# LCMS Convention Workbook_St. Louis Missouri_2010_S118
# Machine transcription, uncorrected — CHI Digital Archive (demonstration)

118

SYNOD REPORTS

Efforts to reach that end have included establishing a task force consisting of health and wellness experts/consultants, CPS staff, and the
Commission on Ministerial Growth and Support. The initial step of the
task force was the formation of a nationwide survey to adequately assess
the current environment and attitudes about health and wellness among
church workers and employers. The survey results revealed workers as
having a strong desire to be well, but lacking the time, motivation, and
most efficient means to get there.
The next steps going forward will be twofold: (1) encouraging workers to engage the wellness programs that are currently in place—or
programs that will be developed—and (2) encouraging employers to
establish healthy workplaces that foster and promote healthy lifestyles.
Information Technology Strategy

Since 2008, CPS has been engaged in an Information Technology
(IT) strategy project. The overall purpose of the project is to ensure that
CPS can deliver on the promises made to its members and their employers using reliable technology.
To help determine what changes were needed, CPS hired CSC, a
global consulting and outsourcing company. With the CSC consulting
team it became clear that to fulfill unfailingly its commitments to its
members, CPS needed to address several gaps, which included improving its disaster recovery and business continuity plans.
The IT strategy generated a number of projects to address the
identified gaps, the largest being the outsourcing of CPS systems to
a technical systems and server provider outside of St. Louis. Also implemented was the office of Project Management as a way for CPS to be
disciplined and structured in its approach to managing change.
Enterprise Risk Study

In 2009, CPS embarked on an enterprise risk management (ERM)
study. Risk is defined as the potential for loss or harm—or the missed
opportunity for gain—that can adversely affect the achievement of an
organization’s objectives. By identifying and proactively addressing
risks and opportunities, CPS will be better situated to provide comprehensive solutions to the unique needs of LCMS employers and church
workers as it envisions the future state of benefits and services.
Executive management currently is reviewing the results of the risk
assessment and is in the process of implementing appropriate plans of
action.
Activity Highlights
Most Significant Accomplishments since 2007

• CPS closely managed the impact of the investment market downturn on the funding status of the CRP. This required a modest
increase of one percent of salary in the employers’ contribution
rate to the Plan. However, no reductions in benefits earned in the
past or future, or for current or future retirees, were necessary.
• CPS outsourced its computer servers and some of its systems to
an outside vendor to ensure continued high-quality operations
and to protect CPS and the data it maintains in the event of a
disaster.
• CPS introduced Personal Savings Accounts to make flexible
spending accounts, health savings accounts, and health reimbursement arrangements available to LCMS employers and their
workers.
• CPS introduced through the CHP and a partnership with
CareAllies, the Be Well … Serve Well health initiative to make
wellness and disease management programs available to plan
members. This included the Be Well … Serve Well incentive program to increase workers’ awareness of their health status, which
had more than 13,100 participants.

• CPS provided educational and consulting support to employers
and workers to assist them in navigating through the significant
and complex regulations issued by the IRS for 403(b) taxdeferred savings plans.
• CPS made health plan coverage available to seminary students
and their families, providing comprehensive coverage at affordable rates.
• CPS introduced the opportunity for plan members to purchase
supplemental term life insurance at inexpensive group rates.
• CPS redesigned and renovated the CPS Web site to be more user
friendly and provide more expanded information.
• CPS implemented enhanced employer and member relations
through the hiring of four Benefit Consultants and two Employer
Relationship Specialists.
• CPS implemented numerous “minor” changes to enhance the benefits provided to health plan members, with minimal impact on
contribution rates (the addition of a vision benefit, 100 percent
coverage of all preventive medical care, 100 percent coverage for
the shingles vaccine and H1N1 flu shots, 100 percent coverage
for organ transplants at specified facilities along with travel benefits, the addition of HMO options in selected areas, and more).
Significant Goals for the Future

•		Continue to closely monitor the investment markets and make
changes as needed to ensure the long-term funding of the various Concordia Plans.
• Analyze the impact of health care reform, influence change beneficial to church plans, and implement changes as needed.
• Complete a review of the current health plan offering to Medicareeligible retirees to determine whether a more suitable or less
expensive plan or plans can be made available.
• Continue the study to add flexibility in the retirement plan and
implement changes as appropriate to better serve the needs of
both LCMS employers and workers.
• Continue the expansion of the Be Well … Serve Well health and
wellness initiative to cultivate a culture of wellness among
LCMS workers and their families.
•		Continue to evaluate and implement new product or service
offerings to LCMS employers and/or their workers.
• Analyze and implement additional measures as needed to further
ensure the security of information and data maintained by CPS.
CPS Acknowledges with Heartfelt Gratitude:
• The leadership of Paul Middeke as President of CPS from 2003
until his retirement in March 2008;
• The CPS Board of Directors members whose terms will end in
2010:
•
•
•

Richard E. Beumer, board member since 2001 and board chairman
from 2005 through August 2010;
F. Mark Kuhlmann, who served three 3-year terms, 2001-2010;
and
Thomas W. Kuchta, non-voting board member and LCMS VicePresident–Finance—Treasurer, who is retiring from office in
2010;

• The support and participation of LCMS employers, workers, and
retirees;
• God’s continued blessing on the work of CPS as it strives to serve
the needs of LCMS ministries and workers.
		
Richard E. Beumer, Chairman
		
James F. Sanft, President

2010 Convention Workbook

2010 Convention.indb 118

4/15/10 2:38 PM