CEBS. Th e New - IFEBP...CEBS.Th e New 2017. ... GBA/RPA 3 14 RPA 1 16 RPA 2 18 How to Apply for the Examination 20 Study Options 21 CEBS Conferment Ceremony and Symposium 22 Join

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A J O I N T P R O G R A M O F

CEBS.Th e New

2017

2017 | Canadian CEBS Course Catalog2

The new Certifi ed Employee Benefi t Specialist® program has arrived. The curriculum is focused and dynamic. The delivery is engaging. And where you want to go? You’re going to get there faster.

CEBS.Th e New

Table of ContentsWhat’s Your Benefi ts Story? 3

How Does the New CEBS Help You? 4

What Do You Need to Succeed? 6

The Details of the Learning Experience 8

Study Materials 9

GBA 1 10

GBA 2 12

GBA/RPA 3 14

RPA 1 16

RPA 2 18

How to Apply for the Examination 20

Study Options 21

CEBS Conferment Ceremony and Symposium 22

Join ISCEBS 24

CEBS Continuing Professional Education (CPE) 26

Continuing Education Credit (CE) 27

Next Steps for Current Students 28

Principles of Conduct 30

CEBS Pledge 31

JOIN US ONLINECONNECT | DISCUSSASK | SHARE | LEARN

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CEBS.

What’s Your Benefi ts Story?

Through career twists and turns, you’ve managed to be the one with the right mix of skills to embrace this challenging fi eld. You’ve shown an appetite for deciphering group benefi ts and pensions, strong judgment, compassion for people and shrewd fi nancial instincts. Now is the time to prove your mettle.

amplify. You’re a certifi able benefi ts pro, ready to tackle the tough stuff .

A strategic thinker. Th e go-to person when an obstacle needs crushing.

Th e new CEBS is quicker but more applicable. More convenient and more relational.

get real. Having knowledge is key to professional success, but when you know how to apply that

knowledge, you begin to soar. Th e new CEBS provides the education you need, delivered how

you want it, and shows you how to put it into action.

elevate. CEBS has kicked it up a notch. It’s ready to meet you on your path to greatness with spot-

on knowledge from an academic institution that is eye-catching on a resumé and with a

community of peers that you’ll want to show off on your LinkedIn connections list.

Four letters that make a statement—past, present, future. Your benefi ts story? It’s just beginning.


power up.

How Does the New CEBS Help You?

The secret’s out.

Employee benefi ts pros are having a tremendous impact on organizations. You want in on the action? Of course you do.

CEBS has always provided the university-calibre knowledge you need by partnering with Dalhousie University. Now you also get the application, the connections and the relationships, all career long.

Benefi ts Departments(benefi ts and pension managers, administrators,

executives, generalists and specialists)

Use the CEBS program to build a team of bright professionals ready

to hit the ground running. CEBS curriculum provides the application

elements that allow students to apply their knowledge from day one.

Arm them with the knowledge they need to ask advisors questions

and confi dently answer those they receive each day.

Sales Teams and Professional Services(agents, brokers, producers, account managers,

account execs, consultants, actuaries, lawyers,

accountants, third-party administrators)

CEBS gives your organization a competitive edge with the

“best-of-the-best” staff , resulting in increased business revenue

and client retention. Ramp up your strategy with critical

knowledge to put into action immediately and grow your business.

www.cebs.org | (844) 809-2698 5

Get a credential to set

you apart from the crowd.

The tools you want—

a fl exible schedule, online

delivery, content you can

relate to and knowledge you

can apply from the start.


What Do You Need to Succeed?

You want to see the future with the next step of advancement in arm’s reach.

The new CEBS will get you there faster but without losing any of the oomph, the good stuff—knowledge, smarts, real skills. Streamlined core courses, laser-focused content and less breadth and more depth mean now you can learn more in less time.

www.cebs.org | (844) 809-2698 7

accelerate. Get there faster. Jump into the new CEBS.

Your best CEBS journey depends on your experience and your learning style and may even vary from course to course.

Th e new CEBS is designed to fl ex to fi t you.

Required

Each course requires the successful

completion of a two-hour comprehensive

exam containing 100 multiple-choice

questions.

Essential

Exams cover content from the study guide

and readings assigned to each course.

Study Guide

Exam material is based on the content

presented in the study guide. Learning

outcomes detail the concepts covered

and provide questions along the way for

you to check your knowledge. Apply that

knowledge with real-world case studies

introduced throughout each study guide.

Readings

A textbook and/or supplementary readings

are required for each course, providing the

theory and content of the topics covered in

the study guide.

Additional support

Instructor-led online class

Need a little push to stay on track or the

security of expert and peer support? Online

classes are for you. Guided classes provide

access to instructors, a structured time

frame and peer interaction.


The Details of the Learning Experience

To earn your CEBS, you will successfully complete all fi ve courses : GBA 1, GBA 2, RPA 1, RPA 2 and GBA/RPA 3. Earn your GBA or RPA designation by completing three courses described below.

It is recommended you start with GBA 1 or RPA 1. Complete all fi ve and you will have an in-depth and well-rounded foundation of employee benefi ts.

y

Navigating the PlanEnvironment

GBA 1Managing Benefit

Plans Part 1


Plans Part 2

RPA 2Managing Retirement

Plans Part 2


Plans Part 1

GBA Designation

RPA DesignationCEBS Designation

Group Benefi ts Associate

For those who focus on life, health and other group benefi ts.

Th e courses refl ect up-to-date and relevant information needed

to eff ectively design, fund, administer and communicate group

benefi ts.

To earn the Group Benefi ts Associate designation,

complete:

• GBA 1—Managing Benefi t Plans Part 1

• GBA 2—Managing Benefi t Plans Part 2

• GBA/RPA 3—Navigating the Plan Environment.

(Th is course counts for credit toward the RPA designation.)

Retirement Plans Associate

For those who work with pension plans or government-sponsored

plans or who are involved with the management of plan assets. Th e

courses refl ect the most current and relevant information needed to

eff ectively design and manage retirement plans.

To earn the Retirement Plans Associate designation, complete:

• RPA 1—Managing Retirement Plans Part 1

• RPA 2—Managing Retirement Plans Part 2

• GBA/RPA 3—Navigating the Plan Environment.

(Th is course counts for credit toward the GBA designation.)

If you are a current student, see pages 28 and 29 for more details.

www.cebs.org | (844) 809-2698 9

our timeline.

your path.

Study Materials

CEBS study materials have been designed to prepare you for a successful exam while providing knowledge you can put into action at work right away. Whether you select independent study or enroll in an instructor-led online class, you will need the following resources to prepare for your exam.

Study Guide

Each of the fi ve courses has a Study Guide, created specifi cally to

guide you through the content covered on that exam. You receive a

print copy of the Study Guide and access to an online version with

added digital features.

Th e guide is organized into modules, breaking the content down into

digestible pieces. Several included features will help you organize

your study and master the content.

• Outlined learning outcomes and key terms

• Content review questions with answers and page number

references for the textbook and/or readings

• Online access to all of the study materials

• Practice exam (online)

• Supplemental education and industry resources

• Benefi ts in Action applications and the Capstone Case, which

present a more complex scenario, drawing on themes and

topics from multiple modules

Putting concepts into action

Because the real world of benefi ts does not work in tidy theory, each

Study Guide includes engaging case studies called Benefi ts in Action.

Th ese synopses provide day-to-day examples of how the concepts

you are learning apply to your job responsibilities.

Each case study represents diff erent plan sponsor environments,

problems or scenarios. You have the opportunity to apply your

knowledge (and gauge your understanding) as you determine the

outcome or solution.

Readings

An assigned textbook and/or supplementary readings for each

course provide the theory and content for exploration and

explanation of the topics covered in the Study Guide.

2017 | Canadian CEBS Course Catalog1 0

GBA 1Managing Benefi t

Plans Part 1

Benefi t plans can be designed, funded and administered by plan sponsors in any number of ways. The overall plan management function (e.g., who makes key decisions, legislative requirements that apply, who is accountable for results) varies depending on the plan sponsor as well as on factors such as complexity and comprehensiveness of coverage, group size, whether benefi ts are insured and service providers involved. Regardless of the type of plan sponsor or nature of the benefi ts plan, some common principles and processes apply. This course examines what is entailed in benefi t plan management decisions and factors that impact design, funding and administration options available to plan sponsors. Text-based reading is supported with tax guidance and industry-based practice guidelines.

Topics covered in GBA 1• Managing Risk in Benefi t Plans

• Leveraging the Benefi ts Plan

Management Function

• Applying Functional Analysis

to Benefi t Plans

• Designing Benefi t Plans

• Funding Benefi t Plans

• Administering Benefi t Plans

• Processing Benefi t Plan Claims

• Applying the Time Value of

Money to Group Insurance

• Applying Probability to

Group Insurance

• Initial Pricing of Group

Insurance Products

• Establishing Renewal Rates

for Group Insurance

• Marketing a Group Insurance Plan

www.cebs.org | (844) 809-2698 1 1

Putting benefi ts into action

Benefi ts in Action and the Capstone Case

apply concepts and principles to a variety

of situations with a focus on decision

making at the benefi t program level.

Numerous samples and illustrative plan

documents are used throughout.

GBA 1 case study topics include:

• Do we need a benefi ts plan?

• What is within my scope of account-

ability as a benefi ts plan sponsor?

• How do I make this plan competitive

and comprehensive?

• My clients want to understand where

underwriters start when pricing their

benefi ts plans.

• How do I prepare for a benefi ts

renewal?

Resources for GBA 1

Required Successful completion of C$540

comprehensive exam

Exam opens October 15, 2017

Essential GBA 1 Study Guide, C$270

including online access to the

guide and practice exam

Available July 2017

Essential Group Benefi ts Plan Management, C$85

2nd Edition

Ann O’Neill, editor, Advocis, 2015

ISBN 978-1-895477-66-5

(Note: Th is text is also used in GBA 2.)

Available July 2017

Supplementary Instructor-led online class C$220

12-week session begins August 2017

Order study materials online at www.booksforbusiness.com.

For detailed information on continung education credit related to this course, visit www.cebs.org/GBA1-Canada.

GBA 1 | Managing Benefit Plans Part 1

Module 13 | 1

13Mod

ule

The Capstone Case exposes you to a more complex benefits plan management

scenario than the cases you completed in Modules 1 through 12. It assumes

completion of the entire MBP1 course. The concepts and principles covered are

drawn from across Modules 5, 6 and 12. It is presented in three parts:

Part A Plan Funding Part B

Plan Administration Part C Plan Marketing

Apply Your Knowledge Questions are posed in each of the three Parts—A, B and C. Hear From a Benefits Professional Suggested responses—not intended to be complete, but rather to offer some

key considerations and/or ways of approaching the answer that build on

the course content knowledge and the case application. Note that optimal

learning will result if you test your knowledge first!Test Your Knowledge Questions are presented at the conclusion of Part C. These are multiple-

choice “BEST”-answer type questions. All responses are partially correct;

however, there is one “BEST” answer for the situation described.

CaseCapstone

Learning the Benefits Management Ropes—From Funding, to Admin, to Marketing


Module 1 | 21

1Benefitsin

Action

TechLinx

• Ottawa-based

telecommunications start-up

company, single employer.

• Established two years ago by

founders Ross Lane and Jules

Marsden.

• 70 employees; 20% work

contract and less than 20

hours per week. The rest are

full-time permanent and paid

to work 40 hours per week.

80% of workers are

Millennials (Gen Y).

Michele, HR Manager

• Charged with implementing a

competitive and attractive

benefits plan.

• Little knowledge of benefits or

group insurance and new to

her role.

Sherry, Benefits Advisor

• Impartial to any insurance

company.

• Looking to retrieve the best

value for TechLinx to secure

the ethical placement of

coverage.

“We need a benefits plan.”

Michele, a new human resources (HR) manager with

TechLinx, an Ottawa-based telecommunications start-up,

has gone through an extensive hiring campaign after being

awarded a government contract and two international

clients. TechLinx grew from 10 employees to 70 within

eight months. Ross, one of the founding partners, followed

a tweet about attracting talent that led him to follow a blog

about the value of competitive and comprehensive benefit

plans. He quickly texted Michele to pursue the

development of a group benefits program for TechLinx.

“Michele, we need a benefits plan. Think vision

care, prescription drugs, dental and life

insurance. Make it super easy for employees to

understand. Be sure it offers comprehensive and

competitive coverage that we foot the entire bill

for. Thanks, Ross.”

Michele read Ross’s text to Sherry, the benefits advisor she

contacted. Sherry and Michele kept in touch through

LinkedIn after graduating from the same university.

Michele and Sherry arranged a video conference so they

could begin the preliminary discussions that would lead to

the implementation of TechLinx’s new benefits plan.

“Where do we start?” asked Michele.

GBA 1 | Managing Benefit Plans Part 1 Module 11 | 17

5Benefitsin

Action

“ Help me prepare for my first

benefits renewal.”

Sal read the text he had sent to Doris.

“ Doris, please help me prepare for my first

benefits plan renewal. There are so many

insurance terms, and I find some of them

confusing.

Sal then brought his attention back to the printed copy of

the e-mail that Doris, the benefits advisor assigned to

DevStellar, had just sent. He was reading it over carefully.

Doris had met with him yesterday to walk through the key

steps in the renewal process. Since this was the first

renewal for DevStellar, Sal wanted to make sure he

handled it properly. He fundamentally understood that

the objective of the renewal rating process was to set

future premium rates at a level that supported DevStellar’s

projected claims charges and expenses, yet he knew there

was so much more involved.

During last week’s teleconference, Doris reintroduced Sal

to Grant, the account executive assigned to the account.

Sal recalled Grant’s patient explanation: “Sal, there are

four specific areas underwriters look at when

determining renewal rates: (1) changes in group

demographics, (2) claims experience during the past

year, (3) the credibility factor of the group’s experience

and (4) any external factors that might affect any of the

benefits.”

DevStellar Inc.

• Specializes in custom course

development, course

conversion (classroom to web-

based) and training solutions.

• Currently employs 50 full-time

staff, many of whom work

remotely; hiring rapidly.

• Goal is to become “an

employer of choice.” First

group benefits plan renewal

approaching in three months.

Sal, Payroll Manager

• Knows little about benefits, let

alone the renewal process.

Tom, Chief Financial Officer

(CFO) and Sal’s leader

• Expects Sal to brief him on a

need-to-know and just-in-time

basis.

Doris, Benefits Advisor

• With Atlantic Benefits Inc.,

10 years’ experience as an

advisor, previous experience as

an account executive and a

group underwriter.

• Focused on small to medium-

sized employers and building

up her block of business.

Grant, Account Executive

• With Marine Life Co., has 10

years’ experience as a group

underwriter, now works as an

account executive on small to

midsized accounts.



Plans Part 1


Plans Part 2


Plans Part 2


Plans Part 1


GBA 2Managing Benefi t

Plans Part 2

With a grounding in overall benefi ts plan management principles and processes, this course drills into design, funding and administration considerations by plan type. It explores unique factors that infl uence options and decision making in life, short-term disability, long-term disability, dental, extended health care and employee assistance program plans. GBA 2 also considers how fl ex design can be used to address diverse plan member benefi ts needs as well as plan sponsor cost and utilization challenges. Text-based reading is supported with tax guidance and industry-based practice guidelines.

Topics covered in GBA 2• Managing Death Benefi ts

• Managing Short-Term Income

Replacement Benefi ts

• Managing Long-Term

Disability Benefi ts

• Managing Disability Plan

Eff ectiveness

• Leveraging the Tax Regime in

Health and Dental Plan Management

• Managing Extended Health

Care Benefi ts

• Managing Dental Benefi ts

• Managing Employee/Member

Assistance and Wellness Programs

• Managing Flexible Benefi t Plans

www.cebs.org | (844) 809-2698 1 3



focus on interpreting, administering and/

or revising plan terms and conditions by

plan type under a variety of situations.

Numerous claim forms and illustrative

plan documents are used throughout.

GBA 2 case study topics include:

• How do I get this group benefi ts death

claim paid quickly?

• How do I best respond to these

extended health care claims inquiries?

• How do I demonstrate that the “right”

dental plan will give this employer an

edge in the talent war?

• How will I implement an eff ective

wellness and employee assistance

program?

Resources for GBA 2


comprehensive exam


Essential GBA 2 Study Guide, C$270



Available July 2017

Essential Group Benefi ts Plan Management, C$85

2nd Edition

Ann O’Neill, editor, Advocis, 2015

ISBN 978-1-895477-66-5

(Note: Th is text is also used in GBA 1.)

Available July 2017




For detailed information on continung education credit related to this course, visit www.cebs.org/GBA2-Canada.


Module 13 | 1

13Mod

ule

The Capstone Case exposes you to a more complex benefits plan management

scenario than the cases you completed in Modules 1 through 12. It assumes

completion of the entire MBP2 course. The concepts and principles covered are

drawn from across Modules 3 through 6. It is presented in three parts:

Part A: Short-Term Income Replacement Benefits

Part B: Long-Term Disability Benefits

Part C: Disability Plan Effectiveness

Apply Your Knowledge Questions are posed in each of the three Parts—A, B and C. Hear From a Benefits Professional Suggested responses—not intended to be complete, rather to offer some

key considerations and/or ways of approaching the answer that build on

the course content knowledge and the case application. Note that optimal

learning will result if you test yourself first!Test Your Knowledge Questions are presented at the conclusion of Part C. These are multiple-

choice “BEST”-answer questions. All responses are partially correct;

however, there is one “BEST” answer for the situation described.

CaseCapstone

Streamlining the Absence and Disability Management Process—Achieving Better Outcomes


Module 2 | 31

1Benefitsin

Action

“ How do I get this group

benefits death claim paid

quickly?”

Brooke’s voice quivered when she asked Ray the

question, “How do I get this group benefits death

claim paid quickly?” She struggled to find the right

words but knew she wanted answers immediately.

Ray, the benefits advisor, sounded calm and reassuring

on the other end of the phone. “I know none of this is

easy. Please don’t worry, Brooke. I am here to help

you.” Ray had just finished reading Brooke’s e-mail.

Thompson Design Group (TDG)

• Single employer, graphic design

agency, 20 full-time staff with a

50/50 split between Generations

X and Y

• Has seen steady growth

• TDG benefits plan insured by

Saintsberg Life

Lesley, Owner, TDG

• Minimal knowledge of insurance or

group benefits; leaves office admin-

istration in office manager’s hands

• Focus has been on filling the new

client pipeline and establishing the

agency as a nimble group of

innovative and talented designers

with a client-centric perspective

Brooke, Office Manager, TDG

• Has many roles, including human

resources and benefits

administration, as needed

• Works closely with Lesley and is

main contact for Ray, benefits

advisor, on whom she relies heavily

Ray, Benefits Advisor

• Works for Lucky Benefits Inc., a

boutique benefits advisory firm

• Relatively new to Lucky Benefits

Inc. and his role as an advisor;

previous experience includes

working four years as a group

benefits underwriter

Knowledge you bring to the death claims processing

conversation:

• Types of death benefits

• Reasons for providing basic

life insurance

• Advantages/disadvantages of

group term life insurance

• Earnings schedule of benefits

• Nonoccupational accidental

death and dismemberment

(AD&D)

• Basic AD&D

• Definition of accidental

death

• Principal sum

• Exclusions on AD&D

• Beneficiary designation

• Benefit settlement options

GBA 2 | Managing Benefit Plans Part 2 Module 9 | 23

3Benefitsin

Action

“ How do I demonstrate that

the ‘right’ dental plan will give

this employer an edge in the

talent war?”

Dylan took a moment to note the row of brightly

coloured, low-rise heritage buildings that lined

Duckworth Street before entering the office building of

his new employer, DataWell Advisors Group, or DAG

for short. This was his new route to work each morning.

Still feeling unfamiliar in the city, he wondered when

the sensation of being a stranger would dissipate. It had

been a few months since he and his wife, Josie, returned

to her hometown of St. John’s. He sighed deeply as the

rim of the coffee cup touched his lips. Before entering

DAG’s head office, he savoured the last sip of the brew

he had picked up from his new favourite roaster, Fixed

Coffee and Bakery. He nonchalantly adjusted his tie

before running a free hand through his hair. The light

rain and fog-filled city left him with a slight chill.

He heard the already familiar heavy footsteps of Rod,

DAG’s managing partner, as he made his usual morning

rounds to greet the team. Rod stopped at Dylan’s desk.

“It’s a mausy day.” Dylan agreed that the weather was

indeed quite wet and rainy. “Seems to be typical here.”

He offered.

OceanNomatics

• Single employer based in St. John’s,

Newfoundland and Labrador.

Forty full-time employees. Seeks

to hire the best and brightest

scientists, engineers and marine

and nautical experts worldwide.

Dylan, Benefits Advisor,

DataWell Advisors Group (DAG)

• Hired as an up-and-coming benefits

advisor. Previously worked as

account manager for Saintsberg

Life. Looking to win the confidence

of his new leader, Rod, as well as

the other partners at DAG. A recent

CEBS graduate.

Rod, Managing Partner, DAG

• A founding member of DAG. Hired

Dylan with hopes that he might

become a partner and perhaps even

his successor.

• Just landed the OceanNomatics

account. Wants to foster a

relationship with Richard with

the goal of securing more of the

OceanNomatics benefits business.

Richard, CEO and Founder,

OceanNomatics

• Charismatic and avant-garde

entrepreneur.

• Understands the need for a benefits

plan but thinks dental plans are

poorly designed, with hidden costs

in terms of employee dissatisfaction.



Plans Part 1


Plans Part 2


Plans Part 2


Plans Part 1


GBA/RPA 3Navigating the

Plan Environment

Sponsors do not make decisions about their benefi t and retirement plans in a vacuum. They are infl uenced by their “context”—various factors, conditions and circumstances in their environment. This course looks at two factors in the plan environment that impact most plan sponsors—the compensation system and the social insurance system. Benefi t plans, regardless of type, are typically developed within the constraints and opportunities inherent in the sponsor’s chosen compensation strategy and in the constraints and opportunities inherent in government-sponsored benefi t programs provided through Canada’s social insurance system. GBA/RPA 3 also introduces tools for building contextual knowledge. Decision-making and risk management models and processes explore how awareness of thinking processes and their resulting biases can improve professional effectiveness in a range of plan contexts and benefi ts roles. Theory-based readings are supported with industry-developed models and guidelines.

Topics covered in GBA/RPA 3• Leveraging Canada’s Social Program

Benefi ts for Health and Financial Security

• Optimizing the Canada Pension Plan/

Quebec Pension Plan Benefi ts in

Retirement Planning

• Optimizing Employment Insurance and

Workers’ Compensation Benefi ts in

Income Protection Planning

• Optimizing Provincial/Territorial

Health Care Insurance Benefi ts in

Health Management

• Aligning Benefi t Design With the Plan

Sponsor’s Strategic Compensation

Framework

• Aligning Benefi t Design With the Plan

Sponsor’s Behavioural Compensation

Framework

• Th inking Th rough a Behavioural

Economics Lens

• Using Behavioural Economics Tools to

Improve Professional Practice Skills

• Th inking Th rough a Risk Management Lens

• Establishing Risk Governance and Culture

• Integrating Risk Management Into Strategy

Setting and Execution

• Optimizing Risk Communication

Reporting and Monitoring to Improve

Decision Making

www.cebs.org | (844) 809-2698 1 5


Benefi ts in Action cases focus on

interfaces between benefi ts professionals

and the variety of players (government

regulators, plan sponsors, providers,

plan members, etc.) impacting benefi ts

plan management decision making.

Numerous samples and illustrative plan

documents are used throughout.

GBA/RPA 3 case study topics coming soon!

Th e cases for GBA/RPA 3 are currently

under development. Watch for more

details in June 2017. GBA/RPA 3 does

not feature a Capstone Case.

Resources for GBA/RPA 3


comprehensive exam


Essential GBA/RPA 3 Study Guide/ C$385

Required Readings,

including online access to

the guide and practice exam

Available July-August 2017




For detailed information on continung education credit related to this course, visit www.cebs.org/GBA-RPA3-Canada.



Plans Part 1


Plans Part 2


Plans Part 2


Plans Part 1


RPA 1Managing

Retirement Plans Part 1

Retirement plans can be designed, funded and administered by plan sponsors in any number of ways. The overall plan management function (e.g., who makes key decisions, legislative requirements that apply, who is accountable for results) varies depending on the type of vehicle used to provide pensions—registered or nonregistered, defi ned benefi t or defi ned contribution, or a hybrid. Regardless of the type of retirement plan, some common principles and processes apply. RPA 1 examines what is entailed in retirement plan management decisions and factors that impact design, funding, administration options available to plan sponsors and governance requirements. Text-based reading is supported with regulatory guidance and industry-based practice guidelines.

Topics covered in RPA 1• Designing Registered

Pension Plans

• Designing Registered

Retirement Savings Plans and

Deferred Profi t-Sharing Plans

• Leveraging the Tax Regime

in Plan Design

• Complying With Pension

Standards Legislation

• Establishing Eff ective Governance

• Administering Retirement

Arrangements

• Optimizing Plan Funding

• Complying With Financial

Accounting Requirements

• Managing Retirement Plan Assets

• Managing Special Provisions—

Multi-Employer Pension Plans

• Managing Special Situations—

Corporate Reorganizations, Plan

Terminations and Surplus

• Nonregistered Plans

www.cebs.org | (844) 809-2698 1 7



apply plan management principles and

concepts to a variety of situations, with a

focus on design, compliance, governance

and administration across a range of

retirement plan types. Numerous plan

documents, fi nancial statements and

graphic illustrations are used throughout.

RPA 1 case study topics include:

• Should we implement a registered

pension plan?

• What should you know about

governance before introducing a

workplace pension plan?

• What do fi nancial statements reveal

about pension costs and obligations?

• What type of supplementary

retirement arrangement will attract

and retain senior-level talent?

Resources for RPA 1


comprehensive exam


Essential RPA 1 Study Guide, C$270




Essential Th e Morneau Shepell Handbook of C$170

Canadian Pension and Benefi t Plans,

16th Edition

LexisNexis, 2016

ISBN 978-0-433-48981-8





For detailed information on continung education credit related to this course, visit www.cebs.org/RPA1-Canada.

RPA 1 | Managing Retirement Plans Part 1

Module 8 | 27

3

BenefitsinAction

Bernie, Entrepreneur• Owner of a successful specialty ice cream company, Bernie’s Best, in Vermont. Has a DC pension plan for

its 75 employees. • No experience as a business owner outside of the United States. Con-sidering buying LeClair Confections to secure a career for his 25-year-old son, Daniel, and going through the due diligence process.LeClair Confections, Ottawa, Ontario

• A high-quality manufacturer of chocolates, truffles and baked goods.• Provides a comprehensive group benefits plan and a DB pension plan for its 100 employees. 40 retirees are eligible for a benefit in the company pension plan.Anthony (Tony), CEO and Founder of LeClair Confections• Looking to sell his business and retire; is open to a transition strategy followed by consulting on a part-time basis.

Claudine, Pension Consultant, DeLuc Inc.• Specializes in pension consulting and global benefits. Holds CEBS designation.

• DeLuc staff have an in-house actuarial team and work closely with various Ottawa-based accounting firms.

“ What do financial statements reveal about pension costs and obligations?”Bernie smiled as he opened an e-mail attachment of

a photo of Tony and himself shaking hands on the

green of the 18th hole at Vermont National Country

Club. Bernie looked closely at the image he downloaded and remembered that both of them had

birdied four holes on the back nine that day. A stellar

day for golf and for business. The two men met for the first time that morning. As

Bernie and his son Daniel checked in for their round

at the clubhouse, the attendant asked if they would

mind a third joining their party. Always eager to

meet new people, Bernie readily agreed. Little did he

know that he would soon enter into a conversation

about Tony’s Ottawa-based business and his plans for

retirement. Nor had he any idea that two months

after that initial golf game, he would find himself in

serious negotiations to buy LeClair Confections, the

business Tony founded 30-plus years earlier.Bernie printed off Tony’s e-mail and the other

attachments and reviewed them until he felt a

headache forming.

RPA 1 | Managing Retirement Plans Part 1

Module 12 | 23

4Benefitsin

Action

Carter-Jones-Davis (CJD)

• Security consulting and engineering

services firm in business for over

30 years and boasting an elite

international clientele.

• Has a company-matching DC

pension plan and a deferred profit-

sharing plan with contributions

based on accumulated profits for all

full-time employees.

Chuck Carter,

Senior Principal, CJD

• A founding member who wants a

solid succession of senior leaders

to keep the CJD legacy alive and

thriving. Concerned about

attracting senior-level talent for a

highly skilled and highly paid

security engineering profession.

Blaise Davis,

Senior Principal, CJD

• A founding member considering

retirement. Wants to bring in a

pension advisor who specializes in

executive compensation and

nonregistered pension

arrangements beyond current

pension plan offering.

Gloria Estrada, Pension Advisor,

Euclid Klaus Consulting

• CEBS graduate with 15 years of

industry experience. Has expertise

in executive compensation and

pension plans and reputation for

exceptional customer service.

“ What type of supplementary

retirement arrangement will

attract and retain senior-level

talent?”

Blaise sat in the back room at Buchanan’s Chophouse.

He quietly raised his glass to the empty leather

wingback chair, offering a private toast to acknowledge

the one-year anniversary of Gordon Jones’ tragic death.

“Miss you Jonesy. Blast you for leaving us,” Blaise

whispered before taking a long sip. He wasn’t left alone

to brood for long before his partner, Chuck, arrived.

Placing a hand on Blaise’s shoulder so as not to startle

him, Chuck pronounced, “I trust you ordered one for

me too.” Blaise smiled as he signalled for his only living

partner to join him.

“I ordered one for both of you.” In that moment, Blaise

recalled the shock of Gord’s unexpected death. “Ah,

here comes the waiter now.” Both men remained briefly

silent, looking at the empty chair. The three men had

celebrated every major milestone of CJD’s here in

Buchanan’s back room. It felt like the right place to

celebrate landing its largest security engineering

contract with an internationally based mega client in

Dubai.



Plans Part 1


Plans Part 2


Plans Part 2


Plans Part 1

RPA 1 | Managing Retirement Plans Part 1 Module 2 | 33

1Benefitsin

Action

DITAPP Manufacturing

• Ontario-based corporation

providing quality dies, stamped

parts and assembled parts for the

automotive industry. Offers a health

plan but not a retirement plan.

• Employs 150 full-time employees.

George, CEO and Founder,

DITAPP Manufacturing

• Built a highly successful company

with specialized tradespeople.

Hands on with the business.

• Highly competitive and protective

of what he’s created with DITAPP.

Looking to retain and recruit top

talent, he is considering some form

of retirement savings arrangement

for employees.

Rick, CFO, DITAPP Manufacturing

• With DITAPP for four years and

works closely with George

• Charged with exploring the pros

and cons of implementing a

registered pension plan and

recommending a plan type that

would best meet company and

employee needs.

Darshana, Pension Advisor,

PenCan & Associates (PC&A)

• With PC&A for five years and has

her RPA designation

• PC&A is a boutique consulting

practice specializing in the manu-

facturing sector with nonunion

small to midsize retirement plans.

“ Should we implement a

registered pension plan?”

Rick heard the familiar sound of a text message

notification on his smartphone. He quickly turned away

from his computer screen to read the incoming text he

knew would be from George, DITAPP’s CEO. He

frowned as he read the message. This was the first

vacation his boss had taken in years, and he worried

that George just couldn’t let go and unwind.

Rick, I caught a swordfish today—amazing! Exhausted

but loving it! Been talking to Adi about our employee

retention issue & he says we need a registered pension

plan. Look into it.

For years, George and his friend Adi, another business

owner who also emigrated from Poland, had been

planning a Caribbean fishing trip. While Adi was the

founder of a food manufacturing company in

Scarborough, he understood George’s business concerns

and told him about the pension plan he introduced

earlier in the year. It intrigued George, and he had

questioned Adi in great detail about why he took this

step and what he hoped it would do for employee

engagement, productivity and retention.


RPA 2Managing

Retirement Plans Part 2

Investment of plan assets is a critical component of retirement plan management. Decision making is context-driven; investment performance objectives are set to refl ect a plan’s unique funding requirements. With the plan’s performance objectives as a guide, and with awareness of which classes of assets can best facilitate their attainment, investments and investment managers can be selected. Once selected, they can be monitored and evaluated. Investment theory presented is transferable to management of assets in any type of plan. Investment environment, fi nancial markets and instruments, risk and return, asset allocation, performance measurement, and portfolio management techniques are addressed. Examination of investment-specifi c legislation and regulations, roles and responsibilities of key stakeholders, management of issues in each step of the investment cycle, reporting and communication practices, and industry tools and guidelines that support sound plan investment management bring a practical application. Text-based reading is supported with regulatory guidance and industry-based practice guidelines.

Topics covered in RPA 2• Navigating the Investment Market

• Contrasting Financial Instruments

• Analyzing Investment Risk and

Expected Return

• Allocating Capital Between the

Risky Portfolio and Risk-Free Assets

• Applying Portfolio Management

Techniques

• Accounting for Behavioural Dynamics

in Investment Decision Making

• Applying Active Management and

Performance Monitoring

• Implementing Portfolio Management

Techniques

• Complying With Legislative and

Best Practices in Plan Asset Investment

• Establishing a Statement of Investment

Policies and Procedures

• Implementing a Statement of Investment

Policies and Procedures for a Defi ned

Benefi t Pension Plan

• Implementing a Statement of Investment

Policies and Procedures for a Defi ned

Contribution Pension Plan

www.cebs.org | (844) 809-2698 1 9



apply concepts and principles to a variety

of situations with a focus on the factors

shaping sound investment management

of retirement plan assets. Numerous

samples and illustrative plan documents

are used throughout.

RPA 2 case study topics are currently under development. Watch for more details in January 2018.

Resources for RPA 2


comprehensive exam

Exam opens April 15, 2018

Essential RPA 2 Study Guide, C$270



Available January 2018

Essential Investments, C$115

8th Canadian Edition, Special CEBS Edition

McGraw-Hill Ryerson

Available January 2018


12-week session begins January 2018


For detailed information on continung education credit related to this course, visit www.cebs.org/RPA2-Canada.



Plans Part 1


Plans Part 2


Plans Part 2


Plans Part 1


How to Apply for the Examination

Now that you’ve selected a course, keep yourself motivated by choosing your exam window. Use the online form at www.cebs.org, or use the order form in this catalog. Select the testing window that best meets your business, personal and study schedules. If you are enrolled in the instructor-led online class, it is recommended that you choose an exam window that allows you to complete the class with adequate time to review. Choosing a testing window establishes your exam eligibility as shown below. Computer-based exams are available at testing centres throughout Canada and provide immediate results.

How to schedule your exam

Once you have submitted the exam application

and fee and received a confi rmation letter, you

can make your exam appointment during your

chosen testing window at the Prometric testing

centre of your choice or at an on-site testing

location. See the enclosed order form or

cebs.org for a listing of available test centres.

Testing windows

January 15-March 15

April 15-June 15

July 15-September 15

October 15-December 15

Please refer to www.cebs.org for scheduling

procedures.

Exams

Testing opens October 15, 2017 for GBA 1,

GBA 2, GBA/RPA 3 and RPA 1. Testing for

RPA 2 opens April 15, 2018.

www.cebs.org | (844) 809-2698 2 1

learn.Study Options

A full portfolio of study tools will set you up for success. Consider your professional and educational experience with the content of each course—You may need more support for some courses and less for others. You’ll fi nd a path that fi ts your needs for each course.

Independent study

CEBS courses are designed for independent

study to prepare for the examination. You

can create your own study schedule to

accommodate your business and personal

obligations.

Instructor-led online class

Online CEBS classes are an optional

educational tool designed to complement the

self-study approach. Off ered over a 12-week

period during the spring, summer and fall,

online classes give structure to your study and

are taught by established and experienced

CEBS professionals.

With an online class, you get:

• Instructor notes

• Audio overview of each module

• Quizzes, interactive games, discussion and

activities based on the Benefi ts in Action

cases

• Live review sessions

• Opportunity to ask questions and network

with others in the class.

Th e class is available 24/7 online, giving you

the fl exibility to study wherever and whenever

you need to.

How to enroll in an online class

Submit the enrollment form found at

www.cebs.org along with the online class fee.

You must be enrolled in the corresponding

exam in order to participate in the online

class. Choose an exam window that will give

you ample time to study during the online

class and to review aft er the class concludes.

Visit www.cebs.org/cdonlineclass for the

online class schedule.


be reco

CEBS Conferment Ceremony

Shout it from the rooftops! You’ve earned your designation.

Th e annual Conferment Ceremony honours

new CEBS graduates, as well as new GBA

and RPA designees. It’s your opportunity

to be publicly applauded for your academic

achievements and formally ushered into the

community of benefi ts professionals.

At the conferment, you’ll be welcomed

by many who have shaped the CEBS

program and the benefi ts profession.

You’ll walk across the stage and be

personally congratulated by International

Foundation leaders and the Dalhousie

University academic team.

Th e Conferment Ceremony off ers a

formality that honours the signifi cance

of your accomplishment. Transition to

the Conferment Reception, immediately

following, for a celebration with your

CEBS peers, eager to congratulate the new

graduates and designees who join their

ranks.

Learn more at www.cebs.org/cdconferment.

Set your completion goals and start picturing your conferment!As you prepare your study plan, set a goal for your favourite city on the list to celebrate and reward yourself, learn and connect with other graduates and enjoy a world-class conference.

CEBS Conferment Ceremony and Employee Benefi ts Symposium

September 17, 2017Hyatt Regency DenverDenver, Colorado Symposium: September 17-20

August 26, 2018Westin Copley Place BostonBoston, Massachusetts Symposium: August 26-29

September 8, 2019Hyatt Regency New OrleansNew Orleans, Louisiana Symposium: September 8-11

August 23, 2020Hilton San Diego BayfrontSan Diego, California Symposium: August 23-26

September 19, 2021Hilton MinneapolisMinneapolis, MinnesotaSymposium: September 19-22

August 7, 2022Sheraton Centre Toronto HotelToronto, OntarioSymposium: August 7-10

CEBS Conferment Ceremony and Symposium

www.cebs.org | (844) 809-2698 2 3

ggnized.

ISCEBS Employee Benefi ts Symposium

Come to celebrate your achievement.

Stay to advance your professional prominence, your industry relationships, the benefi ts profession.

The people

Th e Employee Benefi ts

Symposium is a secret club

of sorts. Here, you’ll fi nd

your people. Th ey speak

your language. Th ey’ll

understand why you get

excited over the latest

benefi ts legislation. Th ey’ll

love to hear your stories

and have a few of their

own to share with you.

The education

Th e meat, the substance

you crave—Th e

Symposium packs 2½ days

with solution-oriented

sessions, case studies and

strategic topics. Choose

from group benefi ts,

retirement, employee

engagement and retention

and, of course, compliance

topics.

The venue

Th e Employee Benefi ts

Symposium is held at

varying locations across

the United States and

Canada. Locations

chosen off er the best

blend of travel ease,

premier meeting and

guest room off erings,

and local entertainment

opportunities for your

down time.


Join the International Society of Certifi ed Employee Benefi t Specialists (ISCEBS)

As an organization serving the ongoing education needs of CEBS graduates and students, ISCEBS brings together benefi ts professionals who are among the best and brightest in the industry. Connect with other graduates and students, and get involved in your local chapter to grow your professional network.

Society members share a common goal to

deliver the best service to plan participants

by staying abreast of legislative and legal

requirements, industry trends and the needs

of an evolving workforce.

Th e Society off ers educational and

networking resources at national and local

levels. Meet local professionals at one of

the Society chapters or professionals from

across Canada and the United States at the

annual Employee Benefi ts Symposium.

Society and chapter membership are open

to those who have passed at least one exam.

Benefi ts professionals represent a wide

range of specialties, industries and roles.

Why not tap into that experience to support

your studies and help you meet your

professional goals?

What’s in it for you?

• ISCEBSLink—an online community

where you can ask questions, get insights

and share documents.

• Unlimited Webcasts—timely updates on

emerging trends and compliance issues.

Available live or on demand.

• Legislative Tracker/Scorecard—a

listing of recently proposed and enacted

legislative bills related to employee

benefi ts.

• Local Chapters—provide local

education and networking opportunities

– Alberta

– British Columbia

– Halifax Area

– Montreal

– Southwestern Ontario

– Toronto

• Information Center—unlimited

access to the most complete collection

of resource and reference materials

available anywhere. A staff of

information specialists provides

personalized research relevant to your

specifi c questions.

• Employee Benefi ts Symposium—a

comprehensive 2½-day program with

timely and relevant topics focused on

health, retirement and global issues and

with a special track devoted to Canadian

benefi ts issues. See page 23 for more

information. Special rates for members

and new graduates.

Visit www.iscebs.org to learn more about membership and this community of benefi t professionals.

www.cebs.org | (844) 809-2698 2 5

The International Foundation of Employee Benefi t Plans is privileged to partner with Dalhousie University in offering the CEBS program.

About the International Foundation

The International Foundation of

Employee Benefi t Plans—a nonprofi t

educational organization dedicated

to providing the diverse employee

benefi ts community with objective,

solution-oriented education, research

and information—established the

CEBS program in 1977.

About Dalhousie University

With more than 18,000 students,

Dalhousie is a world-renowned

academic institution. Dalhousie

combines the prestige of a big-

name university with a hands-on,

collaborative education.


CEBS Continuing Professional Education (CPE) Requirement

Fuel your fi re for knowledge by continuing to learn the latest in employee benefi ts.

Once you’ve earned your CEBS designation, validate your ongoing

industry commitment. CPE compliance sets you apart as a committed,

knowledgeable professional dedicated to lifelong learning. Th e CPE

program is benefi cial for all CEBS designees from recent graduates to

longtime designation holders at every level of their career.

Stay CEBS CPE-compliant by earning a minimum of 30 hours

of CPE credit for each two-year period. Earn the required credit

hours, and you will be listed and recognized on www.cebscpe.org

in a publicly available and searchable listing of all graduates whose

CPE compliance is current.

Visit www.cebscpe.org for more information on eligible activities,

reporting guidelines and policies.

COMPLIANT

Dalhousie University—Earn an M.B.A.

Delivered online, using cutting-edge virtual classroom tools and

a capstone on-site element, the Dalhousie University M.B.A.

(Financial Services) is widely recognized as a career builder in

fi nancial circles across Canada. Build on your CEBS knowledge,

complement your industry expertise and earn a respected degree

to further advance your career. If you hold the CEBS designation

or one or more of the specialty credentials, you may have already

earned credits toward the M.B.A. (FS) degree.

Learn more at www.dal.ca or call the Centre for Advanced Management Education at (800) 205-7510.

www.cebs.org | (844) 809-2698 2 7

Continuing Education Credit (CE)

Licensing and other professional credit

Participation in the CEBS program may help you meet your continuing professional education and licensing requirements. CEBS courses have been accepted in many provinces as continuing education credit for insurance agents and other professions.

Credit hours and fi ling procedures vary by

discipline and by province. In most cases, the

grade notice received from Dalhousie University

upon successful completion of a CEBS exam can

be used as proof of completion. To document

your credit, sign the grade notice and indicate the

number of hours approved before forwarding it to

your provincial insurance council or commission.

Detailed reporting procedures are available from

each province.

If you are licensed in Alberta or Manitoba,

complete the Continuing Education Credit section

of the CEBS order form to request the International

Foundation to automatically confi rm credit for the

exams applied for on that application.

For additional CE information,

visit www.cebs.org/canCE.

Questions and requests on continuing education credit

E-mail: [email protected]

Call: (262) 786-6710, option 3


go forward.

Next Steps for Current Students

What exam credit will transfer to the new CEBS?

Have you already passed one or more exams in the former curriculum? Keep the momentum going!

All students who have passed GBA 1,

GBA 2, RPA 1 and/or RPA 2 will be given

credit for these courses in the new tracks.

All other CEBS courses are no longer part

of the redesigned CEBS model. In order

to earn your CEBS credential, you can

complete courses in the former program, or

you can choose to take courses in the new

track.

Keep in mind these important points as you make your next move:

• If you have credit for GBA 1 and GBA 2,

you can earn your GBA designation by

completing the GBA/RPA 3 course in the

new curriculum.

• If you have credit for RPA 1 and RPA 2,

you can earn your RPA designation by

completing the GBA/RPA 3 course in the

new curriculum.

• If you elect to fi nish your GBA, RPA or

both under the former curriculum, you

will still need to take GBA/RPA 3 if you

want to complete your CEBS under the

new CEBS model.

• Testing on courses in the former program

will end on December 15, 2017.

• To retain credit (pass grade) for any of

the GBA and RPA courses transferred

into the new track, you will need to pass

any course in the new track by December

14, 2018. Aft er that time, if you have

not completed your CEBS designation

or a course in the new track, credit for

any courses completed in the former

curriculum will expire and will no longer

count toward completion of a course in

the new CEBS program.

Questions about your next step? Give us a call at (844) 809-2698, or e-mail [email protected]. Detailed information on the former curriculum is also available at www.cebs.org/cdcebsformer or on the new curriculum at www.cebs.org.

www.cebs.org | (844) 809-2698 2 9

Former Curriculum CoursesSix Required Courses Plus Two Electives for CEBS

New Curriculum CoursesFive Required Courses for CEBS

GBA RPA CMS CEBS GBA RPA CEBS

GBA 1Principles of Group Benefi ts ✔ ✔ ➜

GBA 1Managing Benefi t Plans Part 1 ✔ ✔

GBA 2Applications of Group Benefi ts ✔ ✔ ➜

GBA 2Managing Benefi t Plans Part 2 ✔ ✔

RPA 1Retirement Income Programs ✔ ✔ ➜

RPA 1Managing Retirement Plans Part 1 ✔ ✔

RPA 2Asset Management ✔ Elective ➜

RPA 2Managing Retirement Plans Part 2 ✔ ✔GBA/RPA3Navigating the Plan Environment ✔ ✔ ✔

You have options

How your completed courses apply to the new program.

If you earned your GBA, RPA or CMS in the former curriculum, you retain all the rights and privileges to use these credentials.


Principles of Conduct

In order to support the basic objectives of high levels of competence, performance and ethical conduct, all persons who seek or obtain the CEBS designation are expected to comply with the letter and spirit of these Principles of Conduct.

Principle 1: In all professional, business

or fi duciary relationships, a CEBS shall act

with honour and integrity in dealings with

the public, plan participants, employers,

clients and other professionals.

Principle 2: A CEBS shall continually strive

to maintain and improve the knowledge,

skills and competence needed for eff ective

performance in the profession. Th is not

only includes the initial acquisition of

professional knowledge and skills but

also requires continued learning and

development.

Principle 3: When serving an employee

benefi ts plan, whether in a fi duciary

capacity or otherwise, a CEBS shall apply

care, skill, prudence and diligence in

accordance with the “prudent person rule.”

Principle 4: A CEBS shall not allow the

pursuit of fi nancial gain or other personal

benefi t to interfere with the best interests of

plan participants, benefi ciaries, employers

and clients.

Principle 5: In business, professional or

fi duciary activities, a CEBS shall avoid

any activity or conduct that constitutes

a dishonest, deceitful, fraudulent or

knowingly illegal act.

Principle 6: A CEBS shall maintain

knowledge of and comply with the

enforcement of laws, regulations and codes

that foster the highest level of competence,

performance and ethical conduct as it

pertains to employee benefi ts plans.

Principle 7: A CEBS shall respect

confi dential relationships that may arise in

business or professional activities.

Principle 8: A CEBS shall honour the

integrity and respect the limitations placed

on the use of the CEBS designation.

Principle 9: A CEBS shall only recommend

for CEBS candidacy those individuals

known by the member who engage in

practices that conform with the Principles

of Conduct.

CEBS, Inc.

Certifi ed Employee Benefi t Specialist, Inc. (CEBS, Inc.) is a wholly owned subsidiary of the International Foundation, a tax-exempt business association. CEBS, Inc., is responsible for granting the CEBS designation and is solely responsible for the promotion of that designation.

Visit www.cebs.org/cdprecert to read the Precertifi cation Standards.

www.cebs.org | (844) 809-2698 3 1

As a Certifi ed Employee Benefi t Specialist,

I pledge to abide by the CEBS Principles

of Conduct in all my fi duciary, business

and professional relationships, and to

participate only in activities that conform

with the spirit of those principles; I shall

strive at all times to maintain and uphold

the highest standards of honour and

integrity, so that the quality of my work will

refl ect credit on the CEBS designation, my

profession and the employee benefi ts fi eld.

CEBS Pledge

CEBS ProgramInternational Foundation2425 Matheson Blvd. E, 8th Fl.Mississauga, ON L4W 5K4

cebs.org | [email protected]

(844) 809-2698

CC16116522M/417

Documents

CEBS. Th e New - IFEBP...CEBS.Th e New 2017. ... GBA/RPA 3 14 RPA 1 16 RPA 2 18 How to Apply for the Examination 20 Study Options 21 CEBS Conferment Ceremony and Symposium 22 Join