Developing the Right Strategy
We help employers design, implement, communicate, budget, measure, and manage:
- benefit strategies in the context of broader total rewards initiatives,Benefit Strategies in the Context of Broader Total Rewards Initiatives
Benefits are likely the most rapidly increasing component of your business cost. To get the most from your investment, your benefits strategy must be directly linked to your rewards strategy, which in turn should be directly linked to the business strategy. If things are out of alignment, we'll help you get them on track. - wellness, consumerism and consumer-directed health care strategies,
Wellness, Consumerism and Consumer-directed Health Care Strategies
• Health improvement, disease management, and care management programs
• High-deductible health plans
• Value-based health insurance
• Health Savings Accounts (HSAs)
• Health Reimbursement Arrangements/Accounts (HRAs)
• Retiree Reimbursement Arrangements/Accounts (RRAs)
• Dental Savings Accounts (DSAs) - absence management and productivity improvement metrics and programs,
Absence Management and Productivity Improvement Metrics and Programs
• Health improvement and management programs
• Integration of Family Medical and Leave Act (FMLA), military leave, state-mandated leave, sick leave, and vacation policies
• Non-occupational disability programs
• Short-term disability
• Long-term disability
• Sick leave
• Integrated Paid Time Off (PTO)
• Organizational engagement in time-away-from-work programs - benefits financing and risk strategy, andBenefits Financing and Risk Strategy
Your costs are influenced by the benefits you provide, the degree to which employees contribute to the cost, and how you finance your programs. Insuring vs. self-insuring, purchasing stop-loss protection, and whether you fund benefits through a VEBA trust or captive insurance arrangement are matters that should be routinely reviewed and analyzed - especially when your business undergoes significant change. - alignment of benefits to unique population segments.Alignment of Benefits to Unique Population Segments
Your employees aren't all the same. Their benefits likely are. But baby-boomer benefits simply don't resonate with much of today's workforce. We'll help you figure out the benefits that appeal to unique segments of your population, and develop a benefits program that's relevant to each. Approaches may include:
• Account-based health insurance programs
• Part-time medical, dental, disability, and life insurance
• Waiting period benefits - limited, employee-pay-all benefits for new employees in the "waiting period" for traditional employer coverage
• Limited medical, dental, disability, and life insurance programs
Making it Happen:
Vendor Procurement, Implementation, Communication
and Ongoing Project and Plan Management
A great benefits strategy is one thing. Executing the strategy is quite another. We apply experience, skill, and disciplined effort to ensure that our clients' strategies are realized. Services include:
- request-for-proposal development and evaluation,Request-for-Proposal Development and Evaluation
• Medical (insured or self-insured w/stop loss)
• Consumer-Directed Health Plans (CDHP)
• Health Maintenance Organization (HMO)
• Preferred Provider Organization (PPO)
• Point-of-Service (POS)
• Indemnity
• Limited/low-cost medical
• Dental (insured or self-Insured)
• Consumer-directed dental care (CDDC)
• Indemnity
• Dental Preferred Provider Organization (DPPO)
• Dental HMO (DHMO)
• Blended DHMO/DPPO
• Traveler/expatriate/"inpatriate"
• Business travel accident
• Global medical
• Expatriate/"inpatriate" medical
• Behavioral health (insured or self-insured)
• Employee Assistance Programs (EAP)
• Carve-out behavioral health
• Retiree health care (insured or self-insured)
• Post-65 medical/dental health care
• Pre-65 medical/dental health care
• Pharmacy
• Carve-out pharmacy (indemnity and copay)
• Integrated medical/Rx
• Consumer-directed pharmacy programs (CDPP)
• Vision
• Stand-alone/voluntary vision
• Integrated medical/vision
• Supplemental voluntary benefits
• Life
• Disability
• Critical Illness
• Legal
• Homeowners
• Auto
• Group life, universal life, and long-term care insurance
• Employee basic life insurance
• Employee/dependent supplemental life insurance
• Long-term care (stand-alone or integrated) - vendor implementation and ongoing relationship management,Vendor Implementation and Ongoing Relationship Management
• Development of performance metrics, performance improvement plans, performance guarantees
• Financial monitoring
• New vendor implementation
• Project management - financial management,Financial Management
• Renewal analysis and negotiation
• Fee analysis
• Provider discounts analysis
• Claims tracking and analysis
• Budget forecasting
• Funding assessment (including insuring vs. self-insuring with stop-loss)
• Employee contribution analysis, strategy, and design - population health management, andPopulation Health Management
• Data integration, analysis, and management
• Population health assessment
• Identification of "at-risk" and "high-risk" participants for targeted medical intervention
• Disease and care management program analysis, design, implementation, communication, and management - multinational, expatriate, "inpatriate" and international traveler benefits.Multinational, Expatriate, "Inpatriate," and International Traveler Benefits
Today's global economy demands that employers think and act globally. This includes providing benefits that vary country by country for in-country residents, travelers to those countries, expatriates and "inpatriates." We offer guidance and support with:
• global traveler plans,
• expatriate plans (for U.S. workers residing in another country),
• third-country nationals plans (for workers employed outside their home country by an employer located in a third country), and
• multinational pooling (combining of benefits programs offered in multiple countries).