Let's Get Digital: Creative Strategies for the

Online OE Experience

M A Y 2 8 , 2 0 2 0

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W I L L T H E W E B I N A R B E R E C O R D E D ?

Yes!We will send you a link to the recording after the webinar.

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W I L L T H E S L I D E S B E AVA I L A B L E ?

Yes!We will send you a link to the PDF after the webinar.

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W I L L W E G E T HRC I A N D SHRM C R E D I T S ?

Yes!You will receive the codes at the end of the webinar and in follow up emails.

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H O W D O Y O U A S K Q U E S T I O N S ?

Type your question into the "Questions" panel

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PlanSourceBetter Technology for a Better Benefits Experience

Flexible and intuitive benefits shopping, enrollment, billing, compliance and administration

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PlanSourceBetter Technology for a Better Benefits Experience

Flexible and intuitive benefits shopping, enrollment, billing, compliance and administration

Justin Peter

Vice President, Marketing4mybenefits

I N T R O D U C I N G

Tad Dorroh

Employee Benefits AdvisorBKCW Insurance

I N T R O D U C I N G

Tad Dorroh

Employee Benefits AdvisorBKCW Insurance

I N T R O D U C I N G

Tad Dorroh

Employee Benefits AdvisorBKCW Insurance

I N T R O D U C I N G

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AGENDACurrent Landscape

Digital Employee CommunicationsOE Case Studies

Benefit Changes to ConsiderOE Video Postcard Giveaway

Q&A

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Have you started planning for your open enrollment this Fall?

a. What?!? No.b. nervous laughc. LOL Nod. awkward silence

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How will Open Enrollment be different this year?

Your employees who are vulnerable –or have family members that are –will not want to attend OE meetings.

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How will Open Enrollment be different this year?Possible home schooling, staggered school schedules, and new policies for returning to school after an illness will create challenges for working parents.

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It’s time to rethink Open Enrollment.

Rethinking Fitness Centers in Hong Kong

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How are brokers helping customers prepare for OE this Fall?

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Are companies still using paper for enrollment?

PlanSource is offering a “no payments in 2020” program to help companies who need a solution but don’t have budget in 2020.

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How important is mobile-friendly access?Both active and furloughed employees (and even COBRA participants) may not have company email or a computer at home, relying only on their phones to learn about benefits and enroll

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What has your experience been with text messaging?

IMO txt makes benefits E123!Keep employees informed about office/ plant closures, updated safety protocols, and changing work schedules. Also send reminders about EAP and telemedicine benefits.

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A new approach is needed

Best Practices for OE Communications

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How can I rework my OE communication plan?

We need to be prepared for a fully virtual OE experience – no in-person meetings, no paper and no face-to-face enrollers, although your approach may vary by location.

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OE Communications PlanningJustin’s top tips for OE 2021

C TA S F O C U S E D VA R I E T Y T E M P Oand deadlines and personalized

contentof communication

methodsand cadence of

messages

F O R M A L C O M M U N I C AT I O N S C A M PA I G N

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OE Communications PlanningCheck out the full timeline at plansource.com/oekit

P L A N I N F O R M E N E R G I Z E F O L L O W - U P

2-6 months prior to the start of OE

2 weeks prior to the start of OE

Throughout OE period

Week after OE period

Pre-Open Enrollment Open Enrollment Post-Open Enrollment

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Digital Benefits Fairs

Registration

Live and pre-recorded content

Guests speakers

Giveaways

Q&A

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Open Enrollment Case Studies

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Victory Automotive Group Case StudyOpen enrollment occurred in April 2020 right in the middle of COVID lockdowns

E M P L O Y E E C O U N T2,000+

L O C A T I O N SHeadquartered in Michigan

with 40+ locations in 9 statesI N D U S T R Y

Automotive

100% Digital ExperienceTransformed from in-person roadshow to 100% digital

92% Engagement92% of employees enrolled during

original 3-week window

34% Participationin new Hospital Indemnity benefit,

successful migration

8% Participation Increasein employee participation across all

voluntary benefits

Lower Costs5% reduction in premium costs,

25% reduction in technology cost due to PlanSource Boost

10% Increase in HDHPMet consumerism goal with 10%

more employees choosing the HDHP

We ended up with better benefits for a better price, had a successful Open Enrollment AND saved a ton of time and money on travel.– Myrna Maddison, Director of Human Resources

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Nueces County Community Action AgencyTransitioned from paper-based processes to PlanSource Premium

NCCAA’s transition to PlanSource not only helped us administer agency benefits but also helped our employees monitor their benefits year-round.– Hillary Pena, Employee Benefits Administrator

E M P L O Y E E C O U N T~ 300

L O C A T I O NTexas

I N D U S T R YNon-profit

100% Digital ExperienceTransformed from 7 days

of in-person meetings and paper enrollment

Less Admin TimeFrom 9 months to reconcile and close OE to 7 days; tasks that took weeks

and months now take minutes

Higher SatisfactionEmployee understanding of and satisfaction with their benefits is

higher than ever

Better Billing ProcessAccurate carrier bills that are paid timely

Affordable TechnologyPlanSource partnership with MetLife

provided financial incentives

Fewer QuestionsEmployees reach out to the

PlanSource, freeing up the HR team

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What changes should HR teams make to their benefits for 2021? Monitor COVID-19 market conditions and manage our response

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Any other ideas for new ways to educate employees at OE?

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OE Video Postcard GiveawayAnnounce your open enrollment in a fresh new way

C U S T O M I Z E T H E V I D E O F O R Y O U R C O M P A N Y

T H R E E L U C K Y A T T E N D E E S W I L L W I N A N O E V I D E O P O S T C A R D !

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Q&AS H R M & H R C I C O D E S

H R C I : 5 2 3 6 1 9S H R M : A C T I V I T Y 2 0 - J C P U U

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PA R T I C I PAT I N G C A R R I E R S

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Aflac Allstate Cigna Guardian Hartford Lincoln MetLife Mutual of Omaha Prudential The

Standard Unum Voya

Accident • • • • • • • • • • • •Basic Life AD&D • • • • • • • • • • •

Cancer • • •Critical Illness • • • • • • • • • • • •

Dental • • • • • •Hospital Indemnity • • • • • • • • • • •

LTD • • • • • • • • • • •Permanent Life/

Whole Life • • • • •STD • • • • • • • • • • •

Vision • • • • •Voluntary Life

and AD&D • • • • • • • • • • •Voluntary LTD • • • • • • • • • • •Voluntary STD • • • • • • • • • • • •

PlanSource Boost – Carriers and Products Included