Our Mission:

“To empower organizations and people to overcome challenges and uncertainties with tailored solutions

driven by active listening, hands-on guidance, specialized expertise and human connections”.

NFP is a leading insurance broker and consultant that cares deeply about our employees' and clients' well-being. We're honest, hardworking, dedicated professionals who love what we do and strive to lead by example. But what truly defines us is that for us, business is personal.

NFP started as a company that built resources for best-in-class boutique brokers and has grown into one of the leading benefits consulting firms in the country. Today NFP is the 5th largest benefits broker by global revenue, as ranked by Business Insurance, and the 7th largest U.S.-based privately owned broker.

Along the way, we have not lost sight of what has made us successful in the first place: our partnership with our clients and understanding of their business objectives, our advocacy for our clients’ interests and success, our desire to provide unparalleled service and resources, and our thought leadership and entrepreneurial spirit. Our clients benefit from multi-billion dollar purchasing power, millions of covered employees, proprietary pricing, and access to high-ranking insurance carrier executives and underwriters. We are able to deliver the best possible pricing to our clients across all lines of health and welfare insurances.

At NFP, our commitment to excellence is reflected in every aspect of what we do. We are a firm that is unique among our competitors: we have the deep appreciation for and commitment to our clients that is found only in boutique firms, alongside the national resources and expertise to deliver on that commitment.

We have assigned Enova a top-tier, experienced team with a wealth of experience and unparalleled commitment to client satisfaction. We are confident that we can meet and exceed your service expectations.

We appreciate the opportunity to provide this overview of our service model and look forward to the opportunity to support the goals of your benefit program.

SECTION 1: COMPANY & TEAM INFORMATION

1.1 Provide a brief history of your company, including your corporate philosophy.

Established in 1999, a publicly-traded company between 2003 and 2013, and currently majority- owned by funds associated with private equity firms Madison Dearborn Partners and HPS Investment Partners, NFP is a leading insurance broker and consultant providing specialized property and casualty, corporate benefits, retirement and individual solutions. We enable client success through the expertise of our professionals across the globe, investments in innovative technologies, and enduring relationships with highly rated insurers, vendors and financial institutions. Headquartered in New York, with a full service resource center in Austin, TX, the company has grown organically and through acquisitions to our current footprint of roughly 7,700 employees.

We’re committed to building strong personal relationships based on trust, transparency and active communication, to create the best possible work environment for our employees and deliver the best possible solutions to our clients. Hallmarks of our service capabilities include product and service specialization, broad technical expertise and talent and an unmatched service culture. Within our highly collaborative team environment, we coordinate and synchronize all resources under one chain of command with hands-on management. We believe that the right combination of internal and external resources, closely and appropriately supervised, produces the optimal results and maximum cost benefit for our clients.

Please see Attachment A for an NFP Overview.

1.2 Where is your firm headquartered? How many offices does your firm have and what is the location of the primary office in which Enova will be managed?

NFP has 330+ office locations in the United States, Canada, and Europe. Enova will be managed from our headquarters in New York, NY.

1.3 How many years in business has your company provided health and benefits consulting services?

NFP has been providing health and benefits consulting services since 1999.

1.4 What is your client retention rate in the benefits division?

We are proud of our client retention rate of over 95 percent in aggregate and differs per region – a number unheard of in this competitive market. Because NFP has grown through acquisitions we are unable to calculate client duration with legacy firms prior to joining NFP.

1.5 What type of performance measures does your firm use to evaluate client satisfaction?

At the core of our service philosophy is accountability; we are fundamentally accountable not only for our own work but also for your overall satisfaction with your benefits program. As such, we focus on clear and orderly communications. Each member of the account team has specific responsibilities, so there is never any confusion about who is performing which task.

In addition, through our annual Stewardship Process we specifically review client satisfaction and provide a written report detailing service throughout the prior year. We discuss with our clients if there was anything we could have done better in the prior year. Outside of the client team interaction, we tie an Executive Sponsor to each key account, to ensure that clients have a direct conduit with firm management and we regularly check in with our clients to ensure that we are meeting their needs.

The NFP team also creates a client-specific annual delivery calendar which identifies all deliverables, timeframe, and responsible party. Every calendar is customized to meet the needs and deadlines of each client. In addition, NFP develops detailed project plans specific to employee communications, renewal and marketing, open enrollment etc.

1.6 Describe how your firm is taking a leadership role within the industry and how this relates to your service philosophy.

As one the country’s leading benefits brokerage operations, NFP takes leadership seriously. To elaborate further, NFP views leadership in six distinct areas:

Commitment to Diversity: NFP’s commitment to diversity is very apparent both inside the company and outside the company. NFP’s CEO Doug Hammond has been keenly focused on the enhancement and development of current and future female leaders in the organization through task forces, training and development, and key hires. NFP has a Women in Leadership Program designed to foster the growth and diversity of our leaders.
Innovation/Thought Leadership: Members participate in national study groups to brainstorm and compare the latest concepts and strategies and their legal, financial, accounting, and business implications. We seek to conduct our due diligence and discover what works and is applicable to our clients as well as warn our clients about concepts that may negatively impact Enova in some way.
Regulatory/Legislative: We believe we have a responsibility to our clients and our colleagues as well as the state and federal governments and the self-regulatory bodies of which we are a part of to be informed and knowledgeable of current events related to employee and executive benefits; we also have a responsibility to take a leadership role in forming those policies and regulations that affect the employee and executive benefits industry. NFP has direct relationships with elected politicians at the state and federal levels and can help to ensure the individuals tasked with policymaking do so with the best interests of our clients in mind.
Vendor Based: We have relationships with the highest levels of leadership in the largest life and benefits carriers in the country, in addition to serving on National Advisory Committees to these carriers. We regularly attend carrier, industry, and consulting forums/meetings to discuss, update, and implement best practices for our clients. These meetings are in addition to our frequent carrier/vendor meetings and calls to discuss their internal changes and updates related to evolving products, funding alternatives, innovative new technology, and disability/absence management. These carrier meetings provide industry-specific knowledge regarding current trends and changes.
Community Based/Corporate Citizen Based: We believe we set the example in our industry for engaging in important charity work and being a good corporate citizen at both the local and national levels. NFP has been involved in many charitable causes over the years, most notably with the American Cancer society and the American Diabetes Association.
Firm Leadership and Professional Development: We continuously strive to develop ourselves and our staff personally and professionally. We engage outside consultants to help build our team-based environment and seek to discover better, more efficient ways of communicating and working together because by doing this our staff will be happier and more motivated and therefore will have a direct impact on the levels of client service we are able to provide. Our most important assets are our people.

1.7 Briefly explain your differentiators and why your organization should be selected to provide the services outlined in the scope of work to our organization.

We are a team of passionate, collaborative, smart, loyal individuals who strive to be the best in our field while supporting not only each other, but also our clients. We believe that our employees are our greatest asset, and we were named one of “2022 Best Places to Work” in Business Insurance for a sixth year in a row and earned a 5-Star Diversity, Equity and Inclusion (DEI) Award from Insurance Business magazine. As we have grown, we have not lost sight of what has made us successful in the first place: our partnership with our clients and understanding of their business objectives, our advocacy for our clients’ interests and success, our desire to provide unparalleled service and resources, and our thought leadership and entrepreneurial spirit.

Some additional advantages that we will bring to Enova include:

Our accountability to our clients does not end with fulfilling the items in a scope of service. We work alongside our clients, sharing accountability for their benefits as a whole, working to build a program that is cost-effective, compliant, attracts and retains employees, while matching corporate and strategic goals.
We work for our clients and only for our clients. Our model is completely carrier and vendor agnostic, to ensure that we never have a conflict of interest with our clients. At the same time, we have built valuable and strong relationships with all of the major carriers and vendors. These relationships prove to be very important to our clients’ success negotiating contract and renewal terms, working through challenging situations, and getting special consideration for value add services.
We hire people who share our core values and extend the same care to their development and their careers that we expect them to extend to our clients. We have built a culture of learning, where there is a shared responsibility across the company to ensure that everyone, at every level, has the skill set they need to deliver top tier service to our clients.
We are an organization that embraces change and evolution. We understand that to be strong, we need to stay on top of marketplace developments and innovation and we need to continually evaluate opportunities for improvement in our client delivery. We are light on our feet, reject bureaucracy, and empower our people.
Beyond tactical services and support, the primary value of a consulting relationship is the quality of the advice given. We do not think that anyone can be an expert in all areas, so our client teams incorporate diverse experience and diverse skill sets, and they are able to tap into centers of expertise within our organization. Our account executives quarterback and coordinate the efforts of the entire team, making sure that our clients have access to NFP’s full offering.

1.8 Describe in detail how you stay up to date with the trends, best practices, and latest developments within the industry.

We understand that as Enova evolves, your benefits program needs to evolve as well. Your benefits strategy needs to consider not only where the market is going, but also where the organization is headed. NFP focuses in two areas to ensure that we are giving the best strategic guidance to our clients. First, we have a prescribed consulting model that outlines clear short- and long-term goals, sets up specific implementation plans, establishes clear metrics to measure success, and reviews and updates periodically. Secondly, we have a team that vets market trends and strategies, and communicates those strategies to our client teams, who, in turn, incorporate them into their consulting work with their clients. NFP devises a customized and carefully considered strategy that is meticulously executed and maintained, and continually evaluated for future improvements.

NFP Trend Report

The annual NFP Trend Report provides insights and perspectives on employee benefits trends, helping employers navigate today’s dynamic environment and enhance the alignment of benefits with employee needs. NFP’s focus on providing insights employers can apply within their organizations supports the continuous improvement of their benefits programs. Employers are facing new challenges that require an understanding of the current landscape, employee needs, company objectives and available solutions, and our trend report puts us at the forefront of the conversation.

Click here for NFPs Trend Report

InsurChoice

InsurChoice is NFP’s Voluntary Personal Digital Marketplace. We bring over 10 top-rated insurance carriers directly to the employee. This gives the best rate available and allows us to customize insurance policies specific to their individual needs. This program in not payroll deducted so the billing is set up directly with the individual offering multiple convenient payment options for them to choose from. This leaves little to no administrative work.

Innovation Lab

NFP’s Innovation Lab is a dedicated area within NFP to help source innovative companies based on a standard evaluation and scoring format. The insurance industry continues to undergo significant technological, regulatory, and marketplace changes — prompting organizations to reimagine how they address shifting customer needs and compliance dynamics. With the emergence and pervasiveness of intelligent automation and artificial intelligence (AI) technologies, NFP understands the importance of, and is committed to, leveraging these AI applications to better respond to customer needs, address risk and compliance threats, and drive process efficiencies.

NFP has long focused on bringing innovative, game-changing technologies to the table to push the boundaries of integration, collaboration and seamless interaction with customers, carriers, and partners. As new technology players continue to disrupt the status quo, and customers’ expectations intensify for instant digital transactions, NFP understands it needs to be at the forefront of these changes.

NFP accomplishes this by:

Innovatively building, connecting, and leveraging these technologies to deliver the best possible service to our clients, employees, and prospects.
Establishing a venture fund focused on venture investments in the emerging Insurtech, Fintech, and HRTech arenas where NFP can help to accelerate revenue traction, lend its expertise, and accelerate development of data driven assets for innovative companies.
Developing an innovation lab, in conjunction with the venture fund, to conduct market research to identify platforms for use by our advisors and clients.

NFP Ventures

At NFP, our solutions and expertise are matched only by our personal commitment to each client’s goals and is enhanced by our investments in innovation technologies in the insurance brokerage and consulting space. NFP Ventures complements our company goals by making investments in innovative early-stage companies that align with NFP’s core business and support our client's goals.

NFP’s Vendor Partnerships

NFP is always on the lookout for products, services, and vendors that we believe can help our clients improve their health and well-being benefits. Here are just a few of our many new non-traditional vendor partnerships that could benefit Enova.

1.9 Described the proposed service team that would work with Enova and provide a brief bio for each team member. Ideally, some of the team supporting Enova should be based in Chicago. Also indicate how many other client groups would be supported by the same team.

Each of our employees plays an integral role in delivering best in class service to each client. Your dedicated core team will include an Executive Sponsor, Assistant Vice President, Senior Account Executive, and Account Manager as well as subject matter experts in data analytics, compliance, finance/underwriting actuarial science, benefit communications and health promotion. Senior members of the account team include:

Paul Schnell, Managing Director, will serve as the Executive Sponsor for the Enova account. Paul is responsible for the overall operations of NFP Corporate Services (NY), with an emphasis on business development and client relations. Paul joined NFP when the firm acquired Dreyfuss & Birke, a boutique insurance consulting and brokerage firm that Paul founded and grew to a nationally recognized organization. Paul has spent his entire career as an insurance consultant. He has been repeatedly recognized at a national level for his ability to identify and proactively execute cost containment strategies in the areas of health and welfare and risk management on behalf of many of the country’s leading institutions.
Giada Zucchet, Assistant Vice President. Giada has 16 years of experience in account management, including 14 years in employee benefits consulting. Giada manages a team that serves a diverse group of key accounts in a variety of industries. She has significant experience with vendor procurement and negotiations, company mergers and acquisitions, complex problem solving and developing and executing service strategy for mid-market clients. Prior to joining NFP in 2008, Giada spent several years with a top rated Life Insurance firm in several different client management roles. Giada received a B.A. in Psychology and a minor in Marketing from Loyola University of Maryland. Giada currently works with 25 client groups.
Florence Alexieff, Senior Account Executive. Florence is responsible for handling all aspects of the NFP delivery model, specializing in analysis, implementation, vendor negotiation, strategic initiatives, including technology, and employee engagement. She provides daily hands-on service to clients, offering timely and creative solutions to meet their needs. She has significant experience working with clients that have grown in size organically or through company mergers and acquisitions. Florence has over 20 years of account management experience and spent her prior working life with MassMutual and UniCare in the NYC sales office. Florence currently works with 15 client groups.
Mike McGee, SVP, Analytics. Mike will oversee the lead Financial Analyst assigned, spearheading detailed analytical projects to include: budget creation, claims analysis, IBNR, rate calculation, imputed income, and financial modeling. Mike works with clients to review risk, monitor claims, provide cost projections, model contribution scenarios, and assist with other ad-hoc financial projects. Mike joined NFP in 2004 and has 26 years of experience in the healthcare industry. He spent 10 years in underwriting for Oxford Health Plans, where he was responsible for a team of underwriters that managed all consultant relationship business. Prior to Oxford, Mike worked at Towers Watson as a financial analyst on large employer groups. He obtained a Bachelor of Science in Mathematics from Villanova University in 1989.
Chase Cannon, VP Legal Counsel, Benefits Compliance. Chase joined NFP in 2010. He currently works with our clients to help solve their employee benefits-related compliance, regulatory and legal issues. Prior to joining NFP, Chase worked as an attorney at the Internal Revenue Service (IRS), Office of Chief Counsel in Washington, D.C., where he advised IRS agents and attorney litigators and drafted taxpayer guidance, including federal income tax regulations and private letter rulings, on issues relating to health and welfare benefits plans. He also spent two years as a judicial clerk for the Honorable Stephen Swift of the United States Tax Court in Washington, D.C. Chase holds a Bachelor of Science in political science from the University of Utah, a Juris Doctor from the University of San Diego School of Law and a Master of Laws in Taxation from Georgetown University Law Center, and he is a member of the State Bar of Maryland.
Kamil Vojar, Relationship Manager, is the sales executive assigned to Enova. Kamil has over 17 years of experience in the insurance, financial services and employee benefits arena working with wealthy individuals and mid to large market employers. Previously Kamil was with Crump Life Insurance services, Rodman and Renshaw and BWD Group where he worked closely on building and managing client relationships. Kamil holds a BBA from Hofstra University. He is involved with fundraising for Stop Soldier Suicide. Kamil has overall responsibility and oversight of all services provided to Enova.

In addition to the primary team, our extended service team is designed to provide our clients with additional levels of knowledge, support and management. This team includes:

Data Analytics & Actuarial Team: Manages, analyzes and interprets client data
Claims Advocacy: Assists with all claims-related needs such as submitting claims, clarifying how/why claims were processed, researching denials and submitting appeals
Benefits Concierge Team: Assists with member changes, open enrollment support and general questions
Compliance: Dedicated team of compliance professionals aggregate, interpret, disseminate and provide specific action steps for each piece of legislation
Rx Solutions/ Prescription Drug Specialist: Assists in identification of clinical programs to reduce drug costs and performs evaluation of (and access to coalition for) carved-out prescription drug programs
Stop Loss Center of Excellence: Provides access to favorable terms, enhanced claims processing, and preferred underwriting for stop loss carve out
HR Consulting Team: Assists in policy development, including leave policy development, and return to work policy structure
Wellness Solutions: Assists in the creation, implementation and evaluation of evidence-based wellness programs
Executive Benefits: Our full-service platform provides individualized options that are implemented through customized consulting, plan design, funding, administration and personalized service. Executive Benefits includes nonqualified plan consulting and administration, Corporate Owned Life Insurance (COLI) and Bank-Owned Life Insurance (BOLI) support and administration, Institutional funding solutions, executive life and disability insurance, and compensation consulting for executives and Boards of Directors.
Voluntary Benefits Center of Excellence: Assists in developing a voluntary benefits strategy and program that will supplement and compliment your existing benefits program.
NFP Ventures: NFP is on the cutting edge of the latest insurance, finance and HR technology, so we can offer the best tailored solutions to Enova. Partner with us and use our expertise in Employee Benefits, Executive Benefits, Retirement, Life Insurance, Benefits Administration and HR Technology to further support your employees

1.10 What percentage of your business is for clients of our size (~1800 US employees)? What percentage of your business is for clients in the FinTech space?

Our book of business includes a diverse set of employers from virtually all major industries, geographic areas, and employer sizes. All of our clients, irrespective of their size have access to the best resources we have across our organization and will be assigned a client team consisting of experts in consulting, analytics and administration. We have a significant presence in the financial services, FinTech, credit intermediation and consumer lending space, currently working with approximately 300 clients with ~1,800 employees. This provides us with the expertise around the products, funding methods, and approaches best suited for organizations similar to Enova. Our experience with other organizations similar to yours around the country provides us a foundation with which to benchmark, share best practices, and forecast likely obstacles.

1.11 Outline pending changes at your firm that could impact or modify delivery of services.

There are no pending changes at NFP that could impact or modify delivery of services.

SECTION 2: CONSULTING / BROKERAGE SERVICES

2.1 Describe how your firm approaches Strategic Planning- describe how you will assist in aligning benefit strategies with our internal budget, business, and HR goals.

It is NFP’s responsibility to educate and guide our clients through the development of a benefits strategy.

For new clients, this begins with an in-depth analysis and review where we learn about your benefit program objectives and goals. This includes analyzing your current plans, programs, financials, and gaining a thorough understanding of your organization including: business strategy, financial standing, operational concerns, competitive outlook and benchmarking position, culture, employee demographics, employee benefits philosophy, and any challenges or issues that Enova currently faces or expects to encounter in the near future.

As a result of the strategic planning/benefits assessment process, NFP will formulate an action plan, establishing short- (one year), mid- (three year) and long- (five or more years) term goals. Recommendations will be comprehensive, including broad-based items such as changes to fundamental design approaches or paths to financial targets, or more tactical, such as evaluation of carriers, exploring alternative funding arrangements, implementing plan design changes, developing benefit communication plans, creating wellness initiatives, or conducting employee surveys.

2.2 Describe how you’ve supported other clients with aligning benefits to a total rewards strategy.

On an ongoing basis, NFP gathers data to identify the trends impacting your plan. Utilizing this information in conjunction with normative data, NFP conducts a detailed analysis and proposes options to better optimize your program. This can include areas such as network matching, funding analysis, plan design changes, carve-out strategies, and implementation of health management and wellness programs.

Once we identify areas for analysis and implementation, we add these items to the annual strategic project plan developed in the commencement meeting.

We set your annual project plan at the onset of the new plan year. This is a fluid document; but we believe that doing at least a preliminary outline of timeframes and deliverables is crucial to a successful benefits plan. We will often work to establish both a first-year and a multi-year calendar.

We schedule annual utilization reviews with key vendors, like medical and pharmacy, to review claims performance in-depth.

Toward the end of the 2nd quarter, we analyze your performance data and then utilize both carrier (fully-insured, ASO and stop loss) and our internal underwriting models to project plan costs for the next year. We also project the general impact of any proposed changes to the current plan design, including dynamic contribution and plan design modeling. We also conduct a full network discount analysis.

NFP provides full support, including both material preparation and meeting participating, for executive leadership meetings to present benefit strategies and recommendation.

In conjunction, we conduct renewal meetings to review marketing results and to finalize plan design, contribution strategies, and pricing. We also create the employee communication plan, which outlines any plan design changes as well as an enrollment process for the upcoming plan year. We work with the vendors to coordinate and run open enrollment sessions. We place a premium on completing this enrollment process with timeliness and accuracy.

Post renewal, your NFP account management team and your HR team review plan performance for the recently concluded year. We analyze the progress and success of any strategic initiatives, explore any issues raised during the enrollment meetings, measure the plan performance against previous years, and set the agenda for any employee meetings or seminars scheduled for the current plan year (e.g. educational seminars and / or wellness programs). The longer we work together, the more productive this stage becomes as we can continuously benchmark renewal performance and initiatives against prior years and look back at previous road maps to ensure we continue to achieve desired long term goals.

NFP’s annual calendar and timeline outlines the key planning initiatives, deadlines, and individual responsibilities to ensure future success. These include:

Statutory requirements
Strategic and legislative change
Marketing of risk management
Plan design
Contribution strategies
Engagement and wellness strategies
Communication with employees
Open enrollment

2.3 What does the annual renewal process look like with your firm? How will your firm approach negotiating annual renewals and provide recommendations for improvements and modifications of the benefit program, including plan design modifications and employee contributions.

At NFP, we meet with clients year round to support the annual initiatives. Our approach to the annual renewal cycle includes meeting to discuss strategy, reviewing the previous year’s utilization, outlining the renewal expectations with the carrier partners, compiling projections, and managing the RFP process if needed. We also discuss information such as ongoing claims experience and the potential impact it will have on the renewal as well as discuss ideas for the upcoming plan year that could benefit Enova. We strongly believe the more time you have to review your renewal options the better. Working together with more time on our side we can develop the strongest plan of benefits for your company at the most reasonable cost.

Throughout the renewal process we will present plan options, costs for the current year budget vs. current year projections, original renewal, negotiated renewal and final decisions. We will also model various contribution scenarios to ensure net costs are preserved. If we market a line of coverage, we will provide you with incumbent renewal options including a comparison of plan design renewal options from each carrier. We will negotiate with incumbent carriers while evaluating alternate carrier responses and advise Enova with findings. We will assist in the selection, implementation, and ongoing support with regard to the chosen vendors.

Negotiation

Once negotiations begin, the extensive underwriting, financial, and analytical ability of our staff enables us to identify opportunities and challenges that exist. This puts us at a distinct advantage when negotiating with carriers and vendors on your behalf. NFP has the ability to dive into the financial components driving a rate, and intelligently negotiate it to the best possible price. We use our knowledge of underwriting methodologies to put logical business cases in front of the carriers and demonstrate proper risk assessment.

NFP has built a database of all marketing and renewal information. In addition to tracking individual client renewals and carrier rate concessions, we also track ASO fees, performance guarantees, plan design decrements, plan design attributes and associated costs (tied to geographic region and demographics) and carrier data reporting availability. This helps us to negotiate the best possible deal for each of our clients.

Our first goal is to always optimize the client’s current carrier arrangements; however, obtaining alternative proposals remains an effective strategy during the renewal process. Upon completion of our internal and external analysis and armed with the appropriate level of “intelligence,” we will coordinate meetings with the respective carriers.

Vertical Fox

As evidence of our commitment to innovation, we have adopted the Vertical Fox software platform to help support our service to you. The platform places all information and analysis about your account at your fingertips. The analytics and modelling features of the platform allows us to collaborate with you more effectively in real time. This greatly compresses the time it takes to work through the decision-making process. This client technology portal enables us to deliver more effective strategic plans and allows us to help our clients make better, faster decisions, by delivering real time analytics and consulting advice that results in greater costs savings opportunities and shorter more effective renewal cycles.

2.4 What are the three biggest challenges that you anticipate Enova will face over the next five years? What do you propose to help Enova overcome them?

The world of employee benefits is becoming more complex. Clients face increasing costs, growing regulatory pressures, and administrative burdens — all while trying to communicate effectively to their employees and delivering an optimal benefits program. Major challenges facing the benefits industry that directly impact companies similar to Enova include:

Creating data transparency to identify cost drivers and control benefit expense: Managing the cost and quality of your benefits in order to enable you to offer a competitive benefits program is essential in helping you attract and retain the employees needed to grow your business. We will assist Enova by identifying whether your benefits meet your goals. We are able to aggregate all your health plan data and help build relevant and effective strategies. To facilitate these strategies, we have developed systems to identify cost drivers within your group to help stabilize claims, thus reducing future cost increases. These systems are evaluated by seasoned underwriting and actuarial professionals.
Prescription Drug Cost: For most companies, rising prescription drug costs are a serious concern. Utilization, pricing, and new specialty drugs mean the trend is unlikely to reverse course. As Rx becomes a bigger percentage of employers’ overall benefits spend the key is to stay proactive and be ready to adapt. All NFP clients have access to our NFP Rx Solutions team who educate on PBM programs and cost containment solutions available in the marketplace. They also work to negotiate contract terms for self-funded clients both on a carve-in and carved-out basis.
Consistent Communication: The communication challenges inherent in dealing with the multi-site/state logistics that come with many locations can be demanding. An important element of employee retention is awareness and appreciation of what is offered. This awareness covers a wide range, including understanding vision, values, compensation philosophy, benefits program, etc. It is very important that these messages are relayed consistently to all employees, no matter where they are located. In order for it to be effective, it must be delivered with a high touch, personal approach instead of just informational. This often becomes a challenge when multiple people are delivering the messages. We have a number of tools/resources available to our clients to assist you in bringing consistent, accurate information to all your employees.

2.5 Describe performance standards you are willing to agree to and implement with Enova related to these consulting services. Will you put fees at risk based on the outcome of your plan/strategic recommendations?

Yes, we do offer performance guarantees. They are developed in collaboration with our clients. The NFP performance guarantees typically measure: Enova’s perception of responsiveness to communication, issue resolution, project management, and reporting. We are willing to place 10% of fees at risk.

2.6 How will you save us money?

We work to mitigate and reduce financial pressures for all our clients, ensuring first and foremost that they are never overpaying for their benefit program. When our clients are trying to “save money” specifically, though, we work with them at the outset to determine what the specific financial goals are. Depending upon the client, this could mean a reduction of costs year-over-year, moderating the overall trend, or hitting a specific financial savings amount. Recommendations will be based on the core values at Enova in order to attract, retain and engage employees. Examples include marketing vendor negotiations, contribution and funding strategies, network analysis as well as claims and eligibility audits.

Pharmacy Benefit Consortium

Our Pharmacy Benefit Consortium provides volume discounts with the three largest pharmacy benefits managers (ESI, CVS Caremark and OptumRx), and has over 1 million members. We are typically able to save our clients 20% or more of pharmacy costs through enhanced rebates and discounts. In addition, we provide our clients with an analysis of cost drivers within your pharmacy plan and opportunities for savings. We will work with you to monitor your formulary management strategy in conjunction with your plan utilization to identify opportunities for improvement, including opportunities around generic utilization, use of drugs for patent protection, and identify and promoting cost-effective therapies.

NFP Stop Loss Center of Excellence

NFP and its team of underwriters are experienced in all facets of stop-loss insurance. As the fifth-largest employee benefits broker, not only do we have the experience to understand each of the available contract and plan design features, but also have substantial leverage with dozens of available stop-loss providers to ensure the most cost-effective price.

The NFP Stop-Loss COE is an in-house resource dedicated to providing self-insured clients with the best stop-loss insurance options and services. The NFP Stop-Loss COE offers a streamlined process and a dedicated claims and service team that will alleviate the complexities associated with a third-party stop-loss vendor. Using NFP’s market size and leverage, we are able to provide clients options with A-rated insurance carriers, annually renewable contracts with no lasers, renewal rate caps, and typically 15-25% annual savings compared to the market.

2.7 Describe the systems/tools that you will use in delivering benchmark data and related analyses to Enova. What does that look like for a client similar to Enova?

One effective way to communicate benefit trends—and demonstrate its relevance to our clients—is to benchmark the programs against relevant industry competitors and provide innovative perspectives on cost trends.

In any benchmarking process, it is critical that the information be both relevant and current. With over 107,000 clients spanning across all industries, we have a proprietary database of information that we utilize to provide “real time” benchmarking. The database is updated as clients renew their plans, ensuring information is never out of date. Our analytics team uses our client base to look at the most common plan design attributes in determining how Enova’s health and welfare benefits compare within your industry and among key competitors.

Through NFP’s internal benchmarking tool, we are able to provide data by industry, region and employer size. We provide a broad range of plan features, by line of coverage, including: types and number of plans offered, plan design, contribution funding structure, out-of-pocket costs, fees, premiums and a variety of other metrics.

We supplement our robust internal benchmarking capabilities with a comprehensive library of large benefit surveys, studies and analyses. Our library consists of the major nationally published benchmarking studies (Hay Group, Kaiser Family Foundation, MetLife, Mercer, etc.) and examines plan design, contribution funding structure, fees, premiums, and a variety of other performance and utilization metrics.

NFP has found that employee feedback can be gathered in various ways including employee surveys, peer forums, and direct feedback. We will work with you to determine the best way to accomplish your goals of understanding your employees’ needs.

Please see Attachment B for Sample Benchmarking.

2.8 Give us an example of a solution that you’ve proposed and implemented with a client that was not discovered by benchmarking but rather by your own creative thinking.

Please see Attachment C for NFP Case Studies.

2.9 Describe your approach for determining premium equivalents and contribution cost share modeling?

NFP routinely sets premium-equivalent rates as part of our core deliverables. We also provide contribution strategies, make recommendations, and show the relativity of those contributions to the premium-equivalent rates and to each other when multiple plans are offered. We would also maintain the standard claims reports, provide cost analysis and budget projections to support our premium equivalents and contribution suggestions.

2.10 How do you forecast benefits costs to ensure sustainability over a 2 to 3 year period?

Analytics will provide a budget as we plan for the renewal year. We will then provide consistent reporting and updates that track how the plan is performing compared to budget. If claims are above budget, we will look for anomalies or issues that may be causing the results. We will then work with the client and the Account Management team to use that claim experience to project cost moving forward and make any changes necessary to contain cost.

SECTION 3: VENDOR BIDDING: NEGOTIATIONS & MANAGEMENT

Action Required

3.1 Describe your firm’s marketplace leverage in negotiating with carriers in regard to rates, policy term and plan design.

National Leverage: Our clients benefit from multi-billion dollar purchasing power, millions of covered employees, proprietary pricing, and access to high-ranking insurance carrier executives and underwriters. We are able to deliver the best possible pricing to our clients across all lines of health and welfare insurances. NFP is one of the largest independent producers for the leading carriers throughout the country. The leverage this provides is one of the most significant competitive advantages within our given service lines.

Local Leverage: As one of the largest privately-owned employee benefits consultant in the region, we generate sufficient volume to maintain preferred broker status with all the major insurance carriers. Our clients benefit from our preferred broker status by receiving more timely information as well as increased negotiating power. NFP’s negotiation skills have resulted in significant reductions for our clients’ insurance renewals. Our national and local carrier relationships provide tangible, meaningful, and realizable benefits to clients in several ways, including preferred pricing, proprietary products, greater access to data, access to key executives and dedicated underwriting teams, renewal negotiations, service commitments and guarantees, and administrative authority.

In addition to sitting on the National Advisory Councils for most healthcare carriers, including Aetna, Anthem, BCBS CareFirst, Cigna, Kaiser Permanente and UnitedHealthcare, we also sit on the advisory councils for Guardian, Lincoln Financial and MetLife.

3.2 How will you help Enova increase the performance of our medical carrier, PBM, and other providers? Provide specific examples of success increasing performance of these third-party organizations on behalf of other clients.

One of our primary day-to-day responsibilities is to ensure Enova’s vendors are performing at or above expectations. The first thing we will do is set performance metrics and negotiate performance guarantees on Enova’s behalf. This will ensure there are documented expectations and financial consequences for failure to adhere to them. All carriers have strengths and weakness. Utilizing our extensive client base and carrier interactions we have a better understanding of carriers’ capabilities. Additionally, we know what they are good at, and what challenges they tend to have. We will work with them to highlight their strengths and improve upon their weaknesses. Examples of successes would be:

· Increased custom reporting packages from carriers

· Dedicated customer service and account specialist to address systemic claim issues

· Pre-negotiated early renewal release timing

· Increased plan design flexibility

· Improved visibility and oversight into disease and catastrophic case management

· Greater access to carrier medical directors and clinical expertise

3.3 Describe your vendor relationship style.

NFP is 100% independent, which means we are able to work with any insurance carrier that best meets your objectives. Our experience in working with all of the major carriers and vendors has provided us with insight into the strengths and weaknesses of each, including their customer service capabilities, account operations, national scale, hidden fees, and supplemental services. In addition, we know you may have had experience, both favorable and not, with certain carriers and vendors. Based on your preferences from past experience and on our industry insight, we will select the appropriate products, services, and providers, and negotiate contracts to meet the needs of your organization and your employees.

3.4 Describe your vendor management process.

NFP values, and is dedicated to managing, all of our relationships – including vendors. We treat all vendors on an equal basis and are uniquely positioned to partner with Enova to manage your health and welfare vendors making sure we provide the best solution for your employees. This approach has earned us the vendors’ respect, because they know our decisions are integrity-based.

Throughout the year, NFP meets with our primary vendors on a systematic basis, reviewing service, communications and any challenges that may exist. This process includes: monitoring financial performance of plans, interpreting data and making recommendations, defining new measures/setting goals for new plans and programs, as well as monitoring critical milestones. Whenever Enova or NFP identifies a lapse in customer service, we will immediately schedule a meeting to voice your concerns to the vendor and identify necessary steps to rectify the issue. We are fortunate to have the privilege of maintaining preferred broker status with many insurance providers, as well as the majority of the national supplemental line vendors.

3.5 Outline the support you would provide to the Enova Benefits Team for ongoing plan administration and participant escalations. Do you offer assistance with escalated claims?

Yes, NFP provides employee assistance through multiple channels including:

Benefits Concierge

The Benefits Concierge team assists with open enrollment assistance, and general benefit inquiries. They use benefit systems and carrier portal access to streamline their efforts. Benefits Concierge has a dedicated phone number and email address that employers and employees alike may call for assistance.

Claims Advocacy

Claims Advocacy assists with all claims related issues clarifying how / why claims were processed, researching denials and submitting appeals when necessary. They relay this information to the employer’s HR team or to the employees directly, depending on the procedures agreed upon with our clients. While claims tend to take longer to resolve and turnaround times can vary depending on carriers, providers and / or members, our Claims Advocates ensure that both the employee, and where applicable, the employer, are updated with any and all new information as it becomes available.

Call Center

Through our Benefits Concierge and Claims Advocacy, we provide our clients a one-stop contact center for answering your benefit plan questions and resolving benefit claim issues with standard hours of operation between 9 a.m. through 6 p.m. (EST). Your dedicated Benefits Concierge representatives will assist with any questions that your employees may have in regards to the benefits you provide. All calls are recorded and programmed, thus wait times, even at peak times, are no longer than five minutes. If an Enova employee were to leave a voicemail, the call is returned the same day. If voicemail is left after hours, the call is promptly returned within 24 hours. All calls and emails are documented which allows us to provide quarterly reports that outline the type of inquiries that were received.

SECTION 4: COMPLIANCE / LEGAL UPDATES

4.1 Please describe the compliance support you can provide to Enova, including reviews of Plan Document/SPD, Section 125 testing, 5500 completion, Summary of Benefits Coverage preparation, ACA testing, and Rx Transparency Reporting.

NFP will provide signature-ready Form 5500s and SAR preparation and view this as part of the product review and compliance process. This is a basic service to our clients. Dependent upon the client’s program structure and analysis of current SPD documents, wrap documents may be the recommended solution. We handle the entire process starting with the Schedule A collection so that the client only needs to provide an electronic signature.

We can help with high level guidance on the Rx Transparency Reporting requirement, including some resources that help describe the requirement, the process for registration (through the CMS website), and help with coordination with the TPA or carrier in completing the requirement. We would not be able to perform the actual reporting.

4.2 Please describe your firm’s staffing model for client access to ERISA/Benefits Legal counsel.

We have a dedicated, in-house compliance team, including industry attorneys and former HR professionals that help with any complex compliance or regulatory questions. Their expertise includes a wide variety of benefits compliance topics, including health care reform, COBRA, HIPAA, PPACA and FMLA. The team leads supporting Enova’s compliance needs include:

Suzanne Spradley, J.D., Senior Vice President, Associate General Counsel and Chief Compliance Officer Legal & Compliance

Suzanne oversees NFP’s Benefits Compliance Department, which provides consulting services on all aspects of employee benefits compliance. Suzanne and her team continually monitor regulatory and legislative developments to provide compliance updates in the form of white papers, biweekly newsletters, webinars and speaking engagements. Additionally, they design and develop compliance tools to assist employers and plan sponsors with maintaining compliance in an ever-evolving regulatory environment.

Prior to joining NFP, Suzanne worked in the Health Law and Insurance Regulatory sections of Akin, Gump, Strauss, Hauer & Feld LLP and is a graduate of the Southern Methodist School of Law where she earned her Juris Doctor with honors. She is a member of the State Bar of Texas, serves on the Legal Counsel Working Group of the Council for Insurance Agent and Brokers, and was awarded the Rising Star Designation by the Super Lawyers edition of Texas Monthly magazine. Suzanne is a frequent speaker across the country on employee benefits compliance, including the impact of health reform on employers.

Chase Cannon, J.D. LL.M, Senior Vice President and Deputy Chief Compliance Officer, Benefits Compliance

Chase joined NFP in 2010. He currently works with firms, employers, and brokers to help solve their employee benefits-related compliance, regulatory and legal issues. Prior to joining NFP, Chase worked as an attorney at the Internal Revenue Service (IRS), Office of Chief Counsel in Washington, D.C., where he advised IRS agents and attorney litigators and drafted taxpayer guidance on issues relating to health and welfare benefits plans. He also spent two years as a judicial clerk for the Honorable Stephen Swift of the United States Tax Court in Washington, D.C. Chase holds a Bachelor of Science in political science from the University of Utah, a Juris Doctor from the University of San Diego School of Law and a Master of Laws in Taxation from Georgetown University Law Center, and he is a member of the State Bar of Maryland.

4.3 Do your services include legal research? If you rely on external counsel, please describe how Enova would be charged for these services.

Yes, please see our response to the previous question.

4.4 Detail your ability to monitor regulatory and legislative developments at both the state and federal level and how this will be communicated to Enova.

We have access to internal resources that address general compliance, federal mandates, federal and state filing requirements and legislative updates. Additionally, we provide our clients with a compliance audit that addresses all aspects of business and the actions required to remain compliant with applicable federal and state mandates.

We stay current on all legislative and regulatory changes or developments. Through our dedicated in-house compliance team, we provide continual updates and notification on day to day compliance issues or concerns. An additional resource that we provide our clients to ensure compliance includes:

Web-Based Online Compliance Portal – With constant changes and pending legislation in health care reform, keeping up with benefits compliance requirements can be the most time-consuming and burdensome part of your business. NFP’s Benefits Compliance Portal is designed to lighten your load by assisting you in complying with the numerous federal requirements for health and welfare plans. You can also generate a customized list of requirements based on the size of your company and the types of plans you offer. The Benefits Compliance Portal allows you to:

Customize your compliance checklist by employer size, coverage type and whether the plan is fully insured or self-insured.
Access extensive information concerning each compliance requirement, including links to relevant government websites, model notices, employer action required, FAQs and applicable penalties for noncompliance.
Create an action plan for items that need additional attention following compliance checklist review.
Assign a due date for each compliance requirement.
Sync due dates generated in the action plan with your calendar.
Receive email reminders of each compliance requirement’s due date, if desired.

NFP’s Compliance Checklist – This outlines general federal group health requirements, including certain federal mandates, plan reporting requirements and required policies and procedures. This resource is divided into three sections:

Compliance Checklist Quick Reference Guide – charts each requirement and the timeline for compliance
Compliance Checklist for Group Health Issues - details each requirement, the penalty for failure to comply, citation of the regulation and applicability based on plan size
Compliance Model Notices – provides text for model notices and language, which have been provided by federal regulations and guidance

4.5 What do you offer in terms of classes/seminars to ensure our team is keeping up with compliance developments and overall trends in the benefit marketplace?

NFP offers various educational and training programs for our clients on benefit trends, best practices, and important compliance issues through informative seminars and frequent webinars. The topics are chosen to reflect timely issues of interest to our clients. Timing and types of communication are as follows:

Compliance Corner – a biweekly newsletter covering federal and state legislative and regulatory developments.
Podcasts – discussion of recent benefits compliance developments hosted twice a month and topics are announced in each issue of Compliance Corner. These 20–30-minute episodes break down the various details of new developments and what they mean for employers. Listen here.
Latest Insights – bi-monthly newsletter that informs and educates HR managers on timely information addressing the issues that are transforming employee benefits and retirement. The newsletter series includes compilations of various subjects of interest to HR managers, including health, retirement, and benefits compliance.
Washington Update – an ad hoc white paper that is issued after major developments surrounding the ACA or any other legislative changes that may impact the employee benefits and/or Human Resources world.

Benefits Compliance Portal/Online Checklist – an interactive, customizable, online benefits compliance checklist with calendaring and to-do lists.
Benefits Compliance Solutions Website – an online library describing federal benefits compliance requirements
White Papers and One-Pager – timely white papers and one-pagers created as relevant topics arise, organized by topic.
Client Training Webinars –monthly client-facing benefit compliance webinars, called Get Wise Wednesdays, available to clients live and on demand.
Compliance Calendars - calendared compliance requirements based on plan year start date.

Watch NFP’s February Get Wise Wednesday, “Nothing Says Love Like Nondiscrimination: The Rules and Practical Considerations”

We also provide various educational and training programs for our clients, including informative seminars and frequent webinars that focus on compliance and legislative topics. The topics are chosen to reflect timely issues of interest to our clients. Recent webinar examples include: personalizing employee benefits, ACA mandate, COVID-19, and worker’s compensation.

SECTION 5: FINANCIAL REPORTING / ACTUARIAL

5.1 Describe analytic capabilities/tools your firm offers to assist with plan management, including a comprehensive description of the financial reporting you provide to clients.

Our financial analysts are experts in evaluating benefits plan data and translating that data into an invaluable financial strategy. Enova will receive financial reports that offer succinct summaries of claims history and note areas of concern, such as high-cost claims or higher than average trends.

Incorporating fact-finding, forecasting, and fiscal planning, we perform thorough cost analysis throughout the plan year, updating budget estimates and providing pre-renewal calculations for planning purposes. This information is key to keeping all stakeholders advised of program financials and in designing and managing the plan performance.

In addition to claim modeling and budget projections, our NFP team will dive into claims utilization data to understand the health of the population, cost drivers, large claim activity, and pharmacy spend, among other important factors. We combine claims data with HR data – employee demographics, income, and geographic location, to offer a more focused analysis around behavioral utilization patterns. We use tools available through the health plan as well as independent third-party systems to evaluate and report findings.

We have regularly scheduled monthly meetings to discuss claims experience, exposure changes, and general administrative matters that affect overall plan performance. As part of our standard scope of services you will receive:

Monthly Reports

Claims analysis
Budget performance analysis
High Paid claimants

Quarterly Reports

Financial overview
Claim trend analysis
Reserve analysis (when applicable)
Stop-loss deductible and attachment point tracking (for self-funded clients)

Midterm Reports

Budget projections
Actuarial opinions (when applicable)

Year-End Reports

Full financial overview
Claim utilization
Cost comparisons (historical and industry wide)
Budget and rate update and review
Open enrollment and plan change review
Deficit/surplus analysis

Innovu

The primary resource NFP leverages to analyze medical and pharmacy claims is with the data analytics provider, Innovu. Innovu’s secure technology integrates data feeds from disparate data silos and brings them together in one, user friendly analytics platform. Data feeds include plan design information, member eligibility, medical claims, pharmacy claims, biometric screening data, workers compensation, human resources information system (HRIS), retirement, clinic data, and point solution programs. Each of these datasets are brough together under one platform to streamline reporting and provide insights into your population.

Innovu, offers over 100 standard dashboards as well as targeted solutions allowing users the ability to customize data to meet their needs at different levels of specificity. Each of their dashboards and analyses provides users with different representations of their data using interactive tables, charts, and graphics. InnovuLens layers the data and allows users to drill-down into widgets to see specific claims and populations that makeup the graphics, providing a level of reporting to meet everyone’s needs from the Executive Suite down to your analysts.

With Innovu, NFP’s clients can expect significant benefits unique to the market including:

Review plan performance with enhanced benchmarking
Automate monthly financial reporting
Provide comprehensive modeling for pharmacy programs
Forecast future risk trends
Drive significant savings and better population health

In addition to the platform’s functionality, the technology leverages different benchmarks for Medical, Pharmacy, Plan Design and Employers Fixed Costs to further provide insight to our customers. Additional detail on each benchmark is captured below:

Medical: Innovu’s regional and national benchmarks contain over 2 million lives and are updated monthly with each new carrier data load. In addition to these lives, Innovu purchases MarketScan data annually that extends our benchmarking capabilities to 73 million additional lives providing a broad reach across the country for claims, financials, and plan design information.
Pharmacy: Innovu utilizes the MediSpan databased for pharmacy benchmarking. This database provides benchmarks for average wholesale pricing, generic dispensing rates by medication and the ability to roll the financials to a group or book of business cohort.
Plan Design: During the onboarding process, Innovu gathers plan design and fixed costs for each client. This data combined with Truven’s data allows advisors to benchmark a client against those of similar demographic: similar size, geography, and industry. Analyses include copays, coinsurance, deductibles, administrative fees and stop loss rates.

NFP’s proprietary Transparency Pricing & Network Analysis tool (TPNet)

NFP’s TPNet allows employers to benchmark providers, facilities and carriers to compare your healthcare offering against the best-negotiated plans in the country. This tool analyzes client-specific medical and pharmacy claims data using a limited claims data set to compare against medical procedural code data. The output results include:

Network Analysis and Savings Chart Across the Major Carriers
Savings Opportunities by State
Savings Opportunities by Condition

5.2 Describe your quality review process for rate setting, contribution development and plan design modeling.

NFP has a full Analytics team that works together with Account Management to handle all financial issues and deliverables including rate setting, contribution strategies and plan design modeling. A two-person team is assigned to each account to provide an additional resource and a quality review process.

5.3 Include specific techniques and procedures your firm may use to assist in identifying current and anticipated new exposures to loss.

The NFP Analytics team will work with the client to evaluate risk and the potential exposure to loss. This may include a stop-loss policy review and a “stop-loss sensitivity” review that would evaluate the risk/reward of different policies.

SECTION 6: FEE STRUCTURE

6.1 Please outline in detail your compensation requirements. Enova will require complete disclosure of any and all fees/commissions/contingent commissions/overrides/bonus your organization receives as a result of the work performed on our behalf.

Regardless of the structure, we require formal “sign off” among all parties but are willing work on the following terms: commission, fee based or a combination.

All commission amounts are disclosed and fully transparent as part of the marketing process. Fees above are exclusive of any insurance carrier contingency bonus payments that NFP may be eligible for based on our entire block of business and not specific to Enova.

NFP’s annual core consulting fee is $197,500 to be funded on a direct basis or through carrier commissions. For the balance of 2023, NFP will accept current fees/carrier commission. Depending on the carrier and the size of the program in place the current commission and fees will vary.

As of 1/1/24, NFP will adjust the compensation and accept direct fees or carrier commission so that revenue to NFP is equal to $197,500. This fee excludes contingent commission as well as any additional compensation to NFP through our “Center of Excellence” platforms for Stop-Loss, Rx, Voluntary and Executive Benefits.

6.2 Provide a comprehensive chart of in-scope services.

Please see Attachment D for a Sample Scope of Services.

6.3 List any additional service options as well as the fee structure involved.

Generally speaking, NFP has an “all-in” approach and does not charge additional fees for our services. One exception to this is when we implement a solution for which there are pass-through costs. Examples of this could be a wellness platform, an online enrollment or education solution, custom communication materials not included in the scope, or the printing and mailing of communications materials. There would also be built-in commissions tied to a voluntary program with individual products. For work outside of our scope of services, we typically charge on a project basis, or look to offset the expense through voluntary products.

Fee exclusions: Voluntary Benefits programs, custom communications and NFP Rx Solutions.

6.4 Describe the process for entering into and terminating a contract with your firm. Is there a minimum contract period?

NFP’s standard contractual termination is 60 days. However, we do not require clients to enter into binding contractual obligations. We feel that our work speaks for itself and a client should have the right to make a consultant change at any time. There are no termination fees and/ or penalties.

6.5 Please provide a copy of your standard service agreement.

Please see Attachment E for a Sample Letter of Engagement.

SECTION 7: MISCELLANEOUS

7.1 Provide a summary of global benefits consulting services including a list of countries in which you currently operate.

NFP currently support clients in 93 countries globally. Our international consulting team is headquartered in the UK, which was a strategic decision as it gives us the ability to cover all time zones within a normal working day.

We also have a mixture of physical offices and regional partnerships. Where partnerships exist, these are well established and in many cases have been in place for 10+ years. This ensures that we have the relevant local market expertise, language skills, on-the-ground resources and access to local solutions.

The following fundamental pillars support the foundation of how we bring value to our clients and ensure easy access to quality and affordable world-wide care with world-class service:

A health-driven approach to network management and clinical wellbeing, tailoring health advocacy to each member’s unique experience and location. Our integrated Total Health and Network Solution encompasses care access, clinical and wellbeing services, high-performing network partnerships, and a proactive fraud, waste, and abuse program. With a focus on preventive care, our clinical services are delivered by an internal team of over 130 nurses and doctors, dispersed across the globe. These elements unite to improve care delivery, clinical outcomes, and overall employer ROI. Our borderless global network grants Enova members access to over 1.6 million global providers, including nearly 400,000 direct-pay providers outside the U.S., delivering quality and affordable care wherever employees are located.
Locally focused compliance expertise, delivering integrated solutions to manage regulatory complexity and help protect our clients on an ongoing basis. We have an extensive global license base and selling capabilities in more than 45 countries.

Depending on the size and needs of our clients, NFP International typically builds a strategy built around the fundamentals of Compliance, Financial Efficiency and Simplification. We pride ourselves on providing a single point of contact model so any client we work with has a dedicated team looking after all of their global locations (outside of North America). This enables clients to centralize the decision making process and allows us to liaise with local offices, local brokers yet strategically working with HQ. The main areas we work on for our global clients are:

Audits / Benchmarking - Your plan designs in each country goes through a rigorous analysis. We audit it for compliance and examine market competitiveness, independent of any local bias. Global and country-specific benefits experts weigh in with information and opinions. We get all the right eyes on your benefits so every detail is considered.

New Country Start Up – If you are starting up in a new country, we have a dedicated service to assist. What are the new country’s legal requirements and best practices? We prepare a full report for you, then discuss how these will affect your firm and guide the startup. Once the fundamentals are clear, the interesting part starts. What supplemental plans do you want to offer on top of the legally required ones? Will you aim to match your U.S. practices, or model benefits after local norms? Your objectives, combined with our know-how, result in an expert plan.

Ongoing Consulting - NFP International will always look to establish client goals during our ongoing consultancy, and these will determine the key outcomes required by our clients. Everyone wants the best cover at the lowest cost, this is a given. We will take time to understand the requirements of Enova, design and present all the solutions available, including the pro’s and con’s and then work with Enova to determine the best solution for their needs.

NFP International can also assist with areas such as global payroll, global HR, global business culture, global P&C as well as having access to an ‘NFP International Pooling’ solution, in addition to the other core areas above.

7.2 Detail how you develop a benefit communication strategy with your clients. Include what tools and resources you have available to assist your clients in effectively communicating not only the specific plan details, but also, the value of the benefits offered.

Your NFP team will partner with Enova’s leadership and HR team to strategize on communications. It is important to understand the Enova culture, communication style, and employee demographics as we develop your communications strategy.

NFP provides standard communication resources to support open enrollment, total compensation statements, and other annual communications. If more advanced communication resources are needed for video communication campaigns, webinar campaigns, texting campaigns and more, we may engage our communications partners (project based, and subject to additional fees).

We have found that the most effective way to communicate a consistent message to employees is to stay engaged throughout the year, not just during open enrollment. We have worked with our clients to facilitate phased rollouts, different mediums of communications, and metrics to track success and engagement.

The NFP team will be actively involved in the Enova annual open enrollment event from initial planning through the completion of the enrollment. We can provide content for benefits guides, announcement emails/ letters, posters, home mailers, mobile websites, all aimed at increasing employee engagement and participation in the enrollment event. Your NFP team will also be available to conduct group meetings to communicate plan changes and answer any employee questions. We find webinars are particularly effective as they can be conducted at times that are more convenient for your team, and can include family members, who often times are the decision makers when selecting benefits.

NFP Connect / Landing Page

NFP Connect is a proprietary technology platform that connects all of your benefits together in one place for your Administrators and Employees to create a better users experience. NFP Connect encapsulates all of your benefit offerings, information, reports, external links, and NFP contact information in one easy to access portal. Additionally, the NFP Connect Landing Page was developed to create an interactive resource for your employees to visit both during open enrollment and throughout the year. It can also be utilized by new hires or potential new hires to educate on the benefits available. Each landing page is customized with client content and is easily accessible for employees via computer or mobile device. Your Benefits Landing Page includes:

Open Enrollment Materials - Benefit Guide, Highlighter, Election Form(s)
Full Benefit Summaries - More details about your coverage
Educational Videos - Learn more about benefits available to you
Carrier Links & Member Resources - Easy to find an in-network provider and Value-Add’s

7.3 Describe your organization’s capabilities in managing life, disability, and leave of absence programs.

We take a holistic approach to managing a benefits program. It is important to understand the overall strategy in order to manage each individual program. Life and disability programs have often not received as much attention as medical programs since they are relatively low on the cost scale compared to the medical program.

NFP specializes in the group life and disability market. We developed a unique approach for cost reduction, consultation, and ongoing administrative services that delivers substantial savings to our clients. We also deliver increased value through plan administration and claims diagnostics. Our life and disability program management includes:

Providing complete consulting operations, including front-end sales support
Providing in-depth contract review
Determining proper plan design based on industry benchmarks and unique client demographics
Developing intrinsic savings through evaluation of the client’s claims experience, retention costs and extended rate guarantees
Providing detailed claims and cost analysis based on our unique pricing, analytic trend models and internal underwriting
Ensuring proper case implementation and superior customer support with dedicated account managers
Delivering customized report capabilities, implementation and billing services
Providing retrospective disability and absence audits
Delivering client-centric custom dashboards
Providing pre and post implementation audits, as required

Absence/Leave Management

NFP has access to numerous solutions and leave management administrators. We would begin with a discovery phase focusing on Enova’s current practices, challenges and objectives. We understand the complexities of Parental, Sick Pay and Family Medical Leave Act regulations and how they must be integrated into the leave process. We find that most of our clients have decided to outsource leave administration and we have assisted in that process. We obtain formal marketplace proposals from best in class administrators and evaluate the responses, negotiate pricing / performance guarantees and present results along with our recommendation to the Enova team. Our due diligence efforts are comprehensive and are intended to ensure Enova has the opportunity to make an educated decision on the administrator that best suits your needs. Once the decision is made we project manage the implementation, we lend our expertise and work with the selected vendor to establish best practices for effective communications and system structure development to ensure the appropriate reporting and tracking mechanisms are in place. On an ongoing basis we advocate on behalf of our clients to ensure service standards are being met. We work with the vendor to develop a reporting package which will capture the ROI of the program and will allow for strategic actionable recommendations based on Enova’s experience compared to industry benchmarks.

7.4 Briefly describe your organization’s philosophy regarding pharmacy management.

NFP Rx Solutions

As a PBM Consulting Company, NFP Rx Solutions is an innovator in tackling skyrocketing pharmacy benefit costs. Our highly successful “coalition” approach to pharmacy healthcare will ensure that your clients receive benefit options that are typically reserved for exclusive entities. With more than 120 years of collective experience in the industry. We are uniquely positioned to manage the entire spectrum of PBM services, from RFP production to annual audits.

NFP Rx Solutions – Our industry-leading PBM coalition includes the 3 largest PBMs in the nation, and we negotiate improved contract rates and rebates with them annually. We combine our aggressive contract savings with our strategic pharmacy consulting expertise, proprietary clinical programs, white glove customer service and AI evidence-based decision-making tools to provide custom-tailored solutions and savings not available directly from the PBMs.

NFP Rx Solutions understands today's pressing issues. We have developed strategies to help successfully manage your pharmacy benefit and continue to add new innovative programs for our clients.

NFP Rx Solutions Coalition – Best in Class Pricing - The NFP Rx Solutions Coalition offers a top-tier pricing model from the top 3 PBMs in the industry CVS, Optum, and Express Scripts. As a value-based coalition, NFP Rx Solutions can provide economies of scale from a partner that fits best for their membership. By utilizing our buying power of over 1.5 million lives, NFP Rx Solutions ensures accountability and best in class pricing.
Dedicated Account Management Team - The NFP Rx Solutions account team consists of a dedicated Implementation Manager, Account Executive, Pharmacist, and a Business Analyst. This team will work seamlessly to ensure a smooth and seamless transition to your PBM and will then proactively monitor your Rx Benefit and recommend new benefit designs and clinical programs that provide the most cost effective benefit for you and your members, so you can focus on your primary responsibilities.
Clinical Programs - The NFP Rx Solutions is a leader in promoting the most advanced and cutting-edge clinical programs to ensure the best outcomes for your members and families.
IMM (Individual Medication Management) – Our IMM program is designed to help ensure that your pharmacy benefit dollars cover the most clinically appropriate, affordable medications while avoiding ~35 identified medications that provide no clinical benefits.

Protect the integrity of your plan
Minimize the use of designer generics and hyperinflationary drugs
Maximize the use of low-cost generics and lower your plan spend
Communicate with members advocating their use of lower cost drug
Save approximately $2,500 per fill

SCAP (Specialty Co-Pay Assistance Program) – we help maximize the use of available pharmaceutical manufacturer copay assistance cards to offset your plan spend and member coinsurance. By using the copay assistance cards, the specialty plan design changes to 30%-member coinsurance on all specialty drugs. NFP Rx Solutions will proactively enroll members in manufacturer copay assistance cards prior to the SCAP program going live. Our main focus is to protect the integrity of the plan deductibles and the maximum out of pocket limits by removing the copay assistance dollars from accumulators.

DPS (Direct Procurement Solutions) – The NFP Rx Solutions team brings industry expertise and a team of clinical pharmacists to combat the rising utilization of high-cost prescription medications. By accessing alternative sources from PhRMA Manufactures, our Direct Procurement Solutions provides Free Goods for members on high-cost medications.

Vaccination Program – A convenient and cost-effective way for clients to access seasonal influenza and pneumonia vaccinations for program participants 18 years of age and older.

Care Management – Ongoing personalized telephonic, electronic, or mail-based interventions provided by a team of clinical professionals. The objective of Care Management is to motivate members with chronic conditions to take a more active role in managing their conditions and help them achieve optimal health.

Generic Step Therapy – Generic Step Therapy design requires the use of cost-effective generic alternatives, within the same therapeutic class, as first line therapy before targeted brands are covered. GSTP targets highly utilized classes with a high percentage of brand spend despite multiple generic options.

DAW Solutions – Innovative ways for a plan to apply penalties when a multi-source brand medication is available to increase generic utilization.

Prior Authorization – Prior Authorization is a drug management technique that requires select prescriptions meet defined criteria before they are covered by the plan. Affected prescriptions are flagged at point-of-sale and prescribers are required to confirm that the use of an affected drug is medically necessary.

Quantity Limits – Quantity limits incorporated into the plan design maintain control over drugs with potential for overuse, misuse, or member safety concerns without eliminating coverage.

Step Therapy – Automated step therapy edits that review a member’s drug history to verify that a first-line therapy was attempted before the claim can be approved at the point-of-sale.

Specialty Guideline Management – Specialty Guideline Management supports appropriate utilization for specialty medications. This solution helps ensure that members meet sophisticated and robust criteria before a first dispense, experience expected therapeutic outcomes while on therapy, and discontinue unsafe or ineffective therapy. Criteria are established according to evidence-based guidelines, including standard compendia, national guidelines, current literature and clinical trial data.

Ongoing Trend Management and Oversight - NFP Rx Solutions works closely with our clients to deliver tangible results focusing to deliver industry leading trend outcomes.

Specialty – Specialty spending is approaching 50% of the plans annual pharmacy spend. We leverage aggressive claims management to monitor waste avoidance, prior authorization review and plan design compliance to deliver best outcomes and performance.

Benchmarking – Providing best practices so we can accurately benchmark performance to industry peers in generic utilization, mail order optimization, and network management.

Therapeutic High-Cost Management – Industry trends continue to change faster and faster. We manage and inform the plan members so that they can be aware of new to market drugs, generic savings opportunities, and formulary modification strategies.

Pharmacy Carve-Out

As employers continue their efforts to maintain the balance between quality and cost for pharmacy expenditure, tighter clinical pharmacy strategies can help ensure employees make the most cost-effective use of the pharmacy program. NFP can assist Enova in the carve out of the pharmacy plan, which generally leads to savings through lower trend, better guaranteed discounts, lower dispensing fees and better guaranteed rebates. PBMs can offer improved case management due to their focus on pharmacy claims, rather than all medical claims. Close management of clinical programs and Rx utilization can provide long-term savings through increased generic use, maintenance drugs through mail and managed use/adherence, along with greater transparency into the pharmacy plan.

7.5 Describe your approach to helping clients develop a wellness strategy and implement a program that supports the strategy. Are there any additional costs for any of these programs?

The NFP Well-Being Team works with clients to establish customized and comprehensive workplace well-being programs. This starts with a consultation and culture evaluation, including comprehensive medical and pharmaceutical claims data review, and then follow up with a menu of recommendations / suggestions. The Well-Being team then works with each client to execute selected programs and initiatives. They manage all of the heavy lifting, including vendor RFPs, implementation, launch and ongoing support of the programs put in place. The goal is to provide resources and help find solutions that fit each organization’s goals, culture, needs, and budget.

Clients have access to NFP’s established relationships with well-being vendors that offer cutting-edge technology and services from all fields of wellness and health promotion. Using an RFP tool, NFP is able to provide the lowest pricing in the industry, while selecting vendors that meet each client’s specific needs and budget. This includes partners for biometric screenings and a health assessment. NFP does have a national partnership with Health Designs for biometric screenings, but we are vendor agnostic and will work with each client to find the right partner for them.

Execution: The Well-Being team provides strategic guidance of the client company’s well-being program— including managing its relationship with well-being vendors providing benchmarking, creating annual strategies and assisting with execution on said strategies. It also includes, vendor management and coordination, Well-Being monthly newsletter, weekly tips, and resources from the Well-Being library ranging from materials to get started (i.e., employee well-being survey, sample well-being champions role description and recruitment letter, etc.) to tobacco surcharge resources, well-being challenges, and educational materials.

There are no additional cost for NFP’s well-being support. Should you choose to implement an outside vendor or require custom communication campaigns, there would be a separate cost billed directly by the vendor.

7.6 What ROI do you see around the alternative or complementary benefits (e.g. enhanced access to mental health care providers, acupuncture, chiropractic solutions) for populations similar to ours?

NFP will partner with Enova to identify the desired program outcomes based on specific health and well-being improvement opportunities. We then define objective metrics that will demonstrate progress towards these outcomes over time (i.e. key performance indicators). A few examples of key well-being metrics used to determine program Value of Investment (VOI) include; employee satisfaction, reduction in health risks (stress, physical activity, etc.), happiness, retention & turnover. Once metrics are identified, we explore the capabilities of the organization’s current technology stack to ensure reliable data points are available. Data availability varies based on funding arrangements, technology platform, and contractual obligations of the vendor. NFP continually collaborates with these partners to create initiatives to drive the desired outcomes, monitor progress and iterate on strategies as needed. Where possible, we ask vendor partners to provide guarantees around ROI, savings, or performance to ensure they’re providing adequate services and driving the intended results.

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Health & Welfare Benefits Broker / Consultant RFP Response