Paul Sarvadi: Absolutely. In our big picture plan, in our five year plan, what is a key differentiator from previous years is that we believe that this sales efficiency improvement allows us to grow our units, our worksite employee growth at a rate faster than our growth in BPAs. Historically, over the 37 years I’ve been at this, most of the time, it was when we grew the BPAs at 12%, within 18 months, you’d be growing worksite employees at 12%. That’s kind of the way things work. But we believe we’re really at a different — the biggest difference in this five year plan is we’re very confident about sales efficiency improvement. We’re confident about the demand in the marketplace. We’re doing things in a way that are optimizing.
You also have the big change in being able to do discovery calls on Zoom calls instead of the whole — how people use their time. There’s so many things that can contribute towards sales efficiency. So in our five year plan, we talked about, hey, we believe now we can actually look at a program where we’re growing the BPAs in the high-single digits and growing the worksite employees in double-digits between that 10% to 15% range. So that’s the objective, and that’s what we’re targeting. And the beauty of that is how that adds to our operating leverage. We’ve had excellent operating leverage in our business on the service side, because we haven’t had to grow the service organization as fast as the unit growth. We also have, obviously, our other areas of the business, G&A, other areas that don’t have to grow as fast as the number of clients, et cetera.
But we’ve always had to grow the Business Performance Advisors and invest ahead of the growth. And this is going to change the calculation and allow more to drop to the bottom line, provided we’re successful at this.
Tobey Sommer: Perfect. My last question is, could you remind us what normative historical fee and healthcare benefit expense growth is and juxtapose that with what you’re seeing or are able to achieve for this year?
Douglas Sharp: Well, I think if you look, one of the slides we put out there on the benefit cost trend, you looked at it over a five year period and look at a CAGR of less than 3.5% on our benefit cost per employee. So that’s sort of the cost side of the picture over the past three years, which included the pandemic. If you remember, going into the pandemic, we made the decision to price — to stick with our long-term pricing strategy and not swing it back and forth from year-to-year, but with the intent of matching price and cost. If we fell behind a little in one year, I think maybe in 2021, we added a percentage or two on the pricing side to accommodate that. But at the end, we’re exiting — we feel very comfortable with the exit that we are properly matching price and costs going forward.
Operator: Thank you. Your next question is coming from Mark Marcon from Robert Baird & Company. Your line is live.
Mark Marcon: Good morning, Paul and Doug. Great results here for the full year. I’m wondering, can you talk a little bit about — just the benefit cost increase that you ended up seeing this quarter? And in terms of enrollments, when we listen to ADP or Paychex, they basically ended up saying that fewer of their clients were signing up for the full benefit package on a go-forward basis. Are you seeing anything similar to that just in terms of the number of eligible WSEE taking on health benefits on a go-forward basis?
