Page 12 - PYA PC
P. 12
Strategic Processes and Tools
02 — IDEAL Proile is a series of questions posed to your leadership that 04 — Benchmarking includes both internal and external data sources
identiies your collective belief system around how beneits should be speciic to your industry.
offered to employees. The results drive what beneits you offer, and the
overall strategy.
Medical plan benchmarking (Accounting & Financial Services Industry)
Determining sample company’s IDEAL Profile Medical Plan Accounting & Financial Services Benchmarking
Book of Business Details:
Industry: Accounting, Financial Services (Other)
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
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
providers (and limit HDHP
costs)? offerings? $100 Sample Client HDHP Sample Client PPO
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 RICHER PLAN BENEFITS ----->
I D E A L 1 Sample Client Plan Accounting & Financial Services Benchmark
31 1
Sample company’s IDEAL Profile Sample Medical plan design benchmarking (Accounting & Financial Services Industry)
PPO IN-NETWORK PLAN DEDUCTIBLE
PPO PCP AND SPECIALIST COPAYS
$5,000 $60
$4,209 $50
$4,000 $50
$3,201 $39
Your IDEAL scale aligns with the company profile of High D, High L. $3,000 $40 $28 $30
$2,000 $30 $25
$2,000 $1,500 $20
Strategies that disrupt employees need to carefully weigh the reasons for a change with the impact on $1,444 $20
your workforce. It is important that your benefits package is valued by your employees and enhances their $1,000 $750 $10
engagement at work. $0 $0
25th Mean 75th 25th Mean 75th
Deductible Ind Deductible Fam PCP OV Specialist OV
PPO PLAN COSTS — PEPY AND PMPY OUTPATIENT COPAYS
$16,000
$13,707
$14,000 $13,244
15%
$12,000
$10,000
$8,000 $6,917 $6,692
$6,000
$4,000
$2,000 85%
$0
The belief system about how benefits should be offered can vary across your leadership. PEPY PMPY
Unadjusted Mean Adjusted Mean Copay No Copay
32 2
PYA PC — Lockton Employee Beneits Practice overview 12 Lockton Companies
02 — IDEAL Proile is a series of questions posed to your leadership that 04 — Benchmarking includes both internal and external data sources
identiies your collective belief system around how beneits should be speciic to your industry.
offered to employees. The results drive what beneits you offer, and the
overall strategy.
Medical plan benchmarking (Accounting & Financial Services Industry)
Determining sample company’s IDEAL Profile Medical Plan Accounting & Financial Services Benchmarking
Book of Business Details:
Industry: Accounting, Financial Services (Other)
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
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
providers (and limit HDHP
costs)? offerings? $100 Sample Client HDHP Sample Client PPO
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 RICHER PLAN BENEFITS ----->
I D E A L 1 Sample Client Plan Accounting & Financial Services Benchmark
31 1
Sample company’s IDEAL Profile Sample Medical plan design benchmarking (Accounting & Financial Services Industry)
PPO IN-NETWORK PLAN DEDUCTIBLE
PPO PCP AND SPECIALIST COPAYS
$5,000 $60
$4,209 $50
$4,000 $50
$3,201 $39
Your IDEAL scale aligns with the company profile of High D, High L. $3,000 $40 $28 $30
$2,000 $30 $25
$2,000 $1,500 $20
Strategies that disrupt employees need to carefully weigh the reasons for a change with the impact on $1,444 $20
your workforce. It is important that your benefits package is valued by your employees and enhances their $1,000 $750 $10
engagement at work. $0 $0
25th Mean 75th 25th Mean 75th
Deductible Ind Deductible Fam PCP OV Specialist OV
PPO PLAN COSTS — PEPY AND PMPY OUTPATIENT COPAYS
$16,000
$13,707
$14,000 $13,244
15%
$12,000
$10,000
$8,000 $6,917 $6,692
$6,000
$4,000
$2,000 85%
$0
The belief system about how benefits should be offered can vary across your leadership. PEPY PMPY
Unadjusted Mean Adjusted Mean Copay No Copay
32 2
PYA PC — Lockton Employee Beneits Practice overview 12 Lockton Companies
