The biggest cost in the district that isn't in a classroom.
Districts and universities run some of the largest benefit-enrolled workforces anywhere, on budgets set by boards and taxpayers. This strategy lowers health spend without changing the plan your staff rely on — so more stays in the classroom.
Huge payrolls, fixed funding, and health costs that climb every year.
Districts and universities enroll thousands of teachers, faculty, and staff — and health cost rises with every one. Based on historical client data, the program has averaged $6,000–$8,000 in annual savings per participating employee — $600,000–$800,000 a year per 100 participants. Results vary by workforce and plan design.
Every premium increase competes with classrooms, programs, and staff. There's rarely new revenue to absorb it.
Education workforces tend to carry high qualifying coverage overlap — the composition where the strategy performs best.
Dollars back to the classroom — without touching the plan or the budget for instruction.
Every dollar lost to rising premiums is a dollar not spent on students and teachers. This recovers spend from a line you're already paying — and returns it to where it belongs.
Built to pass the business office, the board, and the bargaining table.
Nothing about your plan, your carrier, or your staff's coverage changes.
One hour with your business office. A model built on your census. Then it's your call.
A confidential model, built from your de-identified census, shows how much of this opportunity your workforce actually holds — before you commit to anything.