Public sector organizations are under mounting pressure: rising healthcare costs, increasing employee expectations, and budget limitations—all while striving to recruit and retain essential talent. A high-performance benefits plan can no longer be “one-size-fits-all.” It must be strategic, tech-enabled, and deeply aligned with workforce needs.
1. Core Coverage: Designed for Fiscal and Workforce Responsibility
Medical, dental, vision, and life insurance are foundational. But in the public sector, offering these benefits goes beyond compliance—it reflects your mission to care for those who serve communities.
The cost of employer-sponsored health coverage is projected to rise by 7% in 2024, driven by chronic conditions, specialty drugs, and gene therapies (NFP). Customizing plan design and funding models—while leveraging preventive health and virtual care—can help stretch public dollars further.
2. Voluntary Benefits: A Strategic Tool for Equity and Retention
From supplemental insurance to mental health support, voluntary benefits can fill critical gaps for diverse employee populations.
Consider this: 89% of public sector employees see a growing need for supplemental insurance benefits (Aflac). These offerings empower employees to personalize their coverage, especially those worried about out-of-pocket costs or navigating complex medical decisions.
And with 67% of public sector employers reporting employee burnout, your benefits strategy must support resilience, not just coverage (Aflac).
3. Budget Efficiency Without Cutting Value
Public employers must walk a tightrope: deliver high-value benefits while safeguarding taxpayer resources.
Nearly 70% of benefits leaders say budget constraints limit plan design, yet employees increasingly expect choice and personalization (EBN). Solutions like self-funding, cost-transparency tools, and wellness incentives help align costs with outcomes and prove ROI to leadership.
4. Technology: The New Infrastructure of Benefits
Digital tools are no longer a nice-to-have—they’re essential. A modern benefits platform streamlines everything from enrollment to compliance.
Employees with access to benefits technology are 82% more likely to feel their employer cares about their well-being (Mercer). For agencies with lean HR teams, the right platform can automate processes, support decision-making, and offer year-round engagement.
5. Strategic Advising: Guidance for Complex Decisions
Bentek doesn’t just provide software. We partner with public sector leaders to analyze cost drivers, assess compliance risk, and align benefits with employee needs and organizational goals. With public employee satisfaction often misaligned with employer perception, 67% of public sector employers believe workers are satisfied with benefits, but only 55% of employees agree—there’s an urgent need for an informed, data-driven strategy (Aflac).
Let’s Get Your Agency Ready
Interested in how to create high-performance benefits plans for your government or district clients? Contact us today for a public sector benchmarking session, a technology demo, or a custom consultation. With Bentek, you’ll have a partner who understands that “value” means more than cost savings—it means impact, equity, and trust.
