The Cracker Barrel - Winter 2012 - (Page 10)

The IPBC has a successful track record in keeping insurance rates stable. The average annual increase has been under double digits for the past six years, and has been consistently below medical inflation levels. This is largely due to the fact that, because of its size, the IPBC can negotiate lower rates with vendors. Switching to the IPBC allowed the village to maintain its benefit plan structure and medical plan administration with Blue Cross Blue Shield, but did require a change in pharmacy benefit managers to Medco, and life insurance carriers to Reliance Standard. The village also changed administrators for its Flexible Spending Accounts (FSAs) and Health Reimbursement Arrangements (HRAs) for 2012. Genesis Employee Benefits now administers these accounts because of their ability to incorporate the HRAs under a Voluntary Employee Beneficiaries’ Association (VEBA). Introducing the VEBA allowed employees to gain individual control over their HRAs and direct how the funds in their accounts are invested. It also maintained all tax advantages realized by the village and participating employees for both HRAs and FSAs. The department worked closely with consultants from SuccessFactors to enhance the employee performance appraisal process and appraisal form. The changes were This year the village necessary in order began a wellbeing proto have better pergram for employees, formance dialogue Healthy U participated in the “Kids In Need” program called Healthy U. The between employprogram is overseen by ees and supervisors with clear conthe department along with the Viltime usage. This program has big versations around expectations and lage Manager’s office and the Public advantages for both employees and areas for improvement, more effiHealth & Nursing Division. A comthe village. cient, fair and consistent performmittee of employees, called AmbasPart of the employee Healthy U Iniance ratings, and more effective sadors, from each department has tiative is to encourage village staff to compensation decisions. As a part of been established to plan and carry participate in activities that foster the new annual performance out activities aimed at enhancing the community wellbeing. Some of their appraisal process for employees on a wellbeing of employees. This comactivities this year included a food focal review, the department held 24 mittee focuses on the Five Essentials drive, a collection for the “No Senior Talent Review meetings with superof Wellbeing which are Community, Should Go Hungry,” program and visors from every department during Social, Career, Financial, and Physiparticipation in the “Kids in Need” the month of July. During these cal wellbeing. Employee activities backpack program for underprivimeetings, supervisors from each have included yoga classes, a walking leged elementary aged children in department discussed what both program, financial seminars, an Schaumburg. employee picnic, a food drive, healthy eating seminars, and a drive to purchase backpacks filled with school supplies for children of lower income families in Schaumburg. In November, employees had the opportunity to participate in a Health Risk Assessment (HRA) and biometric screening tests that are aimed at identifying health related issues of concern to each individual. An independent third party will administer the HRA and screening tests. The village will not receive health information about any individual employee, but each participant will receive a personalized report. The report will contain results of the tests and suggestions about lifestyle changes that will enhance the health and wellbeing of each person. The village will receive an aggregate report that will be used to help determine the health-related areas that should be focused on to improve overall employee health, and thereby reduce healthcare expenses and sick The department completed the implementation of Employee Central in SuccessFactors this past February. SuccessFactors provides the village with cloud-based human resources management software solutions and Employee Central serves as the village’s HRIS (HR information system). Implementation of Employee Central allowed the village to get one step closer to having all employees’ HR information accessible in one location. The new system allows employees and managers to login to SuccessFactors for all employment information from personal contact information, performance appraisals, job history records and more. Throughout the remainder of 2012, HR has continued to implement new features to Employee Central, which will make the user experience easier and better. With other modules of SuccessFactors currently being used, HR is now able to have employee records and data in one location from application and throughout their career with the village. 10 W I N T E R 2 0 1 2

Table of Contents for the Digital Edition of The Cracker Barrel - Winter 2012

The Cracker Barrel - Winter 2012
Contents
Older Adult Market Final Date
Santa Flies In
Fire Extinguisher Recycling Event
Arts & Entertainment
Business News

The Cracker Barrel - Winter 2012