Oil Gas Production Mining Vision Benefits Benchmarks
Real vision plan data from verified employers in your industry
Oil Gas Production Mining Employee Benefits Overview
Vision plan benchmarks from verified employer data
Vision benefits are often offered as a low-cost voluntary benefit or bundled with dental coverage.
Our database includes 140 oil gas production mining employers offering 85 verified benefit plans. Fully-Insured funding is the predominant model, used by 87% of industry employers. Most employers offer one plan to employees (88%).
Vision benchmarks include exam copays, materials allowances, and frequency limitations.
Plan Funding
% of employers by funding
Plans Offered
% of employers by plan count
Oil Gas Production Mining plan design & cost benchmarks
| In-Network Benefits | LimitedBalancedRobust | Your Plan |
|---|---|---|
| Exam Copay | $12 $19 $23 | $1952Bal |
| Lenses Copay | $16 $22 $33 | $2252Bal |
| Frames Allowance | $135 $166 $197 | $16652Bal |
| Contacts Allowance | $132 $160 $197 | $16052Bal |
| Exam Frequency | 12 mo 12 mo 12 mo | 12 mo52Bal |
| Lenses Frequency | 12 mo 12 mo 12 mo | 12 mo52Bal |
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Real plan-design and cost benchmarks for oil gas production mining, with percentile rankings and exportable data.
Deductibles, copays, coinsurance & out-of-pocket maximums
Monthly employee premium contributions by tier
Total monthly premium costs by coverage tier
See What You'll Discover
Our reports reveal exactly where your plan stands, and why. Preview using sample oil gas production mining data.
This plan aligns well with common market practices. Benefits and costs are competitive, providing reliable value that meets typical employer offerings in your segment.
Deductibles and copays rank above market median, offering strong value to employees.
Contribution levels are competitive with peer employers in your industry.
Gross premiums align with market expectations for comparable coverage.
% of employers
% of employers
Features in top 25% of peers
Features in bottom 25% of peers
Family Premium ranks in the 18th percentile. Adjusting employer contribution strategy could improve retention without significant cost increases.
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