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Step 1: InformLet them know it exists. Step 2: EducateTeach them. What is it? How does it work?Step 3: PersonalizeMy name is not Jane or John Doe. I am alive.What will it do for me?
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You've worked out the details with HRIS or IT for the Preliminary data. They know what they should 'pull', but before they start writing SQL, you should begin to focus on a yet another list. This time, review your data items and variables and begin to identify an employee benefit statements SAMPLE SET. You may add to this list later.
A list of employees (ID's & name) that hit all of the variables. Take your time on this list. It should include the 'corner cases' that may need special attention (CEO), with bonus, with tuition assistance, opt outs, new hires, old-timers with 'special' vacation allotment, grandfathered pension people. You know, the special instances that take up 30% of your day.Send this list to IT/HRIS. They will easily filter the larger query result set to pull out this Group.Follow this group throughout the rest of the Project and test ... test ... test.
A list of employees (ID's & name) that hit all of the variables. Take your time on this list. It should include the 'corner cases' that may need special attention (CEO), with bonus, with tuition assistance, opt outs, new hires, old-timers with 'special' vacation allotment, grandfathered pension people. You know, the special instances that take up 30% of your day.Send this list to IT/HRIS. They will easily filter the larger query result set to pull out this Group.Follow this group throughout the rest of the Project and test ... test ... test.
The Project is now in motion. Various Team members are performing their assigned tasks and you are tracking progress, scheduling reviews and following up on ToDo's.
Your next Step has been unmentioned to date, but you've probably determined that it IS an actioanable item for a good Employee Benefit Statement. You need to contact certain Vendors/internal resources:
1) Workers' Compensation - If you are large enough to have a Risk Management Officer, contact and schedule a meeting. Your goal is to work out a mutually acceptable figure for employer, Workers' Compensation contribution on a per employee basis. If you are smaller, you may need to contact the CFO or appropriately use the chain of command.
This item is very difficult to track as it falls outside the ordinary scope of HR. Nevertheless, serious money was spent. You may simplify by taking an average per employee - or - create a weighted figure based on wage. If you are real lucky, you will have Workers' Comp classification codes for each employee and corresponding rates. This would be a stroke of good fortune.
Your next Step has been unmentioned to date, but you've probably determined that it IS an actioanable item for a good Employee Benefit Statement. You need to contact certain Vendors/internal resources:
1) Workers' Compensation - If you are large enough to have a Risk Management Officer, contact and schedule a meeting. Your goal is to work out a mutually acceptable figure for employer, Workers' Compensation contribution on a per employee basis. If you are smaller, you may need to contact the CFO or appropriately use the chain of command.
This item is very difficult to track as it falls outside the ordinary scope of HR. Nevertheless, serious money was spent. You may simplify by taking an average per employee - or - create a weighted figure based on wage. If you are real lucky, you will have Workers' Comp classification codes for each employee and corresponding rates. This would be a stroke of good fortune.
2) Your Retirement Vendor(s) and/or Plan Recordkeeper - If your approach is thorough, you will include a significant level of personalization to the retirement component of your Employee Benefit Statement.
You may self-announce; "Employees don't need that. They already get statements from the vendor."
We would argue the opposite. Employees DO need that information BECAUSE they DO receive other documents.
Part of the power of an Employee Benefit Statement is that in the hands of an employee, it is a self-contained document. It addresses all of their benefits and all of their compensation on one, understandable document.
Don't make the mistake of piece-mealing this critical employee communication.
January - DearFebruary - Jane,March - WeApril - trulyMay - valueJune - yourJuly - contributionsAugust - toSeptember - theOctober - Company.November - ThankDecember - you!
You may self-announce; "Employees don't need that. They already get statements from the vendor."
We would argue the opposite. Employees DO need that information BECAUSE they DO receive other documents.
Part of the power of an Employee Benefit Statement is that in the hands of an employee, it is a self-contained document. It addresses all of their benefits and all of their compensation on one, understandable document.
Don't make the mistake of piece-mealing this critical employee communication.
January - DearFebruary - Jane,March - WeApril - trulyMay - valueJune - yourJuly - contributionsAugust - toSeptember - theOctober - Company.November - ThankDecember - you!
.....................................................................................................................................................................................
What is a SAMPLE SET?
DIY Tutorial 8: Getting Started Employee Benefit Statements (A Sample set)