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Task force calls for better ORP communications, HR onboarding and vendor outreach
Summary
Members urged clearer ORP communications, improved HR onboarding materials and an advisory role for ORP members in vendor outreach; the group weighed pros and cons of increasing the allowed number of vendors beyond three.
During its Dec. 5 meeting the HR 169 Task Force prioritized improving communications and training for ORP participants and HR staff, and asked that those items be reflected in the draft report.
Participants described ORP members as comparatively underserved by TRSL communications (for example, lacking the TRSL login/newsletter experience). Proposed steps included requiring vendors to provide a minimum set of proactive communications, creating a one‑stop onboarding portal or handbook paired with an interactive video/tool for new hires, and training HR staff via a train‑the‑trainer approach so employees consistently receive the same baseline information.
On vendor policy, members discussed whether expanding the statutory cap on ORP vendors (currently three) would attract better, more competitive options. Opposing concerns included increased consulting and oversight costs (monitoring multiple platforms) and the risk of higher per‑participant management fees if assets are spread across more vendors. Several members suggested the forthcoming advisory board could help with targeted vendor outreach so TRSL can solicit a broader field before changing statutory vendor limits.
The task force also revisited the 60‑day initial election period that affects employer contribution portability. Members generally characterized extending the 60‑day window as fiscally costly and operationally complex; the 60‑day rule was left in place pending actuarial review.
Staff will fold these communications, onboarding and vendor outreach items into the draft recommendations for the final meeting.
