The Service
Benefits Programs Built for Today and Tomorrow
Comprehensive Peer Benchmarking
Benefits represent a meaningful share of total compensation — yet most institutions only revisit their plan design when costs spike or a contract is up for renewal. By then, options are limited and the pressure is on.
McKnight HR brings a different approach. We benchmark your benefits programs against peer institutions across every dimension that matters — plan design, contribution rates, eligibility rules, and total cost — so your leadership team can make proactive, data-driven decisions about what to keep, what to change, and what to invest in.
Our Framework
What We Examine
Plan Design
Coverage levels, eligibility, deductibles, copays, and out-of-pocket maximums compared to peer institution norms.
Contribution Rates
Employer and employee contribution structures benchmarked across coverage tiers, employee categories, and dependent levels.
Total Cost & Value
Per-employee cost analysis, multi-year trend modeling, and assessment of value relative to recruiting and retention impact.
What's Included
Service Deliverables
Current State Analysis
Comprehensive review of your existing benefits portfolio — medical, dental, vision, retirement, life, disability, time off, and ancillary benefits.
Peer Benchmarking Study
Custom peer group selection and detailed comparison across all major plan dimensions, contribution structures, and eligibility rules.
Contribution Rate Analysis
Comparison of employer and employee contribution rates by coverage tier, with assessment of competitiveness and equity.
Benefits Assessment Dashboard
Interactive dashboard visualizing plan structures, contribution rates, peer comparisons, and cost trends — built for ongoing use beyond the engagement.
Cost Implementation Modeling
Scenario modeling of proposed plan changes — projected cost impact, employee impact analysis, and multi-year financial forecasting.
Strategic Recommendations
Prioritized recommendations addressing competitive gaps, cost containment opportunities, and alignment with institutional priorities.
Why It Matters
Benefits Decisions Have Long Tails
Benefits programs are among the most expensive — and most visible — components of total compensation. Changes affect every employee, every retiree, and every prospective hire. Decisions made without good data tend to produce regret.
A rigorous assessment gives leadership the foundation they need to make changes confidently, communicate them clearly, and defend them under scrutiny — whether the conversation is with a faculty senate, a board committee, or a labor management team.
Time to Take a Hard Look at Your Benefits?
Let’s start with a conversation about where your institution stands today.