.00
(L) = Cities Belong to Logis and therefore have same insurance rates
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ATTACHMENT B
1994
LOGIS HEALTH CARE
GROUP ENROLLMENT
GROUP HEALTH
MEDICA
MEDCENTERS
LOGIS
ACTIVE
RETIREE
ACTIVE
RETIREE
ACTIVE
RETIREE
MEMBER
SINGLE
FAMILY SINGLE
FAMILY
SINGLE
FAMILY
SINGLE
FAMILY
SINGLE
FAMILY
SINGLE FAMILY
ALF Ambulance
0
0
0
0
9
3
0
0
0
0
0
0
Apple Valley
16
28
0
0
22
16
1
0
44
18
1
0
Blaine
28
24
0
2
5
3
0
0
6
4
0
0
Brooklyn Center
16
49
3
4
40
19
7
2
11
9
1
1
Brooklyn Park
34
60
1
3
64
50
5
2
24
11
1
0
Corcoran
3
1
0
0
3
1
0
0
3
1
0
0
Crystal
20
10
2
1
13
18
4
5
25
10
1
0
Dayton
6
0
0
0
1
0
0
0
1
0
0
0
Deephaven
0
1
0
0
9
5
0
0
0
3
0
0
Delano
3
0
0
0
6
3
0
0
0
1
0
0
Edina
29
35
2
0
41
43
1
2
57
35
2
1
Golden Valley
22
27
0
1
16
16
1
1
24
16
1
0
Hassen Township
1
0
0
0
0
0
0
0
0
1
0
0
Hopkins
14
13
3
1
15
18
2
1
25
16
0
1
Independence
0
0
0
0
2
3
0
0
0
0
0
0
Lakeville
7
13
0
0
34
40
0
0
11
9
0
0
LMCTI'
29
20
-
-
1
8
-
-
6
2
-
LOGIS
3
5
0
0
7
7
0
0
3
2
0
0
Maple Plain
0
0
0
0
1
3
0
0
0
0
0
0
Medina
0
0
0
0
2
6
1
0
2
3
0
0
Metropolitan Mosq.
19
20
1
0
3
8
0
0
11
2
0
0
MN Valley Transit
0
0
0
0
1
1
0
0
1
0
0
0
Minnetonka Beach
0
0
0
0
0
2
0
0
0
0
0
0
Minnetonka
9
22
1
0
40
35
4
0
31
53
5
0
Minnetrista
1
0
0
0
3
6
0
0
1
1
0
0
Mound
0
1
0
0
9
21
2
4
0
3
0
0
Mounds View
8
27
0
0
8
1
0
0
3
1
0
0
Mun. Bldg. Com.
19
15
0
0
6
8
1
0
4
2
0
0
t
R -
Page 2
Logis Health Care.Group Enrollment - 1994
GROUP HEALTH
MEDICA
MEDCENTERS
LOGIS
ACTIVE
RETIREE
ACTIVE
RETIREE
ACTIVE
RETIREE
MEMBER
SINGLE
FAMILY
SINGLE
FAMILY
SINGLE
FAMILY
SINGLE
FAMILY
SINGLE
FAMILY
SINGLE FAMILY
Northwest Hennepin
Cty Human Servc.
Council
4
1
0
0
1
0
0
0
1
0
0
0
NW Suburban Cable
5
4
0
0
2
3
0
0
18
2
0
0
Orono
3
6
0
0
8
16
2
2.
4
3
0
0
Richfield
23
46
0
3
68
59
3
0
20
13
2
1
Robbinsdale
14
11
0
1
11
22
2
1
11
3
0
0
Rockford
0
0
0
0
3
1
0
0
2
0
0
0
Rogers ,
0
0
0
0
1
1
0
0
0
0
0
0
St. Anthony
6
6
0
0.
18
17
2
1
2
2
0
0
St. Boni /Mintris
O
0
0
0
3
5
0
0
0
2
0
0
Dept. Public Safety
St. Louis Park
11
39
3
0
39
49
3
4
44
60
8
2
Shorewood
2
1
0
0
4
9
0
0
1
2
0
0
Spring Park
0
0
0
0
2
1
0
0
0
0
0
0
SLMS
0
0
0
0
2
11
0
0
0
1
0
0
Sub. Henn.
50
30
0
0
15
29
4
0
47
15
0
0
Reg. Park Dist.
Tonka Bay
1
0
0
0
0
2
0
0
2
0
0
0
Wayzata
2
4
0
0
9
7
0
0
9
5
0
0
West Hennepin
2
0
0
0
12
1
0
0
4
1
0
0
Human Serv.
West Hennepin
0
0
0
O
0
7
0
0
0
0
0
0
Pub. Safety
—
TOTALS:
410
819
16
16
669
884
45
25
458
312
22
6
ITEM
ATTACHMENT C ^
LOGIS HEALTH CARE GROUP
HMO BENEFIT COMPARISON
JANUARY 1, 1994
THIS IS NOT A COMPLETE DESCRIPTION OF BENEFITS. THE APPLICABLE MASTER AGREEMENTS WILL GOVERN THE ADMINISTRATION OF CLAIMS.
GROUP HEALTH, INC.
MEDCENTERS HEALTH PLAN
MEDICA
CHOICE
A. Employee Costs Single: $158.13 Single: $160.71 Single: $187.16
Per Month Family: $431.44 Family: $478.35 Family: $449.05
B. Choice of doctor
C. Choice of Hospital
D. Changing Doctors
GHI offers 60 clinics.
You select one clinic
and within that clinic
you have a free choice
of physicians. All
family members need not
select the same clinic.
Depending on the clinic
you choose and the type
of medical care you
need, hospital care Is
provided by parflcl-
pating hospitals.
You can change doctors
within your selected
clinic at any time, upon
request. You can also
change clinics at any
time, by contacting
Member Services at
883 -7000.
MedCenters has several
medical center options,
each with various clinic
locations. You select
one option and within
that option, you have a
free choice of clinics
and doctors. Family
members may select
different options.
Depending on the clinic
you choose and the type
of medical care you need,
hospital care is provided
by participating hospitals.
You can change doctors
within your selected
clinic at any time. You
can change clinics within
your selected option at any
time. You can also change
options at any time by
contacting Member Services
at 897 -2000.
The Plan Is comprised
of appro)dmately 3,900
participating providers.
You are free to choose
one or more physicians
from this network of pri-
mary care or specialty
physicians. Under the
Combination Plan, you may
also select a non-
participating physician,
subject to a deductible
and co- Insurance.
Free choice of hospitals
(including Hennepin
County Medical Center).
In- patlent care under the
direction of a non-
participating physician
must be approved
945 -8000.
You may change doctors
at any time.
PLEASE NOTE: Participating physicians, clinics, hospitals and ancillary providers are subject to change. You should check
the enrollment packets for the most current listing or call the Customer Services Departments of the HMO.
1
ITEM
LOGIS HEALTH CARE GROUP
HMO BENEFIT COMPARISON
JANUARY 1. 1994
THIS IS NOT A COMPLETE DESCRIPTION OF BENEFITS. THE APPLICABLE MASTER AGREEMENTS WILL GOVERN THE ADMINISTRATION OF CLAIMS.
GROUP HEALTH, INC.
G. Definition of Spouse; unmarried depen-
Eligible dent children under age
Dependent 19 or age 25 if full -
time student, unmarried
dependent children of
any age who become
physically handicapped
or mentally disabled
while an eligible depen-
dent of the enrollee.
Former dependent (e.g.,
divorced spouses) may
continue coverage under
certain conditions
specified by law (con-
tact your Benefits Ad-
minlstrator for
details).
H. Continuation of
Coverage
MEDCENTERS HEALTH PLAN
Spouse; unmarried dependent
children under age 19 or
age 25 If full time stu-
dent, unmarried dependent
children of any age who be-
come physically handi-
capped or mentally disabled
while an eligible dependent
of the enrollee. Former de-
pendents (e.g., divorced
spouses) may continue
coverage under conditions
specified by law (contact
your Benefits Administrator
for details).
1. After
Termination All three plans: Coverage ceases at the end of the month In which you
terminate. You may be able to continue your group coverage, at your own
e)pense. Contact the payroll personnel technician for details.
2. After group
coverage ends All three plans: After your coverage terminates, you may convert to non-
group coverage without evidence of Insurability If you apply within 31 days
of your group coverage's termination. You may also apply at anytime, for
non -group coverage with evidence of Insurability to take advantage of lower
premium costs. In either case, you must adhere to plan policies and proce-
dures regarding use of participating providers, required prior approval, etc.
MEDICA
CHOICE
Spouse; unmarried depen-
dent children under age
19 or age 25 if full -time
student; unmarried depen-
dent children of any age
who become physically
handicapped or mentally
disabled while an eli-
gible dependent of the
enrollee. Former depen-
dents (e.g., divorced
spouses) may continue
coverage under certain
conditions, specified
by law (contact your
Benefits Administrator
for details).
LOGIS HEALTH CARE GROUP
HMO BENEFIT COMPARISON
JANUARY 1, 1994
THIS IS NOT A COMPLETE DESCRIPTION OF BENEFITS. THE APPLICABLE MASTER AGREEMENTS WILL GOVERN THE ADMINISTRATION OF CLAIMS.
MEDICA
ITEM GROUP HEALTH, INC. MEDCENTERS HEALTH PLAN CHOICE
A. Hospital inpatient
1. Room and Board
GHI and MedCenters: Full payment for a semi-
If you utilize Plan
private room for an unlimited number of days.
providers, you have full
coverage for semi- private
room for up to
365 days per year. If
you utilize non -Plan
2. Misc. hospital
GHI and MedCenters: Full payment If the supplies
providers, prior Plan
supplies and
and services are furnished during those days room
approval (In writing) Is
services
and board are paid by the Plan.
Is required; you pay a
$300 deductible per
3. Maternity Care
GHI and MedCenters: This type of care is con-
enrollee per calendar
non acute (ex-
sidered to be regular Inpatient care, and
year (3 deductibles
tended care
therefore, subject to regular inpatient coverage.
per family) and a 20%
copayment thereafter,
4. Intensive care
GHI and MedCenters: Coverage for an unlimited
up to a maximum out -of-
number of days.
pocket cost of $3,000
5. Independently
GHI and MedCenters: Full coverage if the patient is
per Individual per calen-
bllled radlolo-
under the care of a Plan physician.
dar year. This coverage
gist and path-
Is effective for up to
oiogist
120 days per confinement.
On the 121 st day, you pay
100%. A new confinement
Is defined as one which
begins at least 90 days
from the member's last
hospital discharge.
LOGIS HEALTH CARE GROUP
HMO BENEFIT COMPARISON
JANUARY 1, 1994
THIS IS NOT A COMPLETE DESCRIPTION OF BENEFITS. THE APPLICABLE MASTER AGREEMENTS WILL GOVERN THE ADMINISTRATION OF CLAIMS.
MEDICA
ITEM GROUP HEALTH, INC. MEDCENTERS HEALTH PLAN CHOICE
S. Chemical Depen- 73-day lifetime limit,
75-day limit per calendar
When approved by UBS, you
dency you pay 20%; (GHI pays
year. You pay 20% of
pay 20% with a 73-day
80%) of medically
medically necessary ex-
limit per calendar year.
necessary expenses, if
penes. MedCenters pays
If you use a non -Plan
authorized by and
balance.
provider, you pay 20%
arranged through a GHI
after deductible is
mental health pro-
satisfied (see K.), for
fessional
up to 28 days per
calendar year, subject to
Plan's advance approval.
You pay 60% If not pre -
authorized.
B. Hospital Outpatient
1. Emergency Care
(as defined by
Plan
Covered In full If pro-
vided In a Plan Urgent
Care Center or If
hospitalized In a Plan
hospital within 24 hrs.
If not hospitalized,
you pay $30 on any In-
area E.R. visit author -
Ized by a Plan physician
or answering service
nurse. If you are out-
side and use a non -Plan
physician, you pay 20%
of the first $2,000 (GHI
pays 80%). GHI pays 100%
thereafter
Covered In full If hosplta-
Ilzed In a Plan hospital;
you pay $40 If not hospita-
lized. You pay $10 If you
use a MedCenters Urgent
Care center. If you use
a non -Plan provider In-
side or out -side the ser-
vice area, you pay 20% of
of the first $2,500 (Plan
pays balance); Plan pays
100% thereafter.
You pay $10 if you use a
Modica Choice - Urgent
Care facility. All other
E.R. services; covered In
full If hospitalized
within 24 hours; you pay
$40 If not hospitalized.
If you use a non -Plan
provider, you pay 20% of
first $2,500; Plan pays
100% thereafter.
LOGIS HEALTH CARE GROUP
HMO BENEFIT COMPARISON
JANUARY 1, 1994
THIS. IS NOT A COMPLETE DESCRIPTION OF BENEFITS. THE APPLICABLE MASTER AGREEMENTS WILL GOVERN THE ADMINISTRATION OF CLAIMS.
MEDICA
ITEM GROUP HEALTH, INC. MEDCENTERS HEALTH PLAN CHOICE
5. Infertill Voluntary family
testing planning services are
provided. Diagnostic
services and appropri-
ate treatment for in-
fertility are covered,
except for the reversal
of tuba) Iigatlons or
vasectomles. GHI will
pay 50% of the cost of
Injectable prescription
drugs, provided the
member receiving
therapy receives prior
authorization for the
therapy from a GHI
physician. The remaln-
Ing 50% is a member
copayment.
6.
No charge for Initial
evaluation and diagnostic
services. 20% copayment
for all subsequent hos-
pital and physician ser-
vices and supplies related
to Infertility treatment
(Includes drug therapy
and surgical Intervenflon).
Prior authorization is
required. Assisted re-
production Is excluded.
Artificial Insemination
limited to 6 cycles.
Office & Clinic GHI and MedCenters: Full coverage If provided or
visits ordered by a Plan physician.
6
For Infertility testing
you pay a 20% copay with
participating providers.
Covered if provided by
a Plan physician. You
pay $10 for each non-
preventive clinic visit.
If you use a non -Plan
physician, you pay 20%
after deductible Is
satisfied (see K.) for
care when you are III or
Injured; no coverage for
preventive care. NOTE:
Maternity care is not
subject to the $10 copay
requirement. Allergy
shots are paid as in C.R.
and are not subject to
the copay.
LOGIS HEALTH CARE GROUP
HMO BENEFIT COMPARISON
JANUARY 1. 1994
THIS IS NOT A COMPLETE DESCRIPTION OF BENEFITS. THE APPLICABLE MASTER AGREEMENTS WILL GOVERN THE ADMINISTRATION OF CLAIMS.
MEDICA
ITEM GROUP HEALTH, INC. MEDCENTERS HEALTH PLAN CHOICE
8. Mental Health Covered, up to 40 visits
Combined MH and CD maximum
When using Plan provl-
(MH) per calendar year, If
visits - 40 per benefit
ders: (UBS) 100% coverage
provided by or author-
year. Members pays $20 per
for first 10 hours after
Ized by and arranged
visit for Individual and
member pays $5 copayment
through a GHI mental
family therapy for first 10
per hour for group thera-
health professional You
visits. $25 per visit
py and $10 copayment per
pay $15 per visits for
thereafter. Member pays
hr. for Individual thera-
the first 20 visits and
$10 per visit for group
py, per member per calen-
$20 per visit for the
therapy for first 10
dar year. Coverage for
next 21 -40 visits per
visits. $12 per visit
additional 30 hours is
year. Treatment Is pro-
thereafter. Pre - authors-
100% after member pays $5
vlded beyond 20 sessions
per year only for
serious and persistent
mental and nervous dis-
orders
zatlon required after 10th
visit.
copayment per hour for .
group therapy and $10 per
hour for Individual ther-
apy. Prior authorization
for addltional treatment
not to exceed 30 hrs. per
member per calendar year.
When usina non -Plan Pro-
viders: 80% coverage for
up to 10 hours per member
per calendar year after
the deductible Is satis-
fied (see K.). 75%
coverage. Add'I treat-
ment not to exceed 30
hrs. per member per cal -
endaryear.
LOGIS HEALTH CARE GROUP
HMO BENEFIT COMPARISON
JANUARY 1, 1994
THIS IS NOT A COMPLETE DESCRIPTION OF BENEFITS. THE APPLICABLE MASTER AGREEMENTS WILL GOVERN THE ADMINISTRATION OF CLAIMS.
MEDICA
ITEM GROUP HEALTH, INC. MEDCENTERS HEALTH PLAN CHOICE
C. Outpatient Services
12. Physiotherapy
D. Supplemental Services
1. Covered Items
2. Member Copayment
You pay $10 per visit
In a GHI facility or
non -GHI facility upon
referral.
Skilled nurses, hospital
beds, crutches, non -
motorized wheelchairs,
belts, trusses, arti-
ficial limbs, eyes, or
other removable pros-
thetic devices, ortho-
pedic and Incontinence
appliances, oxygen and
Its equipment rental.
For specified supplemen-
tal services, and when
prescribed by a GHI
physician, you pay 20%
(GHI pays 80%). Limits
apply as stated.
13
Covered If prescribed by
a MedCenters physician.
Accidental dental expenses,
prosthetic and durable
medical equipment
expenses covered at 80%.
For specified supplemental
services and when pre-
scribed by a MedCenters
physician, you pay 20%
(MedCenters pays 80%).
Durable medical equipment,
maximum MHP payment per
piece $2,000: aggregate per
year $5,000. Prosthetic
maximum MHP payment for
artificial limb $5,000 per
benefit year.
You pay $10 per visit in
Medlca Choice facility.
If you use a non -Plan
provider, you pay 20%
after deductible is
satisfied (see K.), sub-
ject to Plan's prior
approval.
Accidental dental ex-
penses, private duty
nursing services when
medically necessary,
prosthetic and durable
medical equipment ex-
penses. Requires Plan's
approval In writing.
Supplemental services
for non -Plan providers:
you pay 20% after de-
ductible Is satisfied
(see K.): Plan pre -
approval required.
LOGIS HEALTH CARE GROUP
HMO BENEFIT COMPARISON
JANUARY 1, 1994
THIS IS NOT A COMPLETE DESCRIPTION OF BENEFITS. THE APPLICABLE MASTER AGREEMENTS WILL GOVERN THE ADMINISTRATION OF CLAIMS.
MEDICA
ITEM GROUP HEALTH, INC. MEDCENTERS HEALTH PLAN CHOICE
F. Dental Care Repair of sound natural
Repair of sound natural
Repair of sound natural
teeth within 6 mos. of
teeth within 1 yr. of
teeth within 6 mos. of
accidental Injury of
accidental Injury covered
accidental Injury to
natural teeth if hos-
80% (See D.2). Full cov-
natural teeth covered 80%
pitalization Is
erage for preventive
(see D.2). Prior Plan
necessary due to pre-
dentistry services for de-
approval required. Oral
existing medical con-
pendent children under age
surgery for partially or
ditions, covered 80%
19 if provided by Med-
completely unerupted Im-
(see D.2). Dentist
Centers dentist. Coverage
pacted teeth are not
provided 100%. Mem-
of TMJ Syndrome paid at
eligible for coverage
ber pays dental lab
80%.
with non - participating
charges If any. See
providers. Coverage of
GHI brochure for Plan
TMJ Syndrome treated as
dental locaflons. Full
any other medical
coverage for preventive
condition.
dentistry service for
dependent children to
age 19 If provided by
GHI dentist.
G. I(Idney Dialysis & Covered, subject to nor- Covered, subject to normal Covered, subject to
Organ Transplant mal contract limitations contract limitations, normal contract Iiml-
except no coverage where except no coverage where taflons. See certifl-
the GHI enrollee Is the the MedCenters enrollee cote of coverage for
donor. Is the donor. details.
is
LOGIS HEALTH CARE GROUP
HMO BENEFIT COMPARISON
JANUARY 1, 1994
THIS IS NOT A COMPLETE DESCRIPTION OF BENEFITS. THE APPLICABLE MASTER AGREEMENTS WILL GOVERN THE ADMINISTRATION OF CLAIMS.
REM
J. Chiropractic Care
GROUP HEALTH, INC.
You pay $10 per visit
when approved in advance
by a GHI physician.
MEDCENTERS HEALTH PLAN
Covered when referred by
a MedCenters Physician.
MEDICA
CHOICE
$10 visit. You must
obtain a referral from
your 'participating'
physician before calling
Medica Choice for prior
approval. 20% coverage
for services received
from a 'Preferred' 'Non -
Par' physician, 40%
coverage for services
from a 'non - preferred
non -par' physician.
Limited to 15 visits per
calendar year.
K. General Deductible None. None. You may use a non -Plan
provider Inside or out-
side the service area.
You pay a $300
deductible per
enrollee per calendar
year (3 deductibles per
family) and a 20% co-
payment thereafter to a
maximum out -of- pocket
cost of $3,000 per
Individual per calendar
year.
L. General Coverage All three plans exclude coverage for the following Items: Services not provided and /or approved by a Plan provider unless
otherwise Indicated; dental care unless Indicated; custodial care; surgery for obesity; and experimental procedures not
generally accepted by the medical profession. Further excluslons, speclflc to each Plan, apply and are identified in each
Plan's master agreement.
•1994 Benefits pending legislative approval.
17
ATTACHMENT D
CURRENT PARTICIPATION
MEDCENTERS
MEDICA
33
CITY OF BURNSVILLE
90
48
19
11
CARRIER
SINGLE SINGLE
+ 1
FAMILY
% INCREASE
1990
MEDCENTERS
$105.70
$213.55
$291.05
29% TO 32.5%
MEDICA
$139.50
$269.00
$339.00
30% TO 47%
1991
MEDCENTERS
$118.40
$239.20
$326.00
12%
MEDICA
$180.90
$269.00
$406.50
0% TO 29.7%
1992
MEDCENTERS
$129.65
$261.95
$357.05
9.5%
MEDICA
$175.50
$269.00
$406.50
0%
1993
MEDCENTERS
$129.65
$261.95
$357.05
0%
MEDICA
$188.31
$288.64
$436.17
7.3%
1994
MEDCENTERS
$136.13
$275.05
$374.90
5%
MEDICA
$188.31
$288.64
$436.17
0%
CURRENT PARTICIPATION
MEDCENTERS
MEDICA
33
30
90
48
19
11
MEDiCA.
AUG.26 '94 11 :57AM
612 895 4462 P.4
Summary ''of Benefits
This is a: Benefit Summary only and, does not outiine:.,:c�lt •-the benefits in
your certificate. tend your Cerfificafie of Coveraga..ca efully; or contact
Momber.:Se.rvice at.. 945-8000 for more. information,, -, lansv ers::to: specifio
questions.
Benefits Under
the Plan
Mcdica Choicc and Physicianu
Insurance Company, a subsidiant of Mcdica
Ohoic:c, have joiner! togcncor to+offcr Mcdica
Choice Select. You are entitlFtil tv two, types
of coverage, under Mcdica Choice Se.lrct.
Medina Choicc provider,, your health
maimenance organization ('HMO ")
benefits and Physicians Insuruncc Com
pany (• "Pi(;-) providm. ymir inrtir:rnre
benciits.
Enrolic.s undcr a Mcdica Choice Sateen
product troy receive coveriA health
bttvicts frum either a purtielpat ig pruvid -z
ova tYUit- }aarLic ipiiliitli pruvicirr. Cruet-Wly.
services will be covered at a hither level
when obtained from a participating
providor than if thorr. nrrvirr � am ohminerl
from a non partiCipailltg provider,
Where Tarr- frnrn a
Iiti - 66parin. pruvith-r? I tutit, Idt•ybic ;i►m Auld
hospital strokes are covered. Most prrvcn-
five health cam. SP.rvices are- only f'ovored
when rPr.P.Npd from a participming prre
vider.Prevr..rMvr, hwaltti arc- inclu(,Wssmr-h
thirigsasa nannual physir•al examinatinn
well baby r:art• tottl itruuuitiMUCAts.
Emergency Care
Emergency care benciits apply any
where in the world! if a covered person i5
admittrri tnahn,hit.al FolI<iwi.ngr.-rr+[•r ;g+:Iley
trcuUucitl, Lhe plait ittust be itutiried wiatitt
4.8 ltnttrs - or n , :,non thereafter as possi hie.
Claim Forms
When enrolltes rttmive heahh :.rirvic"r,
from part•ir:ipat.ing providers, claim farms arc
not mquirr -.d and redious paperwork is
eliminated. For reimbursement ror health
erviv.es reepivmi front ncin parcic•ipadng
prnviderc, claim form.. must br- completed
and submitted to the plan. Dp.mils regarding;
reimbursement are set forth In the Certl[i-
Cate ul CuverdAe.
Prior Written'
Authorization for
Standard Benefits
Try ;+ssure that enrollees receive cost
r•, tfecerve and medicalLy appropriate care, the
followiml, partial list of non cmergencv
health services requires prior aurliorizat.ion;
■ I•rilm bony, st %r•virrx
■ !tome health care
■Skillpri III Imirl },+r: re
■ Prostl+etic•s
■ Durable medical equipmem.
■ TNU ,cery ir-rQ
For a compleus list, plaaso refer to your
Cortificate of Crwcrago.
Enrolling in Medica
Choice Select .. .
does not guarantee services by a varticu-
lar provider typc. Please. call Member Service
for specific information about. a<:ces:; to
provider types.
IV
Tarticipating
Ptiroyidess. .
1L• provider .that.h#is ,
coiirre�:recloritr: &
arranstmr-nts tn• .
�r�ts+irlc: hmef m •tn
rm
:•iiibc�rs. •. � .. .
-.
opapment.
=:Trish iedtkatount,or
pcircetntagc a.Wgiblc
e�ei:1ges the member
�.�....
;'. provider for bene •fits
received:
DO- ductible.
�P zmnunr. hf pllgihl�:
eRems you must.
M before claims for
heaVxi care services or
supplies froin rign
_Paititipapn$• Prcrvid-
erA axe raimbnrnable
uriderwth ;writmet:
: lfflle:..
•T!'ie'ehhrge1;�71•ed`by: .
>bcne tsta saveF .i-Y
AUG.26 '94 11 :57AM
Partial Listing
of Covered
Services
Preventive Care
0 Routine health oxxmr,
• 14 ell baby Carr.
Physician Services
ntl1CF visilx Fnr illrics
or injury
■ Hncpitat care
■ Lah and x -ray
Hospital Services
■ lltpal.iont
■ Ow-parient
Prescription Drug-,
■ UutputirauL
Mental Health
■ inpatient.
Medics Choice Select
Network Services
niece. honsillix pertain uttly t.o. <ervicwx
proviilc-ii by Participating providers ur i'or
st•1vicrs authorized ill advanct! by
yletiira ('huirc.
612 895 4462 P.5
Servi(W.8 Outside the Medica
Choice. Select. Network
Dseeriptkrnuf Irtxuranee.Denefi[ - 'I'hrye
irwirance benefits pertain to servictm and care
obtsinad uutRidP nor ntmvorlLof paalClpuUng
pr uvidpm. PIC pay9 60% of 13mial churlges anti
the .member pay:) 20% or nsijal: charges, ailrr
the member hta R'+tidficd- %.$300 dedurtl4le
fma;cisnum of 3 deriuctlbks•per.latntlyj,
11 H1 " :.Iwsurariiw Rmnetic (coverage' only for
. eertaln prewntive cam services. Mnst
prevent3v� Care. ir-:nat cavesed.).
lov, .
loos ?.
100'.x;
10011r
100:
$9.00 copayment per prescription or refill.
Care must be provided by a Medica C'hoiri-
designated mental health provider.
fi17;. up to i3 days per member per calendar
year.
■ Outpatient $10 copayntont for individual therapy.
$5 copayment for; oup therapy up w
10 hours per member per calendar year.
1'riorauthuri %itiun in required fur:uldi-
tianFtl LreaunenL nol. Lo OmWil a0 hour~ lwr
inwnlwr per ,yo.ar(swnp copayinentA Apply).
Substance Abuse
■ I[tpnt.ieru.
■ Outpatient
Emergency Care
Care must be provided by a Medica, Choice
titrxiZ�r[au�d ,ub4LttucK�:tbuye provider.
8V,' up to T) days per member per calendar
Yt-ir.
$10 copaymcnt, for individual therapy.
$5 mpa)•nx:nt for group therapy up to 20
visit, per member p(.,r calendar year.
$40 copayment at hospital emergency room.
$10 copa)-ment at urgent care centers.
ltisurtinrr.'f>Pxeefit ..
AUG. 26 '94 11 :58AM
hea LthPartnerS
��.,+3,'i.. �i..u.r.�a War:..,: C•.,. 1 ..., :•.,�.
12 895
1
Preventive Health Care
■ Routine examinations
■ Immunization
■ Welt -child care
• Routine eye and hearing exams
In- Nerwork Coverage
1> ben rare is prottided by nr etrrangrd and
authorized by a Mpdreptiers Healrb Platt
pbysician.
100% Coverage
100% Coverage
100% Coverage
100% Cuvcragc
Medical Care in Doctor's Office _
■ Office visits for illnam or injury -
■ Allergy injections
Medical Care In Othor Than Doetcea office
■ Outpatient surgery
■ X -rays
■ Laboratory tests
Physical Therapy & Chiropractic Care
• Physical therapy
• Chiropractic care
100% Covefage
100% Coverage
100% Coverage
100% Coverage
100% Coverage
100% Coverage
No Coverage
Maternity Care (ltnntediate couerage for in fa.tt if anrolled in Plan within 3I days of birth and pediatric ogre is directed &y Plan physician)
■ Prenatal care
■ Hospital services for mnrher and baby
■ Physician services
■ Postnatal care
Hospital Care
100% Coverage
100% C ovcrage
100% Coverage
100"/ Coverage
■ Hospital days semi - private room and hoard which include~: •1001/1. Coverage
- Physician and general nursing care
- Surgery
- Anesthesia
- Medications
- X -ray and lab services
- Intensive care
- Physical therapy
Emergency Care (ltt- network)
(Members should call their plan physician to receive ins truetions on what treatment is appropriate.)
■ Urgent Care Clinic visit $10 Copayment
■ Emergency room care when followed by admission to hospital 100% Coverage
■ Emergency room care when not followed by admission to hospital $40 Copayment per authorized visit
Ground ambulance
90% Coverage
Emergency Care « )tut- nf- ttetwnrbl
■ (Re /er to Certificate of rout-rage for notification requirements) $40 Cupaytttettt, theft 80% Coverage of firsr
$2,500 of tiigible chnroro, 100 %, nccre.ifrer.
a Ground ambulance 80% Coverage
In- Network Coverage
Whet: care is provided by ur arranged and
authorized by a MrdC:onrers Health Phin
pbysi'cian.
Prescription Drugs
■ Up to a 30-day supply, or a 3 month supply of birth control pills, $9 Copaymcnr per prescriptivt►
when it is prcxmhed by a flan professional, is part of the
Plan formulary and is nhtainrd nr n Plan pharmacy.
DBnral Care(Some ernpleryers have elected not to rake rbis co:wreagv. Plvaw i buck with yrrur ettrplovec benefir depa:im n! )
a Preventive care for children to age 19, a -rays, exams, cleanings and
100 "/o Coverage
fluoride trcarmenr
a Treatment of traumatic injuries to unremored natural revcrh SO% Coverage
Eye Care
• Routine eye examinations and prescriptions for eyeglasses 100 0/, (:civcragc
■ Examinations for treatm =t of disease or injury 100% Covernsc
a Eyeglasses and contact icnscs Discounts available at selected vendors
Home Health Care
a For non - custodial care, with proper approval . $IO Copaymenr per visit
Durable Medical Equipment
■ Prosthetic devices; SS,000 max per prosthesis, per benefit year 80% Coverage
■ Durable medical equipment; 52,000 max per piece; $5,000 max 80% Cuvorage
per benefit year
Mental Health Cars (Qurparieetr (,-are) Limited rri 40 sessions per benefit year. (CvmbGred wirh chemical health services)
■ Sessions 1.10 $70 ("ol+�ymrnr per sc %%trin
• Sessions 1.1 -40 $2.i Cornymrnr per session
(Preemil+ori.;arion required after tOrh
Mental Health Care (Inpatient Care)
Semi - private room 80 %, (sewerage up f4130 days per benefit
year
Chemical Health Care (Ueetputient Cara) Limited to 40 sessions per benafir year. (Crnnhined iviih nieutal health services)
■ Sessions 1 -10
■ Sessions 11.40
(Preaurhnri;atinn required after 1 uth session)
520 C:opayment per session
$25 Copaymenr per cession
Chemical Health Care (IriparMni (are) _
■ Semi- privare room
80°10 Coverage up to 7S darn per henrrir
year
Health Education Programs
■ MedCenters offers a full rangc of health education programs
to its members free or at a discount.
ATTACHMENT E
LOGIS
1/1/95 Renewal
Experience 6/1/93 - 5/31/94
** Estimate based on MedCenters Center Rates
* Claims Administration, Pooling Charges, Commission, Reserves, etc.
Claims
Administration
Premium
Carrier
Paid
Costs*
Paid
Enrollment
Medica
$3,174,147
$362,832
$4,076,760
1,073
MedCenters
1,571,870
528,760
2,630,646
807
Group Health
2.558.676
683.701 **
3.401.498
8 .
$7,304,693
$1,575,293
$10,108,904
2,745
** Estimate based on MedCenters Center Rates
* Claims Administration, Pooling Charges, Commission, Reserves, etc.
Overall Increase 2.5%
MACEMENT F
LOGIS
1/1/95 Renewal
-
Medica
MedCenters
Group Health
1994 Rates
Single
$187.16
$160.71
$158.13
Family
449.03
478.35
431.44
1995 Rates
Single
$187.16
$160.71
$170.74
Family
449.05
478.35
465.86
% Increase
0
0
8%
Overall Increase 2.5%
MEDICA CHOICE
Renewal Rates For
L.O.G.I.S.
Effective January 1, 1995
Medica Choice Select 947100 (formerly #371)
Present Rates Renewal Rates
Class I (Employee Only) $ 187.16 $ 187.16
Class IV (Family) $ 449.05 $ 449.05
Class V (Retiree over 65 without $ 499.80 $ 499.80
Medicare A & B)
In calculation of this Premium rate $13.39 per member per month is payable for coverage provided under this
Contract, $300 deductible and $3000 HMO and Insurance out -of- pocket maximum, and will be remitted by Medica
Choice to Physicians Insurance Company.
These rates are contingent upon the following assumptions:
o Medica Choice Select #47100 (formerly #371) is being offered. Under this contract, HMO benefits
apply for services received through Medica Choice providers. This contract includes a $10 office
copayment which applies to visits for illness or injury. No office copayment will apply for routine
examinations and preventive care. Services received through non - Medica Choice providers are
covered under the insurance benefit portion of the contract. Such services are subject to a $300
deductible per member per calendar year with a maximum of three deductibles ($900) per family
unit per calendar year. In no event will a member be required to pay more than $3000 of
copayments and/or deductibles during a calendar year.
o Two or more health plans in addition to Medica Choice shall be offered by the Employer.
o Review of employer contribution toward premium.
Medica has implemented the following changes to your benefit contract upon renewal:
PREVIOUS PLAN RENEWAL PLAN
COVERED SERVICES (1993 -1994) (1994 -1995)
MEMBER COPAY MEMBER COPAY
REFRACTIVE EYE EXAMS
Insurance Benefits: 20% I Insurance Benefits:
No coverage
I NEUROPSYCHOLOGICAL EVALUATIONS/COGNITIVE TESTING I
No coverage Inpatient: Covered under a
hospital confinement with
any applicable copayment.
Outpatient: Covered as
outpatient services with any
applicable copayment
OUTPATIENT REHABILITATION SERVICES
Speech, physical and occupational
Benefits for speech,
Benefits for speech,
therapies
occupational or physical
occupational or physical
therapy services must be
therapy services must be
directed by a participating
directed by a physician and
physician and received from
received from a
a participating therapist or
participating therapist or
physician to be eligible for
physician to be eligible for
coverage.
coverage.
ATTENTION DEFICIT HYPERACTIVITY DISORDER (ADHD) OR PERVASIVE
DEVELOPMENT DELAY
(PDD)
- Behavioral evaluation or development HMO Benefits: 0%
programs Coverage limited to one
evaluation per member
lifetime.
PROSTHETICS
HMO Benefits:
Covered as any other
mental health condition.
Copayments and visit limits
apply.
DIABETIC SUPPLIES
Diabetic supplies including disposable insulin No coverage HMO Benefit: 20%
syringes, lancets and lancet devices, alcohol swabs
and glucose test strips. Coverage is limited to a Insurance Benefit:
34 day supply or 100 units (whichever is greater) 200/a after deductible has
per copayment. been met.
HOME BILIRUBIN LIGHTS
HMO Benefits: 0%
HMO Benefits: 20%
Coverage limited to the
Prosthetic coverage has
initial purchase of the
been extended to include
prosthetic because of a
purchase of the initial
condition occurring while
prosthetic for those whose
you are a member.
condition occurred prior
to becoming a member.
DIABETIC SUPPLIES
Diabetic supplies including disposable insulin No coverage HMO Benefit: 20%
syringes, lancets and lancet devices, alcohol swabs
and glucose test strips. Coverage is limited to a Insurance Benefit:
34 day supply or 100 units (whichever is greater) 200/a after deductible has
per copayment. been met.
HOME BILIRUBIN LIGHTS
HMO Benefits: 0%
HMO Benefits: 20%
HOME HEALTH CARE M LIEU OF HOSPITAL CONFINEMENT
HMO Benefits: Hospital
HMO Benefits: Home
confinement and home
health care in lieu of
health care in lieu of
hospital confinement will
hospital confinement is
now be reflected as an
treated as two episodes of
extension of the initial
care, each with its own
hospitalization with any
copayment.
applicable hospital
confinement copayment.
Example I: If the hospital
confinement copayment is
20 %, the member's
copayment for home health
care in lieu of confinement
would continue to be 20 %.
Example 2: If the hospital
confinement copayment is
20% to 5500 and the
member met the 5500 while
hospitalized, there would be
no additional copayment for
the home health care in lieu
of confinement.
RECONSTRUCTIVE SURGERY (DOES NOT REFLECT A CHANGE FOR CONTRACT #378 or #019)
HMO Benefits: 20% up to
HMO Benefits: 20%
51500 per confinement or
incident.
OUTPATIENT PRESCRIPTION DRUGS
- Insulin
One vial of insulin per
Up to a 34 day supply for
prescription drug
each type of insulin per
copayment
copayment
Contract #378 or #019 Only:
MENTAL HEALTH AND SUBSTANCE ABUSE
- Attending Physician /Psychiatrist Services HMO Benefits: 20% HMO Benefits: 0%
THESE BENEFIT CHANGES HAVE BEEN FILED WITH AND ARE SUBJECT TO CHANGE PENDING
APPROVAL OF THE MINNESOTA DEPARTMENTS OF HEALTH AND COMMERCE.
THE CHANGES WILL BE EFFECTIVE UPON RENEWAL AND EMPLOYEES SHOULD BE NOTIFIED.
. 7/12194
HealthPartners
►�1� �311
July 25, 1994
Barb Heinonen
L.O.G.LS. Health Care Group
400 DCA Center
13100 Wayzata Blvd.
Minnetonka, MN 55343
Dear Barb,
8100 34th Avenue South
PO Box 1309
Minneapolis, MN 55440 -1309
Group Health and MedCenters have come together to create a health care delivery system unlike any other in the
marketplace. A system designed to have an impact on the quality, efficiency and cost of health care by measuring and
rewarding appropriate care, not encouraging unnecessary care. A system that integrates both the caregiver and
administrative aspects of health care.
To accomplish this goal, we realize the importance of strong partnership between buyers, providers, employer and
employees. Together, we have the potential for better health for your employees, greater administrative efficiencies,
quality care and a continuously improving delivery system.
We are pleased to be a part of the benefit package offered to the employees in L.O.G.I.S.. The January 1, 1995
renewal rates for your current MedCenters plans and Group Health, Inc. are as follows:
Group Health MedCenters
Standard Option I High Option
Employee Only $170.74 $160.71
Family $465.86 $478.35
Mayo Choice with the Group Health plan as the first tier is also available to this group at the same rates as the Group
Health Standard Option renewal. At this time, there is no Mayo Choice product with the MedCenters clinics as the
core tier. Also, please note that a move to the Mayo Choice product will result in the group's future renewals being
calculated on an experience basis, rather than a community rated basis.
As a result of Minnesota legislation, disposable diabetic supplies will be covered under the
durable medical equipment section of the Group Health contract.
I look forward to speaking with you soon. If you have any questions or if I can be of any assistance, please call me at
883 -5288.
Sincerely,
x.P, 14,
Susan M. Hoel
Customer Consultant
SMH/dmg
Enclosure(s)
The Health Partners family of health plans includes Group Health and MedCenters. —14ft.
;a;= HealthPartners
8100 34th Avenue South
PO Box 1309
Minneapolis, MN 55440 -1309
1995 Eligibility Guidelines
Grandchildren and Foster Children
• Must reside in the service area and
• Be dependent on the enrollee for a
majority of financial support.
This deletes the Group Health requirement of residence in the
enrollee's home and evidence of legal custody. There will no longer
be a requirement that the grandchild's parent, the enrollee's child,
also be dependent on ' the enrollee in order to cover the grandchild.
, i i i iii / I'
Language is added due to OBRA 1993 stating that "a child covered
under a valid qualified medical child support order, as defined under
Section 609 of ERISA and its implementing regulations" is
enforceable against a Plan Subscriber/Enrollee."
This law changes the service area restriction in cases where the court
orders a member to provide health coverage for a dependent child.
In the past, if the child lived outside the Group Health or MedCenters
service area they were ineligible for coverage regardless of a court
order. Due to the recent change in the law, coverage will be provided
to children outside the service area. Coverage is limited to
emergency coverage only.
The HealthPartners family of health plans includes Group Health and MedCenters.. •°illft'
9 -2 -94
Dear Mayor Richards, City Council members and staff,
discussed your questions regarding FACES with their co- president,
Diane Fredkove, and their Liaison to District/Research on Initial
Funding, Roy Lewis.
The following three pages is their response to the five questions, and
the last page is a general FACES information sheet.
I hope that I accurately relayed your questions and that the attached
information is helpful in your budget process.
Sincerely,
John Crist
Chair, Edina Human Relations Commission
5324 Halifax Ave. So. 55424 -1403
929 -4047 770 - 2000 x295
FAMILIES ADVANC 1NG
CULTURAL AWARENESS
IN EDINA'S SCHOOLS
FACES is a community-based organization dedicated to advancing cultural aware-
ness, promoting multicultural education, celebrating diversity and combating prej-
udice in the- City- of-Edina and - its - schools. -- Our- goals-are: -- - - -
O To raise the consciousness level of all Edina public school- students and staff
with regard to culture, race,. ethnicity and the effects of prejudice by:
• Developing an outreach program, tb the schools which will heighten
cultural awareness and provide positive "minority" role models.
• Supporting and assisting in special training for school staff.
O To assist Edina's School District in the recruitment and retention of qualified
"minority" candidates for administrative, teaching and support positions.
O To assist Edina's public schools in the integration of multicultural, anti -bias
programming into current curricula and the development of new, more
culturally diverse curricula.
O To ensure that the school environment and curricula depicts racial, ethnic
and cultural "minorities" accurately.
O To support the establishment of a Cultural Awareness Club (a youth
development project) and other in- school and extracurricular multicultural
activities and programming.
O To foster pride in and provide special support to Edina school students
(grades K -12) who are Asian- Pacific American, African American, Native
American, Hispanic/Latino American, of biracial heritage, or members of
other under- represented ethnic or cultural groups.
O To provide ways in which all students, their families and community
members can meet one another, provide mutual support and celebrate
the diversity that exists in the City of Edina.
O To serve as a resource to our community on issues of race, culture, ethnicity
and ways to combat prejudice.
O To recognize the contributions of community members, groups and other
individuals who have advanced the cause of cultural understanding and
awareness in Edina.
To accomplish these goals, we are establishing a network of volunteers that will
commit time and energy to our schools and community.
-1-
Why do we need FACES, and... What duplication might there be with
the school district's efforts?
To respond to these questions, one must first consider the School District's present
situation:
• The Edina School District does not have a Diversity Coordinator on staff. As a
result, there is no central coordination of efforts to ensure an accurate, broad -
based, and integrated multicultural /anti -bias educational agenda.
• Mr. Rod Kesti, Personnel Director, has tried to ensure more diversity in staffing,
but he has met with limited success— primarily_ because - he has neither the
resources nor the personnel to conduct a comprehensive xecruit`ment effort.
• Teacher in- service training in anti- bias /multicultural education has been
very limited.
• Approximately 5% of the student body belongs to a racial or ethnic
"minority, ". yet the special needs of these students have not been identified nor
given adequate attention. (Only the ABC Program, with an office at the high
school, has been a significant, visible support for these students.)
• The District's multicultural curricula efforts are being spearheaded in its
"Multicultural • Gender Fair • Disability Sensitive Committee" —also known
as the Inclusive Education Committee. During school year 1993 -94, this
Committee met five or six times for 1 -1/2 to 2 hours. So no more than 12
meeting hours were spent addressing these three issues and approximately half
of that time was spent on gender fairness issues.
We offer this information not as a criticism but as an explanation of why FACES is
needed. We need to assist our schools in providing an education for students that
will enable them to function productively, successfully and compassionately in a
diverse world.
How will FACES specifically
benefit students? Our multicultural and anti -bias programming (and related efforts)
will challenge students to:
• Confront their own prejudices.
• Consider issues of social justice.
• Think about behaviors (racial and other teasing, stereotyping, etc.) that deny
other students basic human dignity.
• Learn about others' experiences, struggles and world views.
• Develop valuable friendships with others whose lives or perspectives may be
quite different than their own.
• Understand the frustration felt by some when others have an unfair advantage.
• Be critical thinkers, capable of examining the effects of stereotyping (on TV, in
movies and other media, etc.).
• Discover how others have overcome prejudice to become highly successful
adults.
FACES is prepared —not to duplicate —but to augment and extend the work of the
school's staff. In addition to presenting multicultural programming to students,
teachers and the community at large, we will also assist in the recruitment (and re-
1pa
tention) of qualified "minority" staff members; provide knowledgeable input to the
Inclusive Education Committee; serve as a resource to teachers and community
members who want to learn more about multicultural education; conduct school
and community programs on how racial and ethnic bias hurts individuals and dimin-
ishes our society; etc.
We know that the District's administrators — highly competent and genuinely car-
ing— "wear many hats." They cannot dedicate the time needed to address these is-
sues in a comprehensive manner. Our work will significantly supplement their ef-
forts.
In summary, we live in an ever changing and increasingly diverse society. In diver-
sity there is a wealth of knowledge, ability, vitality, dedication, humor, imagination,
creativity and wisdom. FACES is a conduit to the diversity that exists in our families,
school system, community and country. We believe we can help our students and
community to learn how diversity enriches our lives.
How will FACES communicate with the schools and perhaps
churches?
We will use traditional avenues of information... the Edina Sun, the school newspa-
pers, etc. We are also working on raising funds so we can do direct mail to all who
express interest in our organization. Certainly, a direct mailing to all (5,000 +) fami-
lies in our School District is a goal. We plan to meet with Susan George, the school's
Communications Director, to -discuss this issue in more depth. As far as the
churches go, we are prepared to mail notices to them about our organization. They
will have this information in hand by the last week in September.
How might FACES relate to the pending lawsuit against the school dis-
trict?
I feel discomfort and a great reluctance to respond to this question: With no disre-
spect intended, I confess to feeling that the question is inappropriate and am con-
cerned that it was raised. Nevertheless, I will answer as best I can.
I do not know if anyone in FACES has .detailed knowledge of this lawsuit, so I can
only speak for myself in this regard. I do not know the plaintiff nor the school per-
sonnel involved —nor do I know the facts of this case, other than what has been
written in the newspaper. I am confident that the legal system will respond with
due process and fairness to all parties involved.
Obviously, FACES opposes discrimination based on race, gender, economic status,
or any other such factor. We certainly hope that race is never a factor in the 'decision
to deny services to a pupil. However, whether or not discrimination has occurred in
this case is for the legal system —not FACES —to decide.
Are we concerned about bias in our educational system? Of course. For example, we
know that exceptional efforts have been made by some teachers to introduce a
-3-
broader cultural /ethnic perspective into the classroom. Yet, much of the school's
curriculum remains largely ethnocentric and monocultural. We would like to see
multicultural education become a priority and are eager to work with the District on
this issue.
And we have other concerns... The Edina School District, with approximately 950
employees, is the second largest employer in our City. Yet, only a handful of its pro-
fessional staff are "minorities." This is not right —and it is detrimental to every stu-
dent in our schools. And we have to honestly ask ourselves —what does this teach
our children?
Pluralism can only enhance the learning experience and provide students with role
models from a variety of cultures. We would like to help the District in its recruit -
ment of qualified "minority" candidates for staff positions. (Note: The District's
Personnel Director, Mr. Rod Kesti,. has already asked us to assist in this regard; a
meeting with Mr. Kesti is scheduled for later this month.)
We also believe that attention must be given to the needs of the 5% of the student
body classified as "minority." These students have special issues related to self es-
teem, socialization, identity, etc. We believe that FACES (through its family gather-
ings, special events, etc.) can be a source of support and affirmation for these stu-
dents. They also are an opportunity for families of all backgrounds to meet and learn
about one another.
Finally, we applaud the District's creation of a Cultural Awareness Club at the middle
school level. This will be a wonderful setting in which all interested middle school
students can spend meaningful time with each other, exploring cultures familiar to
some students and unfamiliar to many others. We have already committed to assist-
ing the Youth Development Coordinator on this project.
Our goal is to precipitate positive changes —not through confrontation nor litigation
but through a cooperative partnership with our School District. Working with the
District, we believe we can explore ways to eliminate bias and expand students' un-
derstanding of their community, nation and world.
FACES brings to our District some new voices and perspectives as well as time,
commitment and a vision for the future. We are a new resource for the school and
are eager to help in any way that we can.
espectfully submitted,
Diane Hallock Fredkove
President
4-
O -erk
puadl 9-13 o /rVY
MEMORANDUM
Date: August 29, 1994
From: Ken Rosland, City Manager
To: Mayor Richards and Council Members
Subject: Additional Department Budgetary Requests
In response to your questions at the budget hearing on August 25th, the following list comprises the high
priority budgetary items that are not included in the current version of the budget. The descriptive
information relating to these programs were included in the original budget assumptions memorandum.
While each of these items would place us over your percentage increase guidelines, we feel that without
these items there will be a slow degradation of service levels in each of these areas. Please feel free to
contact any of the department heads if you have any additional questions regarding these programs.
Public Works
The Public Works Department asks that the budget be passed as presented. A presentation will be made
as per Council request at the meeting of September 7th.
Police Department - Additional Clerical Help $30,000
Increasing state and federal reporting mandates have overburdened the existing clerical staff and have led
to officers spending more time performing administrative tasks and less time on the streets.
Fire Department - Additional Overtime $20,000
We continue to fall behind our actual spending in the overtime area. This is primarily due to the level of
growth in the EMS area.
Fire Department - Equipment Replacement Rebuild $70,000
The cost of replacing fire equipment is exceeding the increases we have been putting into the equipment
replacement fund. This has a long term impact on when we can replace our major equipment items in the
department.
Fire Department - Focus Group Projects $14,000
This money would allow us to pursue fitness and health related issues that our focus group defined as
key issues in the fire department.
Park Department - Re- authorize Two Maintenance Positions $80,000
The current level of staffing in the park maintenance area has been unable to keep up with the following
maintenance areas: weed cutting in playground areas, regular grass mowing, safety inspection on
playground equipment and regular tree trimming.
d
MEMORANDUM
TO: - Mayor Richards and Edina City Council
FROM: Chief William Bernhjelm
DATE: August 29, 1994
SUBJECT: POSITION AUTHORIZATION -- FULL TIME CLERICAL
The Police Department is in need of additional clerical staff for the following reasons:
* Increased Workload -- The legal system has required increased levels of
documentation, transcription of formal statements and typing of information
submitted for prosecution. The Minnesota Supreme Court recently decided
that all statements by suspects be tape recorded (State vs. Scales, 06/30/94).
The necessary transcription of these statements will place a severe burden on
our staff. Additional mandates by State and Federal governments and
response to public requests for information are continuing to burden our staff.
* Our staffing is currently well below what comparable size cities find necessary.
* Our present staffing does not allow for full utilization, of the Records
Management System for crime analysis, management information and
searching capabilities.
* Implementation of new parts of the computer system will absorb staff time for
training and testing.
* Our present staffing does not allow for transfer of administrative tasks from
police officers to civilians. Police officers are frequently seen typing reports
and follow -ups and preparing copies of cases for courts and prosecutors.
* Staffing is inadequate to provide for vacation and sick leave coverage.
* Confidentiality and training issues are of concern and prevent the use of
"temps ".
* The number of people assigned to clerical tasks has not increased since 1972
despite a dramatic increase in demand for services and a doubling of the call
load since that time.
* The estimated salary and benefit cost for a full time clerical person is $30,000.
CITY OF EDINA
PARK AND RECREATION DEPARTMENT
MEMORANDUM
DATE: August 29, 1994
TO: Mayor Frederick Richards and City Council members.
FROM:, John Keprios, Directo
SUBJECT: Reinstatement of two full -time park maintenance
workers.
The Edina Park and Recreation Department is requesting the
reinstatement of the two full -time park maintenance workers for
the following reasons:
Regular routine inspection of.all facilities for potential safety
hazards is an important function of the Park Maintenance
Department that needs more attention than we can currently
provide. For example, any playground equipment safety hazard
that goes unnoticed and not corrected could tragically lead to
physical harm to a child and secondly could result in a large
financial judgement against the City of Edina.
Tennis courts and hard - surface courts need to be routinely
inspected and maintained for both safety and longevity reasons.
A tennis court or hard - surface court that is routinely inspected
and maintained will have a longer life expectancy. Safety
hazards that need routine maintenance attention include large
surface or structural cracks, weeds in the courts, sand and dirt
on surface, tree /shrub growth inside court area, and fencing
condition.
Routine building maintenance and inspection is much needed for
safety's sake and for preventative maintenance.
There are many trees in Edina's park system that need trimming
for both safety and aesthetic reasons. Our maintenance personnel
have difficulty mowing under trees without the fear of being hit
by low hanging branches.
In light of the move toward less use of herbicides in the park
system, we anticipate that a more labor intensive effort will be
needed to maintain the park system's general turf areas and
athletic fields for safety and aesthetic reasons.
The current demand on manpower to maintain outdoor skating rinks
requires a minimum of eleven (11) full -time staff to field every
day. Any worker requesting vacation or rendered sick for a day
creates a staffing shortage.
Maintenance of rolling stock, such as, trucks, tractors, mowers,
snowmobile, puppet trailer, sweepers, and attachments need more
scheduled maintenance, especially during snow emergencies.
Maintenance of miscellaneous park amenities, such as, bleachers,
benches, garbage receptacles, picnic tables, grills, soccer nets,
hockey nets, basketball standards, fencing and drinking fountains
require more preventive and routine maintenance than can
currently can be provided.
.f
{
M E M O R A N D U M
TO: Mayor and City Council Members
FROM: Ceil Smith
DATE: August 30, 1994
RE: Richfield Pay Plan
During the discussion of salary for the SHERPA Director, the
Council asked to see a copy of the City of Richfield Pay Plan
under which the Director is paid. Attached to this memorandum is
a copy of the pay plan.
Staff has included an example of how to compute a salary increase
for the year. Staff will be available to answer questions at
your September 7, 1994 meeting.
u6 /C3/94 15:33 FAX 612 661 9749 CITY - RICHFIELD CITY OF EDINA x•4000022
• �• . 'a
RESOLUTION. NO_ 8085
RESOLUTION PJMATING TO TEE 1994 NZ=Gm 4MgT
SRLRRY COMPENSATION•PLBN
U830tZIS, the municipal code of the Cite of Richfield
from time -to -time; and
Provides for the adoption of a pay plan for Management employees
WB PX-AS, the City administration has prepared a 1994 pay
Plan for position classifications for Management emplo
City Manager is authorized to add or reclassify pos yees. The
itions as
necessary. Examples of positions in each pay grade are attached.
NOW, TMMEFORE, BE IT RESOLVED that the City Council do and
hereby does establish for the year 1994 the follouing pay Plan,
which is to be effective January 1, 1994, and subject to all
applicable provisions of the City Code:
MANAGEMENT
COMPENSATION PLAN
PAY
GRADE
MINIMUM
M-ID- GE
MAg
M-NE YR
30,596.80
36,608.00
42,827.20
MO
SW
2,549.73
3,050.67
3,568.93
ER
1,176.80
11408.00
1,647.20
14.71
17.60
20.59
M -1
YR
33,051.20
39,540.80
46,238.40
MO
2,754.27
3,295.07
3,853.20
BW
BR
1,271.20
1,520.80
1,778 -40
15.89
19.01
22.23
M -2
YR
37,336.00
44,657.60
52,270.40
MO
3,111.33
3,721.47
4,355.87
BW
1,436.00
1,717.60
2,010.40
8R
17.95
21.47
25.13
M-3
YR
42,598.40
50,960.00
59,758.40
MO
3,549.87
4,246.67
4,979.87
BW
HR
1,638.40
1,960.00
2,298.40
20.48
24.50
28.73
M-4
YR
47,465.60
56,784.00
66,435.20
MO
BW
3,955.47
4,732.00
5,536.27
BR
1,825.60
2,184.00
2,555.20
22.82
27.30
31.94
M -5
YR
55,057.60
65,852.80
77,043.20
MO
4,588_13
5,487.73
6,420.27
BW
2,117.60
2,532.80
2,963.20
HR
26.47
31.66
37.04
a
r.
w
Normal Progression 'Dggb-Ma-n-agARqnt-C-onpongation_EIDM
p
Salary Increase Amounts. Individual salary increases will normally be made effective on an w
employee's anniversary date and will vary in size, depending on the individual's performance ratin
and current position in the salary range in line with the following criteria. g
PEE 0RHA!JQFH
RATING
Outstanding
Above Satisfactory
Satisfactory
Needs Improvement
Unsatisfactory
Range Adj. +,3.1 to 9.5%
Range Adj. + 1.6 to 3.0$
POSITION IN SALARY RAMQE
95 -105$ OF MIDPO NT
Range Adj. + 1.6 to 3.0$
Range Adj. + .01 to 1.5$
Range Adj. + .01 to 1.5$ $f Range Adj.
% /;- Range Adj. Range Adj. - .01 to 1.5$
No increase until performance improves.
OVER 105& OF MTDPOITiT
Range Adj. + .01 to 1.5$
Range Adj
Range Adj. - .01 to 1.5$
Range Adj. - 1.6 to 3.0%
Passed by the City Council of the City of Richfield, Minnesota this 13th day of December, 1993.
ATTEST:
Thomas P. Ferber City Clerk
Martin J. Kirsch Mayor
r
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x
M
0
M
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x
0
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BILL JONES - CLASSIFICATION M -2
CURRENT SALARY - $411,000
Ste #1 Determine Pay Zone
95% of Midpoint - $42,247.72
105% of Midpoint - $46,890.48
Pay Zone is Under 95% of
Midpoint
Step #2 Evaluate Employee Performance
Result - Rating is Outstanding
Ste #3 Annual Salary Adjustment
Current Salary x (Annual
Adjustment + 3.1 to 4.5 %)
$41,000 x (2.5% + 4 %)
$41,000 x 6.5% = $43,665