PMC to prioritize their preferences for future projects. PMCs are given 10 points to allocate across 18 project characteristics, which fall into these categories: Travel, Industry, Service Line, and Complexity. While not every assignment can be completely aligned with a consultant’s VOICE, the farther away one engagement is from one’s preferences, the more weight VOICE will carry when it comes to that individual’s next deployment. PMCs are supported by a Director, who meets with them weekly, often at the client site. The Directors coach, mentor, and ensure application of best practices. Directors—all of whom were previously PMCs—also provide specialized support for the client team. CoE representatives and other internal experts do likewise through direct project support, roundtables, and Project Launch Analysis (PLA). PLAs are held to ensure a more effective startup and include PMCs, Directors, and representatives of senior leadership, as well as KPM and CoE resources familiar with the client and/or project type. This team effort allows IPM to capitalize on our core competencies and provide true project leadership. At the same time, it helps uphold the Company philosophy of exceeding customer expectations, further enabled through one-on-ones and diligent account management. Internally, work is accomplished through various functional and project teams, with progress on Initiatives tracked via the Internal Project Portfolio Management (IPPM) dashboard. 5.1b Workforce Climate 5.1b(1) Workplace Environment The health and wellness of our workforce is vitally important to IPM. Performance measures and goals for the workplace environment are listed in Figure 5.1-3 . IPM provides a health screen, including flu shots, for our employees and spouses on an annual basis, at no cost to the employee. Social wellness activities are coordinated—such as the company-wide Biggest Loser contest and Fit-by-Fall walking challenge or office- specific community walks and rec sport leagues. Health and wellness tips are included in The Pulse . Measures Goals Results/Figure
through assessments of IPM worksites/buildings (parking lots, entrances and exits, fire alarms and emergency exits, meeting rooms, desks, hallways, stairwells, elevators, and restrooms). 5.1b(2) Workforce Benefits and Policies IPM supports our workforce through an extensive range of benefits and services (Figure 5.1-4) . IPM bears over 95% of the cost of each full-time employee’s and their dependents’ medical insurance premiums, and 100% of their dental premiums, short-term disability coverage, and the cost of life insurance equal to one year’s salary. Other optional coverage is offered at reduced group plan rates. Additionally, because IPM offers high-deductible health insurance to keep premiums low, the Company reimburses employees for the first 77% of deductible expenses, thus dramatically limiting potential out-
of-pocket costs. Health & Wellness
• Health Premiums (100% paid by IPM for employee, and 95% paid by IPM for dependents) • Health reimbursement account (HRA) paid by IPM for the first $1,925/$2,500 individual deductible and $3,850/$5,000 family deductible • HRA paid by IPM for co- insurance (100% excluding ER, prescription, and out-of- network) Financial • Insurance – Short-term disability (100% paid by IPM), Life 1X salary (100% paid by IPM), Life/AD&D for dependents ($5,000 for spouse, $2,500 for children) paid by IPM. Additional life, AD&D & disability (V) • 401K Plan with IPM match of 50% up to 6% of salary • Profit Sharing • Educational Assistance $15,000/yr. for degree programs Continuing education (licenses, certifications) Other • Expense Reimbursement (RB): Cell phone, mileage, public transportation, entertainment, safety shoes, business travel
• Dental (100% paid by IPM for employee and dependents) • Flexible Health Spending Accounts (V) • Employee Assistance Program • Wellness Program Health Screens (100% paid by IPM for employee and spouse) • Flu Shots (100% paid) (V) • Vision (V) • Paid Time Off: vacation, sick, personal, special occasion, 9 paid holidays • Leaves: FMLA, personal, bereavement, military • Bonuses: Company Performance (All non- management employees) Management
Employee Referral Business Referral BD Incentive Plan (BD)
• Opt-out health & dental stipend
Participating in wellness screenings Background checks Completed remodeling improvement
100% participation 100% compliance
Health
7.3-12
Security
7.3-10
• Worldwide travel insurance • New hire mentoring program • Performance-based compensation
100% compliant with ADA standards
Accessibility
7.4-11
Figure 5.1-3 Workplace Environment Goals & Measures To provide a secure environment, IPM conducts staff background checks and provides internal emergency alerts/staff communication. The Corporate office has set receptionist hours, controlled key card access and a remotely monitored alarm system, and all visitors must be escorted within the office. At our other locations and on client sites, ensuring safety is our highest priority. The 2013 Corporate office remodel focused on compliance with ADA standards. Additionally, accessibility is ensured
Abbreviations: V (voluntary participation), RB (role-based) Figure 5.1-4 Workforce Benefits & Policies
The insurance program benefits are reviewed prior to renewal each year and improvements are implemented whenever possible. The benefit programs are evaluated during the BPP, and recommendations for improvements are reviewed. Employee concerns and improvement suggestions are received through the AP survey. A voluntary program for a Supplemental Long Term Disability benefit was developed
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