Evaluation Plan

To Upper Management,

Employee benefits constitute an indirect form of compensation intended to improve the quality of the work lives and personal lives of employees. In return for these benefits, employees are supportive of the organization and are productive. Sound benefits’ program operates on two factors. The first is selecting benefits that target important employee needs while promoting strategic organizational objectives. The second one is effective administration of the benefits program.

The objectives of the benefits package available to State Tested Nursing Assistants include the size of our organization, where we are located, profitability, and the industry patterns. The chief objectives are improving employee work satisfaction, mmet employee health and security requirements, attracts and motivates employees, keeps top-performing employees and maintain a good competitive position. I considered the cost containment of these benefits.

I took a survey of the STNAs to help establish their input in designing this benefit package for them. I believe this action helped to assure the STNAs that management is looking toward satisfying employee wants and needs. The true measure of a successful benefits program is trust, understanding, and appreciation it earns the employer. In the employee survey of STNAs I found that they are willing to pay higher co payments to receive lower payments and they want to be able to choose their own doctors even if they are outside the network. They feels comfortable with their doctors now and that they know them and their families and their needs. We need to be able to offer our employees a flexible benefits package.

Some of the advantages of the Flexible Benefits Plan are:

1. Employees select benefits to match their individuals needs including family make-up.

2. Benefits selection can adapt to a changing workforce.

3. Employees get a greater understanding of the benefits available to them and the cost incurred.

4. Employers maximize the psychological value of their benefits program by paying only for highly desired benefits.

5. Employers limit benefit costs by allowing employees to “buy” benefits only up to a defined amount.

6. Employers gain competition advantage in recruiting and keeping employees.

Some disadvantages of the Flexible Benefits Plan are:

1. Poor employee benefits selection can end-up with extra unwanted financial cost.

2. There are extra costs to establish and maintain the flexible plan.

3. Employees may choose benefits high in use if