Page 120 - City of Colleyville FY22 Adopted Budget

3. Compensation and Benefits (continued)
2.1 Provide responsive, efficient city services
2.2 Recruit and retain a highly-qualified workforce

2.3 Effectively leverage information technology
The City’s wellness program,
created in conjunction with the
Employee Benefits and Wellness
Committee, has been successful
since its re-implementation in
fiscal year 2010. With the
outcomes-based model, medical
insurance premiums paid by
employees are based on tiers
earned through biometric
screening measurements. Tier I
provides the highest City subsidy
and Tier III provides the least City
subsidy. Participation in the
wellness program remains steadily
high - in 2021 participation was
95%.
According to the City’s health insurance broker, when compared to the other cities in the
state of Texas, Colleyville has one of the most progressive wellness programs that is three
to four years ahead of other cities. Colleyville has developed and implemented a long-
term strategy of linking wellness to the health benefits plan.

Since the adoption of the Patient Protection and Affordable Care Act, or Affordable Care
Act, businesses such as the City of Colleyville are having to adapt to new reporting and
compliance processes each year. The changes due to the reform have had a direct impact
on the City’s health benefit decisions and will continue to affect the City’s health plan
offerings to employees. This trend will continue as new benefit options are emerging in
the marketplace and will need to be evaluated on how they fit into the City’s business
strategy. The Human Resources Department is responsible for ensuring that the City is
compliant with all facets of the Act, and will continue to stay abreast of the ongoing
changes.

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