public employee benefit authority, south carolina
TRANSCRIPT
AGENCY NAME: South Carolina Public Employee Benefit Authority
AGENCY CODE: F500 SECTION: 105
A-1
Fiscal Year 2014-15
Accountability Report
SUBMISSION FORM
AGENCY MISSION
To recommend, offer, and administer competitive programs of retirement and insurance benefits for public employers, employees, and retirees in South Carolina.
Please identify your agency’s preferred contacts for this year’s accountability report. Name Phone Email
PRIMARY CONTACT: Peggy G. Boykin, CPA 803-734-8117 [email protected]
SECONDARY CONTACT: Sarah N. Corbett 803-737-7751 [email protected]
I have reviewed and approved the enclosed FY 2014-15 Accountability Report, which is complete and accurate to the extent of my knowledge.
AGENCY DIRECTOR
(SIGN/DATE):
09/08/2015
(TYPE/PRINT NAME): Peggy G. Boykin, CPA
BOARD/CMSN CHAIR
(SIGN/DATE):
09/08/2015
(TYPE/PRINT NAME): Arthur M. Bjontegard, Jr.
AGENCY NAME: South Carolina Public Employee Benefit Authority
AGENCY CODE: F500 SECTION: 105
A-2
AGENCY’S DISCUSSION AND ANALYSIS For the first time since 2012, the South Carolina Public Employee Benefit Authority Board (PEBA) was under the leadership of its Board of Directors and a permanent executive director. In July 2014, PEBA’s Board of Directors appointed Peggy G. Boykin, CPA, as the agency’s executive director. Subsequently, a major focus during fiscal year 2015 was the review of the agency’s organizational structure. The executive management team conducted a comprehensive review of the organization, both departmentally and as a whole. As a result, the remaining separate Insurance Benefits and Retirement Benefits operational functions of the mail room, imaging, enrollment, cash receipts and accounting were consolidated and the following positions and units were created:
Chief Operating Officer
Chief Financial Officer
Insurance Policy Director
Procurement Officer
Employer Services Director
Employer Services Unit
Health Care Policy Unit
Operational Research and Development Unit These organizational changes were designed to make PEBA function more efficiently, effectively, and most importantly, responsively to its stakeholder groups. This goal was the mitigating factor behind the creation of the new Employer Services Unit. This unit has three major functions:
Educating employers on PEBA functions, services and legislation; and providing employers with the essential tools and resources to effectively meet their PEBA-related responsibilities;
Ensuring our diverse group of employers receive high-quality customer services across PEBA functions; and
Advocating for operational and technical improvements to PEBA functions to benefit our employers. Employer Services staff began soliciting feedback from both employers and PEBA employees on current PEBA services and opportunities for improvements as well as conducting a review of other similar-sized state plans to identify other areas for service enhancement. Ownership of PEBA’s employer websites have also been transferred to this unit. Along with reviewing the agency’s structure, PEBA also developed Characteristics of High Performance, which were designed to define and promote an organizational culture of high performance. Town Hall style meetings were scheduled to introduce these characteristics to staff, to explain how these characteristics will guide how staff perform as individuals and as an agency, and to give staff a chance to offer comments. During FY15, PEBA updated its identity. PEBA developed a new logo and tag line which define the agency by encompassing both insurance and retirement. A style guide and templates were also designed and issued to staff to ensure that PEBA presents a consistent look and feel across all mediums. As part of this update, PEBA staff recommended and the Board approved co-branding products with the agency’s various insurance and retirement vendors. Along with co-branding, PEBA staff began a strategic review and oversight of all external vendor’s marketing and communications plans and contractual responsibilities.
AGENCY NAME: South Carolina Public Employee Benefit Authority
AGENCY CODE: F500 SECTION: 105
A-3
Beginning in October 2014, Funston Advisory Services (FAS), with oversight from the South Carolina Office of the State Inspector General (SIG), conducted a fiduciary performance audit of PEBA. The purpose of the audit was to critically evaluate the fiduciary roles and responsibilities of PEBA and staff; the relationship with other fiduciaries of the Retirement Systems; and the operational policies and practices of PEBA. The goal of the audit was to identify areas of strengths and weaknesses, provide comparison with leading practices of other retirement agencies and make improvement recommendations. The final report, which was issued on January 16, 2015, contained 113 recommended improvements. Of the recommendations presented, 102 can be addressed by PEBA directly; legislative changes by the General Assembly will be needed for the remaining 11. During the audit, FAS found that PEBA has been keeping its service promise while maintaining strong cost controls:
97 percent or higher customer satisfaction rating for the Call Center and Visitor Center for the previous two fiscal years; and
PEBA staff are competent, dedicated and service-oriented. After the final FAS report was issued, PEBA staff incorporated the audit recommendations into PEBA’s strategic actions plans for the organization. The Board of Directors adopted the action plans during its March 2015 retreat. As of June 30, 2015, PEBA had completed 47 of the recommendations. Completed tasks include:
Confirming State Optional Retirement Program and Deferred Compensation investment advisors acknowledge their compliance with the Securities and Exchange Commission;
Prioritizing strategic planning as a focus for the Board of Directors;
Updating the Board of Directors’ Bylaws and Committee Charters to include formalizing a process for calling a committee meeting and developing an agenda, developing a Board Orientation Manual and process for new members, and creating a framework for evaluating the Executive Director; and
Enhancing the Board’s Education Policy to include expanded framework on ethical standards and fiduciary training and added outside, non-vendor training requirement.
PEBA is slated to complete 28 of the tasks in fiscal year 2016; 11 in fiscal year 2017; and six in fiscal year 2018. PEBA continued its participation in Cost Effectiveness Measurement, Inc., benchmarking service for retirement systems. The annual administrative cost per active and retired member was $31, which was $47 below the peer median of $78 as reported in the fiscal year 2014 report. In cooperation with the Retirement System Investment Commission, PEBA began holding quarterly meetings with stakeholder groups as a way to help ensure that information about important benefits and programs is reaching as many members as possible. A public policy comment form was also added to PEBA’s website as a method for the Board to receive comments and feedback on issues facing the agency. In keeping with PEBA’s strategic plan for FY15, the Health and Wellness Initiatives Unit developed health initiatives designed to improve members’ health outcomes while reducing costs. These initiatives included a free biometric screening, the Generic Copay Waiver program, a shingles vaccine at no cost for those members age 60 and older and a flu vaccine at no cost beginning July 1, 2015. Marketing kits were developed and distributed to promote the biometric screening and Generic Copay Waiver program. Promotion of the shingles and flu vaccines will continue through the end of 2015.
For claims incurred and paid from January to May of 2014 compared to 2015, there was a 62.7 percent increase in the biometric screening and a 64.1 percent increase in the shingles vaccine utilization rates.
AGENCY NAME: South Carolina Public Employee Benefit Authority
AGENCY CODE: F500 SECTION: 105
A-4
Biometric screening utilization increased from 11,318 to 18,413 and the shingles vaccine utilization increased from 2,440 to 4,005 during the same period.
Participation in the Generic Copay Waiver program also increased from 3,546 to 6,001 as of first quarter 2015.
The PEBA Board adopted a strategic goal to “design and implement an updated health care plan that focuses on improving health outcomes and reducing costs.” To make progress toward that end, PEBA staff worked in collaboration with its health care consultants and BlueCross BlueShield of South Carolina to benchmark the State Health Plan against both public and private sector insurance plans and to recommend best practices in plan design change to drive improving health outcomes and reducing costs. As part of that process, PEBA staff reviewed the “2015 Segal Health Plan Cost Trend Survey: Top Medical Plan and Prescription Drug Plan Cost-Management Strategies Implemented in 2014” and benchmarked the State Health Plan against those strategies (see charts beginning on Page A-5). The PEBA Board adopted strategies to pursue in 2016-2018 as a result of this work. The PEBA staff and Board have focused attention on plan design changes that are within the control of PEBA. However, as with every other entity in the health care industry, PEBA is constantly mitigating continual cost increases. Much of the cause of those increases are systemic and not within PEBA’s control. To address this, PEBA is beginning participation in the “Alliance for a Healthier South Carolina” and is receptive to participating in any other collaborative initiative with other state agencies within South Carolina that would help PEBA impact the overall systemic issues of cost in the health care system. During FY 2015, PEBA continued its record of cost-efficient and effective stewardship for the State Health Plan in particular as is evident from the following data from the “2015 Segal Health Plan Cost Trend Survey:” PEBA staff continued to work closely with the external actuary and participating employers to implement the Governmental Accounting Standards Board (GASB) Statements 67 and 68 requirements. Staff surveyed employers to obtain information about their audit and financial statements and to ensure PEBA has the appropriate senior level finance contact for each employer. The first GASB 68 Special Audit as of the June 30, 2014, Measurement Date was completed for which an unmodified opinion was issued. Staff continued to enhance PEBA’s online GASB resource center by adding the following:
• Pension Disclosure Memorandum for June 30, 2014, Measurement Date; • A four-part Online Educational Series on GASB 67/68; • June 30, 2014, Accounting Valuation Report; • Contribution Reconciliation Template for Employers; and • Q&A Document with Frequently Asked Questions.
During FY 2015, PEBA began an operational assessment to evaluate its business processes and procedures for consolidating the Insurance and Retirement information technology systems. One of the goals of the assessment is to increase the availability of online services for employers and members. PEBA will also ensure that its information technology resources are deployed in the safest and secure manner feasible. The assessment is scheduled to be completed by June 2016 and will include a roadmap and recommendations for implementation moving forward. Our new agency tagline—Serving those who serve South Carolina—serves as a reminder to our staff that the work we do every day makes a difference in the lives of our members and subscribers. PEBA’s Board of Directors, Executive Director and management team remain committed to excellence, accountability and transparency with respect to all of the agency’s responsibilities.
AGENCY NAME: South Carolina Public Employee Benefit Authority
AGENCY CODE: F500 SECTION: 105
A-5
State Health Plan vs. national trends Public and private
sector plans1 State Health Plan2
2011 6.7% 2.3%
2012 6.7% 6.4%
2013 5.6% 4.0%
2014 7.4% -1.3%
1 Includes active participants and retirees under the age of 65 in private and public sector insurance plans. 2 Trend is defined as claims paid per member (includes employee and dependents).
Average Annual Gross Plan Cost per Active Employee1 Amount2 Amount2
State Health Plan $9,237 All Employers $10,196
Public Employers $11,478 Employers – 500+ $10,658
Private – Mfg. $10,748 Employers – 20k+ $10,550
Private – Financial Services $10,580 South3 $9,894
1Average cost in PPO (Preferred Provider Organization) and POS (Point of Service) plans 2Average Annual Gross Plan Cost per Employee (Medical and Pharmacy Only for Active Employees and Their Dependents) = (Claims
cost for employee and dependents + administrative costs + employee contributions)/number of active employees 3South: Includes Alabama, Arkansas, Delaware, Florida, Georgia, Kentucky, Louisiana, Maryland, Mississippi, North Carolina, Oklahoma,
South Carolina, Tennessee, Texas, Virginia and West Virginia
2014 Average Monthly Total Premiums1
Totals include Employee and Employer Contributions
Single Family
State Health Plan $429 $1,129
Lg. Public & Private Sector Employers1 $528 $1,469
Public & Private Sector Employers in South2 $495 $1,378
Public Employers $530 $1,317
Private – Manufacturing $511 $1,451
Private – Financial Services $522 $1,439
1Lg. Public and Private Sector Employers: ≥ 200 employees in public and private sectors 2Public & Private Sector Employers in South: Includes Alabama, Arkansas, Delaware, District of Columbia, Florida, Georgia, Kentucky,
Louisiana, Maryland, Mississippi, North Carolina, Oklahoma, South Carolina, Tennessee, Texas, Virginia and West Virginia
AGENCY NAME: South Carolina Public Employee Benefit Authority
AGENCY CODE: F500 SECTION: 105
A-6
0
20
40
60
80
100
2014 Average Annual Deductible
Amount
State Health Plan $420
Lg. Public & Private Sector Employers1 $657
Public & Private Sector Employers in South2 $893
1Lg. Public and Private Sector Employers: ≥ 200 employees in public and private sectors 2Public & Private Sector Employers in South: Includes Alabama, Arkansas, Delaware, District of Columbia, Florida, Georgia, Kentucky,
Louisiana, Maryland, Mississippi, North Carolina, Oklahoma, South Carolina, Tennessee, Texas, Virginia and West Virginia
2015 Composite Monthly Premiums1
Compared to Other State Employee Health Plans
Employer Employee Total
State Health Plan $487.64 $159.32 $646.96
South2 $637.06 $172.45 $809.51
United States $765.26 $173.16 $938.42
1Composite Monthly Premiums: Weighted average of all PEBA health subscribers enrolled in each coverage level 2South: Includes Alabama, Arkansas, Georgia, Kentucky, Louisiana, Mississippi, North Carolina, Oklahoma, South Carolina, Tennessee,
Texas, Virginia and West Virginia
SHP Composite Monthly Premiums1 as a Percentage of Regional and National
Averages Compared to Other State Employee Health Plans
1Composite Monthly Premiums: Weighted average of all PEBA health subscribers enrolled in each coverage level 2South: Includes Alabama, Arkansas, Georgia, Kentucky, Louisiana, Mississippi, North Carolina, Oklahoma, South Carolina, Tennessee,
Texas, Virginia and West Virginia
SHP 79.89%
South2
SHP 68.94%
United States
AGENCY NAME: South Carolina Public Employee Benefit Authority
AGENCY CODE: F500 SECTION: 105
A-7
Organizational Structure
Agen
cy Nam
e:
Fiscal Year 2014-15
Acco
un
tability R
epo
rt
Age
ncy C
od
e: F5
00
Section
:105
Pro
gram Tem
plate
Gen
eral
Oth
er
Fede
ralTO
TAL
Gen
eral
Oth
er
Fede
ralTO
TAL
I. Ad
min
istration
To p
rovid
e adm
inistrative service
s to th
e
Emp
loyee
Insu
rance
Pro
gram an
d
Retire
men
t Systems
$ 1,946,087 $ 1,9
46,087
$ 3,452,426 $ 3,4
52,426
1.1.1 thro
ugh
1.1.7
II. A. Em
plo
yee In
suran
ce P
rogram
To p
rovid
e cost effective in
suran
ce b
enefits
to em
plo
yees an
d re
tirees o
f pu
blic secto
r
emp
loyers in
Sou
th C
arolin
a to in
clud
e
health
, den
tal, life, lon
g term care
and
flexible sp
end
ing acco
un
ts.
$ 7,680,837 $ 7,6
80,837
$ 7,896,610 $ 7,8
96,610
2.1.1 thro
ugh
2.3.2
II. B. R
etirem
ent System
s
To ad
min
ister a com
pre
hen
sive pro
gram o
f
retire
men
t ben
efits resp
on
sive to th
e nee
ds
of p
ub
lic emp
loyee
s and
to p
erform
fidu
ciary du
ties as steward
s of th
e
con
tribu
tion
s and
distrib
utio
ns o
f the
pen
sion
trust fu
nd
s.
$ 10,052,028 $ 10,0
52,028
$ 10,549,102 $ 10,5
49,102
3.1.1 thro
ugh
3.4.1
III. Emp
loyee
Ben
efitsTo
increase th
e econ
om
ic security o
f agency
staff and
imp
rove w
orker re
tentio
n.
$ 4,125,399 $ 4,1
25,399
$ 4,524,173 $ 4,5
24,173
1.5.4, 1.5.7, 1.5.9
$ - $ -
$ - $ -
Total Exp
end
iture
s $ 23,804,351
$ 23,804,3
51 $ 26,422,311
$ 26,422,3
11
Pu
blic Em
plo
yee Ben
efit A
uth
ority
FY 2013-14 Exp
end
itures
FY 2014-15 Exp
end
itures
Pro
gram/Title
Pu
rpo
seA
ssociated
Ob
jective(s)Page 1 o
f 1
Age
ncy N
am
e:
Age
ncy C
od
e:
F50
0Se
ction
:1
05
Item
Pe
rform
an
ce Me
asure
Last V
alu
eC
urre
nt V
alu
eT
arge
t Va
lue
Tim
e A
pp
licable
Da
ta So
urce
an
d A
vaila
bility
Re
po
rting Fre
q.
Ca
lcula
tion
Me
tho
dA
ssocia
ted
Ob
jective
(s)
1C
all Ce
nter W
ait Time
s- Insu
rance
and
Re
tirem
en
t
1 m
inu
te 26
seco
nd
s1
min
ute 5
seco
nd
s<
1 m
in. 4
5 se
c.Fiscal Year
CM
S, daily
Mo
nth
ly
Nu
mb
er o
f min
utes an
d se
con
ds
be
twe
en
the
time
a call en
ters the
call cen
ter qu
eu
e an
d th
e tim
e th
e
call is answ
ere
d
1.1
.1, 1
.5.4
, 1.6
.4
2V
isitor W
ait Time
- Insu
rance
5 m
inu
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min
utes
< 1
5 m
inu
tesFiscal Year
UN
IX, d
ailyM
on
thly
Nu
mb
er o
f min
utes b
etw
ee
n th
e
time
a visitor sign
s in at re
cep
tion
and
the
time
the
visitor m
ee
ts with
a cou
nse
lor
1.1
.1, 1
.5.4
3V
isitor W
ait Time
- Re
tirem
en
t6
min
utes
7 m
inu
tes<
15
min
utes
Fiscal YearU
NIX
, daily
Mo
nth
ly
Nu
mb
er o
f min
utes b
etw
ee
n th
e
time
a visitor sign
s in at re
cep
tion
and
the
time
the
visitor m
ee
ts with
a cou
nse
lor
1.1
.1, 1
.5.4
4C
all Ce
nter C
usto
me
r Satisfaction
Surve
y
Re
sults- In
suran
ce an
d R
etire
me
nt
98
.60%
98
.80%
> 9
5%
Fiscal YearSu
rvey B
ox (V
oice
mail System
),
mo
nth
lyM
on
thly
Pe
rcen
tage of re
spo
nd
en
ts to th
e
Call C
en
ter Po
st-Call Satisfactio
n
Surve
y wh
o gave
a resp
on
se o
f
"satisfied
"
1.1
.1, 1
.5.4
5V
isitor C
usto
me
r Satisfaction
Surve
y Re
sults-
Insu
rance
and
Re
tirem
en
t9
9.58
%9
8.83
%>
95
%Fiscal Year
ZIP SU
RV
EY, ann
ual
An
nu
al
Pe
rcen
tage of re
spo
nd
en
ts to th
e
Visito
rs Ce
nter P
ost-C
ou
nse
ling
Satisfaction
Surve
y wh
o gave
a
resp
on
se o
f "satisfied
"
1.1
.1, 1
.5.4
6R
etire
me
nt B
en
efits M
emb
er A
ccess U
sers
69
,74
19
5,0
52
N/A
Jun
e 3
0A
DA
BA
S file fo
r Mem
be
r Acce
ss
accou
nt h
old
ers, d
ailyA
s Re
qu
ested
Total n
um
be
r of e
xisting active
accou
nts in
the
Mem
be
r Acce
ss
system
1.1
.1, 1
.5.4
, 1.6
.4
7IT System
Availab
ility- Pe
rcen
t Availab
le9
9.98
%9
9.64
99
%Fiscal Year
Illien
t, daily
An
nu
alH
ou
rs reco
rde
d d
ow
ntim
e d
ivide
d
by h
ou
rs available
1.1
.1, 1
.5.4
8P
erce
ntage o
f IT He
lpd
esk C
alls Re
solve
d
With
in 2
4-h
ou
r Bu
sine
ss Cycle
78
.95%
91
.50%
90
%Fiscal Year
Illien
t, daily
An
nu
al
1 m
inu
s the
# o
f he
lp d
esk calls
taking m
ore
than
24
ho
urs to
reso
lve d
ivide
d b
y total h
elp
de
sk
calls
1.1
.1, 1
.5.4
9G
en
eric P
rescrip
tion
Dru
g Utilizatio
n as a
Pe
rcen
tage of all P
rescrip
tion
s7
7%
79
.80%
81
%C
alen
dar Year
Claim
s Data, u
pd
ated b
i-we
ekly
Mo
nth
ly
Nu
mb
er o
f gene
ric pre
scriptio
ns
filled
as a pe
rcen
tage of to
tal
pre
scriptio
ns fille
d
2.1
.1, 2
.1.2
, 2.1
.5
10
Claim
$ In
crease
Pe
r Mem
be
r-SHP
4%
-1.30
%
Less th
an n
ation
al
average (P
ub
lic and
Private Se
ctor)
7.4%
Cale
nd
ar Year2
01
5 Se
gal He
alth P
lan C
ost
Trend
Surve
y, ann
ual
An
nu
al
Ave
rage Claim
$ p
er m
em
be
r
(inclu
de
s em
plo
yee an
d
de
pe
nd
en
ts) incre
ase cu
rren
t year
com
pare
d to
pre
viou
s year
2.1
.1, 2
.1.2
, 2.1
.5
Fiscal Y
ear 2
01
4-1
5
Acco
un
tab
ility Re
po
rt
Pe
rform
an
ce Me
asure
me
nt T
em
pla
te
Pu
blic Em
plo
yee
Be
nefit A
uth
ority
Age
ncy N
am
e:
Age
ncy C
od
e:
F50
0Se
ction
:1
05
Item
Pe
rform
an
ce Me
asure
Last V
alu
eC
urre
nt V
alu
eT
arge
t Va
lue
Tim
e A
pp
licable
Da
ta So
urce
an
d A
vaila
bility
Re
po
rting Fre
q.
Ca
lcula
tion
Me
tho
dA
ssocia
ted
Ob
jective
(s)
Fiscal Y
ear 2
01
4-1
5
Acco
un
tab
ility Re
po
rt
Pe
rform
an
ce Me
asure
me
nt T
em
pla
te
Pu
blic Em
plo
yee
Be
nefit A
uth
ority
11
Ave
rage An
nu
al Gro
ss He
alth P
lan C
ost p
er
Active
Emp
loye
e-SH
PN
/A$
9,2
37
Rate favo
rably
against o
the
r
em
plo
yers:
1.P
ub
lic Emp
loyers
$1
1,4
78
2. P
rivate Mfg.
$1
0,7
48
3.P
rivate Finan
cial
Service
s $1
0,5
80
4. A
ll Emp
loyers
$1
0,1
96
5. Em
plo
yers 5
00
+
$1
0,6
58
6. Em
plo
yers 2
0k+
$1
0,5
50
7. So
uth
$9
,98
4
Cale
nd
ar Year
20
13
Merce
r Natio
nal Su
rvey o
f
Emp
loyer-Sp
on
sore
d H
ealth
Plan
s, ann
ual
An
nu
al
Claim
s cost fo
r em
plo
yee an
d
de
pe
nd
en
ts + ad
min
costs +
em
plo
yee co
ntrib
utio
ns d
ivide
d b
y
the
nu
mb
er o
f active e
mp
loyee
s
2.1
.1, 2
.1.2
, 2.1
.5
12
Ave
rage Mo
nth
ly He
alth P
rem
ium
s-SHP
Single
-$4
08
.20
Family- $
1,0
76
Single
-$4
29
Family- $
1,1
29
Rate favo
rably
against o
the
r
em
plo
yers:
1. Lg.
Pu
blic/P
rivate
Secto
r Emp
loyers
Single
- $5
28
Family- $
1,4
69
2. P
ub
lic/Private
Secto
r Emp
loyers
in th
e So
uth
Single
-$4
95
Family- $
1,3
78
3. P
ub
lic Emp
loyers
Single
- $5
30
Family- $
1,3
17
4. P
rivate
Man
ufactu
ring
Single
- $5
11
Family- $
1,4
51
5. P
rivate Finan
cial
Service
s
Single
- $5
22
Family- $
1,4
39
Cale
nd
ar Year
Kaise
r Family Fo
un
datio
n
Emp
loyer H
ealth
Be
ne
fits 20
14
An
nu
al Surve
y, ann
ual
An
nu
al
Ave
rage Mo
nth
ly Total P
rem
ium
s
(inclu
din
g em
plo
yee an
d e
mp
loyer
con
tribu
tion
s)
2.1
.1, 2
.1.2
, 2.1
.5
Age
ncy N
am
e:
Age
ncy C
od
e:
F50
0Se
ction
:1
05
Item
Pe
rform
an
ce Me
asure
Last V
alu
eC
urre
nt V
alu
eT
arge
t Va
lue
Tim
e A
pp
licable
Da
ta So
urce
an
d A
vaila
bility
Re
po
rting Fre
q.
Ca
lcula
tion
Me
tho
dA
ssocia
ted
Ob
jective
(s)
Fiscal Y
ear 2
01
4-1
5
Acco
un
tab
ility Re
po
rt
Pe
rform
an
ce Me
asure
me
nt T
em
pla
te
Pu
blic Em
plo
yee
Be
nefit A
uth
ority
13
Ave
rage An
nu
al He
alth D
ed
uctib
le-SH
P$
35
0
$4
20
Rate favo
rably
against o
the
r
em
plo
yers:
1. Lg.
Pu
blic/P
rivate
Secto
r Emp
loyers
$6
57
2. P
ub
lic/Private
Secto
r Emp
loyers
in th
e So
uth
$8
93
Cale
nd
ar Year
Kaise
r Family Fo
un
datio
n
Emp
loyer H
ealth
Be
ne
fits 20
14
An
nu
al Surve
y, ann
ual
An
nu
alA
verage A
nn
ual D
ed
uctib
le2
.1.1
, 2.1
.2, 2
.1.5
14
Co
mp
osite M
on
thly P
rem
ium
sEm
plo
yer $4
69
.33
Emp
loyee
$1
59
.66
Emp
loyer $
48
7.64
Emp
loyee
$1
59
.32
Rate favo
rably
against o
the
r
em
plo
yers:
1. So
uth
-
Emp
loyer $
63
7.06
Emp
loyee
$1
72
.45
2. U
nited
States-
Emp
loyer $
76
5.26
Emp
loyee
$1
73
.16
Cale
nd
ar Year5
0 State Su
rvey, an
nu
alA
nn
ual
We
ighted
average o
f all PEB
A h
ealth
me
mb
ers e
nro
lled
in e
ach co
verage
leve
l
2.1
.1, 2
.1.2
, 2.1
.5
15
Total P
en
sion
Ad
min
Co
st pe
r Active
Mem
be
r and
An
nu
itant
$3
5
$3
1
Rate favo
rably
against th
e p
ee
r
average-$
78
Fiscal YearC
EM B
en
chm
arking, an
nu
alA
nn
ual
Total p
en
sion
adm
inistratio
n co
st
divid
ed
by n
um
be
r of active
me
mb
ers
1.4
.1, 1
.5.1
, 1.5
.2, 1
.5.4
,
1.5
.7, 1
.5.8
, 1.6
.4
16
Particip
ation
in P
reve
ntive
Bio
me
tric
Scree
nin
gs1
4,1
21
2
4,4
77
Incre
ase
Particip
ation
by
10
,00
0
No
te: Initiative
be
gan Jan
20
15
;
20
16
Acco
un
tability
Re
po
rt will re
flect
calen
dar year in
time
app
licable
colu
mn
Jan 1
- Jun
e 3
0C
laims D
ata, daily
Mo
nth
ly
Nu
mb
er o
f eligib
le SH
P m
em
be
rs
wh
o p
articipated
in P
reve
ntive
Bio
me
tric Scree
nin
gs wh
ere
the
SHP
is the
prim
ary payer
2.1
.1, 2
.1.2
, 2.1
.3, 2
.1.5
,
2.3
.1, 2
.3.2
17
Particip
ation
in G
en
eric C
o-P
ay Waive
r
Pro
gram3
.6%6
.9%
Incre
ase
particip
ation
to 7
%
of e
ligible
po
pu
lation
Jun
e 3
0C
o-P
ay Waive
r Eligibility D
ata,
daily
Mo
nth
ly
Pe
rcen
tage of e
ligible
SHP
me
mb
ers
wh
o p
articipated
in G
en
eric C
o-P
ay
Waive
rPro
gram w
he
re th
e SH
P is
the
prim
ary payer
2.1
.1, 2
.1.2
, 2.1
.3, 2
.1.5
,
2.3
.1, 2
.3.2
18
Shin
gles V
accine
2
,98
24
,70
3
8,7
10
No
te: Initiative
be
gan Jan
20
15
;
20
16
Acco
un
tability
Re
po
rt will re
flect
calen
dar year in
time
app
licable
colu
mn
Jan 1
- Jun
e 3
0C
laims D
ata, daily
Mo
nth
lyN
um
be
r of e
ligible
SHP
me
mb
ers
wh
o re
ceive
d Sh
ingle
s vaccine
2.1
.1, 2
.1.2
, 2.1
.3, 2
.1.5
,
2.3
.1, 2
.3.2
Fiscal Ye
ar 20
14
-15
Acco
un
tability R
ep
ort
Sectio
n:
10
5
Strategic P
lann
ing Te
mp
late
Go
alStrat
Ob
ject
G1
Cre
ate an
organ
ization
drive
n b
y the
pu
rsuit o
f exce
llen
ce in
all areas.
S1
.1
O1
.1.1
O1
.1.2
O1
.1.3
O1
.1.4
O1
.1.5
O1
.1.6
S1
.2
O1
.2.1
O1
.2.2
O1
.2.3
S1
.3
O1
.3.1
S1
.4
Ensu
re P
EBA
Bo
ard an
ticipate
s and
de
velo
ps cre
ative so
lutio
ns to
challe
nge
s faced
by p
ub
lic em
plo
yee
insu
rance
and
retire
me
nt p
lans.
Age
ncy N
ame
:SC
Pu
blic Em
plo
yee
Be
ne
fit Au
tho
rity
Age
ncy C
od
e:
F50
0
Type
Item #
De
scriptio
n
Hire a
con
sulta
nt to
assist w
ith cu
stom
er satisfa
ction
surveys a
nd
on
-go
ing
perfo
rma
nce m
on
itorin
g b
y 20
15
Crea
te an
Emp
loyer A
dviso
ry Gro
up
with
emp
loyers b
y 20
15
Crea
te a fo
rma
l meth
od
for receivin
g feed
ba
ck on
emp
loyer services fro
m em
plo
yees by 2
01
5C
reate a
n in
terna
l com
mittee to
evalu
ate em
plo
yer need
s an
d h
ow
emp
loyer services a
re curren
tly pro
vided
an
d
ho
w em
plo
yer services can
be en
ha
nced
in th
e futu
re by 2
01
5
Survey o
ther p
lan
s to d
etermin
e ben
chm
arks fo
r emp
loyer services b
y 20
15
Main
tain an
en
gaged
and
op
en
relatio
nsh
ip w
ith th
e So
uth
Caro
lina R
etire
me
nt Syste
m In
vestm
en
t
Co
mm
ission
, the
Bu
dge
t and
Co
ntro
l Bo
ard, an
d th
e So
uth
Caro
lina Exe
cutive
and
Legislative
Bran
che
s
of go
vern
me
nt.
Evalu
ate th
e results o
f the fid
ucia
ry au
dit, in
tegra
te results in
to stra
tegic p
lan
an
d ta
ke actio
n o
n th
e
recom
men
da
tion
s as a
pp
rop
riate b
y 20
15
Evalu
ate cu
rrent sta
te of b
ran
din
g a
nd
imp
lemen
t imp
rovem
ents b
y 20
15
Meet w
ith sta
keho
lders to
determ
ine m
etho
d fo
r imp
rovin
g co
mm
un
icatio
ns w
ith th
e PEB
A B
oa
rd a
nd
staff b
y
20
15
Develo
p a
po
st-gra
nd
fath
ered h
ealth
pla
n fo
r review b
y the G
overn
or a
nd
Legisla
ture b
y 20
15
Cre
ate a "o
ne
-stop
-sho
p" fo
r me
mb
ers an
d b
en
efits ad
min
istrators to
rece
ive se
rvices.
Red
esign
web
site to im
pro
ve wh
at in
form
atio
n is p
rovid
ed a
nd
ho
w it is p
resented
for ea
se of u
se by 2
01
6
Ensu
re P
EBA
service
s are rate
d b
oth
cost e
ffective
and
of h
igh q
uality.
O1
.4.1
S1
.5
O1
.5.1
O1
.5.2
O1
.5.3
O1
.5.4
O1
.5.5
O1
.5.6
O1
.5.7
O1
.5.8
O1
.5.9
S1
.6
O
1.6
.1
O1
.6.2
O1
.6.3
Re
cruit an
d m
aintain
a stable
, sufficie
nt, an
d p
roficie
nt w
orkfo
rce to
carry ou
t the
strategic go
als of th
e
agen
cy.
Form
alize a
ffiliatio
n a
nd
track p
articip
atio
n in
ind
ustry a
ssocia
tion
s to en
sure co
re com
peten
cies are d
evelop
ed
an
d m
ain
tain
ed a
nd
best p
ractices a
re sha
red b
y 20
15
Co
ntin
ue reg
ula
r pa
rticipa
tion
in C
EM B
ench
ma
rking
services for p
ensio
n p
lan
s an
d th
e an
nu
al 5
0-Sta
te Survey
for p
ub
lic emp
loyee h
ealth
pla
ns N
ote: C
EM B
ench
ma
rking
an
d Fu
nsto
n A
dviso
ry Services pro
vided
the
follo
win
g feed
ba
ck to P
EBA
:
1. To
tal p
ensio
n a
dm
inistra
tion
cost p
er active m
emb
er is $4
7 b
elow
peer a
verag
e
2. Sta
te Hea
lth P
lan
costs (cla
ims p
aid
per m
emb
er) ha
ve risen a
t a m
uch
low
er rate yea
r after yea
r com
pa
red
to n
atio
na
l trend
s for o
ther p
ub
lic an
d p
rivate in
sura
nce p
lan
s from
20
11
thro
ug
h 2
01
4
3. P
EBA
ha
s ob
tain
ed a
97
percen
t or h
igh
er custo
mer service sa
tisfactio
n ra
ting
for o
ur C
usto
mer Service a
nd
Visito
r Cen
ter for th
e two
previo
us fisca
l years
4. P
EBA
staff a
re com
peten
t, ded
icated
, an
d service o
riented
. An
swered
12
5,8
26
calls a
nd
cou
nseled
12
,80
5
visitors in
20
14
Mo
dify h
iring
pra
ctices to en
sure effective recru
itmen
t an
d selectio
n o
f pro
fession
al level sta
ff with
the p
oten
tial
to serve th
e ag
ency in
vario
us ca
pa
cities by 2
01
5
Crea
te an
d co
mm
un
icate a
n a
gen
cy com
pen
satio
n p
lan
an
d p
hilo
sop
hy to
pro
vide tra
nsp
aren
cy an
d g
uid
an
ce in
pa
y pra
ctices by 2
01
5
Defin
e an
d p
rom
ote a
n o
rga
niza
tion
al cu
lture o
f hig
h p
erform
an
ce by 2
01
5
Develo
p a
set of C
ha
racteristics o
f Hig
h P
erform
an
ce- Intro
du
ce these to
the sta
ff thro
ug
h a
targ
eted ca
mp
aig
n
over a
two
mo
nth
perio
d a
nd
con
tinu
e to u
se as a
gu
ide in
ho
w w
e perfo
rm a
s ind
ividu
als a
nd
as a
n a
gen
cy
Develo
p o
rienta
tion
video
s for n
ew P
EBA
emp
loyees b
y 20
16
Imp
lemen
t a tra
inin
g a
nd
develo
pm
ent p
rog
ram
by 2
01
6
Increa
se intern
al p
articip
atio
n in
welln
ess pro
gra
ms fo
r PEB
A a
s an
ag
ency b
y 20
15
Iden
tify wo
rkforce n
eeds a
nd
develo
p a
wo
rkforce p
lan
by 2
01
6
Explo
re the u
tilizatio
n o
f bo
nu
ses for a
chievem
ent o
f bu
dg
et efficiencies a
nd
hig
h p
erform
an
ce by 2
01
6
Imp
lem
en
t a ne
w, in
tegrate
d syste
m th
at imp
rove
s efficie
ncy in
op
eratio
ns an
d e
ffective
ne
ss in se
rvice
de
livery.
Co
llect ema
il ad
dresses fo
r mem
bers a
nd
develo
p tech
nica
l mech
an
ism fo
r com
mu
nica
ting
ma
ss ema
ils: mo
dify
bu
siness p
rocesses to
inco
rpo
rate ca
ptu
re an
d u
se of em
ail a
dd
resses; pro
cure system
for m
ass em
ails b
y 20
15
Up
da
te call m
an
ag
emen
t system b
y 20
15
Develo
p a
lon
g term
facilities p
lan
, wh
ich in
clud
es remed
ying
curren
t issues in
the p
hysica
l pro
perty b
y 20
16
O1
.6.4
O
1.6
.5
S1
.7
O
1.7
.1
G2
S2
.1
O2
.1.1
O2
.1.2
O2
.1.3
O2
.1.4
O2
.1.5
S2
.2
O
2.2
.1
O2
.2.2
S2
.3
O2
.3.1
Co
mp
lete the co
nversio
n o
f pa
per d
ocu
men
ts to electro
nic su
bm
ission
an
d self service o
pp
ortu
nities via
the
intern
et by 2
01
5
Co
nd
uct a
n O
pera
tion
al A
ssessmen
t by 2
01
6 co
nsistin
g o
f:
1. ‘A
s Is’: Cu
rrent B
usin
ess Flow
do
cum
ent
2. ‘To
Be’: Fu
ture B
usin
ess Flow
do
cum
ent
3. H
igh
Level Ro
ad
ma
p
Inte
grate in
suran
ce an
d re
tirem
en
t staffs' fun
ction
s and
resp
on
sibilitie
s as app
rop
riate.
Co
ntin
ued
con
solid
ation
of co
mm
on
retiremen
t and
insu
rance p
rocesses. Exp
lore ad
ditio
nal o
rganizatio
nal
chan
ges to p
rovid
e op
po
rtun
ity for efficien
cies and
emp
loyee exp
osu
re by 2
01
6
Hea
lth a
nd
Welln
ess Initia
tives: develo
p a
nd
com
mu
nica
te a w
ellness sco
recard
to em
plo
yers by 2
01
6
Edu
cate m
em
be
rs on
the
natu
re o
f the
ir be
ne
fits in o
rde
r to m
ake so
un
d d
ecisio
ns re
gardin
g the
ir
be
ne
fit plan
s and
service
cho
ices.
Defin
e an
d m
easu
re ap
pro
pria
te ben
chm
arks a
ga
inst b
oth
pu
blic a
nd
priva
te sector in
sura
nce p
lan
s by 2
01
5
Review
externa
l vend
ors m
arketin
g a
nd
com
mu
nica
tion
s pla
ns a
nd
con
tractu
al resp
on
sibilities:
Develo
p m
arketin
g p
lan
s for key h
ealth
care p
rod
ucts a
nd
services iden
tified in
the h
ealth
care p
olicy stra
tegic
actio
n p
lan
by 2
01
5
De
sign an
d im
ple
me
nt an
up
date
d h
ealth
care p
lan th
at focu
ses o
n im
pro
ving h
ealth
ou
tcom
es an
d re
du
cing
costs. U
tilize b
en
chm
arking to
com
pare
pe
rform
ance
to o
the
r plan
s (pu
blic an
d p
rivate).
Pro
vide
the
maxim
um
com
pe
titively-n
ece
ssary be
ne
fit with
in th
e availab
le re
sou
rces o
n th
e m
ost co
st-
efficie
nt b
asis.
Expa
nd
an
d u
tilize da
tab
ase fo
r bio
metric d
ata
: pro
curem
ent o
r develo
pm
ent o
f da
tab
ase b
y 20
15
Mo
nito
r claim
s an
d clin
ical d
ata
experien
ce of M
USC
pilo
t hea
lth p
lan
an
d ta
ke ad
ditio
na
l actio
n a
s ap
pro
pria
te
by 2
01
5
Iden
tify an
d im
plem
ent a
com
preh
ensive h
ealth
care co
nsu
ltan
t relatio
nsh
ip fo
r the h
ealth
care p
lan
by 2
01
6
Ensu
re stake
ho
lde
rs un
de
rstand
the
ration
ale b
eh
ind
po
licy de
cision
s regard
ing P
EBA
pro
du
cts and
service
s.
Co
mp
lete ad
ditio
na
l repo
rting
requ
ired b
y the A
CA
by 2
01
6
Red
uce h
ealth
care p
lan
costs th
rou
gh
con
tinu
ed d
evelop
men
t of co
st savin
g in
itiatives:
1. V
alu
e-ba
sed co
ntra
cting
- Hig
h-P
erform
an
ce Ho
spita
l Netw
ork a
nd
Pa
tient-C
entered
Med
ical H
om
es (PC
MH
's)
2. R
eference-b
ased
pricin
g (h
osp
ital settin
g co
sts vs. no
n-h
osp
ital)
3. Sp
ecialty p
ha
rma
cy ma
na
gem
ent
4. V
alu
e-ba
sed in
sura
nce d
esign
5. C
on
tinu
ed fo
cus o
n w
ellness
O
2.3
.2
G3
S3
.1
O
3.1
.1
O
3.1
.2
O
3.1
.3
O3
.1.4
O
3.1
.5
O3
.1.6
O3
.1.7
O3
.1.8
S3
.2
O3
.2.1
O3
.2.2
O3
.2.3
Increa
se pa
rticipa
tion
in th
e follo
win
g H
ealth
an
d W
ellness In
itiatives b
y 20
16
:
1. B
iom
etric screenin
gs b
y 10
,00
0 p
articip
an
ts
2. C
o-p
ay w
aiver p
rog
ram
to a
t least 7
percen
t of elig
ible p
op
ula
tion
3. Sh
ing
les sho
ts by 4
0 p
ercent
4. Flu
sho
ts
5. C
olo
rectal ca
ncer screen
ing
(colo
no
scop
y)
6. A
du
lt vaccin
es
7. To
ba
cco cessa
tion
med
icatio
n
8. D
iab
etes edu
catio
n
Imp
lemen
t GA
SB 6
7 in
the R
etiremen
t Systems fin
an
cial sta
temen
ts for th
e fiscal yea
r end
ed Ju
ne 3
0, 2
01
4
Co
ntra
ct an
d w
ork w
ith extern
al a
ud
itor to
ob
tain
au
dit o
pin
ion
on
censu
s da
ta a
nd
actu
ary sch
edu
les con
tain
ing
da
ta req
uired
for co
vered em
plo
yers to b
e com
plia
nt w
ith G
ASB
68
by 2
01
5
Determ
ine m
etho
ds fo
r increa
sing
pa
rticipa
tion
in th
e SCD
CP
: Co
mp
lete lega
l ag
reemen
t to sh
arin
g in
form
atio
n
betw
een P
EBA
an
d Em
po
wer R
etiremen
t to in
crease p
articip
atio
n in
the SC
DC
P b
y 20
15
Ad
op
t best p
ractices fo
r State O
RP
structu
re an
d in
vestmen
t op
tion
s by 2
01
6:
1. Eva
lua
te con
solid
ated
investm
ent m
enu
for Sta
te OR
P p
rovid
ers
2. Im
plem
ent elim
ina
tion
of reven
ue sh
arin
g to
pla
n a
dm
inistra
tors
3. Im
plem
ent req
uirem
ent fo
r investm
ent a
dvice
Increa
se the n
um
ber o
f emp
loyers o
ffering
the SC
DC
P
Ensu
re stake
ho
lde
rs un
de
rstand
the
ration
ale b
eh
ind
po
licy de
cision
s regard
ing P
EBA
pro
du
cts and
service
s.
Pro
vide
for th
e e
fficien
t and
cost e
ffective
adm
inistratio
n o
f the
retire
me
nt syste
ms fo
r active an
d re
tired
me
mb
ers o
f the
system
s.
Ad
d retirem
ent rea
din
ess presen
tatio
ns to
field ed
uca
tion
semin
ars a
nd
web
site video
s by 2
01
5
Determ
ine co
mm
un
icatio
n stra
tegy fo
r ach
ieving
retiremen
t read
iness g
oa
ls by 2
01
7
Focu
s edu
catio
n fo
r all retirem
ent p
lan
pa
rticipa
nts o
n retirem
ent rea
din
ess by 2
01
6
Determ
ine m
etho
ds fo
r increa
sing
pa
rticipa
tion
in th
e SCD
CP
by 2
01
5: D
etermin
e a p
roto
col fo
r usin
g
info
rma
tion
ob
tain
ed via
the R
etiremen
t Systems to
increa
se pa
rticipa
tion
in th
e SCD
CP
Ensu
re m
em
be
rs are re
tirem
en
t read
y.
Ad
op
t best p
ractices fo
r SC D
eferred C
om
pen
satio
n P
rog
ram
's (SCD
CP
) structu
re an
d in
vestmen
t op
tion
s:
1. Eva
lua
te au
tom
atic en
rollm
ent
2. Im
plem
ent p
articip
an
t fee disclo
sures co
nfo
rmin
g to
ERISA
Section
40
4(a
)
3. Im
plem
ent th
e bu
siness tra
nsfo
rma
tion
pro
ject wh
ich req
uires em
plo
yers to o
ffer all fea
tures o
f the p
rog
ram
an
d a
dh
ere to sta
nd
ard
ized rem
ittan
ce an
d rep
ortin
g req
uirem
ents
Co
mp
lete op
eration
al requ
iremen
ts for n
ew G
ASB
OP
EB stan
dard
s (drafts) b
y 20
18
O3
.2.4
O3
.2.5
S3
.3Estab
lish fu
nd
ing m
ech
anism
s for th
e p
lans th
at are fiscally so
un
d.
O3
.3.1
O3
.3.2
G4
S4
.1
O4
.1.1
O4
.1.2
S4
.2
O4
.2.1
S4
.3
O4
.3.1
O4
.3.2
O4
.3.3
O4
.3.4
O4
.3.5
S4
.4
O4
.4.1
O4
.4.2
O4
.4.3
O4
.4.4
O4
.4.5
O4
.4.6
O4
.4.7
O4
.4.8
O4
.4.9
Pro
vide tra
inin
g a
nd
edu
catio
n to
covered
emp
loyers a
nd
their a
ud
itors o
n G
ASB
67
an
d 6
8 th
rou
gh
presen
tatio
ns a
t con
ferences, sem
ina
rs, an
d w
ebin
ars b
y 20
15
Co
nd
uct a
n in
dep
end
ent a
ctua
rial a
ud
it in 2
01
7
Review
written
train
ing
ma
terial to
ensu
re PII a
nd
HIP
AA
info
rma
tion
is ap
pro
pria
tely pro
tected b
y 20
15
Develo
p p
roced
ures to
determ
ine w
hen
an
d h
ow
to a
do
pt a
nn
uity o
ptio
n fa
ctor ch
an
ges b
y 20
17
Ensu
re th
e h
ighe
st fidu
ciary, legal, an
d e
thical stan
dard
s are kn
ow
n an
d ap
plie
d acro
ss the
organ
ization
.
Ensu
re stake
ho
lde
rs un
de
rstand
the
ration
ale b
eh
ind
po
licy de
cision
s regard
ing P
EBA
pro
du
cts and
service
s.D
evelop
a co
mp
rehen
sive com
mu
nica
tion
s pla
n fo
r PEB
A in
clud
ing
Bo
ard
of D
irectors, em
plo
yers, mem
bers,
emp
loyees, leg
islato
rs, the p
ub
lic an
d o
ther sta
keho
lders b
y 20
15
Ensu
re legisla
tive up
da
tes are co
mm
un
icated
with
emp
loyers tim
ely by 2
01
5
Sched
ule in
-ho
use fid
ucia
ry train
ing
for FY1
5 a
nd
a ro
tatin
g p
rog
ram
for th
e futu
re by 2
01
6. To
pics in
clud
e the
du
ties of lo
yalty a
nd
imp
artia
lity
Co
nsid
er enh
an
cing
the B
oa
rd Ed
uca
tion
Po
licy: Pro
vide a
n exp
an
ded
fram
ewo
rk aro
un
d eth
ical sta
nd
ard
s an
d
specific tra
inin
g n
eeds b
y 20
15
Evalu
ate th
e costs a
nd
ben
efits of cyb
er insu
ran
ce by 2
01
5R
eview a
nd
imp
rove IT secu
rity an
d co
mp
ly with
state g
overn
men
t gu
idelin
es
Develo
p a
“Po
wers R
eserved” g
overn
an
ce fram
ewo
rk by 2
01
5
Co
nfirm
tha
t investm
ent a
dviso
rs ackn
ow
ledg
e their co
mp
lian
ce with
SEC p
ay to
pla
y regu
latio
ns a
nd
state
requ
iremen
ts by 2
01
5
Edu
cate in
tern
al staff on
po
licy de
cision
s and
en
sure
un
de
rstand
ing o
f the
imp
act on
the
ir wo
rk.En
sure ea
ch o
pera
tion
al a
rea h
as u
p-to
-da
te written
po
licies an
d p
roced
ures a
nd
dep
artm
ent sp
ecific train
ing
to
be u
sed in
cross-tra
inin
g a
nd
on
-the-jo
b tra
inin
g b
y 20
16
Ensu
re in
form
ation
tech
no
logy re
sou
rces are
de
plo
yed
in th
e m
ost safe
and
secu
re m
ann
er fe
asible
.
Iden
tify a m
etho
d fo
r evalu
atin
g ven
do
r solicita
tion
s an
d in
clud
e a so
urcin
g a
nd
disclo
sure fo
rm b
y 20
15
Prep
are a
list of su
gg
ested extern
al B
oa
rd tra
inin
g a
nd
edu
catio
n p
rog
ram
s an
d u
pd
ate o
n a
nn
ua
l ba
sis by 2
01
5
Develo
p a
PEB
A B
oa
rd m
emb
er orien
tatio
n m
an
ua
l an
d p
rocess b
y 20
15
Eng
ag
e a co
nsu
ltan
t to fa
cilitate th
e PEB
A B
oa
rd’s self a
ssessmen
t pro
cess by 2
01
5
De
fine
the
fidu
ciary resp
on
sibilitie
s of th
e B
oard
and
it's com
mitte
es an
d e
nsu
re th
ey h
ave th
e
reso
urce
s to satisfy th
em
.
Review
and
determ
ine h
ow
to im
plem
ent En
terprise R
isk Man
agemen
t for P
EBA
by 2
01
7
Co
mp
lete a b
usin
ess con
tinu
ity pla
n b
y 20
16
Co
mp
lete a p
ost cyb
er atta
ck recovery p
lan
by 2
01
5
Imp
rove B
ylaw
s an
d ch
arters b
y 20
15