Supplemental and Voluntary Benefits Program

The Vendor is required to provide a strategic partner to optimize and modernize its existing supplemental benefits offerings, improve employee engagement, and enhance administrative efficiency.
- Providing a competitive and comprehensive benefits package that supports the recruitment, retention, and well-being of its faculty and staff.
- The University seeks a strategic partner to optimize and modernize its existing supplemental benefits offerings, improve employee engagement, and enhance administrative efficiency.
- Currently maintains a portfolio of supplemental benefits and is seeking solutions that align with, improve, and potentially streamline the current program.
- Current offerings may include, but are not limited to:
• Critical illness and cancer insurance
• Life and long-term insurance
• Short-term disability insurance
• Accident insurance
• Auto and home insurance
- These programs are administered through:
• Payroll deduction
• Existing carrier/vendor relationships
• Integration with the University’s Human Resources Information System (HRIS), currently PeopleSoft or a successor platform
- Employs a decentralized workforce across multiple campuses, creating both opportunities and challenges in communication, enrollment, and engagement.
- Objectives:
• Enhance access to high-value voluntary benefits for eligible employees across the agency System.
• Increase employee awareness, understanding, participation, and engagement.
• Streamline program administration and reduce internal operational burden and manual processes for University staff.
• Ensure seamless integration with the University’s HRIS and payroll systems.
• Maintain a cost-neutral structure for the University (employee-paid benefits).
• Deliver a consistent and high-quality employee experience across all campuses and employee populations.
• Provide employees with the clear portability, conversion, continuation and retirement-related options, including eligibility criteria, processes, and associated costs.
- Program Strategy
• Evaluating the University’s current supplemental benefits portfolio.
• Identifying opportunities for enhancement, expansion, consolidation, or replacement of existing offerings.
• Recommending a strategic benefits approach aligned with workforce needs.
• Clearly indicating whether the proposed solution replaces, supplements, or consolidates current offerings.
• Designing plan options and rates based on available group demographics, including census data provided by the University upon request.
• Supporting a program structure that avoids unnecessary duplication, confusion, or overlap with existing benefits.
- Coverage and Product Analysis
• The financial value and benefit to employees.
• How the product complements existing University, State, and PEBA benefits, where applicable.
• Whether the product offers discounted or group-based rates to University employees.
• Offerors shall clearly identify all employee classes and dependent categories eligible for coverage under each proposed supplemental benefit product.
• The claim process, including filing, adjudication, communication, appeals, and payment timing.
• Administrative procedures that promote effective plan operation and reduce University workload.
• Communication methods used to educate employees and support responsible benefit selection.
• Quarterly reporting metrics available to the University.
• Portability, conversion, continuation, and retirement-related options. Plans offered shall be portable upon termination of employment, retirement, or transfer, subject to policy terms. Offerors must clearly describe portability and continuation provisions.
• Any circumstances that may result in future premium increases.