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1 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 those benefits which provide them with protection in the event of death, illness and injury. In our own Employee Insight Report, employees ranked four health and wellbeing products (life, dental, critical illness and private medical insurance) in the top five most desired benefits. So it s unsurprising that employers who are looking to generate an attractive and compelling reward and benefits strategy see health benefits as a vital component. However, organisations seeking to improve the resilience and performance of their employees in this manner are clearly still subject to the same cost constraints that apply to all corporate strategies. One of the main levers of cost control has traditionally been the competitive broking of insured benefits in the marketplace. While this remains an essential element, good broking alone is simply not enough; such an approach can lead to reactive changes to benefits driven by short-term, tactical necessity. Periods of unexpectedly high claims or unpredicted tightening of market rates can drive organisations to make decisions driven by financial necessity that are not aligned to the corporate employee strategy. We have developed a robust strategic approach that delivers modern health benefits solutions for clients and their workforce, with a set of clear supporting measurements to demonstrate the value being created. Our approach is underpinned by a simple but highly effective rationale, which we call assure. We apply three stress tests to any health and wellbeing strategy and the underlying insurance policies. In order to be deemed fit-for-purpose, any health management programme must be: affordable The costs must be within budget and deliver measurable value-for-money self-sustaining Future costs must be clear, predictable and manageable allowing for a long-term strategic approach relevant With benefits that resonate with the workforce to engender a true sense of engagement and loyalty Whether you re part of a small, large, or multinational organisation, we ll ensure you receive the ideal health management programme aligned with your corporate strategy and your budget. It s time to assure yourself and your employees To find out more, please contact your Capita consultant or visit

2 Consultancy Health benefits are a critical component of any organisation s total rewards offering. In today s environment, employers are increasingly challenged with reducing healthcare costs and managing multiple providers, while at the same time improving employee healthcare and engagement. We can provide you with specialist consultancy, highly effective broking and first-class administration in order to plan, design, execute and deliver a health management strategy. Our consulting practice helps to customise your plan to provide affordability, sustainability and relevance, in order to drive successful engagement, promote responsibility, while at the same time challenging the benefit providers in order to make the benefits offering the best that it can be. Our consultants are multi-disciplined; they are experts across both the Health and Risk benefit areas. Many of our competitors have separate Health teams and separate Risk teams. We do not agree with this approach as the relationship between the two benefit types is so close and there is a considerable amount of overlap and integration. Only by managing both the Health and Risk benefits together do you get a truly integrated and holistic approach, which in our experience improves the solution and reduces costs. We are highly experienced in both fixed and flexible benefits and take the time to understand what you want and ensure we deliver a health management plan that s fit for your business. We provide specialist consultancy on: Private Medical Insurance Life Assurance Income Protection Insurance Critical Illness Insurance Health Screening Travel Insurance Personal Accident Insurance Dental Insurance Health Cashplans Employee Assistance Programmes affordable

3 58% 58.1% of employees say they would welcome incentives that reward healthy behaviours, such as contributions towards the cost of health screenings. Capita Employee Insight Report 2014 We ll work with you to guide you through the options that would best suit your business. We can provide: Consultancy advice for your overall health management plan Consultancy advice on specific benefit scheme design Innovative solutions on employee benefits, not just looking at health benefits but employee wellbeing and how they interact with one another Market broking in order to ensure best available terms for you Updates on legislation changes and the impact on benefit scheme design Full administration support including the annual scheme renewal process, invoicing and payroll reporting, employee medical underwriting requirements, claims support Acquisition benefit harmonisation Employee Assistance Programmes Delivering DC excellence: health benefits Expert analysis excellence: Better driving better advice member and outcomes support leading to better outcomes

4 Data analytics There s an increasing number of health related claims Understanding risk, rather than individual insurance policies which sit above them, gives employers a deeper ability to control costs. The majority of claims on group risk benefits, including Private Medical Insurance, Group Income Protection, Group Life Assurance and Critical Illness are due to four key conditions Heart, Psychiatric, Musculoskeletal and Cancer. Which begs the question: why does the market traditionally look at benefits data by insurance product line? This approach limits the ability to manage benefits in a sophisticated manner, leaving organisations with few levers to influence long term benefit cost beyond benefit reduction or squeezing providers. There is a better way of providing sustainable, relevant workforce benefits and a new way of considering risk. Genuine insight Our data analytics allow you to better understand, in a sophisticated manner, your future risk horizon. We can identify your specific corporate health risks and help understand the true drivers of claims. This understanding can, in turn, shape your future benefit design, to ensure that your benefits provision is sustainable, affordable and relevant to your workforce. Taking a more holistic approach, we will collate information across all policies and analyse data in ways not possible when looking at isolated pockets of claims spend. Our comprehensive dashboard gives insight to the key health issues, the predicted trend in insurance costs and likely impact on the corporate financial position. A series of accompanying recommendations enable you to better understand your future risk horizon and implement strategies to deliver sustainable, affordable and relevant benefits. Example output All benefits current year 209,399 11% 85,084 26% 7% 58,462 10% 81,229 46% 360,459 All benefits 3 year average Heart Cancer Psychiatric Musculoskeletal Other 20% 312,090 13% 194,395 24% 367,041 33% 518,897 affordable 10% 157,076 By providing this new level of insight into your true risk profile, you are empowered to make decisions around benefit provision in an informed and targeted manner.

5 44% 44% of employers said the economic climate had increased the pressure to reduce costs on healthcare benefits in the previous 12 months. In the next 12 months employers said that they would prioritise getting better deals with providers on their benefits (50%) and reducing costs (47%). Employee Benefits magazine 2013 Personalisation of workplace health Offering irrelevant benefits often at high cost and with a lot of effort may feel counter-productive. Employees want different things and their needs change as their circumstances and the world around them changes. So it s essential to get insight into your employees health issues and use behavioural economics to determine what the population demographics actually tells us about the risk horizon, demands and needs. We can then determine the most appropriate Health Management plan for your workforce. Married employees had a stronger preference for more protection-based benefits such as life insurance (50.1%) and critical illness (46.5%), as well as healthcare benefits such as subsidised PMI (46.3%) and health screenings (41.2%). Single employees have a greater preference for benefits to enhance their lifestyle, such as retail vouchers (38.2%), discounted technology products (34.2%) and subsidised gym membership (33.3%). Capita Employee Insight Report 2014 Delivering DC excellence: health benefits Expert analysis excellence: Better driving better data member insight outcomes leads to better developed health plans

6 Worldwide Organisations that have different geographic locations increasingly recognise that there is a real need to develop clear international health management strategy. We provide a range of innovative services and capabilities in the international benefits market, enabling organisations to attract, motivate and retain expatriates and other hires around the world, whilst effectively managing their total rewards strategy. Improved employee health and productivity will not only position your company as an employer of choice, but will also save money, reduce risk, and contribute to your business results. Our dedicated team of health management consultants ensures that your health management plans are globally consistent and locally relevant. Our team of health management consultants helps organisations worldwide: Define their vision, goals and objectives in relation to health and wellness Identify unique health risks and challenges in each country Determine how to align local and global programmes to the organisation s vision and guiding principles Address issues such as outcomes, ownership, funding, programme design and management, monitoring and measurement Identify the actions required to integrate the various programmes in a manner that will maximise workforce health, including wellness programmes, absence management, employee assistance programmes, lifestyle modification, behaviour change, acute and chronic disease management, and occupational health management Delivering a consistent, yet locally respected, long-term approach to managing and measuring workforce health. affordable

7 84% 84% of employers provided benefits as an effective recruitment tool and 83% as an effective retention tool. Employee Benefits magazine 2013 Benefits for expatriate workers A globally mobile workforce is essential for competing in today s global marketplace. Even if expatriates only represent a small proportion of your workforce, the time and resources involved in managing them can be immense. Managing expatriate arrangements does however present a real challenge, to ensure that programmes are relevant, timely, cost-effective and attractive to both new and existing employees. If managed effectively, expatriate health benefits can generate real advantages by transferring cross-border knowledge, leveraging local investments, and providing career development opportunities. The risk of not getting it right can be high. Delivering DC excellence: health benefits Expert analysis excellence: Better driving better benefits member leading outcomesto better employees worldwide

8 Whole of workforce Traditional benefit design doesn t provide everything for everyone Traditional benefit design is not practical for a modern workforce. Group schemes such as Private Medical Insurance, Life Assurance and Critical Illness policies often fail the affordability, sustainability and relevance tests for many employers. With an average of 72% of the workforce without access to company benefits*, we focus our attentions on alternative sustainable, affordable and relevant benefit options which are meaningful for the whole of their workforce. We ve shattered the traditional Private Medical Insurance model to allow you to offer access to the benefits of private healthcare for the whole of your workforce, at an affordable price point. 65% Why extend healthcare to the whole of your workforce? It s not all about mung beans, gym membership and lentils! Absence affects all of your organisation, lost time affects all of your organisation, mental health affects all of your organisation and yet your people investments don t reach all of your organisation. During more challenging economic times, 65% of employers said it s more important than ever to protect the health of their employees. Improve productivity and performance Employee engagement Financial rewards are not the only way to engage your employees 51% of businesses believe healthcare benefits are successful in achieving improved employee engagement**. Staff attraction and retention Creating a healthier workplace for all with a healthier workforce will protect and enhance your image and reputation, allowing you to be seen as an employer of choice. It will also provide greater leverage to your social corporate responsibilities, giving that extra edge as an employer. Creativity and innovation A more productive workforce, at all levels, is a more competitive workforce. Effective employee programmes and strategies drive considerable gains in creativity and innovation. It s essential for your company to have healthy and wellmotivated workers, if you are to deliver high-quality services. Effectively managing and providing benefits to the whole of your workforce is key to achieving this. The Sixth Aviva Health of the Workforce Report affordable *Bupa report: Getting Britain Fit for the Recovery **Employee Benefits magazine 2013

9 Access to diagnosis treatment and care By incorporating a whole of workforce approach, companies can continue to offer enhanced medical provision to employees at a fraction of the cost of full Private Medical Insurance. Mental health cover The Government has estimated that the cost of mental ill health is between 30 and 40 billion a year, coming from lost production and NHS treatment. Incorporating a whole of workforce approach provides effective mental health cover at an affordable price. Cancer only cover The cost of critical illness is radically increasing. A Critical Illness policy can provide cover for over 46 conditions, yet 70% of all critical illness claims are for cancer. We have always actively looked for ways to improve whole of workforce benefit provision and now by being the first to offer targeted cancer cover in the Group market, we can help to maintain the relevance for employees and affordability for employers. Empowering technology A range of app enabled services is at the forefront of our approach. Helping you to provide highly valued benefits to everyone, at a fraction of the cost. Delivering health benefits excellence: Healthy workplace and workforce supports healthy business output

10 Wellness The concept of wellness has been around for many years and is now becoming a much more important driver of organisational workforce strategy. Wellness is misunderstood Wellness is the economic capacity and capability of individual employees. This encompasses physical, mental and social wellness. In our experience wellness plans are commonly misunderstood, inappropriately funded and unlikely to deliver the measurable improvements expected. The need to develop a relevant employee wellbeing strategy, which delivers to a broader organisational strategy is challenging the thinking of many organisations. Evidence and research indicates that a well-planned, impactful approach can deliver improvements in organisational performance, innovation, employee engagement, talent attraction and retention. We re committed to working with you and understanding your needs in order to ensure that your wellness strategy, associated deliverables and employee engagement are measurable, meaningful and deliver your specific strategic business aims. When building a wellness strategy there are many factors that must be given consideration to be sustainable, affordable and relevant. To help determine specific organisational needs, we have developed a proven five step approach. We ll take the time to understand what you and your employees need and can offer an off the shelf wellness package or can shape a bespoke, holistic strategy. 1 Audit An analysis of current healthcare and wellness scheme design and deliverables, claims data across insured benefits, legacy implications, talent plans and long term strategy of the business and stakeholders to create a platform of understanding for business case accuracy. The audit phase will include desktop research, workshops and stakeholder engagement sessions. 2Demographic analysis & mapping Using behavioural economics and our specialist benefit strategy data team we will determine what the population demographics actually tell us about the risk horizon and demands and needs of your employee population, both here in the UK and abroad. 3Provider scan Not all providers can deliver meaningful, impactful change and it is critical that a blended mix of providers from across the spectrum of health and wellness provision are tested for efficacy and cost sustainability. 4Wellness scheme design 5 An intelligent approach to potential scheme design, built upon the findings of the key steps outlined above to determine deliverables and roadmaps from risk assessments, champion programme selection and implementation to health screening and shattering of the traditional Private Medical Insurance delivery models. Business case Delivery of final report and recommendations, implementation project plan and provider selection support. self- sustaining

11 47.6% Almost half (47.6%) of employees feel their employer has a responsibility to help manage their personal health and wellbeing. Capita Employee Insight Report 2014 Delivering health benefits excellence: Effective employee wellness leads to effective business performance

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