PROJECTED BENEFIT COST TRENDS Sample Clauses

PROJECTED BENEFIT COST TRENDS i. Description of the data, assumptions, and methodologies This section discusses the data, assumptions, and methodologies used to develop the benefit cost trends, i.e., the annualized projected change in benefit costs from the historical base period (CY 2014) to the CY 2016 rating period of this certification. We evaluated prospective trend rates using ODM, as well as external data sources.
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PROJECTED BENEFIT COST TRENDS i. Description of the data, assumptions, and methodologies This section discusses the data, assumptions, and methodologies used to develop the benefit cost trends, i.e., the annualized projected change in benefit costs from the historical base period CY 2015 to the CY 2017 rating period. Total benefit cost trends were developed on a PMPM basis consistent with prior years’ certifications. The move to a utilization and unit cost approach is expected once encounter data can be used as the basis for the data. While the trends are illustrated on a PMPM basis, they reflect primarily utilization and mix/intensity of services. Unit cost trend is primarily handled through the program changes to reflect expected CY 2017 provider reimbursement.
Sample 1
PROJECTED BENEFIT COST TRENDS. This section discusses the data, assumptions, and methodologies used to develop the benefit cost trends, i.e., the annualized projected change in benefit costs from the historical base period (CY 2016) to the CY 2018 rating period of this certification. We evaluated prospective trend rates using ODM data, as well as external data sources. Total benefit cost trends were developed on a PMPM basis consistent with prior years’ certifications. The move to a utilization and unit cost approach is expected once encounter data can be used as the basis for the data. The trends are illustrated on a PMPM basis and primarily reflect utilization and mix/intensity of services. ODM-specific policy changes that impact CY 2018 provider reimbursement are handled through the program adjustments previously outlined.
Sample 1
PROJECTED BENEFIT COST TRENDS i. Description of the data, assumptions, and methodologies This section discusses the data, assumptions, and methodologies used to develop the benefit cost trends, i.e., the annualized projected change in benefit costs from the historical base period (May 1, 2013 to April 30, 2014) to the CY 2016 rating period. Total benefit cost trends were developed on a PMPM basis consistent with prior years’ certifications. The move to a utilization and unit cost approach is expected once encounter data can be used as the basis for the data. While the trends are illustrated on a PMPM basis, they reflect primarily utilization and mix/intensity of services. Unit cost trend, with the exception of the impact of case mix on NF per diem rates, is primarily handled through the program changes to reflect expected 2016 reimbursement.
Sample 1
PROJECTED BENEFIT COST TRENDS. This section discusses the data, assumptions, and methodologies used to develop the benefit cost trends, i.e., the annualized projected change in benefit costs from the SFY 2021 Experience Adjusted data to the July 1, 2022 through December 31, 2023 rating period of this certification. We evaluated prospective trend rates using historical experience for the MMC program, as well as external data sources.
Sample 1

Related to PROJECTED BENEFIT COST TRENDS

  • Same Sex Benefit Coverage An employee who co-habits with a person of the same sex, and who promotes such person as a "spouse" (partner), and who has done so for a period of not less than twelve (12) months, will be eligible to have the person covered as a spouse for purposes of Medical, Extended Health, and Dental benefits.

  • Benefit Coverage The Company agrees to provide pension and welfare benefits as described in the Company Booklets, benefit plan documents or policies of insurance for the duration of the Agreement.

  • Benefit Waiting Period Allowance (a) An employee who qualifies for and takes leave pursuant to 21.1 or 21.2 and is required by Employment Insurance to serve a one-week waiting period for Employment Insurance Maternity/Parental benefits, shall be paid a leave allowance equivalent to one week at 85% of the employee's basic pay.

  • REFUND OF UNEARNED COMPENSATION The Party of the Second Part agrees to refund the Party of the First Part any compensation received for which no services were rendered. TERMINATION: This contract may be terminated by either party pursuant to law. OTHER CONDITIONS: Any subsequent contracts shall supersede the provisions of this contract. Student Achievement and Accountability instructional staff may be required to serve students in more than one location. Given this, the 15TH OF SEPTEMBER, 2016. PARTIES: The Fort Xxxxx School District 100, Party of the First Part, and XXXXXXX X. XXXXXX Party of the Second Part, agree as follows:

  • Final Compensation Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS prior to January 15, 2011, is based on the highest average monthly pay rate during twelve (12) consecutive months of employment. Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS on or after January 15, 2011, is based on the highest average monthly pay rate during thirty-six (36) consecutive months of employment.

  • Workplace Safety Insurance Benefits (WSIB) Top Up Benefits If the employee is in a class of employees that, on August 31, 2012, was entitled to use unused sick leave credits for the purpose of topping up benefits received under the Workplace Safety and Insurance Act, 1997;

  • Contribution Formula - Basic Life Coverage For employee basic life coverage and accidental death and dismemberment coverage, the Employer contributes one-hundred (100) percent of the cost.

  • Benefit Level The primary care clinics available through each plan administrator are assigned a Benefit Level. The Benefit Levels are outlined in the benefit chart below. Primary care clinics may be in different Benefit Levels for different plan administrators. Family members may be enrolled in clinics that are in different Benefits Levels. Employees and their dependents may change to clinics in different Benefit Levels during the annual open enrollment. Employees and their dependents may also elect to move to a clinic in a different Benefit Level within the same plan administrator up to two (2) additional times during the plan year. Unless the individual has a referral from his/her primary care clinic, there are no benefits for services received from providers in Benefit Levels that are different from that of the primary care clinic in which the individual has enrolled.

  • Special Maternity Allowance for Totally Disabled Employees (a) An employee who:

  • Call Back Compensation (a) Call back is an occasion where an employee has been released from duty and is called back to work prior to his/her normal starting time. On such occasions, the employee’s scheduled or recognized shift shall be made available for work, except that the Agency shall not be obligated to work the employee more than twelve (12) consecutive hours and the employee may choose not to work more than twelve (12) consecutive hours, excluding meal periods, of combined call back time and regular shift time.

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