1. 2010
Global Employee
Benefits Survey
Results Presentation
June 10, 2010
June 10, 2010

2. 2010 Participation

3. Executive Summary
• Survey represents over 10,000 globally mobile expatriate and
TCN employees and over 150,000 employees worldwide.
• Despite severe economic downturn in 2008 and 2009, limited
evidence that plans moved to scale back benefits or shift
additional costs to participants
Less than 20% of the participants reduced benefits for ’10
The median employer subsidy for health care declined
from 80.4% to 79.1%
• The median medical cost increase was 5.3% but a wide range
of responses indicate that some plans experience greater cost
pressures than others.
• There is a demonstrated move to reach out and communicate
more effectively with international assignees.

4. Executive Summary:
(Macro Trends and Their Impact on Global Programs)
• Retiring Boomers
– Delayed retirement by first wave following downturn in DC
retirement assets
– Increasing trend of retirements as market works through long-
term effect of escalated unemployment (U.S. issue)
• Strained Social Welfare Systems
– Economic pressures felt beyond Greece – UK scale back of
National Health system – German response of increased taxes
and reduce benefits
• Shift in Talent Attraction
– Move to developing/emerging economies for talent brings new set
of issues as immature Social Welfare Systems places different
burden/requirement on organization

5. Executive Summary:
US Expatriate employees
• Pattern of differentiated benefits between Services and Drilling
segments of the Energy sector
• Median health benefits (Outside US)
– Individual deductible - $200
– Individual out-of-pocket maximums - $3,000
– Coinsurance level (including Rx) – 90%
• Health subsidy level declined slightly to 79%
• Full suite of ancillary benefits offered – 2x life coverage most prevalent
• DC retirement benefit match declined slightly to 5%

6. Executive Summary:
Non-US Expatriate or Third Country National employees
• Typically included on US health and dental programs. This will be an
evolving issue moving forward as more aspects of Health Care Reform
are implemented.
• Health care benefits typically offer first dollar coverage while including
other limits to benefits.
• Smaller groups of TCN’s may be included on US welfare plans.
Significant variations in underwriting tolerance for foreign risk.
• Offshore savings plans less frequently offered to TCN’s. This may be
an emerging attraction/retention issue.

7. Executive Summary:
Local Nationals
• HQ oversight and direction on vendor selection, plan funding and plan
performance for Local National populations in a little over half of the
organizations surveyed.
• Participants very satisfied with Multinational pooling results.
• Supplemental health care was the most commonly offered benefit.

8. Executive Summary:
Other Findings
• Limited evidence of organizations reducing frequency or duration of
international assignments.
• Some evidence of cost shifting to employees as health care subsidy
has declined. Overall benefits remain robust.
• Greater effort being put into global communications.

9. Contact Information
Full survey results available to survey participants only. 2011 interest list being
formed now.
Cliff Caldwell
Global Solutions Practice Leader
Employee Benefit Solutions
(832) 476-8365
ccaldwell@ebenefitsolutions.com
Brent Gilot
Survey Consultant
Employee Benefit Solutions
(832) 476-0493
bgilot@ebenefitsolutions.com
Casey Loyd
Business Development Lead
Employee Benefit Solutions
(832) 476-0489
cloyd@ebenefitsolutions.com