Benefit Management Processes - Control Chaos, Increase Value of Benefits

In the increasingly specialized employee benefits arena, employers are looking for a partner to develop processes, control logistics, and implement technologies and services to manage costs, regulations, communication and administration. ArlenGroup achieves these results through a defined benefit management process. We have identified six core areas of benefit management that are essential to the success of an employer's benefits program, as shown in the matrix below:

Benefit Management Focus Employer's Key Concerns Impact on Benefits Program ArlenGroup Approach PLAN DESIGN What benefits to offer? What benefits to use? Enrollment results and a plan’s overall effectiveness. Defined objectives and initiatives; advance planning; concise and useful information. COST OF BENEFITS How appropriate are rates and fees? Are employee contributions appropriate? Too frequently, the price paid to buy insurance is equated to the "value" of benefits. While premium cost is always important, expenditures should be measured by what you get for your money. Streamline benefit offerings to meet employee and labor market needs. Compare premium rates and employee contributions to industry and regional norms. Help participants understand the economic value of benefits. Communicating the value and objectives of benefit plans to senior management. EMPLOYEE SATISFACTION Benefit choices, ease of use, and perceptions of benefits experience. Influence employee satisfaction with regard to benefit plans. Help participants understand their plan's operation through print communications and interactive online tools and services. OVERSIGHT & COMPLIANCE Benefit plan objectives, current and historical plan data, documentation of plan issues and decisions, efficiency of renewal processes, and Federal and state plan compliance. Provides structure for senior management reporting, as well as succession planning. Provide The Benefit Book, a central resource for documenting all of the activities surrounding the delivery of benefits. EFFICIENT ADMINISTRATION Employee enrollment, status changes and terminations; appraisal of contractual agreements, relationships between benefit provisions; HR policies, and the effect of benefit staff turnover on administration processes. Plans fall short of maximizing return on investment if they are not also well- administered. Administration assistance with contract and policy review, carrier relationship management, and succession planning. Optional outsourcing of all administration tasks. EFFECTIVE EMPLOYEE COMMUNICATION Comprehensive information for recruits, new hires, employees and covered dependents. Communication of detailed plan provisions; frequency with which information is distributed. Personalized communications highlighting non cash compensation through benefits and employer subsidies. Knowing the features and economic value of benefits can further an employee’s understanding of and regard for benefit plans. Standard services to ensure that plans comply with legal requirements for communicating plan provisions. Optional custom designed materials and services to improve enrollment processes, reduce employee calls and increase regard for the value of benefit plans.