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Pulse Survey: What Makes Leave Management the #1 Pain Point – and How to Fix It
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1.
Your Name
(Required.)
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2.
Your Email
(Required.)
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3.
Please assess the current level of difficulty that each of the following contributes to administering leaves for your organization by allocating a total of 100% to the factors that pose the most significant challenges.
(Required.)
Systems and technology
Data and reporting
Compliance (keeping up with regulatory changes)
Outdated, manual or disjointed processes
Mid-leave corrections (eligibility & diagnosis changes, RTW updates, etc.)
Internal resources and turnover (skills)
Coordination across teams (HR, payroll, benefits, managers, HRBPs, Risk, Facilities/IT)
Return to work (agreeing on timing and accommodations with employee and medical providers)
Other
4.
Do you use a single integrated system/provider for core HR master data and payroll data?
Yes
No
5.
Do you have a separate leave management technology?
Yes
No, we rely on a third party or carrier(s)
No, it is tracked locally or manually
6.
How many leave types do you track in your Core HR system?
1 - 5 leave types
6 - 10 leave types
11 - 20 leave types
20+ leave types
7.
How many providers/carriers are involved in managing your leave programs (e.g., STD, LTD, Leave, Workers Comp, Sick)?
1 carrier
2 carriers
3 carriers
4 carriers
5+ carriers
8.
Leave administration requires data from many sources. What is the total number of unique systems involved in your leave administration? If you use the same system for everything, your total should = 1.
HR
Payroll
Time (i.e., incidental absences for sick, vacation, …)
Absence (i.e., time away related to a mandated leave law or company-offered policy)
Leave
Total # of Systems
9.
For leaves that use hours data to determine eligibility, how old is the hours data available to the team/provider that approves and classifies leaves?
Real-time hours data
1-day old
Up to 1 week old
Up to 2 weeks old
2+ weeks lag
10.
Besides the employee, how much of the total effort to administer leaves is provided by each of the following resources? Allocate a total of 100% to reflect the overall distribution of work effort.
Front line managers / business leaders
3rd party leave/disability provider
Leaves team
Benefits team
Payroll team
HR Operations, Shared Services, or Employee Data maintenance team
HR BPs or HR Generalists
HRIT / IT team
Legal
Facilities, Equipment and Fixed Assets
Other
11.
For case management, which of the following teams/resources have full visibility/access to view the employee leave status and process details? Check all that apply.
No case system or manual tracking only
Front line managers / business leaders
3rd party leave/disability provider
Leaves team
Benefits team
Payroll teams
HR Operations, Shared Services, or Employee Data maintenance team
HR BPs or HR Generalists
HRIT / IT team
Facilities, Equipment and Fixed Assets
Other (please describe)
12.
Which best describes how compliance for federal, state, and local leave legislation are managed within your organization?
Centralized team or COE
Decentralized / localized HR
Third party leave provider or administrator
Internal Legal
External Legal
No single owner or unknown
13.
Who is primarily responsible for doing each of the following process steps?
Define Leave Types
-- Select an option --
Internal Team
3rd Party Provider
Payroll Team
HRIT/IT Team
Local HR/HRBP
Manager
Automation
Intake
-- Select an option --
Internal Team
3rd Party Provider
Payroll Team
HRIT/IT Team
Local HR/HRBP
Manager
Automation
Determine eligibility
-- Select an option --
Internal Team
3rd Party Provider
Payroll Team
HRIT/IT Team
Local HR/HRBP
Manager
Automation
Update leave status
-- Select an option --
Internal Team
3rd Party Provider
Payroll Team
HRIT/IT Team
Local HR/HRBP
Manager
Automation
Track and prioritize multiple competing leave types
-- Select an option --
Internal Team
3rd Party Provider
Payroll Team
HRIT/IT Team
Local HR/HRBP
Manager
Automation
Update leave balances
-- Select an option --
Internal Team
3rd Party Provider
Payroll Team
HRIT/IT Team
Local HR/HRBP
Manager
Automation
Determine leave pay
-- Select an option --
Internal Team
3rd Party Provider
Payroll Team
HRIT/IT Team
Local HR/HRBP
Manager
Automation
Identify and correct leave details
-- Select an option --
Internal Team
3rd Party Provider
Payroll Team
HRIT/IT Team
Local HR/HRBP
Manager
Automation
Ensure reporting and compliance is met
-- Select an option --
Internal Team
3rd Party Provider
Payroll Team
HRIT/IT Team
Local HR/HRBP
Manager
Automation
Track or initiate return to work
-- Select an option --
Internal Team
3rd Party Provider
Payroll Team
HRIT/IT Team
Local HR/HRBP
Manager
Automation
14.
For non-medical leaves (e.g., personal, military, bereavement) choose the technology / team resource that is primarily responsible for leave administration.
Core HR system or HR shared services
Leave system or centralized leave team
Manager / Local HR
Third party provider
Legal
Other (please specify)
15.
What change or enhancement do you feel would have the biggest and most immediate impact on your organization's leave process?
16.
What measure or outcome would most define success or impact in reimagining your current leave administration process?
17.
In what ways/to what extent does your company prioritize leaves within your culture?
18.
Would you be interested in talking to one of our experts about your organization's leave management pain points, or how you might provide a more efficient and seamless leave experience for your employees?
Yes
No
