Client Work

• Develop a secured, online delivery solution for personalized benefit information (eligibility status, medical claim history, pension credits, annuity account balance, contribution history, and more) to approximately 12,000 laborers who may work for more than one employer during an eligibility period.
• Engage participants to complete the online, member registration process that enables them to access their personalized benefit information.
• Recreate Health and Welfare, Pension, and Annuity Summary Plan Descriptions (content and design) from previously drafted documents to incorporate all plan changes.

• Segal used Web best practices in writing content and designing Web pages to optimize content for online reading. The tabulated page and table format makes content easy to scan and delivers important benefit information within a minimal number of clicks.
• Segal developed a print campaign that sent a postcard to members’ homes promoting the site and benefits of member registration.
• The Massachusetts Laborers’ Fund Office staff and Business Agents used training materials prepared by Segal to promote the Web site to members.

• A Web site with dual offerings:
  • A secured, Member Dashboard with access to all personal health and retirement benefit information for a member and his/her dependents.
  • A public area with details on how the benefit plans work, written in easy-to-understand language in a format optimized for the Web.
• Outstanding usage statistics:
  • Approximately 35% of members registered initially
  • 150 visitor sessions a day
  • Average length of visit is 7 minutes
• Compliant Summary Plan Descriptions (SPDs) that were printed and posted to the Web site:
  • Health & Welfare Fund SPD Cover
  • Legal Services Fund SPD Cover
  • Annuity Fund SPD Cover
  • Pension Fund SPD Cover

See the public site at: http://www.mlbf.org

See a screen capture of the Member Dashboard (sample for demonstration purposes)

• L-3’s medical plan utilization report showed low use of common preventive care procedures (e.g., regular medical, dental and vision checkups, mammograms, colonoscopies). Too many participants didn’t have preventive exams and procedures (even though most procedures were offered to employees for free or at a very low cost).

• L-3 launched “Vote Good Health,” a campaign focused on nine primary preventive care categories: tobacco cessation, weight, medical checkups, mammograms, colonoscopies, osteoporosis screenings, dental checkups, eye exams and flu shots.
• The program kicked off at L-3’s 2008 HR Conference. “Delegates” marched through the room carrying signs and leading a sing-along of “Healthy Days are Here Again” (based on “Happy Days are Here Again”). Cannons shot confetti onto the crowd.
• HR Representatives attending the Conference from across the country were asked to bring the Vote Good Health spirit back to their respective locations, aided by the following campaign materials: newsletter, Voter Guide, posters, table tents, campaign buttons, protein bars and follow-up newsletters.
• Vote Good Health branding was extended to ongoing wellness promotion efforts spearheaded by L-3’s Medical Director, including health fairs (in-person and virtual) and a wellness page on the L-3 Intranet.

• While 2008 data is currently being analyzed, L-3 expects to find fewer participants with untreated chronic conditions; fewer large claims; lower costs; and a healthier, more engaged workforce.
• Campaign feedback has been tremendous, and the campaign is continuing under the banner of “Live Good Health.”
• L-3 is confident that data will reflect increased use of preventive care procedures and measures and, ultimately, a positive impact on plan costs and overall employee health and productivity.

See some of the campaign's posters

• Develop a series of print and online educational materials to inform 300,000 members about their retirement plan benefits.
• Materials needed to be focused by life stage, and easily adaptable to meet the individual needs of members.
• Create additional topical brochures specific to particular subjects and issues.

• Developed a "communications portfolio" that included base brochures for new members, vested members, members nearing retirement, and members retiring.
• Created topical brochures covering subjects such as death benefits, disability benefits, options when leaving covered employment, QDROs, and military service. Designed to fit into the back pocket of the base brochures to enable client to customize the information based on the member's individual needs.
• All materials accessible via client's Web site. Initial feedback has been overwhelmingly positive—retirement plan members and employers who advise IPERS are positive and the demand for the information is strong.

See a Sample Full-Size Brochure (reproduced with permission)

• Even with a generous company match, the client's 401(k) plan had a lower-than-average participation level, especially for non-highly compensated employees.
• The target population (non-highly compensated employees who were non-contributors or contributing below the company match) had a 25% participation rate.
• Client's goal: Increase overall participation and the average contribution percentage.

• 18% of the targeted population took action, either by increasing their contributions or enrolling in the plan.
• 16% (three times the client's goal!) of the targeted population joined for the first time.

See the Match Bucks Lottery Card

• Engage employees during open enrollment to a far greater degree than in past years, to help them learn about available current benefits, benefit changes and new benefit programs.

• Dana-Farber and Sibson Communications worked together to raise the profile of 2009 open enrollment communications by creating a new visual approach, theme and narrative “voice,” using the U.S. national elections as the campaign’s foundational concept.
• Sibson Communications designed, wrote, created layouts for, printed and distributed campaign materials that included a “Campaign Memo” (cover letter), “Voter Guide” (enrollment guide), medical plan comparison, table tent cards, and posters in three languages.

• Client was super-pleased with the quality and eye-catching appearance of the materials. Benefit Fairs, which were advertised in the enrollment materials, were packed with employees eager for information.
• Posters created in Mandarin and Japanese were a huge hit with the applicable employee target groups.
• Dana-Farber extended the “Vote Benefits ‘09” theme to their open enrollment Web site, thereby ensuring that the brand identity of the site and enrollment materials were well coordinated.

See the Campaign Memo and Voter Guide

• The client wanted to use its intranet as a tool to help launch a Web site introducing its new Innovator’s Circle Award, and facilitate the nomination process for employees around the world.

• Site was well-received by representative groups of employees in a series of focus groups; they indicated that it was both attractive and easy to navigate.
• The client's Innovation Team, a group of key business leaders responsible for encouraging innovation at all levels of the company, also praised the site for its innovative approach, attractive look and feel, and useful navigation.

See screenshots of the Innovator’s Circle Award Web Site

• Deliver interactive, up-to-date and easily accessible, detailed benefits information online.
• Save tens of thousands of dollars on the delivery of ERISA-compliant Summary Plan Descriptions—without printing a single SPD.

• Rather than posting searchable PDFs of SPDs on their existing intranet Web site, Alltel worked with Sibson Communications to design and launch a new Internet site that transformed all 13 of Alltel’s self-described “stupid paper documents” (health, welfare and retirement SPDs) into “smart plan descriptions.”
• Sibson Communications designed the visual approach and site architecture, wrote all site content and wrote the html code for the site. We also assisted Alltel in creating layouts for print-ready, PDF versions of the SPDs, though the SPDs were not actually printed. (Links to the SPD PDFs are provided on the site.)

• This all-in-one site allows users to self-select detail level for benefits information, access applicable benefits forms, get answers to FAQs, contact HR and much more. The home page carries rotating life-events-related information and hot-topic benefits news.
• By not printing SPDs, Alltel did save tens of thousands of dollars in meeting their ERISA-compliance responsibilities related to the delivery of SPDs to their 14,000+ employees.

See an image of the Web site's home page