Shattering the Benefits Mold Dave Marini, DVP Strategic Advisory Services Bernadette Nace, VP, Benefits Outsourcing Consultant, Strategic Advisory Services Mary Schafer, VP, HCM Strategic Communication, Strategic Advisory Services

Copyright © 2017 ADP, LLC. Proprietary and Confidential. 1
Shattering the Benefits Mold
Dave Marini, Bernadette Nace & Mary Schafer

Today’s Discussion
• HCM Strategic Services:
Overview
• HCM Landscape: The 4Cs
• Benefits as a Value Prop: How
Employers Are Responding
• Managing Perception: Benefits
Communications

HCM Strategic Services: Who We Are
Strategic Advisory Services – Strategy and Insights
• HR Strategy and
Business Analytics
• HR / Payroll Service Delivery
• Workforce Management
• Talent Management
Insights to
Action
Action
Insights and Expertise
Professional Services – Execution and Delivery
• Service Delivery
• Communications
• Change Management
• Compliance Audits
• Client-Side Implementation
• Staff Augmentation
• Technical Documentation
• Process Optimization
• Benefits and Total Rewards
• Compliance and Regulatory Affairs
• Communications and Preparing for
Change
• Business Case for Change

HCM Strategic Services
David P. Marini
Division VP
Strategic Advisory Services
John Haslinger
VP Compliance &
Health Care Reform
Elena Redlich
VP Global Payroll
Linda Mott
VP Service Delivery
Christopher Ryan
VP Strategic
Research & Global
Bart Turney
VP Public Sector/
Best Practices
Sushma Tripathi
VP Workforce Planning
Professional Services
Mary Schafer
VP Communications
David Meckle
Dir Communications
Susan Hanold
VP Talent
Management
Julianne Bonvino
Exec Administrator
Sharon Deadwyler
Analyst
Jane Smith
VP Business
Process
Optimization
Bernadette Nace
VP Change
Management
Open
VP Compliance
Specialized
Project Team
Specialized
Project Team
Specialized
Project Team

The HCM Landscape

Controlling Costs Impacts Everything
• Workforce Management
- Engaged workforce = increased productivity and retention
- Time and labor; overtime
• Health/Retirement/Benefits Administration
- Consumerism; move to CDHP requires better communication
- Self-insured
- Defined Contribution
• HR Service Delivery Model
- Insource or outsource
- Integrated or stand-alone

Compliance – It’s Complicated
• Forcing integration of HR
service: driving HR and Finance
to work together
• ACA: Time, payroll, benefits,
absence, HR data
• Security and privacy concerns
• Updates on State and Federal
Legislation
•
What’s your strategy for keeping up
with all the regulations?
• COBRA and nondiscrimination
• DOL required notices
• Interacting with
Exchanges/Marketplaces
• Required Federal Reporting
(i.e., Forms 1095-C and 1094-C,
etc.)
• Appealing and reconciling with
federal penalty assessments
• Paying penalties as required

Consumer-Directed Employment
• Employee expectation: want and expect
a consumer-like retail experience at work
• CDHP, Wellness, Spending Accounts
• Mobile to manage everything
• Pay, time off, benefits: all-in-one
experience
• Communication and education
• Voluntary benefits; employee access to
public health care
What’s your consumerism change management
strategy? Do you have a communications plan?

Culture – the Real Bottom Line
• What’s your employer brand? It matters.
• Is your organization seen as a great place
to work?
• With social media, word gets around fast!
• Benefits:
- Indicator of how a company values
employees
- Effects recruiting and retention
• Talent Management: is it aligned to
business outcomes?
• Data Analytics: measuring outcomes is
critical
Company culture impacts the solution you choose.

Bernadette Nace
Benefits as a Value Prop: How Employers Are Responding

The Role of Employer Benefits
$23.25
$10.70
Average Hourly Rate in the United States
Source: Bureau of Labor Statistics: U.S. Department of Labor; March 2016.
Compensation
Benefits

How Benefits Have Evolved
Of job candidates
report benefits and
perks are among their
top considerations
before accepting a job
57%
Of workers would prefer new
or additional benefits to a
pay increase
80%
… and 71% of employees consider work to be the foundation of their financial safety nets
Of those aged 18 to 34
would prefer benefits
over pay versus 70%
for those aged 45 to 54
and 66% of those aged
55 to 64
90%
Source: Harris Poll for Glassdoor, December 2015.

Top 5 pieces of
information job seekers
want employers to
provide as they
research where to work:
1. Details on compensation packages
2. Details on benefits packages
3. Basic company information
4. Details on what makes the company an
attractive place to work
5. Company mission, vision, and values

Health Care Is a Top Priority for Employers
0% 10% 20% 30% 40% 50% 60% 70%
Managing benefits with the current level of HR
resources
Educating employees about the impact of Health
Care Reform
Retaining the skills and talent we need
Keeping benefits competitive
Hiring the skills and talent we need
Understanding ACA's impact
Increased health care costs
Source: ADP Research Institute®

The Challenge: Striking a Balance!
Compliance Administrative
Burden
Controlled
Costs
Employee
Engagement/
Candidate
Perceptions

Early Interventions …
• Implement consumer-driven health plans
• Shift costs to employees
• Employ more rigor regarding who to cover
• Outsource benefits administration
• Focus on wellness

Newest Trend
• Focus on what employees VALUE
- Shift in plan design
- Offer more non-medical benefits
- Take a personalized approach

Liken the Benefits Experience to a New Car
Purchase …

Trend Toward Non-Medical Benefits
Source: MetLife 14th Annual U.S. Employee Benefit Trends Study, YEAR?

Customizing options …
Source: Mercer National Survey of Employer Sponsored Health Plans, 2016.

Telemedicine Is a Fast-Growing Trend
Source: Mercer National Survey of Employer Sponsored Health Plans, 2016.

Student Loan Repayment Benefit Is
Gaining Popularity
Percent of college graduates who say
that all things being equal, their choice
to take a job would be decided, based on
an employer’s willingness to offer a
student loan repayment program
76%
Source: American Student Assistance’s “Life Delayed” Survey, 2016.

Thinking Outside the Benefits Box
BitSol Solutions –
Manchester England
Offers Paw-ternity leave –
paid time off to take care of
their four-legged
dependents
Boxed Wholesale
Will pay $20,000 toward
the cost of an employee’s
wedding!
Umpqua Regional Bank
Offers $1,000 shopping
loans, repaid through
payroll deductions

Mary Schafer
Maximizing Perception: Benefits Communications

Impactful Benefits Communications:
Where to Start?
Start With a Plan
1. Goals and Objectives
2. Target Audiences
3. Key Messages
4. Communications Vehicles
5. Tactics and Deliverables
6. Measurement
Understand What Works Launch a Multipronged
Approach
• Remember the Rule of 7
• (Also, people don’t read)
• Get creative with imagery
and messaging
• Tap into:
ü Video
ü Infographics
ü Mobile
ü Gamification
ü Explanimation
People remember …
CK4

CK4 Font size seems small
Carol Kanarkowski, 3/17/2017

Infographic Sample

Make It Human

Make It Relevant

Make It Relatable

Make It Grab Attention

Make It Creative

https://videoondemand.adp.com/
media/CDHP+Medical+Plan/1_v
f3xjxsa
Benefit Guide (content reduced by
50% from previous year)
Newsletter
Graphics for New User Experience
Emails
Make It Consistent

Summary
• Benefits is evolving
• Looking at benefits holistically is critical
• Enhancing the employee experience
• Breakthrough communications to support
perception of benefits offerings, participation, and
engagement

Shattering the Benefits Mold Dave Marini, DVP Strategic Advisory Services Bernadette Nace, VP, Benefits Outsourcing Consultant, Strategic Advisory Services Mary Schafer, VP, HCM Strategic Communication, Strategic Advisory Services

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Shattering the Benefits Mold Dave Marini, DVP Strategic Advisory Services Bernadette Nace, VP, Benefits Outsourcing Consultant, Strategic Advisory Services Mary Schafer, VP, HCM Strategic Communication, Strategic Advisory Services