Points of Comparison
- Values – calculates pre-tax pay required to replace employer-provided benefits
- Rankings – positions your values to comparison group
- Index – measures ratio of your values to comparison group median
- Employee Profiles – shows how your competitive position is affected by employee demographics
- Quartile values – shows where comparison group's values break by quartile (25th, 50th, 75th percentile)
- Retirement/Savings: Defined benefit, defined contribution, and stock purchase plans.
- Health/Group: Medical, dental, life insurance, flexible spending accounts, and post-retirement medical plans.
- Time Loss: Vacation, holiday, personal leave, PTO banks, sick leave, and short- and long-term disability plans.
- Nontraditional Benefits: Educational assistance and long-term care.
The Composite Workforce represents a salaried population developed from a national cross-section of representative companies that vary by industry, size, and geography.
Employee Profile Comparisons
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The 11 benchmark employees are defined by different combinations of four demographic factors allowing you to easily assess the sensitivity of the competitiveness within your workforce and among the workforce segments of peer companies. From these four demographic factors, we group the 11 benchmark employees into three categories: Salary Group, Family Group, and Age/Service Group.
For each employer-provided benefit plan, Mercer calculates a dollar value of each employee profile. These values are displayed in the Employee Profile Comparison charts and tables. Each dollar value represents the estimated amount that an employee would pay in the open market to replace the employer-provided benefit.
The plan values for benchmark employees are shown in a series of tables and charts expressed in pre-tax U.S. dollars. Values are based upon the benefit plan features being analyzed in this report. Tables and charts show comparisons for total benefits, as well as all plan categories and individual plans
The overall competitive positioning of benefits plans is driven by a myriad of factors, such as level of employee and employer contributions, employee demographics and plan design. The BVA Executive Summary highlights some of the key drivers and relates them to the prevalence in the marketplace. Further details on the prevalence of plan features are found in the Summary of Plan Statistics section of the BVA.
How to Purchase
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