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The DOL’s proposed rule is expected to curtail the types of investments and investment advice currently available to plans and participants.

The long list of agencies called out in the initial order included most (if not all) divisions within the departments of Agriculture, Commerce, Energy, Health and Human Services, Homeland Security, Interior, Justice, State, Treasury, Veterans Affairs, and others.

To account for this difference, there are potential incentive design changes that are worth exploring to mitigate uncertainty in FY23.

The survey examines which sales costs organizations track; best measures of sales productivity; which department leads sales compensation plan design; sales compensation plan types; variable pay frequency; sales compensation analysis tools commonly used; and more.

Commonly collected data for benefits design include: ;Employee demographics (e.g., age, gender, marital and family status, location, salary);; ;Types and number of benefits plans (e.g., three healthcare choices, two pension plans);; ;Eligibility criteria;; ;Employee enrollment/participation rates;; ;Elective contributions/employer matching;; ;Investment choices/fund performance;; ;Benefits utilization (which can be manipulated by demographics);; ;Employer and employee costs (out-of-pocket costs for each);; ;Turnover and retention rates; and,; ;Industry benchmarks .; TR pros may collect this data through several methods, such as: ;Employee surveys.

The next steps would be to understand all the potential designs, model varying scenarios and consider using, beyond 401(k)s, the other types of financial benefits an employer offers.

Accordingly, it’s imperative that equity award provisions are designed for success.

Workspan Daily article;Retirement Plans: Design Considerations and Administration , course; Will there be a rapid groundswell of private-equity and cryptocurrency offerings in employee-sponsored retirement plans following U.S.

*This product is available only to North American learners in the U.S., Canada & Mexico. ($976.50 USD per course) Add to Cart COURSE (1 OF 7) Total Rewards Management for Benefits Success View Details COURSE (2 OF 7) Regulatory Environments for Benefits Programs View Details COURSE (3 OF 7) Strategic Communication in Employee Benefits View Details COURSE (4 OF 7) Retirement Plans: Design Considerations & Administration View Details COURSE (5 OF 7) Health and Welfare Plans: Strategic Planning and Design View Details COURSE (6 OF 7) Health and Welfare Plans: Plan Types & Administration

Course Essentials of Compensation Management Learn the basics of compensation strategy, design and communications.