Recruit Top Talent with Innovative Employee Benefits · PDF file§Gain insight into the most innovative and relevant benefit that is dramatically ... Recruitment Retention Engagement

Recruit Top Talent with Innovative Employee Benefits

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Will the webinar be recorded?

Yes!(We will send you a link to the recording after the webinar).

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Will the slides be available?

Yes!(We will send you a link to the PDF after the webinar).

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How do you ask questions?

Type your question into the “Questions” panel

Today’s Speakers

Jen BaileyDirector of Business

Development

Tuition.io is helping the nation's best companies free their employees from

student loan debt.

Agenda

§ Learn how adding non-traditional benefits can help improve recruitment and retention

§ Gain insight into the most innovative and relevant benefit that is dramatically improving the financial wellness of employees

§ Hear about successful organizations who have adopted these programs

How does adding non-traditional benefits help improve recruitment and retention?

Part I

Let’s Talk Turnover

60%Of employees are open to a new job opportunity at this time 3 90%

Of employees don’t expect to stay at a job longer than 3 years 3

AND at least 1 in 5 Candidates will turn down your job offer 4

It Is What They Want That Matters

A Glassdoor survey found that 79% of employees would prefer new or additional benefits over a pay increase. 5BENEFITS

PAY

Between work and life, employees want harmony—not just balance. With this new blended experience, they

expect their employers to keep up with current trends and proactively provide solutions for their changing needs.

Specifically, employees are seeking a sense of financial and emotional wellbeing. 6

What is considered a non-traditional benefit?

• Tuition Reimbursement • Legal Assistance• ID Theft• Pet Insurance• Telemedicine• Student Loan Repayment Assistance

The Market Adoption?

Tuition Reimbursement Legal AssistanceID TheftPet InsuranceTelemedicineStudent Loan Repayment Assistance

88%74%71%70%68%9%

90%Of Workers say they’d stay at a company 5 YEARS if offered Student Loan Assistance 7

SO - Why Student Loan Repayment?

Part II

Insight into the most innovative and relevant benefit that is dramatically improving the financial wellness of

employees

Years to repay the average Loan for a Bachelor Degree

Student Loan Debt 101

44MAmericans with

Student Loan Debt

1.4 TTotal Student Debt

in the US

20 $37KAverage Student Debt for a 2017

Graduate

70%Students graduating with Student Loans

There is now more Student Loan Debt in than US than Credit Card Debt and Auto Loans 3

1.4T

1.2T

1.02T

Employers make additional payments to employee loan principal to reduce interest accrual and payoff time

$11K 3 YRSSavings calculated for a $30K Loan at 6% Interest, continuous payments.

A $100 Per Month Contribution Can Save:

Student Loan Repayment Assistance

Student Loan Contributions

Student Loan Wellness

Refinancing

Determine the Objective

Retention EngagementRecruitment

Determine Program Funding

Lump Sum

Fixed Contribution

Graduated

Event Based

Align Plan to Purpose

Retention EngagementRecruitment

Lump Sum

Fixed Contribution

Graduated

Event Based

Fixed Contribution Fixed Contribution

Lump Sum Graduated

Event Based

Executive Benchmark Best Practices

Contribution Value

Contribution Frequency

Wait Period

Lifetime Maximum

Clawback?

$100-$150

Monthly

6 Month Maximum

3-5 Years

NO

1

2

3

4

5

Identify the Eligible Employees

All Employees + All Loan Types

All Employees, Excludes ParentPLUS Loans

Specific Geography or Job Group

New Hires Only

Case By Case

Estimate Adoption

20-25% of Employees offered Contributions take the benefit

That is 100% participation from Employees with Student Loan Debt

25%

100%

Taxation & Legislation

YES this benefit is taxed

YES there is pending legislation HR795

NO you should not wait until legislation passes!

Rep. Rodney Davis + Tuition.io CEO Scott Thompson Pictured

Part III

Success Stories

Companies Leading the Way

Tuition.io REAL Results

Note: Available data ranges from 6-20 months based on time since launch and includes only employees eligible for the TIO benefit.

Program Objective: Retention

Funding Plan: Fixed Contributions

Eligibility: Targeted Employee Group

Program Objective: Recruitment + Retention

Funding Plan: Fixed, Tiered

Eligibility: Targeted

Program Objective: Engagement

Funding Plan: Fixed

Eligibility: All Inclusive excludes ParentPLUS Loans

Program Objective: Recruitment

Funding Plan: Fixed

Eligibility: All Inclusive, Two Phase Launch

Q&AContact us:

877-735-0468

For more info, visit:https://plansource.com/partners/tuitionio/

Activity ID – 1 credit HR (General) - 344373

Sources• 1 https://www.forbes.com/sites/groupthink/2016/12/14/5-benefits-or-unique-perks-to-attract-and-retain-your-business-top-employees

• 2 https://www.businessgrouphealth.org/benchmarking/survey-reports/quick-surveys/

• 3 http://news.gallup.com/businessjournal/191459/millennials-job-hopping-generation.aspx

• 4 https://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/managing-hiring-costs/how-to-recruit.aspx

• 5 https://www.forbes.com/sites/groupthink/2016/12/14/5-benefits-or-unique-perks-to-attract-and-retain-your-business-top-employees/#39c523965c26

• 6 https://benefittrends.metlife.com/us-perspectives/work-redefined-a-new-age-of-benefits/

• 7 https://www.usnews.com/education/blogs/student-loan-ranger/articles/2017-03-29/young-workers-turn-to-employers-for-student-loan-debt-solutions?src=usn_tw

• 8 Tuition.io Participation Data

• 9 http://hrprofessionalsmagazine.com/the-power-of-culture-change-our-city-of-memphis-hr-strategy/