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To lower costs, the WTW survey found : ;73% of employers plan to carve out pharmacy benefits over the next few years ; ;51% expect to adopt plan design or network strategies that steer employees to lower-cost or higher-quality providers, sites of care ; ;34% of employers plan to shift costs to employees through premium contributions ; ;2 7% would consider a smaller PBM (pharmacy benefit manager) that offers alternate pricing models. ; ; Ihrke also offered these strategies to help employers respond to rising overall healthcare costs : ;Modernize plan offerings to optimize high-performing healthcare delivery strategies, coupled with options that meet individual needs from affordability to savings. ; ;Evaluate vendor partnerships by conducting analytic performance reviews, audits and marketing to identify the best financial optimal partners to meet objectives . ; ;Prioritize micro-strategies for the key cost drives balancing attraction and retention.

A typical minimum wage increase may be 2% and 3%, she said, while a typical employer salary budget may be between 3% and 4%.

Federal Trade Commission ; and,; ;The odds of the FTC pulling back its appeal of that decision grew significantly following Trump’s recast of the commission on Jan. 20 (Republican Andrew Ferguson was named chair and Mark Meador was positioned as the successor to Democratic commissioner Lina Khan, setting up a 3-2 Republican majority on the five-member committee).; The next domino to fall may indeed be the FTC dropping that appeal in the Ryan case.

Just 2% said the current environment would have no impact and 16% were unsure how things would shake out.

Top priorities this year include equipping managers to use performance management more effectively, make better compensation decisions and communicate rewards more effectively (see Figures 2 and 3).

.; 2) Know the Jobs Different sales jobs have different goals and priorities that should be reflected in the incentive plan’s design.

Although the unretirement trend appears to be stabilizing, it stands well above the pandemic levels of 2% to 3%.

“What’s the incentive for a high performer,” she asks, “if they’re only receiving a 1% or 2% difference in merit pay than their peers who have done what’s expected?”

Question 2: What can I do to increase my salary?

“You really should be talking about health benefits all year long.” 2.