Total Reward Final

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9.1 Final Project: Total Rewards Analysis Total Reward Final Project Benefits and Compensation Analysis Diana Nunez November 19, 2023 1

9.1 Final Project: Total Rewards Analysis Issues Analysis The possibility of remote work is the main source of concern. A significant 10% of the workforce has stated that being able to work from home is one of their top priorities. Furthermore, a significant 67% of the organization's staff members are between the ages of 31 and 50. It's important to keep in mind that people in this age bracket are frequently in the process of establishing kids and buying homes. Consequently, they place a high priority on creating a healthy work-life balance. Providing an illustrated scenario, an employee complained that their lengthy work hours prevent them from spending time with their small child. Their son is asleep when they get home from work. It's essential to note that not every employee is covered under the existing work-from- home policy. Instead, it is only accessible to scientists and data analysts who fulfill certain requirements linked to their jobs. Increasing the number of remote work possibilities could significantly boost employee satisfaction and retention. The 10% of those employed has stated that their top priority is compensation. There is a noticeable difference between Emerging Pharmaceuticals' compensation rates and those of its rival, Medtronic. In general, Emerging Pharmaceuticals provides compensation that is between $5,000 and $10,000 less than the mean wage for each position at Medtronic. Employees may undoubtedly use this gap as their main motivation to think about leaving the organization. It's important to remember that the majority of the employees at Emerging Pharmaceuticals consists of people who are actively looking to buy homes and support their families. In such circumstances, competitive pay becomes essential because it gives workers the security they need to properly support their families. Nine percent of our employees have voiced worries about professional growth. One worker described a particular difficulty he has in his quest for job progression. He indicated that 2

9.1 Final Project: Total Rewards Analysis getting a degree would be necessary for him to be eligible for a promotion. Achieving this educational milestone, however, is quite difficult because of the combination of very low wages and a weak tuition reimbursement program. Our tuition reimbursement program provides help of up to $2,000 for undergraduate programs and up to $3,500 for graduate degrees, just to give you some context. The employee emphasized that this aid would only help with textbook expenses, leaving substantial financial obstacles in the way of achieving the requirements for a promotion. Another important concern about benefits and healthcare has been raised by workers. The extra fee charged when adding a spouse or family member to the healthcare plan is one significant problem. A wellness initiative designed to promote healthy behaviors among staff members who place a high priority on their well-being is also noticeably lacking. It's crucial to recognize that employees are likely to look for healthcare solutions that are both reasonable and comprehensive for their entire families given the demographic that makes up the majority of our workforce. At the moment, it seems that Emerging Pharmaceuticals' healthcare services are more individualized. Also, the lack of a wellness incentive implies that there is no way for employees to actively help lower their healthcare expenses. Targeted to Addresses Given the company's employee retention goals and the demographics of its employees, Emerging Pharmaceuticals should prioritize improving employee work-life balance as well as their benefits and pay scale. As employees age, their priorities eventually turn towards their families in search of stability as well as chances for career and financial advancement. I think Emerging Pharmaceuticals should prioritize increasing work-life balance, with an emphasis on reevaluating their policy on remote work in particular. The company may be able to 3

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9.1 Final Project: Total Rewards Analysis improve employee morale, lower travel expenses, and promote a better work-life balance by modifying this policy to provide all employees the option of working from home. For increased flexibility, employees would give up between 2.6% and 5.1 % of their pay (Freedman, 2023), flexibility is more important to half of the workers than pay. The business should also look into the idea of adding wellness incentives to its benefits program. In addition to promoting better lifestyles among employees, the initiative would also honor and reward individuals who already put their health first. Programs that promote employee wellbeing are advantageous for both employers and employees, as well as for the overall success of the business (Team Loop, 2022). They boost employee engagement, develop a positive workplace culture that prioritizes employee wellbeing, and over time, they support the expansion of the business (Team Loop, 2022). The business now lacks strong incentives to keep long-term personnel. Employee unhappiness results from the fact that the current pay is below industry average and the benefits provided are insufficient to make up for this deficiency. Also, the existing Paid Time Off (PTO) plan expires after ten years of employment and the pension plan has few benefits and no employer match. Ten years of service should be a significant milestone for both the organization and the individuals, deserving of acknowledgement rather than going unnoticed. Employees are not particularly encouraged by the current system to commit to long-term employment with the company. It is advisable for Emerging Pharmaceuticals to have employee retention programs that reward significant corporate accomplishments. This will encourage employee retention. This strategy would remove the myth that long-term employment eventually causes benefits to run out. External Benchmarking Data 4

9.1 Final Project: Total Rewards Analysis The absence of a Health Savings Account (HSA) at Emerging Pharmaceuticals stands out when comparing the benefits packages provided by Medtronic and that company. In essence, HSA is a personal savings account that can only be used for qualified medical expenses (Folger, 2023). Although Emerging Pharmaceuticals does provide slightly more cheap health benefits, it is less flexible and incapable of adapting to the changing needs of all employees. For more features and alternatives, some employees might be ready to pay a little bit extra for their benefits package. That is why Emerging Pharmaceuticals needs to think about developing wellness initiatives and providing HSAs in order to help defray the increased expense and give staff members comprehensive benefits that address a larger range of demands. Further, Medtronic has a rewards program in place to encourage employees to live better lifestyles. These incentives come in the form of points that may be acquired and exchanged for items like gadgets, apparel, athletic equipment, and books. Higher degrees of performance allow employees to access more benefits, including the opportunity for free medical premiums. Additionally, Medtronic employees who are insured by the company's medical plan are eligible to receive a $20 monthly discount on gym dues. By providing a 50% match on the first 6% of deposits in their 401(k) account, Medtronic demonstrates its commitment to employee financial wellbeing. The Medtronic Core Contribution is a separate additional contribution. A second beneficial perk offered by Medtronic is an employee stock purchase plan, which not only helps staff members secure their financial futures but also links company performance to that of its personnel. The difference between the companies' Paid Time Off (PTO) policies is fairly obvious when we compare them. A total of 20 days of paid time off are provided to Medtronic employees as soon as they start working there. As opposed to Medtronic, Emerging Pharmaceuticals only 5

9.1 Final Project: Total Rewards Analysis gives 10 days of PTO as a starting point, which is only half of what you would get if you worked for them. In addition, Medtronic's PTO plan offers employees a generous 35 days of PTO after 24 years of service, when it hits its maximum accumulation. In contrast, Emerging Pharmaceuticals limits PTO to 10 years, after which employees are only eligible for 18 days of PTO. This means that even if you spend your whole career working for Emerging Pharmaceuticals, you would not accrue as much paid time off (PTO) as a brand-new Medtronic employee would on their first day. It is important to note that Emerging Pharmaceuticals' tuition reimbursement program is far more restrictive than Medtronic's. Furthermore, Medtronic provides a scholarship option, strengthening their commitment to educational support. It is clear from a comparison of the two companies that employees who decide to move to Medtronic would have access to a significantly higher degree of flexibility and a wider range of chances to create a path to future success. Also, compared to what Emerging Pharmaceuticals offers, they would start their career with twice as much Paid Time Off (PTO) and a more attractive first wage. Emerging Pharmaceuticals runs a risk of having continued issues keeping excellent employees if their benefits and compensation package aren't improved. We will analyze Emerging Pharmaceuticals in the following parts in order to improve and modernize the company's current comprehensive reward program. We will look at both quantitative and qualitative data in the present systems to find gaps so that we can push for improvement and offer instructional advice. Additionally, this information will be used to contrast and compare the current benefits and pay structure with outside benchmarking data from Emerging Pharmaceuticals' industry partner, Medtronic. 6

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9.1 Final Project: Total Rewards Analysis Misalignment, Differences, and Gaps Throughout this case study, many instances of discrepancies, mismatches, and overall differences between Emerging Pharmaceuticals' (EP) and Medtronic's Total Rewards packages emerged. As the recently hired EP Total Rewards Director, I have determined which major areas, when compared to Medtronic's external benchmarking data, show misalignment, discrepancies, or gaps: 1. Remote work flexibility 2. Policies for tuition reimbursement 3. Advantages of paid time off 4. Competitive ranges for pay 5. A wider range of medical alternative The only scientists and analysts who are now allowed to work remotely at Emerging Pharmaceuticals (EP) are those who work in data analytics for drug and patient outcomes. On the other hand, Medtronic offers remote work opportunities for a variety of positions, including those in operations, customer support, IT, and human resources. Medtronic gained significant benefits from this embracement of remote work, including lower office space lease costs of $1.2 million annually, this helps to increase productivity, and improved capacity to draw in top personnel (Frauenheim, 2013). Emerging Pharmaceuticals (EP) offers an annual benefit capped at 100%, covering up to $2,000 for undergraduate degrees and up to $3,500 for graduate degrees, with regard to tuition reimbursement policies in both companies. In order to qualify for this benefit, employees must work for the company for a minimum of one year and must take coursework as part of an undergraduate or graduate program at an authorized U.S. college or university, or pursue 7

9.1 Final Project: Total Rewards Analysis education related to their present role (SNHU, 2020). Medtronic's policy, on the other hand, provides a 100% yearly benefit with higher ceilings of up to $5,000 for graduate degrees and up to $3,000 for undergraduate degrees. In contrast to EP's strategy, Medtronic sets itself apart by not requiring employees to meet any tenure requirements in order to be eligible for tuition reimbursement. Also, Medtronic offers tuition discounts to a number of universities, both domestically and internationally (SNHU, 2020). One major area where Emerging Pharmaceuticals (EP) and its rivals differ significantly is in the advantages they offer for paid time off. In addition to offering paid time off based on a front-loaded annual model with accrual rates based on an employee's years of service, EP now offers seven paid holidays. This allows for a maximum of eighteen days of paid time off per year. In particular, any balance in an employee's PTO bank that remains as of December 15th of any given year is subject to forfeiture, which means that unused PTO will be lost because EP does not offer cash-out or rollover options (SNHU, 2020). When it comes to years of service, Medtronic's paid time off benefits are more generous, providing up to 35 days each year. In addition, Medtronic does not have a "use it or lose it" philosophy; any PTO unused by April 1st can be carried over to the next year. By providing an extra vacation week to staff members upon achieving every 5-year service anniversary, Medtronic goes above and beyond. This allows staff members to get an extra week at the 5, 10, 15, 20, and following service milestones. In addition, as SNHU's study states, Medtronic gives employees a year-end leave from December 24 to December 28 during which time any accumulated paid time off remains unpaid (SNHU, 2020). The pay range is another important factor that needs to be taken into account in order to bring Emerging Pharmaceuticals (EP) into comparison with its competitors. It is clear from looking at the job descriptions of both companies that EP is paying, on average, $10,000 less 8

9.1 Final Project: Total Rewards Analysis than Medtronic for roles like IT developers, scientists, research analysts, clinical specialists, non- clinical managers, and clinical managers (SNHU, 2020). Medtronic has chosen a leading market strategy, while EP has chosen a matching market strategy. Since corporations base their pay on market standards, the matching market policy more closely matches with market pay rates. This strategy has clearly been followed by EP, as evidenced by the wage ranges provided for each position matching or aligning with Medtronic's, and by the maximum pay staying within the range that Medtronic set forth (Martocchio, 2019). The healthcare benefits that Emerging Pharmaceuticals (EP) provides to its employees differ significantly from those that Medtronic provides. EP provides two dental plans (Basic and Premium), a vision plan, and two healthcare alternatives (Value PPO and Choice +PPO) with the same providers. EP has no wellness incentives and imposes a surcharge on working spouses of employees who can choose to enroll in their own employer's coverage (SNHU, 2020). On the other hand, Medtronic offers a more complete healthcare package that includes two dental plans (Comprehensive and Basic), one vision plan, and three different healthcare options (PPO and CHP) from three different providers (HealthPartners, Blue Cross Blue Shield, and United Healthcare). above these options, Medtronic goes above and above with additional benefits like a Flexible Spending Account that is entirely funded by the employee and a Health Spending Account, for which the firm will contribute up to $1,250 yearly if the employee is enrolled in the CHP plan. Medtronic's strategy also includes rewards like the Nike shoes, travel packages, free medical premiums, and fitness packages, as well as the Frequent Fitness program (completion required to avoid surcharges) and the Above and Beyond Sweepstakes (offering up to $240 in annual reimbursement) (SNHU, 2020). 9

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9.1 Final Project: Total Rewards Analysis It is clear that Medtronic's healthcare benefits package is more extensive than EP's. Nevertheless, it's important to remember that, Medtronic employs 83,000 more people than Emerging Pharmaceuticals and brings in more than $24 billion annually (SNHU, 2020) Increased, Reduced, or Stay the Same The relative age of the two companies, EP is younger than Medtronic, is another important factor to take into account. As Emerging Pharmaceuticals grows and tries to meet the changing demands of its staff, it is more important than ever for them to review and modify their Total Rewards program. According to the information provided by EP, it would be wise to consider a number of changes, such as increasing the number of remote work options available, improving tuition reimbursement programs, raising paid time off allowances, keeping the current salary ranges, and retaining the current healthcare options while adding wellness incentives and optional benefits like childcare and tuition discounts. These changes would take into account the organization's changing workforce needs and be in line with its goals. Expanding the requirements for remote work possibilities would allow Emerging Pharmaceuticals (EP) to better control expenses, reduce employee attrition, and provide a better work-life balance for its staff. Amazingly, 95% of workers claim that having remote work options greatly increases employee retention. After a remote work agreement is offered, employee turnover drops by an average of 12% (Farrer 2020). Of the workforce, 54% said they would switch jobs for one that offered them more flexibility (Farrer, 2020). Medtronic's policy, which provides 100% reimbursement up to $3,000 for undergraduate degrees and up to $5,250 for graduate degrees, Emerging Pharmaceuticals (EP) must improve its annual tuition reimbursement benefits. 10

9.1 Final Project: Total Rewards Analysis Further, keeping a healthy work-life balance and having access to healthcare are equally important as having competitive paid time off. It is essential for lowering stress and averting burnout at work. Decreases in stress levels also result in fewer burnout episodes and a decline in health problems. As a result, this results in lower healthcare expenses for Emerging Pharmaceuticals (EP) and its employees. The expense of employer-sponsored healthcare is also on the rise; between 2019 and 2021, it will increase by 9.7%, from roughly $13,209 to $14,542 per employee (WhoopUnited, 2023). Many employees value more than simply a salary raise; they seek recognition and rewards for their dedication and hard work. By increasing the provision of paid time off, EP can address these issues without having to raise employee compensation (SNHU, 2020). I think Emerging Pharmaceuticals should stick with its current compensation scale, especially because the market match policy is a wise business move. This strategy guarantees that the business maintains its competitiveness by providing comparable compensation to its peers in the industry (Martocchio, 2019). Employees are beginning to place more value on a company's benefits than on pay since benefits improve experiences and contribute to greater job satisfaction (Labitoria, 2021). These include things like paid time off, healthcare, and a 401(k) with an employer match. Adopting this strategy keeps EP competitive by allowing it to devote money to other vital benefits, encourage employee engagement, draw in top talent, and raise overall employee happiness. I think Emerging Pharmaceuticals (EP) should continue to offer its current range of healthcare solutions and also implement wellness incentives. Offering benefits that let employees engage in personal hobbies, save money for future objectives, and develop health security can improve engagement and morale at work (Labitoria, 2021). 11

9.1 Final Project: Total Rewards Analysis Population Affected When considering changes to EP's Total Rewards program, it's critical to consider the impact these changes will have on the organization and its employees. Out of the 15,000 employees at EP, over half are female, and more than 60% are between the ages of 31 and 50. The main goal of the new package approach is to soothe the worries expressed by this particular group of people. Ensuring that the revised Total Rewards package meets the needs and preferences of every person inside the company is the main goal. Revisions I believe that the Emerging Pharmaceutical Company should rethink how they evaluate their rewards program. At the moment, there appears not to be much emphasis on rewarding the committed, productive employees or offering incentives. Emerging Pharmaceuticals must make it clear to employees what their career prospects are within the company and give them strong incentives to stick with it for the long run. Recommendations When assessing Emerging Pharmaceuticals' benefits package, the pay scale is the primary issue that has to be improved. Employee pay at the company is currently much less than what the market will allow. Employee retention is negatively impacted when pay is below the market norm because underpaid workers may feel underappreciated and may perform worse. Long-term, this can result in the departure of productive employees. I propose that Emerging Pharmaceuticals put in place a pay system that is based on performance. This strategy would reward staff for exceeding expectations and recognizing great achievement with salary increases. Also, it would improve retention of employees because they 12

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9.1 Final Project: Total Rewards Analysis would see chances for salary growth inside the organization. A system like this would match an employee's output to the organization's total output. When employees perform well in their positions, they have a favorable impact on the overall operation of the business, which benefits both parties. As stated by Mosca (2021) “Your employees are more productive when they are more engaged. By doing this, your business’s profits increase and you may meet your revenue targets. These days, people are less motivated by money alone and frequently feel jaded and like cogs in the mill in their places of employment. If you present them with a worthwhile assignment, they will all arrive energized and prepared.” (Mossca, 2015). By changing its Paid Time Off (PTO) policy, Emerging Pharmaceuticals can increase its competitiveness. It is vital to maintain a healthy work-life balance, especially in light of the demographics of the workforce. In my opinion, the organization should be more aware of the situations surrounding employees who turn ten years old. Ten years of employment is a significant accomplishment and should be honored as a significant turning point. But the current PTO policy only allows for ten years of leave, effectively telling employees that no matter how long they work for the company, they would not be eligible for any more time off. I suggest gradually increasing PTO at the 15, 20, and 25-year intervals in order to address this. This strategy would be a thank-you gift for devoted, long-term workers. Furthermore, workers ought to be permitted to carry over a maximum of 5 paid time off in a given calendar year. Giving dedicated employees more time off would allow them to recover and take the required breaks, which would ultimately boost their output during working hours. As Rook stated, most individuals are unaware of the significant effects that time off has on the economy as a whole, employment growth, and individual salaries (Rook, 2019). While it 13

9.1 Final Project: Total Rewards Analysis might seem on paper that offering more paid time off would result in higher costs, it's important to remember that higher employee morale and engagement could lead to more productive work being completed, thus offsetting the higher costs. Employee satisfaction would increase and performance levels would remain stable as a result. Performance improvements, higher morale, and less of an effect on Emerging Pharmaceuticals' bottom line are envisaged. Emerging Pharmaceuticals should think about updating their 401(k) plan and adding a 3% match on employee contributions in order to improve staff retention. Employees are more inclined to stay with the company until they reach retirement age if they can see themselves retiring from it. Increased job satisfaction and a sense of loyalty are fostered by this, which eventually leads to better job performance. Lastly, I propose that Emerging Pharmaceuticals include a wellness program in their array of health benefits. Ensuring the health and well-being of employees ought to be a top priority. Involving employees in the conversation while making changes to the benefits plan aids in striking a balance between the cost of the plan and its employee appeal (Martocchio, 2019). This feature would encourage a healthy lifestyle by giving employees more financial freedom for their healthcare plans, educating them about the options available, and giving them the authority to manage their plans. Adding a wellness program can also help offset the $25 monthly premium that comes with adding a spouse to the plan. Welfare practices are benefits that go above and beyond what is needed by law or industry to provide for the comfort, knowledge, and social well-being of employees (Martocchio, 2019). Traditionally, businesses have used these procedures to encourage efficient administration and increase employee output. Constraints 14

9.1 Final Project: Total Rewards Analysis The suggested modifications to Emerging Pharmaceuticals' overall incentives program may be hindered by legal, administrative, and financial limitations. One obvious issue for Emerging Pharmaceuticals in determining worker compensation is financial limitations. In order to resolve this, I advise the company to create precise job descriptions that match responsibilities to appropriate pay. Emerging Pharmaceuticals may be able to lessen some of its financial limitations by making sure that compensation is commensurate with job requirements and performance while providing room for growth and development. Legal restrictions could also be a problem. The business should make sure that any compensation raises are only dependent on performance and strictly follow this approach in order to get over these challenges. In addition, performance management-related procedural restrictions might also be taken into account. Making sure that performance fits job descriptions is essential when modifying employee wages to match market norms. If not, the company ought to have a plan in place for performance management to handle poor performance. Financial Cost Emerging Pharmaceuticals' main financial commitment will be to implement a merit- based compensation structure, which the company will completely finance. The organization will reward exceptional achievement with pay increases under a merit-based system. A performance management system and job descriptions will be required to properly manage this process. Emerging Pharmaceuticals will fully fund this benefit when matching 3% of an employee's 401(k) contribution. However, I recommend giving employees' ownership of the contributed funds a 5-year vesting period before granting them complete ownership. This more lengthy vesting period encourages employees to stay with the company longer and provides them with an extra incentive to do so. By using this strategy, the company may reward and assist devoted 15

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9.1 Final Project: Total Rewards Analysis workers, setting them up for a prosperous retirement. It's crucial to remember that this adjustment will raise the organization's indirect compensation expenses. There will be a cost-sharing structure when introducing a wellness program, with the employer paying 50% and the employees covering the remaining 50%. The wellness program will be started by Emerging Pharmaceuticals, but it will be up to each employee to fulfill the standards and make sure it runs well. In addition, I would advise Emerging Pharmaceuticals to monitor and evaluate the annual healthcare costs incurred by each employee. This metric will assist in determining the average cost of healthcare for each employee, offering the company insightful information. With employees who have worked with Emerging Pharmaceuticals for more than ten years, the change to the PTO plan will be thoroughly funded. The organization won't be significantly impacted by the increase in vacation time while keeping the same workload. Rather, it will motivate staff members to use efficient time management techniques and improve their workdays. The idea behind this initiative is that when a company invests resources to recognize employees and show them how much it values their contributions, they are more likely to become productive, dependable team members. This is true even though the majority of these recommendations require an upfront investment from Emerging Pharmaceuticals. This should therefore result in higher staff retention and lower recruiting and training costs. Ideally, the business would be able to set aside money for these suggested proposals' execution due to these cost reductions. 16

9.1 Final Project: Total Rewards Analysis References: Farrer, L. (2020 February 12). 5 Proven Benefits of Remote Work For Companies . Fobers. https://www.forbes.com/sites/laurelfarrer/2020/02/12/top-5-benefits-of-remote-work-for- companies/?sh=60d6b82616c8 Folger, J. (2023, March 20). What Are the Pros and Cons of a Health Savings Account (HSA)? . Investopedia. https://www.investopedia.com/articles/personal-finance/090814/pros-and-cons- health-savings-account-hsa.asp Frauenheim, E. (2013 May 29). Why Flex Work Is Not a Stretch. Workforce. https://workforce.com/news/why-flex-work-is-not-a-stretch Freedman, M. (2023, February 21). Employees Would Trade Pay for Flexible Workplace. Business News Daily. https://www.businessnewsdaily.com/1419-flexible-workplace-options- survey.html Labitoria, C. (2021 November 26). Salary vs Employee Benefits: Which is better to offer? Human Resource Director. https://www.hcamag.com/us/specialization/benefits/salary-vs-employee-benefits-which-is-better- to-offer/318056#:~:text=According%20to%20the%20Glassdoor%20survey,benefits%20over %20a%20pay%20increase. Martocchio, J. J. (2019). Strategic Compensation (10th ed.). Pearson Education (US). https://mbsdirect.vitalsource.com/books/9780135175910 Mosca, L. (2021 June 7). 6 Reasons Why Pay-For_Performance Is A Game Changer. Forbes. https://www.forbes.com/sites/louismosca/2021/06/07/6-reasons-why-pay-for-performance-is-a- game-changer/?sh=64fa84c271b7 Rook, D. (2019 June 3). The Importance of Paid Time Off (PTO). HUD. https://www.griffinbenefits.com/blog/the-importance-of-paid-time-off-as-an-employee-benefit SNHU Medtronic. (2020). 2018 Medtronic Benefits Information . For use in OL 620 Total Rewards comparison with the supplied case study data. SNHU Emerging. (2020). Emerging Pharmaceuticals and Medtronics Comparison Study . SNHU OL-620 Total Rewards Course Documentation. Team Loop. (2022, December 21). Why Employees Should participate in Wellness Programs. Loop Health. https://www.loophealth.com/post/why-employees-should-participate-in-wellness- programs WhoopUnite. (2023 February 23). The True Cost of Employee Burnout. Whoop United. https://www.whoopunite.com/blog/business/articles/cost-of-employee-burnout/ 17

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