Gathering Documents for RMH Compass Survey Validation

As you measure your company’s reproductive and maternal health benefits via the RMH Compass Survey, it’s helpful to have the documents you’ll need for validation organized and ready to go. Below is a list of documents you’ll be asked to provide for validation.

In order to ensure data accuracy and efficacy in our benchmarks, the following documents are needed to validate your company’s RMH Compass Survey:

• Summary Plan Description (SPD) from your health insurance provider (sometimes called Schedule of Benefits, Certificate of Coverage, Evidence of Coverage)

• Pharmacy Benefit Plan or Prescription Drug Plan Formulary

• Benefits Guide or Open Enrollment Communications (your most recent open enrollment materials outlining all of the benefits options available to both ESHP-eligible and non-eligible employees)

• Current Employee Handbook or separate documents outlining PTO policy, paid parental leave, workplace accommodations, and shift-work policies

• Internal Data Security Policy and Records Retention Schedule

If your organization responds affirmatively to questions in the following sections — Communication of Benefits, Manager Training, Healthcare Affordability and Living Wage — additional documentation will be needed in order to validate survey questions, including:

• Screenshot of Health Benefits Portal demonstrating that benefits vendor contact information

  is easily accessible to employees (unless that information is already included in one of the

  documents above)

• Sample Annual Employee Survey (specifically those questions pertaining to employee

  satisfaction with benefits offerings)

• Onboarding Schedule or Sample Training for New Managers outlining how managers are

  trained on benefits offerings for their direct reports

• Screenshot of a Completed ACA Affordability Calculator

• A completed copy of the RMH Compass Living Wage Validation Worksheet

Please note that additional documentation beyond this list may be needed for validation due to

variation in how companies capture and communicate benefits information.

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