1. Flexible Compensation Proposal

2. What is and Why Flexible Compensation?
Objective: increase value of compensation.
Value comes from choice.
Supports staff satisfaction, retention, career orientation, and general morale.
Turnover is expensive!

3. Possible Approach and Relationship
Oversight team
Package or individual benefits offered as an option to each CASA program.
Can be cost-neutral
Other HR services available.

4. Cost/Benefit (-) Administrative ongoing fee
(+) Better group insurance rates
(+) No age-banding for employee medical rates
(+) Better rates under the Affordable Care Act (because of a combined CASA group rating)
(+) For some programs, eliminating current outside HR administration fees.
(+) Better Worker’s Comp group rates
(+) Possible reduced retirement savings plan management fees

5. Blue Sky Package
Medical (including different levels of deductible and co-insurance).
Dental
Vision
403(b) Savings
Long-term Disability
Life Insurance
Flex spending/reimbursement account
Vacation
Additional compensation/pay

6. Marketing Recap of survey of EDs.
Roll-out marketing must be objective and balanced.

7. Flexible Compensation Proposal