Design the offer around what a caregiver takes home.
With the turnover picture in hand, we model contribution tiers, waiting periods and voluntary add-ons against what a caregiver actually takes home.
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Each choice is tested before it is offered.
What Happens In This Step
We build two or three versions of the offer and show the paycheck deduction, the agency cost and the likely enrollment for each.
We test the part-time tier, the waiting period and the voluntary additions together, since they affect one another.
What You Get From It
A recommended design with the trade-offs written out, so the choice is yours and not a default.
You see what each option costs and what it is likely to change before anything goes to caregivers.
What this step needs and produces.
What We Need
Your budget range, pay rates, hours mix and the turnover summary from step one.
What We Do
We model the options side by side and review them with you.
What You Get
A recommended offer, the alternatives we considered and the cost of each.
Questions on this topic.
Short answers for agency owners.
Do we have to choose the cheapest option?
No. We show the cost of each option and what it is likely to change, and you decide.
Can we keep what we have and add to it?
Often yes. Many agencies keep the current plan and add a part-time tier or voluntary products.
How long does design take?
It depends on how quickly we get the data. We tell you what we need on day one so the clock is in your hands.
General information, not legal or tax advice. Confirm the rules that apply to your agency with your attorney or tax advisor.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents, two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
An independent employee benefits consulting firm. We look at the entire benefits program — cost, plan performance, risk and administration.
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