1.How well does your LTD benefit address the income-replacement gap for executives earning above the group LTD monthly maximum?
Group LTD maximums (e.g., $10,000/month) replace a much smaller percentage of income for high earners. Supplemental individual DI is often needed.
2.How well does your life insurance program address the coverage gap for executives with high income and estate planning needs?
Group life maximums often fall far short of executive needs. Supplemental executive life (COLI, BOLI, split-dollar) may be appropriate.
3.How well does your executive benefit program address non-qualified deferred compensation (NQDC) and supplemental retirement income?
NQDC plans allow executives to defer income above qualified plan limits. They require careful ERISA top-hat plan compliance.
4.How thoroughly do you conduct nondiscrimination testing for self-insured medical plans and cafeteria plans that include executives?
Self-insured medical plans and cafeteria plans must pass nondiscrimination tests. Failure results in taxable benefits for HCEs.
5.How strategically does your executive benefit package support retention and compete with peer organizations for key talent?
Executive benefits are a key retention tool. Annual benchmarking against peer organizations is the standard.
This tool provides educational decision support only. Results are not legal, tax, actuarial, or insurance advice. Validate all outputs against current plan documents, applicable law, and qualified professional guidance. Scoring version 1.0 · Reference year 2026.
