Health and wellbeing benefits survey That s the world of Denplan for you.

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Health and wellbeing benefits survey 2014. That s the world of Denplan for you."

Transcription

1 Health and wellbeing benefits survey 14 That s the world of Denplan for you.

2 About benefits About dentistry 1 Introduction - key facts On what basis are benefits chosen? 2-5 Health and wellbeing benefits offered to staff 6-1 Introduction - key facts 24 How UK adults access dental care Attitudes to dentistry About brokers Changes to benefit provision in Introduction - key facts 28 Assessing the value of benefits packages 12 Companies accessing brokers 29 Perceptions of broker services 3 Reviewing benefits portfolio in Benefits considered most valuable for recruitment, retention and employee wellbeing Factors affecting the choice of dental plan provider Attitudes to dental plans Importance of services provided by brokers Reasons for not using a broker 33 Company decision makers research This research is based on a Denplan survey among employee benefit decision makers in UK companies. The survey was carried out online between 14th January and 4th February 14 and was completed by 488 respondents. Samples were sourced through an online panel (Research Now). No weightings were applied to the survey results and so all figures quoted as companies means companies in this survey and cannot be taken as representative of all companies in the UK. Company views are representative of decision makers responses. Samples are unweighted and therefore are not comparable as like for like. Decision makers roles within the organisation 16 6 Finance Director CEO/Managing Director Number of employees in respondents organisation Small (-1 employees) HR Director/manager Other Medium (11-25 employees) Large (251+ employees) 3 Consumer and employee research A Denplan survey among UK consumers was conducted online by YouGov in January 14. Total sample size for the YouGov Plc. survey was 5,148 adults. Fieldwork was undertaken between 13th - 17th January 14. The survey was carried out online. The figures have been weighted and are representative of all UK adults (aged 18+). Last year s survey ran 14th - 23rd January 13, total sample size was 4,116 UK adults. Dental private fee charges Taken from Denplan s Supplementary Insurance Benefit Survey, conducted in January 14 online among Denplan member dentists.

3 Steve Gates Managing Director Denplan Steve joined Denplan in 1995 and in 1 became Managing Director. In this role he is responsible for the strategic direction and growth of all Denplan activities, along with the Denplan Board and other senior management team members. Steve focuses specifically on new products and business development, while maintaining close links with the dental profession. 1 Source: Denplan / YouGov survey, January 14. All employed where employer doesn t offer a dental plan. (N = 39) 2 Source: Denplan decision-makers survey January 14. All respondents. (N = 488) Introduction Welcome to the fifth edition of our annual survey based on attitudes towards health and wellbeing benefits. The aim of this survey was to identify which health and wellbeing benefits UK employers offer to their staff and how they are delivered. We also wanted to find out the impact benefits play on employee s attitudes, along with the challenges that are shaping them. In the pages that follow, we have brought together up-to-date information as told by key company decision makers, whose role it is to source and manage employee benefits. Some of the changes uncovered in this report appear to have been in response to the recovering economy, while others represent shifts that have gradually occurred over the last five years. It s clear that employee benefits remain a priority with over three quarters (78%) of companies offering health and wellbeing benefits. The dilemma for organisations remains how to offer the right mix of benefits to attract and retain staff while also balancing their increasing costs. We are sure this report will provide real value as you meet the needs of your audience in the year ahead. About the survey This report provides an analysis of the 14 Benefits Survey results. In January 14, Denplan conducted two surveys. The first one was in conjunction with YouGov - our annual consumer survey, to gather rich information on the employee benefits market and give insight into key trends. The second survey reveals insight and attitudes towards the benefits offered by surveying key corporate decision makers in a variety of small to large sized companies. 62 % 84 % 83 % 68 % Key facts of employees without a dental plan would consider one if their employer offered it 1 of employers with a dental plan believe that it helps keep their benefits package relevant for today s market 2 of employer with a dental plan believes that it enhances employee wellbeing 2 of employers with a dental plan believe that it helps to manage staff absenteeism 2 1

4 On what basis are benefits chosen? 42 % 3 Comparison with what other companies in the same industry offer Predictable cost 4 of companies say that enhancing employee wellbeing is a factor when choosing benefits Employee requests/demand 5 Something that will enhance employee wellbeing Something that will be regularly used by employees Value for money 6 Cost of benefit Factors considered important by employers Figure 1 Base: All decision makers Company decision makers were asked to rank each factor when selecting employee benefits. Value for money (51%) and cost (5%) remain the most influential factors on employers decision to choose an employee benefit. Other influences cited this year include enhancing their employee s wellbeing (42%) and listening to employee feedback (38%). Some factors have moved down on the priority list over the years including regularity of use, which has shown a 7% decline over the last three years to 31%. 2

5 The benefit covers me for unforeseen events and emergencies The benefit can be used regularly Cost We asked employees a similar question and found that their key priority was also focused around cost (83%) and value for money (83%) when considering the benefits offered to them. 1 However, three quarters (75%) of employees think it is important that a benefit can be used regularly. This highlights a noticeable difference between the factors considered important by employers and 8 employees. So while employees consider regularity of use as an important factor, their employers are not considering this factor as much when deciding which products to make available. 6 Value for money Factors considered important by employees Figure 1.1 Base: All employees who have access to benefits Factors considered important by employees (by company size) 6 4 The benefit covers me for unforeseen events and emergencies 8 The benefit can be used regularly Cost 1 Value for money 4 Small (-1 employees) Medium (11-25 employees) It s evident that there are a few notable differences when segmenting employee responses by company size. Employees from smaller companies are more likely to value costs (87%) than the employees from medium (81%) and large (83%) sized companies. Employees from medium sized company s responses show that the least important factor (67%) is choosing a benefits policy that will cover them for unforeseen events and emergencies, dropping 19% from last year. This is a far lower percentage than employees from small (78%) and large (74%) sized companies. Large (251+ employees) Figure 1.2 Base: All employees who have access to benefits For further information visit 3

6 Employees that would consider cancelling their benefits due to cost Dental plan PMI Health Cashplan Childcare Vouchers Gym Subsidy Cycle to Work Scheme Critical Illness/Payment Protection Employee Assistance Programme Health Screening Smoking Cessation Programme Figure 1.3 Base: All employees who have access to the respective benefits through work Cost has remained a key issue for employees since this survey was first conducted five years ago. We wanted to find out the extent of influence it can have on decisions and asked which benefits employees would cancel due to cost. Just over three fifths (61%) of respondents who have taken up the benefit said that they would consider cancelling their health cash plan due to cost consideration. 53% said cost would affect their decision to cancel their dental plan. 4

7 Change in factors influencing choice of benefits over the past 12 months Cost of benefit Value for money Something that will be regularly used by employees Employee requests/demand Predictable cost Comparison with what other companies in the same industry offer Less important Stayed the same More important Figure 1.4 Base: All decision makers Over the past 12 months, companies have continued to review their benefits package within an uncertain economic climate, alongside the business costs of complying with legislative changes, such as auto enrolment. In comparison to last year, cost of benefit and value for money steadily lowered in importance but remain an integral part of consideration. Decision makers are also less receptive to a benefit that will be used regularly with 1% rating it less important than last year. Other factors, including employee requests have gained importance over this period. For further information visit 5

8 Health and wellbeing benefits offered to staff 22 % of companies offer no health and wellbeing benefits at all Benefits offered by companies Encouragingly, the majority of decision makers (78%) reported their company offered at least some health and wellbeing benefits, with the range continuing to be varied. Health screening has jumped ahead of childcare vouchers this year, becoming the most popular benefit at 37%. Private medical insurance (PMI) has shown a marginal decline in the past 12 months dropping from 19% to 17%. In contrast, there has been a considerable rise in the proportion of respondents that offer a gym subsidy rising from 26% to 3%. Over a third (35%) of decision makers said they offered a dental plan to their staff, becoming the third most popular benefit selected Dental Plan PMI Health Cashplan Childcare Vouchers Gym Subsidy Critical Illness/Payment Protection Employee Assistance Programme Health Screening Smoking Cessation Programme Other (please specify) None Figure 1.5 Base: All decision makers 6

9 How companies communicate their benefits to staff Intranet site campaign Benefit book Desk drop Staff roadshows Other Total Small (-1 employees) Medium (11-25 employees) Large (251+ employees) Figure 1.6 Base: All decision makers It s clear that technology is affecting the way benefits are being delivered and communicated to staff across companies of all sizes. The results illustrate that technology based communications have all risen in importance. Intranet sites remain a vital tool to communicate the benefits to staff (45%). This is especially notable for large companies (71%). campaigns (44%) is the second most popular communication tool. With corporate social responsibility on the agenda, companies are relying more on electronic communication to save on paper usage and cost. For further information visit 7

10 Health and wellbeing benefits offered to staff (by company size) 51 % of large companies offer a dental plan to their employees Dental plan PMI Health Cashplan Childcare Vouchers Gym Subsidy Critical Illness/Payment Protection Employee Assistance Programme Health Screening Smoking Cessation Programme Other (please specify) None of the above Figure 1.7 Base: All decision makers Small (-1 employees) Medium (11-25 employees) Large (251+ employees) There is a strong correlation between the company size and the benefit offered to employees. Small companies are much less likely to offer benefits with only 57% arranging benefits schemes for their employees, compared with 95% of large companies. Over half (55%) of large companies offer childcare vouchers to their staff, compared with % of small companies. Over half of large companies (51%) offer a dental plan to their staff. For medium sized companies this has increased to 41%, which has doubled since the 13 response. 8

11 Employee take-up of health and wellbeing benefits PMI Dental Plan Health Cashplan Childcare Vouchers Gym Subsidy Cycle to Work Scheme Critical Illness/Payment Protection Employee Assistance Programme Health Screening Smoking Cessation Programme Take-up (overall) Take-up (at least partly employee-paid) Figure 1.8 Base: All employees who have access to the respective benefits through work Similarly to last year, PMI (65%) and critical illness (58%) remain the most popular benefits to be taken up when offered to employees. It s clear that employees are, however, more receptive to PMI when they are company paid with only 21% taking it up when they have to contribute. Dental plans are taken up by over a third (35%) of employees who are offered it. Over three fifths (63%) of these dental plans are partly paid by the employee. Gym Subsidy is this year s highest riser, rising to over a third on take up (37% compared with 25% in 13). For further information visit 9

12 Which benefit do companies think their employees value most? 32 % of employers think that their staff rate childcare vouchers the most valued benefit Dental plan Gym Subsidy Health Screening PMI Healthy Living Programmes Smoking Cessation Programme Health Cashplan Critical Illness/Payment Protection Other (please specify) Childcare Vouchers Employee Assistance Programme None of the above Figure 1.9 Base: All decision makers Nearly a third (32%) of respondents regarded childcare vouchers as the highest rated benefit among their staff. It seems that employers are aware of the increasing popularity of health screenings among employees (figure 1.16) causing a rise of 9% in the last three years reaching 27%. Dental plans have also shown a large increase in perceived value rising 6% to 25% in 14. One notable statistic is the declining number of respondents who think that their employees value PMI, decreasing from 27% to 18% in the past three years. However, this decline does align with figure 1.16, which shows that PMI is not rated as highly by employers as some other benefits to recruit, retain and maintain employee wellbeing. 1 14

13 Changes to benefit provision in % of companies are considering adding a dental plan to their benefits offering Health Screening Employee Assistance Programme Cycle to Work Scheme Gym Subsidy Critical Illness/Payment Childcare Vouchers PMI 3 Health Cashplan 4 Smoking Cessation Programme 5 Dental Plan Benefits that companies are thinking of adding and removing in 14 1 Considering adding Considering removing Figure 1.1 Base: All decision makers who are reviewing benefits in 14 When decision makers were asked which benefits they were planning to add and remove during the next 12 months, 46% reported they were considering adding a dental benefit. A quarter (25%) stated they would be looking to add health screening. The least attractive benefit remains employee assistance programs, which is currently being added by 12% and removed by 6%. One interesting response is the 22% of companies planning to remove their gym subsidy; this is surprising when compared with figure 1.8, which highlights the increasing uptake of gym subsidy during the past 12 months. For further information visit 11

14 Assessing the value of benefits packages How do you assess the value of the benefits package you offer your employees? Employee feedback Usage levels Financial assessment/roi 67 % of large companies use employee feedback to measure the value of their benefits package Total Small (-1 employees) Medium (11-25 employees) Large (251+ employees) Figure 1.11 Base: All decision makers offering health and wellbeing benefits to their staff Other The method for companies assessing the value of their benefits has remained consistent over the past three years. Regardless of size, employers are most likely to use feedback from their employees (69%). This is especially apparent within medium sized companies (73%). It is worth noting that there is a strong second tier of factors including usage levels (47%) and financial assessments (4%). With technology continuously improving, it s easier than ever for companies to complement employee feedback with usage levels when assessing the return on investment of their offered benefits. 12

15 Reviewing benefits portfolio in % of companies are reviewing their benefits in 14 Employee benefits portfolio review 8 Review of benefits portfolio in 12 Review of benefits portfolio in 13 Review of benefits portfolio in Total Small (-1 employees) Medium (11-25 employees) Large (251+ employees) Figure 1.12 Base: All decision makers The percentage of companies reviewing their benefits has risen over the past three years reaching 63% in 14. The majority of large employers are planning to review their benefits (7%), compared with only half (5%) of smaller ones. One notable statistic is the growth of medium sized companies now choosing to review their benefits increasing 16% since 12 responses. For further information visit 13

16 Always review benefits each year Reasons for conducting a review (by company size) Other (please specify) 6 Specific benefit implementation (e.g. flex implementation) Economic Climate 7 1 Review for Review for Review for Review for Review for Review for Review for Review for Total Medium (11-25 employees) Small (-1 employees) Large (251+ employees) Figure 1.13 Base: All decision makers who are reviewing benefits in 13 or 14 The reasons for carrying out a review in 14 remains similar to those in 13, but there are changes worth noting especially across large sized companies. The most significant of these is the percentage of companies which have made reviewing an annual process, which rose from 54% to 71% in 12 months. The economic climate also remains a key challenge for companies (25%). However, this percentage is down from 13 s 32% highlighting the effect of a recovering economy. This is especially apparent for larger companies, which almost halved in importance (from 35% in 13 to 18% this year). 14

17 Reviewing benefits provider Smoking Cessation Programme Health Screening Employee Assistance Programme Critical Illness/ Payment Protection Gym Subsidy 5 Childcare Vouchers Health Cashplan 6 PMI 7 Dental Plan We asked decision makers which of their current benefit providers they are reviewing in 14. Two-thirds (66%) of decision makers are planning to review their PMI provider. Over half (56%) of companies are reviewing their dental provider and shortly behind employee assistance programme (45%). Compared with last 8 year, fewer companies are choosing to review their health cash plans (decreasing 1% since 13) Other (please specify) 4 There is no financial/economic need to do so 5 Have a regular programme to review benefits not due for review this year 6 The most common reason for small companies not reviewing benefits is that it is not a business priority (4%). Interestingly, this is not the main reason for medium and large companies, which could be partially because they schedule annual employee benefit reviews. Instead, medium and large companies are most likely to be happy with their providers (57% & 43% respectively). Not a business priority Reasons for not reviewing benefits Happy with existing providers Figure 1.14 Base: All decision makers who are reviewing benefits in 14 for the respective benefits they offer Total Medium (11-25 employees) Small (-1 employees) Large (251+ employees) Figure 1.15 Base: All decision makers not receiving benefits in 14 15

18 Benefits considered most valuable for recruitment, retention and employee wellbeing 36 % of companies believe that childcare vouchers help to recruit new employees Recruiting new staff Retaining existing staff Enhancing employee wellbeing Figure 1.16 Base: All decision makers We asked decision makers which benefit they felt offered most value in recruiting and retaining staff. Childcare vouchers (36%) along with critical illness protection (31%) were considered as the most valuable benefits for recruiting new staff, these factors were also the most popular factors to keep staff. Health screenings was the most commonly selected benefit to enhance employee wellbeing at 33% followed by dental plans (29%). 16 Smoking Cessation Programme Health Screening Critical Illness/ Payment Protection Employee Assistance Programme 25 Cycle to Work Scheme PMI 3 Health Cashplan 35 Dental Plan 4 Gym Subsidy Childcare Vouchers Which benefits do companies believe will help toward specific business goals?

19 37 % of people would be attracted to a new employer with PMI 35 3 Keeps me loyal to my current employer 4 Demonstrates your employer s support of your wellbeing Attracts me to a new employer How much influence do benefits have on employees? 25 Dental Plan 15 Private Medical Insurance (PMI) Health Cashplan 1 Gym Subsidy 5 Healthy Living Programmes Childcare Vouchers Figure 1.17 Base: All employees We asked employees the same question and found that their perception of benefits offered a different outcome. Employees rated PMI as the most important benefit across the above three categories. In contrast, employers rated PMI much lower across the board. Decision makers rated childcare vouchers as the most popular benefit to attract and retain staff. Conversely, employees valued childcare vouchers much lower across the board. These answers are consistent with figure 1.8, which shows that take up for childcare vouchers is much lower when compared with other benefits. 14 s survey response shows that employees rate dental plans as increasingly important with rises in each of the above three categories during the past 12 months. Employees view dental plans as one of the most important benefits in demonstrating support for their wellbeing (35%) and second highest when attracting them to an employer (31%). For further information visit 17

20 Factors affecting the choice of dental plan provider Price Choice of plans Flexibility of product Simple product that is easy for employees to understand Figure 1.18 Base: All decision makers providing a dental plan Good account management Access to the provider s network of dentists Good customer service Good claims handling Broker recommendation Looking specifically at dental plans, we asked decision makers the factors which influenced their choice of provider. Across all sized companies price remained the most frequently mentioned factor for choosing a dental plan provider (68%). Secondary reasons have risen in importance including choice of plans (49%), and flexibility of product (51%). 18

21 Reasons among companies for choosing a provider (by company size) Price Small (-1 employees) Choice of plans Flexibility of product Simple product that is easy for employees to understand Good account management Access to the provider s network of dentists Good customer service Medium (11-25 employees) Large (251+ employees) Good claims handling Broker recommendation 1 Figure 1.19 Base: All decision makers providing a dental plan Segmenting the reasons by company size provides an interesting outcome. Small and medium sized companies prioritise flexibility of the product (57%), while the key reason for larger sized companies is choice of plans (54%). Another contrast is that smaller companies rated simplicity of the product (4%) as a factor; this number is significantly higher than larger company response s (3%). For further information visit 19

22 Have you had a request from employees for a dental plan? of employers say they have had a request from their employees for a dental plan 3 Total Small (-1 employees) 1 Medium (11-25 employees) Large (251+ employees) Figure 1. Base: All decision makers The percentage of decision makers saying that they have been asked directly from employees for a dental plan has increased 5% in the past 12 months, rising to 41%. By size, 57% of large companies reported that they had a direct request from their staff, while in medium sized companies it has risen 14% in the past three years to reach 43%. %

23 Page 29 Which employees is the dental benefit offered to? width of bar 5.6mm seperation 28.83mm block seperation (for 4s) All employees Senior employees only Length of service Total Small (-1 employees) Figure 1.21 Base: All decision makers providing a dental plan Medium (11-25 employees) Large (251+ employees) We asked decision makers with a dental plan, which level of employees they offered it to. Overall, the majority (7%) of employers offer their dental benefit to all of the employees. Small companies are more likely to only offer it to senior staff (23%) compared to medium and large sized companies (18%). For further information visit 21

24 Attitudes to dental plans Views among employers Help to manage absenteeism and time taken off for dental emergencies Enhance employee wellbeing Fit within company ethos and show we care about employees Help attract new employees Help retain existing employees Keep our benefits package relevant for today s market 4 84 % of companies with a dental plan agree that it fits within company ethos Figure 1.22 Base: All company decision makers offering a dental plan Companies with a dental plan were asked their attitudes about them. Overall perception remains positive, with 84% of employers believing it fits within the company ethos and shows they care about employees. Additionally, the majority (83%) of decision makers agreed that it enhanced their employee s wellbeing. A noteworthy 84% believe a dental plan is relevant with today s offerings. With the uncertain economic state it is imperative for companies to make sure that benefits meet employee s needs and increase value, helping to retain and attract staff. There has also been a significant rise in employers agreeing that a dental plan helps to manage absenteeism and time taken off for dental emergencies, rising to over two thirds (68%) of respondents. 22

25 Views among employees 54 % of employees think a dental plan is a tangible, usable employee benefit I think a dental plan is a tangible, usable employee benefit I would consider a dental plan if my employer offered it I would appreciate access to a dental plan as part of my benefits package I would consider a dental plan an integral part of my company s benefits package 3 1 Figure 1.23 Base: Employees working for an employer that does not offer a dental plan We asked employees working for an employer, which does not offer a dental plan for their attitude towards dental plans. 62% of respondents stated they would consider one if offered; while 54% agree that a dental plan is a tangible, usable employee benefit. More than half (56%) said they would appreciate access to one as part of a package. For further information visit 23

26 About dentistry Roger Matthews Chief Dental Officer MA BDS DGDP(UK) FDSRCS(Edin) Introduction Company decision makers are aware that there is a direct link between oral health and the overall wellbeing of their staff (82%). Dental problems can not only affect employees ability to sleep, work and socialise effectively, but can often contribute to lifelong oral and general health problems. This is why it s so important that companies encourage their employees to look after their oral health. Unlike some other benefits, dental plans are a tangible benefit that can be used on a regular basis, providing security and helping to maintain health. This makes dental plans all the more attractive and valuable for brokers, companies, and employees alike. Roger joined Denplan in 1995 having spent years working in general dental practice and as an advisor for the Medical Defence Union. He oversees dental advice to the company and its links with professional and political bodies and looks after Denplan s teams ensuring over 6,5 member dentists provide high quality care. 1 Source: Denplan / YouGov survey, January 14. All employed where employer doesn t offer a dental plan. (N = 39) 2 Source: Denplan decision-makers survey January 14. All respondents. (N = 488) 75 % 78 % 32 % Key facts of employees attend the dentist at least once every 2 years 1 of employers are aware that the cost of dental care is rising 2 of employers say that their employees are having trouble finding a dentist 1 24

27 How UK adults access dental care 8 7 Geographic comparisons 6 Attendees in South England and Wales are most likely to visit the dentist once every two years (79%), while London (65%) have the lowest proportion of regular attendees. 5 North 4 Midlands East 3 How often do you see a dentist? London South Wales 1 Scotland Northern Ireland Figure 2 Base: All UK adults (18+) Regular attendance at the dentist has always been acknowledged as a central part of a healthy lifestyle, and our survey finds this attitude has continued with 44% of all adults attending every six months, and 75% at least once every two years. 75 % of adults say they visit the dentist at least once every two years Never 3 Only when in pain Less regularly Every six months 1 At least every year At least every two years Figure 2.1 Base: All regular dental attendee For further information visit 25

28 Attitudes to dentistry 82 % of companies believe there is a link between good dental health and general wellbeing Our employees are having trouble finding a dentist Employees would recognise the value of a dental plan as a tangible, usable benefit Good dental health supports your overall wellbeing The cost of dentistry puts my employees off going to a dentist I am aware of the rising costs of dental care I believe that Government spending cuts will have an impact on NHS dental provision Seeing a dentist close to the workplace would help reduce time away from work to attend dental appointments Figure 2.2 Base: All decision makers Over three quarters (78%) of companies are aware of the rising costs of dentistry, while 82% agree that good dental health supports their staff overall wellbeing. Encouragingly, the majority of decision makers believe that their employees would recognise the value of a dental plan as a usable benefit (65%). Half of companies (5%) agree that cost of dentistry puts their employees off attending the dentist, while 69% believe seeing a dentist close to work would help reduce absenteeism for a dental appointment. 26

29 How charges vary by region 1 Composite filling Page Full exam fee for a private patient Full scale and polish fee 13 PRICING East and Midlands North England North England South West and Wales Figure 2.3 Base: Denplan member dentist insurance Benefits survey, January 14 For further information visit 27

30 About brokers Pam Whelan Head of Corporate Pam joined Denplan in as a Corporate Consultant having previously worked within the financial sector. In January 5 she was promoted to Corporate Sales Manager and in March 13 Pam became Head of Corporate where she is responsible for the overall strategy of the corporate area. Introduction Every year, we survey employers to collect information about their attitudes towards brokers and the value of their services. After a decline in the number of companies using a broker from 11 to 13, the 14 study reveals that the figures have improved over the past 12 months, with just over half of companies (51%) engaging with brokers in their benefit decision making. The results give you an interesting insight into how attitudes in the marketplace vary by company size. What has emerged is that compared to last year, more small and medium sized companies are utilising a broker. This will mean brokers must understand how these companies search for benefits and what their requirements are. These results can help you understand the key dynamics of a broker/client relationship and ensure commercial opportunities are maximised. 1 Source: Denplan / YouGov survey, January 14. All employed where employer doesn t offer a dental plan. (N = 39) 2 Source: Denplan decision-makers survey January 14. All respondents. (N = 488) 51 % 89 % 48 % Key facts of companies use broker advice in procuring benefits 1 of companies that use a broker feel it represents value for money 2 of companies cite broker advice as a method used in their benefits search 1 28

31 Companies accessing brokers Companies using brokers for employee benefit procurement and/or administration 3 Broker advice continues to take the top spot in terms of the most popular method for researching benefits. Large companies also noted using industry publications (28%) and benefits books (25%). Small and medium sized companies are more likely to use web searches (41% and 34% respectively)than larger companies, which may be due to lack of knowledge about the services offered by the broker. Total Small (-1 employees) 1 Medium (11-25 employees) Large (251+ employees) Figure 3 Base: All decision makers 1 Other (please specify) Special supplement in publication 3 Benefits book or annual Specific industry website 4 Industry publication 5 Web search (e.g. Google) 6 Broker advice/ information Methods used for researching benefits Total Medium (11-25 employees) Small (-1 employees) Large (251+ employees) Figure 3.1 Base: All decision makers For further information visit 29

32 Perceptions of broker services The overwhelming majority (89%) of companies accessing broker services feel they represent value for money. Interestingly, small companies responded with the greatest perception of the value using a broker (91%). With the increasing number of small companies now using a broker (43%) it s not surprising that there is an increase in the respondents that agree with the value of using one. 91 % of small companies who use a broker agree services provided by their broker gives them value for money Companies agreeing that services provided by brokers deliver value for money 1 Total Small (-1 employees) Medium (11-25 employees) Large (251+ employees) Figure 3.2 Base: All decision makers using a broker for procurement/admin 3

33 Importance of services provided by brokers 37 % of companies see the importance of using a broker to negotiate deals and special rates Importance of services provided by brokers - as rated by all companies PERCENTAGE VERY IMPORTANT (%) Impartial comprehensive market review Negotiating deals/ special rates Keep me updated on changes in the market Support in communicating the value of benefits to employees Providing outsourced admin/services Give access to technology solutions (e.g. flexible benefit platforms) Provide expertise not available inside the company Figure 3.3 Base: All decision makers using a broker for procurement/admin The unpredictable economic climate means cost affects companies of all sizes. Those using a broker rated negotiating deals (37%) and providing expertise not available inside the company (38%) as the most popular services. One notable increase over the past three years is the rising importance of giving access to technology (19%). With the increasing popularity of flexible benefits means that technology solutions and flex platforms may be becoming more desirable. For further information visit 31

34 Importance of services provided by brokers - as rated by companies of different sizes PERCENTAGE VERY IMPORTANT (%) Impartial comprehensive market review Negotiating deals/ special rates Keep me updated on changes in the market Support in communicating the value of benefits to employees Providing outsourced admin/services Give access to technology solutions (e.g. flexible benefit platforms) Provide expertise not available inside the company Figure 3.4 Base: All decision makers Small (-1 employees) Medium (11-25 employees) Large (251+ employees) It s evident that small, medium and large companies view brokers differently and have diverging views about the importance of their services. Whilst the number of small companies using a broker has increased they are still less likely to rate many of the services apart from negotiating deals (19%). A sizable percentage of medium sized companies (25%) rated the expertise a broker offers outside the company; larger sized companies priority is varied and wider across many services. 32

35 Reasons for not using a broker The previous table s results highlight the differing views of small and larger companies on the importance of broker services. It s also important to understand the reasons why potential clients don t currently engage with brokers. 15 Other (please specify) PERCENTAGE VERY IMPORTANT (%) 25 Wish to have a direct relationship with our benefit providers 3 Previous experience 35 Don t understand the benefit using a broker would bring It is a function of our normal procurement team 4 Cost of engaging a broker is too high Have dedicated staff in-house to manage employee benefits From 11 to 13, the cost of using a broker was the main barrier for employers, but for this year it s on par with having dedicated staff in-house to manage employee benefits. Medium and large sized companies state that having a dedicated in-house team to manage benefits is the principal reason for not using a broker at 39% and 4% respectively. In contrast, smaller companies choose not to use a broker due to the lack of understanding of the benefits using a broker provides (31%). 1 5 Total Medium (11-25 employees) Small (-1 employees) Large (251+ employees) Figure 3.5 Base: All decision makers not currently using a broker for procurement/admin For further information visit 33

36 We re here to help you For more information please contact the Corporate team on , or visit the website Denplan Limited, Denplan Court, Victoria Road, Winchester, SO23 7RG, UK. Tel: +44 () Fax: +44 () Part of Simplyhealth, Denplan Ltd is an Appointed Representative of Simplyhealth Access for arranging and administering dental insurance. Simplyhealth Access is incorporated in England and Wales, registered no and is authorised by the Prudential Regulation Authority and regulated by the Financial Conduct Authority and the Prudential Regulation Authority. Denplan Ltd is regulated by the Jersey Financial Services Commission for General Insurance Mediation Business. Denplan Ltd only arranges insurance underwritten by Simplyhealth Access. Premiums received by Denplan Ltd are held by us as an agent of the insurer. Denplan Ltd is registered in England No The registered offices for these companies is Hambleden House, Waterloo Court, Andover, Hampshire SP1 1LQ. INTR59-614

Denplan Broker Support

Denplan Broker Support Denplan Broker Support Helping you achieve your goals. That s the world of Denplan for you. Giving you the advantage Your clients and their employees deserve the best possible value on offer. We ll work

More information

What is the role of a Champion?

What is the role of a Champion? What is the role of a Champion? I am a member of a team, and I rely on the team, I defer to it and sacrifice for it, because the team, not the individual, is the ultimate champion. Mia Hamm We see the

More information

Plans for Children. Helping your child smile with confidence. Speak to your dentist today

Plans for Children. Helping your child smile with confidence. Speak to your dentist today Plans for Children Helping your child smile with confidence Speak to your dentist today Plans for Children Helping to stop problems before they start Plans for Children allows your dentist to provide the

More information

Factsheet. Helping your business manage sickness absence

Factsheet. Helping your business manage sickness absence Factsheet Helping your business manage sickness absence Key facts The average cost of employee absence is 673 per employee, per year. The average cost per employee in the public sector is 800, substantially

More information

Dental benefits. Andy Couchman

Dental benefits. Andy Couchman Dental benefits Andy Couchman Two rows of shiny(ish) white(ish) enamel that make up significantly less than 1% of our bodies. Yet, they re an essential part of our health make-up and even influence apparently

More information

How are companies currently changing their facilities management delivery model...?

How are companies currently changing their facilities management delivery model...? Interserve and Sheffield Hallam University market research 2012 Page 2 www.commercial.interserve.com How are companies currently changing their facilities management delivery model...? we have a strategy

More information

Simply Healthworks puts private medical insurance within your company s reach

Simply Healthworks puts private medical insurance within your company s reach Simply Healthworks puts private medical insurance within your company s reach HEALTH INSURANCE Simply Healthworks - making private medical insurance more accessible Simply Healthworks has been created

More information

A GUIDE TO UNDERSTANDING EMPLOYER & EMPLOYEE ATTITUDES TOWARDS DENTAL CARE

A GUIDE TO UNDERSTANDING EMPLOYER & EMPLOYEE ATTITUDES TOWARDS DENTAL CARE A GUIDE TO UNDERSTANDING EMPLOYER & EMPLOYEE ATTITUDES TOWARDS DENTAL CARE Introduction Regular visits to the dentist are an important part of a health regime, helping to keep teeth and gums healthy and

More information

City and County of Swansea. Human Resources & Workforce Strategy 2013-2017. Ambition is Critical 1

City and County of Swansea. Human Resources & Workforce Strategy 2013-2017. Ambition is Critical 1 City and County of Swansea Human Resources & Workforce Strategy 2013-2017 Ambition is Critical 1 Delivering quality services for a safer, greener, smarter, fairer, healthier, richer Swansea Executive Summary

More information

Director of Income Generation job description and person specification

Director of Income Generation job description and person specification Director of Income Generation job description and person specification Job title Reporting to Key relationships Responsible for Director of Income Generation Chief Executive Internal: CEO, Executive Strategy

More information

APPENDIX ONE: SUMMARY TABLE OF SURVEY FINDINGS AND ACTIONS TAKEN ANNUAL PATIENT AND PUBLIC SURVEY 2013: SUMMARY OF KEY FINDINGS

APPENDIX ONE: SUMMARY TABLE OF SURVEY FINDINGS AND ACTIONS TAKEN ANNUAL PATIENT AND PUBLIC SURVEY 2013: SUMMARY OF KEY FINDINGS APPENDIX ONE: SUMMARY TABLE OF SURVEY FINDINGS AND ACTIONS TAKEN ANNUAL PATIENT AND PUBLIC SURVEY 2013: SUMMARY OF KEY FINDINGS Topic Finding Action taken/planned Awareness of the GDC Unprompted awareness

More information

white paper APRIL 2012

white paper APRIL 2012 sponsored by white paper APRIL 2012 Employee Benefits Survey Financial Director, in conjunction with income protection insurers Unum, conducted a survey of finance directors to gauge the importance and

More information

Health cover that works harder for your business and your people. 0345 602 1629 westfieldhealth.com

Health cover that works harder for your business and your people. 0345 602 1629 westfieldhealth.com Health cover that works harder for your business and your people. 0345 602 1629 westfieldhealth.com Hello. A very warm welcome to Westfield Health. We believe that prevention and early intervention is

More information

Saving SMEs. November 2014. An analysis of the business savings market. aldermore.co.uk

Saving SMEs. November 2014. An analysis of the business savings market. aldermore.co.uk Saving SMEs An analysis of the business savings market November 2014 aldermore.co.uk Contents Foreword: Small is beautiful Executive Summary National trends Regional trends Sectoral trends Contact 2 3

More information

Nursing our future. An RCN study into the challenges facing today s nursing students in the UK

Nursing our future. An RCN study into the challenges facing today s nursing students in the UK Nursing our future An RCN study into the challenges facing today s nursing students in the UK Nursing our future An RCN study into the challenges facing today s nursing students in the UK Royal College

More information

A quick start guide to your Simply Cash Plan

A quick start guide to your Simply Cash Plan A quick start guide to your Simply Cash Plan Contents: Getting to know your Simply Cash Plan Your benefits How to make a claim Receipt requirements Paying your claim Glossary and key terms explained Getting

More information

First Group First ScotRail Reducing Sickness Absence and promoting a healthy workforce

First Group First ScotRail Reducing Sickness Absence and promoting a healthy workforce First Group First ScotRail Reducing Sickness Absence and promoting a healthy workforce Introduction First ScotRail is the largest regional train operating company in the UK covering the widest geographical

More information

Schools Advisory Service. Report: Addressing stress; ensuring wellbeing

Schools Advisory Service. Report: Addressing stress; ensuring wellbeing Schools Advisory Service Report: Addressing stress; ensuring wellbeing November 2015 Contents Section Introduction 3 Page Article: How to promote staff wellbeing in our schools? Eight ways leaders can

More information

Working harder to make your business better. Employee health cover from just. 33p. per day

Working harder to make your business better. Employee health cover from just. 33p. per day Working harder to make your business better. Employee health cover from just 33p per day Good news for Chamber members. Health cover at a price that really works for your business. Hello. And a warm welcome

More information

Preferential The health plan that provides comprehensive private medical insurance cover

Preferential The health plan that provides comprehensive private medical insurance cover Preferential The health plan that provides comprehensive private medical insurance cover HEALTH INSURANCE Preferential Private Health Cover Preferential provides your employees with extensive levels of

More information

HEALTH & WELL-BEING: AN EMPLOYER S PERSPECTIVE

HEALTH & WELL-BEING: AN EMPLOYER S PERSPECTIVE HEALTH & WELL-BEING: AN EMPLOYER S PERSPECTIVE Introduction Organisations provide employee benefits for a variety of different reasons. For some, it s to reward employees. For others, it s to keep up with

More information

Small and perfectly informed? Insights into automatic enrolment and small employers

Small and perfectly informed? Insights into automatic enrolment and small employers Small and perfectly informed? Insights into automatic enrolment and small employers 2 Foreword The roll-out of automatic enrolment is gathering pace. 2015 sees 45,000 small and micro employers meet their

More information

19,000. years. Retirement. Uncovered 4,700. Average income GAP. Lifting the lid on retirement income in the UK today. Expected.

19,000. years. Retirement. Uncovered 4,700. Average income GAP. Lifting the lid on retirement income in the UK today. Expected. Average income 19,000 Expected retirement 21 years Reality 4,700 GAP Expected Retirement Income Uncovered Lifting the lid on retirement income in the UK today contents Foreword carlton hood 3 Executive

More information

Changing face of reward: engaging employees through the recession

Changing face of reward: engaging employees through the recession Changing face of reward: engaging employees through the recession 1 In 9, UK businesses have faced some of the toughest trading conditions yet. For many HR professionals, the focus has been on the reorganisations

More information

in collaboration with Survey report August 2014 Age diversity in SMEs Reaping the benefits

in collaboration with Survey report August 2014 Age diversity in SMEs Reaping the benefits Survey report August 2014 in collaboration with Age diversity in SMEs Reaping the benefits WORK WORKFORCE WORKPLACE Championing better work and working lives The CIPD s purpose is to champion better work

More information

Make up of a Modern Day Coach. Skills, Experience & Motivations

Make up of a Modern Day Coach. Skills, Experience & Motivations Make up of a Modern Day Coach Skills, Experience & Motivations Introducing the research... As the world s largest training organisation for coaches, the coaching academy has developed a reputation for

More information

Working harder to make your business better. Employee health cover from just. 36p. per day

Working harder to make your business better. Employee health cover from just. 36p. per day Working harder to make your business better. Employee health cover from just 36p per day Good news for Chamber members. Health cover at a price that really works for your business. Hello. And a warm welcome

More information

Welcome to Simplyhealth s monthly news bulletin.

Welcome to Simplyhealth s monthly news bulletin. Welcome to Simplyhealth s monthly news bulletin. Each month Andy Couchman, a recognised industry expert and publisher of the Protection Review, gives an update on what is going on in the world of health

More information

Mobile coverage: the small business perspective RESEARCH REPORT OCTOBER 2009

Mobile coverage: the small business perspective RESEARCH REPORT OCTOBER 2009 Mobile coverage: the small business perspective RESEARCH REPORT OCTOBER 2009 Mobile coverage: the small business perspective. October 2009 Contents Section Page Contents 1 Introduction 3 Methodology 4

More information

To find out more, please contact your Capita consultant or visit www.capita.co.uk/employeebenefits

To find out more, please contact your Capita consultant or visit www.capita.co.uk/employeebenefits assure Delivering DC health excellence benefits excellence self- sustaining Good broking alone is not enough to deliver lasting value. There is substantial evidence to confirm that employees value highly

More information

Taxation implications for company paid healthcare for large employers

Taxation implications for company paid healthcare for large employers Taxation implications for company paid healthcare for large employers How Simplyhealth s products are taxed The following taxes affect companies who buy healthcare cover for their employees (s quoted are

More information

CHANGE MANAGEMENT PLAN

CHANGE MANAGEMENT PLAN Appendix 10 Blaby District Council Housing Stock Transfer CHANGE MANAGEMENT PLAN 1 Change Management Plan Introduction As part of the decision making process to pursue transfer, the Blaby District Council

More information

Skills & Demand in Industry

Skills & Demand in Industry Engineering and Technology Skills & Demand in Industry Annual Survey www.theiet.org The Institution of Engineering and Technology As engineering and technology become increasingly interdisciplinary, global

More information

Understanding client experience in a changing marketplace An adviser proposition for client research. April 2013

Understanding client experience in a changing marketplace An adviser proposition for client research. April 2013 Understanding client experience in a changing marketplace An adviser proposition for client research April 2013 Contents A new industry landscape Retaining and acquiring clients in the new landscape The

More information

Symposium report. The recruitment and retention of nurses in adult social care

Symposium report. The recruitment and retention of nurses in adult social care Symposium report The recruitment and retention of nurses in adult social care Overview 1. Social care employers providing nursing care services have been raising concerns about nursing recruitment and

More information

EMPLOYEE SATISFACTION SURVEY. Sample Report

EMPLOYEE SATISFACTION SURVEY. Sample Report ``` EMPLOYEE SATISFACTION SURVEY Sample Report ABC Company Ltd November 2014 Terry Edney BA(Hons) LLM FCIPD, Chief Executive, BusinessHR Tel: 01344 780583, Email: terry.edney@businesshr.com www.businesshr.com

More information

on Electronics Systems Skills Provision

on Electronics Systems Skills Provision Results of the Joint Semta / UKEA Survey 1 on Electronics Systems Skills Provision Results of the Joint Semta / UKEA Survey on Electronic Systems Skills Provision RR / FINAL / 03.03.2014 For more information

More information

ARLA Members Survey of the Private Rented Sector

ARLA Members Survey of the Private Rented Sector Prepared for The Association of Residential Letting Agents ARLA Members Survey of the Private Rented Sector Fourth Quarter 2013 Prepared by: O M Carey Jones 5 Henshaw Lane Yeadon Leeds LS19 7RW December,

More information

Rewards & Well Being Research

Rewards & Well Being Research Rewards & Well Being Research Research among HR Reward and Benefits professionals to measure attitudes towards rewards & benefits Prepared by: Heather Macleod, Reed Business Insight On behalf of: Peter

More information

Applegate-Brunel Digitisation Index. A research collaboration on digital activity in UK businesses

Applegate-Brunel Digitisation Index. A research collaboration on digital activity in UK businesses Applegate-Brunel Digitisation Index 2015 A research collaboration on digital activity in UK businesses Key Findings Website Online Banking E-government filing Remote Access Intranet 5% 53% 47% 46% 54%

More information

UK application rates by country, region, sex, age and background. (2014 cycle, January deadline)

UK application rates by country, region, sex, age and background. (2014 cycle, January deadline) UK application rates by country, region, sex, age and background (2014 cycle, January deadline) UCAS Analysis and Research 31 January 2014 Key findings Application rates for 18 year olds in England, Wales

More information

Tailored For Business!

Tailored For Business! Tailored For Business Contents This brochure features a small selection of the products we have to offer. If any of the products featured don t exactly match your requirements we have access to products

More information

UK Wealth Management Research Portfolio Tribe High-end Doctors

UK Wealth Management Research Portfolio Tribe High-end Doctors UK Wealth Management Research Portfolio Tribe High-end Doctors Essential Segmenting of High Net Worth Individuals Ledbury Research s Tribe reports identify and profile segments of the UK HNWI population

More information

Research Report. Customer Perceptions Survey 2015 Fire and Rescue Authorities and Services

Research Report. Customer Perceptions Survey 2015 Fire and Rescue Authorities and Services Research Report Customer Perceptions Survey 2015 Fire and Rescue Authorities and Services Prepared for: Local Government Association (LGA) Prepared by: BMG Research Customer Perceptions Survey 2015 Fire

More information

Key Solutions Thought Leadership

Key Solutions Thought Leadership GE Capital Fleet Services Company Car Trends Your essential guide to the latest developments in the fleet industry Key Solutions Thought Leadership Welcome Every quarter since 2004, GE Capital, Fleet Services

More information

Communications and Engagement Strategy

Communications and Engagement Strategy Item 8 Council 6 December 2012 Communications and Engagement Strategy Purpose of paper Action Public/Private Corporate Strategy 2010-14 Business Plan 2011-2012 To propose a new Communications and Engagement

More information

Dementia Support Worker - Portsmouth and South East Hampshire

Dementia Support Worker - Portsmouth and South East Hampshire Job Information Pack Dementia Support Worker - Portsmouth and South East Hampshire April 2014 Alzheimer s Society, Devon House, 58 St Katharine s Way, London. Telephone +44 (0) 20 7423 3500. Fax 020 7423

More information

Response to Public Health England Centres consultation

Response to Public Health England Centres consultation Response to Public Health England Centres consultation The British Dental Association (BDA) is the professional association and trade union for dentists practising in the UK. BDA members are engaged in

More information

UK ENTERPRISE SURVEY REPORT 2011

UK ENTERPRISE SURVEY REPORT 2011 In association with UK ENTERPRISE SURVEY REPORT 2011 A unique annual insight into business competitiveness and globalisation business with confidence icaew.com/smeresearch A B welcome to the ICAEW UK Enterprise

More information

PUBLIC HEALTH WALES NHS TRUST CHIEF EXECUTIVE JOB DESCRIPTION

PUBLIC HEALTH WALES NHS TRUST CHIEF EXECUTIVE JOB DESCRIPTION PUBLIC HEALTH WALES NHS TRUST CHIEF EXECUTIVE JOB DESCRIPTION Post Title: Accountable to: Chief Executive and Accountable Officer for Public Health Wales NHS Trust Trust Chairman and Board for the management

More information

Denplan Guide. Cover you can rely on. That s the world of Denplan for you.

Denplan Guide. Cover you can rely on. That s the world of Denplan for you. Denplan Guide Cover you can rely on. That s the world of Denplan for you. Introducing Denplan Thank you for considering a Denplan dental plan. We have designed this guide to help you understand what a

More information

NHS Dental Statistics for England: 2013-14, Second Quarterly Report

NHS Dental Statistics for England: 2013-14, Second Quarterly Report NHS Dental Statistics for England: 2013-14, Second Quarterly Report 12 th February 2014 Statement of relevance to patients: This publication may be of interest to members of the public and other stakeholders

More information

IMPROVING DENTAL CARE AND ORAL HEALTH A CALL TO ACTION. February 2014 Gateway reference: 01173

IMPROVING DENTAL CARE AND ORAL HEALTH A CALL TO ACTION. February 2014 Gateway reference: 01173 1 IMPROVING DENTAL CARE AND ORAL HEALTH A CALL TO ACTION February 2014 Gateway reference: 01173 2 Background NHS dental services are provided in primary care and community settings, and in hospitals for

More information

Employee Benefits. ifa@thomas-carroll.co.uk www.thomascarroll.co.uk

Employee Benefits. ifa@thomas-carroll.co.uk www.thomascarroll.co.uk Employee Benefits e w ifa@thomas-carroll.co.uk www.thomascarroll.co.uk The most valuable benefit any employer can bring to their employees is the means to ensure financial security now and in the future

More information

Stress has serious and profound implications for individual and organisational performance.

Stress has serious and profound implications for individual and organisational performance. Workplace Stress Stress has serious and profound implications for individual and organisational performance. Stressed staff will invariably take more sickness leave and as well as this effecting services,

More information

An innovative approach to Group Income Protection PROACTIVE PROTECTION FROM METLIFE

An innovative approach to Group Income Protection PROACTIVE PROTECTION FROM METLIFE An innovative approach to Group Income Protection PROACTIVE PROTECTION FROM METLIFE 2 Contents Introduction 3 ProActive Protection 4 How it works 5 ProActive Interventions 6 ProActive Support 7 ProActive

More information

Bro@dcast. Griffins Employee Benefits. Griffins Financial Solutions independent financial advisers. achieving your goals, together

Bro@dcast. Griffins Employee Benefits. Griffins Financial Solutions independent financial advisers. achieving your goals, together Bro@dcast Griffins Employee Benefits Griffins Financial Solutions independent financial advisers achieving your goals, together The problem Employee benefits... I know they can help to motivate my staff,

More information

payroll services BUSINESS SERVICES AND ACCOUNTING

payroll services BUSINESS SERVICES AND ACCOUNTING payroll services BUSINESS SERVICES AND ACCOUNTING payroll services How effective is the operation of your payroll? Are you up to date on your regulatory requirements? BDO s Payroll Team helps clients negotiate

More information

The need for effective employee benefits communication in the third sector

The need for effective employee benefits communication in the third sector The need for effective employee benefits communication in the third sector Mybenefitsatwork White Paper September 2015 Mybenefitsatwork is an employee benefits communication tool Contents Foreword Executive

More information

Big Chat 4. Strategy into action. NHS Southport and Formby CCG

Big Chat 4. Strategy into action. NHS Southport and Formby CCG Big Chat 4 Strategy into action NHS Southport and Formby CCG Royal Clifton Hotel, Southport, 19 November 2014 Contents What is the Big Chat? 3 About Big Chat 4 4 How the event worked 4 Presentations 5

More information

Email Marketing in Ireland 2011 Email Usage by Irish Consumers and Marketers. April 2011

Email Marketing in Ireland 2011 Email Usage by Irish Consumers and Marketers. April 2011 Email Marketing in Ireland 2011 Email Usage by Irish Consumers and Marketers April 2011 89 Harcourt Street Dublin 2 Tel: + 353 1 475 9286 Email: info@circulator.com Web: www.circulator.com Table of contents

More information

A SIMPLE BUSINESS BOOST.

A SIMPLE BUSINESS BOOST. GROUP PROTECTION ADVISER GUIDE A SIMPLE BUSINESS BOOST. Group protection is a growing area in financial services. It offers an opportunity to widen your proposition, and this guide will help you take full

More information

An example of best practice HR strategy

An example of best practice HR strategy An example of best practice HR strategy Summary The Big Lottery Fund wanted to implement a new organisational structure with the aims of developing management capability and streamlining the business structure

More information

Corporate Strategy Public confidence in dental regulation

Corporate Strategy Public confidence in dental regulation Corporate 2013 2015 Public confidence in dental regulation www.gdc-uk.org Contents 01 Introduction 02 About this strategy 04 Future opportunities 06 Strategic objectives Our role is to protect the public

More information

Review of the Management of Sickness Absence Conwy County Borough Council

Review of the Management of Sickness Absence Conwy County Borough Council Audit 2004/2005 Date: December 2005 Authors: Ros Adams and George Jones Ref: 1072A2005 Review of the Management of Sickness Absence Conwy County Borough Council Contents Summary Report Introduction 3 Background

More information

Volunteering Development Manager, Greater London and Central Regions

Volunteering Development Manager, Greater London and Central Regions Job Information Pack Volunteering Development Manager, Greater London and Central Regions February 2014 Alzheimer s Society, Devon House, 58 St Katharine s Way, London E1W 1LB. Telephone +44 (0) 20 7423

More information

Travelling in UK Cities Today

Travelling in UK Cities Today Travelling in UK Cities Today A Xerox Report April 2015 Contents Introduction 3 Methodology 4 Key Findings 5 Executive Summary of Findings 7 Xerox Commentary and Conclusions on the Findings 12 Sample Profile

More information

Effective Internal Audit in the Financial. Services Sector. Non Executive Directors (NEDs) and the Management of Risk

Effective Internal Audit in the Financial. Services Sector. Non Executive Directors (NEDs) and the Management of Risk Consultation document Effective Internal Audit in the Financial A survey of heads of internal audit Services Sector Non Executive Directors (NEDs) and the Management of Risk Draft recommendations to the

More information

A Health and Wellbeing Strategy for Bexley Listening to you, working for you

A Health and Wellbeing Strategy for Bexley Listening to you, working for you A Health and Wellbeing Strategy for Bexley Listening to you, working for you www.bexley.gov.uk Introduction FOREWORD Health and wellbeing is everybody s business, and our joint aim is to improve the health

More information

The Business of Healthy Employees: A Survey of Workplace Health Priorities

The Business of Healthy Employees: A Survey of Workplace Health Priorities The Business of Healthy Employees: A Survey of Workplace Health Priorities 2013 1 Introduction A healthy workforce plays a role in maintaining a healthy business. As demonstrated by the organization response

More information

Shared Parental Leave: Nine Months and Counting Understanding employee attitudes to shared parental leave

Shared Parental Leave: Nine Months and Counting Understanding employee attitudes to shared parental leave Shared Parental Leave: Nine Months and Counting Understanding employee attitudes to shared parental leave * This PDF is best viewed and printed in landscape Introduction About the survey This report is

More information

Time for change in facilities management. Interserve, Sheffield Hallam and i-fm facilities management research 2013

Time for change in facilities management. Interserve, Sheffield Hallam and i-fm facilities management research 2013 Time for change in facilities management Interserve, Sheffield Hallam and i-fm facilities management research CONTENTS 01 02 03 04 About the facilities deal Outsourcing objectives The role of your brand

More information

THE HUDSON REPORT HONG KONG EMPLOYMENT AND HR TRENDS OCTOBER - DECEMBER 2011 FROM GREAT PEOPLE TO GREAT PERFORMANCE

THE HUDSON REPORT HONG KONG EMPLOYMENT AND HR TRENDS OCTOBER - DECEMBER 2011 FROM GREAT PEOPLE TO GREAT PERFORMANCE THE HUDSON REPORT EMPLOYMENT AND HR TRENDS OCTOBER - DECEMBER 2011 HONG KONG FROM GREAT PEOPLE TO GREAT PERFORMANCE INTRODUCTION The Hudson Report is an established and highly respected publication, based

More information

Putting information at the heart of nursing care. How IT is set to revolutionise health care and the NHS

Putting information at the heart of nursing care. How IT is set to revolutionise health care and the NHS Putting information at the heart of nursing care How IT is set to revolutionise health care and the NHS Introduction Welcome to the 21st century! Information technology (IT) has become part of our everyday

More information

Customer Management Strategy (2014-2017)

Customer Management Strategy (2014-2017) Customer Management Strategy (2014-2017) Version 1.1 Page 1 Foreword As technology improves, the demand for Council services to be available online and accessible 24/7 will increase as our customers choose

More information

Secure liability solutions. Syndicate 2525 Bespoke liability insurance, for complex and high risk businesses EL PL. insurance

Secure liability solutions. Syndicate 2525 Bespoke liability insurance, for complex and high risk businesses EL PL. insurance Secure liability solutions Syndicate 2525 Bespoke liability insurance, for complex and high risk businesses & EL PL insurance What we cover 2525 Classes of Business Underwritten: Employer s Liability (including

More information

Darren Walcott Business Environment Directorate Department for Business, Innovation and Skills 1 Victoria Street London SW1H 0ET

Darren Walcott Business Environment Directorate Department for Business, Innovation and Skills 1 Victoria Street London SW1H 0ET Our Ref JMG/RWC Darren Walcott Business Environment Directorate Department for Business, Innovation and Skills 1 Victoria Street London SW1H 0ET 15 November 2012 National Office Grant Thornton UK LLP Grant

More information

Corporate Learning Priorities Survey 2014 Using learning and development to achieve strategic business aims

Corporate Learning Priorities Survey 2014 Using learning and development to achieve strategic business aims Corporate Learning Priorities Survey 2014 Using learning and development to achieve strategic business aims Greenlands campus Malaysia campus South Africa campus Contents Executive summary 2 Key findings

More information

All those working in Unipol are jointly employed by Unipol Student Homes and the University of Leeds.

All those working in Unipol are jointly employed by Unipol Student Homes and the University of Leeds. Unipol Student Homes Digital and Social Marketing Coordinator Full time fixed term for two years This exciting and challenging new post reflects the high priority we are giving to expanding Unipol s digital

More information

Business protection. Supporting resilient business plans.

Business protection. Supporting resilient business plans. Business protection. Supporting resilient business plans. Scottish Widows Business Protection Report September 2013 2 Contents. Introduction 6-7 Part 1. Dependence on key individuals. 8-9 Part 2. Why the

More information

The Aviva relocation trends report. Insights, challenges and solutions to aid successful relocation

The Aviva relocation trends report. Insights, challenges and solutions to aid successful relocation The Aviva relocation trends report Insights, challenges and solutions to aid successful relocation Contents 3 Introduction 4 Relocation trends 6 What makes people want to experience a new country? 7 Challenges

More information

HOSPICE ACCOUNTS Analysis of the accounts of UK independent voluntary hospices for the year ended 31 March 2013

HOSPICE ACCOUNTS Analysis of the accounts of UK independent voluntary hospices for the year ended 31 March 2013 Sponsored by chartered accountants & tax advisers Analysis of the accounts of UK independent voluntary hospices for the year ended 31 March 2013 Contents Introduction 3 Definitions and scope 4 Overall

More information

Corporate Staff Survey Action Plan 2008. DRAFT v2.0

Corporate Staff Survey Action Plan 2008. DRAFT v2.0 Corporate Staff Survey Action Plan 2008 1 DRAFT v2.0 1 1. Working Conditions 1.1 Issue Possible Impacts Actions Owners Timescale Success Measures Identify key areas where dissatisfaction is dissatisfaction

More information

Gym membership and wellbeing services for all

Gym membership and wellbeing services for all Gym membership and wellbeing services for all Paul & Nicola Saved 120 on their membership [In-kor-por-a] 2 2,500 clubs across the UK and Ireland Contents The Health Club Company Who we are. 5 What we can

More information

Employer Skills Survey Skills in the labour market

Employer Skills Survey Skills in the labour market Employer Skills Survey 20 Skills in the labour market 2 The definitive source of intelligence on the skills challenges employers across the UK are facing INTRODUCTION In examining the experiences and practices

More information

Dental Care Professionals Pay Findings from the Dental Business Trends survey

Dental Care Professionals Pay Findings from the Dental Business Trends survey BDA RESEARCH FINDINGS 8 December 2013 Dental Care Professionals Pay Findings from the Dental Business Trends survey British Dental Association 64 Wimpole Street London W1G 8YS Author Henry Edwards, Research

More information

Commercial Energy Management 11 Questions to ask your Energy Broker

Commercial Energy Management 11 Questions to ask your Energy Broker Commercial Energy Management 11 Questions to ask your Energy Broker Benchmark your Broker Introduction Do you use or are you looking to use a Business Energy Broker? It s important to find the right partner

More information

Briefing 43. The Corporate Manslaughter and Corporate Homicide Act 2007. NHS Employers. Background. Key points

Briefing 43. The Corporate Manslaughter and Corporate Homicide Act 2007. NHS Employers. Background. Key points March 2008 Briefing 43 The Corporate Manslaughter and Corporate Homicide Act 2007 (CMCHA) comes into effect on 6 April 2008. The Act aims to ensure that organisations are held to account when a death has

More information

250 CLUB REPORT TAX CHANGES DECEMBER 2014. Providing meaningful employee benefits research for major employers

250 CLUB REPORT TAX CHANGES DECEMBER 2014. Providing meaningful employee benefits research for major employers 250 CLUB REPORT TAX CHANGES DECEMBER 2014 Providing meaningful employee benefits research for major employers JLT 250 CLUB TAX CHANGES 1 JLT 250 CLUB REPORT TAX CHANGES The latest survey from the JLT 250

More information

DIRECTOR OF PUBLIC HEALTH ROLE PROFILE

DIRECTOR OF PUBLIC HEALTH ROLE PROFILE Appendix A DIRECTOR OF PUBLIC HEALTH ROLE PROFILE Title: Employing Organisation: Accountable to: Hours: Work base: Key Relationships Director of Public Health London Borough of Tower Hamlets Professionally

More information

Strategic plan. Outline

Strategic plan. Outline Strategic plan Outline 1 Introduction Our vision Our role Our mandate 2 About us Our governance Our structure 3 Context Our development Camden 4 Resources Funding Partners 5 Operating model How we will

More information

Managing Customer. Relationships

Managing Customer. Relationships Managing Customer Relationships A guide to help you identify a range of areas to address in order to get the most from your relationships with your customers Managing customer relationships should be seen

More information

Heir today, gone tomorrow. Perceptions and attitudes towards estate planning by the affluent. Trends in Wealth volume two

Heir today, gone tomorrow. Perceptions and attitudes towards estate planning by the affluent. Trends in Wealth volume two Heir today, gone tomorrow Perceptions and attitudes towards estate planning by the affluent Trends in Wealth volume two Foreword Trends in Wealth Heir today, gone tomorrow Welcome to the second report

More information

British Dental Association. Strategy

British Dental Association. Strategy British Dental Association Strategy 2015-2018 Foreword by Mick Armstrong, Chair of the Principal Executive Committee Put simply, a membership organisation is its members. And like all organisations financial

More information

Case study: developing an internal communications and engagement strategy

Case study: developing an internal communications and engagement strategy Case study: developing an internal communications and engagement strategy Writing an internal communications and engagement strategy that works isn t easy, but essential if you re going to focus on achieving

More information

Supporting People Client Records. Executive Summary Annual Report

Supporting People Client Records. Executive Summary Annual Report Centre for Housing Research (CHR) University of St Andrews Supporting People Client Records Executive Summary Annual Report 2005-2006 CHR SP Client Record Office The Observatory University of St Andrews

More information

An introduction to Dentists Provident

An introduction to Dentists Provident An introduction to Dentists Provident 3 Dentists Provident About Dentists Provident We have supported dentists with income protection insurance in the UK and Ireland for over a hundred years, and are the

More information

Job Information Pack. IT Service Management Officer Tower Hill, London. June 2014 ALZHEIMER S SOCIETY

Job Information Pack. IT Service Management Officer Tower Hill, London. June 2014 ALZHEIMER S SOCIETY ALZHEIMER S SOCIET Job Information Pack IT Service Management Officer Tower Hill, London June 2014 Alzheimer s Society, Devon House, 58 St Katharine s Way, London. Telephone +44 (0) 20 7423 3500. Fax 020

More information

The AGR Graduate Recruitment Survey 2015

The AGR Graduate Recruitment Survey 2015 The AGR Graduate Recruitment Survey 2015 Winter Review Produced for AGR by The AGR Graduate Recruitment Survey 2015 Winter Review Association of Graduate Recruiters 6 Bath Place Rivington Street London

More information

Contents Foreword 1 Introduction by Patrick Reeve Executive summary 1. Business confidence and growth ambitions 2. Availability of finance

Contents Foreword 1 Introduction by Patrick Reeve Executive summary 1. Business confidence and growth ambitions 2. Availability of finance 2014 Contents Foreword 1 Introduction by Patrick Reeve 3 Executive summary 4 1. Business confidence and growth ambitions 4 2. Availability of finance 6 3. Management skills 8 4. Apprenticeships 9 5. Optimists

More information