When it comes to Dependent Eligibility Verification Audits, there are several key performance indicators that one can track to evaluate the success of the initiative. One such KPI is participation rate. For over a decade, ConSova has been leading the industry in employee participation rates. It has been our experience that a comprehensive employee communication plan is one of the most effective ways to boost participation.
To achieve a high participation rate, such as ConSova’s 98% average participation, employers need to begin communicating with employees about the audit as soon as possible. For most employers, the Dependent Eligibility Verification starts internally, with an announcement of intent. It is best to announce the audit a few months in advance, setting clear expectations of the upcoming engagement. Consider making an announcement at a staff meeting or updating the employee handbook with a general note from leadership, detailing how upholding the plan’s integrity is a shared responsibility within the company.
After determining the audit launch date, a planned, carefully-timed communication should be put into action. This correspondence should be discussed with your Dependent Eligibility Audit partner; distributing the content through the same channels typically used to address staff members. This can be used in combination with other communication methods too.
Some typical communication methods include:
- Local HR or staff meetings
- Posters throughout the main office
- Attached to a bulletin board (in the lunch room or break areas)
- Included with a pay stub
- Broadcast emails, intranet notice or voicemail system
By maintaining a formal notice, employees will be more likely to address and respond to any correspondence from the vendor in question – improving the overall success rate of the audit.