engage2014: achieving high hit rate with open enrollment - jane funk, infoblox

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Achieving High Hit Rate with Open Enrollment

Jane Funk, Sr Director, HR Operations

June 2, 2014


• Worldwide Network Security company with 700 employees; 450 US employees

• Two offices in US (Santa Clara, CA & Annapolis, MD)

• Remainder of our “Bloxers” spread throughout US in practically every state

• Demographically have a more tenured workforce, with families

• Smart, fast moving team in a dynamic environment

Infoblox – who, what and where


• What we were trying to solve

Engage employees with value of our competitive benefit offerings as part of our Total

Rewards, particularly post IPO.

Provide a platform for employees (and families) to fully understand our benefit plans to make

the right choices.

Mechanism to guide employees to consider and understand our High Deductible Health Plan

with Health Savings Account as part of our ongoing benefit cost containment strategy.

Open Enrollment Engagement


• Active Enrollment!

• Everyone needs to re-elect benefits!

Hurrah!(at least HR thought so)

What we did


• Employee understanding of “what they needed to do”

• Workforce spread through US

• Strive for consistent Employee Experience for all

(Corporate vs. rest of company)

• What employees need for decision making – our perception vs. reality

• Time & focus for HR team – high activity in short period of time

• Other HR Programs in progress – focal and performance reviews

• Company Fiscal and sales quarter activities

Our considerations


• Communication changes are key

- Information access has changed!

- Balance too much info vs. not enough info

- Move away from what’s not working

- Those “Open Enrollment is Here!” packages

- Open Enrollment Meetings – best use of everyone’s time

Great, but how can we make this work?


Challenges and Opportunities

• “My Infoblox” – Corporate Intranet – not rolled out – no “go to” information

portal for employees

• Email – favored by company but will it get lost?

• Video Library – outside firewall, easy access by all, concise communication

pieces which included key information of plans

• ADP HRIS - limitations and separate login required. Not utilized on a daily

basis by employees.

• Some employee meetings for the system “how to’s”

• Leverage what works, don’t fight what doesn’t

Mechanism for Communications


• Great results with two years of Active Enrollments

• 2013 - 10 employees did not re-elect (380 employees)

• 2014 - 2 employees did not re-elect (425 employees)

• Employees enrolled within timeline for a January 1 effective date

• High Deductible Plan enrollment – increased from 10% for several years to

35% participation with Active participation (HDHP Plan introduced in 2009)

• Based on informal survey, employees had better understanding of plans and

plan changes

• Uptick with dependent & beneficiary modifications

So how did we do?


• Employee meetings – failed. Employees expected the benefits plan, not help

with systems.

• Emails – limited to 3 during open enrollment. Selective timing and positioning

• Video Library – high success – 80% of employees viewed the videos (target

was 40%)

• Employees managed enrollment through ADP HRIS – bulky system. We’ll add

a “how to” video for next year.

• No need for multi-page Open Enrollment guides even with Active Open

Enrollment. Really. Employees found the information they needed.

• Employee Focus Groups during renewal negotiations – set the stage and learn.

What worked, what didn’t


• Consider an active enrollment to maximize engagement during Open

Enrollment

• Revisit communication pieces

• Don’t always rest on what worked before.

Final thoughts


Q&A

engage2014: achieving high hit rate with open enrollment - jane funk, infoblox

Recruiting & HR