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Brokerage Services for CBIZ Employee Services Organization
13.
Do you have a process in place for tracking communication between you and yourclient?
CBIZ has internal software applications for logging all client communications and tracking associated
deliverable due dates. We provide our clients with meeting notes for all service and project related meetings
both telephonic, video or in person. Here again the actions required by all parties: CBIZ, vendors and PIKE are
logged, timelines established and tracked.
14.
How do you manage vendor relationships?
CBIZ manages vendor relationship at two levels, corporate and local/Atlanta:
At the corporate level CBIZ’s Executive Vice President and General Counsel, Nancy Mellard, Esq, and her
staff along with our actuaries vet, negotiate national contracts and service requirements with insurance
carriers and service providers, e.g. TPA’s, wellness companies, on site clinics, data analytic providers, etc.
In Atlanta our Vice President of Marketing, Kelly Abbott, maintains relationships with insurance
company and other vendor representatives assigned to our office and our clients. This includes routine
meetings with all vendors, performance evaluation, attendance at vendor seminars and constant
research into what vendors are operating as peak performers and initiating new client serving programs
and service platforms.
15.
In your view, what are the key exposures/challenges Pike faces? How will your firm help meetthese
challenges?
Based on PIKE’s responses to the RFP respondent questions and our analysis of your industry and your client’s
requirements we consider the following as your key exposures/challenges. They are listed in rank order of
importance:
a)
Given the mission essential tasks that PIKE needs to provide its clients with the demonstrably superior
service needed to insure current client retention and top line financial growth through new business
acquisition, it is imperative that PIKE attract, retain and motivate the industry’s most competent work
force.
Studies have indicated that the cost to replace a highly skilled technician can run up to $35,000. This figure
takes into consideration the loss of productivity from the employee’s absence, the cost of onboarding a
replacement, training costs associated with bringing a new hire up to PIKE’s standards and the divergence of
internal resources until new hire is up to speed.
Studies also have shown that a comprehensive benefit program that is communicated in an excellent,
multi-faceted, fully integrated methodology coupled with a robust enrollment platform can reduce turnover
generating significant savings.