Page 21 - Healthcare PE Pitchbook 34210
P. 21
Employee benefits and total rewards
Employee beneits and total rewards
BREAKDOWN OF TOTAL COMPENSATION
Attracting and retaining top talent is key to any healthcare organization’s
success.
modifiable through increased Lockton will help structure beneit programs and compensation strategies that
3.4% 3 aim to achieve workforce goals.
productivity due to health
promotion and risk improvement.
8.3%
EXAMPLE HEALTHCARE EMPLOYER
6.4% modifiable through reduced
69.8% 0.8% 35%
absenteeism due to health
8.5% promotion and risk improvement. 3 1,000 employees with $8,265 net PEPY healthcare costs, 70% participating
3.5%
2.3% Savings as % of total compensation
0.4% modifiable through improved
25% 2 compensation: Health Wages and Paid Total
Total
health status due to health
promotion and risk improvement.
OTHER SAVINGS Status quo insurance 1 salaries leave savings
opportunities exist through other strategies.
0.5% (5.4% of 0.1% (0.2% 0.2%
2020 $65,319,000 of wages and (1.9% of $497,000
health insurance)
salaries) paid leave)
0.3% (0.4% 0.3%
Source: BLS employer costs for employee compensation, healthcare and social assistance, December 2017. 1.1% (5.9% of
2 University of Michigan News. 2021 $67,568,000 of wages and (3.9% of $1,082,000
3 Integrated Benefits Institute Full Cost Estimator model. health insurance) salaries) paid leave)
0.5% (0.7% 0.5%
DOLLARS TO REINVEST IN THE BUSINESS 2022 $69,908,000 1.9% (8.1% of of wages and (6.6% of $1,922,000
health insurance) salaries) paid leave)
$72,000,000
$70,000,000 1 Based on strategic plans for Lockton clients.
S:\MDS\2-Internal\RL\PECAP\2020\34210\Source iles\Managing $68,000,000
HC Cost Storyboard Data Input (Final3) 042718.xlsm $66,000,000 EMPLOYEE BENEFITS HEALTHCARE AND PAID LEAVE
Healthcare tab Total compensation $64,000,000
$62,000,000
2020 2021 2022 30.1% 16.8%
of total compensation
of total compensation
Total compensation: Status quo Total compensation: After changes
Lockton Private Equity/Healthcare pitchbook 21 Lockton Companies
Employee beneits and total rewards
BREAKDOWN OF TOTAL COMPENSATION
Attracting and retaining top talent is key to any healthcare organization’s
success.
modifiable through increased Lockton will help structure beneit programs and compensation strategies that
3.4% 3 aim to achieve workforce goals.
productivity due to health
promotion and risk improvement.
8.3%
EXAMPLE HEALTHCARE EMPLOYER
6.4% modifiable through reduced
69.8% 0.8% 35%
absenteeism due to health
8.5% promotion and risk improvement. 3 1,000 employees with $8,265 net PEPY healthcare costs, 70% participating
3.5%
2.3% Savings as % of total compensation
0.4% modifiable through improved
25% 2 compensation: Health Wages and Paid Total
Total
health status due to health
promotion and risk improvement.
OTHER SAVINGS Status quo insurance 1 salaries leave savings
opportunities exist through other strategies.
0.5% (5.4% of 0.1% (0.2% 0.2%
2020 $65,319,000 of wages and (1.9% of $497,000
health insurance)
salaries) paid leave)
0.3% (0.4% 0.3%
Source: BLS employer costs for employee compensation, healthcare and social assistance, December 2017. 1.1% (5.9% of
2 University of Michigan News. 2021 $67,568,000 of wages and (3.9% of $1,082,000
3 Integrated Benefits Institute Full Cost Estimator model. health insurance) salaries) paid leave)
0.5% (0.7% 0.5%
DOLLARS TO REINVEST IN THE BUSINESS 2022 $69,908,000 1.9% (8.1% of of wages and (6.6% of $1,922,000
health insurance) salaries) paid leave)
$72,000,000
$70,000,000 1 Based on strategic plans for Lockton clients.
S:\MDS\2-Internal\RL\PECAP\2020\34210\Source iles\Managing $68,000,000
HC Cost Storyboard Data Input (Final3) 042718.xlsm $66,000,000 EMPLOYEE BENEFITS HEALTHCARE AND PAID LEAVE
Healthcare tab Total compensation $64,000,000
$62,000,000
2020 2021 2022 30.1% 16.8%
of total compensation
of total compensation
Total compensation: Status quo Total compensation: After changes
Lockton Private Equity/Healthcare pitchbook 21 Lockton Companies
