b'Here are some questions that analytics can help answer. Does the financial cost summary align with your strategic goal?Is there a need to review the employee cost sharing schedule? How do your numbers compare with national benchmark data. other companies in the industry? Does the budget for benefits, relative to payroll, align with your value proposition to your employees? Does this align with feedback from employees about the value of their benefits? Is there a need to survey employee understanding and satisfaction with their benefit program? Is the benefit program working? Bottom line; if employees are not enrolling in certain types of plans, they are not being offered what they need and/or want.Of the various plans offered, which are the ones employees are enrolling in? Are there some with low enrollment that need to be communicated better, or scrapped? Are there any groups of employees that are not eligible that may be addressed through voluntary offerings? What is the distribution of enrollment by plan? Are there any skews that may indicate over or under insuring bias? Is there any need to provide better decision support for better plan choice? During open enrollment, can we see some early trends and intervene with targeted communications? How are enrollments and costs changing from month to month with changes in employee counts due to hiring and terminations? What are variations in cost, cost-sharing, and enrollments across different groups of employees, by classes, locations, etc.? How are these changing, month to month? 3 7'