STUDY OF EMPLOYEE BENEFITS: 2006 & BEYOND - Prudential

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Methodology Profile of Employee Study Employee results are based on a nationally representative sample of 400 consumers age 18 or older who work full-time for a company with at least 50 employees. All surveys were conducted by telephone in March <strong>2006</strong>. The margin of error is ± 9.0% at the 95% confidence level. Below is a breakdown of survey respondents by marital status, household income, age, region, gender, ethnic/racial background, and education level. Marital Status Household Income Age 22% Single-Previously Married 25% Single-Never Married 53% Married 15% $75k–$125k 9% $125k+ 32% $40k–$75k 44%
Benefits Matter Eight in Ten Plan Sponsors Remain Committed to Offering Competitive Benefits Programs 1 Over the next five years, even though employers expect to face higher medical insurance costs and increased pressure on expenses, most feel it is important to offer a competitive benefits package AND subsidize as much of the cost as possible in order to attract and retain employees. In fact, many plan sponsors want to do more to help their employees better understand and manage their benefits to improve their financial security. For other companies, however, the downward pressure on benefits-related costs is forcing them to make difficult choices and many are looking at creative ways to offer valued financial and lifestyle benefits while asking employees to accept a greater share of the financial responsibility. As benefits costs continue to increase as a percentage of payroll, the benefits decision-making process is becoming more complex with a widening pool of internal and external influencers. 5
Page 1 and 2: PRUDENTIAL’S GROUP INSURANCE STUD
Page 3 and 4: Welcome The cost of employee benefi
Page 5: Methodology This study surveyed a b
Page 9 and 10: Commitment to Benefits Spans Most C
Page 11 and 12: Benefits Decision Making Is Increas
Page 13 and 14: The Gap Among Top Financial Concern
Page 15 and 16: Voluntary Benefits on the Rise, But
Page 17 and 18: Most Plan Sponsors Do Not Require C
Page 19 and 20: Plan Sponsors and Participants Are
Page 21 and 22: Employee Concerns Extend Beyond Fin
Page 23 and 24: Interest in Lifestyle Benefits Vari
Page 25 and 26: Positive Online Outlook Online Tool
Page 27 and 28: Web Technology is Empowering Employ
Page 29 and 30: Plan Sponsors Want Enhanced Perform
Page 31 and 32: Criteria for Progressive Plan Spons
Page 33 and 34: Progressives Are More In Sync with
Page 35 and 36: Progressives Also Outpace Other Com
Page 37: Progressive Employers Value Persona
Page 40 and 41: Summary of Key Findings Theme One:
Page 42: About Prudential Financial Currentl

STUDY OF EMPLOYEE BENEFITS: 2006 & BEYOND - Prudential

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