In the What-If Analysis tab of Benefits Intelligence, you can look at how changes to your existing plan offerings could affect future enrollment across your organization.
You can expand the section under each plan to see the current employee premiums, company HSA, FSA, or HRA contributions, medical deductibles, and medical out-of-pocked maximums listed in the Current column:
Next to each current value, there’s a field in the New column where you can enter values to test using the what-if analysis.
By default, the field is populated with the same value that’s in the Current column, but you can edit that field. When you do, Dayforce shows the difference between the current and new values as a percentage in the Change column. If you enter a value in the New field for a current amount that is zero, then a dash is shown in the Change column rather than a percentage, because this is an entirely new value.
If an amount has the scale icon (
) next to it, that means the value is a weighted average based on the multiple options or multiple qualified rates within an option that make up that tier. This means that if you want to implement a change that you’ve made in this tab, you need to update all of the options or rates represented in that weighted average by the percentage change shown.
If a plan includes pre- and post-tax domestic partner options, the costs shown in the Employee Premium row might reflect the full cost of the bundled options or just the cost of the option included in the decision support configuration (typically, the pre-tax option). For more information on including only the premiums for an option in decision support configurations, see Option Configuration.
The label for the row about reimbursement accounts shows the account type or types that are represented in the decision support configuration for the plan. For example, if the configuration only includes an HSA then the label reads Employer HSA Contribution, and if the configuration includes an HSA and HRA then the label reads Employer HSA/HRA Contribution. If the decision support configuration doesn't include any reimbursement account information for the plan, then the Employer HSA/FSA/HRA Contribution label is shown. The fields in the New column are disabled for Employer HSA/FSA/HRA Contributions when the Reimbursement Account Applicable drop-down list isn’t selected in the Benefits Decision Support. A number is also provided as a superscript in the New fields, for which a description is shown below the table.
After you run the analysis, Dayforce shows what the graphs and tables in the Best-Fit Plan Analysis and Forecasted Enrollment tabs looks like if you implemented these changes:
While the Actual Enrollment chart remains the same for comparison, all of the other charts and graphs change to correspond with the values that you’ve entered. You can use this analysis to make changes to your plan configuration.
Important: Benefits Intelligence doesn't automatically update to reflect changes in other areas of Dayforce. If plans have been added to Benefits Decision Support configurations, you must update plan groups to include these additional plans and then reload the period (click Load to access these options). If changes have been made in Plans and Options (such as changes to rates), or you’ve updated decision support configurations for a plan that’s included in a plan group, you need to run the Benefits Intelligence Data Preprocessing background job again for those changes to be reflected. You can run the Benefits Intelligence Data Preprocessing background job by clicking the Benefits Intelligence Data Processing button in the Select Period and Plan Group dialog box in Benefits Intelligence and the toolstrip in Benefits Setup > Benefits Decision Support.
For instructions on running the what-if analysis, see Run the What-If Analysis.