Explaining City vs PEBA Benefit Options

Explaining City vs PEBA Benefit Options 

Note: This information is based on the 2026 version of these plans. These differences might be subject to change. 

The City and SDPEBA offer overlapping plans that might make enrolling in your benefits slightly confusing. The difference between these plans often comes down to the provider, the amount of coverage it offers, and which bargaining unit you’re a part of  

All of the plans offered by the City and SDPEBA are great, but there are differences that might make one plan better for you specifically.  

Health Plans: Alads, Cigna, Kaiser, and Sharp 

Note for Fire: You are not eligible for Sharp plans.   

Note for Local 145: you have access to a separate Cigna HMO plan. 

Health plans are hard to compare because you have 8 different options, and each plan offers significantly different levels of coverage, network, and deductibles.  

When it comes to out-of-pocket maximums, copays, and monthly premiums, each plan is fairly similar. It really comes down to the network (the places you can use your plan) and whether or not you want Platinum, Gold, or Silver levels of coverage.  

Dental: Delta and MetLife 

Note for Local 127: You are only eligible for MetLife Dental through Local 127, not SDPEBA.  

Note for MEA: You are only eligible for SDPEBA’s MetLife Dental plan.  

Delta Dental is more affordable than MetLife’s plans and is available through FLEX credits for DCAA, Unclassified/Unrepresented, and safety groups. MetLife offers more coverage, and costs ~$4-$14 more per month. These plans have similar networks, and you will not struggle to find coverage in the city.  

Both plans have an “annual maximum,” which is the total amount the provider will cover before your insurance no longer pays for your dental visits. Delta’s annual maximum is $1,500 per person, whereas SDPEBA’s version of MetLife’s is $2,500 per person (Local 127 is $2,000). 

Each plan offers an HMO and a PPO version of their plans. The PPO plan offers greater flexibility and more coverage, but costs much more.   

Vision: EyeMed and VSP 

Note for MEA: You are only eligible for SDPEBA’s VSP plan. 

Each plan functions similarly by providing an allowance to put toward frames and full coverage on eye exams. EyeMed offers a Silver and a Gold plan, whereas VSP only offers the one plan. 

EyeMed Silver provides you with a $150-$200 allowance to put toward frames at an in-network location every other year. You can waive that allowance for a $130 allowance to be put towards contacts every other year. 

EyeMed Gold provides you with a $200 allowance to put toward frames at an in-network location every year. You can waive that allowance for a $200 allowance to be put towards contacts every year. 

VSP provides you with two separate allowances ($200 & $170) to put toward frames or contacts at an in-network location every plan year.  

VSP also allows you to put your frames allowance toward sunglasses (non-prescription) and offers greater coverage when it comes to “lens enhancements” (e.g., non-scratch coating, blue light filtering, etc.).  

MEA employees are able to use FLEX for VSP, all other bargaining units may use payroll deductions instead.