Starting Together, What Success Looks Like

• Tell me about your role and the specific outcomes you are measured on during benefits open enrollment season.
• How many employees will typically be in scope for a voluntary benefits enrollment at your organization? Options: Under 500, 500–2,000, 2,001–5,000, 5,001–10,000, 10,001–20,000
• Walk me through the last time your company added a voluntary benefit, from decision to first payroll deduction, and what felt smooth versus what caused friction.
• Who on your benefits, payroll, or HR systems teams will need to be involved for a new voluntary product to launch? Options: Benefits lead, HR Director, Payroll manager, HRIS admin, Finance/controller, External broker/enrollment vendor, Other
• What single operational failure in a past rollout would make you stop a new voluntary deployment before go-live?

Where the Current Setup Breaks Trust

• When employees experience delayed claim payments or billing errors, who absorbs the credibility hit and how often does that risk your relationship with the broker or vendor? Options: Mostly HR, Mostly broker, Shared, Rarely causes credibility issues
• Which recurring error costs your benefits team the most time or creates the most employee complaints? Options: Late claims payments, Payroll deduction mismatches, Carrier billing inconsistencies, Portability disputes, Enrollment system confusion, Other
• How often during your last open enrollment did administration or reconciliation issues require manual fixes? Options: Daily, Weekly, A few times, Rarely, Never
• Give a recent example where a billing or claims problem created a material HR or finance cost, and describe the impact.
• If these problems continued at the same frequency, would you consider pausing future voluntary product additions? Options: Yes, pause additions, Yes, require stricter SLAs, No, accept current risk level, Unsure

Assumptions Worth Re-Checking

• Which belief about voluntary benefits do you think leads most groups to accept low participation or manual reconciliation as a normal cost? Options: Employees will enroll only with medical underwriting, Manual payroll reconciliation is unavoidable, Carriers will handle portability problems, Claims speed is not a differentiator, Other
• Which of the following evaluation artifacts do you rely on when comparing carriers or platforms? Options: Claims-paid timeliness data, Enrollment penetration benchmarks, Product comparison matrix, Employee satisfaction from other groups, Integration test results, Other
• What claims payment window would you require to consider a carrier proven for your groups? Options: Under 24 hours, 24–48 hours, 2–5 business days, More than 5 business days
• How strict is your portability requirement for employees who leave the employer, and what proof would satisfy you? Options: Portability guaranteed for all, Portability with conditions, Portability not required, Unsure, need guidance
• If a carrier could not meet your claims timeliness target in an integration test, would that disqualify them from your recommendation? Options: Yes, disqualify, No, negotiate SLA, Depends on remediation plan

Picture the Win: Outcomes That Matter

• If voluntary enrollment hit your ideal participation and claims paid within your target window, which business metric would you expect to move first? Options: Employee satisfaction scores, Broker retention/renewal, Reduced HR support time, Lower billing reconciliation costs, Improved benefit adoption rates
• What is your target enrollment penetration for a successful pilot cohort? Options: Under 10%, 10–20%, 21–35%, 36–50%, Above 50%
• How quickly would you expect to see a measurable improvement in employee complaints or support tickets after a successful launch? Options: Within 1 week, 2–4 weeks, 1–2 months, Longer than 2 months
• If the pilot meets your targets, how soon would you be prepared to move to a full rollout? Options: Immediately, Within 2 weeks, Within 4 weeks, Within 8 weeks, Longer / need more review
• Which proof point from the pilot would make you confident enough to recommend the product to other sites? Options: Enrollment penetration target met, Claims paid within target window, Zero payroll deduction errors, Employee satisfaction increase, Billing reconciliation under threshold

Obstacles That Could Stop This

• Which compliance, payroll, or vendor constraint has sunk a benefits rollout for you in the past? Options: Payroll vendor file timing, No API or limited endpoints, Legal or union approvals, Data privacy concerns, Lack of internal owners, Other
• How restrictive are your payroll vendor file windows and change deadlines during open enrollment? Options: Daily file accepted, Weekly file, Monthly only, Vendor varying windows, Not sure
• Who in your organization must sign off on reconciliation tolerances, enrollment rules, and portability clauses? Options: Benefits lead, Payroll/finance, Legal/compliance, HR Director, Broker, Other
• What timeline constraint would immediately prevent you from moving forward with a provider this year? Options: No delivery before open enrollment, Implementation longer than 8 weeks, No pilot within quarter, No guaranteed go-live date, Nothing would prevent
• Do you have a firm governance date or committee decision that would kill the deal if not met? Options: Yes, specific date, Yes, committee approval required, No fixed date, Unsure

Competitive Landscape: The Other Paths You're Considering

• Who else are you actively evaluating to solve voluntary benefits, including options to keep the incumbent or build internally? Options: Incumbent carrier(s), Another supplemental carrier, Internal self-funded option, Enrollment platform vendor, Broker-provided solution, Not actively evaluating
• What would have to be true about your current approach for you to decide to stay with it instead of switching?
• Has anyone inside your organization proposed solving enrollment, billing, or claims handling without an external partner? Options: Yes, build internally, Yes, use incumbent only, No one has proposed that, Unsure
• Which advantage offered by an alternative would most likely persuade you to change vendors? Options: Faster claims payments, Cleaner payroll integration, Higher enrollment penetration, Lower administrative burden, Better portability terms, Lower cost
• What minimum pilot proof would you require from a new partner to replace your current approach? Options: Enrollment penetration target, Claims timeliness demonstrated, Error-free payroll reconciliation, Positive employee feedback, All of the above

Operational Readiness and Integration Constraints

• Which of these systems must the deployment integrate with for a successful rollout? Options: Primary HRIS, Payroll vendor, Benefits administration system, Time and attendance, Identity provider, Other
• Are APIs or file-transfer endpoints already available for those systems, and who owns the integrations internally? Options: APIs available, owned by IT, APIs available, owned by HRIS, Only file transfer, owned by payroll, No endpoints available, Unsure
• How clean and complete is your employee roster and eligibility data for an end-to-end enrollment test? Options: Ready and clean, Mostly clean with gaps, Fragmented across systems, Needs significant cleanup
• Do you have dedicated internal capacity to support a pilot, such as an HRIS admin and a payroll point person? Options: Yes, fully staffed, Yes, but limited hours, No, would need vendor support, Unsure
• Who will be the named owner for the pilot and ongoing reconciliation if we proceed?

Acceptance Criteria and Decision Triggers

• If the pilot proves the enrollment and operational targets, what stops you from signing the full rollout that same month? Options: Budget approvals, Contract reviews, Legal/compliance signoff, Need for executive buy-in, None, ready to sign
• Which of these acceptance metrics must be met for a successful pilot? Options: Enrollment penetration threshold, Claims paid within target window, Billing reconciliation error rate under threshold, Positive employee satisfaction score, Portability validated
• What numeric target would you set for claims payment speed to consider the pilot successful? Options: Under 24 hours, 24–48 hours, 2–5 business days, Other
• Who will have final sign off on moving from pilot to full deployment, and what is their expected decision timeline? Options: HR Director within 2 weeks, Finance within 4 weeks, Executive committee 4–8 weeks, Other
• Assuming pilot success, what is the soonest realistic go-live window you would approve for full enrollment? Options: Within the next open enrollment, Next quarter, Within 6 months, No firm timeline

• Solution Experience Session

• Confirm the current state and its cost
• You confirm that the demonstrated enrollment flow eliminates the manual payroll mapping and reconciliation work described in Discovery.
• Provide a sample payroll file, payroll vendor specification, and any current field-mapping rules to validate payroll integration.
• Run a typical employee enrollment scenario end to end
• You confirm that the demonstrated claims timeline meets your acceptance criteria for claims timeliness and will materially reduce employee complaints.
• Identify pilot cohort size and the owner for communications and payroll sign-off.
• Demonstrate a sample claim submission and payment timeline
• Run a tailored pilot enrollment scenario using the provided payroll sample and deliver the results, configuration checklist, and recommended pilot timeline before the follow-up session.
• You agree the proposed pilot scope and the remaining evidence required to make a decision.
• Deliver sample claim adjudication timelines and comparable-group claims-paid speed and employee satisfaction metrics to validate operational claims timeliness.
• Validate mapping to your payroll and portability requirements
• Confirm this matches what you meant
• Agree immediate evidence and pilot next steps

• Solution Experience Session
• Solution Experience Deck
• Solution Brief — Voluntary Benefits Marketplace

• meeting
• slides
• document

Quick Context

• Which employee population will this enrollment event cover? Options: All employees, Benefits-eligible only, Full-time only, Part-time only, Specific locations or teams, Other
• What is the planned open enrollment or qualifying-event window (dates or approximate timeframe)?
• Who on your team will own enrollment communications and campaign approvals?
• Are there mandatory legal, union, or compliance reviews that must be completed before communications go out? Options: Yes, No, Unsure
• If yes, what is the typical review turnaround time? Options: Less than 2 business days, 2-5 business days, More than 5 business days, Variable / case-by-case

Communication & Enrollment Messaging

• Which channels do you plan to use to reach employees about these voluntary products? Options: Email, HR intranet/portal, Payroll system notifications, Manager briefings, Live or recorded webinars, Printed materials, SMS/text, Mobile app push, Other
• Who should be listed as the primary sender of enrollment communications? Options: HR leader, Benefits broker, The platform/seller, Direct manager, Shared sender (HR + broker), Other
• Do you have existing messaging or templates we can adapt for this enrollment? Options: Yes — ready to use, Yes — need edits, No
• If templates exist, where are they stored or how should we access them?
• How much lead time do you plan to give employees before enrollment opens? Options: Less than 1 week, 1-2 weeks, 2-4 weeks, More than 4 weeks
• Will you require manager or leader communications in addition to broad employee messaging? Options: Yes — required, Optional but recommended, No

Decision Support & Employee Experience

• Will you offer live group information sessions or one-on-one support during enrollment? Options: Both live group sessions and one-on-one help, Live group sessions only, One-on-one support only, None
• Do you plan to include decision-support tools (comparisons, calculators, sample scenarios) in the enrollment flow? Options: Yes, No, Unsure
• If you plan to use decision-support content, what types of content should be prioritized? Options: Cost comparison examples, Claims speed / payment examples, Use-case scenarios, Plan feature highlights, None / not using content
• How will employees access the marketplace or enrollment flow (link, benefits admin system, mobile app)? Options: Direct portal link, Integrated through benefits admin system, Mobile app, Email link to enrollment session, Other
• Do employees have access to benefits navigators, brokers, or a helpdesk during enrollment? Options: Yes — broker support available, Yes — internal HR helpdesk, Yes — platform support, No support available

Pilot Cohort & Execution

• Do you plan to run a pilot before full rollout? Options: Yes, No, Undecided
• If running a pilot, which population will be included? Options: Single location/site, Specific department or function, Random sample across the company, Volunteers only, Benefits-eligible employees only, Other
• What is the approximate pilot size (number of employees)?
• What are your pilot start and end dates (or target timeframe)?
• Who will own pilot operations and feedback collection on your side?
• How do you plan to collect pilot feedback or measure usability issues? Options: Surveys, Focus groups/interviews, Enrollment behavior metrics, Helpdesk/support tickets, Other
• What conditions or observations would make you comfortable moving from pilot to full launch?

Payroll, Billing & Vendor Constraints

• Which payroll or benefits administration vendor(s) will be involved with deductions and billing?
• Are there specific payroll file formats, field mappings, or delivery methods we must support? Options: Yes — standard import format, Yes — custom mapping required, No standard format required, Unsure
• If yes, please describe the file format, field mapping notes, or provide a link to integration documentation.
• Are there payroll blackout windows or deadline constraints that limit when deductions can be changed? Options: Yes — fixed blackout dates, Yes — recurring payroll cutoffs, No, Unsure
• If payroll requires a specific billing cadence, which cadence do they require? Options: Per pay period, Monthly, Quarterly, Per enrollment event, Other
• Who is the payroll/vendor contact we should coordinate with (name, role, email)?
• Does your payroll team accept carrier or platform-provided billing files for import, or is manual entry required? Options: Automated import supported, Requires file reformatting/mapping, Manual entry only, Unsure

Known Adoption Risks & Mitigations

• What concerns or misconceptions have you heard from employees about voluntary benefits in the past?
• Have prior voluntary enrollments experienced participation problems? If so, what were the likely causes? Options: No participation problems, Low participation due to communication, Low participation due to complexity, Low participation due to enrollment friction, Other
• Have prior enrollments experienced deduction or billing errors? If so, how frequently? Options: No history of errors, Occasional errors, Frequent errors, Don't know
• If errors occurred previously, what were the common root causes (choose all that apply)? Options: Misaligned file formats, Late payroll deadlines, Manual entry mistakes, Employee enrollment mistakes, Carrier reconciliation delays, Other
• What mitigation steps are you willing to deploy to reduce adoption friction (for example: manager campaigns, incentives, targeted communications)? Options: Manager communications, Incentives or contests, Targeted communications for high-risk groups, Pre-enrollment education sessions, Dedicated support hotline, Other
• Are there employee groups that will need translated materials or accessibility accommodations? Options: Yes — translations required, Yes — accessibility accommodations, Both, No
• Are there any regulatory, union, or local rules that could limit how you communicate or enroll employees? Options: Yes, No, Unsure

Operational Owners, Reporting & Next Steps

• Who will be the day-to-day owner for employee inquiries during enrollment?
• Who is the escalation contact for billing reconciliation or claims-timing disputes?
• What reporting cadence do you prefer during pilot and rollout? Options: Daily during pilot, weekly for rollout, Twice weekly, Weekly, Biweekly, Monthly, Other
• Do you have an internal target for response time to employee benefit inquiries? Options: Within same business day, Within 1-2 business days, Within 3-5 business days, No formal target
• Please provide links or attach any enrollment materials, payroll integration documents, communication drafts, or decision-support content we should review.
• Are there any immediate blockers or open questions we should address before planning workshop(s)?
• What are the best dates or date ranges for a joint planning workshop to finalize the communication and pilot plan?

• Publish voluntary product catalog
• Enable employee enrollment portal
• Activate side-by-side product comparison
• Import employee census and eligibility
• Apply guaranteed-issue enrollment rules
• Integrate payroll deduction file exchange
• Connect carrier premium billing interface
• Implement carrier claims adjudication flow
• Set up direct-deposit claims payments
• Deploy pilot enrollment group
• Deploy enrollment communications and materials
• Provide enrollment support hotline

Publish voluntary product catalog

• Which voluntary product lines should be published in the catalog? Options: Accident, Critical illness, Hospital indemnity, Supplemental life, Disability, Legal protection
• How will you provide product definitions and rate tables for import into the catalog? Options: Rate table CSV with effective dates and plan_code, Product specification PDF with plan codes, API product feed (REST)
• Which portability terms must be displayed per plan (examples: portability on termination, conversion form, portability premium rates)? Options: Portability available, Conversion required, No portability
• What SKU or plan_code mapping from your current benefits platform will we use to align products in the catalog?
• Which acceptance criteria will confirm the catalog is complete for launch (for example: all active plans mapped, rate tables uploaded, portability notes present)?
• Who is the content owner for ongoing catalog updates and what update cadence should we expect? Options: You will update quarterly, You will update annually, We will coordinate updates on your schedule

Enable employee enrollment portal

• Which enrollment channels do you want enabled for employees to access the portal? Options: Web marketplace, Single sign-on from your benefits admin (SAML/OAuth2), Mobile app, Onsite kiosk
• What employee authentication method will your HR team require for portal access? Options: SAML single sign-on, OAuth2 / corporate login, Employee ID plus date of birth, Email link token
• Which decision-support features should appear in the enrollment flow (examples: premium cost estimator, scenario examples, FAQ overlays)? Options: Premium cost estimator, Pre-built enrollment scenarios, Benefit summary PDF, FAQ overlay
• How will you supply the enrollment handoff payload from your benefits admin for portal testing (sample deep-link, API spec, SFTP sample file)? Options: API spec (REST) with sample payload, Deep-link sample with payload parameters, SFTP sample file
• Who will approve final portal UI copy and flow before pilot launch?
• Which device breakpoints must be supported for the portal (desktop, tablet, mobile) and any accessibility requirements (example: WCAG 2.1 AA)? Options: Desktop, Tablet, Mobile, WCAG 2.1 AA required

Activate side-by-side product comparison

• Which product attributes must appear in the side-by-side matrix for employees to compare? Options: Monthly premium, Benefit amounts / payout schedule, Waiting periods, Guaranteed-issue limits, Claims payment SLA
• What product-level performance metrics should be displayed next to plans (examples: average claims-to-payment time in hours, employee satisfaction rating, historical penetration)? Options: Claims-to-payment time (hours), Employee satisfaction score, Historical enrollment penetration %
• Which data source will supply claims SLA and satisfaction metrics for each plan (carrier API field, historical CSV, third-party report)? Options: Carrier API field, Historical CSV sample, Third-party analytics report
• How many comparison columns should be visible by default on desktop and how should mobile present the matrix? Options: 3 columns default, 4-6 columns with horizontal scroll, Compact mobile single-column view
• Which representative employee scenarios should be pre-populated to demonstrate outcomes in the decision-support flow (examples: new hire with family, single parent, recently married)? Options: New hire with family, Single parent, Recently married, Retiree
• Who will validate the comparison content against carrier rate files and benefit specs prior to pilot?

Import employee census and eligibility

• What file format will you provide for the employee census import, including required columns (example CSV columns: employee_id, first_name, last_name, dob, ssn_last4, hire_date, benefit_eligible_flag)? Options: CSV with specified columns, Secure API feed (REST), Encrypted SFTP export
• How many employee records are in scope for the initial import? Options: Under 1,000, 1,000-5,000, 5,001-20,000
• Which eligibility rules must be applied during import (examples: active employment status, hours-per-week threshold, waiting-period completion)? Options: Active status only, Hours-per-week threshold, Waiting-period completion, Custom eligibility rule set
• What acceptance criteria will confirm the census import is complete and accurate (for example: >=99% field-level match, zero duplicate employee IDs, eligibility flags mapped)?
• Who is the HR contact responsible for providing final HR records, responding to data validation questions, and approving corrections?
• When can we schedule the initial test import window and what freeze date do you require for stable payroll/eligibility data? Options: As soon as sample ready, Within 2 weeks, Custom schedule

Apply guaranteed-issue enrollment rules

• Which guaranteed-issue thresholds apply by product and by group size (for example: guaranteed issue for groups >=200 lives, or per-product dollar limits)? Options: Guaranteed issue at >=200 lives, Guaranteed issue at >=500 lives, No guaranteed issue
• How should dependents be validated for guaranteed issue processing (examples: dependent SSN on file, birth certificate, marriage certificate)? Options: Dependent SSN on file, Dependent documentation (birth/marriage certificate), Self-attestation with audit
• Which enrollment windows should trigger guaranteed-issue eligibility (annual open enrollment, new hire within X days, qualifying life event)? Options: Annual open enrollment, New hire within 30 days, Qualifying life event
• What enrollment payload fields must carry medical-question waivers or automatic acceptance flags to enable guaranteed-issue adjudication?
• Who will resolve exceptions where dependent information or eligibility disqualifies guaranteed-issue processing?
• Which audit trail reports do you require to demonstrate guaranteed-issue compliance (example fields: user_id, timestamp, eligibility_rule_applied)? Options: Standard audit report, Custom audit fields required

Integrate payroll deduction file exchange

• Which payroll system category will receive deduction files from the platform? Options: Commercial payroll vendor (you will specify), In-house payroll system, Payroll aggregator
• What payroll file format do you require for deduction transmission (example: CSV with employee_id, deduction_code, amount; fixed-width; XML)? Options: CSV with specified columns, Fixed-width file, XML payload, API push
• What cadence should deduction files follow (per payroll run, monthly, send on-demand for changes)? Options: Per payroll run, Monthly, On-demand for changes
• How will you verify the payroll deduction file exchange is processing without manual edits for two consecutive payroll runs?
• Who is the payroll contact for testing ingestion and who will certify successful file processing?
• Which reconciliation fields must be present to match payroll deductions to carrier billing (examples: employee_id, pay_period, deduction_code, premium_amount)? Options: employee_id, pay_period, deduction_code, premium_amount

Connect carrier premium billing interface

• Which billing file format does the carrier expect for premium remittance (examples: EDI 820, carrier-specific CSV, XML)? Options: XML, EDI 820, Carrier-specific CSV
• What frequency and cadence should premium billing follow relative to payroll cycles (monthly, aligned to payroll, quarterly)? Options: Monthly, Aligned to payroll cadence, Quarterly
• Which remittance fields must align to carrier requirements (examples: plan_code, coverage_effective_date, premium_amount, employer_subsidy)? Options: plan_code, coverage_effective_date, premium_amount, employer_subsidy
• How should premium adjustments and retroactive changes be submitted to the carrier (adjustment file, portal entry, invoice credit memo)? Options: Adjustment file, Portal manual entry, Invoice-level credit memo
• Who will own billing exception resolution between payroll, the carrier, and your benefits admin?
• Which reconciliation tolerance will you accept for billing versus payroll before manual correction is required (example thresholds)? Options: <$50 per employee per month, <$500 per payroll run, Custom threshold

Implement carrier claims adjudication flow

• Which claim submission channels should employees and administrators be able to use? Options: Portal upload, Carrier API submission, Email claim forms
• What claims adjudication SLA do you expect to publish or enforce (examples: average decision-to-payment time in hours)? Options: 18 hours (expected), Within 24 hours, Up to 5 business days
• Which supporting documents will accompany typical claims (examples: itemized hospital bill, physician statement, claim form)? Options: Itemized hospital bill, Physician statement, Claim form, Other documents
• Which notification channels should employees receive for claim status updates and final payment notices? Options: Email, SMS, Portal message
• Who is the escalation contact for claims that exceed SLA or are denied and require manual review?
• Which data fields must be returned in claim API responses for display in the portal (examples: claim_id, adjudication_date, paid_amount, payment_date)?

Set up direct-deposit claims payments

• What bank account verification method will you accept for direct-deposit payments (examples: micro-deposit verification, ACH prenotification)? Options: Micro-deposit verification, ACH prenotification, Payroll-provided bank on file
• Which employee bank data fields are required to issue direct-deposit payments (example: bank_routing, bank_account_number, account_type, account_holder_name)? Options: bank_routing, bank_account_number, account_type, account_holder_name
• How quickly should payments reach employee accounts after adjudication (same-day, next-business-day, within 3 business days)? Options: Same-day, Next business day, Within 3 business days
• How will you provide test bank accounts or validation samples for payment verification (example: test ACH file, payroll-provided verification, masked sample)? Options: Test ACH file, Payroll-provided verification, Masked sample accounts
• Who on your payroll or finance team can approve bank details and resolve payment exceptions?
• Which remittance attributes must be retained for audit and employee inquiries (examples: payment trace ID, ACH trace number, paid_amount, payment_date)? Options: payment_trace_id, ACH_trace_number, paid_amount, payment_date

Deploy pilot enrollment group

• Which cohort selection method will you use for the pilot (examples: by location, by department, by volunteer group, new hires only)? Options: By location, By department, Volunteer group, New hires only
• How many employees should be included in the pilot cohort to validate enrollment and billing flows? Options: 25-100, 101-500, 500+
• Which pilot duration will capture enrollment behavior and at least one full payroll cycle (examples: 2 weeks, 1 month, 2 months)? Options: 2 weeks, 1 month, 2 months
• Which measurable outcomes will define pilot success (examples: enrollment penetration %, premium file match rate, claims first-payment time)? Options: Enrollment penetration %, Premium file match rate, Claims first-payment time
• Who will provide pilot-day support and triage employee questions during the pilot period?
• How will pilot feedback be collected and prioritized for portal or communication changes (examples: survey, session recordings, tagged support tickets)? Options: Survey, Session recordings, Tagged support tickets

• Master Services Agreement (MSA)
• Subscription Order Form
• Group Insurance Policy Schedule
• Statement of Work (SOW)
• Service Level Agreement (SLA) — Claims & Billing
• Billing & Reconciliation Addendum
• Operational Roles & Responsibilities Agreement
• Broker Commission & Distribution Addendum
• Data Processing Agreement (DPA) / HIPAA Business Associate Addendum (BAA)
• Acceptance & Go-Live Confirmation

• Go-live Health Check (week 1-4)
• First Outcomes Measurement (week 4-10)
• Acceptance Gate Review (around day 90)
• Quarterly Adoption & Outcomes Review

• Run a billing reconciliation for the quarter and produce an exceptions report for the next review.
• Identify and document the top 3 operational issues and the remediation timeline.
• Reconfirm success criteria and owners
• Restate acceptance criteria and numeric targets
• Produce a documented acceptance decision for each numeric criterion recorded in Solution Scope, with a named signatory captured for the decision.
• For any failed criteria, list remediation actions with clear success tests and resolution dates.
• Confirm incumbent system status and data archival to avoid dual-running systems.
• Publish the acceptance decision record including pass/fail outcomes and the named signatory.
• Create a remediation plan tracker for any failed criteria with dates and verification steps.
• Complete archival or migration of legacy enrollment data and log the completion for audit.
• KPI trend review
• Confirm whether enrollment penetration and employee satisfaction remain on track versus Solution Scope targets and document any metric regressions.
• Prioritize the top operational fixes or enhancement requests to address before the next quarterly review.
• Reduce the count of open critical remediation items and confirm timelines for remaining items.
• Publish the quarter's KPI dashboard with annotated actions and owners for transparency.
• Open prioritized enhancement tickets and schedule timeboxed work for the top two items.
• Establish the data sources and cadence for the first outcomes measurement.
• Confirm the deployment is functionally complete and key endpoints are live.
• Publish a short hypercare log of open issues, impact, and targeted resolution dates.
• Confirm the data extract locations and credentials the team will use for the first outcomes report.
• Schedule the first measurement meeting and circulate the data requirements and report template.
• Present first outcomes data
• Determine whether enrollment penetration rate and claims payment timeliness are trending toward the Solution Scope targets, or require remediation.
• Document root causes for each off-target metric and agree specific remediation tasks with completion dates.
• Confirm the data set and owner who will validate the next measurement ahead of the acceptance gate.
• Run a reconciliation of premium files and produce an exceptions list for manual review.
• Execute a targeted employee communication refresh for underperforming cohorts and measure lift.
• Log integration defects affecting claims payment timing and provide a fix-and-test schedule.
• Deployment and migration validation
• Persistent issues and enhancement requests
• Root-cause diagnosis for gaps
• Present outcome data against each criterion
• Open action item burn-down
• Document pass or fail per criterion and capture acceptance decision
• Agree corrective actions and timelines
• Early adoption signals and usage snapshot
• Agree remediation plan for any failed criteria
• Operational adjustments and next steps
• Confirm acceptance gate timeline
• Open issues and blockers
• Agree immediate remediation actions
• Incumbent system wind-down and data archival check