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CEMA Benefits Review Presentation to SMT

CEMA Benefits Review Presentation to SMT. December 17, 2009. Purpose of Meeting. Share results of Hay Group survey Opportunity for SMT questions and comments Discuss possible areas to explore Introductions Herb King, Hay Group Lorna Stewart, CEMA VP Gastone Monai, CEMA Secretary Treasurer.

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CEMA Benefits Review Presentation to SMT

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  1. CEMA Benefits ReviewPresentation to SMT December 17, 2009

  2. Purpose of Meeting • Share results of Hay Group survey • Opportunity for SMT questions and comments • Discuss possible areas to explore • Introductions • Herb King, Hay Group • Lorna Stewart, CEMA VP • Gastone Monai, CEMA Secretary Treasurer

  3. Acknowledgements • City Manager and SMT • Recent benefit announcement • Human Resources • CEMA Benefit Review Committee

  4. Survey • Methodology • Hay Group database • 23 Western Canada public sector comparators • 5 Categories Reviewed • Group benefits • Retirement benefits • Holidays and vacation • Perquisites, and • Other Work Arrangements and Incentives • Rating of COE management benefits versus market • Approximately equal to market (=) • Behind the market (-) • Ahead of the market (+)

  5. Alberta Health Services Association of Saskatchewan Regional Colleges B.C. Public Service Agency Bow Valley College Calgary Public Library Calgary Zoo City of Calgary City of Kamloops City of Kelowna City of Nanaimo Covenant Health Edmonton Catholic School District Government of Alberta Regina Police Service Regional District of Nanaimo Saskatchewan Cancer Agency Saskatchewan Housing Authorities Saskatchewan Workers' Compensation Board University of Alberta University of British Columbia University of Winnipeg Workers' Compensation Board - Alberta Workers’ Compensation Board of Manitoba Selected Western Canada Public Sector Organizations

  6. Summary of Results • Group Benefits • Retirement Benefits • Holidays and Vacation • Perquisites • Other Work Arrangements & Incentives • Conclusions

  7. Group Benefits Only about 40% of organizations offer a flex spending account and it’s only about $430 where offered AD&D is nearly always provided – missing at City of Edmonton When looking individually, Supplementary Health and Dental benefits seem behind but when the $1,100 flex spending account is factored in, City of Edmonton looks OK

  8. Retirement Benefits City offers a defined benefit pension plan that is well aligned with prevalent practice Employee premiums are slightly higher at the City of Edmonton than prevalent in the market reviewed but not significantly

  9. Holidays and Vacation Vacation days provided to City of Edmonton executives (ML4 and higher) is ahead of public sector market , Vacation days provided to lower levels are behind prevalent practice – takes noticeably longer to reach higher numbers of weeks.

  10. Perquisites Few perquisites are offered in the public sector

  11. Other Work Arrangements & Incentives Few public sector organizations offer flex time arrangements. City offers EDOs Slightly less than half the survey organizations offer Short Term Incentives (annual bonus plans)

  12. Conclusions Prevalent practice in the public sector is to offer better benefit coverage (less employee premiums, better provisions, etc) but not a flex spending account Basic Accidental Death and Dismemberment is nearly always provided Vacation provisions seem behind market practice

  13. Areas to Explore • Educate and gather feedback from CEMA members • Partner with HR • Review value for premiums • SMT thoughts

  14. Thank you

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