One of the largest names in US retirement services couldn’t answer a basic question: where was its Defined Benefit Case Support team’s time actually going? Cognitio mined the raw task data, validated it with the people doing the work, and turned it into a three-area roadmap worth close to 28 hours of recoverable capacity every week.
THE BLIND SPOT
Where Was the Day’s Time Really Going?
Few processes in retirement-plan administration carry as much manual complexity as Defined Benefit Case Support. Analysts handle distributions, annuities, quotes, and corrections across the US and India, and because every calculation still runs through Excel by hand, they’re constantly jumping between systems. The team’s process-intelligence platform could already show utilization and flow, but it stopped short of explaining the choices analysts made along the way, so every improvement conversation came back to guesswork:
TASK MINING IN ACTION
Make the Invisible Visible
Over 34 working days, task-mining software quietly logged analyst activity across Express, Excel, and Mainframe for both the US and India teams. It was the first time anyone had a ground-truth record of how the work actually happened, not just how long it took:
Important to note: the numbers pointed at habits and workflow, not effort. Analysts spent most of the day in just three applications, yet a surprising share of that time went to navigating and communicating rather than working the case itself, a pattern that exposed manual Excel math, personal tracking spreadsheets, and repeated folder digging that no dashboard had ever surfaced.
THE RECOVERY ROADMAP
Three Areas, One Path to 28 Hours a Week
Cognitio didn’t stop at the data. Every finding was pressure-tested with the client’s subject matter experts, then organized into three areas that ranged from same-week coaching fixes to longer system builds.
The Outcome
28 Hours a Week, Reclaimed
Between coaching, tooling, and automation, the roadmap adds up to roughly 28 hours of recoverable capacity a week, close to 0.85 FTE, without a single new hire. More lasting than the number itself was the shift in conversation: leadership stopped comparing analysts to each other and started redesigning the process they all worked within, building a foundation the team can keep scaling from.
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