Page 18 - Calvetti Ferguson
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Strategic processes and tools
02 — IDEAL Proile is a series of questions posed to your leadership that 04 — Industry benchmarking includes both internal and external data
identiies your collective belief system around how beneits should be sources speciic to your industry.
offered to employees. The results drive what beneits you offer, and the
overall strategy.
Medical Plan Accounting and Financial Services
Determining sample company’s IDEAL Profile Book of Business Details:
Industry: Accounting, Financial Services (Other)
Plan(s): PPO, HDHP
$1,000 Enrollment Size: All Bubble size denotes enrollment volume
What is your view What is your Is controlling What is the Are your benefit
on promoting a philosophy costs the most employer’s role in offerings a $900
healthy employee toward important your employee’s differentiator or
population? financial security? not a differentiator $800
In addition to “benefits factor in What is your opinion from competitors?
traditional benefit equity” across delivering your on an employee’s Regarding the
packages, could employees? benefits choice of benefits? diverse needs of $700
employees benefit When strategy? your workforce,
from What is the Should an employer should employers $600
nontraditional considering offer a plan that offer an array of
benefits (i.e., changes to your employer’s offers a broad range benefit plans that
voluntary company’s responsibility to of providers, a small meet employee $500
benefits)? benefits, do you dependents? group of high- needs, pay for core
What is the consider performing benefits and HIGHER EMPLOYEE CONTRIBUTION -----> $400
primary purpose employee’s providers, incents provide options
of offering health members to use for other needs, or
plans? disruption? high-performing stick to simple $300 PPO
providers (and limit
costs)? offerings? $200
Employees should be Benefits are a way to HDHP
ER should Influence Sensitive to Disrupting Economical Accountable for their create loyalty to $100 Plan 2
employee’s well-being employees Plan 1
decisions company Plan 3
I D E A L $0 0.5 0.55 0.6 0.65 0.7 0.75 0.8 0.85 0.9 0.95 1
31 RICHER PLAN BENEFITS -----> 1
Sample company’s IDEAL Profile Sample Medical plan contribution benchmarking –Accounting Firms
Avg. Monthly EMPLOYEE Contributions by Tier –PPO Plans
Avg. Monthly EMPLOYEE Contributions by Tier –QHDHP Plans
$1,600 $1,000
$1,400
Your IDEAL scale aligns with the company profile of High D, High L. $1,200 $800
$1,000 $600
Strategies that disrupt employees need to carefully weigh the reasons for a change with the impact on $800
your workforce. It is important that your benefits package is valued by your employees and enhances their $600 $400
engagement at work. $400 $200
$200 $348 $944 $775 $1,395 $154 $575 $424 $806
$0 $0
EE EE+S EE+Ch Family EE EE+S EE+Ch Family
Avg. Monthly EMPLOYER Contributions by Tier – PPO Plans Avg. Monthly EMPLOYER Contributions by Tier – QHDHP Plans
$1,200
$1,000
$1,000
$800
$800
$600 $600
$400 $400
The belief system about how benefits should be offered can vary across your leadership. $200 $200 $476 $721 $722 $1,134
$401 $602 $589 $922 $0
$0 EE EE+S EE+Ch Family
32 EE EE+S EE+Ch Family
1
Calvetti Ferguson — Lockton Total Rewards Practice overview 18 Lockton Companies
02 — IDEAL Proile is a series of questions posed to your leadership that 04 — Industry benchmarking includes both internal and external data
identiies your collective belief system around how beneits should be sources speciic to your industry.
offered to employees. The results drive what beneits you offer, and the
overall strategy.
Medical Plan Accounting and Financial Services
Determining sample company’s IDEAL Profile Book of Business Details:
Industry: Accounting, Financial Services (Other)
Plan(s): PPO, HDHP
$1,000 Enrollment Size: All Bubble size denotes enrollment volume
What is your view What is your Is controlling What is the Are your benefit
on promoting a philosophy costs the most employer’s role in offerings a $900
healthy employee toward important your employee’s differentiator or
population? financial security? not a differentiator $800
In addition to “benefits factor in What is your opinion from competitors?
traditional benefit equity” across delivering your on an employee’s Regarding the
packages, could employees? benefits choice of benefits? diverse needs of $700
employees benefit When strategy? your workforce,
from What is the Should an employer should employers $600
nontraditional considering offer a plan that offer an array of
benefits (i.e., changes to your employer’s offers a broad range benefit plans that
voluntary company’s responsibility to of providers, a small meet employee $500
benefits)? benefits, do you dependents? group of high- needs, pay for core
What is the consider performing benefits and HIGHER EMPLOYEE CONTRIBUTION -----> $400
primary purpose employee’s providers, incents provide options
of offering health members to use for other needs, or
plans? disruption? high-performing stick to simple $300 PPO
providers (and limit
costs)? offerings? $200
Employees should be Benefits are a way to HDHP
ER should Influence Sensitive to Disrupting Economical Accountable for their create loyalty to $100 Plan 2
employee’s well-being employees Plan 1
decisions company Plan 3
I D E A L $0 0.5 0.55 0.6 0.65 0.7 0.75 0.8 0.85 0.9 0.95 1
31 RICHER PLAN BENEFITS -----> 1
Sample company’s IDEAL Profile Sample Medical plan contribution benchmarking –Accounting Firms
Avg. Monthly EMPLOYEE Contributions by Tier –PPO Plans
Avg. Monthly EMPLOYEE Contributions by Tier –QHDHP Plans
$1,600 $1,000
$1,400
Your IDEAL scale aligns with the company profile of High D, High L. $1,200 $800
$1,000 $600
Strategies that disrupt employees need to carefully weigh the reasons for a change with the impact on $800
your workforce. It is important that your benefits package is valued by your employees and enhances their $600 $400
engagement at work. $400 $200
$200 $348 $944 $775 $1,395 $154 $575 $424 $806
$0 $0
EE EE+S EE+Ch Family EE EE+S EE+Ch Family
Avg. Monthly EMPLOYER Contributions by Tier – PPO Plans Avg. Monthly EMPLOYER Contributions by Tier – QHDHP Plans
$1,200
$1,000
$1,000
$800
$800
$600 $600
$400 $400
The belief system about how benefits should be offered can vary across your leadership. $200 $200 $476 $721 $722 $1,134
$401 $602 $589 $922 $0
$0 EE EE+S EE+Ch Family
32 EE EE+S EE+Ch Family
1
Calvetti Ferguson — Lockton Total Rewards Practice overview 18 Lockton Companies
