Do you know how much yourorganization is really spending

on payroll and HR administration?Chances are you may not beconsidering major cost componentsrelated to administering theseimportant functions and may be

spending more than you think as a result.

A recent study by Pricewater-houseCoopers (PwC) – The HiddenReality of Payroll & HR AdministrationCosts – found that many organizationscan achieve greater efficiencies andcost savings by outsourcing payrolland HR administration functions,rather than performing them in-house.Specifically:• Organizations managing payroll,

workforce administration, time andattendance, and health and welfarebenefits in-house using premise-based or hosted software solutionsspend 18% more, on average,administering these functions thanorganizations that outsource to ADP.

• Large organizations actually spend27% more to manage payroll,workforce administration, time andattendance, and health and welfarebenefits in-house than similar-sizedorganizations that outsource to ADP.

• Organizations using multiplesoftware vendors to administerpayroll, workforce administrationand time and attendance functionsin-house spend 32% more, onaverage, than organizations thatoutsource to ADP.

Based on data collected from 279 participating large (those withmore than 1,000 employees) and midsized (100 to 1,000 employees)organizations, the study breaks downthe different cost drivers of payroll andHR administration. It details strategies

that are enabling some organizationsto administer business-criticalfunctions such as payroll, workforceadministration, time and attendance,and health and welfare benefits inmore cost-effective ways.

Key among the study’s findings is that, on average, in-houseadministration of payroll, workforceadministration, time and attendance,and health and welfare benefitsrequires more than $1,400 peremployee per year (PEPY) for largeorganizations and nearly $2,000 PEPYfor midsized organizations. Inaddition, it found that many “hiddencosts” that organizations frequentlyoverlook account for more than 50% of the total cost of ownership of administering these functions in-house.

“While most companies considercosts, such as a payroll department’sstaff, or the acquisition costs of a newERP solution, many fail to recognizecertain hidden costs necessary foroperating and integrating theseinterdependent processes,” said CarlosRodriguez, President of ADP NationalAccount Services and EmployerServices International. “Organizationsoften apply separate technology and process solutions to individualadministration functions withoutconsidering how those solutions workwith each other, which serves to drive costs up due to task overlap andother inefficiencies. Clearly, there is abetter way.”

Industry study: outsourcing multiple HR functions to asingle vendor reduces costs by 24% on average

www.ADP.com

ADPAdvisorSummer 2011 Vol. 21 No. 3

4

4

4

The HiddenReality ofPayroll & HRAdministrationCostsUncover the“hidden” costs of payroll and HR administration 4See page 4

®

Page 2• Just a click away at www.ADP.com• ADP® ranked 1st in its category for FORTUNE’smost admired companies

• Helpful Hints for 401(k) Plan Administrators• APA Corner• Association Spotlight

Page 3• Aberdeen Group study finds scheduling accuracy iscritical for organizational success

• ADP email addresses are changing• ADP clients network and share best practices atMeeting of the Minds 2011

• Visit www.surveymonkey.com/s/ADPAdvisor2011 –you could win an Xbox 360® 4GB Console withKinect™!

Page 4• Ask the ADP Advisor• See ADP solutions in action!• Give your organization a true picture of what itcosts to administer payroll and HR

”“...many “hidden costs”

that organizationsfrequently overlookaccount for more than50% of the total cost ofownership of administeringthese functions in-house.

continued on page 4

Free Offer

2

APA CORNER

New option to receivechild support withholdingorders electronically

In an effort to improve efficiency andeffectiveness, the Federal Office of Child

Support Enforcement has launched an initiativeto replace the paper forms it currently mails youwith electronic Income Withholding Orders (eIWO). In most states, you can arrange to receivee-IWOs as either:• A PDF of the withholding order• A data file that can be imported into your

payroll systemElectronic transmission should help reduce

the number of errors that arise from manualprocessing and establish an ongoingcommunications link with child supportenforcement agencies, should additional actionsbecome necessary. States currently participatingare: AZ, CA, CO, DC, ID, IL, IN, MA, MI, NC,ND, NE, NJ, NY, OH, OK, OR, PA, TX, VA, WA,and WV. States currently developing the abilityto send e-IWOs are: FL, HI, MO, and SD. For information and enrollment, visitwww.acf.hhs.gov and search “eIWO.” n

For more on child support withholding, attend an APA Garnishment Forum seminar(www.americanpayroll.org/product/7/37) or its four-partwebinar series (www.americanpayroll.org/product/49/130). ADP also offers a Wage Garnishment Processing Service tohelp you manage this process. Check item #4 on yourReader Service Form.

Just a click away at www.ADP.com

Complimentary webinar: managing costs andcompliance in the wake of health care reform

As provisions of health care reform take effect in the comingyears, how will your benefits plan need to change? What

will the financial impact be? What preparatory steps shouldyou take now? Find out in the complimentary webinar:Managing Benefits Costs and Compliance in the Wake of HealthCare Reform, brought to you by ADP and presented by Willis’Human Capital Practice.

This one-hour session explains what you can do to mitigate the anticipatedincreased costs and what issues await employers and their employees. You’ll comeaway with actionable recommendations for better managing administration costs,guidelines on how to stay compliant, and tips for identifying cost-saving programs.

This on-demand webinar has been approved for one (General) recertificationcredit hour toward PHR, SPHR, and GPHR recertification through the HR CertificationInstitute. n

*The use of the HRCI seal is not an endorsement by the HR Certification Institute of the quality of theprogram. It means that this program has met the HR Certification Institute’s criteria to be pre-approvedfor recertification credit.

Visit http://es.adpinfo.com/forms/ES_FY11_Q3_HCR_Recording.

ADP’s Eye On Washington legislative updates give you up-to-date information regarding health carereform, including helpful links, FAQs, future webinars, and more. Visit www.ADP.com/healthcare.

Four plan design factors found to boost odds for success HELPFUL H INTS FOR 4 0 1 ( k ) P LAN ADMIN ISTRATORS

What is the likelihood that your plan participants will accumulate enough to replace 80% of theirincome (in combination with Social Security) upon retirement? That is the common definition ofretirement saving “success.”

The likelihood is only 45.7% for your lowest-income workers. So found the Employee BenefitResearch Institute (EBRI) when they studied employees, ages 31-40 years*. The odds improve,however, with the inclusion of four plan design factors:

• Increasing the maximum level of employee contributions (to 6, 9, 12, or 15% of compensation)• Raising the annual increase in contributions (1-2% of compensation)• Having employees opt in to automatic escalation• Having employees remember/retain their previous level of contributions when they change jobs

The probability of success for the lowest-income quartile increased from 45.7% to 79.2%,when all four of these factors were applied. The impact on the highest-income quartile was evenmore impressive, raising the odds of success from 27.0% to 64.0%.

So while saving “success” depends largely upon worker contribution levels, EBRI’ssimulation concluded that encouraging these other actions could greatly improve the odds.

*The Impact of Auto-enrollment and Automatic Contribution Escalation on Retirement Income Adequacy, as published inEmployee Benefit Research Institute’s Issue Brief No. 349.

To download a brief of this study, visit www.ebri.org and search “349.”

ADP Retirement Services offers a variety of features to encourage increased 401(k) participation, including automaticenrollment, employee education, and Save Smart® a program that automatically increases an employee’s participationby an agreed-upon percentage every year.

For more information, check item #6 on the Reader Service Form; call 1 800 432-401k, Promo Code 454; or visitwww.ADP.com.

ASSOCIATION SPOTLIGHT

Discount for ADP customersto attend SHRM 2011 AnnualConference and Exhibition inLas Vegas

As a leading authority in HR, the Society forHuman Resource Management (SHRM) helps you

prepare for what’s next – from dealing with a boomin retirements, to identifying new skill sets yourworkers will need, to maximizing opportunities forlong-term success. At SHRM’s 2011 AnnualConference and Exhibition, you’ll consider thoseopportunities and challenges and come away withnew insights.

This year’s lineup of speakers includes SirRichard Branson, founder and president of VirginGroup; Barry Rand, CEO of AARP; and Tony Hsieh,CEO of Zappos.com, Inc. It is the largest event of itskind in the world.

This year’s conference will take place June 26 –29, 2011, at the Las Vegas Convention Center. As anADP client, you qualify for a discounted registrationof only $1,100 (that’s $840 less than the non-member rate and $425 less than the fee for currentmembers). But hurry, your registration must bereceived by June 17, 2011. n

To take advantage of this special rate, visitwww.shrm.org/conferences/annual or call (800) 283-7476 anduse discount code ANN11ADP.

ADP ranked 1st in its category for FORTUNE’smost admired companies

ADP is the world’s most admired financial data services company, according toFORTUNE magazine’s annual survey of the World’s Most Admired Companies. This

annual list is the definitive report card on corporate reputations. It is based on resultsof a global survey of executives, directors, and analysts who rate companies in theirown industry.

ADP posted the highest average industry ranking in its category, being rated firstin financial soundness, quality of management, long-term investment, quality ofproducts and services, and use of corporate assets. This is the sixth consecutive yearthat ADP has been recognized in FORTUNE’s Most Admired Companies survey and thesecond year in a row that the company has attained the top spot in its industry. n

*

Visit www.surveymonkey.com/s/ADPAdvisor2011– you could win an Xbox 360® 4GB Console with Kinect™!

Kinect brings games andentertainment to life in

extraordinary new ways – nocontroller required. Easy to useand instantly fun, Kinect getseveryone off the couchmoving, laughing, andcheering. See a ball? Kick it.Control an HD movie with awave of the hand. Want tojoin a friend in the fun?Simply jump in. Wi-Fi is built-in for easier connection to theworld of entertainment onXbox LIVE, where HD movies and TV stream in an instant.

Take our online survey to help make ADP ADVISOR even better. Just visit www.surveymonkey.com/s/ADPAdvisor2011, share your opinions with us andenter a drawing for an Xbox 360 4GB Console with Kinect. n

Official Rules No purchase necessary to win. Drawing only open to legal residents of the 50 United States (and the District of Columbia) 18 years of age orolder and respondents to the ADP ADVISOR Spring/Summer 2011 Survey.

To enter: Complete the reader survey at www.surveymonkey.com/s/ADPAdvisor2011. ADP is not responsible for any lost, late, illegible,misdirected or mutilated entries. Information collected from entrant will not be re-used, sold or shared with any third parties.

Drawing: Drawing will be conducted by ADP on June 30th, 2011 from among all eligible entries received.

Prize: One Xbox 360 4GB Console with Kinect (includes Xbox 360 4GB S Console, Kinect Sensor for Xbox 360, Kinect Adventures game, Xbox360 Black Wireless Controller, Xbox 360 Composite A/V cable, One Month Xbox LIVE Gold Membership, and 1-year limited warranty onconsole). Total prize value: $299.

For the name of the drawing winner... Send a stamped, self-addressed envelope to ADP Inc., 5800 Windward Parkway, M/S A455,Alpharetta, GA 30005, Attn: Christine M. Keene. Requests must be received by July 29, 2011. VT residents may omit return postage.

See the complete official rules at: www.surveymonkey.com/s/ADPAdvisor2011.

3

ADP clients network and share best practices atMeeting of the Minds 2011

Approximately 1,100 current and prospective ADP clients gatheredthis past March to network and share best practices at Meeting of

the Minds. This three-day ADP event for companies with 1,000employees or more was held in Orlando, Florida. It included morethan 170 training and information sessions across seven areas:benefits, comprehensive outsourcing services, human resources,international, payroll, personal and professional development, and taxand compliance.

The number of all-newsessions increased approximately60% over the previous year, adirect response to attendeefeedback on how to furtherenhance Meeting of the Minds.Once again, hands-on Focus OnTraining sessions were heldthroughout the conference.Attendees were able to run real-life scenarios on individualworkstations, learning tips andtricks that they could take back and immediately implement at their organizations.

“I did not know what to expect as this was my first time [at Meeting of theMinds],” wrote one attendee. “I was blown away! I loved all of it.” “Keeps getting betterevery year,” wrote another. n

Mark your calendar for the next Meeting of the Minds, March 11-14, 2012 in Dallas, Texas.

Approximately 1,100 current and prospective ADP clients attended Meetingof the Minds to learn and share best practices.

ADP email addresses are changing From firstname_lastname tofirstname.lastname

To ensure global consistency, ADP is converting all

of its email addresses to using a dot (.) instead of

the underscore character (_)as a separator between the

contact’s first and last name.

• Old email configuration:

firstname_lastname@adp.com

• New email configuration:

firstname.lastname@adp.com

Although we will continue to accept emails using

the underscore over a transition period, we strongly

encourage you to change any ADP addresses in your

contacts list now. n

Aberdeen Group study findsscheduling accuracy is criticalfor organizational success

Arecent Aberdeen Group report, based on data

from more than 200 organizations, examines

how best-in-class organizations use workforce

scheduling technologies to further their

organizational goals. The report, Workforce Scheduling

2011: Automation Drives Accuracy, Efficiency and

Business Outcomes, April 2011, builds the business

case for automation, empowering employees through

shift bidding/swapping, and taking advantage of

scheduling optimization tools. Findings include:

• Best-in-class companies typically experience 90%

scheduling accuracy

• Through optimization, best-in-class companies

improve customer satisfaction by 11%

• Automation allowed best-in-class companies to

minimize unplanned overtime to 4%, as opposed to

37% for laggards

• On average, 84% of employees in best-in-class

companies are engaged as a result of being

empowered to access open shifts

ADP can automate your schedulingADP’s employee scheduling software is fully

integrated with time and attendance – and ADP

payroll – so you can track time, manage complex pay

policies, and help ensure adequate staffing coverage

with greater speed and ease. ADP offers a proven,

industry-leading solution that integrates scheduling

data with other business data and allows employees

to sign up for open shifts. n

For more information about ADP support for scheduling, checkitem #7 on your Reader Service Form. To download the AberdeenGroup’s Workforce Scheduling 2011 report, go towww.adp.com/scheduling.

Give your organization a true picture ofwhat it costs to administer payroll and HRDo you know how much your organization is really spending on payrolland HR administration? Chances are you may be overlooking majorcomponents related to administering these key functions. You may bespending more than you think as a result.

This PwC white paper uncovers the “hidden” costs that leadorganizations to underestimate the Total Cost of Ownership (TCO) ofprocessing payroll, administering employee health and welfare benefits,and managing other HR systems and functions. It breaks down thedifferent cost drivers and lays out strategies that are making someorganizations more cost-effective at these functions.

Past studies have focused exclusively on large organizations. The inclusion of midsizedorganizations in this study provides additional insight and has allowed PwC to also measure baselineTCO for organizations with 100 to 1,000 employees as well as larger organizations.

This white paper is available as a complimentary download atwww.ADP.com/Advisor/TCO.

TO READERS OF THE ADP ADVISOR

The hidden reality of payroll & HR administration costs

Exploring hidden cost drivers and characteristics of cost-effective organizations

January 2011

4

ASK THE A D P A D V I S O R

Are we required by lawto give paid days off onnational holidays? Q: The 4th of July is approaching and our

company is looking for ways to cut costs.

Are we required by law to pay our staff, even

if they don’t work on that holiday? Must

we pay our skeleton crew extra if they come

in to work?

A: Although most people take paid public

holidays for granted, there is no state or

federal law requiring private employers to

pay workers for those days off. Still, the

marketplace norm is to give paid days off

for many public holidays.

From that point onward, however,

employer policies diverge. Some states have

special holidays that they hold near and dear

(Patriot’s Day in Massachusetts, for example).

It is totally at the discretion of the employer

whether employees who do not work on any

declared holiday will receive their usual

compensation – or even an unpaid day off.

That said, you may want to weigh your

potential savings against the de-motivating

effects your cost cutting will have.

As for your skeleton crew, employers are

not required to pay more than regular wages

to employees who must work on a holiday;

however, most employers provide additional

compensation of some sort. You might pay

for hours worked at 1.5 to 2.5 times regular

pay, or pay for hours worked and give

compensatory time off. n

To submit questions for possible inclusion in futurecolumns, visit www.ADP.com/advisor. Click on“Feedback to the Editor.”

YOUR SUGGESTED TOP ICS FOR THE A D P A D V I S O R ARE WELCOME

To download a complimentary copy of the full white paper, go to www.ADP.com/Advisor/TCO

Figure 5. Average cost of integrating core HR systems

9 The hidden reality of payroll & HR administration costs

The TCO for payroll is actually increasing

Most would expect PR TCO to have dropped since 2003, the year of PwC’s initial benchmark study. A focus on improved technology, new delivery models, department cutbacks, and other factors should have reduced PR TCO over the years.

But that has not happened. In fact, the TCO for PR has actually risen a full $1 per paycheck since 2003 for large organizations that use in-house solutions. The increases are primarily driven by the hidden costs described in the section above. TCO for mid-size organizations and functions beyond payroll was not measured in the initial 2003 study, so TCO trending for those segments cannotbe included in this study.

Figure 6. Average TCO per paycheck in 2003 compared to 2010 for large organizations managing payroll in-house

Organizations with software integration “seams” face an increased TCO of $200 per employee per year

Time & attendance

Payroll HRIS Health &welfare

Denotes integration and data flow required between different HR systems

2003 Study

$16 $17

2010 Study

+6% Actual

Market

Expectation

Organizations withsoftware integration“seams” face anincreased total cost ofownership of $200 peremployee per year

Industry study continued from page 1

For many years, the HR community has suspected that integrated PR, WA, TA and H&W functions cost less to administer than separate point solutions. The survey empirically confi rmed that conventional wisdom. This applies both to in-house solutions, and, to an even stronger degree, to organizations that outsource multiple functions.

Unfortunately, for most organizations, common platforms remain a missed cost-savings opportunity. In fact, our analysis of the common platform approach could not look across all processes because there were simply not enough organizations with a common platform for all four processes. However, suffi cient data is available to evaluate the impact of a common platform for three of the processes (PR, WA, and TA) as shown in Figure 8.

12

Utilizing a common vendor or solution to manage multiple functions delivers tangible cost effi ciencies

Figure 8. TCO (PEPY) comparison by platform type for payroll, workforce administration, and time & attendance

18% Higher TCO32% Higher TCO

Outsourcing Solution—Common Platform

In-House Solution—Common Platform

In-House Solution—Multiple Platforms

$910$1,020

$1,202

Additional cost effi ciency from using a common platform provided by an outsourcerAs shown above, organizations using multiple in-house platforms experience a TCO that is 18% higher than organizations using a common in-house solution and 32% higher than organizations outsourcing these three functions to a single vendor.

In large organizations, the impact was even more dramatic. In-house users on a common platform experience a 29% higher TCO compared to peers outsourcing the same functions to a single vendor.

Comparison byPlatform Type forPayroll, WorkforceAdministration, andTime and Attendance

For many years, the HR community has suspected that integrated PR, WA, TA and H&W functions cost less to administer than separate point solutions. The survey empirically confi rmed that conventional wisdom. This applies both to in-house solutions, and, to an even stronger degree, to organizations that outsource multiple functions.

Unfortunately, for most organizations, common platforms remain a missed cost-savings opportunity. In fact, our analysis of the common platform approach could not look across all processes because there were simply not enough organizations with a common platform for all four processes. However, suffi cient data is available to evaluate the impact of a common platform for three of the processes (PR, WA, and TA) as shown in Figure 8.

12

Utilizing a common vendor or solution to manage multiple functions delivers tangible cost effi ciencies

Figure 8. TCO (PEPY) comparison by platform type for payroll, workforce administration, and time & attendance

18% Higher TCO32% Higher TCO

Outsourcing Solution—Common Platform

In-House Solution—Common Platform

In-House Solution—Multiple Platforms

$910$1,020

$1,202

Additional cost effi ciency from using a common platform provided by an outsourcerAs shown above, organizations using multiple in-house platforms experience a TCO that is 18% higher than organizations using a common in-house solution and 32% higher than organizations outsourcing these three functions to a single vendor.

In large organizations, the impact was even more dramatic. In-house users on a common platform experience a 29% higher TCO compared to peers outsourcing the same functions to a single vendor.

See ADP solutions inaction!

The best way to learn about ADP’s

comprehensive solutions is to see

and hear about them in person from ADP

experts. n

For the most current trade show information, see the“Events” section at www.resourcecenter.ADP.com.

The study concludes that cost-effectiveness stems from comprehensive processtransformation and not just technology innovations. The researchers explain that significantfinancial benefits may await organizations ready to embrace and implement change. n

FREE

ADP Advisor®

READER SERVICE FORM

YES, please contact me regarding the areas of interest I have indicated below:

1 n Payroll Management— flexible payroll services that streamline your payroll process to managethe time-consuming tasks of payroll processing and employee payroll tax filing, so you can focuson your business.

2n Payroll Payment— convenient employee payroll payment options, including professionallyprinted checks, full-service direct deposit, or Visa® debit cards that provide cost savings, security,and the comfort of knowing your employees have a payment option suited for them.

3n Tax and Compliance— payroll tax filing, unemployment compensation management, wagegarnishment services, sales and use tax solutions, tax credit services, or new hire reporting to helpyou remain compliant.

4 n Human Resources— powerful HR information systems, employee/manager self-service modules,and pre-employment screening solutions with payroll integration to help reduce administrativeburden, empower your managers and employees, and more effectively manage your human capital.

5 n Benefits Administration— services that provide simplified benefits management that fit yourspecific needs including Retirement, COBRA, and Flexible Spending Account services with integrationwith payroll and HR.

6 n Time and Attendance— time and labor management, scheduling, and absence management that integrateseamlessly with ADP payroll to help manage your workforce more efficiently.

7 n Travel and Expense Management— automate your travel and expense reimbursement process whileautomatically applying corporate travel policies and negotiated vendor discounts.

8 n Business Process Outsourcing— transform how your HR services are delivered throughoutsourcing HR and benefits administration to a team of professionals.

9 n ADP TotalSourceSM — cost-effectively outsource the management of human resources, employeebenefits, payroll, and workers’ compensation through the integrated services of a professionalemployer organization (PEO).

10 n Reporting and Printing Options— searchable online or CD-ROM access to your payroll and taxreports, individual check or entire pay histories, and custom payroll reports. ADP can also print W-2forms and 1099 statements for you.

11 n Pay-by-Pay® Program for Workers’ Compensation— improves your cash flow by using actual(not estimated) payroll data to calculate Workers’ Compensation insurance premiums.

12 n Please contact me regarding this specific service:

NOTE: The products and services described in this publication may not be available to all ADP clientsin all geographic areas.

Your Accountant’s Name

Your Accountant’s Firm

Address

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Please help us keep your accountant up-to-date on payroll tax regulations.With more than 500 statutory payroll changes each year, we like to keep our clients’ accountants well-informed. Please help us make sure your accountant is on our mailing list:

Fax this form to: 1-800-611-7270. Or detach, fold, seal, and drop it in any mailbox.

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Name Title Company

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Enjoy a Starbucks Card, loadedwith $5, as our gift! Do you know othercompanies that could benefit from the timesavings and accuracy of ADP’s services? Referthem to us and we’ll send you a Starbucks Cardloaded with $5! Enjoy a refreshing break withour compliments at any participating Starbucksretail location in the United States or Canada.

n Yes, I think the company below could benefit from ADP’s services. Please mail my StarbucksCard to the address I have listed above.

Starbucks, the Starbucks Logo, and the Starbucks Card design are eithertrademarks or registered trademarks of Starbucks U.S. Brands, LLC.

Please address your suggestions to: Christine Keene, Managing Editor • Christine.M.Keene@adp.com

The ADP Logo, ADP, ADP Advisor, and Pay-by-Pay are registered trademarks ofADP, Inc. ADP TotalSource is a service mark of ADP, Inc. Xbox 360 and Kinect areregistered trademarks or trademarks of Microsoft Corporation in the UnitedStates and/or other countries. All other trademarks and service marks are theproperty of their respective owners.

YOUR SUGGESTED TOP ICS FOR THE A D P A D V I S O R ARE WELCOME

ADP Advisor® IMPORTANT NOTICE: ADP publishes the ADP

Advisor free of charge to its clients. It is acceptedwith the understanding that the publisher is notengaged in the business of rendering legal oraccounting services. If legal, accounting, or otherprofessional assistance is required, the service ofan attorney or a certified public accountantshould be sought.

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Help the ADP Advisor go green!Did you know that

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To receive future issues via email, go to www.ADP.com and search “Advisor.” Enter youremail address in the “Subscribe” window.

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