Resource Guide

• Coverage Type: Indicates type of plan.
• Projected Annual Premium: The gross annual premium based on enrollment at renewal date.
• Funding Type: This identifies if the plan is fully insured, pre-paid, self-funded, or a hybrid.
• Rate Type: Identifies the rate methodology.
• Rates > Number of enrolled employees: The number of enrolled employees at the renewal.
• Rates > Total Premium: When fully insured, pre-paid, or hybrid funding: total monthly premium billed by the insurance carrier based on enrollment tier.
• Rates > Employee Contribution: Employees’ monthly share of the premium.
• Rates > Employer Contribution: Employer’s net share of the monthly premium.
• Plan Benefits > Benefit: High-level plan details of common plan provisions.

• Standard Limit: The IRS contribution limit for all employees who participate in 401(k), 403(b), and most 457 plans.
• Subject to ADP/ACP Testing: The plan is subject to complete annual nondiscrimination tests.
• HCE Definition: An employee who owns more than 5% of the business at any time during the year or the preceding year, or an employee who receives more than $155,000 in compensation and is in the company’s top 20% in pay for the 2024 tax year.
• Vesting: Gives employees’ rights to employer-provided assets over time (cliff or graded schedule), which gives the employees an incentive to perform well and remain with the company.
• Vesting Schedule: A timeline that dictates when an employee or participant in a retirement plan gains ownership of compensation provided by an employer.
• Definition of Compensation: This refers to the types of income that are considered eligible for contributions to the plan. It is important to follow your plan’s definition of compensation to remain compliant with IRS regulations.

• Categories: Provides insight into the type of questions employees are asking.
• Team: Categorizes primary question by pre-tax, COBRA, benefits (health and welfare), or planning (retirement).

• Time: Defaulting to the last 12 months, this option allows you to select the date range you would like to see for the charts below. Due to the large quantity of data, it may take some time for the data to refresh.
• Eligibility Changes: Number of eligibility changes processed by Vita and total hours spent processing eligibility changes. The hours spent processing eligibility changes equates to HR time saved by not having to manually process eligibility changes. These numbers will default to zero (0) if Vita does not manually process enrollments on your behalf.

• PEPY: Per employee per year
• PEPY > Gross Premium: Average spend per employee per year, including both employer and employee contributions.
• PEPY > Net Premium: Average employer spend per employee per year, less employee contributions.
• Eligible Headcount: Number of benefit-eligible employees at renewal.
• Average Base Salary/Compensation: Average base compensation at renewal.
• Dependent Penetration: Number of dependents enrolled in medical divided by the number of employees enrolled in medical.
• Waived Percentage: Percent of benefit-eligible employees who have waived medical coverage.
• Medical Strategy > Defined Contribution: This means that the employer defines how much they will contribute towards the cost of medical premium and employees pay the difference.
• Medical Strategy > Legacy Contribution: This means that the employer has carried over, “frozen,” or indexed medical contributions that were once based on a different strategy.
• Rate Type > Composite: This means that your medical premium is based on three- or four-tiered premiums (e.g. Employee Only, Employee + Spouse, Employee + Child(ren), Employee + Family).
• Rate Type > Age-Banded: This means that your medical rates are based on employee and dependent age.

This dashboard reflects your employees’ responses to the NPS survey* after engaging with Vita’s Concierge team via phone or email. Inquiries to the Concierge team likely include pre-tax (FSA, HSA, Commute, HRA, LSAs) and COBRA related questions.

Net Promoter Score (NPS) is a simple way to measure how likely your employees are to recommend Vita to others. It's based on asking them one question: "On a scale from 0 to 10, how satisfied were you with the service you received from a Vita Team Member?"

The responses are categorized into three groups:

• Promoters (9-10): These employees are most satisfied with their experience with Vita.
• Passives (7-8): These employees are happy, but not enthusiastic enough to promote Vita.
• Detractors (0-6): These employees are unsatisfied with their experience with Vita.

NPS is calculated by subtracting the percentage of Detractors from the percentage of Promoters. This score can range from -100 to 100. A higher score means more employees are happy and likely to recommend Vita, which is good for our partnership.

*NPS surveys are randomly sent to 25% of the total number of concierge interactions.

• Vita’s BoB NPS: Since single employer sample sizes may not be credible, Vita’s book of business (BoB) scores are also visible.

• Employee Inquiries: This is the email address your employees can contact with all their inquiries.
• Secure Inbox: Provided by Zix, this innovative email encryption is essential to our security strategy. Secure Inbox allows you to safely communicate with your Vita team.
• Book a time with me: Clicking on this link opens the Vita member’s booking page. You may navigate to find an available time and directly book a meeting.
• On-hover: When hovering over the Vita members’ titles, you will see a brief description of how their role serves your partnership.

• Benchmark Percentile: This identifies how you benchmark against Vita’s book of business (BoB). If you benchmark in the 75th Percentile, this means you average in the top 25% of employers.
• Coverage Type: This allows you to benchmark your plan against similar plan types.
• Rates: Benchmarks your rates (orange line) against Vita’s BoB (bar chart).
• Contributions: Benchmarks your employee contributions (orange line) against Vita’s BoB (bar chart), expressed as a monthly dollar amount.
• Marginal Contributions: Benchmarks your marginal employee contributions (orange line) against Vita’s BoB (bar chart), expressed as a percentage of marginal premium. For example, the Employee + Family percentage represents only the marginal cost of adding family coverage (not total contribution divided by total premium).
• Net Benefits as & of Payroll: This is your net per employee per year costs divided by your average base compensation.
• Dependents/Employee in Medical: Number of dependents enrolled in medical divided by the number of employees enrolled in medical.
• Waiver %: Percent of benefit-eligible employees who have waived medical coverage.
• Gross PEPY: Average spend per employee per year, including both employer and employee contributions.
• Net PEPY: Average employer spend per employee per year, less employee contributions.
• Net Benefits as % of Payroll: Net PEPY divided by average base compensation.

• State: Allows user to select between all US states. Applying this filter modifies the data shown on the right-hand side, as well as the filters below.
• Area: U.S. Department of Labor’s (DOL) Occupational Employment and Wage Statistics (OEWS) program has data for approximately 580 metropolitan and nonmetropolitan areas, including 396 metropolitan areas. Please note, however, that not all areas have information for all occupations.
• Industries: An industry is a group of establishments that produce similar products or provide similar services. For example, all establishments that manufacture automobiles are in the same industry. A given industry, or even a particular establishment in that industry, might have employees in dozens of occupations. The North American Industry Classification System (NAICS) groups similar establishments into industries. The OEWS survey collects occupational employment and wage data from establishments in nonfarm industries only.
• Occupation: A set of activities or tasks that employees are paid to perform. Employees that perform essentially the same tasks are in the same occupation, whether or not they are in the same industry. Some occupations are concentrated in a few industries, while other occupations are found in the majority of industries.
• Wages: Wages for the OEWS survey are straight-time, gross pay, exclusive of premium pay.
• Mean Wage: A mean wage is an average wage. An occupational mean wage estimate is calculated by summing the wages of all the employees in a given occupation and then dividing the total wages by the number of employees.
• Percentile Wage: A percentile wage is a boundary. For example, an occupational median wage (50th percentile) estimate is the boundary between the highest paid 50 percent and the lowest paid 50 percent of workers in that occupation. Half of the workers in a given occupation earn more than the median wage, and half the workers earn less than the median wage.
• Wage Growth: Wage growth (real wage growth) is a rise of wage adjusted for inflations, often expressed in percentage. In macroeconomics, wage growth is one of the main indications to measure economic growth for a long-term since it reflects the consumer's purchasing power in the economy as well as the level of living standards.
• # Employed: "Employees" are all part-time and full-time workers who are paid a wage or salary. The survey does not cover the self-employed, owners and partners in unincorporated firms, household workers, or unpaid family workers.
• Citations: Bureau of Labor Statistics, U.S. Department of Labor, Occupational Employment and Wage Statistics, [date accessed] [www.bls.gov/oes/].

• Sample Search Terms: Provides a high-level overview of the product solutions available (e.g. financial, child care, general wellness).