"For distribution to Plan Sponsors only"

How many third party administrators are involved with your benefits offering at this time?

Do you have access to a single database, which can provide online ad hoc reporting across all lines of benefits?

Is your enrollment and administration system completely paperless?

Are your current carriers and/or TPA’s providing their services with a completely transparent cost structure?

Contemplate The Following…..

"For distribution to Plan Sponsors only"

Vantage: is a single point of contact administrator that seeks to reduce

time and money that companies spend managing their employee benefits

replaces the need for multiple Third Party Administrators which can increase cost

as a single source provider, it’s services are offered “a la carte”

(that is, any or all)

fees are totally transparent to the client

provides a simple yet sophisticated and secure web portal, for both participants and HR staff

"For distribution to Plan Sponsors only"

Why Vantage?

Vantage provides a comprehensive web-based solution for benefit administration configured to fit your needs:

Allowing companies to operate in a “green”, environmentally friendly manner

Eliminating enrollment forms Eliminating data entry and common input errors Seeks to reduce time and manpower required to track down

incomplete and illegible enrollment forms Eliminating storage requirements for documents Seeks to reduces potential for HIPAA violations Participant and HR access via web or benefits call center

"For distribution to Plan Sponsors only"

Why Vantage? (continues)

Vantage Benefits Administratorswww.VantageBenefits.com

Marketing Dept: (800) 337-8005Email: Marketing@VantageBenefits.com

VBA’s Benefits Platform

"For distribution to Plan Sponsors only"

Paperless Enrollment & Eligibility

via Web and Call Center

Vantage401(k)403(b), 457

-Transparent Fee Structure

-Unbiased

-Refund “Hidden” Fees

-Administration

-Compliance

-IPS Assistance

Health Administration

-Fully Insured

-Self Funded Admin

-Premium Billing Reconciliation

-HRA/HSA Admin

Wellness

-Health Risk Assessment

-Biometrics

-Lab Work

-Targeted Engagement

-Claims Analysis

-Coaching

Section 125/132

FSA/Commuter

-Deductions

-Claims Reimbursement

-Debit Card

-Compliance

Voluntary Benefits

-Accident

-Critical Illness

-Cancer

-Disability

-Dental

-Vision

-Term Life

COBRA

-Eligibility

-Enrollment

-Billing

-Collection

-Reporting to Employer

Eligibility and enrollment administration via the web and call center

Retirement/Pension plan administration and compliance

Medical and dental claims administration

Wellness program targeting catastrophic claims reduction

Section 125 Cafeteria (FSA/Commuter) administration

HRA and HSA administration for CDHP (consumer driven health plans)

COBRA administration services

Voluntary benefits enrollment and customer service

Premium billing & Reconciliation

Vantage Administration Services

"For distribution to Plan Sponsors only"

BISNet Data Flows

"For distribution to Plan Sponsors only"

Vantage Platform Summary

Paperless enrollment, life events, and administration

Eliminates manual data entry into multiple carrier systems

Minimizes errors

Seeks to reduces corporate liability

Provides complete compliance reporting and fiduciary tools

Provides 24-HR access for Participants and HR department

Seeks to save both time and money spent managing corporate benefits

"For distribution to Plan Sponsors only"

Vantage Benefits Administrators Process

VBA can provide the independent expertise needed to assist advisers and their clients in creating and implementing a complete benefits package, focusing on controlling costs while educating the employees as to the value of the overall benefits package.

"For distribution to Plan Sponsors only"

Vantage Benefits Administrators Process (continues)

VBA’s Five-Step service approach: Analyze current benefit programs Design a quality benefits package that supports current business

initiatives Source benefit providers that fulfill established objectives Implement products and administration services using a branded

communication strategy Manage daily administration and ongoing customer service

"For distribution to Plan Sponsors only"

Step 1 Analyze

Analyze current benefit programs looking at cost for company, cost to employee, contribution strategies and scope of benefits

Benchmark analysis to determine position in marketplace when compared to similar entities

Perform an employee and/or member survey to determine perception of current benefits programs

Evaluate and measure the return on investment of the current benefit programs

"For distribution to Plan Sponsors only"

Step 2 Design Identify current business initiatives, goals and objectives Develop a benefit program that supports similar outcomes Conduct a gap analysis of the current offering Design a program around fulfilling risk exposures within the

stated financial budget Give participants control of investing their benefit dollars Build a flexible program with a range of affordable, quality

benefits, so participants can choose those benefits that best meet their needs

"For distribution to Plan Sponsors only"

Step 3

Source Develop and send RFP to vendors Review vendor responses with employer Negotiate with and assist in vendor selection Integrate vendor’s systems with Vantage

administration systems

"For distribution to Plan Sponsors only"

Step 4Implement

Position the benefits program in a positive light by creating a “branded” communication strategy Communicate to participants with an emphasis towards utilization and fiscal responsibility Manage health care more efficiently by building a partnership with participants to control future cost Maximize the value of the benefit program by leveraging technology systems to provide participants with real-time access to data and information Make enrollment a positive experience by providing a user-friendly paperless enrollment process

"For distribution to Plan Sponsors only"

Step 5Manage Ongoing participant and HR customer service Provide HR and participants with daily administrative support Supply periodic administrative/demographic reports to HR Review semi-annual cost analysis and participant surveys with the

company and product providers Track the success of stated objectives for the benefits package i.e.

employer/employee cost and participant perceived value

"For distribution to Plan Sponsors only"

Why Self Fund? Elimination of most premium tax

In most states, there is no premium tax applied to the employer's claim fund, thus an immediate savings equal to the amount of the premium tax (approximately 2% to 3%) is realized

Lower cost of operation Employers often find that administrative costs for a self-funded plan

through a Third Party Administrator (TPA) are lower than those being charged by a carrier under a fully-insured program

Elimination of carrier profit margin and risk charge The standard profit margin and risk charge of an insurance carrier are

eliminated for the bulk of the plan

"For distribution to Plan Sponsors only"

Why Self Fund? (continues)

Cost and utilization controls A TPA may have several programs (i.e., hospital claim audits, large

case management, and multiple preferred provider networks [PPO]), that an insurance carrier would not want to provide

Control of plan design The self-funded employer has the flexibility in the design of the

benefit plan. State regulations mandating costly benefits are avoided because self-

funded programs are subject to (or protected by) ERISA

"For distribution to Plan Sponsors only"

Why Self Fund With Vantage?

Automatically audit high dollar claims for accuracy, miscoding, and fraud Each member has a dedicated client services team member Plan sponsors have hassle free 24-HR access to their information Quarterly meetings to review plan design and impact on claims trends Emphasis on education Dedicated partners working together for the benefit of the client including

network, utilization review, pharmacy benefit manager, wellness program, attorney and administration Team

Full disclosure and complete transparency Total dedication to ensure members receive the quality care while

providing cost containment measures to control financial impact

"For distribution to Plan Sponsors only"

VBA’s Claims Processing Flow Chart

"For distribution to Plan Sponsors only"

How Do Members Benefit? Seamless transition

Limited, if any, disruption in plan coverage or provider selection

No network restrictions for dental and vision. Members are free to choose any provider

Members will become educated on ways to improve their health and well being

Dedicated customer service representatives to answer member’s questions regarding benefits

"For distribution to Plan Sponsors only"

Vantage Wellness Program

Keep at-risk participating members from progressing to more serious health concerns

Avoid complications in members and/or participants with chronic conditions

Encourage healthier behavior

"For distribution to Plan Sponsors only"

Vantage Benefits Administrators Wellness Capabilities

Wellness Health Assessment Tool (WellHAT), includes:

Personal health profile

Rules engine

Targeted engagement strategy

Education

Recommendations

Site visits for biometric and ancillary testing

"For distribution to Plan Sponsors only"

Flexible Spending Accounts (Section 125 Cafeteria Plan)

Benefits: Allows a participant to pick and choose benefits from a menu that is

most important to them Pay group insurance premiums, out of pocket medical expenses, and

dependent (child and adult) care with pre-tax dollars (FSA) Participants save substantial income tax dollars Company realizes savings on payroll taxes Vantage provides all administration, collection, payment, and

compliance services

"For distribution to Plan Sponsors only"

COBRA Administration Vantage also offers COBRA Administration

COBRA is a federal law that requires organizations with 20 or more employees to offer the continuation of group benefits (medical, dental, vision, and medical reimbursement accounts) to employees and covered dependents upon experiencing a “qualifying event”

"For distribution to Plan Sponsors only"

Reduce:Plan(s) administration feesHR time spent on daily changes and updatesMultiple benefits administratorsData input errorsTracking down incomplete or illegible enrollment formsMultiple carrier applicationsDocument storage

Vantage Delivers Results!

"For distribution to Plan Sponsors only"

Add:One stop shop (single point of contact)Full transparency of plan costsOne website and call center for annual enrollmentFiduciary toolsAccess to real time dataCustom ad hoc reporting for HR

Public company (AIQ)Several thousand employees located in 47 states9 Employee classifications with 19 different benefit plansMultiple TPAs replaced by VBA’s Single Source Platform2 month manual enrollment condensed to an 8 day paperless enrollmentGuaranteed fixed-cost savings of $1.3M/yr (3yrs) on self-funded health plans

Vantage Case Study

"For distribution to Plan Sponsors only"

Questions & Answers

For additional support please contact Marketing Department:

Office: (800) 337-8005email: Marketing@VantageBenefits.com

web: www.VantageBenefits.com

"For distribution to Plan Sponsors only"

"For distribution to Plan Sponsors only"