1. How to Flex � Plain and SimpleThe practical aspects of introducing flexible benefits Chris Berry - Managing Director Computers in Personnel Limited

2. Reasons not to flex.. We already have a wide range of benefits Too Complicated Additional administrative burden It will cost too much It will take too much time to introduce Why change what we already have?

3. Existing Benefits Contribution to Personal Pension Private Healthcare Death in Service Benefit Permanent Health Insurance Subsidised Gym Membership Flexibility in Choice of Company Car Company Social Club Voluntary Benefits

4. Why introduce Flex Bens? Changing Workforce Needs Ageing Workforce � greater spread of age Need to respond to the marketplace Response to Employee Request Creating Choice and Flexibility for Employees Assist Staff Retention & Help Recruitment Derive greater value from existing Benefits offering Provide greater Value to Employees Technology and Ability to Deliver A Partnership Opportunity

5. Delivery & Technology thomsons online benefits Full Benefits Offering Leading Edge Technology Help Line for Employees Face to Face Contact Computers in Personnel 65 �sceptical� employees Existing highly functional HR Self Service Offering Client base of over 700 organisations

6. Selecting the right benefits What did we already offer? Ease of �flexing�? What did we want to include? How to decide what to offer? What would make a difference? Finding out what employees wanted Working with those who had done this before

7. Benefits Survey Find out what Employees wanted Prompted Possible Offerings Buy or sell Holidays Additional Healthcare benefits Extending Healthcare to partner/family Add Dental Care Childcare Vouchers Ease of change to Pension Contributions Probed the value of understanding Benefits offered

8. Integration With Existing Benefits Decision to offer more choice Not to introduce too much in one go Existing Benefit Choices Limited to Car and AVCs With Administrative Systems Use of Existing HR, Payroll and Pensions data Integration with Ciphr Net HR Self Service Current Benefit Cost Structures Wanted low to zero impact

9. What we Flex Holidays Buy or sell up to 5 days per annum Health Screening Salary Sacrifice Pension Contributions Now offered through Flex window Subsidised Gym Membership for all We plan to Flex Childcare Vouchers Dental Plan & Greater choice in Private Healthcare

10. Value to employees Introduction of an opportunity to discuss benefits Ability to change mix according to circumstance Created a formal Annual Benefit Review On-going Reminder of Value Visibility of Benefits Provided and those available Total Reward Statement

12. Administrative impact Integration with Existing HR Self Service Paperless Pension Enrolment On-line Total Reward Statement Life events trigger flex opportunity Annual Benefit Review One �Window� to flex One focal point for Benefits Administration

13. The positive effect  Ease of Benefits Administration Hiring New Staff An immediate choice of benefits Ability to mix benefits according to circumstance Employee Response Increased interest in Pensions! Positive comment on value offered by CIP Appreciation of Consultation Greater Visibility of Benefit Formal opportunity to review benefits every year

14. Lessons Learnt Flex can be up and running in 3 months! Consultation is good But doesn�t have to be complex You decide what to offer Keep it simple Don�t do it all at once Introduce new benefits over time Don�t underestimate the hidden benefits Work with an Experienced Partner

15. Any Questions?

16. A case study The practical aspects of introducing flexible benefits How to select the right benefits Integration with existing benefits offerings Promoting greater understanding of value to employees No real increase in employer costs Why CIP chose to introduce flexible benefits Administrative impact Employee response The positive effect on hiring new staff How CIP managed the introduction of flex in less than 3 months