# LCMS Convention Workbook_St. Louis Missouri_2010_S114
# Machine transcription, uncorrected — CHI Digital Archive (demonstration)

114

SYNOD REPORTS

Benefit Consultants and Relationship Building

Recognizing the reality that 6,000 church, school, and other organizations have different employee benefit needs and requirements,
CPS introduced a new alignment in its Education and Outreach
department in 2007. New roles for Benefit Consultants and Employer
Relationship Specialists were designed to provide better support for
the employers and their needs.
The new arrangement facilitates the growth of relationships with
employers and provides them with assistance in making worker benefit choices and administering the Concordia Plans. This consultative
relationship assists employers in making decisions that result in wise
stewardship of their benefit dollars.
In 2010, this division will be expanded to serve even more
employers by employing two additional Benefit Consultants to provide increased service and contact with employers.
Relational enhancements are also growing with LCMS entities,
associations, and recognized service organizations as CPS strives
to become a “partner of choice” for these groups. It continues to
strengthen its partnership with district offices by working closely with
the business administrators and meeting annually at the Joint Business
Managers Conference to share new developments and explore opportunities to work more collaboratively with each other.
In 2009, CPS assigned a staff person to nearly every district convention, representing the Plans to the delegates, district personnel,
and congregational leaders.
CPS is also a recognized partner with the Lutheran Education
Association (LEA), consulting with their leadership regularly and
leading educational presentations at LEA annual conferences, meetings, and triennial convocation.
Collaborative Efforts Continue to Grow

CPS continues to collaborate with the Commission on Ministerial
Growth and Support (CMGS) in wellness opportunities. In April 2009,
CPS participated in a CMGS-sponsored Symposium for Ministerial
Health and Wellness, which sought to develop wellness markers for
healthy congregations. The executive director of the CMGS, Rev.
David Muench, is also an integral member of the CPS task force
focusing on changing the wellness culture of the LCMS.
In addition to the districts, LEA, and CMGS, CPS has strong
partnerships with the recognized service organizations Grace Place
Lutheran Retreats and Doxology. And it is strengthening collaborative relationships with Concordia Publishing House, Lutheran Hour
Ministries, Lutheran Family Services, the Concordia University
System, the seminaries, the Association of Lutheran Secondary
Schools (ALSS), Lutheran Social Services, Lutheran High School
associations, and Parish Nurses, as well as the Synod’s offices and
departments.
Representative of the outreach of CPS to Synod offices is our work
in meeting the needs of the LCMS World Mission department. In June
2009, CPS participated in the missionary orientation meetings held
at Concordia University Chicago and shared information about the
Plans and their benefits with the new missionaries and their families,
as well as the special procedures and services in place to handle the
unique needs of LCMS workers serving outside the United States.
In early 2010, CPS introduced the International Employee
Assistance Program through CIGNA Behavioral Health that provides
an opportunity for plan members in 16 countries to access face-to-face
counseling. Members can call a special international phone center for
free counseling, or use a Web site that provides access to many other
resources. (CHP had an Employee Assistance Program in place for

many years, but it was not adaptable to meet the needs of plan members serving in mission fields worldwide.)
Financial and Retirement Workshops

The past several years have seen a marked change in the “face”
of the workers serving the church. More and more second career and
“non-traditional” workers are filling numerous positions, as many
“career” church workers are aging and considering retirement. This,
paired with the economic downturn since 2008, has resulted in many
workers questioning whether they will be able to retire when the time
comes. And many church workers are not sure that the “traditional”
retirement pathway is the one they want to follow.
As a result, the need for financial and retirement education has
grown rapidly, and CPS is working to meet this need through retirement workshops offered throughout the Synod. More and more
church workers are realizing the importance of first understanding
their current financial status and then focusing on the numerous benefits that will be available to them from the Concordia Plans as they
plan for a secure and fulfilling future.
Workshops and consultations are conducted throughout the
country, usually at district-organized seminars and through our collaborative partnerships with Grace Place Lutheran Retreats and
Doxology. In many cases, the worker and his or her spouse are invited
to attend and learn together. Several day-long financial seminars have
also been conducted at the LCMS International Center.
In addition, and in cooperation with the Concordia Universities
and the LCMS seminaries, financial workshops are organized for
senior students who will soon be considering calls as they embark
on their church careers.
Online Payment System for Invoices

An online payment system was introduced in 2007. Employers
as well as individuals who are responsible for paying for their own
coverage have taken advantage of this quick and convenient method
for paying their monthly invoices.
New Technology for Training—Educational Webinars

Beginning in 2007, CPS introduced live Webinars for employers, members, and benefit constituents. Numerous Webinars have
been conducted to educate employer representatives about upcoming
benefit changes and benefit administration. This method of communication allows CPS to “meet” with employer representatives and plan
members with an emphasis on stewardship and convenience. This
emphasis will grow in 2010 with the addition of a Training Manager
to coordinate all Webinar and online training activity and to implement curriculum for the ongoing continuing education of CPS staff.
A series of on-demand training modules is available on the CPS
Web site to provide assistance with administration of the various
benefit programs. These modules, targeted for treasurers, business
managers, and members, include topics on enrolling new workers,
reporting changes, retirement, and participating in the CRSP.
New Health Plan Options Add Flexibility and Address Budget
Constraints

The CHP now offer nine options for employer election that encompass three health plan models—two Consumer-Directed Health Plans
(CDHPs), four Preferred Provider Organizations (PPOs), and three
Health Maintenance Organizations (HMOs). These options give
employers the opportunity and flexibility to evaluate and select the
plan model and the deductible level that best suit their needs, as well
as to establish personal spending accounts to help workers with their
out-of-pocket expenses.

2010 Convention Workbook

2010 Convention.indb 114

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