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COMMISSIONERS' COURT WORKSHOP AGENDA
TUESDAY, AUGUST 3, 2010,1:00 P.M.
COMMISSIONERS' COURTROOM
KERR COUNTY COURTHOUSE
KERRVILLE, TEXAS 78028
THIS NOTICE IS POSTED PURSUANT TO THE TEXAS OPEN
MEETINGS ACT. (TITLE 5, CHAPTER 551, GOVERNMENT CODE
AND TITLE 5, CHAPTER 552, GOVERNMENT CODE.)
This Commissioners' Court will hold a workshop at 1:00 P.M.,
Tuesday, August 3, 2010, in the Kerr County Commissioners' Courtroom,
Kerr County Courthouse.
Review and discuss FY 2010 -11 Budgets and fiscal, capital
expenditure and personnel matters related thereto including, but
not limited to, Cost of Living Adjustment, Salary
Considerations, Staffing Levels, Health Benefits and Insurance.
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QUESTION 15 - Please comment on your concerns about the County's health insurance program.
Comments
I'm your "worst case scenario ". I have a need for a good policy and cannot afford any increases anywhere in my budget as it is.
If we are still going to have our HRA accounts, I would rather pay a higher co -pay, even though I already have regular Dr's visits
and labwork, because I don't know where else I can be squeezed. I have a husband and two kids on my policy, so obviously I
want the outcome with least amount of impact. It is also my understanding that we will now be taxed on this amount,', so that is
another concern. I'm so impressed with the current adminstrations resolution to the rising cost of healthcare - NOTI!'
We workers will ecome slaves to this health coverage.
Find a new carnem
Would be willing to lose HRA benefit in order to keep medical coverage at no cost to employees.
Employees with multi dependents should ave to pay more.
Really can t afrord to pay more monthly, but will o what can to help keep costs down.
Employee only should not have to pay extra to pay for others' epen en s shortfall / cost to the County.
really like our plan, but cannot afford o pay more.
't
on think anyone wants an increase in anything but salary. More out of pocket expense for insurance means a e
somewhere else, but if it is necessary then the least amount of increase would be plausible.
ciency
would be willing to give up U I HER benefits (example: dental; addl life insurance; axa instead of our medical ene
adjusted for myself & child - Then maybe I could afford the family plan & include my husband under the medical I am
under, so he is better covered. Thanks!
s being
currently
My fear is that il the insurance is not attordable, the County will ose a lot of good employees.
Questions 10 - 14 are not good questions. What effectively will happen is that the cost of benefits /month for any family
equal to or greater than the monthly expense for (? ?unreadable - housing, maybe ? ?) in the county. Time for a third j
will be
bl
Amount paid ycoun y as a tax payer cost of err County as an employee - mix.
Can't afford any increases without raises in pay.
think we have great insurance compared to other employers.
suggest doing away with the HRA reimbursement po ion ora insure TYOU t0oK Me sbuu from a employee
coverage that would save the County $160,800. In addition, if you take the given amounts from the dependents as well,
county could save upwards of a total of $215,000.00. 1 don't know the exact amount given out on the HRA cards yearly,
is my suggestion. Thanks for taking the time to ask for our opinions.
at ave
the
but that
it concerns me that we cannot m another way to locate these funds rather than make everyone pay for their own ingbrance
benefits. This is often why I have chosen state, city and county governmental jobs because this was always an added
which I have been blessed to have enjoyed. Maybe, if this really came to fruition, could you look at cutting the MyRespurce
and take that money to pay the extra rising cost if need be? Hope we find the answers.
benefit of
card
Page 1 of 6
There needs to be an audit to determine the real reason the cost and benefits are alleged to be out of balance. Possible abuses,
individuals with exceptional circumstances, abuse of non - generic prescriptions, reaction rather than proactive health'
management, are only a few of the possible issues contributing to the alleges dilemma. The health care options as presented,
even with a cost of living adjustment, will most likely result in negative take home pay for most if not all county employees.
believe cost savings is the key rather than increasing premiums unreasonably. If a medication is available in generic then
eliminate name brand ... no exceptions. Increase doctor visit co -pays will reduce dependent use - hopefully. Look for add'I high
risk insurance (major medical) options for both employees & spouses /dependents with serious medical problems - if that's a
major problem with the current plan. Educate the employees - small groups - on the problems - don't leave it to the press!
Motivate - don't intimidate.
Make sure all employees are spayed and neutered.
have never worked tor anyone that has given me an DIJAb I HRA card.
on now how to answer any of e Us ave o see my oc or s - x a yr. I cant afford o be riospitalized
not have to be within 5 -10 yrs by doing preventative health care, but I know I still w /need more medical care wage. I
higher costs on what I make. I think the Co. has been very generous pay wise, benefit wise - but it is a concern to mSS((
what the fufure holds for a diabetic. Thank you. P.S. I w /take whatever means the Co. has implemented to provide t he
they can to their employees.
& hopeTo
can't afford
budget &
best
he County needs to take care and value their employees .... or tney will see less desireable employees.
(;ounty employees will need raises in order to be able to afford eir own health insurance premiums, increase in ded
increase in dependent coverage and co- paysll!
ctible,
eep it as is.
0o many people are raising their grandchildren and our costs are going. Parents are no Reid accountable. lncreas
dependents.
cost or
s is pare of Our pay. More would be a cut in pay.
Great pan. Raise dependent premiums.
o not like the plan the way it is but it we have to pay it would be a payment mos a o us would be hurting to ma e.
The draw to working for the County is the "free" health coverage since the pay is so low. I quit a higher paying job to
benefits. If the pay would be high, then I could see an increase in employee having to pay extra for health care.
work for the
i
Don't a your own.
understand tha ere is a request or a o raise for the HR director, a o raise for the sheriff, an a 5-15% raise
department heads and elected officials, and a 2.5% rais for all other county employees. I thought we did a "comparison"
for all employees a couple of years ago to bring everyone up to above pverty. Why now are we asking for big raises again,
the "workers" only get 2.5 %? The raise should be the same across the board. Everyone knew what their pay was upon
and we have already raised everyone once. Seems it would be fair to maybe forego raises this year for everyone to compensate
for the insurance because it is the lower incomes that will have a harder time paying for insurance than those asking for
raises. Also, maybe we could do away with the Bene cards. The combination of the two may compensate enough. I';can't
understand why we don't have money to cover employees & their dependent insurance, but we have money to pay BIG
raises ? ? ??
for mos
raise
but
hiring,
the BIG
Page 2 of 6
Page 3 of 6
s insurance is as worTable as they come presently! Lets try to keep what we have.
Our family pays a ou mo. I think or more. It is getting pretty expensive. I know it could be higher, but I don t Sow how
much more we can deduct from check with no more salary to help. Again, no raises but more costs. We have to do what we
have to do though.
It's tine as it is.
m willing to be 'uninsure rather than pay too much more per month.
Medical ea benefits are offered when we are hired at no cost to the employee. I would e it o stay this way.
afford it. He has no health insurance. ommen s section - It is already ig u better than I could get on my own. 1s
infuriating that County elected officials are asking for a 10% raise and nothing for the workers who make them look good. They
are so concerned about making as much as city workers. Well the city officials, a few, are setting the example by cutting their
salaries to help their workers and their budget. Too bad County won't step up and follow that example. The Hunt
Superintendent is cutting his salary in half to help his employees. Why not take the 10% raises they are proposing avid use that
to pay for health care? for everyone? If you were asking us to pay more for our health care across the board that is al, little more
tolerable than asking us to pay and telling us the high salaried people get a raise to help them and not us. One last note, me
venting is not going to make a difference because the ones who vote for these issues are getting raises. What is the 1point in this
survey?
Can we drop life insurance to reduce costs? How can we afford to pay more for insurance without any increase in sa ary. I
realize times are hard for the County as a whole, but those at the bottom of the ladder can only afford so much.
really don t want to reach in my own POCKet to pay or ea care until costs can be reduced& reduce passed ono the insurer. limes
are difficult for all and I believe we all need to tighten our belts and cut spending in several areas of the County budget. The
economy & bailout has effected the whole United States and it has finally trickled down to the Hill Country, especially in our
property taxes & selling of houses. People should spend within their "means" and be financially responsible for sala increased
or decreased.
As I see this situation it s a lose-lose situation for employees. We get no raise out we have to dig in our poc e s for our own
health insurance. As it is we live from pay day to pay day. We'll all have to get 2nd jobs to pay for our insurance. How about the
dept. heads and co. officials splitting their 10% raise with us. I think we work hard enough to deserve something after not getting
much last year. It doesn't seem fair that the higher ups get some while the peons get nothing. Maybe if we got a rais we could
afford to pay our awn insurance.
Why not drop the lite insurance and keep the medical insurance the same. 1 he deductible is a rea y $1U0u.u0, the c -pay is
$30.00 plus we pay 20% of the total bill. Everyone is effective by the insurance bill.
on t believe this matters County going to do what is necessary to benefits themselves governments costs.
feel my opinion oes no ave men . I he County will proceed as they will. I do not agree with e o pay raise forithe
Elected Officials, & department heads at the same time that we may lose our health benefits or increase at the expense of the
employee.
It I was to put my family on your proposal would have to work a second job just to pay for the insurance, plus if sorng1hing did
happen, have to pay huge deductible which is more money out of pocket. I would definitely need a second job to make it. I
would love to put my family on my plan, but I can barely make it as it is. I just hold my breath and pray nothing happens. Charge
the employees who abuse it not all of us.
m o pay= per dependent, my take home pay would be cut in half and that dog on hunt.
Page 3 of 6
y concern is that singe income households will ave to help toot the bill for people that aren't even employees.
on t mind paying a little for my insurance, but can I afford o pay more for my epen en s.
Can I afford anything extra! My children mus ave insurance, but with is proposal they would go without ecause we situp y
cannot afford anything additional. This sounds like another pain in my backside vs. a "benefit ".
am worried that and other employees will not be able to afford ea insurance along with other monthly expenditures oo ,
electricity, day care, e.g.). We are struggling as it is.
This is one of the benefits of Kerr Co. is to pay employee and have family coverage. Raising the cost will hurt employees.
Even with bene card, the cost of going to doctor is very high. I carry the insurance for the entire family and although We
relatively healthy, any time we do have to visit a doctor, the insurance doesn't seem to cover as mush as they should.
upside is with UMR we haven't had nearly the problems we previously had. At nearly $200 per check, some of us carp't
be paying more, Even with the proposed raise that we have read about, that would not cover the hike in premiums.
are all
The
afford to
Any increase in the amount of insurance preiums would cause me to have to lose the insurance causing my w o e a
have medical insurance. I feel like the hard work of Kerr County employees doesn't mean anything to Kerr County officials,
they agree to this. It is like giving all Kerr County a pay cut.
i y o no
if
We on have goo ene i s 7- 1 gave paid more for my visas an a insurance as covere .
Health insurance up; pay not up = decrease in pay
s why I work Or this County.
Cost to employees (rest ineligible). Why do we keep changing ins. Co.? Employees should have full coverage ins fr
m County.
Leave plan alone, please. Thought this was a benefit of working here. I'm concerned because I already live payday to
and it took me a long time to afford to pay the premiums now & after I do (finally) I hear I may have to pay over $400 /month
to keep it. I can't do that so if it goes up to $250 /dependent I will not be able to keep insurance for family and will ask
myself. I do noff,qualify for CHIPS (I've tried) & I do not qualify for Earned Income Credit so I will have no relief, only
payday
extra
o opt -out
ore stress.
Leave plan as is. What's most upsetting is the proposal of raises for those selected' elected officials an epa men
While the employees get to pay for additional insurance we already can't afford.
ea s.
Keep plan as is. Proposed changes = salary reduction.
Leave plan as is. Please keep costs down.
Leave the plan as it is. We finally have a fairly good health plan that is fair & not overly costly. Please leave it the same.
We need to know as soon as possible what our costs are going to be as we can keep our coverage or cancel it. We rea y pay
a high premium and deductible so what is next.
The monthly cost increase would make insurance cost about of e monthly income of employees here.
ease keep things the same.
Page 4 of 6
Why change i. a pay qw e a bit now.
While C;ounty Comms. are seeking ways to cut costs, reducing your employees' benefits should not be an option.
have never use =1 .
on use the MuFfMedical pan, but for those that do, any increase in employee costs will impact employees as uc as e
County is impacted now. Cuts have to be made, then so be it, as long as it applies to all employees that use it equally. Perhaps
higher premiums for those that use it more, less for those using it less - or some form of compensation for either very low use or
no use of benefits.
Not enrolled in County plan. I have t3lue ross ue Shield Health Select roug the State. Whatever you decide Qn
additional cost, you do need to try to do a salary increase to help make up the difference for the other employees. There
major impact on employees who take home less than before the change.
e
is a
Not enrolled. My husband works at and we have BUBS insurance.
Not enrolled, opted out. Do not use it ue to other coverage.
Leave payment as is.
Would like to opt
out and receive a ca-7-payment.
Hay increases have to go up to cover medical cost increases. I oo expensive as is for tam i y coverage on my 77ary.
Do not change the plan! oun y employees will continue to suffer. I his type of change won sop year a er year. i
ways of saving money, as well.
o er
0o many employees barely making ends meet now. Increased cost will e cletramental.
When we have question i problem, it can take your whole unc our on phone (sometimes more to get answer. caOt
work - no privacy.
call at
m singe, live alone, have no other sup. Income. m on a very ig u ge . Need to keep ins benefits the same w o
more anywhere,
paying
Excellent
cannot afford ave any more deductions from my pay c ec , especially it we are not going to get any raises in tne near
future.
Page 5of6
Employees understand there is a problem however, the overwhelming response was a request for the
Commissioner's Court to compromise and IF there is an increase to their premium cost, they believe
they need an increase to offset the cost increase. Their "Why" is due to the rising costs of health care
and increases against their payroll. Overall employees also believe that any cost increase should go
against who is causing the increase in costs (dependents) while they also still maintain that a'raise is
needed to help offset the increase in costs. Some employees do not understand that during the
Budget process Options are required by the Court for their consideration and discussion and that is
why we have 8 - 12 weeks of Budget Workshops. Employees beleive that one of the biggest i i
advantages to working for Kerr County is their Health Care Benefits but also believe they need an
increase to offset the continued increase in the cost to live in Kerr County. Employee opinions were
overall very positive, open, and honest regarding their beliefs and needs. Employees are still
struggling With their take home pay and paying their bills.
Page 6 of 6
EE First Name EE Last Name Current 2010 Benefit YTD Claims Adjusted CIO Amt Total Bal After C/O
TOTAL
.07
Group: 151, 76410562
This is a summary of your Script Care Prescription Plan from 1(1/2010 through 7/1412010 .
A.0 10 Beo fO O 10 Nu 10 )m 10
Total
272.7
1817
2310
84.72%
3,012
14.35
8.61
1,370
2,465
n
6301%
293
7.49%
$489,952
$344,501
$145,443
$0
$3",599
SUM
$186.5[
$32.31
$121.7:
$57,292
$14.85
$30.96
$4.79
$39.64
16.63%
$287,217
$73.42
5155.5:
$27.51
$02.11
83.37%
31,053.3E
$832.17
112
169
ENB1
ACTOS
NEXIUM
IANSGPRAZGLE
CYMBALTA
PLAW
FORTED
SINGULAR
Jan 10
Feb fO
MW 10
A1(
AIN 10
Jun fO
Jul 10
Enrollment Summary
CadhoWen
271.0
2720
273.0
272.0
275.0
273.0
0.0
Depandenffi
181.0
182.0
182.0
100.0
183.0
182.0
0.0
Whim. CwM.w n
168.0
164.0
1630
162.0
164.0
163.0
111.0
wft�o%
61.99%
60.29%
5971%
58.56%
59.64%
5971%
0.00%
Claim Summary
Al
633
595
651
598
585
605
245
An Per CadhoWpr
2.34
2.19
2.38
2.20
2.13
2.22
am
Avg Pa Menber
1.40
1.31
1.43
1.32
1.28
1.33
000
Breed
263
204
239
194
177
214
79
3000do
350
381
401
389
398
379
151
Brandw moio
12
10
11
15
12
12
5
G.M.%of All
56.58%
64.03%
61.60%
65.05%
67.69%
62.84%
85.71%
Mvl Order
40
42
40
37
48
55
31
Mal Oder %of All
6.32%
7.06%
6.14%
8.19%
8.21%
9.09%
12.65%
Claim Cost
SubMlletl Con
$75,553
$75,749
$83,887
574,817
$69,962
$78,559
$33,426
Salptc. Can
553,487
$49,976
$61,172
$53,000
$49,473
$54,490
$22,023
WN.
$22,066
$25,772
$22,715
$21,729
$0,490
$22,068
$10,603
Tex
$0
$0
SO
$0
30
$0
$0
Total
$53,487
$49,976
$61,172
$53,088
549,473
$54,40
$22,823
Avxe9e Cleim Cot
$84.50
$83.99
$93.97
$88.78
$84.57
$0.07
$93.16
A.m. Breed Cot
$158.01
$177.98
$203.60
$194.79
$206.04
$184.57
SIR."
Aves9e Genado Don
$28.49
$31.89
$20.79
$34.61
$3218
$32.35
545.65
Avenge 9w oCM
5144.27
$159.49
$87 .74
$122.48
$21.57
$227.03
$51.13
Member Cost
Total Copay
$9,862
$6,583
$10,561
$8,178
57,748
$B.073
5$510
Averem Clebn Coo,
515.26
$14.38
$16.22
$13.611
$13.24
$15.00
$14.32
Averepe Brand Copay
$28.86
$30.60
$3423
$29.24
$31.74
$30.75
$32.09
A,.W. Oemoo Cop,
$4.52
54.82
54.77
$4.80
$4.91
$4.84
$5.05
Average Br wManlOOpey
$3751
548.50
54257
$42.72
$15.34
$54.88
$32.31
Copay %of Total pot
18.08%
17.13%
17.20%
15.40%
15.60%
16.65%
15.36%
Plan Cost
Plan Cot
$43,825
$41,413
$50,611
544,910
$41,727
$45,417
$19,314
A.ap Ctm Cot
$89.93
$09.60
$77.74
$75.10
$71.33
$75.07
$78.83
Avenp Band Cat
5129.14
5147.38
$108.37
5185.55
$174.30
3153.82
$100.55
A.W.G fvio COt
$23.87
$28117
$24.02
529.81
$27.28
$27.51
$40.60
A.aOa Br wren Cot
$106.50
$11099
$45.17
$79.76
56.29
$172.67
$18.82
Pon Coal %of Total Cot
81.94%
82.87%
62.74%
04.60%
84.34%
83.35%
84.62%
Pte Can Per CUdholder
$16172
$152.20
$105.39
$165.11
$151.74
$166.36
$0.00
Plm Cot Pa Member
$0.96
Him
$111.23
$99.36
$91.11
$99.62
$0.00
co tl olden o $50
22
20
25
22
23
19
11
Cardh.Um x 5 CMbne
30
33
34
31
32
38
6
Top 10 Drugs by Plan Cost
BETASEM
HUMRA PEN
ENBR
ENBREL
ENBREL NB EL SRCLK
ACTOG
ACTOS
BETASERON
BUMERON
BETASERON
B ASE
OETASERON
EKBREL
NEXIUM NBlE
SR=
FORTED
AMLIFY NBREL SRCLK
ENBREL NSOPRAZOLE
ma
MBREL NBREL SRCLK MCCORT EC
NEXIUM NSOPRAZOLE UIPHETAMINE
CYMY TA NSOPRAZOLE
NEXIUM
ALTOS
NtASPAN
ALTOS VENWAMNE
LE%4PR0
NtA M
CYMBALTA NSOPRAZOLE
PIAVIX
SINGUTAIR OIOVAN HCT
PIAVIX
NEXIUM
ALTOS
CYM04LTA
CYLMALTA
JANUVIA IIIPROPN HCL
ONETOUCH
ALTOS
SINGUTAIR EFFEXORXR NSOPRAZOLE
PIAVIX
CEIEBE
JANUVIA
VALTREX
JANUVA IUPROPN
HOL
FORTED
NMUM
TRICOR
SINGUWRNTOIXIRTEC
BTRATTERA4DOER4 M
ONETOVCH
VALTRF%
LI DA
A.0 10 Beo fO O 10 Nu 10 )m 10
Total
272.7
1817
2310
84.72%
3,012
14.35
8.61
1,370
2,465
n
6301%
293
7.49%
$489,952
$344,501
$145,443
$0
$3",599
SUM
$186.5[
$32.31
$121.7:
$57,292
$14.85
$30.96
$4.79
$39.64
16.63%
$287,217
$73.42
5155.5:
$27.51
$02.11
83.37%
31,053.3E
$832.17
112
169
ENB1
ACTOS
NEXIUM
IANSGPRAZGLE
CYMBALTA
PLAW
FORTED
SINGULAR
CHIP I Children's Medicaid Page I of 2
What does it cover?
Who qualifies?
What is the cost?
How to apply
How to renew
Find a Health Plan
Find a Pharmacy
Questions?
En espafiol
�.
n ct S 3 1y. to
ntiw �' 3 S 0 V 1 4-, I Z.
17 $ 3 1 ozv 17, 1
nu oL. 5 0 17
.� Cka
u 1Z
CHIP /Medicaid 1 Outreach, I Other Benefits I HHSC I Confact I Accessibiiity
Who qualifies?
To qualify for CHIP or Children's Medicaid, a child must he aoe 18 or
younge a Texas resident and a U.S citizen or legal permanent
resident. The citizenship or immigration status of the parents does not
affect the children's eligibility and Is not reported on the application
form.
Who can apply?
Any adult who lives with an uninsured child and provides care for that
child can apply. This includes parents, step - parents, grandparents,
other relatives, legal guardians or adult brothers or sisters.
For Children of State Employees - SKIP Program
If you are an employee of the State of Texas, you may qualify for an
insurance supplement for your dependent children under age 19.
Income Guidelines
Fill in the form below to get an idea if your children might qualify for
Children's Medicaid or CHIP.
Number of family members living in your home:
Your family's monthly income
View the income Guideline Chart 79HraN
90 -Day Waiting Period
Children enrolling in CHIP for the first time after being covered by
private health insurance will have a 90 -day waiting period before the
benefits can be used.
There are some exceptions to this rule:
Children who lost insurance coverage because:
Their parent's employment was terminated due
to a layoff, reduction -in -force, or the closure of a
business.
Their insurance benefits under the Consolidated
Omnibus Budget Reconciliation Act of 1985
(COBRA) were terminated.
The marital status of a child's parent changed.
Their parent's employer terminated dependent
http: / /www.chipmedicaid .org/english/qualify.asp 7/26/2010
T - 3
^M�c ' 3 ( .13 13
i s, I z,
�z`y '52,5
ivw� of 3
(U . (v
3 ' 3S7
IU.IZ
17 $ 3 1 ozv 17, 1
nu oL. 5 0 17
.� Cka
u 1Z
CHIP /Medicaid 1 Outreach, I Other Benefits I HHSC I Confact I Accessibiiity
Who qualifies?
To qualify for CHIP or Children's Medicaid, a child must he aoe 18 or
younge a Texas resident and a U.S citizen or legal permanent
resident. The citizenship or immigration status of the parents does not
affect the children's eligibility and Is not reported on the application
form.
Who can apply?
Any adult who lives with an uninsured child and provides care for that
child can apply. This includes parents, step - parents, grandparents,
other relatives, legal guardians or adult brothers or sisters.
For Children of State Employees - SKIP Program
If you are an employee of the State of Texas, you may qualify for an
insurance supplement for your dependent children under age 19.
Income Guidelines
Fill in the form below to get an idea if your children might qualify for
Children's Medicaid or CHIP.
Number of family members living in your home:
Your family's monthly income
View the income Guideline Chart 79HraN
90 -Day Waiting Period
Children enrolling in CHIP for the first time after being covered by
private health insurance will have a 90 -day waiting period before the
benefits can be used.
There are some exceptions to this rule:
Children who lost insurance coverage because:
Their parent's employment was terminated due
to a layoff, reduction -in -force, or the closure of a
business.
Their insurance benefits under the Consolidated
Omnibus Budget Reconciliation Act of 1985
(COBRA) were terminated.
The marital status of a child's parent changed.
Their parent's employer terminated dependent
http: / /www.chipmedicaid .org/english/qualify.asp 7/26/2010
CHIP Children's Medicaid Page 2 of 2
coverage.
Children who no longer are covered by insurance provided
by the Texas Employees Retirement System (ERS) or CHIP
in another state.
C Eh d ewe previous health insurance coverage cost
\ more than 10 percent of the of gross income
___ Children who have - 6orr
-- bee�acertifed fhom tfie - Medicaid
Program and determined eligible for CHIP by Health and
Human Services Commission (HHSC).
Children who have been added to currently enrolled
accounts, including newborns.
http:// www. chipmedicaid .org/english/qualify.asp 7/26/2010
CHIP Co- payment Chart: Income Guidelines
Page 1 of 1
http:// www .chipmedicaid.org/english/chart income guidelines.htm 7/26/2010
Find your, ansly size onto left side of row totfteri tt 0 Ispierfanilytsinkiinthendoma�ymya5dy
arcameshwnmin the bikeMedicaidf timy ifsa.yotachildrenrnightgetAedicadd. Ifyour hcMas is hOK UlaathemwtotlmBeen
CHIPsue.Yourchi!tima..mightg8t ifymx'k ma is lOSS ftnthg mMt4OrYv&1Vftv= sxmntinthe 9w sefian. Children of
famit€es tat senir�hmit smatealsogaalifyin somcases.
CHIP Co- payment Chart: 6 -Month Enrollment Fees Page, I of 1
http:// www .chipmedicaid.org/english/chart annual enrollment fees.htm 7/26/2010
Find your fm* size on the left side of this Chart Follow that row to the right and find your momthN Income range.
The amount to the right vall show what you will flood to pay for your one-year anmllmaM fee d your children are approved for CMR
CHIP' Co- payment Chart: Doctor's Office Visit Page l of 1
CHIP Co-payment— Doctor VisitWhen Your Child is Stich or Needs Counseling
Is FW you famffy size mr, the 4h side at dutchut. PW?ow Owtrowto NerigMand find y0ermaathlyinfAme roW The amaentor the rigorvrcltshow
vfim yor wP.l mad to pay fm a doctor vet fwymrthddren 0 they tow CHIP
fetla:vWowNmcenlfto -w we awe" ftaBwne. RaFemteere**% �Mfm mym k"owwdwmha me" e,
http:// www .chipmedicaid.org/english/chart drs office visit.htm 7/26/2010
CHIP Co- payment Chart: Care in a Hospital
Page 1 of 1
http:// www .cliipmedicaid.org/english/chart hospital care.htm 7/26/2010
CHIP Co- payment — Care in a Hospital
40 Find your tamily sire ant" left side of this chart. #Follow rtu'tt row to the right and find your maaNily ineame range. The amount to the right will show
how mh you wil I need to pay when your chad has of be admitted to a hospttal for case it you have CHIP.
CHIP Co- payment Chart: Brand -Name Drugs Page 1 of 1
http:// www .chipmedicaid.org/english/chart brand name drugs.httn 7/26/2010
Find your family size on the left aide of this chart. Fellow that row to the right and find your monthly income rouge. The amount to
the right wi0 show what you will need to lay for brand-name drugs for your children if they have CHIP. There are no co- payments if your
children have Children's Medicaid.
CHIP Co- payment Chart: Generic Drugs Page 1 of 1
http:// www .chipmedicaid.org/english/chart generic drugs.htm 7/26/2010
0 Find your family sW on Ov left side of I* dwt * Follow that mw to ft right erW find yw
monthly income range. The amount to the right wol show wtiet you vAII need to pay for pmric dr4s;
for your childrerr if they have CHIP There are no MP8rWft if Your ChMen have ChUdwls Medkzid
CHIP Co- payment Chart: ER Visit
http:// www .chipmedicaid.org/english/chart er visit.htm
Page ',1 of 1
7/26/2010
fire} your family size on one left side of this chart Fallow that row to the right and find your muothly income range. The amount to
the right will show what you will nand to Pay for an emergency room visit foryour children if they hm CHP There ere no co-payments if
your children have Children's Medicaid.
Kerr County
Fiscal Year 2010 -2011
Salary and Group
Insurance
1
2
Employee Only $55
Deduction of
Income
$ 250 + Employee &Spouse $250 + 55
Employee & Chill $55
Employee & Fatuity $450 + $55
Family
14.2 Employee/Family
(1,452.23)
(925.10) (508.08)
Employee /Spouse
(547.07)
(33.55) 383.47
Employee/Child(ren)
(1750.64)
(1236.46) (819.44)
Employee Only
(547.07)
(50.82) 366.20
15.2 Employee /Family
(1,381.48)
(898.89) (460.76)
Employee/Spouse
(547.07)
(7.04) 431.09
Employee /Child(ren)
(1750.64)
(1209.95) (771.82)
Employee Only
(547.07)
(22.89) 415.24
16.2 Employee /Family
(1,452.23)
(875.07) (414.76)
Employee/Spouse
(547.07)
16.48 476.79
Employee /Child(mn)
- (1,745.66)
(1,181.48) (721.16)
Employee Only
(547.07)
48.52 506.83
Employee Only $60
Employee & Spouse $300 + $60
Reduction of Incom€ �) Employee &C 00+$60
Employee &Family $600 + $60
14.2 Employee/Family
Employee /Spouse
Employee/Child(ren)
Empl Only
(2,993.99)
(1,425.30)
(2757.30)
(596.81)
(2,456.81)
(907.56)
(2239.56)
(98.51)
(2,039.79)
(490.54)
(1822.54)
318.51
15.2 Employee /Family
(2,993.99)
(2,384.36)
(1,916.93)
Employee/Spouse
(1,193.62)
(602.78)
(135.35)
Employee /Child(ren)
(2,297.71)
(1,707.52)
(1,240.09)
Employe Only
(640.64)
(123.69)
307.98
16.2 Employee/Family
(2,993.99)
(2,406.80)
(1,846.48)
Employee /Spouse
(1,193.62)
(625.87)
(165.55)
Employee /Child(ren)
(2,287.71)
(1,729.96)
(1,269.65)
Employee Only
( 548.13)
(.18)
460.50
L,
5
i
CHIPS Options
Single Income Households
and Children 18 or younger
5
Salaries
r
Increased
Responsibilities
r
Appointed
Officials
Current
Proposed
% Increase
IT MANGER
58,284.00
62,655.00
7.50%
MAINTENANCE
44,927.00
52,565.00
17.00%
I
ENV HEALTH
47,749.00
52,524.00
10.00%
ANIMAL CONTROL
42,767.00
47,044.00
10.00%
HR
64,482.00
70,930.00
10.00%
AUDITOR
76,991.00
84,690.00
10.00%
335,200.00
370,408.00
"IRollups" $ 6,598.00
7
Elected Officials
$524,357.00 $ 246,845.00 $ 48,739.00 $ 295,584.00 $ 575,313.00
"Rollups" $ 6,873.00
E
No Cola or Other
Current
Supplement
Increase Included
COUNTYJUDGE
$101,443.00
$83,443.00
$
18,000.00
$101,443.00
$101,443.00
JPS
$186,168.00.
$46,542.00
$
4,739.00
$51,281.00
$ 205,124.00
CONSTABLES
$159,848.00
$39,962.00
$
2,000.00
$41,962.00
$ 167,848.00
SHERIFF
$ 76,898.00
$ 76,898.00
$
24,000.00
$100,898.00
$100,898.00
$524,357.00 $ 246,845.00 $ 48,739.00 $ 295,584.00 $ 575,313.00
"Rollups" $ 6,873.00
E
:p tom - J�
2
Supplements
County Judge Supplements (N Lawyer)
State Hospital & Magistration
MHMR
$ 6,000.00
$ 2,738.00
Pmbate
$ 6,000.00 -
2,000.00
I
Juvenile
$ 6
Nottoexceed
$ 18,000.00
$ 4,739.00
Sheriff Supplements (With Years Experience &
Constables Supplement for Master
I
Certifications)
Peace Officer
Intermediate
$ 6
Advanced
$ 6,000.00
$ 2,000.00
Master
$ 12,000.00
Not to exceed
$ 24,000.00
$ 2,000.00
:p tom - J�
2
Proposed
�- Position Schedule
Changes
Department Position 2009- 2010 2010.2011 Variance Notes
Certified Grade 17 to 23.1 for Certified
Road & Bridge Mechanic 31,020 41,719 10,699 Mechanic
Commercial
herbicide
pesticide
Admin Asst 32,591 33,406 815 license
Asst inc 5% merit and inc
Administrator 46,851 49,193 2,342 responsibilities
Reclass from 15.9 to
County Atty Admin Asst 34,241 34,241 - 17.5
Remove one clerical
County Clerk Deputy Clerk 27,417 - (27,417) position
Grade 19.8 to 23.1 2.5%
Chief Deputy 40,701 41,719 1,018 increase
M
Part Time
Deputy Clerk
Deputy Clerk
Tax Assessor Chief Deputy
Tax Clerk
Senior Tax Clerk 29,769 31,014 1,245.00 15.4 -15.5 completion certification
11
District Clerk Chief Deputy
Proposed
Position
Schedule
Changes
2D09-201D
2010.2011
variance
Notes
Grade 19.10 tro 23.3 2.5%
42,762
43,831
1,069.00
increase
allow for perm PT
10,000
18,000
8,000.00
position
15.2 to 15.3 increased job
28,595
29,525
930.00
responsibilities
27,012
27,687
675.84
14.2 to 15.1
Grade 19.8 to 23.1 2.5%
40,701
41,719
1,018.00
increase
14.3 to 14.4 completed
27,271
28,806
1,535.00
certification
Senior Tax Clerk 29,769 31,014 1,245.00 15.4 -15.5 completion certification
11
District Clerk Chief Deputy
G Proposed
Position Schedule
Changes
Department Position 2009.2010 2010 -2011 Variance Notes
Maint. /House
Maintenance Worker - 26,749 26,749 New Position
Promotion to lead Mice Worker 5%
Maint. Worker 28,805 30,264 1,459. increase
PT Temp
Court
JP2 Coordinator
Court
JP1 Coordinator
Court
JP4 Coordinator
- 5,000
5,000.
for heavy times of need
17.4 to 17.5 Discretionary Raise
32,591 33,405
814.00
2.5%
17.5 to 17.6 Discretionary Raise
33,406 34,241
835.00
2.5%
to 17.3 Discretionary
34,241 35,097
856.00
Raise
12
Proposed
Position Schedule
Changes
Department
Position
200 9. 2 010 2
Variance
Notes
new position increase from 16 to 17
Sheriff ice
Deputy
- 42,762
42,762
deputies
21.514 to 21.5! 5 Merit & addl job
Crime Prevention
40,626 42,762
2,136
responsibilities
Educational
6 -10
Increases
6,000
6,000
employees
" Rollups"
27,357
Total
Position
Control
Changes 115,899
13
Additional Salary Increases
■ 3% or 5% Cost of Living Adjustment for
county employees
14
The Bottom Line (at 3 %)
Increases for Appointed Officials
41,806.00
Increases for Elected Officials
57,829.000
Increases for Officials Total
99,635.00
Position Control Schedule Changes
115,899.00
Increases for Employees 3%
349,378.00
County Insurance
Contribution
402,920.00
Total
967,822.00
I
I II
15
I
The Bottom Line (at 5 %)
Increases for Appointed Officials
41,806.00
Increases for Elected Officials
57,829.00
Increases for Officials Total
99,635.00
Position Control Schedule Changes
115,899.00
Increases for Employees 5%
582,296.00
County Insurance
Contribution
402,920.00
Total 1,200,750.00
16
cLij .}ro m the Over 65 Jax
J're e z e
Joe amount Coet Wue to the lreez e ie
22.279 % o /total p taxaIC value for tie
p a it 4 y e a r.4 which has depleted our
RESERVES.
F,
M at cloee it Mean lorxerr County
2006 Year1
2007 Year2
2008 Year
2009 Year
2010 Years
Freeze Amt
$2,774,044.63
$2,603,165.00
$2,827,338.00
$3,077,967.43
$3,296,353.73
Freeze Loss of
Revenue
$ 582,774.00
$1,141,774.00
$1,117,216.00
$1,11 0,887.00
$3,952,651.00
18%
28%
26%
22%
W e've Cost approximat / ely 4 milli / on dollar6 in Kevenue since
the /re aza 6 e9 an.
3
M at ii bei done to counte tke
enact, olthe Ire e z e
1.
S pending 4a6 l ean reduced. Jti9 aitimated t4at.Jlerr
Count will under 6pend 14ae7 lady at 6y approximately
,� 760,000.00 in too current Ji6cal p Year.
2. Rad.yat reduction6 are 6 aing made lo, JY2010 -2011.
3. C olt (..enter 6tudie6 to pinpoint elliciancy and reduce
Waite.
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A proposed
tax increase of
$ 0.0576
Would mean:
f/Vi t k a J a x Jnc r e a j e o f
$ 0.0576:
Value
.Jtome
,/ax b�aeed on
�JYe crease o`
Jnerea�s
Came.! R.I.
.0576 ceate
.035 create
$ 174,000 rwerng eJ
690.95
100.22
60.90
$ 100,000
397.10
57.60
35.00
R
cZ'et'j
Put
itJnother
B
Wa
If I
own a
home valued
at $174,,000:
M ore Jax Jnlor m allo n
■ .1or every 1 cent increase in Property taxes Per .$100
valuation,J� err l,oanty receivo6 approximate _$
290,000.
■ With the proposed increase of 0.0576 (the
rollback rate), Kerr County will receive
approximately $ 1.6 million in tax revenue.
■ VViI4 a 0.035 increa is, JCerr County would receive
approximately $1 million in tax revenue.
n
Jo why do we need a tax increase
1. _/he /re eze had depleted our Raja rved.
2. Our health ins urance co dts nave rid a a / dra matical y and
are expected to continue to do do /or the Lore d e e a 6C nne
/ -taro.
3.
W e would like to continue to add value to t4 county
6 y i / nves tiny Q in tie county 0mPl 6y Aaapiny up
W ithc o 6 o / living in cra a d ad ad wel Q l as Providing a
Iaal pp ity 6a aalits Package.
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Why do we need a tax increae e
4. our revenue 4Eream6 are limited and a6 euch our
p
laryoil source o1 ravenaea are property taxes Mile
e x p e n d i t u r a e are e x p e c t o d to b e do w n b y
.760,000.00, /ee and /ine revenue ie expected to 6a
down 6y .$ 500,000 again told year (aa reflected in our
2009 audit), ofi l setting much, o /the eavinga.
5. ,/o dt li a Llizo co un ty nanc e 9 and in dtil` confide n a in
-err Co o u nt y i /fro viji o n a/ c o atinue d i e rvic e during
Periods oladvarse economic conditions.
10
Wk y do we n e e d a tax i n c r e a e e
6. Jo continue to leave an over 63 tax beeze and tahe
care o f our mature citizens, a portion o l t h e cost m u s t
i e aijoried iy ipreadiny tie Veit out among other
taxpayers.
7. Jhe sa /ety o /our citizens is o / utmost priority. Jj
s uch, toe citizens OI l/ err C ounty require proper IV
trained ollicers and other quality personnel p paid at
competitive way es.
11
Let's do what it takes to protect
Kerr County, our Home!
Because a safe home is a
Happy Home.
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