What We Do Strategic Planning

Our Approach
Our approach to benefits management relies on several different components, all of which are customized to meet the needs of your organization. We take the time to get to know you and your organization - Understanding what successful benefits management means to you, identifying the steps needed to achieve that success, and putting in place a long-term strategy to ensure that success continues.

Our Process - Holistic Planning

Owners, Executives & Key Employees and your employee population at large all have different needs that organzations have to provide for. Owners must establish an exit strategy, Executives & Key Employees must be recognized for their contributions and value to the organization, and the general employee population needs to protect the interests of themselves and their families.
Together, we can help you to establish a holistic plan that satisfies the needs of each of these separate groups and use your benefit plan structure to address the real needs of your business.

Cost Containment

Overall, high performing companies are more aggressive in managing their health plans and delivery processes. Broadly speaking, these companies focus on the underlying causes of health care cost increases, have strategies in place to drive improvements in employees' overall health and wellness, and consistently support engagement in health care decisions and health-related behaviors. In addition, high-performing companies identify problems early on and take advantage of opportunities for improvement by keeping close tabs on the current state of their benefit programs and the health care system overall.

  • High performers in the 2010 survey pay 18% less - roughly $2,000 per employee - for their health benefit programs, which means a high-performing organization with 10,000 enrolled employees would spend, on average, $20 million less annually than a low-performing competitor.
  • The affordability proposition for employees is also better, with employees at high-performing companies paying 20% less than their counterparts at low-performing companies.
  • Additional aspects of the health dividend for high performers include supporting/building the company reputation, attracting the needed workforce, maintaining productivity and supporting workforce well-being - all areas where high performers are roughly twice as likely as low performers to report positive impacts delivered by their health programs.

Information Gathering

As the saying goes, "Knowledge is power." Without knowledge, any decision that is made is not "informed," it's simply "inferred." Our consulting method relies on gathering as much information about your orgnaization as possible. From an administrative level, we work with your Human Resourses department to compile a complete understanding of not only your benefits programs, but also your organization's culture, and we work to understand your organization's goals. From an interactive level, we will work to put together an information collection process to gather insights from your staff. There are many different approaches to this, including benefits committees and employee surveys, and we will work with you to create the most appropriate structure.

Learning from Top Performers

How can you and your organization know what successful benefits management is? That can be a difficult question to answer, especially if you have not taken the time to identify what a successful strategy looks like. We have taken the time to identify organizations that have successfully implemented benefits programs to meet their goals, while at the same time implement cost containment strategies to ensure long-term viabilitry of their structure.