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Strategic processes and tools
02 — IDEAL Proile is a series of questions posed to your leadership that 04 — Pharmaceutical industry benchmarking includes both internal and
identiies your collective belief system around how beneits should be external data sources speciic to the industry.
offered to employees. The results drive what beneits you offer, and the
overall strategy. Medical plan benchmarking (Pharmaceutical Industry)
Pharmaceutical Industry Medical Plan Benchmarking
Determining sample company’s IDEAL Profile Book of Business Details: All
Industry: Pharmaceutical
Plan(s): PPO, HDHP
Enrollment Size:
$1,000 Bubble size denotes enrollment volume
$900
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
healthy employee toward important your employee’s differentiator or $800
population? financial security? not a differentiator
In addition to “benefits factor in What is your opinion from competitors? $700
traditional benefit equity” across delivering your on an employee’s Regarding the
packages, could employees? benefits choice of benefits? diverse needs of
employees benefit When strategy? your workforce, $600
from What is the Should an employer should employers
nontraditional considering offer a plan that offer an array of $500
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 HIGHER EMPLOYEE CONTRIBUTION -----> $400
benefits)? benefits, do you dependents? group of high- needs, pay for core PPO
What is the consider performing benefits and HDHP
primary purpose employee’s providers, incents provide options $300 PPO
of offering health members to use for other needs, or
plans? disruption? high-performing stick to simple $200 HDHP
providers (and limit
costs)? offerings?
$100
Employees should be Benefits are a way to
ER should Influence Sensitive to Disrupting Economical Accountable for their create loyalty to $0
employee’s well-being employees 0.5 0.55 0.6 0.65 0.7 0.75 0.8 0.85 0.9 0.95 1
decisions company
I D E A L RICHER PLAN BENEFITS ----->
31 Sample Client Pharmaceutical Industry
1
Medical plan contribution benchmarking –Pharmaceutical Industry
Avg. Monthly EMPLOYEE Contributions by Tier -PPO
Sample company’s IDEAL Profile Sample $500 $450
Avg. Monthly EMPLOYEE Contributions by Tier -QHDHP
$450
$400 $400
$350 $350
$300
Your IDEAL scale aligns with the company profile of High D, High L. $250 $300
$200 $250
Strategies that disrupt employees need to carefully weigh the reasons for a change with the impact on $150 $200
your workforce. It is important that your benefits package is valued by your employees and enhances their $100 $150
engagement at work. $50 $200 $359 $328 $471 $100
$0 $50 $161 $296 $274 $405
EE EE+S EE+Ch Family $0
EE EE+S EE+Ch Family
Avg. Monthly EMPLOYER Contributions by Tier - PPO
$1,800 Avg. Monthly EMPLOYER Contributions by Tier - QHDHP
$1,600 $1,400
$1,400
$1,200 $1,200
$1,000 $1,000
$800 $800
$600 $600
$400
$200 $505 $1,098 $953 $1,602 $400
$0 $200
The belief system about how benefits should be offered can vary across your leadership. EE EE+S EE+Ch Family $425 $877 $803 $1,241
$0
EE EE+S EE+Ch Family
32
1
Cumberland Pharmaceuticals — Lockton Total Rewards Practice overview 18 Lockton Companies
02 — IDEAL Proile is a series of questions posed to your leadership that 04 — Pharmaceutical industry benchmarking includes both internal and
identiies your collective belief system around how beneits should be external data sources speciic to the industry.
offered to employees. The results drive what beneits you offer, and the
overall strategy. Medical plan benchmarking (Pharmaceutical Industry)
Pharmaceutical Industry Medical Plan Benchmarking
Determining sample company’s IDEAL Profile Book of Business Details: All
Industry: Pharmaceutical
Plan(s): PPO, HDHP
Enrollment Size:
$1,000 Bubble size denotes enrollment volume
$900
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
healthy employee toward important your employee’s differentiator or $800
population? financial security? not a differentiator
In addition to “benefits factor in What is your opinion from competitors? $700
traditional benefit equity” across delivering your on an employee’s Regarding the
packages, could employees? benefits choice of benefits? diverse needs of
employees benefit When strategy? your workforce, $600
from What is the Should an employer should employers
nontraditional considering offer a plan that offer an array of $500
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 HIGHER EMPLOYEE CONTRIBUTION -----> $400
benefits)? benefits, do you dependents? group of high- needs, pay for core PPO
What is the consider performing benefits and HDHP
primary purpose employee’s providers, incents provide options $300 PPO
of offering health members to use for other needs, or
plans? disruption? high-performing stick to simple $200 HDHP
providers (and limit
costs)? offerings?
$100
Employees should be Benefits are a way to
ER should Influence Sensitive to Disrupting Economical Accountable for their create loyalty to $0
employee’s well-being employees 0.5 0.55 0.6 0.65 0.7 0.75 0.8 0.85 0.9 0.95 1
decisions company
I D E A L RICHER PLAN BENEFITS ----->
31 Sample Client Pharmaceutical Industry
1
Medical plan contribution benchmarking –Pharmaceutical Industry
Avg. Monthly EMPLOYEE Contributions by Tier -PPO
Sample company’s IDEAL Profile Sample $500 $450
Avg. Monthly EMPLOYEE Contributions by Tier -QHDHP
$450
$400 $400
$350 $350
$300
Your IDEAL scale aligns with the company profile of High D, High L. $250 $300
$200 $250
Strategies that disrupt employees need to carefully weigh the reasons for a change with the impact on $150 $200
your workforce. It is important that your benefits package is valued by your employees and enhances their $100 $150
engagement at work. $50 $200 $359 $328 $471 $100
$0 $50 $161 $296 $274 $405
EE EE+S EE+Ch Family $0
EE EE+S EE+Ch Family
Avg. Monthly EMPLOYER Contributions by Tier - PPO
$1,800 Avg. Monthly EMPLOYER Contributions by Tier - QHDHP
$1,600 $1,400
$1,400
$1,200 $1,200
$1,000 $1,000
$800 $800
$600 $600
$400
$200 $505 $1,098 $953 $1,602 $400
$0 $200
The belief system about how benefits should be offered can vary across your leadership. EE EE+S EE+Ch Family $425 $877 $803 $1,241
$0
EE EE+S EE+Ch Family
32
1
Cumberland Pharmaceuticals — Lockton Total Rewards Practice overview 18 Lockton Companies
