LCMS Convention Workbook St. Louis, Missouri — 2010, Page 117

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SYNOD REPORTS
Administrative Guide Books Created for Decision-Making Needs

To assist employers with the administration of the Plans, an administrative series of guide books was launched in 2007, beginning with
the 2008 Concordia Health Plan Employer Guide to Choice. In 2008
and 2009, more guides were introduced:
• Employer Guide to Personal Spending Accounts;
• Concordia Retirement Savings Plan Employer Administrative
Guide; and
• Administrative Information for Treasurers and Business
Managers.
Educational Material for Employers and Plan Members with HSAs
or HRAs

Due to the increased interest in CDHPs, CPS collaborated with
Blue Cross Blue Shield of Minnesota and SelectAccount to create
custom reference guides to help answer the many questions employer
representatives and plan members have regarding these new plans.
Three guides now exist:
• Reduce Costs and Promote Health;
• Options Blue HSA Reference Guide for Your High-Deductible
Health Plan with a Health Savings Account; and
• Health Reimbursement Arrangement Reference Guide for
Concordia Health Plan Options Blue HSA and Options Blue
HRA.
Expansion of Retirement/Savings Programs and Information Online

Continuing to increase awareness and opportunities for workers
as they prepare for retirement is a primary focus for CPS. To complement the efforts of our Retirement Planning Workshop leaders,
several communications and features were provided throughout the
past triennium, such as:
• targeted campaigns designed to increase awareness around
eligibility to contribute to or to maximize the matching contributions in CRSP;
• special mailings to employers and plan members promoting
National Save for Retirement Week activities and resources;
• a new newsletter called Mind Over Money Matters;
• enhanced online Personal Statement of Benefits complete with
retirement modeling capability; and
• special Webinars, online training, and online contribution and
match calculators.
CPS plans to continue to grow its communication touch points and
interactions with plan members and employers regarding the importance of becoming engaged as early as possible in the planning for
successful retirements.
Revamped Web ¡Site

In 2007, a redesigned CPS Web site was introduced (www.
ConcordiaPlans.org). One new feature is a special section called
“Who Am I?” This section pulls the most frequently requested information together in one convenient spot and is organized according
to the person visiting the site: active worker, disabled worker, retiree,
missionary, survivor, student, and treasurer or benefits administrator.
In addition, the “Resources” section was expanded to include
online training, Webinars, reproducible material, and calculators, as
well as a convenient access point for forms, newsletters, plan booklets, manuals, and many other features. An informative “News”
section was also included.

117
Significant Opportunities, Challenges, Concerns, and
Problems Facing CPS

Recession and Economic Environment Impact on CPS

The CRP, CDSP, and the CHP were in a strong financial position
going into the recession, but were not immune from the investment
market fluctuations and economic downturn experienced in 2008 and
into 2009. While the Plans have benefited from the market rebounds,
and are in a relatively good position today, the Board of Directors,
management, and staff were forced to make some tough decisions.
One decision was to announce a one-percent-of-compensation rate
increase for the CRP effective January 1, 2010.
The negative effects of the recession also resulted in no benefit increases from the CRP for retired members in 2009 or 2010.
Although we know the recession has severely impacted those living
on fixed incomes, the Board and staff felt that the prudent decision
was not to add further to the liabilities of the Plan in a time of such
economic uncertainty.
Health Care Reform: Status and Possible Impact on CPS

As of this writing, February 1, 2010, we do not know how health
care reform, when or if enacted, will affect employers and workers
in the LCMS. The late January election of Scott Brown as senator
from Massachusetts has changed the course of action. Despite this
new development, Democrats in Washington are determined to move
forward with health care reform.
What we do know is that our participation in the national Church
Alliance gives us voice with Washington lawmakers and the White
House. The Church Alliance works to mitigate any adverse impact
new legislation might have on church plans. Historically, Congress
has accommodated and supported the continuance of church plans
nationwide. Through the Church Alliance, we are working to ensure
that pending healthcare measures specifically address the unique
nature of church plans. If not, there could be significant, negative
consequences to church health plans.
New Flexibility of Benefit Selections for Employers

Beginning in 2008, CPS has been investigating ways to add
greater flexibility to the CRP, particularly to serve better the needs
of shorter-term or non-career workers.
Over the years the demographics in the church workforce have
shifted—the proportion of lay workers to rostered workers continues
to grow. Many of these are short-term, high-turn-over employees or
university professors not on a tenured track. As a result, in the hiring
process, employer benefit needs are changing.
CPS has studied and drafted changes that will not affect the existing retirement program but will offer some relief to employers. As of
February 1, 2010, these measures are being carefully reviewed by the
CPS Board of Directors and representative employers of the Synod
(primarily employers with day care operations, preschools, and universities who are recruiting non-rostered faculty).
Please note: The potential options will not be applicable to
rostered LCMS workers. Rostered workers will remain covered
by the current CRP—the Primary Benefit (defined benefit), the
Supplemental Retirement Account, and, if in The Church’s Plan, the
Retiree Medical Supplement.
An LCMS Culture to Embrace Healthy Behaviors for the Sake of the
Ministry

A challenge for CPS in the coming years is to cultivate wellness
initiatives that influence the LCMS culture in a way that encourages
and empowers workers to take charge of their health so that they are
better equipped to serve well in their area of ministry.
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