$496,000. $645,000 is due to delays in hiring. we have several positions that we are either in kesing or about to interview. hopefully we will be able to hire them in the next month, month 1/2. but we still will need some money at the end of the year. the 250 offset by $150,000 of professional services that we are projecting based on the projections for the move and for the tenant improvement on the first floor, and the third floor we have not been billed for all of it and we want to make sure we are staying in our budget. as you know as we do a very large construction project there is still a change at the very end. we also have seen a larger number

of workers' compensation claims. so, we have had to find some funding for that. so the increase in savings from hiring is offset by an increase in the expenditures. >> i'm ready for any questions if you have any? >> questions? thank you. any public comment? thank you. item no. 10. city clerk: item 10, discussion item. 2013 open enrollment demographics presentation for 2014. marina coal ridge.

>> hhs. we have a presentation online. first i want to recognize rosemary, my colleague here. i just take the data and play with it and she does a nice presentation layer. this is our annual demographics report. it's a great report. i won't go into detail. i will just call out the heights from the report. the structure of the demographics report is such that will look at our of ours. it's the independence and we'll take a break out perspective from that and draw and look at members and employees and retirees and a couple snapshots by employers. highlights here are the enrollment across our medical plans and increase by 1167 lines of enrollment for the

2014 plan year. for employee lines it's a net increase of 356 and our retiree lives it's 811. our total lives we have are medical is 109, 761. we did see a 1 percent increase for kaiser that year and some slight decreases for blue shield. >> i know the commissioners are there. for the public. hhs administers dental for the unified school district and the community college district. those are administered separately. looking for those that we administer dental for we had an increase for 1075 lives

for those dental plans with 600 being our retirees. some high level notes when we look at all of our lives in 2014. interesting to note the number of lives over 65 years decrease by 1036 individuals which we thought was pretty significant. we can only do a couple things. it looks like sampling of those records and in fact any of those members deceased and we did have a lot of members that were significantly older. a higher percentage of our members that live in san francisco are without dependents and of course that's consistent with what we see in terms of migration with families in san francisco. next slide. thank you.

what we did know about our employees is that 45 percent of them have no dependents and 65 percent that do have dependents 39 percent have a spouse or partner and 27 percent of those have employees e plus two coverage so they are coverage two or more dependents. with regards to our members versus our dependents when we look at those retiree members those are surviving spouse or partner. 55 percent of our dependents are actually children under 26. >> take ing a look again is the average age by plan. it's a little hard to read. it's

kaiser being blue shield. the average rate across all our lives is 46.3. it's higher in blue shield enrollment and higher in the city plan enrollment. i won't speak to the next slide. it does breakout for you our enrollment in each age bin. always one for anybody interested in geography. we have a break out by lives in the county that our members reside in and a number of those in san francisco. if we are looking at employees 41 percent of our employees in san francisco. we can see the most populus county here as identified in descending order. we have a number of tables in this presentation. i'm not going through all the numbers. if you have any

questions about those by all means. you can digest that. it's a lot of information. if you look at the numbers we see a proportion of the retired members shifted by 1 percent with the retirees gaining 1 percent. i know that's consistent from our operations team they processed a lot of retirement applications and a lot moved from the retirement categories and employee and retiree members to 1 percent and blue shield to 38 and city plan is at 11 percent of that. moving on to the next slide here. again we've got in the top right, the actual numbers. i was just talking about the 5 percent kaiser and 11 percent blue shield. here we are

breaking out that proposition of the employee retiree members that make-up those components are. we are also breaking out in the lower right hand corner for you the employees and retiree average rate -- age for each of our plans. average age is 70.3 and blue shield 48.3. average age on retirees 71.3. and kaiser 71.42 and 75. you get a nice picture that breakout the gender with male and female. i will tell you that our employee and retirees it's 43

percent male and 46 females and which one of our groups are trending significant different from that. for the most part our employer groups remain consistent proportionally. here we are going to look at your age bands across your members and our enrollment by county of residence on that next slide. tables, a bunch of tables. a number of our employees, domestic partners and retirees of domestic partners dipped. that is consistent with the ruling. a lot of the members now convert to spouse as opposed to domestic member

category. they are working on the w 2 adjustment. with regard to our employees, the member of employee lives covered now by hhs medical plan by 74. that is an upward trend. we have an increase to 360 employees in that area. and same thing in the employee lives enrolled in kaiser increased. we see this along all of our demographic subsets that is consistent. as we look at employees on the next slide bottom right where we break it out again by kaiser blue shield city plan. the average age of our employees and their dependents is 36.71. blue shield and city plan are both average age

greater in those plans than what our overall average is. bottom left our breakout by gender. when we look at all of the employees and their dependents across all of our employer groups it's 49 percent male and 51 percent female split. we can see for kaiser and blue shield, a lot of those numbers remain consistent across the various employers. city plan we definitely see some variability in that. and a little bit with blue shield for unified school district. the 61 percent female, 39 percent male. age span breakout, again pretty consistent with the demographics where employees are living, again san francisco. i will move to high

level comments on retiree lives. turn it upward. that increased by 811. we do have retirees with medical coverage in nearly every state. and 51 of our retirees live outside of the united states and 41 percent of retirees live in the state of california. with regard to coverage, 76 percent are retired and 3 percent are two or more depends. our dental plan enrollment increased for our retirees by 323 lives in 2014. and again, our average age for our retires and independent age is -- age spans i'm not

calling them out. it's on the next slide of what you expect for retirees. all the numbers are in the higher age band and of course retirees as we said they migrate a lot more to other places so they have more counties and locations represented here with 94 percent. next slide as i already called out are living in the state of cal kachl -- california. i'm moving across the tables in slide 28. and slide 29. all of our employers except city college increased the medical plan in 2014. city college they are enrollment declined by 160 lives. and san francisco unified school district has the highest proportion of their enrollment

in kaiser with 60 percent of their members there. san francisco unified school district and city college have higher average age than other employers. i love this next slide. lots of pretty pictures. i get the breakout from all the other employer groups there. we are showing you proportions by gender and age and top open enrollment numbers for each of our employer groups by the various health plans. over all cfs does have 80 percent of our lives unified school district, 15, community college district 4 percent and court's 1 percent and what remains again is some additional tables. just a note as you look through information at a later point in time when you are looking at our city college numbers, 2010 and 11 the

period course and we have administered that separately. are there any questions with the demographic report? >> i noted that our overall employees is around 36,000. looks like we have not quite 3,000 enrolled in fsa. is that where we want to be or should be? it seems relatively low to me. maybe everyone is health and not needed extra money for medical. >> i think we wanted the fsa numbers to go up for a number of years. one of the reasons we are doing an rfp is for wage works and in particular our current vendor is the complaints that we've had

from members that the administration is not as easy. so we are hoping through this rfp process that we can get an application going for our vendors to take advantage of that pretax benefit. >> this this is a great report. very helpful. >> so on page 23, out of curiosity you have retirees at age between 35-44. >> these are most likely disability retirees. >> okay. i just want to know what those are. they are too young to be retired. >> thank you commissioner

fraser for calling out the fsa. >> thank you. >> any other comment? any public comment? no public comment. item no. 11? >> city clerk: item 11, action item approval of the hhs branding. rosemary postantino. >> now that we have stephanie from our program, we are here to talk about banding the city wellness program. the purpose of having a communication program around wellness is, we have a slide deck for this. we'll keep going. we need a communication program to build around us. even just talking about some of the attendees

of the meeting. some of the members are afraid. they -- there might be punitive effects. companies increasing premium rates for people who don't participate in certain programs. we want to make it clooer that this is a positive program. it's not going to be punitive to anyone. we need to build awareness. we need enlighten and inspire people to encourage participation and get the word of mouth out as we know in this city, the peer to peer communication are a key component in anything moving forward and taking off. having a band also shows us the city is committed to a long term to this program on a long term basis. we also need to create feedback with swift attendees to it rate the program and continually improve them since it's new,

we are going to get feedback from members. those are the communication goals. >> 40 percent of employers with wellness programs have banded their program and that is the opposite, 60 percent have not. that means they just call it county name wellness program. the benefit of having a brand is that it aids employee recognition when you have a poster or e-mail an it's branded in a consistent way. it helps break noise, indicates information coming from a trusted source. it helps the communications. so, having the actual symbol and name as a brand, doesn't mean you can achieve those things in a way of consistency in topography and color and

iconography. we have similar what other employers are doing and we can raise the bar in communication higher than what is typical of what you see in the public sector and kind of aim towards what you see in the private sector. i will skip some of these. it's about the types of advantages and challenges we have in our particular situation. so the band that we are putting forward is stay strong live long. we could just call it hhs wellness. the programs are interesting and relevant and i think people will participate. the band is not a necessary component for success, but it does boost recognition and makes it more identifiable and ties it altogether, all the

different aspect of the program. we are going to have a fragmented program where they are pulling components, maybe they are getting something from blue shield and kaiser and something in-house that we are funding. putting it inside the umbrella is a way of roupding -- rounding it up and having people understand it's part of this one unified recognition. stay strong and live long is what city employees have which is we are working harder to get to a place where we can enjoy a retirement. you get people that have a long tenure an that's the thing that keeps them motivated. i'm going to have a retirement. if you reach your retirement age in poor emotional or physical health because of the life habits that you have you

really haven't gained much. you've worked all of those years and you are not able to enjoy an early retirement. i wanted to build on a model or slogan that would play on that and be a reminder that the choices you make everyday are going to add up to put into other programs. to give people something to hang onto to stay strong and make better choices. if you do a few things differently you have a substantially better probability of deferring the onset of disabling chronic conditions to the last 5 years of your life instead of spending the last years sick or disabled. that's the purpose of the wellness program is to give people those choices and give them

the aspirational goal to come to this outcome. so early on we that had tag line that included the phrase "live lone, stay healthy". nobody responded to that. he hear stay healthy and it didn't have any inspirational idea. it didn't have that goal or that idea that in sets at the motion in people. we began floating "live long, stay strong". instead of doing a bunch of market research before you put it out there, you do a beta program and see how people respond. so we started floating this "stay strong, live long" on some

promotional materials and at the end of our open enrollment video. we did talk about it with hhs management team. and the idea was discussed about a campaign about personalized that. how do you stay strong so that it helps as a kickoff of the wellness program to help people center their personal health goals. so i was personally surprised a lot of people picked up on that tag line when we floated it out in a smaller way and we got a lot of positive response back. i put out a lot of material and don't have the people picking up online. this resonated with people. i had

a union leader with people say that's the kind of slogan i can put on a t-shirt and give to my members. blue shield recommended to me one of the communications professionals there that we serves -- service mark this in california and someone else might pick up on this and we wouldn't begin to use this. we began that process in california to service mark it. the url is available. it's very hard to get the you -- url and this gave us a good solution. now, lately, recently there have been some criticisms of the brand. i just want to talk about that. it's a brand. we

were trying to put some things out there to see what could work. we don't have any ill intentions around that. we are trying to move forward knowing that especially as stephanie was coming on board and we have programs that are going to need to be communicated as of spring of 2014. we wabtd -- wanted to be ready. the criticism that i heard was the word "strong" because it talks about physical strength. i disagree i believe it's a definition of a word. we really mean it to indicate commitment and resilience and having a personal resolve. if my goal is to eat less sugar per day, i know i can have a chance of chronic illness by eating so much sugar, >> 5 grams.

>> thank you. >> new who guidelines. >> 5 grams of processed sugar per day. so what ever your personal goal is us set that and stay strong. you can go for a walk rather than sit in front of the tv and getting counseling and not going to yell at my kid. i picked up a copy of oprah when i was at the gym of oprah magazine and in the beginning there were a lot of these quotes and one by gandhi that said "strength comes from

physical will" the other i heard was that "phrase resembles strong" by lance armstrong. if you know what that is, i don't think it's a negative correlation. it supported the idea that the word strong isn't just about physical strength. it's a charitable foundation that empowers cancer patients. i think people in our population who already have chronic conditions can feel stronger and have a better quality of life. it not just for healthy people. if we don't believe that is true, then why are we having a wellness program? that's the core basis of it that everyone can make choices that are going to improve

their outcomes. so that's been the process to date of how we arrived at this brand. i acknowledge there is never one good answer when you are working in a creative endeavor. it's not simple math or calculation. there is going to be a lot of feelings and opinions. i think it's good to engage in the thoughtful creative debate. so, there could be other solutions and i respect all the input we've been getting. but i still think at the end of the day, this is a good brand. i think it should be considered and i think perhaps we should move forward with it as the brand of our wellness program. >> i have one question about the last icon with the checkmark on it. what does that stand for? >> it's for prevention. that means to indicate a check off that you've got your cancer screenings and your wellness checkup every year.

>> thank you, i really appreciate the work you did on this. this is good. the only thing is that dr. dodd requested this be continued for further input from her. out of respect i'm going to do that and ask that we get this input soon so we can go forward with this. any questions on this? >> just one comment from -- thank you for all your hard work on this one. have we got some alternative branded lines like have a survey from the members to stay healthy, live long? >> we did actually put some signs and i think they are in our lobby that say "live long, stay healthy". we didn't get a lot of buzz on that one.