Meet Centurion At Work
What do we do?
Centurion At Work maximizes the impact of benefit programs to enable employers to encourage holistic well-being, one employee at a time.
Where do we start?
We go backwards to go forwards! You’ve likely built an incredible benefits program using brokers, consultants, vendors, and your own past experience to identify what should be offered to support the well-being of your company. Many of these approaches are using survey data across industries and company sizes similar to yours. It’s not bad to review what other employers are offering to keep your total rewards program competitive, but it is costly to offer benefits that aren’t managed efficiently, your own employees do not value, and that are not being utilized.
Data, Data, and More Data
Centurion At Work looks first at data. In the benefits world, data is king. We look at the data flowing between your various benefit systems, including enrollment information, payroll deductions, and vendor platforms to make sure there are no issues with your core data driving your well-being program. Many employers mistakenly assume that brokers or vendors are monitoring this information to ensure there are no errors. If data going from your enrollment or Human Resource Information System (HRIS) software is not reporting accurate information, most vendors are reporting the issue on an error report that many companies and brokers are never addressing. If they are, the error is addressed but not the cause of the error to prevent future issues. This is referred to as “garbage in, garbage out”. This can cause a wide array of issues. For example, it could leave your employee unable to receive care for their sick child after hours because their coverage isn’t accurately in place. Or a life insurance provider denying a claim because the employee who just passed away hasn’t actually been enrolled or paying for the coverage they elected in an effort to protect their family financially in the event of an accident. Bad data could open the company up to compliance issues for not applying the correct payroll deduction to the employee’s 401(k) account in a timely manner. Dirty data can cause lost time for HR teams and frustration in addressing repeat issues occurring due to an ongoing data issue, and loss of employee trust in your benefits program. During this process we are also reviewing the plans and processes to ensure they are fully compliant and not at risk of incurring any Federal or State penalties or fines.
Once data is verified and system processes put in place to resolve any issues identified, we then look at utilization data. By partnering with vendors, brokers, and consultants the company is utilizing to manage benefit plans, we can identify where the benefit programs are not supporting employees well in all aspects of holistic well-being. For example, what costs are driving the company benefit expenses and are programs in place to help participants manage these costs better? What benefit plans are being underutilized? Do you have certain segments of the population your benefit programs tailor to more than others? Do you have programs that are appropriately supporting employees based on your company demographics?
Finally, we engage your population to identify how they view your benefit programs. Are there benefit programs that are missing or offerings they view as not being of value? What is working for them and what is not? Though people always come first, the data will help us ask better questions to ensure your well-being program is adequate based on your employees needs. Often employee feedback will correlate with utilization data but by surveying the population directly, we’re identifying where there may be holes in the offering or better education need to help participants understand what is already offered.
All data used is de-identified data or collected anonymously because we care about the security of your employees and their trust in your company.
Why do we use this approach?
After 20 years of working in the benefits industry, the issue observed most often isn’t that the benefit offering is inadequate. Due to data issues and inefficient processes, teams with limited resources are working harder on addressing problems. They don’t have time to effectively communicate the benefits offered leading employers to lay more benefits on top of existing programs which actually adds more issues and leads to bad experiences for employees when they try to use the benefits or confusion about how to access care when needed. The data lying beneath your benefit offerings tells a story allowing for the best starting point to lead to a better, more holistic well-being program.
The amount of money a company spends on benefit programs in an effort to support an employee’s well-being is extensive. In March of 2024, the Bureau of Labor Statistics reported employer compensation costs for private industry workers averaged $43.11 per hour worked in December 2023, of which $12.77 (29.6%) were attributed to benefit costs. This number is not including the amount of administrative and maintenance costs employers are spending internally (i.e., HR, payroll, accounting staff) or externally (i.e., vendors, brokers, consultants), nor does it value the cost to the company of employees that are not fully well. If a company is placing more of their limited budget allocated to well-being programs to resolve ongoing issues as a result of “dirty” data, there are less resources to put towards the employees and individualized care they need to stay holistically well. Benefit costs are high, and are projected to continue to rise. Don’t risk overspending unnecessarily.
By identifying which areas of your program are not actually benefiting the participants, we can choose to better educate or remove the benefit if it’s simply not valued by employees. We can also get a clearer picture of where your benefits are lacking to enhance what is being provided in a more beneficial way.
What makes Centurion At Work different?
We aren’t layering a new benefit program over your existing program. We’re starting with a review of your full benefits offering and ensuring it all ties together to best support your employees with an understanding there is no one-size-fits-all solution.
Your employees have to first have confidence the benefits offered are working as intended, and then be knowledgeable about how to use their benefits through every stage of their work life, assured the company they work for can support them as a recent graduate just as well as when they are preparing for marriage, having children, and planning for retirement.
We understand that holistic well-being cannot be segmented causing employees frustration in not knowing where to go. Each pillar of wellness must integrate to allow employees to find the resource they need to maintain their personal wellness balance easily so they can focus on their role with your company better. We build a better way for your employees to feel they have an arsenal of holistic well-being tools to leverage when they’re needed during an illness or crisis, but that also encourages them to be proactive about their well-being, modeling and supporting healthier living for their own families, whether it be physical, mental, financial, social, or emotional.
Contact Us to Learn More
Benefit programs are complex. The information provided here touches briefly on where we start. Contact us to learn more about how to put Centurion At Work for you to help your employees and your well-being program be well!
