2021 Annual CEB Conference

Workshop Topics

  1. New Benefits for Our New World

    Fueled by new generations, work-from-home, return to work, hybrid workforces, and the great resignation, employers are being more creative and inclusive in the types of benefits they offer.  Non-traditional benefits, which had always been a nice-to-have, are beginning to take more of a center-stage seat, especially around ‘flexibility’.  We will discuss some of the new and interesting benefits that CEB members are offering to their workforce, including how they chose them, how they intend to measure success, and who they partnered with to administer each.  Will this help to better engage your workforce in the culture and mission of your company?

  1. Addressing Mental Health & Burnout

    As the top wellbeing issues in the US and globally, it is critical that employers offer a variety of benefits, programs and providers to solve for the vast emotional wellbeing needs of the workforce – from stress and resilience to work-life balance and caregiving. Current vendors, including EAPs, may not be meeting employees’ evolving needs. This workshop will discuss not only how to create your strategy and select vendor partners but also how to build a culture and communication approach that enable and empower people to actually use the resources available.

  1. Social Determinants of Health

    How do we help today’s organizations improve health and wellbeing by getting to the root causes: Social Determinants of Health (SDOH). Recent research has found that, nationally, a third of full-time employees struggle with significant financial, food, or housing insecurities. These SDOH issues are the root cause of mental health issues as well as job engagement and retention. In this break-out, Dr. Vic Strecher discusses these issues and presents a case study of an intervention designed to both identify and address SDOH insecurities.

  1. Data Driven Decision Making

    Many larger CEB members may take advantage of data warehousing of medical, and pharmacy claims to drive insight and decision making.  Most mid-market employers, however, rely on payers to inform decision making and most payers treat self-funded employer data as if it’s their own. In addition to Physical Wellbeing data (medical and pharmacy claims), benefits managers may need to consider health system related data, along with benefits, employee engagement, workforce demographics, financial wellbeing (retirement) and even social determinant benchmarking data to help inform decision making.

  1. Engaging the Ever-Changing Workforce

    The workplace is changing, but the need for information, connection and support remains an important priority. In this new landscape, employees are still relying on organizations for continued flow of information and continued guidance on how to best understand and utilize their workplace benefits. This workshop will focus on how organizations have started to evolve their benefits communication strategy while working in a hybrid environment.

  1. The Employee Value Proposition (EVP) Requires a Total Rewards Approach

    Employee priorities have shifted over the last two years and will continue to do so.  The war for talent has created a need for companies to pivot to a Total Rewards strategy to highlight not just base pay, but the overall employee investment. What strategies has your organization implemented, or are looking to implement, to address what your employees truly value?  Will this help to attract, retain and motivate employees? 

  1. Successful Retirement Starts on the Road to Financial Wellbeing

    75% of the world’s population experienced financial struggles during the pandemic due to job loss, caregiving responsibilities and increased out-of-pocket expenses. Most employers offer robust retirement plans that may not adequately meet the more immediate needs of a workforce that may not have the knowledge or tools available to understand financial basics, establish a budget, manage debt, handle emergency expenses and plan for the future. This workshop will explore how organizations are addressing the broad financial wellbeing needs and priorities of the multigenerational workforce.

  1. Creative Carveouts and Contracting

    The variety of approaches to managing providers and vendors continues to expand: self-funded health plan administration, onsite clinic management, centers of excellence, carveout wellbeing and mental health vendors, reference-based pricing, carveout pharmacy or specialty pharmacy, and more. Employers are interested in connecting with health systems to better serve their employees along the lines of social determinants of health, access to PCPs, cost and quality COEs for various chronic illnesses and various surgical specialties. CEB members will discuss the ways in which they are breaking the mold to better serve their participants and manage their budgets.

  1. Performance Management of Point Solutions

    The old measures are now just baseline expectations. Now, there are new and emerging ways to manage point solution vendors and drive to increased value through improved employee experience, evaluation process of vendor framework and decision process to keeping, adding and sunsetting solutions. Hear how employers are evolving their perspective on the role of their point solution partners in the ever-increasingly complex world.

  1. Hot Topics - Health & Wellness

  1. Hot Topics - Retirement