may 6, 2011 2012 health care program changes: employee education strategy s t r i c t l y p r i v a...
TRANSCRIPT
May 6, 2011
2012 Health Care Program Changes: Employee Education Strategy
S T
R I
C T
L Y
P
R I
V A
T E
A
N D
C
O N
F I
D E
N T
I A
L
DRAFT 4.29.11 – v3
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
YH
EA
LTH
CA
RE
S
TR
AT
EG
Y P
RO
JEC
T –
UP
DA
TE
TO
TH
E O
PE
RA
TIN
G C
OM
MIT
TE
EHealth Care Strategy Working Group; Health Care Project Update: 05/06/11
A New Direction in Health Care for JPMorgan Chase
Encourages employees and their families to take a more active role in their health care by:
Motivating them to use their preventive care benefits, which are covered at 100% (including preventive prescription medications)
Offering financial incentives to “do the right things,” including health care education and wellness activities, which will help them stay healthier and effectively use the new plan
Asking them to become more knowledgeable about how their plan works, and the associated costs, so they can make the best decisions in order to receive quality health care for themselves and their families
Strengthens JPMC’s commitment to help employees become better health care consumers by:
Enhancing its current suite of online tools, including: Quality ratings for doctors and hospitals so people can evaluate and choose the best quality
providers for their own personal needs Cost estimates so people will know before they receive care what the services will cost
Making access to health care resources easier, including: Free, onsite access to quality physicians at our largest locations Clinical resources for health coaching and management of chronic condition
In 2012, JPMC is introducing a new health plan that will redefine our commitment as a company and as individuals to staying healthy while we manage health care costs. This new plan:
“Taking care of your health and your family should be top priorities, and it’s important that companies help employees take control of their well-being.”
~ Jamie Dimon Better Everyday Newsletter; Issue 1, July 2010
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
What We’ll Cover Today
Update progress on development of overall education strategy up to Annual Enrollment
Outline Leadership/HR/Manager Alignment education strategy and activities
Review Employee Education announcement strategy and activities
Review preliminary plan and discussion items for Round 1 of Employee Focus Groups
Next steps
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
The Engagement Approach From 50,000 Feet
HR(HR Learning
Session)Managers
Employees / Families
Executives / Senior
Managers
HR LOB CDH Champions & Employee Readiness Teams
Health Care Strategy Working Group
Training Sessions
Training Sessions
Regular Meetings
ToolkitseLearning Tools, etc.
Email at work & Mail to Homes
Employee Meetings
Training Sessions
Toolkits Toolkits
Au
die
nce
sC
han
ne
ls
Onsite Marketing Collateral
Steering Committee
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
Building the Employee Education Experience
May June July August Sept. Oct
5/6: Working Group Session
5/10-5/11: Sr. HR Leadership Development Program
7/11: J. Dimon email
7/18: J. DonnellyEmail/letter mailed home
7/25: Targeted LOB emails from LOB leaders, may be accompanied by a video (includes link to My Health Portal)
My Health portal goes live• Company Home article• Posters• Table Tents• Postcards•Quiz
10/X: Annual Enrollment Begins
9/5: Whiteboard #4 and/or E-mag #4(4)
9/12: Whiteboard #5 and/or E-mag #5(4)
9/19: Whiteboard #6 and/orE-card #6(4)
9/26: Pre-enrollment newsletter mailed
8/1: Banner ads & worksite marketing collateral continues
8/8: Special Edition newsletter mailed
8/15: Whiteboard E-learning module #1and/or E-card w/link to Fact Sheet or E-mag #1(4)
8/22: Whiteboard #2 and/or E-mag #2(4)
8/29: Whiteboard #3 and/or E-mag #3(4)
8/26-Mid OctoberEmployee
Meetings/Webinars
(1) Led by Bernadette Ulissi(2) Led by Steering Committee/HROC Member(3) Led by Corporate Benefits(4) Focus group findings and mgt input will determine final content
Unless otherwise indicated, emails and home mailings will be directed to all U.S. employees
Round 1 Employee
Focus Groups 5/23-6/3
Round 2 Employee
Focus Groups 7/18-8/5
5/16–6/10 Exec/Senior Mgr
Training Sessions(2)
Late June-Early JulyMgr Training
Sessions
Mid-MaySteering Committee/
HROC Training)(1)
Early-Mid June: HR Learning Sessions(3)
8/8 – 10/1 At Worksite--Marketing CollateralPrintouts of Fact Sheets and E-Mags available
Regular Steering Committee/HROC updates; LOB-specific communications
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
Employee Education (Continued)
JPMC will make the “official” change announcement to all U.S. Employees in July 2011
Week of 7/11 Week of 7/18 Week of 7/25
Deliverable Message from Jamie Dimon Message from John Donnelly Message from LOB Leadership
My Health Portal goes live
Audience All U.S. employees All U.S. employees & their families
LOB employees All U.S. employees & their families
Versions One One [TBD] One
Media Email Email and print mailed to homes
Email Internet-based resource
Purpose/Content
Sets the stage for what's happening; business rationale; overall commitment to employees re: health & wellness.
Provides more detail about how the health plan is changing, including a general discussion of what it means to have an account-based plan and how the vendors will be streamlined, how and when employees will learn more about the plan so they can make good decisions and use their benefits wisely, how JPMC is going to help financially (e.g., the funding incentives).
Reinforce/support messages from Jamie and John and provide a business-specific point of view about the new plan. Also previews upcoming communication, includes a link to the new My Health portal and reassures employees that the business will help support the education efforts.
Provides a wealth of wellness resource and serves as one-stop shop for information on an ongoing basis.Note: Go-live supported with posters, tent cards and postcards through week of 8/1
May and June are focused on Leadership/HR/Manager education and alignment
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
Employee Education (Continued)
Building awareness levels and alleviating “pain” points will begin in earnest in August
Week of 8/8 Week of 8/15 Week of 8/22 Week of 8/29
Deliverable Special edition newsletter Whiteboard E-Learning Module #1 and/orE-card with link to Fact Sheet or E-mag #1
Whiteboard E-Learning Module #2 and/orE-card with link to Fact Sheet or E-mag #2
Whiteboard E-Learning Module #3 and/orE-card with link to Fact Sheet or E-mag #3
Audience All U.S. employees All U.S. employees All U.S. employees All U.S. employees
Versions One One One One
Media Print mailed to homes and PDF posted on My Health portal
E-cards with links to whiteboard video and E-mag or Fact Sheet on My Health
E-cards with links to whiteboard video and E-mag or Fact Sheet on My Health
E-cards with links to whiteboard video and E-mag or Fact Sheet on My Health
Purpose/ Content
Provides a high-level introduction to new account-based plan options, HRA and wellness incentives. Introduces new networks and previews e-learning modules and fact sheet series. Will not include specific or personalized financial details (e.g., HRA core funding amounts, deductibles)
Each E-learning whiteboard module, Fact Sheet, or E-mag will focus on one topic. Specific content will be driven by employee focus group results and input from JPMC team. Possible topics include: Using Your HRA, Preventive Care 101, HRAs for Families, Get Network Savvy, Transitioning Care, HRAs and Pregnancy, Treatment Options, Cost-Effective Medications, ER vs. Urgent Care, Back to Basics, HDHP: Myth vs. Fact, Incentives/Funding, Comparing Vendors/Networks, Resources for Help, EOBs, Claim Guidance, etc. Alternative versions in print will be developed for E-learning and E-mag materials where possible.
Employee meetings, scheduled and led by HR, will take place within each LOB. Worksite marketing collateral will be displayed.
Topics for E-learning modules and Fact Sheets will reflect input from focus groups and JPMC team.
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
Employee Education (Continued)
Awareness building continues with a focus on enrollment preparation in September
Week of 9/5 Week of 9/12 Week of 9/19 Week of 9/26
Deliverable Whiteboard E-Learning Module #4 andE-card with link to Fact Sheet or E-mag #4
Whiteboard E-Learning Module #5 andE-card with link to Fact Sheet or E-mag #5
Whiteboard E-Learning Module #6 and E-card with link to Fact Sheet or E-mag #6
Pre-enrollment newsletter
Audience All U. S. employees All U. S. employees All U. S. employees All U. S. employees
Versions One One One One
Media E-cards with links to whiteboard video and E-mag or Fact Sheet on My Health
E-cards with links to whiteboard video and E-mag or Fact Sheet on My Health
E-cards with links to whiteboard video and E-mag or Fact Sheet on My Health
Print mailed to homes and PDF posted on My Health portal
Purpose Each E-learning whiteboard module, Fact Sheet, or E-mag will focus on one topic. Specific content will be driven by employee focus group results and input from JPMC team. Possible topics include: Using Your HRA, Preventive Care 101, HRAs for Families, Get Network Savvy, Transitioning Care, HRAs and Pregnancy, Treatment Options, Cost-Effective Medications, ER vs. Urgent Care, Back to Basics, HDHP: Myth vs. Fact, Incentives/Funding, Comparing Vendors/Networks, Resources for Help, EOBs, Claim Guidance, etc.
Special edition of employee wellness newsletter will include a recap of plan choices, HRA wellness and education incentives, decision support, and preview of enrollment logistics.
Employee meetings, scheduled and led by HR, will take place within each LOB . Worksite marketing collateral continues.
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
LOB Communications Plan
Unique LOB-specific communications will supplement corporate-wide education
We will engage LOB Change Management/Employee Readiness experts Develop a plan for communicating the changes to their employees and addressing special needs
LOB communications will include messages from LOB leaders, vehicles for collecting and addressing employee questions and more
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
Leadership/HR/Manager Alignment
We all need leaders, HR and managers to…
Understand the changes and support the business rationale for them
Take responsibility for cascading information into their respective businesses
Speak from the same script consistency and continuity of messages will be critical to success
Direct employees with questions to the appropriate resources
Track feedback (common themes) heard from employees and share with Corporate Benefits
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
Leadership/HR/Manager Alignment (Continued)
Week of [Early May TBD] Week of [Early June TBD] Week of 6/13 [TBD] Week of 6/27 [TBD]
Deliverable Steering Committee & HROC Training – Two SessionsPresentation led by Bernadette Ulissi
Executive & Senior Manager TrainingPresentation led by HR Executive
HR Learning Sessions – Two SessionsPresentation led by [TBD]
Manager Training SessionsPresentation led by [TBD]
Audience LOB Steering Committee and HR Executives
LOB Sr. Executives/Managers
HR Representatives LOB Managers
Versions One Version speaker’s notesOne Version FAQCustomized by LOB-Enrollment/ Overall Employee OOP Impacts/Overall Payroll Contribution Analysis
One Version speaker’s notes One Version FAQsCustomized by LOB Overall Employee OOP Impacts/Overall Payroll Contribution Analysis
One Version speaker’s notes One Version FAQs
One Version speaker’s notes One Version FAQs
Media Powerpoint – 60-90 minutes Powerpoint – -30 minutes Powerpoint – 45-60 minutes Powerpoint – 30 minutes
Purpose/Content
Prepare and equip Steering Committee and HR Executives for each LOB to discuss the new plan with the management teams of their respective businesses
Prepare and equip LOB Sr. Executives/Managers to discuss the new plan
Prepare and equip HR representatives to support the managers in their respective businesses
Prepare and equip LOB Managers
Overview High-level background and overview of what’s changing A look at the new medical plan How the HRA works Other medical plan features and wellness incentives
Understand employee impact (by LOB/geography) Update on vendor changes Employee education and communication plan Roles, responsibilities and next steps
Education & Activities
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
Employee Education
We need our employees to…
Believe in JPMC’s commitment to provide valuable health care benefits to its workforce
Feel that the new plan provides comprehensive, affordable and quality coverage
Trust that JPMC is making the right decisions for the company and for them
Know that the financial incentives built into the plan are generous
Understand what they need to do to maximize the benefits of the new plan
Be prepared to take advantage of the financial incentives
Take full advantage of the support, tools and resources being provided by JPMC
Be energized to take action
I doI feelI know
Understanding Motivation ActionInvolvement
I’m heard
Optimize Satisfaction: Understanding, Participation, Confidence, Informed Choices
JPMC listens to my views and considers my needs while doing what’s right for the company
My medical benefits are valuable, high quality and the same or better than at other companies
I trust that JPMC is making fair and responsible decisions about my benefits, how they work and what they cost.
It’s easy for me to take full advantage of my benefits because JPMC provides comprehensive education.
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
Employee Education (Continued)
Message from Jamie Dimon: Key Points
A completely new approach to medical benefits, with employee wellness as its key component– taking Well on Your Way to the next level.
A smart, innovative way to manage medical benefits—in line with the way we manage all aspects of our business and continue to safeguard our company’s health.
• Minimizes the impact of national health care cost increases and reflects evolving health care legislation.
Employees will have both more responsibility and more control with this new approach, which consists of one account-based plan with two options for all JPMC employees.
• A new “Health Reimbursement Account” (HRA) will be funded with contributions from JPMorgan Chase and used by employees to pay their share of health care expenses.
• Employees who participate in wellness and medical education programs will earn more money in their HRAs, effectively reducing their out of pocket health care expenses.
• A variety of new tools and resources, including a new portal called My Health, will support employees in their wellness and education efforts.
This won’t be a simple change, which is why we’re kicking off a comprehensive education campaign to help employees understand the changes and make the most
effective use of the new plan.
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
Employee Education (Continued)
Message from John Donnelly: Key Points Employees will need to take action to get the most out of the new plan. New plan is account-based and includes features to encourage wellness and help employees manage costs. Two options: One with a higher deductible and lower paycheck cost; the other with a lower deductible but higher
paycheck cost. While the new deductible is higher than a traditional plan, employees can earn money in their HRA three ways to
help pay for that deductible and other medical expenses. • Core Funds: automatic contribution based on compensation.• Wellness Funds: provided when employees take part in health assessments, screenings, health coaching, and weight management.• Consumerism Funds: provided when employees learn more about medical and cost management.
Any unused balance in the HRA rolls over at year-end and is portable with 5 or more years of service. Overall plan design encourages employee wellness.
• Many services are not subject to the deductible, like primary care doctor visits and preventive drugs.• 100% coverage for preventive care doctor visits.
Two medical plan vendors– [UHC and Aetna?] were chosen because of the strength of their networks and the quality of the resources they provide.
• Both vendors will administer the plan and pay benefits the same way, but different provider networks will mean employees must choose the best fit.
• Moving from seven administrators to two will still provide a choice of networks while allowing the plan to run more efficiently.
JPMorgan Chase Health Services onsite physicians at our largest locations will provide free routine and urgent care.
Employee tools and resources are key to the new plan.• MyHealth, the new JPMorgan Chase health portal, will give you access to all your medical plan information and tools in one place. • Employees will not need to make any decisions now; that will happen during Annual Enrollment in October.
Emphasizes the importance of employees’ role in taking action and learning about the new plan
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
Employee Education (Continued)
Message from LOB Leaders: Key Points Reassurance that the medical benefits changes employees heard about from J. Dimon and J. Donnelly are
the right thing to do for our line of business. [Add specific LOB rationale]
We remain committed to providing medical benefits to employees, now with an even greater emphasis on employee health and wellness.
Employees will have to be more involved to get the maximum value out of their new medical plans, so we will be providing extensive education and communications. [Add how specific LOB will support those efforts]
• Watch for pre-enrollment communications, including a special edition of a Well on Your Way employee wellness newsletter, coming in August .
You can now access new online tools and resources at the JPMorgan Chase portal—My Health. [Include link to portal]
• More details about what will be available on the My Health portal, including a new e-learning series specifically about the new medical plan, other benefits information, links to medical plan vendors’ sites, etc.
Encourage employees to attend Annual Enrollment benefit meetings to be conducted by their HR professionals.
Reiterates commitment to support employees through this change and provides more specifics about education campaign
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
Focus Group Process
JPMC Focus Group Process
Audience Selected U.S. employees
Goal
Engage and involve employees in the change process Assess current understanding of medical plan features, concepts and terms Assess openness and reactions to wellness/consumerism concepts Learn preferences for communications on medical (e.g., meetings, web)
Approach
Round 1: 20-25 sessions, sampled across LOBs and geographies• Quickly assess understanding of medical and wellness concepts and terms,
readiness for change, and preferences for communications• Timing: Prior to initial employee announcement – Late May to early June
Round 2: 30-35 sessions, sampled across LOBs and geographies (not the same
participants as in Round I)• Explore the account-based plan concept to identify initial reactions, questions,
concerns, how employees want to learn about the plans; reaction to initial
communications• Timing: Immediately following initial employee announcement – Mid July
Round 3: 30-35 sessions, sampled across LOBs and geographies (randomly sampled without regard to prior focus group participation)
• Assess experiences with new plans, identify points of confusion and needs for
further communications to help employees get the most out of the plans• Timing: Early 2012 after new plan takes effect
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
Focus Group Discussion Outline: Round 1
Introduction: Welcome, process description, ground rules
Overall perceptions/understanding of current medical benefits
Level of understanding of current medical/wellness programs
Satisfaction with health plan
Who manages health care decisions in the household
Understanding of health care costs
Awareness of US health care cost increases and reasons behind them
Awareness of Health Care Reform
Reactions to incentives for healthy behaviors
Benefits communication
Effectiveness of current benefit communications overall
Effectiveness of annual enrollment communications
Where go for more information to make decisions
Most useful methods of communication to understand benefits
Test reactions to potential messages
Conclusion
10-12 employees per sessionNo reporting relationships
90 minute discussions Led by a Towers Watson facilitator
Confidentiality is reinforced
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
Next Steps
Engage LOB Change Management/Employee Readiness experts
Continue building specifics for overall education strategy Creative media strategy
Marketing approach for launch of My Health portal
Detailed review, drafting and production schedule for employee announcement distribution
Determine approach, vehicle(s) and timing for collecting and addressing employee questions
Start solving for special audiences Build message platform by employee group, as needed
Outline LOB-specific communication plans with LOB HR Champion
Determine communications plan for current HMO enrollees
Continue to prepare for first round of focus groups Confirm discussion content, sampling strategy, locations
Randomly sample 20-25 employees to be invited to each focus group session
Reach out to local resources in each location to reserve rooms and send invitations/reminders
19191919
Appendix
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
Focus Group Sampling
The goal of the focus group sampling process is to ensure we hear from a representative group of employees
Based on actual demographic data, the following table shows the suggested numbers of focus group sessions by region and LOB
Region/LOB and Actual Population
PercentageNortheast
(26%)South (13%)
Central (41%)
West (20%)
Total # of FGs
Percent of FGs
Asset Management (9%) 1 1 2 8%
Card (13%) 2 2 4 15%
Commercial (3%) 1 1 4%
Corporate (14%) 2 2 4 15%
Investment Bank (9%) 2 2 8%
Retail (41%) 2 2 2 4 10 38%
Treasury (11%) 1 2 3 12%
Total # of FGs 9 5 8 4 26
Percent of Focus Groups 35% 19% 31% 15%
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
Focus Group Sampling
Based on the suggested number of focus group sessions per region and LOB, we have identified a list of potential locations and focus groups dates as a starting point
LOB representative will provide input into site selection
LOB State Location Date
Asset Management New York 270 Park Avenue May 23, 2011
Asset Management OH Polaris McCoy Center or Corporate Center Columbus May 26, 2011
Card Services Delaware One or Three Chistina Center June 1, 2011
Card Services Delaware One or Three Chistina Center June 1, 2011
Card Services Florida Orlando 600 June 3, 2011
Card Services Florida Orlando 600 June 3, 2011
Commercial BankTexas JPMorgan Chase Building or WM7266 Royal Ridge
Operations June 2, 2011
Corporate Sector New York 270 Park Avenue May 23, 2011
Corporate Sector New York One CMP May 24, 2011
Corporate Sector Ohio Polaris McCoy Center or Corporate Center Columbus May 26, 2011
Corporate Sector Ohio Polaris McCoy Center or Corporate Center Columbus May 26, 2011
(Continued)
201
2 H
EA
LT
H C
AR
E P
RO
GR
AM
CH
AN
GE
S:
CH
AN
GE
/CO
MM
UN
ICA
TIO
NS
& E
DU
CA
TIO
N S
TR
AT
EG
Y
Focus Group Sampling (continued)
LOB State Location Date
Investment Bank New York 270 Park Avenue May 23, 2011
Investment Bank New York 383 Madison May 24, 2011
Retail Financial Services Arizona 100 University Drive Building F May 31, 2011
Retail Financial Services Arizona Chase Tower Phoenix May 31, 2011
Retail Financial Services California WM2943 NSC 11 HQ or 10790 Rancho Bernardo Road May 30, 2011
Retail Financial Services California WM2943 NSC 11 HQ or 10790 Rancho Bernardo Road May 30, 2011
Retail Financial Services Florida WM5602 Horizons June 2, 2011
Retail Financial Services Florida WM5602 Horizons June 2, 2011
Retail Financial Services New York 900 Stewart or WM5383 Albion Operations May 25, 2011
Retail Financial Services New York 900 Stewart or WM5383 Albion Operations May 25, 2011
Retail Financial Services Ohio Polaris McCoy Center or Corporate Center Columbus May 27, 2011
Retail Financial Services Ohio Polaris McCoy Center or Corporate Center Columbus May 27, 2011
Treasury & Securities Florida HO1-10430 Highland Manor June 1, 2011
Treasury & Securities Texas JPMIP June 1, 2011
Treasury & Securities Illinois 300 South Riverside May 30, 2011