HARDRUNNING A HEALTHCARE ORGANIZATION

A RETIREMENT PLAN CAN BE COMPLEX, EXPENSIVE AND DIFFICULT TO MANAGE.

WITH MOUNTING INVESTMENT, COMPLIANCE AND OPERATIONAL ISSUES FACING PLAN SPONSORS, IT CAN BE TOUGH TO KNOW WHETHER YOUR PLAN IS IN GOOD WORKING ORDER OR NEEDS TO BE REPLACED.

THE PROBLEM IS, RE-EXAMINING YOUR POTENTIALLY OUTMODED RETIREMENT PLAN IS ONE OF A HUNDRED THINGS ON YOUR PLATE. AND, YOU’VE PRIORITIZED YOUR TIME AND RESOURCES ON THE THINGS YOU THINK WILL MOST DRAMATICALLY IMPACT YOUR BUSINESS.

IN SHORT, REPLACING YOUR RETIREMENT PLAN SEEMS, WELL,

HARD

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PRUDENTIAL RETIREMENT® CAN PROVIDE SOLUTIONS TO HELP YOU SAVE MONEY, IMPROVE CASH FLOW, ATTRACT TOP-LEVEL TALENT AND PROVIDE BETTER RETIREMENT OUTCOMES FOR YOUR EMPLOYEES.

WE’VE HELPED HUNDREDS OF HEALTHCARE INSTITUTIONS LIKE YOURS TRANSITION TO A SMARTER RETIREMENT PROGRAM THAT CAN MAKE THEM STRONGER AND MORE NIMBLE.

AND BEST OF ALL, WE’VE MADE IT

EASY

3

An inefficient retirement plan is an expensive one. Prudential Retirement delivers a time-tested regimen of plan management that not only minimizes your administrative burden, but can help free up funds for other important initiatives—like growing and running a modern healthcare facility.

An inefficient retirement plan is an expensive one. Prudential Retirement delivers a time-tested regimen of plan management that not only minimizes your administrative burden, but can help free up funds for other important initiatives—like growing and running a modern healthcare facility.

A NEW PLAN CAN MEANNEW OPPORTUNITIES.

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FUNDING A NEWCLINICAL TRIAL

FINDING EFFICIENCIES IN YOURRETIREMENT PLAN

DC OPTIMIZATIONSM is an award-winning1 process that provides you with powerful, actionable information to help you design an efficient retirement plan that supports your organization’s business needs. It’s based on the simple, yet obvious premise that each healthcare institution has its own unique goals. Containing costs may be the highest priority for one organization, while another wants to increase employee participation in their plan. Still others are focused on recruiting and retaining the right people.

The DC Optimization process begins with a dedicated group of DC actuaries who are experts at identifying how your plan can work most efficiently to achieve objectives. This helps you direct your contributions in a way that truly impacts your organizational needs while improving outcomes for employees.

50% OF HOSPITALS WON’T EXIST IN 10 YEARS.2

Healthcare systems involved in either a merger or acquisition can benefit immensely from the clarity that DC Optimization provides. It maps out a clear path to make sure that employees are best represented in the merger and that your institution comes out stronger on the other end.

HARD

EASY

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How We’ve Helped Other Healthcare Systems

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We Consolidated 23 Retirement Programs Into 13

While maintaining a cost-neutral basis for the plan sponsor. The expected participation rate grew from 35% to 90%.

Healthcare System #1

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Got more than one third of the workforce to

Contribute 10% or Moreto their retirement plan within 14 months.3

That’s the amount we

Reduced Annual Employer Contributions.3

Healthcare System #2

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$2MILLION

Employees saw their income replacement ratio increase by

7–8 Percentage Points.3

That’s the amount total retirement savings increased over a 5-year period after partnering with us. What’s more,

Employer Costs Remained the Same.

Healthcare System #3

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$15MILLION

CREATING A DEVELOPMENT PROGRAMTHAT RAISES SIGNIFICANT CAPITAL

CREATING A RETIREMENT PROGRAM THATATTRACTS AND RETAINS TOP TALENT

74% of surveyed hospital executives believe that their organization needs to pay more

attention to retaining and attracting the best talent.4

HARD

EASY

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Ultimately, the quality of a healthcare institution depends on the quality of the people working there. But prominent physicians, executives, top-level staff and nurses are in high demand and, therefore, not easy to attract.

A well-considered retirement plan can be crucial when it comes to attracting top-level talent. That’s why we provide solutions that allow you to offer premium retirement benefits that are important to both potential hires and in-house talent, while keeping your total contributions cash neutral. Your employees aren’t all the same. Their retirement benefits don’t need to be identical.

In addition to benefit incentives, we also offer some unique plan features that others don’t. For instance, top-level employees are likely to come with their own outside investment advisors, so our plans are designed to allow those advisors to easily control investments and allocations within the plan.

ATTRACTING THE BIG FISH.

THE BEST TALENT IS ALSO THE MOST SOUGHT AFTER TALENT.

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Employees who delay their retirement due to financial reasons are rarely happy. They can also cost your organization more money. Providing a retirement plan that incentivizes employees to engage in their plan early and properly will not only enable them to retire on time, but it can potentially improve your bottom line.

At Prudential Retirement, we rely on our behavioral specialists to analyze why your employees might be under-contributing to their retirement plan. This helps us to employ proven strategies that are designed to motivate them to contribute more effectively.

HELPING EMPLOYEESRETIRE ON TIME MAKESGOOD BUSINESS SENSE.

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TM

That’s how much more employees engage in their retirement plan when they

use our participant engagement tools.5

That’s the average amount it costs a company annually for every employee

who doesn’t retire on time.6

$8,500

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INSPIRING EMPLOYEES TO ENGAGE IN THEIR OWN RETIREMENT

The most daunting aspect of retirement planning isn’t understanding asset allocation or grappling with the latest tax

code; it’s overcoming the behavioral challenges that stand in the way of simply saving. It’s this understanding that guides our

unique approach to participant engagement.

62%

Inspiring people to invest in a retirement plan is a big responsibility. You’re asking your employees to trust you with their financial future. So it’s important to choose a provider that offers the type of investment choices that are designed to produce long-term financial security.

That’s why we not only offer an open architecture investment platform with options across a diverse range of investment funds, managers and asset classes but we deliver those investments in a way that matches your employees’ needs.

We understand two very important things: Not all employees have the same goals or the same risk tolerance. And diversification is core to a long-term investment strategy.

PROVIDING HIGH QUALITY INVESTMENTS.

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OFFERING PATIENTS HIGH QUALITYCARE ON A DAILY BASIS

OFFERING EMPLOYEES HIGH QUALITY INVESTMENT CHOICES IN THEIR

RETIREMENT PLAN

HARD

EASY

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The ability to invest in any outside mutual fund traded by the National Securities

Clearing Corporation (NSCC)

A company ranked #1 in Stable Value assets with more than 40 years

of experience in the Stable Value market7

A top 10 worldwide institutional

money manager7

An experienced partner with more than $1.2 trillion in assets under management7

WHAT YOU GET WHEN YOU CHOOSE PRUDENTIAL RETIREMENT

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1.2TRILLION

#1 TOP

10

GOALMAKERAn asset allocation program that helps employees

invest more efficiently.

GoalMaker® is a simple solution that helps employees select retirement portfolios that are aligned with their individual circumstances. It empowers them to choose from professionally designed portfolios that automatically rebalance and adjust over time. GoalMaker is optional and available to participants at no additional

cost and is built from the underlying investments offered in your plan.

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Higher participation ratesHigher re-allocation rates Higher contribution rates

RISK TOLERANCEGoalMaker also incorporates an employee’s comfort level with market volatility.

=GoalMaker

TIME HORIZONGoalMaker considers when an employee plans to retire.

CONSERVATIVE

MODERATE

AGGRESSIVE

KEEPING UP WITH THE LATEST ADVANCES IN EMERGENCY ROOM CARE

KEEPING YOUR RECORDKEEPING DATA IN ORDER

The subject of recordkeeping and administration may not be the first thing you think about when you walk into the office. That is, unless there’s a problem. Then it’s hard to focus on anything else.

BETTER RECORDKEEPING. SMARTER ADMINISTRATION.

HARD

EASY18

Introducing TOTAL RETIREMENT SOLUTIONS

It’s a better way to manage your combination of plans, whether they’re Defined

Benefit Plans, Defined Contribution Plans or a combination of both.

TRS

Recordkeeping and administration can become even more overwhelming when you are faced with multiple plans. Our solutions help manage multiple plans on a single platform.

This reduces the complexity of coordinating numerous vendors, which helps consolidate expenses. It also ensures greater data accuracy and consistency while effectively streamlining the experience for your employees.

When records and administrative procedures are in good working order, you can focus on what you do best: keeping patients healthy.

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Life is easier when your retirement plan is in compliance with government regulations. Drop the ball, and things start to get complicated very quickly.

As a client, you’ll have a dedicated RETIREMENT PLAN CONSULTANT (RPC) whose sole focus is to provide research, insight and communication regarding any legislation or regulatory changes that may affect your plan. Any time there is a change, we’ll communicate its intended impact and schedule a full plan review to make sure you continually remain within regulatory guidelines.

Your RPC will also evaluate your plan for efficiencies at the time of your transition to Prudential Retirement, then continue to monitor your plan on an ongoing basis.

REMAINING INCOMPLIANCE.

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MANAGING YOUR PHYSICIANS’PATIENT LOADS

MANAGING COMPLIANCE REGULATIONFOR YOUR RETIREMENT PLAN

HARD

EASY

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Plan transitions can seem like enough of a headache that they sometimes cause a committee or administrative team to stick with their existing plan when a move to a new plan may be more prudent. Other providers make transitions hard.

We’ve transitioned plans from many healthcare organizations ranging in size and complexity. We structure every aspect of our transition support to ensure the experience is seamless and positions your plan for a better future once it’s on our platform. That includes everything from the tenured implementation and conversion team, to weekly status calls, plan design discussions, the file transfer process and more.

In other words, we make it easy.

SEAMLESSLY MOVING YOUR PLAN TO PRUDENTIAL.

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1 2015 PSCA Signature Award in Fiduciary and Plan Decision Resources Category2 The great consolidation: The potential for rapid consolidation of health systems, Deloitte Center for Health Solutions, 2014 3 Prudential Retirement, as of 09/20154 “Tipping Point: Hospital Resilience in a Perfect Storm,” an Economist Intelligence Unit research program sponsored by Prudential, 20165 Prudential participant study response data collected between October 2013 and October 20146 Plan Adviser. Breaking Down Savings Barriers, February 11, 20157 Pension & Investments Money Manager Survey, May 2015. Based on Prudential Financial’s total worldwide institutional assets under management as of 12/31/2014

is a trademark of Prudential Financial, Inc. and its related entities. Retirement products and services are provided by Prudential Retirement Insurance and Annuity Company (PRIAC), Hartford, CT, or its affiliates. PRIAC is a Prudential Financial company.GoalMaker is an optional tool and available at no additional cost. GoalMaker’s model allocations are based on generally accepted financial theories that take into account the historic returns of different asset classes. Past performance of any investment does not guarantee future results. Prudential Financial encourages participants to consider their other assets, income and investments when enrolling in the GoalMaker program. We also recommend participants periodically reassess their GoalMaker investments to make sure their model portfolio continues to correspond to their changing attitudes and retirement time horizon.© 2016 Prudential Financial, Inc. and its related entities. Prudential, the Prudential logo, the Rock symbol and Bring Your Challenges are service marks of Prudential Financial, Inc. and its related entities, registered in many jurisdictions worldwide.

HARD EASYTM

WE KNOW RUNNING A HEALTHCARE INSTITUTION IS

HARD.THAT’S WHY THROUGH EVERY STEP OF THE PLANNING AND CONVERSION PROCESS, PRUDENTIAL PROVIDES THE RIGHT TOOLS AND GUIDED SOLUTIONS TO DELIVER THE MOST VALUE TO YOU AND YOUR EMPLOYEES.

WE’VE ALREADY TRANSITIONED PLANS FROM MANY HEALTHCARE ORGANIZATIONS RANGING IN SIZE AND COMPLEXITY.

WE MAKE OFFERING A RETIREMENT PLAN

EASY.

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Call 800-353-2847 or visit Healthcare.PrudentialRetirement.com to learn more.

0287689-00004-00 RSBR1022 11/2016

EASYREPLACING YOUR HEALTHCARE ORGANIZATION’S

INEFFICIENT RETIREMENT PLAN