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“ Designing Innovative Benefit Solutions”. Voluntary benefits – good for your employees/members. Additional benefits – no additional benefit costs Additional services - no additional fees Benefit statements Core benefit enrollment support.
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Voluntary benefits – good for your employees/members • Additional benefits – no additional benefit costs • Additional services - no additional fees • Benefit statements • Core benefit enrollment support
Voluntary Benefits - good for your employees/members • Benefits they can’t buy on their own • Insurance planning help from a qualified counselor • Help to offset higher deductibles, co-pays and co-insurance • Convenience of payroll deduction or direct bill • Portability – most plans go with when the employee leaves
BENEFIT DESIGN GROUP BRINGS VALUE TO YOU • Flexibility • Expertise for you and your employees • - Carriers • - Products • - Communication • - Various Enrollment Methods • - Value added services
CARRIERS BDG WORKS WITH • AIG • Allstate • Boston Mutual • ING • KMG • Transamerica • Trustmark • Unum Provident • Others
Products like Permanent life insurance Term Insurance Critical illness Voluntary Medical Accident coverage DI, dental, vision, legal, travel,etc. Services including Custom designed benefit statements Core benefit enrollments
Communication • Written • PowerPoint • Employee group meetings • On-Line enrollment and personalized website • Employee one-on-one meetings • Inward/outward bound call centers Enrollment services • Electronic/paper • Call Center • Administrative backup • On-going service • Annual re-enrollments
HR NEED • Recruitment of good employees • Retention of the best employees KEY QUESTION TO HR • Do your employees really understand and appreciate the value of their employer paid benefits?
2004 Watson Wyatt Survey Communication plays a critical role in improving retention power of Health Benefits (WASHINGTON, Feb. 23 /PRNewswire-FirstCall) • How well a company communicates the value of its health benefits can do more to retain top-performing employees than the actual richness of the benefits themselves. *Watson Wyatt's WorkUSA(R) 2004 Study
2004 Watson Wyatt Survey • Rich benefit program • Poor benefit communication strategy • Turnoverof “Top Performers” - 17% • Average benefit program • Effective communication strategy • Turnover of “Top Performers” - 12% • Rich benefit program • Effective communication strategy • Turnover of “Top Performers” - 8%
2004 Watson Wyatt Survey (Continued) Communication of the value of benefit programs • Rich benefit program Poor communication • % of employees that are satisfied 22% • Less rich benefit program Effective communication • % of employees that are satisfied 76% • The determining variable is clearly the effectiveness of the communication of the value of the benefits - not the richness of the benefit package itself.
BDG Benefit Statement Programs One of the most cost effective ways for your employees to understand the value of your benefit program and utilize the effective communication of the benefits offered: • Benefit Statements - custom designed, personalized • One or more attractive, employee paid voluntary benefits • One-on-one meetings with each employee
Benefits - BDG • Your investment in benefits is huge. • You want to maximize the return on that investment in recruitment and retention of good employees/ members. • BDG can help you to realize the maximum return on your investment in your benefits package.
