Page 17 - Results Physiotherapy
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Strategic processes and tools
02 — IDEAL Proile is a series of questions posed to your leadership that 04 — Healthcare industry benchmarking includes both internal and
identiies your collective belief system around how beneits should be external data sources speciic to the healthcare industry.
offered to employees. The results drive what beneits you offer, and the
overall strategy.
Medical plan benchmarking Results Physiotherapy vs. Other health practitioners & health services)
Determining ABC Company’s IDEAL Profile Results Physiotherapy Benchmarking
Book of Business Details:
Industry: Health Services (excluding Hospitals)
Plan(s): PPO, HDHP
Enrollment Size: All
What is your view What is your Is controlling What is the Are your benefit $1,000 Bubble size denotes enrollment volume
on promoting a philosophy costs the most employer’s role in offerings a
healthy employee toward important your employee’s differentiator or $900
population? financial security? not a differentiator
In addition to “benefits factor in What is your opinion from competitors?
traditional benefit equity” across delivering your on an employee’s Regarding the $800
packages, could employees? benefits choice of benefits? diverse needs of
employees benefit When strategy? your workforce, $700
from What is the Should an employer should employer s PPO
nontraditional considering offer a plan that offer an array of $600
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 HIGHER EMPLOYEE CONTRIBUTION -----> PPO
What is the consider EE performing benefits and $400
primary purpose disruption? providers, incents provide options HDHP HDHP
of offering health members to use for other needs, or $300
plans? high-performing stick to simple
providers (and limit $200
costs)? offerings?
EEs should be Benefits are a way to $100 PPO 2020
ER should Influence Sensitive to Disrupting Economical Accountable for their create loyalty to HDHP 2020
ee’s wellbeing ees $0
decisions company 0.5 0.55 0.6 0.65 0.7 0.75 0.8 0.85 0.9 0.95 1
I D E A L RICHER PLAN BENEFITS ----->
31 Results Physiotherapy Office of other Health Practitioners Health Services (excluding hospitals) 1
ABC Company’s IDEAL Profile Sample Medical plan contribution benchmarking – Hospital Industry
Avg. EMPLOYEE Share of Premium - PPO
EE EE+S EE+Ch Family
Your IDEAL scale aligns with the company profile of High D, High L. 100% 100% 100% 100%
80% 80%
Strategies that disrupt employees need to carefully weigh the reasons for a change with the impact on 80% 80%
your workforce. It is important that your benefits package is valued by your employees and enhances their 60% 60% 60% 60%
engagement at work. 40% 19% 40% 27% 40% 23% 40% 24%
20% 20% 20% 20%
0% 0% 0% 0%
Average Average Average Average
Avg. EMPLOYEE Share of Premium - QHDHP
EE EE+S EE+Ch Family
100% 100% 100% 100%
80% 80% 80% 80%
60% 60% 60% 60%
40% 40% 26% 40% 40% 25%
17% 22%
20% 20% 20% 20%
The belief system about how benefits should be offered can vary across your leadership. 0% 0% 0% 0%
Average Average Average Average
Hospital Industry with 500+ Employees
32 8
Results Physiotherapy — Lockton Total Rewards Practice overview 17 Lockton Companies
02 — IDEAL Proile is a series of questions posed to your leadership that 04 — Healthcare industry benchmarking includes both internal and
identiies your collective belief system around how beneits should be external data sources speciic to the healthcare industry.
offered to employees. The results drive what beneits you offer, and the
overall strategy.
Medical plan benchmarking Results Physiotherapy vs. Other health practitioners & health services)
Determining ABC Company’s IDEAL Profile Results Physiotherapy Benchmarking
Book of Business Details:
Industry: Health Services (excluding Hospitals)
Plan(s): PPO, HDHP
Enrollment Size: All
What is your view What is your Is controlling What is the Are your benefit $1,000 Bubble size denotes enrollment volume
on promoting a philosophy costs the most employer’s role in offerings a
healthy employee toward important your employee’s differentiator or $900
population? financial security? not a differentiator
In addition to “benefits factor in What is your opinion from competitors?
traditional benefit equity” across delivering your on an employee’s Regarding the $800
packages, could employees? benefits choice of benefits? diverse needs of
employees benefit When strategy? your workforce, $700
from What is the Should an employer should employer s PPO
nontraditional considering offer a plan that offer an array of $600
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 HIGHER EMPLOYEE CONTRIBUTION -----> PPO
What is the consider EE performing benefits and $400
primary purpose disruption? providers, incents provide options HDHP HDHP
of offering health members to use for other needs, or $300
plans? high-performing stick to simple
providers (and limit $200
costs)? offerings?
EEs should be Benefits are a way to $100 PPO 2020
ER should Influence Sensitive to Disrupting Economical Accountable for their create loyalty to HDHP 2020
ee’s wellbeing ees $0
decisions company 0.5 0.55 0.6 0.65 0.7 0.75 0.8 0.85 0.9 0.95 1
I D E A L RICHER PLAN BENEFITS ----->
31 Results Physiotherapy Office of other Health Practitioners Health Services (excluding hospitals) 1
ABC Company’s IDEAL Profile Sample Medical plan contribution benchmarking – Hospital Industry
Avg. EMPLOYEE Share of Premium - PPO
EE EE+S EE+Ch Family
Your IDEAL scale aligns with the company profile of High D, High L. 100% 100% 100% 100%
80% 80%
Strategies that disrupt employees need to carefully weigh the reasons for a change with the impact on 80% 80%
your workforce. It is important that your benefits package is valued by your employees and enhances their 60% 60% 60% 60%
engagement at work. 40% 19% 40% 27% 40% 23% 40% 24%
20% 20% 20% 20%
0% 0% 0% 0%
Average Average Average Average
Avg. EMPLOYEE Share of Premium - QHDHP
EE EE+S EE+Ch Family
100% 100% 100% 100%
80% 80% 80% 80%
60% 60% 60% 60%
40% 40% 26% 40% 40% 25%
17% 22%
20% 20% 20% 20%
The belief system about how benefits should be offered can vary across your leadership. 0% 0% 0% 0%
Average Average Average Average
Hospital Industry with 500+ Employees
32 8
Results Physiotherapy — Lockton Total Rewards Practice overview 17 Lockton Companies
