Your Annual Open Enrollment Hub

• Increased FSA limits (Healthcare $3,400, Dependent Care $7,500)
• Preventative Care still covered at no cost
• Continue waive copay (or covered after deductible under HD plans) for mental health (counseling/therapy) visits and services
• Opportunity to Enroll in Buy-Up Long Term Disability insurance coverage with no medical questions. (pre-existing conditions may apply)
• Opportunity to Increase supplemental life insurance by $50,000, up to a $300,000 max. New enrollees can elect up to $50,000 with no medical questions (unless previously declined).
• Continue employer paid $50,000 Basic Life Insurance
• Continue free 24/7 confidential work, life and wellness support for all employees and their household through CityStrong EAP program
• 10 free confidential counseling sessions per year (13 for PFFA and PPCOA)
• Continue Gender-Affirming Care, Hormonal Health Resources and Family-Building Support through Carrot
• Continue Dental Insurance, with Buy-Up option and Vision Care, with Buy-Up option
• Continue Travel Assistance and Home Buying Assistance programs

Below are updates to the CityCore and CityHD Plans (LMBC) - for CPPW, PROTEC17, DCTU, PFFA, PPCOA, PPA-BOEC, AFSCME, PCL, LiUNA and Non-Represented Employees

• $0 for first 3 visits through CirrusMD (24/7 telehealth)
• Cone beam x-rays now covered to help your dentist determine required treatment 
• Introducing Virta - weightloss management and diabetes reversal program for eligible members

Continuing programs:

• Up to $1,000 individual / $2,000 family Health Reimbursement incentive when you visit high quality doctors approved through Garner
• Virtual physical and exercise therapy through Hinge Health

Below are the new IRS Minimum Deductibles for CityHD:

• 2026-2027 Deductible: $1,700 Individual / $3,400 Family

New Kaiser Alternative Care: Self-referred chiropractic & acupuncture care now under Kaiser medical plan, subject to $25 copay and visit limitations

The City of Portland contributes 95% towards your CityCore and Kaiser medical/vision and dental premium costs if you are a full-time employee. Your share of the cost is 5%. This 5% "premium share" will apply to all medical, dental and vision coverage, unless you opt out. The City will cover 100% of the premium share for the CityHD/vision plan. 

Below are the premium rates for Full-Time Employees for the 2026-2027 benefits year:

Remember - Customized and interactive plan comparisons can be obtained within your benefits portal. Simply select the plans you wish to compare during your plan election phase and hit compare.

Log into your Benefits Portal for customized Plan Comparisons

• Increased FSA limits (Healthcare $3,400, Dependent Care $7,500)
• Preventative Care still covered at no cost
• $0 copay (or covered after deductible under HD plans) for mental health (therapy/counseling) visits
• Opportunity to Increase supplemental life insurance by $50,000, up to a $300,000 max. New enrollees can elect up to $50,000 with no medical questions (unless previously declined).
• Continue free 24/7 confidential work, life and wellness support for all employees and their dependents through CityStrong EAP program
• 13 free confidential counseling sessions per year
• 1:1 or Group wellness coaching through Moda or Kaiser plans
• Continue Gender-Affirming Care, Hormonal Health Resources and Family-Building Support through Carrot
• Continue Dental Insurance, with Buy-Up option and Vision Care, with Buy-Up option
• Continue Travel Assistance and Home Buying Assistance programs

New! Cone beam x-rays now covered to help your dentist determine required treatment for Moda/Delta Dental members

Continuing CityNet and CityHDP Programs:

• 24/7 telehealth virtual visits with CirrusMD
• Up to $1,000 individual / $2,000 family Health Reimbursement incentive when you visit high quality doctors approved through Garner
• Virtual physical and exercise therapy through Hinge Health
• Continue weight loss support and reversal of diabetes through Virta

Below are the new IRS Minimum Deductibles for CityHDP:

• 2026/2027 Deductible: $1,700 Individual / $3,400 Family

New Kaiser Alternative Care: Self-referred chiropractic & acupuncture care now under Kaiser medical plan, subject to $25 copay and visit limitations

The City of Portland contributes 95% towards your CityNet medical/vision and dental premium costs if you are a full-time employee. Your share of the cost is 5%. This 5% "premium share" will apply to all medical, dental and vision coverage, unless you opt out. The City will cover 100% of the premium share for the CityHD/vision plan and Kaiser plan. 

Below are the premium rates for Full-Time Employees for the 2026-2027 benefits year:

Remember - Customized and interactive plan comparisons can be obtained within your benefits portal. Simply select the plans you wish to compare during your plan election phase and hit compare.

Open Enrollment is the time of year City employees can make changes to your benefit plans without needing a Qualifying Event. 

You can change your medical plan enrollment, enroll or re-enroll in Health or Dependent Flexible Spending Account, take advantage in special opportunity offers like special Guarantee Issue enrollments, and more. 

This is your chance to confirm your benefits still work for you and your family. Even if you’re happy with your current coverage, it’s a good idea to double-check that everything still fits your needs.  

This year, Open Enrollment begins Friday, May 8th and ends 9:00pm on Tuesday May 26th. 

All plan changes take effect on July 1, 2026.  

Two committees – the Labor Management Benefits Committee (LMBC) and the Portland Police Association – Portland Police Bureau (PPA-PPB), - meet year-round to recommend employee healthcare plan designs to City Council. 

The Labor Management Benefits Committee (LMBC), is a collaborative group of managers and union representatives. Each year, they make plan design recommendations for non-represented employees, and those employees represented by PROTEC17, DCTU, PFFA, PPCOA, PPA-BOEC, AFSCME, PCL, CPPW, and LiUNA.

The Portland Police Association – Portland Police Bureau (PPA-PPB) Board, makes plan design recommendations specifically for employees represented by Portland Police Association. 

City Council has the final authority to approve changes to our medical, dental and vision employee benefit plan design for employees and their dependents each year. The Bureau of Human Resources does not make changes to benefit plan designs unless required for administrative reasons. 

On April 2^nd the City Council voted to approve the 2026-2027 Benefits Plans for both LMBC and PPA-PPB. 

You can always see your current benefit choices through your Benefits Portal. 

Once you're logged in, click on the tile from the home page called "Benefits Summary". This will show your current 2025-2026 benefits. 

You can access your Benefits Portal online. Go to Portland.gov/benefits, and click on the “Access your Benefits Portal” button. 

Access Your Benefit Portal

Employees with a City email click on the “Active Employee” button.

If you don’t have a City email, click the “I’m a Retiree/COBRA Employee” button, and register with the company code, COP. 

Once you’re logged in, review your plans and make your selections directly in your benefits portal.

You will have access to make changes when Annual Open Enrollment is open (May 8th - May 26th).  

Yes. If you want a Flexible Spending Account this year, you must enroll or re-enroll. Your prior FSA elections DO NOT carry over into the new year. 

Learn more about FSAs

Absolutely! You can make changes to your Deferred Compensation (457(b) accounts at any point throughout the year, not just during Open Enrollment. Learn how to contribute online:

 Deferred Compensation

You can enroll eligible dependents on your benefits, including 

• your spouse
• domestic partner
• children under the age of 26
• disabled children over the age of 26
• Grandchildren (child of your dependent child if both child and grandchild are living at your address). 

To enroll dependents, you must submit supporting documentation. 

A few months before your dependent turns 26 our office will notify you that your dependent will be removed from your coverage once they turn 26. 

You need a preventive exam (checkup) once every two calendar years to maintain your 5% premium share as a full-time employee. Make sure to completed a preventive checkup by December 31, 2026, to qualify for the lower health insurance premium. You can check your Preventative Care Initiative status by logging into your online portal at MyModa or Kp.org.

Both Moda and Kaiser would have mailed you[BK8.1] a letter confirming your participation and send a copy to your online portal (MyModa or KP.org). Learn more about how the Preventative Care Initiative (PCI) Works. 

Learn more about how the Preventative Care Initiative (PCI) Works. 

New insurance cards will be mailed the first week of July, 2026 to your address on file. 

You can update your address and contact information through your Employee Self-Service Portal. 

Log in: Employee Self-Service Portal

You will see your new benefit deductions on your first paycheck of the new plan year on July 9, 2026. 

Be sure to double check all the benefits you elected in your Benefits Portal and compare the premium costs to the premium deductions listed on your July 9,  2026 paystub.

Employees should choose benefits during Open Enrollment as if there's no change to their position for the 2026-2027 fiscal year. Employees whose jobs continue or who get bumped will not have an opportunity to change their benefits. 

Healthcare Flexible Spending Account (HFSA) maximum annual contribution is $3,400 with a minimum contribution of $120. 

Dependent Care FSA (DCFSA) the new maximum annual contribution limit is: $7,500 per household for childcare for children under age 13 or disabled dependents. 

All FSA contributions are taken through bi-weekly payroll deductions of the first 2 paychecks each month. 

Do you have questions about your FSA benefits? Accessing the participant portal at www.naviabenefits.com is the easiest way to locate information regarding your benefits.

Only a certain amount of funds in your Healthcare Flexible Spending Account (FSA) are eligible to rollover into the new year.

Healthcare FSAs - $660 Maximum and $50 Minimum will carry over from your 2025-2026 FSA into your new 2026-2027 FSA.

Dependent Care FSA - $0 funds will carry over. All funds leftover are forfeited. 

Learn more about FSAs

Garner Health is a free medical reimbursement program as part of the CityCore, CityNet, City HD and City HDP plans (not available for Kaiser) It's a simple way to connect with top-rated doctors in your area who are delivering exceptional care.

By choosing a Garner Top Provider, you receive the best care and quality for reimbursements towards eligible out of pocket medical expenses.  

CityCore, CityNet, City HD* and City HDP* - up to $1,000 for individuals and $2,000 for families. 

Learn more about Garner

No. Unused Garner funds from 2025-2026 do not roll over into the new plan year. 

Garner's HRA will reset effective July 1, 2026 and enrolled employees in a CityCore, CityNet, CityHD, CityHDP who create a Garner account can receive up to $1000 (individual) or $2000 (family) for eligible medical expenses during the 2026-2027 plan year when they visit a Garner Top Provider. 

Yes, we will! Guarantee Issue means you can elect or increase your or your spouse's Life Insurance up to a certain amount without answering medical questions. 

For Supplemental Life Insurance you may elect or increase coverage without answering medical questions (medical questions required for those previously declined)

• If already enrolled, elect to increase coverage by $50,000, not to exceed $300,000
• New enrollees may elect coverage up to $50,000
• You may increase Spouse Life insurance for your spouse or domestic partner up to $10,000, not to exceed $30,000

For Long Term Disability (LTD) Insurance (non PPA-PPB):

• You may enroll in Buy-Up LTD insurance without answering medical questions. Pre-existing conditions may apply.
• 50% of basic coverage is already provided by the City of Portland. You can buy up an additional 10% for a total of 60% benefit coverage.
• $10,000 monthly maximum for basic and buy-up coverage
• Preexisting condition exclusion applies to an increase in your maximum LTD benefit for amounts in excess of $3,333, or an increase in your maximum LTD benefit in excess of $7,500 if already insured

Calculate how much coverage you need through The Standard's online Decision Support Tool. 

The Standard: Online Decision Support Tool

"Buy Up" options let you pay a little more to receive richer benefits than the standard (core) plan.

Vision (VSP) Buy-Up – CityCore, CityNet & CityHD only

• Higher glasses frame allowance
• More lens options
• New glasses every 12 months instead of 24 months
• Optional upgrades like premium progressive lenses or higher contact lens allowance

Dental Buy-Up (Delta Dental) 

• Higher annual maximum ($2,500 vs. $2,000)
• Preventive cleanings covered 3 times per calendar year
• Lower out-of-pocket costs for major services

Important: Kaiser Dental is a separate plan - not a Buy-Up option.

For Moda Health plans, alternative care is covered when medically necessary and provided in-network:

• Chiropractic: $20 copay (CityCore and CityNet); deductible + coinsurance (CityHD); 28-visit annual limit 
• Acupuncture: $20 copay (CityCore and CityNet); deductible + coinsurance (CityHD) 
• Naturopathic: $20 copay (CityCore and CityNet); deductible + coinsurance (CityHD) 
• Massage therapy: Only covered when medically necessary and provided with other treatments like PT or chiropractic (not for relaxation) 

For Kaiser plans for the 2026-2027 plan year, Kaiser members have access to the following alternative care options:

• Naturopathic care: Covered (first 3 visits $5, then $15) 
• (New!) Chiropractic & Acupuncture:Self-referred chiropractic and acupuncture alternative care under the Kaiser medical plan, subject to a $25 copay and visit limitations. Find a provider through Herayahealth.
  • Acupuncture:  $25 copay, 12 visits per year
  • Chiropractic:  $25 copay, 30 visits per year
• Massage therapy: Not covered under Kaiser, except for FSA reimbursement with medical documentation

If you don’t make any changes during Open Enrollment, your current health, dental, vision, life and disability insurance choices will roll over into the new plan year.

However, plan details like coverage, costs, or services may change, so it’s a good idea to review what’s new before deciding to stick with your current elections.

Remember - FSA elections do not carry over into the new year. If you do not make an FSA changes you will not be enrolled in an FSA for the 2026-2027 year.