>> All right,
I've got 4:30. If everyone
would turn
on their microphone.
Is the recording going?
>> Yes.
>> All right, well,
welcome you all to the
Regular Finance Personnel
Insurance Committee meeting.
Today is Tuesday, August
11, 2026. Are we
in compliance
with the open meeting?
>> Yes, you are.
>> Thank you. Number 2, we
have an agenda. Someone like
to move.
>> Move to approve the
agenda, please.
>> Second.
>> Any changes, questions?
All right, so I'll put
into a vote to approve the
agenda as presented. All
those in favor signify
by saying aye.
>> Aye.
>> Opposed, same sign.
That passes.
Number 3, we have two former
minutes to approve. Do we do
those together or separately?
>> Do it together.
>> Thank you. So we have the
draft minutes from the July
14 meeting and the July 21
meeting to approve.
>> I make a motion.
>> Thank you. Any changes,
corrections, typos?
All those in favor
of approving the Draft
minutes from July 14 and
July 21, 2026 meetings
signify by saying aye.
>> Aye.
>> Those opposed,
same sign. It's passed. All
right, number 4, public
comment.
>> None here.
>> So, no public here. So, we
won't have any public
comment. Number 5,
communications.
>> No communications either.
>> Thank you, Stephanie. No
communications. We'll move
on to number 6, business
items, starting
with the presentation
of the Sauk county medical
Plan options by M3
Insurance.
>> Yeah, so I'll kick it
off ever so briefly. So M3
was here last month,
the month before,
presented information
on kind of where we were at
with medical plan options,
looking for 2027 and
beyond. So, I've done some
work with the M3 team,
have some more numbers,
information,
some pieces where we're at.
As of today,
nothing is finalized yet. As
we go
through the budget process,
Lisa and I will continue
to work through plan design
and what makes the most
sense. But wanted to update
the committee because this
will ultimately be coming
back through a resolution
for 2027 plans next month
in September. So that way
we're not hopefully
surprising you. We won't be
with too much here. So, I'm
just going
to get them plugged.
>> Technology.
>> Thank you.
>> Nice
to see you all again. Ryan
Pels with M3 Clayton
executive work closely with
Lisa and MJ. As we presented
last month, we kind of laid
out the roadmap
of what it looks like
for the county,
what we're doing together
in terms of marketing. So
what you have in front of you
is really an illustration
of what's up here. So, this
is. We'll walk
through the presentation
on the TV as well, but this
is the executive summary. So
we did receive the renewal
from Dean, the health
insurance renewal from
Dean, and it came out
at 14.9%. And if you
remember, for those
of you that were
in the room last month,
we went
through how you're running
in terms
of medical loss ratio, your
experience, the high cost
claimants,
probably not surprised based
on that presentation a month
ago.
Right.
So, 14.9 weren't super
excited about that. I worked
with Anna, went back to Dean
and was able to
at least get 1 percentage
point off. So that is
depicted
on this screen here. The
other items that we talked
about last month were
strategic planning that we've
been working together on
in terms of rounding
out the benefit options
within the county. So we've
always had the traditional
low deductible option for
employees and it's always
been the desire to add to
that a high deductible health
plan that can be paired
with an HSA. So, we will show
you what that means
to the district, excuse me,
to the county as we walk
through here.
But any questions
on the executive summary
before we dive into the high
deductible health plan
options and what that looks
like in terms of modeling? I
know this is small. I
apologize.
>> So after the meeting,
I didn't want
to give you too much
in advance, but
after the meeting,
this is on. Everything
they're going to present is a
link via the website. So, we
will send this out
to the committee. So, you will
have all this information.
So don't take crazy notes.
We'll give this to you. We
just didn't want
to get you too far
on the leads before we could
give you a high level and run
through it first.
>> Yeah.
And I would say there's a
lot of information
on this link that will be
sent out to you. So, if you
have any questions,
feel free to reach out to
Hannah and the team. We're
happy to answer that. We'll
summarize all the information
here. And as I'm going fast,
I apologize. We will talk
about quickly. The dental
renewal came in at plus 6%.
And just as a reminder,
that is a voluntary plan. So
that's no financial impact
to the county, but we want
to at least let you know it's
a 6%. And I would say that's
very common right now
in the dental. We
talked a little bit about
that. I think last month,
dental,
we're seeing anywhere from 8
to 10% increases just based
on marketplace and inflation,
etc. So the voluntary dental
plan came in at 6%. Your
vision plan all the way
to the right is 0%. That is
in rate guarantee until 2030.
So those lines I just wanted
to chat about quick
before we move into,
obviously, the high end here,
the medical modeling and the
renewal.
>> And if you have additional
questions or you want
additional details on the
dental and vision renewals,
there are tabs
at the top that you can see.
When you get this,
you can read
through it all. There is a
ton of information on there
about how those plans are
running and whatnot. So
that's available to you
to review. But we know we
only have a short amount
of time, so we want to focus
on the medical today.
Okay.
So, we'll just really
quickly jump to this tab. We
kind of already talked
about it. Initial renewal is
a 14.9. Ryan was able to go
back and get a 13.9%
increase. Right here
in this box right there, you
can see the calculated
increase. So M3,
our actuarial analysis, our
risk management team puts
together an actuarial
analysis. So, we have what
your prior year renewal
calculated
at that means what Dean said,
hey,
this is what they deserve
for an increase. So, if you'll
remember, you got a 9.9 last
year. Dean really should have
given you a 27.84 just
because
of how you were running,
how the county was running,
I should say. So, they gave
you initial rate relief.
Same thing this year. 32.5 is
actually what was warranted.
They came out at the 14
point,
or they gave you 17.6% of
rate relief is what we call
it. And then the recommended
increase was what they put
out with the 14.9. We have
now gotten it down to 13.9.
And then this side right here
is what our risk management
actuaries calculated. We
would have said based
on how you're running,
it would be a 34.45. And then
the rate relief we would have
given you was a 9.43
for various factors,
credibility, things
like that. But then our final
renewal that,
like our actuary team
Sundays was a 25. So that
13.9 might seem like a lot,
but it's actually better than
what M3 would have calculated
as well. So we felt it was
fair for the market.
Any questions on that?
>> I have a question.
I know there's a lot
to that,
but how do they come up
with those figures? And how
did you come up
with your figures
before them?
>> Sure.
Great question.
>> That's a lot.
>> Yeah, it is a lot. So, and
we touched on this, I think,
last month, too. How carriers
look at this and evaluate
specific claims. So, they're
going
to calculate that based
on prior experience, based
on current experience. And
they can see when we chatted
about high cost claims and
known risk. Right. They know
what the prognosis
of that is. So, there's a lot
of variables going forward,
including the fact that they
have a hospital here. So, we
chatted about that as well.
Sauk county is an important
client to them. So, they're
not going
to release a 27.84%. They
know it's not viable
for you. But when they look
at that prior period,
current period,
and they walk that down,
they will come
to a business adjustment,
which is that rate relief
to get to that 14.9%. So
there's also the look
at their manual rates. So, if
it was just that plan design,
that $500 deductible plan
design that you currently
have here at the county,
what would that be manually?
And they'll compare that to
your actual experience as
well. There's a lot that goes
in there from an actuarial
standpoint.
>> I thought I heard you say
that they're going back
at what the county has
in the past.
Correct?
Are they also doing
comparison to other counties
and other organizations
similar size or is it mostly
just based on what Sauk
county is?
>> No, they'll look at their
pool performance as well.
So, you're in a pool
at deemed powered by
Medica.
Right.
And how is that pool
performing?
And the larger you are and
the longer you are
with a carrier, the more
credibility you have.
So, you're a fairly large
district and I don't have it
in front of me. The actual
exhibit. They'll give you
credibility to what Lex said
earlier. You're not
necessarily 100% credible,
or maybe you are,
I can't recall. And then they
would hunt. Your experience
is what they will go
off of. They won't compare
you to anything else because
they know you have enough
lives and they can trend that
forward
to how your performance is
with them,
if that makes sense. Okay, so
all the way to the right.
Lex mentioned the 34.45, the
9.43 initial rate relief and
the 25.02. How we come up
with that is we have about
1300 clients,
employee benefit clients
with health insurance
within the M3 family. So
that's all the benchmarking
in our data, if you will. So
that's aggregated and
averaged out and then the
actuaries do their math and
that's how they come up
with that. It's not perfect,
but it's generally speaking
client your size based
on your geography.
What are we seeing overall
in the book of business
for the most current period,
if you will.
>> So, we won't go through,
you know, the high cost
claims and stuff. We did that
last time for those
of you that were here. But
again you'll have that
information that you can kind
of look at when we talk
about that. Last time we were
here we talked
about how we were going
to go to market the different
options we had. Self funding,
ICHRA,
all those fun things. We
determined let's just stick
with fully insured because
that's what made sense
for your group
in the county. And so we did
and unfortunately all
of the plans or all
of the carriers that we went
to market for so Group
Health Cooperative, GHC,
WPS Health Solutions, WCAGHT
with is Wisconsin Counties
Association, Group Health
Trust and courts,
they all denied. Now courts,
I will say they really dated
a lot of back and forth
with us. We're really diving
into some things. We gave
them a lot of, you know,
we had a lot
of conversations
but ultimately none
of the carriers were able to
provide more competitive
rates than you have than your
renewal would be. So that's
why they declined quote.
>> Any questions
on the marketing
at all?
>> All right, I know there's
a ton of stuff on here,
but we'll walk you
through it and then
like I said, you guys will
get this and you can review
it on your own. Do you want
to start?
>> Yeah, sure.
So the table up top here
shows your current HMO spend.
That dark blue bar. Lex will
scroll over that and then
your renewal. So total
premium,
what that 13.9% results in.
And then what we did was we
asked Dean for some alternate
plan options knowing that we
would really like to offer
high deductible health plan
that could be paired
with an HSA. And so this
shows total premium at the
1700 53,500 single family
deductible HSA option, the
2000, 4000 option, 357 option
and then the 48 option
in a couple,
just a couple pieces
of information here. Option
117 53,500. That is the
minimum the IRS will allow
for deductibles that qualify
for HSAs. 2000, 4000. Very
common plan design if you
will, especially if you're
just thinking
about implementing an HSA.
And the reason for that is
every year the IRS will up
that minimum. So last year I
think it was $1,700 34. They
always up it like $50 a
single, $100 a family every
year. That happens when we
have clients
with more minimums. The
employees say, why are you
upping my deductible? It's
not us, it's the IRS. So our
strategy is always
to increase that a little bit
to 2,000, 4,000, so we get
away
from that minimum increase
from the IRS. So we really
focused on this 2000, $4,000
plan with Dean, if that makes
sense. So go ahead, Lex.
>> I was just going to say,
this chart right here,
all this is,
is it's just a chart version
of what's above. So we've
shown a lot
of it multiple ways
for people that like
to see it different ways.
Same thing with the point
of service plan. Exactly what
Ryan talked about. You have
10 people on the point
of service plan
with the county. So we,
for the purpose of this,
we really won't focus much
on the point
of service plan,
but that will continue
to be offered. That's not
going away way. It's just
there's only 10 people. So
it's minimal spend and it's
minimal. We'll talk about it.
>> I have a question.
>> Yeah, go ahead.
>> Thank you. I couldn't
actually see the numbers
of how much we'd be spending
for each of those plans,
but is that based on the
people who are currently
enrolled?
>> Yep.
So that's current
elections as of today,
or when we sent this over,
that your team provided us a
census and we sent that over.
And keep in mind,
on this tab, we're looking
at the total as a whole.
That's not just the county
spend. So the county pays 88%
of the HMO and 83
of the point of service. So
that breakdown is a little
bit further
in the presentation,
but this is looking at the
just the total premiums as a
whole. And on that,
on this page, this total
renewal annual and total
current annual, those numbers
include both employee and
employer contributions. So
that's a total combined
blended. But we'll get
to the breakdown here.
>> Yeah.
>> Okay, so this screen here,
what we did is very
conservative adoption
of the HSA. We don't think
that half
of your staff is going
to elect the HSA. It's just,
it's a different plan design.
You know, it's got different
nuances, if you will. So we
like
to be very conservative. If
we do implement an HDHP,
what does that mean? How does
it look? So on the left here
you can see 10% adoption.
What does that mean?
To your question, before we
showed that minus 7.04%
of that 2000, 4000. That's if
everybody goes
into that plan design,
it's not going to happen. So
10%, what is the result
for 10%?
You can see basically it is
$110,000 savings
to the county. And how we
derived at that is the
premium differential that
minus 7.04%.
But then we're going
to give the
employees an incentive
to enroll in this. Right.
It's an HSA qualified plan.
1500 per single, 2000 per
family, excuse me, 3000 per
family would go
into an HSA. The county would
contribute that to
their account. When you roll
all that up,
there still is a savings of
$110,000 to the county.
>> And keep in mind,
this modeling
on this page is based off
of 2000, $4,000 deductible
plan. And the we were kind
of our idea
behind why we decided
to do a $1500, $3000
contribution to the HSA is so
that the HSA plan would still
feel like your $500,000 plan.
Right.
So your deductible minus
the HRA contributions would
be about that. So we wanted
to keep it equitable.
But that said,
this is not set in stone
like Anna said. None
of this is set in stone.
This is just what we model
because that's what we're
seeing as far as
benchmarking. And that's what
people typically do first
year. Again, if we decide
to go down this route,
we can talk a lot more
about it, but we wouldn't
necessarily say that every
single year the county would
give 1500, 3000. It might just
be a first year. You give
that and then, you know,
going forward it's a little
bit less to adjustment.
That's, that's kind
of the strategy that we see
with a good number
of our clients that do roll
out a high deductible health
plan option is that maybe the
first year to help them seed
their HSA a little bit more?
Because those people that
don't use the doctor,
they're going
to have a nice slush fund
in their HSA that rolls
over year after year.
Because remember, it's not
like an FSA. It's their money
that they get
to keep and that will stay
in that account.
Yeah?
>> So you talked
about that 10% adoption,
meaning 10% of the employees
might do that. Is there a
profile of who does that?
>> I don't think that's
perfect. But in general,
I think we talked
about this last month is,
you know, it's individuals.
It might be the younger
generation that doesn't go
to the doctor that would
like their premiums
to be lower, but also would
like to save
for retirement. It could be
an older person that's close
to retirement that wants to
stock some money away as
well. It's just a general
rule of thumb, working
with our actuaries and Dean
Health plan, what they see
when clients implement this,
it's about 10% just across
the board. I don't think
there's really a profile
there in general,
generally speaking.
>> Okay, so we modeled it
10%, 20%, 30%. You can see
the more adoption,
the more savings.
Right.
That just makes sense. If
we scroll. Actually, we want
to go to the next page. So
this is where I think it's
going to answer a lot more
questions. So the first.
Sorry, the first over here
on the left in the red,
that's if nobody goes,
right? If we have nobody
to take you up on the offer
of the high deductible health
plan.
Right.
We know what your numbers
are.
Okay.
>> I bet 10% adoption
level, 110,000 savings is
that after factoring
in if we were to contribute
to an HSA for them?
>> That's factoring in that
15, 3 HSA.
>> Good question.
>> Yeah. So then if we go
down here, this is more ways
to show you this same stuff.
Right.
It's helpful to see HMO
point of service down here.
The combined total. So
assuming this is where I was
trying to get
to earlier was the combined.
If HMO and point
of service had 10%,
you'll see the savings
of the 110, 20%, 221 and then
the 30% is 3 times 37. That
was a lot.
>> I mean that is a lot.
>> It's a lot. And you know,
we opened with this. This is
a work in progress. We're
still working with Anna and
team, you know,
to model some options out
for the county.
But this is where we are
today with the renewal. We
didn't have any bidders right
from our marketing events.
So we do have options
within the deemed health
plan. But we wanted to show
you your current HMO and then
what it would look like
with the HSA plan as well.
So we'll continue
to do this based on the
conversation you all have and
support the county
in any way we can.
>> Why would there be no
bidders? What would be the
reasoning
for the no bidders?
>> They're looking at your
most recent experience and
then your prior experience.
And so when they put that
through their quoting system,
all things equal, I think
Lex said this, they can't
produce a competitive bid.
So then it's very industry
typical that they'll just
decline to quote. So all
those carriers that Lex
mentioned decline to quote,
but they're looking at the
county's specific experience.
Yeah, they will. Yep. Once
that renewal comes out,
it's shared with them. And
again that's industry
standard as well.
>> Any other questions?
>> I guess, thoughts on the
high deductible health plan?
Do we want to talk
about the ALTS to the HMO,
not the high deductible plan?
>> Yeah.
So we gave you a bunch
of information about high
deductible health plans.
Now, if you guys are like,
you know what,
we don't have the appetite
for that right now. We do
have other options
to tweak your current plan.
So that current $500,000
plan, we do have options
for that. So, yeah,
if we went to this plan,
increasing the deductible
slightly, $750 single, $1500
family,
then that would get you to
about 11.62%. So that would
drop it a few points down.
And then if you went
to alternate two,
that would be a 1,000,
$2,000 deductible,
which would get you
to a 9.17% increase. So what
we wanted to also show you is
our benchmarking. So M3,
we talk a lot about edge,
right? So our education and
government entities, we
pulled our benchmarking just
for that book of business.
So we have 223 plans
in that book of business.
You'll notice that where
you're at today, that $500
deductible, you're beating
out most of our book
of business. Right. There's
16% of our Edge clients
that are within that $500
deductible. And what we
suggested, all those plans
that we suggested would still
be less than the most
popular, if you will,
plan offering within our
Edge book. So typically we're
seeing between 1501-2000. So
you would either be at with
that high deductible health
plan or below with any of
those options that we talked
about. So Sauk county will
still keep their amazing
benefits that they have
with the medical,
but we understand that
at some point it may not be
affordable to the county or
their employees anymore. So
that's a lot to think about.
But I wanted
to make sure we kind
of talked about that. You can
see current is 500. Even if
you jump to the 1000, you're
still $1300
below the average deductible,
which is 2,300.
>> Yeah. And we could do
that.
>> Yes, correct.
>> What was the minimum
deductible you need for the
high deductible health plan?
>> Yep.
>> And one thing I will say,
the way the high deductible
health plan is set up,
the deductible and the max
out of pocket are the same
because there's 100%
coinsurance in network,
there's 100% co insurance.
So that means if you picked a
2, 4, right.
Like if you went to the 2.4
high deductible health plan,
that would mean that your
plan today would has a
$1,753,500 max out
of pocket. Your high
deductible health plan max
out of pocket will be
2,000, 4,000. So you'd be
250 and $500 more on the max
out of pocket. So even if you
move to the 750, 1500
out plan, the max out
of pocket is a 2, 4. So it
would kind of keep things a
little bit more
in line if you bumped up
to that 750, 1500. Not saying
that you have to. Right. But
if you were going
to implement a 2, 4, then it
would, you know,
it would be easier to say the
plans work differently.
Right.
On a high deductible
health plan, there's no CO
pays,
you're paying everything out
of pocket. But if you asked
all little bit earlier
about kind
of what's the profile maybe
of somebody that uses it,
somebody that is using their
plan and maxing
out their plan anyway,
they might take you up on the
HSA or the high deductible
plan with the HSA, because
that HSA contribution is
going to pay for their,
their deductible,
but it's also their max out
of pocket on a high
deductible plan.
>> I was thinking more
of it as compared to a weight
scale because if you're not
making a lot of money,
people tend
to take the lowest deduction.
But there are advantages to
the HSAs that you can take
advantage of,
but you also kind of need to
have a wage where you can
afford
to pay that bill.
>> Yep.
>> I guess that's kind
of what I was getting at. Is
there any kind of breakdown
in those categories?
>> I would also say though
that the high deductible
health plan,
that premium is lower. So, if
you are savvy enough
to say, okay. Let's say
there's a delta of $50 a
month,
I don't know what it is
off the top of my head of
$50 a month, if I say, okay,
I'm going to put that extra
$50 into my HSA,
then I save that for the
rainy day when I do have a
claim. If, you know, plus
what the county contributes
but again,
it's consumerism.
Right.
So, like you have
to be a good consumer.
But keep in mind on the high
deductible health plan, your
preventive visits are covered
at no cost as long as they're
preventive. You know how that
goes. So make sure they're
coded as preventive, but that
annual preventive visit is
covered. So if that's all
people are going to
in the doctor, you know,
maybe an urgent care visit,
you can use the telehealth
for certain things and that
will help cut back
on costs as well. So, it's
education, definitely.
>> Yeah. And kind of asking
what motivates people
to want
to get what plan?
>> It's a great question and
great point. I think it does
come down
to that premium too.
Right.
So that Lex's point,
that HDHP is going
to be much cheaper. So if you
did save that
into your HSA,
you're no worse,
worse off.
Right.
I always
describe it this way. I feel
like HSA plans are like pay
as you go where a traditional
plan is a prepaid plan.
Right.
You have those co pays,
you can predict that,
what that out
of pocket is. But
for those plans,
they're going
to be much more expensive.
So it all depends on when,
how the bath shakes out.
>> Do you guys have a tool
available where the employees
can go in and kind
of do some prediction
against that? And the reason
I ask is, you know,
my daughter started with her
company and so I was really.
Because she's generally
healthy. Right. Said hey,
you know, tried to point
out the advantages for her to
take the high deductible plan
and capitalize on being able
to save that HSA. Because if
she's healthy,
especially if you have no,
she's 24 years old,
maybe she doesn't use it
for 15, 16 years. She's
building that nest egg that
has a lot of flexibility
for her later in life.
Absolutely. You know, and she
was getting it right and I
think leaning towards that.
Then when her package came
out, she was able
to log online and we were
able
to do some real time go.
Okay, so you go in
for your physical, you do
this, you do that. Let's say
you have an accident,
you got to go
to the emergency room,
you could plug that all in
and came back and told her
what her out
of pocket costs were going
to be across the board
on three different plans,
which then really kind
of motivated her
to understand, you know,
some of the selection options
she had where she wanted
to go.
>> Yeah, it sounds to me,
that's a decision support
tool that's built
into maybe an HRIS system.
Now we're going to get
into all of our jargon
over here, but that's
probably what that is. I
would tell you that we don't
currently have something the
county doesn't currently
have something like that.
It's generally probably
harder to do with a provider
owned HMO. I would say you
could probably do it better
on the pharmacy side with
your pharmacies because
that's where the biggest
difference is. And in the
self funded market that's
it's easier to do because you
have a wider array
of providers to access.
In other words, an MRI,
an open MRI might be $595
versus here in town,
it might be $4,200. That's
where the consumerism comes
in. But that sounds like just
a decision support tool
that's out there and they're
helpful, super helpful.
But generally speaking, no,
we don't have anything
like that. And I would say if
you do have medical needs,
you can always access your
EOBs and kind of figure that
out on your own as well. I
know that's not probably the
answer you're looking for.
>> No, that's like. No. I was
just wondering because, you
know, and I understand, you
know, Sam's concern makes a
lot of sense.
Right.
You don't want lower wage
employees taking advantage
of it, particularly if they
do have health issues. You
want them to get a job.
>> Correct.
Yes.
>> But to the other side
of it, you have a young
healthy male or female that's
cruising
along and they're not going
to have a medical need
for another 20 years. That
high deductible plan is
really a great alternative.
>> It is,
I would say too... Sorry
to cut you off.
>> As long as the HS.
>> I would say that was part
of the strategy behind how we
design this, right?
With Hannah and team is,
is if you think about that
$2000, $4000 and what that
seeded HSA contribution is
at that 1500 or $3000, it
still feels
like your current plan
to a certain extent. So, you
can anticipate that even if
you have the worst year
out there, it's going
to cost you that $500 out
of pocket or you know,
that thousand for a family.
So I mean it's not just.
You're right,
there are a lot of
individuals that will just
choose the cheapest and they
don't know how it works. And
that's a situation that we
don't want to be in,
we would want
to do the education up front.
But still having that HSA
contribution really does
support that incentive
to increase participation
in that HDHP.
>> We don't necessarily have
a support tool where they
could go in and say, I take
this, I go
to the doctor this many
times. But we do have
modeling that we can put
together that says, okay,
I'm a low utilizer. I go in,
maybe I go in for my physical
and I maybe have an urgent
care visit or an office visit
a year. And then we can, we
can show how that would look
or
like a medium utilizer.
Like, okay, we all go in
for a preventive care. We
maybe have one ER visit here.
Two office visits. I'm
just spitballing here. And
then a high utilizer,
I take an expensive medicine,
I go into the doctor.
>> My FSA was gone
by the end of January.
>> Yeah, exactly. So keep
in mind it's easy
on the HMO. You're gonna hit
your max out of pocket, you
know what your maximum
exposure is. So it's easier
to model that way. And then
we can, you know, put
in the, whatever the HSA
contributions are. So we can
model that. It's just not
able to be customized by the
employee that would be
looking at it.
>> Sure. No, that would be a
great, I think. Supplement
when they roll these out. So
employees could see. Yeah, I
mean that's pretty educated
on their choices because a
lot
of them you say you didn't
get through the whole world
insurance you got to insure
and their eyes glazed over.
I didn't understand that
when I went to the pharmacy
on HDHP that it was going
to cost me $300
for my prescription.
Right.
I mean, those are the
biggest challenge or changes
I should say. When you look,
think about. There's no $1
coverage
on an HSA qualified plan
except for preventive care.
That includes pharmacy. So if
you're on a high end
specialty pharmacy or
prescription, sometimes it's
beneficial because you can
hit that max right away.
Other times it might not be
dependent
on the plan design.
>> Any other questions?
>> I have a question
about people be allowed to
pick what bank or place they
would hold their HSA or
would we suggest...
>> That would be
something we work
with the HR team on. So it's
easy from the employee
standpoint and the county
in terms of payroll
deductions and contributions
from the county.
>> So it's just most likely
as one.
>> Yeah. There's vendors out
there that make it super easy
on the consumer and the
client.
One of the most common is
I don't know if you've ever
dealt
with a company called task
out of Madison. They offer
both. So, you know, so
from our standpoint,
it's a one shop stop. So I
don't know if that's three
hazards.
>> Today, you have FSA
with EVC. EVC also does HS.
So that would be the route we
would probably suggest.
But again,
we haven't gotten that far
with all of that. But a Task
does a great job. EVC does a
great job. They do the same
stuff also both randomly
located in Madison and
Middleton. So we have the two
largest admin administrative
plan offerings.
>> But yeah,
we're not holding the money.
It's gone
to a certain part.
>> Any question?
>> Okay, well,
thank you very much.
>> Thanks
to getting the links
to the data.
>> Okay.
>> Yeah. If you have any
questions after that,
let us know.
>> All right, we'll move on
to 6B. Resolution
to purchase vehicle for the
ABRC transportation program
and amend the 2026 budget.
>> All right,
you're good.
>> All right, so for those
of you who don't know me,
I'm Quinn Haas. I'm the
director of the ADRC. Stacey
is my transportation
supervisor for the ADRC and
Troy Garwood is our
transportation coordinator.
So I brought them
with because they know more
about the transportation
program and the resolution.
But as you can tell, the
resolution has been brought
to you. And basically what
happens is we have,
I guess you would say,
a fleet
of vehicles that we utilize
to transport individuals
to medical appointments.
They have to be 60 and
over or have a disability.
And the way that our
transportation department
works is that Stacy applies
for two different grants
every year. One is a state
grant, 8521, and then the
5310 is a federal grant that
is administered
by the state. And there are
reports that are done
quarterly. And so
with our grant, a lot of
times we are allowed any
money that is not spent
throughout the year
can go
into our dot trust fund. And
that DOT trust fund can't
have more than $80,000 in it
at any given time. And so we
have been fortunate enough
that with our fleet
of vehicles that we use,
we have been able to,
when they meet,
what do you call it?
>> The end of useful life.
>> End of useful life that
they are sent to auction.
So Troy just sent one
of our vans to auction
because it had more than the
mileage that is considered
useful life. And so that's
still at auction rate
for another week or so. And
so whatever we get
from that then goes back
into our program.
But basically we took that
one
to auction and we had money
in our DOT trust fund. And so
we are looking
at replacing that vehicle.
And so that's what this
resolution is about. Again,
there is no additional tax
levy that we're asking. The
money comes
from our grants that go into
our DOT trust fund and then
we utilize that money
to purchase a new vehicle.
Troy does all
of the checking into vehicles
that are handicap accessible
and getting bids. So he
worked on that prior and then
that went
to our ADRC board. And so
they were able to see which
vans were looked at.
But we typically
like these vans the best.
Our drivers
like these vans the best.
They came in the best price.
But again, we did look
at other options. We work
with AMJ Mobility, which
helps to retrofit the vehicle
so they that they're
wheelchair accessible. And I
don't know you have anything
to add because again,
it's not my program.
>> Any questions?
>> No. I think I was on the
board when we approved this
vehicle.
>> That might have been time
to retire.
>> Your useful life is...
>> All right.
>> We have a motion and a
second final offer. Any other
discussion?
>> I did have one question
and I know because it's
specially equipped,
it's probably not worthy.
Is there any thought process
to turning these vehicles
over possibly a year older,
25,000 miles sooner, get a
little higher resale value
maybe, or practical. I know,
that's what I'm saying.
Because it's special
equipped. I don't know if we
would.
>> And just so I understand
what you're asking, selling
them earlier so we get more
money out
of them or trading them back,
that would be fine. I don't
think it would increase what
we get out
of them as opposed
to how much we get out of
them as far as revenue and
use.
>> Yeah, that's what I was
curious because I know like
with our squads, if you know,
we can dump one at 50,000
miles versus 75,000 miles,
they're significant.
>> And anecdotally the last
van we sold was about the
same mileage and we got
about 14,
for this one is going about
the same pace as the other
one did. We may not get as
much just because times are a
little different, but
it's a decent,
it's a worthwhile suggestion.
But we get a lot of life out
of these vans and trying
to buy one every, I mean
50,000 miles honestly.
>> Oh, I would say I was
thinking five years versus
seven years for example. So
is there is there value
in that or not?
>> And it all depends
on if we have money in our
DOT trust fund because again,
you know, not every
year do we have and these
vehicles are obviously quite
expensive, especially
after they have
to be retrofitted and all
of that. So that would be the
only other thought. We don't
always have the funds in our
DOT trust fund and we utilize
that so that there is no tax
levy used in order
to purchase these.
>> Cool.
>> All right.
Well, we have a motion and
a second. I'll call for
to vote. All those in favor
of sending the resolution
to purchase vehicle for the
ADRC transportation program
and amend the 2026 budget
to the county board. Please
say aye.
>> Aye.
>> Any opposed, same sign.
That passed unanimously.
>> Thank you.
>> All right. 6C,
presentation quarterly
accounts receivable reports.
>> So, the four departments
that we look at their
quarterly accounts receivable
are attached and granted
assets for their second
quarter of the year ending
June 30, 2026.
>> 6D. Budget Update.
>> I just wanted to give an
update of where we're at
with the budget. July 31st
was our deadline
for the departments to get in
their initial budget requests
and then last week and this
week as an admin team. So
Lisa, Anna, myself, Tara and
then Louis from our MIS
department have been sitting
down with the departments
individually going
over what they submitted,
just talking to them
about it. The plan is then to
bring everything together and
see where we're at. I will
say we got estimates
from the Department of
Revenue last week and I ran
estimated numbers. There's
the more of the details
of the numbers are on my
accounting monthly report
later in the agenda.
But I won't get
into all of the
numbers and the figures. But
the preliminary estimates
that we're getting from the
Department of Revenue for net
new construction increases
are not looking great. It's
down from prior years. So
we're looking at our tax levy
that we are not going
to be able
to increase it very much.
Maybe about 490,000. Again,
that's an estimate. Right now
we don't have the final
numbers, so I can't say if
that's the final number or
not yet. So just looking
at you know, we just heard
from the health insurance
increases there the
department asks that are
coming in. We're looking
at what we need to put
together. I think we're going
to start brainstorming some
ideas and putting it all
together before we bring the
full budget presentation
to you. But I just wanted
to let you know kind
of where we're
at right now. I don't know if
Lisa had anything she wanted
to add to it.
>> The bad news is?
>> This is the shocker
before the sheriff came in to
today because I hadn't looked
at the bottom line yet. We
have no union negotiated
contract yet, so to speak.
We are $10 million over what
we can actually levy right
now. So we are going to have
to make some pretty hard
choices, folks, going
into this next budget cycle.
Because when we look at the
revenues that we're allowed
to increase, we're talking to
folks that haven't touched
their fee schedule schedules
in 10 years to really start
to look at whether or not
we're covering our costs.
But trying to push sales tax
and interest investment. I
mean, we're getting to a
point where there's very
little we can pull out
of that anymore. So it is
going to be the departments
really starting to look
at their programs, their
services, us figuring
out if we can do some tweaks
with the health insurance.
Not really where I wanted
to hear we were this morning,
but I'm optimistic that we
will get there. I just think
we're going to have to be a
little creative and
innovative.
>> Any other budget update
questions? Thank you,
Stephanie.
>> So we've got
6E. Presentation of County
Financial Report.
>> Okay.
>> And those are attached
in Granicus. The first page
just has some notable lines
that we pull out. Those
numbers all look in line
with where we should be
at this time of the year.
The second page summarizes
sales tax. And Lisa touched
on a little bit. The May sales
tax figures we got
at the end of July. I was a
little disappointed. Those
didn't come in very good.
We're still slightly ahead
of where we were
at last year, but not much.
So I just don't know what
sales tax looks like. I mean,
we'll see how the rest
of the year goes. The sales
tax looks like it's kind
of leveling off. It's been
increasing quite a bit every
year since that Covid year.
That threw everything
in wrench and everything.
But I don't know,
sales tax right now is
looking
like it's staying kind
of steady with what it was
last year. I think interest
rates, this isn't
on this page, but I think
interest rates too are kind
of leveling off, hopefully
staying where they're at this
year and not dropping.
Moving on
to pages three and four.
This is looking at all the
revenues and expenses
by functional areas. Not a
lot outstanding here.
Again, our grant numbers,
grant revenues maybe don't
look so great compared
but that's a lot of times our
expense expenses are coming
in and then we have to apply
for the revenue afterwards.
So grants do always tend
to grant revenue always tends
to lag the expenses. And I
know like for example, well,
one thing like the license
and permits number for the
health and human service area
that looks ahead
of schedule.
But that's me mainly due to
annual food licenses are due
June 30th. So most of that
food licensing money that
comes in into that area has
already come in
for the year. So that's why
that line looks a little
ahead of schedule. And then
the last two pages is kind
of a breakdown more
by the department areas. And
nobody was really jumping
out at this point
of the year looking unusual.
So did anybody have any
questions
about financials.
>> Number 7. Personnel
Insurance Department?
Obviously you run with.
>> Sounds good.
>> So 7A is the safety
report. Busy
with safety. I will call out
that our property claims year
to date are a little high.
Seen that we've had eight
claims this year so far and
last year was nine and the
year before was ten. So we've
just had some unfortunate
incidents. We've hit two deer
with the sheriff's office.
So that was two
of the claims.
We had a couple plow
trucks that were hit.
Our plow trucks did not
hit. Our plow trucks were
hit. I just want
to very specify
in unfortunate circumstances.
That was two
of the highways. So we just
had some. The deers are kind
of a common thing, but the
highway trucks getting hit is
not common. So that's the
property claims continue
to work through those
liability claims. And then
the workers comp is kind
of trending. Not that I
wanted to trend, but I don't
see anything concerning
related to those numbers
at this point. And then 7B,
benefits report. Similar,
Just kind of trending where
we have been previously. We
did have a little jump in
healthcare center turnover
which caused
for our overall turnover
to increase a little bit.
But we're still sitting
at 10% year to date. We do
typically see some turnover
kind of
in the summer months. Just
with retirements and folks
changing jobs. It's a good
time to change jobs. I always
said that as a recruiter
because kids are out
of school and you can kind
of adjust and then get back
into the swing of things
before a kid get back
into school. And so summer
turnover,
there's always a little bit
of that that happens. And 7C
report is the rest
of the department report. So
recruitment numbers Working
through three open positions
right now with the county
excluding the health care
center. Page two
of that report. We did have a
little bit of health care
center turnover,
although we've had, as I
said, we've had some good
hires though too recently
for hires last month
to rehire. So busy
with recruitment. Busy
with some activities
for the employees. Page three
of that report. Have not had
any additional security
breaches and investigations
for this year. And our goals
are all
in progress.
Those are the big reports.
So, I just like
to pause. 7D budget report.
We're right where we should
be a little more than halfway
through the year,
so I don't have any concerns
with where our budget sits. I
do have an open risk safety
coordinator under that risk
management insurance piece.
So that position is mostly
vacant. She's working a
little bit still for me,
so that will continue
to trend a little bit lower
through the end of the year
just because we're gonna have
a vacancy for a bit. And then
the last, 7E, invoices.
Looking for approval
of invoices of $4,313.68
for this month.
>> Motion to approve.
>> Second.
>> Any questions?
>> Okay. All those in favor
of paying the invoices of
$4,313.68 say aye.
>> Aye.
>> Any oppose,
same sign.
>> Thank you, Anna.
>> All right. First is my
monthly report. We've just
been obviously busy with tax
collection and still continue
to work on tax foreclosure.
And then budget. Our average
rate
for investments has gone
down this year. There are
some shorter term investments
that are going up above 4,
but those are more of the 13
week Zoids. That's really
something we've been trying
to look for the 2027 budget,
but I just. Unless someone
has a globe that they can
tell me what's going
to happen. Magical.
Currently we have 1,008
parcels that I turned
delinquent, which equals
about 1.9 million. So
hopefully that number goes
down a little bit
before I do. Tax certificates
end of this month. Those
delinquent notices went
out this morning. So we'll be
fielding calls
for the next couple days.
Budget report. Everything
looks normal. Investments are
on pace for this year,
so we should be good with
that. I have the investment
report attached. And then my
final thing is my invoices,
which is always a fun month.
$47,262,871.64.
>> Any questions for
Jessica? I'll take a motion.
>> I will make a motion to
approve.
>> I was just going to say
the majority going right
across the table.
>> You called that.
>> Second.
>> All in favor of paying the
invoices in the amount of
$47, 262, 871.64.
Please say aye.
>> Aye.
>> Thank you.
>> So, my accounting update
is attached in Granicus.
We've been having a busy
month in July. On July 30,
the auditors released a clean
audit opinion. It's on the
website and I believe it was
Lisa sent that out to the all
the county board members
but it's also
on the website if you need
to look at that for our
2025 audit statements or
financial statements,
we've also been working on
this is a newer audit
requirement. The state DHS
requires nursing homes
to have another audit. So
we've been working on that
with our independent auditors
and along with the health
care center employees. And
then we've also been working
on getting ready for the
single audit which gets
released in the fall. So
we've been working on that.
And budget,
we've been getting really
busy in budget. Capital
improvement plan committee
met in July. I already kind
of mentioned I won't go
through these numbers there
in the report,
but I included numbers
in here that you can read
in your free time
about where we're looking
at our levy for the this year
and then upcoming. We just
have a lot more budget
to work on. And then I've got
my other numbers on there.
Nothing's out
of the ordinary
for the county update. Also
attached is my year to date
budget report that those
numbers for the accounting
department are also in line
with where we should be
at this time of year. Then
item 9B. Reviewing the
accounting department's
invoices are I have invoices
attached for $7,699.
>> Question?
>> Second.
>> Any questions for Stephanie
on any of that?
>> Sorry, who seconded?
>> So all those in favor
of paying the monthly invoice
in the amount of $7,699.
Please signify
by saying aye.
>> Aye.
>> Opposed, same sign.
Passes as well.
>> And then we also have
approval for the county board
and committee payments
in the amount of
$16,379.28.
>> Move to approve.
>> Second.
>> All those in favor of
paying the committee
payments, signify
by saying aye?
>> Aye.
>> Opposing, same sign. All
right, number 10, our next
meeting will be September 8th
at 4:30pm. Now, we'll go into
close session.
>> I'll move
to go close session.
>> Thank you, Supervisor.
>> For the record, we have
to read that.
>> Pardon me?
>> You have to read.
>> Oh, I have
to read it first?
>> Yes.
>> Thank you.
>> Sorry about that.
>> I jumped the gun.
>> It is anticipated that the
Finance, Personnel and
Insurance Committee may enter
into closed session pursuant
to Wis. Stats. S. 19.85 (1)
(e) Deliberating or
negotiating the purchasing
of public properties,
the investing
of public funds, or
conducting other specified
public business, whenever
competitive or bargaining
reasons require a closed
session. A roll call vote
will be taken to go
into closed session and
to return to open session.
So this is on the Approval
to Purchase Property at 515
Broadway Street, Baraboo, WI
53913.
>> Move to close session.
>> Thank you. I have a
motion.
>> I'll second.
>> Thank you. And we'll do a
roll call.
>> [ CALLING ROLL ]
>> [ MEETING ADJOURN ]