[PAGE 1]
REVISED
TRAVIS COUNTY Travis County
Administration Building
Commissioners Courtroom
COMMISSIONERS COURT 700 Lavaca Street
Austin, TX 78701
Jeffrey W. Travillion, Sr. Brigid Shea Ann Howard Margaret J. Gómez
Andy Brown
Commissioner Commissioner Commissioner Commissioner
County Judge
Precinct 1 Precinct 2 Precinct 3 Precinct 4
AGENDA
SPECIAL VOTING SESSION • THURSDAY, FEBRUARY 26, 2026 • 1:30 PM
This meeting may include one or more members of the Commissioners Court that will participate by
videoconference. The presiding officer and a quorum of the Court will be physically present and it is their
intent to preside over the meeting at the Travis County Administration Building, Commissioners Courtroom,
700 Lavaca Street, Austin, Texas 78701. The meeting shall be open to the public during the open portions of
the meeting, and the member participating by videoconference shall be visible and audible to the public for
as long as the member participates while speaking.
The public may view this voting session while in progress online at either of the following:
https://traviscountytx.gov/tctv/watch
https://traviscotx.civicclerk.com/web/home.aspx
An electronic copy of the agenda and agenda packet can be found at:
https://traviscotx.civicclerk.com/web/home.aspx
Members of the public may comment before the Commissioners Court on any item listed on this agenda
when the item is taken up, either by appearing in person or by registering in advance during the online
registration period using this link: https://d3tzviz1rxkinl.cloudfront.net/
Individuals who wish to call in using the advance online registration must provide a working telephone
number to be contacted by County staff.
During the Public Communication portion of the meeting, members of the public may address the Court on
County-related issues not listed on the agenda. As with agenda items, participants must register online in
advance to participate remotely or register in person on the day of the meeting.
During Public Communication, County Announcements, or any other subject not specifically noticed on this
agenda, the Court cannot deliberate; Court members may interact only by providing factual information or
recite existing policy in response to an inquiry. Discussion about the subject of the inquiry must be
restricted to proposing the subject be placed on a future meeting’s agenda.
For additional details on public participation visit: https://www.traviscountytx.gov/commissioners-court
For press inquiries, please email PIO@traviscountytx.gov or call (512) 854-8740.
CALL TO ORDER
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[PAGE 2]
TRAVIS COUNTY COMMISSIONERS COURT SPECIAL VOTING SESSION
THURSDAY, FEBRUARY 26, 2026
SPECIAL VOTING SESSION ITEMS
1. Consider and Take Appropriate Action on Fiscal Year 2027 Budget Guidelines.
(Commissioner Gómez)
2. Consider and receive the Compensation Committee’s recommendations for
proposed compensation changes for Fiscal Year 2027. (Commissioners
Travillion & Gómez)
3. Receive briefing and take appropriate action on the Compensation Project for
Fiscal Year 2027 (Commissioners Travillion & Gómez)
4. Executive session review of candidates recommended for 1st Panel Interviews
in the County Executive, Technology and Operation Recruitment (This item may
be taken into executive session under Texas Government Code, § 551.071
Consultation with Attorney; Texas Government Code, § 551.074 Personnel
Matters). (Commissioners Travillion & Gómez)
5. Executive session update on IJPA County Executive Recruitment (This item
may be taken into executive session under Texas Government Code, § 551.071
Consultation with Attorney; Texas Government Code, § 551.074 Personnel
Matters). (Commissioners Travillion & Gómez)
6. Receive an update on the Travis County Employee Health Care Fund for the
period October 1, 2025, through December 31, 2025. (Commissioners Travillion
& Gómez)
ADJOURN
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[PAGE 3]
Travis County Commissioners Court
Voting Session Agenda Request
Meeting Date: Thursday, February 26, 2026
Agenda Language:
Consider and receive the Compensation Committee’s recommendations for proposed
compensation changes for Fiscal Year 2027. (Commissioners Travillion & Gómez)
Prepared By/Phone Number: Monica Flores-Rojo, Administrative Assoc, 512-854-
1104
Elected/Appointed Official or Department Head: June Mighty
Commissioners Court Sponsor(s): Commissioners Gómez and Travillion
Press Inquiries: Hector Nieto, PIO@traviscountytx.gov or (512) 854-8740
Background/Summary of Request:
Each year the Compensation Committee is tasked to provide the Commissioners Court
with proposed changes to compensation for employees on the Classified Pay Scale.
This is required under section 114.043 of the Travis County Code. Please see the
attached memo from Susan Welbes, the Committee's Chair, for a more detailed
explanation of the Committees recommendations.
Staff Recommendations:
NA
Issues and Opportunities:
NA
Fiscal Impact and Source of Funding:
NA
Required Authorizations:
June Mighty, Chief Human Resources Officer
Paul Hopingardner, County Executive, Technology and Operations
Attachments:
1. Comp Committee Memo
2. FY 2027 Comp Committee Priorities to Comm
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[PAGE 4]
MEMORANDUM
DATE: February 26, 2026
TO: Andy Brown, County Judge
Jeffrey Travillion, Commissioner, Precinct 1
Brigid Shea, Commissioner, Precinct 2
Ann Howard, Commissioner, Precinct 3
Margaret Gomez, Commissioner, Precinct 4
FROM: Dr. June Mighty, Chief Human Resource Officer
Stacey McClure, Assistant HR Director
SUBJECT: Compensation Committee Composition Changes
On behalf of the Travis County Compensation Committee, HRMD is bringing this agenda item to consider
the Committee's recommendations for proposed compensation changes in FY 2027.
Summary: Each year the Compensation Committee is tasked to provide the Commissioners Court with
proposed changes to compensation for employees on the Classified Pay Scale. This is required under
section 114.043 of the Travis County Code.
Please see the attached memo from Susan Welbes, the Committee's Chair, for a more detailed
explanation of the Committees recommendations.
cc: Planning and Budget Department
County Auditor
County Auditor-Payroll
County Clerk
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[PAGE 5]
TO: Members of the Commissioners Court
FROM: Susan Welbes, on behalf of the Compensation Committee
DATE: February 10, 2026
SUBJECT: FY 2027 Compensation Committee Priorities
Pursuant to Travis County Code 114.043, the Compensation Committee presents the following recommendations,
in priority order, to the Commissioners Court regarding compensation for classified employees in FY 2027.
1. Increases to fix Compression Issues;
2. Across-the-board Increase;
3. MSS – Market Salary Study (for all Classified);
4. Longevity Pay Changes; and
5. Creation of a Structured Pay Scale similar to POPS Pay Scale.
Priority #1 – Increases to fix Compression Issues. Employees have asked the Court to study Salary Compression
Issues at the 2025 Employee Hearing. Salary Compression occurs when long-tenured employees make a similar
salary when compared to newly hired employees. It can also occur when subordinate employees are earning
slightly less than their supervisor or a senior position. HRMD has considered salary increases to minimize salary
compression over the past year. The Committee supports review of this issue and should funding permit,
establishment of a method to review salary compression on a regular basis and make adjustments if necessary.
Priority #2 – Across-the-board pay increase. In FY 2026, the Commissioners Court approved a 3% across-the-board
increase, despite reductions in revenue. Implementation of an across-the-board increase in FY 2027 would have a
broad reach across the County workforce. The Committee is not recommending a specific percentage or dollar
amount but urges the Court to consider implementing an across-the-board or cost of living increase again in FY 2027.
The Committee anticipates supporting such an increase every fiscal year.
Priority #3 – MSS – Market Salary Study. For the County to remain competitive in the labor market, it is important
that jobs be placed within the proper pay grades. HRMD is working on a benchmark study and will collaborate with
PBO on a costing analysis for the project. The Committee recognizes that implementation of the results of the study
is a key component of the County’s efforts to maintain a competitive system in relation to the market. The impact
of funding this year’s benchmark study could be far-reaching throughout the County workforce, including for those
in job titles that are not examined, because typically un-examined titles within a given job family will move together.
Priority #4 – Longevity Pay Changes. The Committee is supportive of a review of Longevity Pay practices by
neighboring entities to ensure Travis County remains competitive in the application of this benefit.
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[PAGE 6]
Priority #5 – Creation of a Structured Pay Scale similar to the POPS Pay Scale. The Peace Officer Pay Scale (POPS)
is defined by Pay Steps rather than a Pay Range. It is recognized that a shift to this type of pay scale for Classified
employees requires additional analysis prior to a formal recommendation.
The Committee considered fifteen compensation initiatives in making its recommendation. Ultimately, the
Committee narrowed down the initiatives via ranked-choice vote to submit the above top five priorities for
FY 2027. A list of all the initiatives considered by the Compensation Committee follows.
Compensation Committee Results
1st 2nd 3rd 4th 5th
place place place place place
Priority votes v o tes v o tes v o tes v o tes
(5 pts (4 pts (3 pts (2 pts (1 pt Total
ea) ea) ea) ea) ea) Points
Increases to fix Compression Issues 2 9 2 1 0 54
Across the Board increases 7 1 3 1 2 52
MSS - Market Salary Study (all Classified) 3 3 0 2 1 32
Longevity Pay Changes 1 1 4 3 2 29
Creation of a Structured Pay Scale similar to
POPS employees 1 0 0 5 3 18
Discretionary funding for depts. 1 0 1 1 3 13
Funding newly created positions higher than
minimum 0 1 3 0 0 13
Hazardous duty pay 1 0 1 0 2 10
Leave time payout/buy-back option 0 0 1 2 0 7
Increase/expand shift differential 0 1 0 0 0 4
Increase retiree COLA 0 0 1 0 0 3
Wage Disparity benefits for non-telework
employees 0 0 0 0 2 2
Working on a holiday (additional pay) 0 0 0 1 0 2
County Subsidized Childcare for employees 0 0 0 0 1 1
Compensation (as leave or paid time) for
Early Release Judge Approved Leave for
essential employees 0 0 0 0 0 0
The Committee created an online Feedback Form for employees to use to rank their priorities for Employee
Compensation. A total of 972 employees completed the form, and this number represents just over 20% of
Classified employees. Lessons learned from this effort include providing additional information about the
specific priorities, providing additional time to complete the form (employees were given 3 days) and identifying
job families and/or divisions to recognize trends. The Feedback Form was intended for Classified employees
only; however, steps were not in place to prevent any employee from participating. The Committee is proud to
have received the number of responses from employees for a first-time effort. A list of the results of the
Feedback Forms follows.
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[PAGE 7]
Employee Feedback Results
1st 2nd 3rd 4th 5th
place place place place place
Priority votes v o tes v o tes v o tes v o tes
(5 pts (4 pts (3 pts (2 pts (1 pt Total
ea) ea) ea) ea) ea) Points
Across the Board increases 513 177 101 54 33 3717
Increases to fix Compression Issues 129 114 86 67 60 1553
Creation of a Structured Pay Scale similar to
POPS employees 56 74 127 91 109 1248
Longevity Pay Changes 19 91 117 130 102 1172
Discretionary funding for depts. 27 111 108 130 103 1266
MSS (for all Classified) 84 74 43 34 78 991
Working on a Holiday (Additional Pay) 9 60 64 59 59 654
Funding newly created positions higher than
minimum 11 40 46 92 95 632
Leave time payout/buy-back option 16 35 56 69 72 598
Wage Disparity benefits for non-telework
employees 24 47 43 45 53 580
County Subsidized Childcare for employees 26 50 40 33 43 559
Increase retiree COLA 13 30 46 57 52 489
Compensation (as leave or paid time) for
Early Release Judge Approved Leave for
essential employees 9 23 43 56 66 444
Hazardous duty pay 28 21 28 43 29 423
Increase/expand shift differential 8 25 24 12 18 254
Compensation Committee members and Employee Feedback Form respondents shared four of the top five
priorities listed in Bold. While the ranked order of the priorities differs, this commonality supports the results of
the two groups. It is important to also note that Across-the-Board Increases and Increases to fix Compression
Issues are the top two Priorities among Committee Members and 20% of employees.
The Compensation Committee recognizes that adopting the budget is a complicated process, particularly in a
challenging fiscal environment, and that there are many competing priorities for the Court to consider. The
Committee appreciates the opportunity to share its recommendations, as well as the time and consideration that
the Commissioners Court is giving to ensure that the County can recruit and retain a highly qualified workforce to
continue the important work of serving Travis County.
Please contact me with any questions.
cc: Members of the Compensation Committee
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[PAGE 8]
Travis County Commissioners Court
Voting Session Agenda Request
Meeting Date: Thursday, February 26, 2026
Agenda Language:
Receive briefing and take appropriate action on the Compensation Project for Fiscal
Year 2027 (Commissioners Travillion & Gómez)
Prepared By/Phone Number: Monica Flores-Rojo, Administrative Assoc, 512-854-
1104
Elected/Appointed Official or Department Head: June Mighty
Commissioners Court Sponsor(s): Commissioners Gómez and Travillion
Press Inquiries: Hector Nieto, PIO@traviscountytx.gov or (512) 854-8740
Background/Summary of Request:
As part of ongoing efforts to maintain competitive and fair pay, HRMD reviewed
selected benchmark jobs and based on salary survey market data, is recommending
pay grade adjustments for certain positions. These recommendations are intended to
address positions that are currently not aligned with the County’s competitive market
range. Before sharing the findings with County departments, we are requesting
feedback on the proposed adjustments
Staff Recommendations:
HRMD recommends that the Commissioners Court authorize HRMD to proceed with
the compensation recommendation and solicit department input on the proposed
classification plan structure.
Issues and Opportunities:
NA
Fiscal Impact and Source of Funding:
NA
Required Authorizations:
Paul Hopingardner, County Executive, Technology and Operations
Attachments:
None
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[PAGE 9]
Travis County Commissioners Court
Voting Session Agenda Request
Meeting Date: Thursday, February 26, 2026
Agenda Language:
Executive session review of candidates recommended for 1st Panel Interviews in the
County Executive, Technology and Operation Recruitment (This item may be taken into
executive session under Texas Government Code, § 551.071 Consultation with
Attorney; Texas Government Code, § 551.074 Personnel Matters). (Commissioners
Travillion & Gómez)
Prepared By/Phone Number: Monica Flores-Rojo, Administrative Assoc, 512-854-
1104
Elected/Appointed Official or Department Head: June Mighty
Commissioners Court Sponsor(s): Commissioners Gómez and Travillion
Press Inquiries: Hector Nieto, PIO@traviscountytx.gov or (512) 854-8740
Background/Summary of Request:
HRMD is recruiting candidates to fill the County Executive, Technology and Operations
position.
The Executive Recruiting Firm conducted the initial screening and provided a list of top
candidates. The Executive Recruiting Firm will present the top candidates for
Commissioners to review for the 1st Panel interviews on 3/4/2026 with County staff. All
candidate information will be provided to the court in advance of the session.
Staff Recommendations:
Staff recommend that the Court review and provide feedback on and approval of the
selected candidates in Executive Session.
Issues and Opportunities:
NA
Fiscal Impact and Source of Funding:
NA
Required Authorizations:
Dr. June Mighty, Chief Human Resource Officer
Michelle Kern, Assistant HR Director
Attachments:
None
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[PAGE 10]
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[PAGE 11]
Travis County Commissioners Court
Voting Session Agenda Request
Meeting Date: Thursday, February 26, 2026
Agenda Language:
Executive session update on IJPA County Executive Recruitment (This item may be
taken into executive session under Texas Government Code, § 551.071 Consultation
with Attorney; Texas Government Code, § 551.074 Personnel Matters).
(Commissioners Travillion & Gómez)
Prepared By/Phone Number: Monica Flores-Rojo, Administrative Assoc, 512-854-
1104
Elected/Appointed Official or Department Head: June Mighty
Commissioners Court Sponsor(s): Commissioners Gómez and Travillion
Press Inquiries: Hector Nieto, PIO@traviscountytx.gov or (512) 854-8740
Background/Summary of Request:
HRMD staff will provide an update on the status of the IJPA County Executive
Recruitment.
Staff Recommendations:
Executive session update.
Issues and Opportunities:
NA
Fiscal Impact and Source of Funding:
NA
Required Authorizations:
Dr. June Mighty, Chief Human Resource Officer
Michelle Kern, Assistant HR Director
Attachments:
None
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[PAGE 12]
Travis County Commissioners Court
Voting Session Agenda Request
Meeting Date: Thursday, February 26, 2026
Agenda Language:
Receive an update on the Travis County Employee Health Care Fund for the period
October 1, 2025, through December 31, 2025. (Commissioners Travillion & Gómez)
Prepared By/Phone Number: Monica Flores-Rojo, Administrative Assoc, 512-854-
1104
Elected/Appointed Official or Department Head: June Mighty
Commissioners Court Sponsor(s): Commissioners Gómez and Travillion
Press Inquiries: Hector Nieto, PIO@traviscountytx.gov or (512) 854-8740
Background/Summary of Request:
HRMD Travis County Health plan update for the period October 1 through September
30, 2025
Staff Recommendations:
No action required.
Issues and Opportunities:
None at this time.
Fiscal Impact and Source of Funding:
No action required.
Required Authorizations:
Shannon M Steele, Benefits Manager
Stacey McClure, HRMD Assistant Director, Total Rewards
June Mighty, Chief Human Resources Officer
Eric Stockton, Chief Deputy for Technology and Operations
Paul Hopingardner, County Executive, Technology and Operations
Margaret Gomez, Commissioner, Precinct Four
Jeff Travillion, Commissioner, Precinct One
Attachments:
1. 26-02-24 Health Plan Q1 FY26 Report Memo (002)
2. FY25 CARE Program Engagement Summary v1
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[PAGE 13]
MEMORANDUM
Date: February 3, 2026
To: Commissioners Court
Via: Dr. June Mighty, Chief Human Resources Officer, HRMD
Paul Hopingardner, County Executive for Technology and Operations
From: Shannon M. Steele, Benefits Manager, HRMD
David Canales, HR Financial and Admin Manager, HRMD
Stacey McClure, Assistant Director of HRMD, Total Rewards
Re: UnitedHealthcare, OptumRx, and Humana benefits update for the period of
October 1, 2025, through December 31, 2025
Introduction
The first quarter report for Fiscal Year 2026 (FY26) provides an overview of the Travis
County employee health plan and highlights the plan’s performance and enrollment
trends. The key objective is to ensure the County’s benefits package continues to support
the health, financial security, and overall well-being of our employees. We remain focused
on providing and sustaining cost-effective coverage, monitoring utilization patterns, and
aligning benefits with market benchmarks. We have continued efforts to address employee
feedback and ensure that our programs remain competitive in attracting and retaining
talent.
Claims Status Update
The previous reimbursement requests, including Medical paid claims and Prescription
paid claims for Fiscal Year 2026 through Quarter 1, are reflected in the following paid
claims totals:
Medical Paid Claims: $13,874,302
Prescription Paid Claims: $12,606,395
Total Paid: $26,480,698
The individual specific stop loss deductible is $500,000 with the insurance carrier,
UnitedHealthcare BP. As of the end of Quarter 1, no individuals have exceeded the specific
deductible.
1
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[PAGE 14]
Travis County Health Care Plan Overview
FY26 Health Plan Expenses Quarter 1 Summary
For the first quarter of FY26, heath fund revenues are within the adopted budget amounts.
Revenues for the health fund include contributions from employees, retirees, and the
County as well as various plan reimbursements and rebates. Claims and administrative
expenses exceed the budget by 3%. For Q1, the health plan budget is currently over by
$2,996,713. This trend is common in the first three months of the fiscal year. Pharmacy
claims are the main driver to the higher claim totals for the quarter. Throughout the year,
claims are expected to fluctuate and revenues will increase as the year progresses.
Stop Loss Claims
For FY26, the plan’s stop loss insurance coverage pays 100% above the $500,000
individual specific deductible for any single claimant that exceeds this deductible during
the fiscal year. The stop loss reimbursements are deposited to the Health Fund and reduce
the total claim expense. Currently, no claimants have reached the specific deductible;
however, one claimant has exceeded 50% of the threshold ($250,000). For the same period
in FY25, three claimants were above 50% of the specific deductible.
Pharmacy Claims
The health plan gets money back from pharmacy rebates. We expect the next rebate
payment in April and it will help lower the overall cost of pharmacy claims.
Medicare Advantage Plan Savings
The Medicare Advantage Plan (MAPD) started on March 1, 2018. It helps the Health Fund
save money. Humana runs this fully insured plan for Travis County Medicare eligible
retirees and eligible spouses. The medical and prescription claim savings realized by the
Travis County Health Fund for the retirees and their dependents on the Humana plan
resulted in claims savings each year as indicated.
Dates Claim Savings
03/01/2018 – 12/31/2018 $3,176,020
01/01/2019 – 12/31/2019 $5,203.637
01/01/2020 – 12/31/2020 $6,226,716
01/01/2021 – 12/31/2021 $7,180,370
01/01/2022 – 12/31/2022 $8,866,253
01/01/2023 – 12/31/2023 $10,187,253
01/01/2024 – 12/31/2024 $10,426,967
Strategies for Reducing Healthcare Cost Drivers; CARE Program Alignment to
UnitedHealthcare (UHC) Cost Drivers
The County has strategies in place to help mitigate healthcare cost growth, including the
CARE Wellness Program. CARE is intentionally designed to align with UnitedHealthcare’s
(UHC) primary medical cost drivers by emphasizing prevention and early intervention—
areas where education, access, and behavior change can reduce downstream utilization.
CARE does not provide clinical care. Instead, it supports employee awareness and self-
management behaviors that influence risk progression and help avoid higher-intensity,
2
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[PAGE 15]
higher-cost services. Programming is structured to reflect claims-informed priorities while
remaining scalable and relevant across a diverse workforce.
CARE focuses on modifiable risk areas associated with the County’s highest-cost
conditions, including cancer, musculoskeletal disorders, mental health conditions,
circulatory disease, and metabolic risk. Cancer-related costs are addressed through
screening and early detection efforts (e.g., biometric screenings and facilitated access to
mammography). Musculoskeletal costs are targeted through movement-based
programming, ergonomics education, and injury prevention initiatives. Mental health
programming supports stress management, resilience, and recovery strategies.
Circulatory and metabolic risks are addressed through nutrition education, physical
activity promotion, and weight-related behavior-change supports. This framework
concentrates resources on the drivers, most likely to be influenced through prevention and
self-management, with the objective of reducing avoidable utilization and moderating
long-term cost trends.
In FY25, the program delivered 43 engagement activities across these categories, reaching
1,366 participants countywide and maintaining an average attendance rate of 57%
reflecting strong engagement for a voluntary program. While there is no single industry
standard for participation in voluntary workplace wellbeing programming, published
employer wellness benchmarks commonly cite show rates in the 30–40% range, with
participation above 50% generally considered high for optional programs not tied to
incentives or requirements.
Preventive Engagement and Targeted Impact
Preventive health remains a critical component in addressing cost containment. In FY25,
CARE supported 147 preventive screenings, including biometric screenings,
mammograms, and injury assessments. These efforts increase employee awareness of
personal health risks, encourage timely engagement with primary care, and support early
identification of chronic conditions, all key contributors to reducing downstream high-cost
claims.
Flagship Engagement: RENEW Wellbeing Fair
The RENEW Wellbeing Fair serves as a flagship example of intentional program alignment.
In FY25, the Fair engaged more than 300 employees and retirees, delivered 112
screening services, and achieved a 96% satisfaction rate with a Net Promoter Score of
84. This score signifies high participation in preventive and educational activities
demonstrates employee trust in the program and reinforces CARE’s role as an effective
access point for early intervention and health literacy.
Data-Informed and Proactive Planning Cycle
CARE operates within a planning cycle that balances proactive implementation with data-
informed refinement. Programming launches at the start of the fiscal year, and as updated
claims data become available, it is used to adjust focus areas and prioritize targeted
interventions. This approach allows the program to remain responsive to emerging trends
while avoiding delays in employee support.
3
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[PAGE 16]
Travis County
Health Plan Overview December 2025
Month 3 of 12 or 25%
TOTALS YTD BUDGET YTD ACTUAL DIFFERENCE PREMIUMS ANN. BUDGET YTD BUDGET YTD ACTUAL DIFFERENCE % OF BUDGET
Premiums 27,361,417 27,309,894 (51,523) County Contributions 89,673,721 22,418,430 22,340,570 (77,860) 25%
Claims and Administration 27,724,750 30,306,607 (2,581,857) County Contributions MAPD 5,566,103 1,391,526 1,287,906 (103,620) 23%
Balance (Prem Less Exp) (363,333) (2,996,713) (2,633,380) Employee Contributions 13,655,844 3,413,961 3,490,129 76,168 26%
Rx Rebates, Retiree Drug Sub (PY) 550,000 137,500 191,289 53,789 35%
BUDGET OVERVIEW Total Premiums 109,445,668 27,361,417 27,309,894 (51,523) 25%
31,000,000
30,500,000
ADMINISTRTIVE FEES ANN. BUDGET YTD BUDGET YTD ACTUAL DIFFERENCE % OF BUDGET
30,000,000 Stop Loss Admin Fee 4,183,464 1,045,866 963,163 82,704 23%
Medical Admin Fee 3,086,032 771,508 945,607 (174,099) 31%
29,500,000
Prescription Admin Fee 540,000 135,000 74,726 60,274 14%
29,000,000 Administrative Fees 2,698,278 674,569 502,645 171,924 19%
Benefits Administration 332,038 83,010 51,863 31,147 16%
28,500,000
Total Administrative Expenses 10,839,812 2,709,953 2,538,003 171,950 23%
28,000,000
27,500,000
MEDICAL AND Rx EXP ANN. BUDGET YTD BUDGET YTD ACTUAL DIFFERENCE % OF BUDGET
27,000,000
Medical Claims 60,080,290 15,020,072 13,874,302 1,145,770 23%
26,500,000 Stop Loss Reimbursement 0 0 0 0 0%
Medicare Advantage Plan 5,566,103 1,391,526 1,287,906 103,620 23%
26,000,000
Prescription Claims 34,412,794 8,603,199 12,606,395 (4,003,197) 37%
25,500,000 Prescription Claim Rebates (CY) 0 0 0 0 0%
Premiums Claims and Administration Total Medical and Rx Exp 100,059,187 25,014,797 27,768,604 (2,753,807) 28%
YTD BUDGET YTD ACTUAL
Summary: The Fiscal Year 2026 Comparison of Paid Claims to Budget, reflects when the claims and expenses were incurred and not
paid. This format also shows all contributions and expenses (excluding investments) that are attributable to the health fund, monthly.
Budget to Actual for Premiums (Income) and Claims & Administration (Expenses) are UNFAVORABLE at $2,996,713 for year-to-date through
December 2025.
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[PAGE 17]
5 Page 17 of 33

[PAGE 18]
Travis County
Health Plan Overview December 2025
Month 3 of 12 or 25%
FY 2025 EMPLOYEE AND COBRA MEDICAL PLAN COVERAGE FY 2025 RETIREE MEDICAL PLAN COVERAGE
0 3 882 152 7 RCChoice<65
Plan Count RHDHP<65 Plan Count
CChoice 882 RCChoice<65 152
CChoice RPPO<65
HDHP 281 RHDHP<65 7
281 HDHP PPO 3,944 435 REPO<65 RPPO<65 435
PPO EPO 86 897 RCChoice>65 REPO<65 24
EPO COBCChoice 3 RHDHP>65 RCChoice>65 55
COBHDHP 0 RHDHP>65 0
COBCChoice RPPO>65
COBPPO 4 RPPO>65 244
COBHDHP 24 REPO>65
COBEPO 0 55 REPO>65 23
3,944 Total 5,200 0 Rx Only Rx Only 4
244 MAPD MAPD 897
42 3
Total 1,841
FY 2026 EMPLOYEE AND COBRA MEDICAL PLAN COVERAGE FY 2026 RETIREE MEDICAL PLAN COVERAGE
0 102 3 901 155 7 RCChoice<65
Plan Count Plan Count
CChoice RHDHP<65
CChoice 901 RCChoice<65 155
HDHP RPPO<65
HDHP 305 RHDHP<65 7
305 PPO PPO 4,111 421 REPO<65 RPPO<65 421
EPO EPO 78 914 RCChoice>65 REPO<65 24
COBCChoice COBCChoice 3 RHDHP>65 RCChoice>65 58
COBHDHP COBHDHP 0 RPPO>65 RHDHP>65 0
COBPPO 12 24 RPPO>65 272
COBPPO REPO>65
COBEPO 0 58 REPO>65 23
COBEPO 0 Rx Only
Total 5,410 Rx Only 4
4,111
4 272 MAPD MAPD 914
23
Total 1,878
SUMMARY:
• Employee and COBRA Medical Plan Coverage INCREASED by 210 members or 4.04% since the end of FY2025.
• Retiree Medical Plan Coverage INCREASED by 37 members or 2.01% since the end of FY2025.
• Retirees are allowed to opt-out of the MAPD plan and stay on one of the three other plans. The census counts show that 72% of Medicare
eligible retirees are enrolled in the MAPD.
6 Page 18 of 33

[PAGE 19]
Fiscal Year 2026 Comparison of Premiums and Expenses to Budget
Travis County
Premium vs. Expense - when incurred 3 of 12 Mos
(unaudited) 25%
Premiums and Expenses Oct-25 Nov-25 Dec-25 Jan-26 Feb-26 Mar-26 Apr-26 May-26 Jun-26 Jul-26 Aug-26 Sep-26 Totals Budgeted % of budget
Premiums
County Contributions $ 6 ,472,823 $ 7 ,842,396 $ 8,025,351 $ - $ - $ - $ - $ - $ - $ - $ - $ - $ 22,340,570 $ 89,673,721
County Contributions-MAPD 4 27,972 4 29,274 430,660 1 ,287,906 5 ,566,103
Employee Contributions 1,162,600 1,145,015 1,182,514 3 ,490,129 13,655,844
Prescription Rebates, Retiree Drug Subsidy - 76,037 115,252 191,289 550,000
Total Premiums $ 8 ,063,395 $ 9 ,492,722 $ 9,753,777 $ - $ - $ - $ - $ - $ - $ - $ - $ - $ 27,309,894 $ 1 09,445,668 25%
Medical and Prescription Expenses
Medical Claims $ 3 ,378,369 $ 6 ,412,133 $ 5,750,824 $ - $ - $ - $ - $ - $ - $ - $ - $ - 15,541,326 $ 60,080,290
Medical Admin Fee 3 13,295 3 15,367 316,945 945,607 3 ,086,032
Prescription Claims 3,924,185 3,152,054 3,863,133 - - - - - - - 10,939,371 34,412,794
Prescription Claims Rebate - - - - - - - - - -
Prescription Admin Fee 25,569 23,778 25,379 7 4,726 540,000
Benefits Administration ( 3,187) 29,270 25,780 5 1,863 332,038
Total Medical and Prescription Expenses $ 7 ,638,231 $ 9 ,932,601 $ 9,982,061 $ - $ - $ - $ - $ - $ - $ - $ - $ - $ 27,552,893 $ 98,451,154 28%
Subtotal (Expenses Over Premiums) $ 425,164 $ ( 439,879) $ (228,284) $ - $ - $ - $ - $ - $ - $ - $ - $ - $ (242,999) $ 10,994,514
Administrative Expenses
Stop Loss Admin Fee 3 19,318 3 21,178 322,666 $ 963,163 4 ,183,464
Stop Loss Reimbursement - - - - - - - - -
Medicare Advantage Plan 4 27,972 4 29,274 430,660 - - - - - - - - - 1 ,287,906 5 ,566,103
Administrative Expenses 1 07,022 1 86,708 208,915 502,645 2 ,698,278
Total Administrative Expenses $ 854,313 $ 937,160 $ 9 62,241 $ - $ - $ - $ - $ - $ - $ - $ - $ - $ 2,753,714 $ 12,447,845 22%
Total Premiums less Expenses $ ( 429,149) $ (1,377,039) $ (1,190,525) $ - $ - $ - $ - $ - $ - $ - $ - $ - $ ( 2,996,713) $ ( 1,453,331)
Note: Amounts above are contributions and expenses for the month billed, not for when they were paid or recorded in general ledger.
7
Page 19 of 33

[PAGE 20]
Weekly Reimbursements Compared to Budget
Average
Voting Amount of Large Medical Average Prescription # of Stop % of
Weekly Medical Paid Per Prescription Rx Claim Stop Loss Total Paid Budgeted
Wk Session Claims Claim Per Rx (Rx) Quarterly Loss Total
Period End Claims Medical (Rx) Paid Claims Count Reimbursement Claims Weekly
Date (>$100,000) Count Claim Rebates Claims Budget
Claim
1 10/7/2025 10/14/2025 - 1,286,493.03 4340 296.43 - - - 0 1,286,493.03 1,817,174.69 1.36%
2 10/14/2025 10/21/2025 - 1,185,407.60 3978 297.99 1,786,886.47 5617 318.12 - - 0 2,972,294.07 1,817,174.69 4.51%
3 10/21/2025 10/28/2025 - 1,402,239.33 4287 327.09 - - 0 1,402,239.33 1,817,174.69 5.99%
4 10/28/2025 11/4/2025 - 1,243,920.01 5273 235.90 2,137,298.57 5970 358.01 - - 0 3,381,218.58 1,817,174.69 9.57%
5 11/4/2025 11/18/2025 238,411.93 1,313,943.85 3803 408.19 0 1,552,355.78 1,817,174.69 11.21%
6 11/11/2025 11/18/2025 379,138.79 1,035,039.35 3314 426.73 1,583,658.44 5197 304.73 0 2,997,836.58 1,817,174.69 14.38%
7 11/18/2025 12/2/2025 - 1,697,798.38 6176 274.90 0 1,697,798.38 1,817,174.69 16.18%
8 11/25/2025 12/2/2025 - 1,479,800.38 5719 258.75 1,568,395.09 4809 326.14 0 3,048,195.47 1,817,174.69 19.41%
9 12/2/2025 12/9/2025 - 1,161,693.33 3701 313.89 0 1,161,693.33 1,817,174.69 20.64%
10 12/9/2025 12/16/2025 - 1,098,852.80 3851 285.34 0 1,098,852.80 1,817,174.69 21.80%
11 12/16/2025 12/19/2025 - 1,212,543.90 4728 256.46 2,020,723.03 5709 353.95 0 3,233,266.93 1,817,174.69 25.22%
12 12/23/2025 1/6/2026 - 1,139,699.28 4260 267.54 0 1,139,699.28 1,817,174.69 26.43%
13 12/30/2025 1/6/2026 237,034.36 1,191,235.92 4728 302.09 0 1,428,270.28 1,817,174.69 27.94%
14 1/6/2026 1/13/2026 176,722.73 1,010,854.91 2906 408.66 1,842,409.71 5627 327.42 0 3,029,987.35 1,817,174.69 31.15%
15 1/13/2026 1/20/2026 381,897.67 1,187,553.55 3892 403.25 0 1,569,451.22 1,817,174.69 32.81%
16 1/20/2026 1/27/2026 102,600.00 1,208,343.11 3911 335.19 1,667,023.86 5486 303.87 0 2,977,966.97 1,817,174.69 35.96%
17 1/27/2026 2/3/2026 399,757.98 3911 102.21 0 399,757.98 1,817,174.69 36.38%
18 2/3/2026 2/10/2026 0 - 1,817,174.69 36.38%
19 2/10/2026 2/17/2026 0 - 1,817,174.69 36.38%
20 2/17/2026 2/24/2026 0 - 1,817,174.69 36.38%
21 2/24/2026 3/3/2026 0 - 1,817,174.69 36.38%
22 3/3/2026 3/10/2026 0 - 1,817,174.69 36.38%
23 3/10/2026 3/17/2026 0 - 1,817,174.69 36.38%
24 3/17/2026 3/24/2026 0 - 1,817,174.69 36.38%
25 3/24/2026 3/31/2026 0 - 1,817,174.69 36.38%
26 3/31/2026 4/7/2026 0 - 1,817,174.69 36.38%
27 4/7/2026 4/14/2026 0 - 1,817,174.69 36.38%
28 4/14/2026 4/21/2026 0 - 1,817,174.69 36.38%
29 4/21/2026 4/28/2026 0 - 1,817,174.69 36.38%
30 4/28/2026 5/5/2026 0 - 1,817,174.69 36.38%
8
Page 20 of 33

[PAGE 21]
Weekly Reimbursements Compared to Budget (cont.)
31 5/5/2026 5/12/2026 0 - 1,817,174.69
32 5/12/2026 5/19/2026 0 - 1,817,174.69
33 5/19/2026 5/26/2026 0 - 1,817,174.69
34 5/26/2026 6/2/2026 0 - 1,817,174.69
35 6/2/2026 6/9/2026 0 - 1,817,174.69
36 6/9/2026 6/16/2026 0 - 1,817,174.69
37 6/16/2026 6/23/2026 0 - 1,817,174.69
38 6/23/2026 6/30/2026 0 - 1,817,174.69
39 6/30/2026 7/7/2026 0 - 1,817,174.69
40 7/7/2026 7/14/2026 0 - 1,817,174.69
41 7/14/2026 7/21/2026 0 - 1,817,174.69
42 7/21/2026 7/28/2026 0 - 1,817,174.69
43 7/28/2026 8/4/2026 0 - 1,817,174.69
44 8/4/2026 8/11/2026 0 - 1,817,174.69
45 8/11/2026 8/18/2026 0 - 1,817,174.69
46 8/18/2026 8/25/2026 0 - 1,817,174.69
47 8/25/2026 9/1/2026 0 - 1,817,174.69
48 9/1/2026 9/8/2026 0 - 1,817,174.69
49 9/8/2026 9/15/2026 0 - 1,817,174.69
50 9/15/2026 9/22/2026 0 - 1,817,174.69
51 9/22/2026 9/29/2026 0 - 1,817,174.69
52 9/29/2026 10/6/2026 0 - 1,817,174.69
$ 1,515,805.48 $ 20,255,176.71 4281 $ 305.92 $ 12,606,395.17 5488 $ 327.46 $ - $ - $ 34,377,377.36 $ 94,493,083.98
Total Budget $ 94,493,083.98
Claims (net) $ 34,377,377.36
Budget to Date $ 94,493,083.98
Paid Claims over (under) Weekly Budget $(60,115,706.62)
note: Not predictive of impact on reserve, intended to show relationship of weekly claims cost to weekly budget.
9
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[PAGE 22]
NOTE: At end of Q1, the combined Medical and Prescription claims are currently over budget by $2.7M. There are expected revenues in Q2 that will be received that will offset the
claim costs.
10
Page 22 of 33

[PAGE 23]
NOVEMBER 2025
CARE PROGRAM
ENGAGEMENT
SUMMARY
FY25 Participation Review
Employee Participation, Key Activities, and
Overall Wellbeing Reach
Prepared by : Monique Budd
Page 23 of 33

[PAGE 24]
1
FY25 At-a-Glance
2
Conditions Driving Spend
3
Table of Content Programming Structure
4 Engagement Distribution
5 Renew Wellbeing Fair Review
6 Newsletter Engagement
7 FY25 Highlights
8 FY 26 Look Ahead
Page 24 of 33

[PAGE 25]
FY25 AT A GLANCE METRICS
1,366
43
TOTAL PARTICIPANTS
57%
(ATTENDANCE)
Total
Average
Engagement
Attendance
Activities
240
147
Average
Total Preventative
unique visits
Screenings completed
9 Newsletters
29 Injury assessments
101 Biometric screenings
17 Mammograms
Page 25 of 33

[PAGE 26]
vvss
CONDITIONS DRIVING SPEND WHAT WE CAN INFLUENCE
Preventive screenings & early
1. Neoplasms: Cancers
detection
Lifestyle behaviors
2. Musculoskeletal
(nutrition, movement, weight)
3. Other Conditions:
MSK health and ergonomic
awareness
Routine medical care
4. Mental Disorders
Mental & emotional wellbeing
Engagement with primary care
5. Circulatory
& screenings
Page 26 of 33

[PAGE 27]
Core Program Groupings
Musculoskeletal Metabolic Mental & Behavioral Health
Promotes daily movement and posture Supports nutrition and cardiometabolic risk Builds resilience through stress management
awareness to address MSK risk. reduction. and recovery strategies.
Preventative Health Overall Wellbeing
Supports earlier identification of cancers and Promotes health literacy and informed
chronic conditions. Drives routine & preventive decision-making through educational sessions,
care as well as health literacy for overall resources, and expert-led learning
wellbeing. opportunities.
Page 27 of 33

[PAGE 28]
RENEW
RENEW
Health Screenings
Wellbeing Fair At-a-glance
Attendance Numbers
Biometric
66
Screenings
300+ Injury
255 113 29
Assessments
112
Screening
Services Mammography
17
Delivered Exams
Peak Time:
Attendees
Pre- Registered
10-11am
Employees & Retirees
Prize Winners Featured Activity
Exhibitors
Net Promoter Score
Participation
9966%%
81 43
60%
Gave it 4/5 stars
“This was a great fair and hope to see, hear and attend another one!
Employee Satisfaction
Promotors: 42
I had a blast and learned so much!”
Detractors: 2
Page 28 of 33

[PAGE 29]
ENGAGEMENT BY PROGRAM CATEGORY
FY25 programming reached employees across condition areas aligned with
modifiable risk factors and preventive health opportunities.
Number of Activities Percentage of Participation by Program Category
11 8%
Mental & Behavioral
Health
7 3%
Metabolic
4
Musculoskeletall 7%
12 49%
Overall Wellbeing
9
33%
Preventative
Page 29 of 33

[PAGE 30]
NEWSLETTER
Unique Views Totals
ENGAGEMENT 600
500
400
240
300
avg unique views
200
100
300+
avg total views
0
r y r y c h r i l a y n e l y s t e r
a a r p M u u u b
u u a A J J g m
n r M u
a b A e
J F e p t
e
S
Page 30 of 33

[PAGE 31]
PROGRAM HIGHLIGHTS
Successful RENEW Wellbeing Fair
Art of Wellness classes
Wellness Tools mini-series
Flu clinics
Rally Step Challenge
Targeted MSK, metabolic, and mental health
webinars
Cross county collaborations with TCSO, TNR, and HHS
Page 31 of 33

[PAGE 32]
2026
NEXT EXIT
Page 32 of 33

[PAGE 33]
TIMELINE:
CLAIMS DATA VS.
PROGRAMMING CYCLE
MARCH-
OCT 1
OCT-FEB MARCH
SEPT
START OF
FISCAL YEAR
PROGRAMS
Programming PLANNED &
UHC ANNUAL
Begins
LAUNCHED
REVIEW
ADJUSTMENTS &
Before Claims Data
RELEASED
ALIGNMENT
Claims Data Available
Based on claims
insights
Page 33 of 33