2. We make history by daring to
shape the future.
Corporate Solutions from Buck Consultants at Xerox
is an all-encompassing proposition to fulfil the needs
of both you, and your employees. By harnessing the
technology of the future, we can help you to deliver
the solutions you want, to maximise productivity and
employee engagement.
Corporate Solutions brings you a holistic, single
platform for the delivery and communication of
employee benefit programmes, talent management,
learning & development and HR solutions. Truly
forward-thinking and innovative and the single
solution required to meet your needs.
Our people are focused on our primary
goal – helping you to achieve yours. This
is why we have developed a solution to
allow you to manage and communicate a
wide array of HR policies, benefits and
news. Not only that, but we’ll ensure it’s
engaging and informative for employees,
whether to enable learning on retirement,
the selection of a benefit or to think
about investing for the future.
Employee benefits,
flex and total reward
Share plan
administration
Communications
Health, protection and
productivity services
Talent and HR solutions
Defined contributionDefined contribution
pension schemes
Buck Consultants
Corporate
Solutions
3. Talent and HR solutions
People: find them, grow them, keep them
4. 2
E
ngagement
Our talent management wheel
illustrates our holistic view of managing
the talent within an organisation. It shows
how business strategy and talent capability
work together to drive performance
and how successful planning, deployment
and engagement leads to better
service delivery.
Using a tailored combination of improved
human resources (HR) processes, increased
business intelligence and the right
technology, we can help you get to where
you want to be.
Make it happen
Talent management is a set of interwoven processes aiming to attract, develop,
retain and engage the best people. Your people – the heart of your organisation –
drive performance and results for your business.
Planni
ng De
ployment
Human capital strategy: an HR
strategy driven by your company’s
overall business and HR goals
Design and implement a governance
structure, a talent management
approach, an HR delivery service model
and meaningful metrics.
Workforce planning: reorganise, align
and create efficiencies in your workforce
Maintain a workforce that supports your
needs and future business goals; use
metrics, including size, skills, location,
motivation and price, to make sure you
spend your budget on having the right
people at the right time.
High-performer profile and
measurement: quantify the expense
and effectiveness of optimising high
performers
Define and isolate the specific factors
that make your top performers excel,
and use these results to create a high-
performer profile.
Supplier selection, management and
oversight: establish and maintain a
framework
Improve the quality of relationships by
building on your HR suppliers’ strengths
and identifying areas for improvement.
Mergers and acquisitions: specialist
assistance with transition and
integration
Support and services for both pre- and post-
deal phases, focusing on: due diligence,
company and talent; rewards and benefits;
and change and implementation.
Talent planning
When it comes to your people, you can find truth in that age old adage “failing to plan is planning to fail”. We can help you to
develop your strategic talent plan, make the most of your valuable assets and make the best decisions for your business.
5. 3
Right people, right place, right time
Using a tailored combination of improved HR processes, increased
business intelligence and the right technology, we can help you
get to where you want to be.
Talent engagement
Your employees are among your most valuable assets, adding maximum value when they are present and productive.
Understanding how their work contributes to the success of the company, and understanding the culture, reward and principles
of your company, means happy and engaged people delivering value for your business.
HR process and programme design:
creating high-performance, results-
driven HR teams
Make it happen with benchmarking,
process improvement, and programme
assessment and design.
Change management: making it
‘stick’ and measuring results
Assess your change readiness and
stakeholder impact, and develop a road
map to deliver the right communications
and tools at precisely the right times.
Career pathing: creating the right job
and role structures
Align performance management
objectives with self-assessment
processes for your employees.
Employee life cycle services: from the
initial introduction to the final farewell
Design onboarding processes that drive
increased acclimatisation, acceptance
and retention, and offboarding solutions
that ensure smooth redeployment and
separation experiences.
HR portals: streamlining data
management
Establish a flexible platform that provides
sophisticated user functionality and covers
all audiences and purposes; incorporate
new and existing self-service tools to help
drive desired workforce behaviours.
Personalised communications: make
it count
Deliver highly targeted messages,
personal data and educational content
to your workforce in the medium
preferred by each end user.
Recommendation engines: DIY
solutions
Improve HR, manager and employee
productivity by providing the information
and tools needed to promote greater
self-service through data and social-
based recommendations.
Training: ensure commitment and
adoption
Design structured on-site, classroom,
one-to-one and online training that
aligns employee education programmes
with change management initiatives
and your company’s objectives.
Talent deployment
There’s no reason why your HR team shouldn’t be running like a well-oiled machine, whether it’s supporting a changing
headcount, workforce optimisation or a reorganisation. We can help to minimise costs with reduced day-to-day administration
efforts, informed decision support and increased self-service.
8. 2
Shout about it
You spend time deciding
which benefits to offer your
employees, working with
advisers, administrators,
brokers, benefit providers
and many more.
You negotiate great
deals and work hard to
offer your employees
valuable learning tools
and opportunities.
You put in place
easy-to-use systems, and
keep up to date with the
changes in requirements.
But are you
letting your
employees
know?
An effective brand means
that your voice can be heard
by many, quickly. Carefully
planned communication
and open dialogue with your
employees are essential to
building a good relationship.
Call to action
Motivate,guide,encourage
conviction,presentimmediate
decisionsandmakedoing
somethingeasierthannot.
Get where you want to be
It’s all about listening and being listened to. If your voice is heard and employees feel considered and valued, this can impact on retention,
productivity and general atmosphere. Why not let us help you achieve your goals and start to follow the steps below?
Develop understanding
Educate, inform, develop new
insights, make complexity
accessible and aid decision-
making.
Create awareness
Aim for high impact, grab
attention, breed affection,
develop association and
establish a brand.
9. 3
The UK communications practice forms
part of a global team whose expertise in
social media, personalised communication
and online tools are well recognised within
the employee benefits market.
Whatever you want to talk to your
employees about — employee benefits,
change, reward, employee engagement
and learning programmes, we’re here to
help. We provide unique and engaging
communication around all types of HR
messaging, as well as developing fresh
and appealing brands.
Printed
communications
Surveys and
focus groups
Online and
social media
Hit the target for
each and every
population
Interactive
communications
Online solutions
and modellers
Solid
communication
strategies
Communicating
and branding of
rewardstrategies
Creative and
relevant visuals
and branding
Access to
subject-matter
experts
Multimedia
and mobile
apps
Postcards and
desk drops
Training and
education
One-to-ones
Personalised
statements
Group
workshops
What’s your mix?
Once you have decided on a course of action and a message, you need to get this across to your employees in the best way. We
have significant expertise in delivering complex communication programmes and achieving measurable results, and develop and
deliver ideas that influence what employees think, feel and do.
Whether this is by utilising member feedback through focus groups and qualitative research, or simply producing engaging
newsletters for your employees, we recognise that each of our clients has their own needs, and that all workforces are different.
We’ve got the tools
Our award-winning communications team
delivers a rich mix of content, information,
innovation and creativity.
12. 2
Navigating the maze
At the heart of any corporate benefit programme will be a number of core
objectives. One very current and prominent requirement is to help your employees
understand how they can best meet their retirement needs.
Mapping it out
Our goal is to ensure your pension
arrangements meet your objectives and
the needs of your employees. Whether
you’re starting from scratch or you want
to check the suitability of any existing
arrangements, we provide the advice
and support you need to implement a
solution that’s right for you.
Send a signal
Our award-winning team can design
a communications strategy that your
employees can relate to. We can tap into
those methods that are tried and tested,
whilst suggesting new ways of helping
your employees engage and understand
the valuable benefits offered, using a
variety of media.
Who’s looking out for you?
A robust governance plan can help
you to manage risk and achieve your
objectives whilst also monitoring the
progress of engagement and levels of
investment.
Investing wisely
One of the most important decisions to
make is where the contributions should
be invested. Using the expertise of our
investment team, we can help you to
select appropriate default funds, ‘off-
the-shelf’ options or a bespoke solution.
We can also provide advice on
investment strategy and on the selection
of a core range of investment funds for
those employees who prefer to choose
their own investments, but would like a
simplified number of options.
Salary sacrifice
Making pension contributions via salary
sacrifice means savings for you and your
employees, and can help to support
increasing benefit costs.
Our consultants implement
effective programmes for small and
large companies with feasibility,
consultancy, project management and
communication services included as part
of the package.
Managing outcomes
Achieving the best outcome possible
at retirement for members, whilst
controlling your costs, is something we
can help with. Finding ways to optimise
the processes used to manage your
plan, providing suitable investment
options and improving engagement and
understanding can be cost-effective
ways to accomplish the results you want.
By the way, pension benefit
statements are a legal
requirement, but can also be a
great engagement tool for your
employees. Here’s how:
• Use dynamic content to create
fully personalised and highly
effective statements
• Brand statements with creative
layout and design to provide a
visually powerful document that
members are more inclined to
pay attention to
• Keep content clear and relevant
to the member
• Utilise the power of charts,
tables and visual representations
to help communicate the
information more effectively
• Highlight the most important
information and the ‘big figures’.
13. 3
In sync
The alignment of HR systems, data management, payroll processing and benefit
portals is critical to the successful management of your retirement solution.
Are we employing the right investment
strategies?
Selecting an appropriate range of
investment funds
Will you help us to talk to our employees?
Employee presentations, workshops, one-
to-ones and easy-to-use communications
How about managing risk? Scheme governance
Are we compliant with legislation? Regulatory compliance
Is our pension scheme relevant within the
wider benefits offering?
Integration and harmonisation
Running your scheme What we’re great at
Our promise
Pension legislation continues to change enormously, and benefit programmes are
constantly shifting to react to our ever-developing world. We love bringing these
changes and new requirements to life, by working out new ways to satisfy them
together. This is why we promise to re-evaluate your arrangements continually to
ensure they are working together in the most effective way possible.
15. Defined contribution pension schemes
Defined contribution pension
governance
At Buck Consultants at Xerox, we firmly
believe that if you have taken the time and
energy to set up a pension arrangement
to benefit your staff, it should be regularly
reviewed – and we are not alone.
The Pensions Regulator (TPR) has set out its view of what
good governance looks like, so that all schemes can review
their governance design in line with six defined contribution
(DC) principles, comprising of 31 detailed quality features.
To comply with each of these, all group personal pension
schemes should be reviewed, monitored and managed through
a governance or management committee. As a minimum,
scheme governance should incorporate the checks and
controls to ensure that all six principles are taken into account.
The six principles
1. Essential characteristics
Schemes are designed to be durable, fair and deliver good
outcomes for members.
2. Establishing governance
A comprehensive scheme governance framework is established
at set-up, with clear accountabilities and responsibilities
agreed and made transparent.
3. People
Those who are accountable for scheme decisions and activity
understand their duties and are fit and proper to carry them out.
4. Ongoing governance and monitoring
Schemes benefit from effective governance and monitoring
through their full life cycle.
5. Administration
Schemes are well administered with timely, accurate and
comprehensive processes and records.
6. Communication to members
Communications are designed and delivered to ensure
members are able to make informed decisions about their
retirement savings.
The objectives are clear
The introduction of automatic enrolment requirements
has increased the number of individuals saving for
retirement, and the Government is committed to
making sure that all workplace pension schemes are of
high quality, offer value for money and are capable of
delivering good outcomes for individuals.
18. Designed to fit
Our experienced account managers work
with you to deliver a range of services
customised to your specific preferences.
As your needs change, we adapt our
systems to fit around you. We offer an
unrivalled level of flexibility enjoyed by
clients across the board and recognised
industry-wide.
Cutting-edge technology
We invest heavily in the development
of our HR and benefits technology,
share plan administration platform
and ‘big data’ analytics.
Our portals have extensive employee self-
service, giving you access to participant
data and enabling you to send broadcast
messages for plan communications.
Freedom to focus.
Share plan administration can be complex and time-consuming. Our award-
winning administration systems make the whole process easier, reduce costs and
improve the experience for your employees.
Whether you want to integrate multiple share plans within a single web portal,
support offshore arrangements or embed your share plans within a wider pension and
reward offering, our bespoke systems are designed to meet your exact requirements.
A seamless experience
We have designed our portals with you and your employees in mind, enabling you to manage your schemes better. Bringing
together both plan administration and trustee capabilities ensures a seamless, high-quality and yet personal service, offering a
complete solution for all your share plan needs.
Many clients go one step further and embed their employee share proposition within a wider Total Reward proposition. The
flexibility of our system means you can access pension, flexible benefits and share information from one single portal with an
integrated administration function at its core.
2
19. Administration services
We draw on over 25 years’ experience in
implementing and administering various
employee and Executive Compensation
share plans, with over 250,000 share and
option plan participant records.
Our dedicated administration team offers
an end-to-end approach – from answering
queries to dealing with complex issues and
providing tailored reports. In addition, our
processes and timetables for every plan
type are ISO approved.
We administer a broad range of UK,
European and global schemes, including
Share Incentive Plans, Company Share
Option Plans, Unapproved Share Option
Plans, Deferred Share Bonus Plans, Long-
Term Incentive Plans, Global Stock Purchase
Plans, Restricted Share Plans and SAYE.
Trustee services
Utilising our extensive knowledge of
employee benefits and share ownership
trusts from our office in Guernsey, we offer:
• An in-depth understanding of UK
and Guernsey regulatory frameworks,
working with advisers in creating and
managing trusts and share plans
• Flexibility to adapt to changing
legislation in the UK and globally
• Access to the trustees’ independent
and extensive network of contacts to
provide tax-efficient benefits from a
well-regulated, transparent jurisdiction
• Continual investment in new systems
infrastructure.
Online services
In collaboration with our clients, we have
invested in focus groups and usability
studies to understand employees’
attitudes to employer-enabled plans
and online tools. These research findings
have shaped the design of our portal,
with a focus on making it simple and
effective for you.
A premium service.
To create the best experience for you and your employees,
we believe that great administration should run quietly in the
background with minimum fuss.
A joined-up approach with proven expertise.
Key highlights include:
• Interactive and transactional
content and features, encouraging
users to become more involved
in their share plans and make
informed choices
• Execution of share transactions,
with a single view of all plans within
a summary statement
• Intuitive interface and tools, with
information presented in
a dashboard
• Functionality to communicate
messages to highlight plan
changes to notify transactions
completed online to all employees
• Real-time updating of shareholdings
• Reinforcement of your
organisation’s underlying brand
and messaging.
3
22. 2
Our approach is naturally consultative
and we tailor our client solutions to meet
your objectives, rather than offering a
generic, one-size-fits-all approach. You can
therefore be sure that your programme will
remain aligned to corporate objectives, fit
for purpose, valued by your employees and
financially competitive.
Our UK team comprises 40 people and
includes some of the most experienced
and qualified consultants in the market.
Our exceptional technical knowledge
allows us to navigate around clients’
challenges and optimise strategy and
delivery successfully.
A healthier workplace
Healthy employees are more productive.
Tailored benefit and wellbeing
programmes can be an effective
tool in keeping employees healthy
and productive, and should be a core
element in a company’s healthcare and
sickness absence strategy.
Promoting a culture of health and
fitness, integrating benefits into a
comprehensive wellness programme and
improving accessibility to healthcare
professionals all support the objective of
a fit and healthy workforce.
There has been a tangible shift in
corporate focus in recent years. In our
2014 Global Wellness Survey*, 60% of
respondents stated that they have a
fully or partially implemented wellness
strategy. The trends are already positive;
in 2013, there were 131 million days
lost due to absence, compared with 178
million in 1993, according to the Office for
National Statistics.
We are on hand to help you assess the
health of your workforce and assist in
implementing feasible solutions to improve
health, wellbeing and absence rates.
* 6th Edition Buck Consultants Global Wellness Survey 2014
In fine fettle
Buck Consultants at Xerox is a market-leading consultancy with over 40 years of
experience in managing corporate healthcare, risk benefits and well-being programmes.
We currently assist over 700 corporate clients in delivering such programmes, increasing business
productivity by focusing on employee wellbeing.
Our mission is to deliver the highest-quality, most
innovative and relevant solutions to you.
Our services include:
• Private healthcare
arrangements (including
trust funding)
• Income protection
• Life assurance
• Critical illness
• International healthcare
• International risk benefits
• Pooling expertise
• Occupational health
• Employee assistance
• Dental benefits
• Cash plans
• Wellbeing programmes.
Protection Assurance
Support Health
23. 3
People protection
Medical benefits consulting
Our healthcare consultancy team provides
clear and insightful advice on domestic
and international healthcare benefits. We
have whole-market access and focus on
tailored solutions aligned to our clients’
healthcare objectives.
Our expertise extends to a multitude of
funding vehicles (such as health trust),
cost-effective delivery platforms (such as
pooling) and legislative impact (such as
international health benefits regulations).
We are market leaders, and continuously
drive innovation and market development.
We support our clients through in-depth
analysis, strategic reviews, implementation
and ongoing evaluation of their benefits.
Group risk consulting
Our specialist team is dedicated to
providing advice and support in respect
of group income protection and group
life assurance (lump sum, dependants’
pension and, registered and non-registered
benefits), as well as critical illness and
voluntary or flex top-up policies.
We deliver intelligent benefit design
taking into account corporate goals, risk
management objectives and market
benchmarking. We support clients
on all aspects of their risk benefit
programme, from design and inception
through to communications and claims
management. Recommended solutions
will always reflect the latest legislative
and state benefit changes.
Peace of mind
Expatriate health and risk solutions
The development and emergence
of new markets means that many
organisations are faced with increasing
numbers of employees working abroad
in key business assignment roles, with
a corresponding responsibility for the
corporate sponsor to provide adequate
healthcare and risk insurance.
We are experts in implementing fit-
for-purpose and cost-sustainable
international healthcare and risk
coverage that is, crucially, locally
compliant in all areas of the globe. This
ensures that risks to both employer and
employee are appropriately mitigated.
Many clients are looking for comprehensive
solutions that represent value for
investment. At Buck Consultants at Xerox,
we do not believe that quality coverage
and manageable costs should be mutually
exclusive.
High ill health costs
For all employers, ill health can be
enormously costly and, in today's global
business environment, companies have to:
• Compete to attract and retain the best
people
• Consider carefully the objective(s) in
providing medical benefits
• Procure the correct benefit solutions
• Minimise the risks and costs of ill
health by maintaining a healthy
workforce
• Comply with workplace health regulations.
We have a number of case studies
highlighting how we can help and
provide examples of the impact we have
delivered for our clients.
We are not transactional. We provide
our clients with thorough analysis
of the performance of their benefit
programmes and constantly guide our
clients as to the availability of remedial
action, be it tactical or strategic.
Our evaluation of client programmes
is continuous, thus ensuring benefit
programmes remain competitive
and relevant against corporate
objectives.
In addition, Buck Consultants at
Xerox is a thought leader, and we
fully embrace innovation and market
proposition development. We make it
our responsibility to share the details of
market developments with our clients.
We strive to understand your unique
challenges and focus on your core
objectives, serving both you and
your employees.
Future thinking
26. 2
Delivering effective and collaborative
solutions
However straightforward or complex, employee benefit programmes should be
engaging, adaptable and accessible across a range of media.
Technology should facilitate the promotion of the programme, consolidate or
expand the offering or membership, reduce strain on your resources, overcome
obstacles and ensure success.
Only you
Because every client is different, we
ensure that our services and technology
are led by your benefit requirements and
not vice versa.
Our technology solutions can be
expanded beyond flex to include a range
of human resources (HR) services, such
as learning tools, onboarding, pension
modellers and retirement guidance.
Together with careful planning, our tried
and tested five-phase approach on the
right allows the project to be modular.
Skilled project managers ensure that
the team responsible for each stage
remains focused and on track, helping to
mitigate and minimise risks which may
arise along the journey.
Audit
Existing benefits
Employee feedback
Design
Benefit mix
Benefit design
Launch
Enrolment window
Communicate
Improve awareness
Increase engagement
Build
Requirements gathering
System configuration
27. 3
• Provide employees with a complete
overview of their pay and benefits
• Evolve over time, remaining relevant to
your employees
• Give employees online access to their
latest details with regularly updated
information
• Enable employees anywhere in the
world to log in securely
• Update information automatically
from a number of data sources
• Include interactive modellers and
diagrams
• Utilise input to provide management
information which keeps your offer up
to date and relevant.
In harmony
Together we can create intelligent, well-rounded solutions which your employees
can engage with and you can be proud of.
Our experience in working with a diverse range of clients allows us to help manage elements of your reward package, such as
health and wellbeing programmes, communications, employee retirement strategies and your moral and reputational risks, more
effectively. Our consultants audit and advise, with particular attention to:
Workplace flux
Change is all around us, influenced by innovations in technology, evermore diverse
workforce demographics, mergers, acquisitions and continual updates to legislation.
This means it is important to stay on top of your employee offering. Our solutions
are designed to:
All our solutions are specified and
structured to the needs of your company
and, reflect your brand.
Corporate
strategies
Project
objectives
Return on
investment
Delivery Structure
Platform
integration
29. BUCK - Corporate Solution
Folder (inside)
We make history by daring to
shape the future.
Corporate Solutions from Buck Consultants, a Xerox
Company, is an all-encompassing proposition to fulfil the
needs of both you and your employees. By harnessing
the technology of the future, we can help you to deliver
the solutions you want, to maximise productivity and
employee engagement.
Corporate Solutions brings you an holistic, single
platform for the delivery and communication of
employee benefit programmes, talent management,
learning and development and HR solutions. Truly
forward-thinking and innovative, and the single
solution required to meet your needs.
Our people are focused on our primary
goal – helping you to achieve yours. This
is why we have developed a solution to
allow you to manage and communicate a
wide array of HR policies, benefits and
news. Not only that, but we’ll ensure its
engaging and informative for employees,
whether to enable learning on retirement,
the selection of a benefit or to think
about investing for the future.
Employee benefits,
flex and total reward
Communications
Health, protection and
productivity services
Share plan
services
Defined contribution
pension schemes
Buck Consultants’
Corporate
Solutions
Talent and HR
solutions
BR11550
