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Strategic processes and tools
02 — IDEAL Proile is a series of questions posed to your leadership that 04 — Hospital and healthcare industry benchmarking includes both
identiies your collective belief system around how beneits should be internal and external data sources speciic to the hospital and
offered to employees. The results drive what beneits you offer, and the healthcare industry.
overall strategy.
Medical plan benchmarking (Hospital Industry)
Determining sample company’s IDEAL Profile Vidant Health Benchmarking
Book of Business Details:
Industry: 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? $800
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 $500
voluntary company’s responsibility to of providers, a small meet employee
benefits)? benefits, do you dependents? group of high- needs, pay for core HIGHER EMPLOYEE CONTRIBUTION -----> $400
What is the consider performing benefits and PPO
primary purpose employee’s providers, incents provide options $300 HDHP
of offering health members to use for other needs, or
plans? disruption? high-performing stick to simple $200 Choice
providers (and limit MSP
costs)? offerings? $100 Basic
Employees should be Benefits are a way to
ER should Influence Sensitive to Disrupting Economical Accountable for their create loyalty to $0 0.5 0.55 0.6 0.65 0.7 0.75 0.8 0.85 0.9 0.95 1
employee’s well-being employees
decisions company RICHER PLAN BENEFITS ----->
I D E A L Vidant Health Hospitals
31 1
Sample 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
Western Wisconsin Health — Lockton Total Rewards Practice overview 29 Lockton Companies
02 — IDEAL Proile is a series of questions posed to your leadership that 04 — Hospital and healthcare industry benchmarking includes both
identiies your collective belief system around how beneits should be internal and external data sources speciic to the hospital and
offered to employees. The results drive what beneits you offer, and the healthcare industry.
overall strategy.
Medical plan benchmarking (Hospital Industry)
Determining sample company’s IDEAL Profile Vidant Health Benchmarking
Book of Business Details:
Industry: 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? $800
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 $500
voluntary company’s responsibility to of providers, a small meet employee
benefits)? benefits, do you dependents? group of high- needs, pay for core HIGHER EMPLOYEE CONTRIBUTION -----> $400
What is the consider performing benefits and PPO
primary purpose employee’s providers, incents provide options $300 HDHP
of offering health members to use for other needs, or
plans? disruption? high-performing stick to simple $200 Choice
providers (and limit MSP
costs)? offerings? $100 Basic
Employees should be Benefits are a way to
ER should Influence Sensitive to Disrupting Economical Accountable for their create loyalty to $0 0.5 0.55 0.6 0.65 0.7 0.75 0.8 0.85 0.9 0.95 1
employee’s well-being employees
decisions company RICHER PLAN BENEFITS ----->
I D E A L Vidant Health Hospitals
31 1
Sample 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
Western Wisconsin Health — Lockton Total Rewards Practice overview 29 Lockton Companies
