High renewal? Bad service? Better technology? All reasons HR & benefits committees want to switch PEO providers before January 1st.
Navigating a Professional Employer Organization (PEO) transition within a stringent timeframe demands experience. Our team Thinq HR & Insurance Services shares the best template if you start by October 10th!
Employing our PEO Audit methodology—anchoring strategies on time, budget, and quality—enables organizations to make quick precise decisions in short timeframes. Let’s dissect the timeline, starting from October 10th to going live on January 1st, while maintaining the current spend as a budgetary baseline.
Discovery Phase (10/10 - 10/17)
Time: Dedicate this week to exhaustive internal assessments.
Budget: Use current PEO-related expenditures as a baseline budget.
Quality: Understand quality markers in services, benefits, and technology from the current provider.
Conduct employee surveys and leadership meetings to unearth gaps and expectations.
Perform a benefits, service, and technology audit, analyzing current capabilities and future necessities.
PEO RFP & Engagement (10/18 - 10/31)
Time: Allot two weeks for developing, circulating, and preliminary engagement based on RFPs.
Budget: Ensure that the RFP mandates that proposals adhere to the current invoice or your baseline budget increase.
Quality: Explicitly specify desired quality standards within the RFP, what service, technology and benefit offerings you require to make a move.
Develop and dispatch a comprehensive RFP to prospective PEOs.
Engage in initial dialogues and discussions with respondents.
Financial Analysis (11/01 - 11/07)
Time: Designate one week for a meticulous financial scrutiny of received proposals.
Budget: Proposals should be scrutinized against the established budgetary baseline provided in the RFP.
Quality: Ensure that financial analysis correlates with the quality of offerings and the data inputs for gross wages, current premiums, and invoice amounts are correct when benchmark report is provided by PEO.
Implement a rigorous cost-benefit analysis.
Engage in ROI evaluations, ensuring alignment with budget and expected quality.
PEO Selection (11/08 - 11/14)
Time: Utilize this week for deliberations and finalizing the PEO selection.
Budget: Double-check the financial alignment with the baseline budget.
Quality: Validate the chosen PEO’s ability to deliver desired quality parameters. Review the Service Agreement terms and conditions for resolution process, non-performance, cancelation notice, and other items your team may be concerned about.
Organize stakeholder meetings for final evaluations and decision-making.
Initiate contract negotiations with the selected PEO.
Implementation (11/15 - 12/15)
Time: Dedicate a month for a thorough, smooth transition and implementation of benefits and payroll.
Budget: Closely monitor expenditures, ensuring alignment with the predefined budget and proposal. If information provided by company varies, the pricing could change for the PEO.
Quality: Uphold quality standards discussed in sales process throughout the implementation phase.
Establish a transition team to oversee the implementation process.
Conduct secure data migration and validate the authenticity and accuracy of migrated data.
Open Enrollment for Employees (12/16 - 12/31)
Time: Allow at least a fortnight (2-weeks) for employees to engage with and enroll in the new PEO’s offerings.
Budget: Ensure that employee onboarding and enrollment processes adhere to the fiscal plan set forth in the sales process.
Quality: Maintain high-quality communication, support, and enrollment procedures. Ask PEO for access to resources to help with the transition.
Roll out a robust communication plan, acquainting employees with new benefits, policies, and enrollment procedures.
Institute support mechanisms for addressing queries and facilitating smooth enrollments.
Go-Live Date for New PEO (01/01)
Ensure that all systems and processes are fully functional. Especially payroll and employee benefits enrollments are confirmed.
Communicate an action plan for employees to have continued support by providing access to the new PEO providers phone, email, and/ or chat to help them with payroll and benefits on their new PEO setup.
Embarking on a PEO transition from October 10th to a January 1st go-live date demands not only a strict adherence to timelines but also an uncompromising commitment to budget and quality.
Using this PEO Audit & Transition methodology across the multifaceted phases of the transition, organizations can ensure a structured, seamless, and efficient shift to a new PEO.
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