Employee benefits business planning l.jpg
1 / 46

Employee Benefits Business Planning.


61 views
Uploaded on:
Category: Animals / Pets
Description
Employee Benefits Business Planning. Businesses don’t plan to fail…they failed to plan…. Controlling costs long-term. What we will cover. Trends Current “general” state of benefit management What is changing and why? How can the employer be a better consumer of health care?
Transcripts
Slide 1

Representative Benefits Business Planning Businesses don't plan to come up short… they neglected to arrange… Controlling costs long haul eflexgroup.com ©

Slide 2

What we will cover Trends Current "general" condition of advantage administration What is changing and why? By what method can the business be a superior shopper of social insurance? Making an advantages strategy for success eflexgroup ©

Slide 3

Trends By a few measures, medicinal services spending keeps on ascending at the quickest rate in our history. In 2004 (the most recent year information are accessible), all out national wellbeing consumptions rose 7.9 percent - more than three times the rate of expansion Total spending was $1.9 TRILLION in 2004 , or $6,280 per individual Total social insurance spending spoke to 16 percent of the (GDP). eflexgroup ©

Slide 4

Trends Premiums for business based medical coverage ascended by 9.2 percent in 2005, the fifth back to back year of increments more than 9 percent. 1994 most minimal premium increment 3% Stock Market was grinding away's most noteworthy this year 2001-2002 was most noteworthy premium increment at 25-60% Stock Market was least eflexgroup ©

Slide 5

Trends The yearly premium that a wellbeing safety net provider charges a business for a wellbeing arrangement covering a group of four arrived at the midpoint of $10,800 in 2005 Workers contributed $2,713, or 10 percent more than they did in 2004 (3). In any case, the assume that provoked Wagoner, CEO of GM to raise his voice is $1,500. That is the measure of cash added to the cost of each and every vehicle to cover human services, a cost that his outside rivals don't bear. Washington Post February 11, 2005 eflexgroup ©

Slide 6

Trends The yearly premiums for family scope obscured the gross income for a full-time, the lowest pay permitted by law specialist ($10,712). Since 2000, job based medical coverage premiums have expanded 73 percent , contrasted with aggregate swelling of 14 percent and total compensation development of 15 percent amid the same time frame (3). eflexgroup ©

Slide 7

Trends According to the Kaiser Family Foundation and the Health Research and Educational Trust, premiums for manager supported medical coverage in the United States have been rising five times speedier by and large than laborers' income since 2000 (3). eflexgroup ©

Slide 8

Trends Health protection costs are the quickest developing cost segment for businesses. Unless something changes significantly, medical coverage expenses will surpass benefits by 2008 (6). Hotspot for Trends; National Coalition on Health Care http://www.nchc.org/certainties/cost.shtml eflexgroup ©

Slide 9

"American makers are losing their capacity to contend in the worldwide commercial center in expansive measure in view of the devastating weight of medicinal services costs", General Motors Corp. administrator and CEO G. Richard Wagoner Jr eflexgroup.com ©

Slide 10

Current State of Benefits 1960s-mid 80s standard repayment arranges/significant medicinal Mid 80s to current: Managed consideration of some variant Very couple of bosses beneath fortune 500 have a far reaching strategy for success for worker benefits Budget and strategy for success are not the same Current conveyance framework for human services is through the business Pre-charge arrangements to help: HSA, HRA, FLEX, MSA Consumerism=buzz word eflexgroup ©

Slide 11

Trends-What are individuals purchasing Individuals to little gatherings—HSAs Expected development to be 6.3 million HSAs in 2010 (hsafinder.com) HSAs have issues not tended to in this discussion Larger gatherings 50 or more are obtaining HRAs for the control variables HRAs surpass HSAs be that as it may, HSAs have all the earmarks of being detonating on the grounds that they are new and HRAs are in business sector longer eflexgroup ©

Slide 12

Current State of Benefits Consumerism for representatives Means "I need to pay more" Cost moving: The financial expert Milton Friedman in the NYTimes (Jan 2006) said that individuals are inclining toward customer arranges in light of the fact that they are less expensive. They are less expensive in light of the fact that the buyer needs to pay more. Be that as it may, businesses are taking care of everything for advantages What about consumerism for bosses? eflexgroup ©

Slide 13

How would you control benefits cost? Responsive methodology? Cite every year approach? DIYer No Agent? Spare commission? Proactive methodology? Notwithstanding, what amount of your time is taken every year to get ready for advantages? Exchanges eflexgroup ©

Slide 14

Many organizations burn through 30-60% extra cash when a worker is enlisted for advantages Recruiting Expenses Basic Salary Employment Taxes Benefits Space Summary Total remuneration Taxes-State Federal Local Benefits Bonuses Land (a monetary term for work area, gear and random) Why is an advantages arrangement critical Source: Joe Hadzima, MIT School of Management eflexgroup ©

Slide 15

Thanks however you didn't let us know anything new! Be that as it may, do you have a formal marketable strategy for advantages? Talk about Yes or No Criteria: Yes= must be composed as a marketable strategy or notwithstanding a strategy for success No= it can't be in your mind and no a financial plan doesn't tally It must be a dynamic procedure eflexgroup ©

Slide 16

Refresher=Overview of Business Plan Banks/Investors require a point by point strategy for success Purpose is to thoroughly consider your business Research on business sectors Research on contenders Infrastructure Research on staffing needs Research on deals expected and by when Research on ROI Sub arrangement advertising arrangement for the development and wage era Becomes the yearly key arrangement, therefore dynamic eflexgroup ©

Slide 17

Concept Employee Benefits Contain and Control Costs Marketing/Sales-Growth/wage Business Plan Investors/Strategic Planning eflexgroup ©

Slide 18

Why an advantages marketable strategy? Most managers have a financial plan however no arrangement Reactive verses master dynamic Most bosses/HR invest 35% of their energy citing, keeping up and imparting benefits Have you computed the extent of that expense in staff exertion? In the event that you cite every year with another operator or are a DIYer why are you doing the protection specialist's occupation? In any case, no formal arrangement to control costs= a receptive not proactive methodology eflexgroup ©

Slide 19

But rather where do we begin? Enormous picture of true objective Aggregate Subsidy: Target all out dollar or rate bolster Consumer Decision Support: Tools and substance identified with valuing and outline changes Funding: Insured/Self-guaranteed choices Core Health Care Strategy Design: Specific choices offered Disease Management/wellbeing Pricing: Subsidy portion approach Employee Communications: Specific data and messages to portray short and long haul system changes eflexgroup © Source: Hewitt Associates, 2002

Slide 20

Wait aren't we helpless before the protection bearer? Yes and no Yes for premium increments But you are at not at the benevolence for long haul arranging There are procedures that you can utilize eflexgroup ©

Slide 21

What causes increments? Low deductibles increment usage High claims Family scope Older workers Insurance organization hazard pools Technology Stock Market eflexgroup ©

Slide 22

What… the Stock Market has an effect on premiums!!! Yes. Much the same as property and setback Let's take a gander at history eflexgroup ©

Slide 23

Stock Market 94-2006 eflexgroup © Source: MSN Money

Slide 24

eflexgroup © Source: Kaiser Foundation

Slide 25

Ok how about we do arranging First get a model strategy for success Change to oblige benefits Start composing Start watching patterns in the share trading system Examples Get a specialist that knows this stuff Don't concentrate on capacity to quote Focus on consistence Leverage with bearers Quality status with transporters Involve representatives eflexgroup ©

Slide 26

Model Business Plan UW has model strategies for success Internet eflex marketable strategy We have a mission and rationality Create a few objectives Create ROIs of all Created trigger focuses. On the off chance that xx% expansion happens we will consider HSAs or HRAs Project administration eflexgroup ©

Slide 27

Any business sector market analyst would let you know that things that are "free" are overconsumed," says Greg Taxin, CEO of Glass, Lewis & Co. eflexgroup.com ©

Slide 28

Planning-Timelines? What arrangement year would you say you are on? Are advantages cycled together? Segment 125/Cafeteria arrangement Health (spare cash on non 1-1) Voluntary Retirement Type of advantages would we like to buy eflexgroup ©

Slide 29

Contents of Plan Outline Determine mission Benefits reasoning Goal of arrangement Should tie intimately with organization vision and mission With your specialist and strong exact information where are you in connection to other rivalry What is the motivation behind your advantages? Any prompt objectives? Survey recorded point of view of past advantage center Is there a Union set up? Representatives in various topographies? Issues with bearers in your area? 3-5 year arrangement eflexgroup ©

Slide 30

Overview Does it correspond with your central goal? What changes should be made? At the point when will you execute? In what manner will you execute? Incremental or intense change? Where does willful advantages fit? eflexgroup ©

Slide 31

Benefits Type of wellbeing? Completely safeguarded HMO PPO Combo: High deductible small self supported and completely protected (HRA, HSA, FSA) Self-financed eflexgroup ©

Slide 32

Triggers Set a progression of triggers and timetables for occasions If XYZ occasion or percent of increment happens we will look/move/change Triggers can be put more than 3-5 years Discussion on other trigger occasions eflexgroup ©

Slide 33

Focus on triggers focuses Benefit arranging ought to concentrate on courses of events and triggers Example: Assume money markets drops once more. Discover the definite rate of drop. 01-02 more than half. That will be the marker Example, eflexgroup 04-05 Triggers are % of increment or abatement eflexgroup ©

Slide 34

Next- - Hire Agency Stop doing their occupation Agents have entry to all items and the dominant part of their occupation is item data and arrangement Employee correspondence Field endorsing Insurance organization transactions Renewal customer eflexgroup ©

Slide 35

Agency Compliance Education and experience Show strategies for success and references Don't ex