Picture this: It’s annual review week. You’re sitting across from a team member who looked like a fantastic hire at first, but the employee consistently misses the mark. They’ve gone over budget, they’re difficult to reach, and their output creates confusion instead of clarity.
Now ask yourself: What if that team member were your health plan?
Too often, benefit programs are treated as a fixed cost instead of a strategic investment. And like any high-impact investment, your health plan should be evaluated on performance. Not just once a year at renewal, but throughout the year, against measurable, relevant benchmarks that reflect both business priorities and employee well-being.
When assessing employees, you use a mix of quantitative and qualitative metrics to evaluate success:
Your health plan should be no different.
Would you re-hire your health plan if you evaluated it like an employee? Here’s a framework to help you stay curious and evaluate your plan:
Goal Achievement
Productivity & Efficiency
Communication & Transparency
Initiative & Problem Solving
Employee Engagement
Continuous Improvement
Start with the basics:
You wouldn’t evaluate a key hire without input from multiple stakeholders. The same applies here. Engage HR, Finance, leadership, and yes, your employees.
These steps aren’t just best practice; they’re becoming essential under new fiduciary expectations around benefit plans.
The most effective health plans don’t run on autopilot. They’re designed with intention, managed with care, and evaluated regularly against clear goals. If you’re not confident that your plan would earn a “rehire” today, it’s time to take a closer look.
After all, if your health plan were an employee, would you be scheduling a promotion…or posting the job again?
At CCIG, we help employers build high-performing benefit strategies that are aligned, accountable, and adaptable. Let’s talk about what that could look like for your team.
Ready to try our Health Plan Scorecard? Grade your program here.
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