Page 17 - Francis Parker School RFP (Stawicki)

Burnham Benefits Response to Francis Parker School Request for
Proposal for Consultant/Broker for Health and Welfare Plans

Services
Section 3 | Strategic Recommendation

Based on the information supplied and your understanding of the School, make a preliminary
recommendation regarding a 5-year strategy for the School to adopt that proactively addresses
rising benefit costs. Include specific actions and the corresponding timeline for the School to
implement the recommended strategy.

Strategic Recommendation
The strategic direction and goals included in this plan are Burnham Benefits’ response to our
understanding of what employees value most about their benefits, and current opportunities and
challenges for offering a high-quality benefit program while containing costs.

The five-year period of this strategic plan will be a time of assessing and deepening Francis Parker
School’s approaches to cost containment, employee wellness and employee communication. The
following goals for Francis Parker School’s employee benefits program over the next three years are
Burnham’s response to the important issues identified as part of the strategic planning process.
These goals provide a roadmap for setting and fulfilling the strategic direction.

Cost Health care costs and consequently employee benefits costs have been
Containment increasing at an alarming rate for more than a decade. Avoiding rising
health care costs is nearly impossible, however, positive and measurable
steps can be made to minimize and potentially improve costs. Health care
reform adds a layer of complexity and Francis Parker School should
position the benefit plan to adapt best to constantly changing laws.

Wellness Francis Parker School should continue its existing wellness program and
Initiative develop a relationship with a stable, highly qualified and accomplished
third-party wellness vendor to take the Wellness Program to a higher
level. Strategic incentives will be used to reward personal health
achievements and accountability. This extends to participation-based and
results-based incentives.

Employee Francis Parker School is a visible, well-respected organization that attracts
Communications a dynamic employee pool. With cost containment and increased
participation required under the new wellness model, we believe that
proper and purposeful employee communications is a significant part of
our five-year roadmap. It is critical employees understand the benefits and
cost of these benefits provided by the school. Greater employee
knowledge will engender greater employee loyalty.

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