The Pentra Process
We balance highly focused technical analysis with a broad understanding of the five critical elements that every organization must consider with every benefit decision they make. These elements include design, funding, administration, communication and compliance. Our clients tell us they value our ability to deliver rigorous technical analysis with an appreciation for how the results and recommendations will impact all aspects of benefit delivery.
Our process emphasizes a holistic view and a client’s need to evaluate changes from both a financial and a human resources perspective. This means that before we make any recommendations, we take into account the overall impact on the organization. Our approach has been refined for over 27 years. We are so committed that we renamed the company after it.
Employee benefit plan design can seem like a straightforward exercise of simply choosing a plan or plan options. However, there are significant opportunities and risks that are often overlooked.
Virtually all employers, regardless of size, must evaluate the opportunities and pitfalls of retaining risk, insuring risk or structuring the right combination of the two. Purchasing insurance is only one approach to funding benefits.
Human resources, benefit systems and administration typically represent a small portion of the overall cost to deliver benefits. However, they can have a major impact on employees’ perception, eligibility management, cost and compliance.
Benefit plan costs often represent the second largest employee expense after direct compensation. When making such a substantial investment, helping employees and their families understand, utilize and appreciate the programs is essential.