Recognizing … and paying for … performance is a long-standing challenge for employers, and there is new thinking now about how to actually achieve this goal. A key focus of this session is defining the entire employee performance process in terms of two primary elements: (1) means of performance as competencies and behaviors, and (2) ends of performance as business results. The questions addressed will be: how can employers help their employees to develop skills, and … how can they use financial incentives as motivation to apply these skills to the achievement of their company and job-specific goals? Effectively acknowledging employees’ contributions to the success of a business requires quantitative measurement of individual and/or team performance outcomes as well as proportionate, significant financial rewards beyond competitive salaries. This session will offer new, innovative ways to manage both base and variable compensation that bridges the divide often seen between compensation and employee development.

Key Takeaways:

• How to define and measure performance as a broad management tool, not just an HR process
• How to create and implement self-funding cash incentive compensation policies and practices
• Why you should eliminate traditional performance reviews and replace them with development plans

Shari Dunn established her former firm, CompAnalysis, in 1980 to help employers make successful compensation and performance management decisions. Prior to starting her own firm, she held management and professional positions with Marine Midland Bank, National Biscuit Company, Boise Cascade Corporation, McKinsey and Co., Deloitte, Fibreboard Corporation, Bank of America, and Castle & Cooke. Shari has a B.A. in Psychology from the University of California at Berkeley, is a member of the Bay Area Compensation Association and WorldatWork, and is past President of the Northern California Human Resources Association. CompAnalysis was acquired by Arthur J. Gallagher & Co. in 2010 and the practice is now part of the company’s international Human Resources & Compensation Consulting Practice, with S.F. Bay Area offices in San Francisco, Lafayette and San Rafael. She and her team work with diverse employers accross the Western U.S. to develop pay strategies and programs desined to support equitable, competitive, cost-effective, compliant and motivational base and variable pay decisions. In addition, her consulting activities include organizational design, performance management and expert witness engagements.

Navigating the leave of absence process can be confusing, stressful, and time-consuming—for your employees, their managers, and your HR team. Fortunately, there’s plenty you can do to lift the FMLA burden for everyone involved, while still providing the personal touch your employees need more than ever during this tricky time in their lives. Join Helen Calvin, Chief Revenue Officer at Jellyvision, as she shares simple strategies for communicating effectively to your employees and their managers so they know exactly what to expect every step of the way—and so you don’t feel so overwhelmed by questions and red tape you start hiding under your desk.

Key Takeaways:

• Learn how to design a communication plan that helps your employees and managers through the process
• Learn subtle little things you can do to create a more empathetic leave of absence process
• Learn communication strategies you can use today to reduce employee questions (and mistakes) 

Helen Calvin is the Chief Revenue Officer at Jellyvision. Since 2010, she’s been growing the company’s behavioral science expertise and leading the sales and account management team behind ALEX®, the most helpful employee decision support platform on the planet (www.meetalex.com). In 2016, she was named one of Crain’s Chicago Business Tech 50 in 2017. Jellyvision serves hundreds of mostly Fortune 1000 clients with interactive communication solutions for desktop, mobile, and emerging platforms. ALEX is used by more than 1,000 companies with more than 17 million employees in total – helping employees at these companies, whose health insurance premiums total more than $110 billion, make better decisions about their insurance plan options, 401(k) allocations, and financial wellness. Meanwhile, Jellyvision has been recognized as the Best Software Company and Best Culture by the Moxie Awards presented by BuiltInChicago, the 2015 Lighthouse winner by Illinois Technology Association, a Chicago Tribune’s Top Workplace, and the #1 best place for millennials to work in Chicago according to Crain’s. Helen has her MBA from the Northwestern Kellogg School of Business in Chicago, her husband from the great state of Texas, and her love of oysters from her roots on the Gulf Coast.

The New Consumer-Centric Platforms & Coverage Models: This presentation will focus on the mega trend of Consumerization of Health Benefits. It will identify how benefit dollars get locked up in traditional systems due to underwriting dynamics that only exist because the current model is a zero sum game with all costs having to be absorbed within single employer risk pools. It will describe new consumer owned benefit models that allow full market choice for each worker and separately for each dependent, pointing out how this results in dramatically lower health care spending. Finally, it will demonstrate how benefit dollars under these models can be applied to non-traditional benefits such as Homeowners Insurance, Car Insurance, Child Care, and more.

Key Takeaways:

• Single Employer Health Plans of The Past are obsolete / There are new Alternatives for Employers
• Current Models Are Inherently Inflationary / You can Control Benefit Inflation
• Better Benefits Consumerization is part a broader movement / 401K and Retiree Health Inform the Pathway

 Denny Weinberg is the CEO of Hixme, a digital health company transforming the health benefits model for large employers through a true consumer-centric platform and coverage model. Hixme’s WorkPlace Market™ frees employers from the burdens and risks associated with an increasingly obsolete and ineffective group benefit model. At the same time, this platform frees workers to establish the best coverage fit for each member of their family. Hixme’s clients experience year over year savings compared to double-digit increases in the old model. Hixme’s WorkPlace Market™ accesses thousands of direct-to-consumer coverage health “bundles” that manage risk and personal preferences better than stand-alone health plans. Hixme is financed by world-class investment firms including Kleiner Perkins, Propel Venture Partners, Rosemark Capital and Transamerica Ventures. Get a glimpse of freedom at www.hixme.com. Denny was a 35 year veteran executive in healthcare financing and operations including a 20 year tenure with the original founding executive team of Wellpoint (Anthem) and CEO of a number of its largest and more unique operating companies.

Organizations preparing Future of Work face a number of challenges that need new solutions. Adapting to the digital economy requires innovative talent strategies that drive rapid change. Drastic workforce changes include shifting demographics, developing talent, growing employee expectations, transformation of HR and globalizing workforces. A critical element to be addressed in this transition is Total Rewards, because just as workforces are changing dramatically, rewards programs are evolving as well. In this session, Juliette Meunier, Partner within EY’s People Advisory Services Practice, will describe the critical components needed for successful Rewards programs today, and present EYs 5 Phased Model for Total Rewards, and review the objectives and value derived from each phase.

Key Takeaways:

• Understand the common workforce challenges emerging in organizations today. Describe leading practices in Rewards functions as practitioners prepare for the changing workforce.
• Learn how to implement the Five Phase Mode l through review of a real case study.

Juliette has 20 years of experience in executive compensation and employee benefits, advising clients on regulatory and operational matters under the Internal Revenue Code and ERISA and assisting them with all stages of development — from growth companies to established, mature companies — as it relates to the financial, cost, tax and risk implications of their compensation and benefits programs. Juliette is the National Human Capital Leader for Affordable Care Act Services. She regularly advises clients with respect to cost savings opportunities within the HR Function. In addition to her efforts with HR cost management, Juliette regularly advises companies in all industries on the employer implications of the Affordable Care Act. Juliette often works with companies to manage hidden HR risks that are not traditionally addressed and regularly leads HR risk and internal control reviews, while serving as the key interface with client personnel and managing the EY professional team. She advises clients on the design and administration of qualified and non-qualified deferred compensation plans; executive compensation; equity-based incentives; golden parachutes; savings opportunities within the HR function; financial, actuarial and tax reviews and HR processes and benchmarking.