Ezra A. GonzalezHealth Benefits Strategy

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.

Request a presentationHow the strategy works
Why education fits

Huge payrolls, fixed funding, and health costs that climb every year.

Some of the largest payrolls anywhere

Districts and universities enroll thousands of teachers, faculty, and staff — and health cost rises with every one.

Board-set, taxpayer-funded budgets

Every premium increase competes with classrooms, programs, and staff. There's rarely new revenue to absorb it.

A workforce that fits

Education workforces skew toward dual-income households — the composition where the strategy performs best.

Independently validated

These aren't our numbers. They're a third party's.

5
school systems, results independently validated
≈ $15,600
in claims moved off-plan per enrolled employee — the highest of any sector in the sample
$10,000–$20,000
the validated range across those systems

A third-party-audited sample of 2024 results — only a sample; actual results span far more organizations and run higher today as per-employee costs rise. Net savings vary by workforce.

Run your numbers

What would this put back into the classroom?

Education workforces model toward the favorable end of the range. Treat this as directional — the real model is built from your census, confidentially, before any decision goes to the board.

Get your confidential model
Order-of-magnitude estimate
interactive
500150,000
$
Likely participantsOn average about 30% of a company's workforce qualifies for this program once single-person households, dual-eligibles, and similar factors are counted. We model a conservative 10–20% actually enrolling.
≈ 200
Savings per participant
$13,000–$14,500
after a $4,000–$5,500 program costThe program averages $4,000–$5,500 per enrolled employee; the rest is your savings. Those savings are independently validated — audits by the Validation Institute documented roughly $5,500 to $16,000 in claims moved off-plan per enrolled employee.Source: Validation Institute, 2024 validated results (on file).
Projected annual savings
$2,600,000+
≈ $13,000,000+ over a typical 5-year engagement
A directional estimate at 20% participation. The real model is built from your census and replaces this number with a defensible one.
Where the savings go

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.

Recovered dollars fund
Teacher and staff retention
Classroom resources and programs
Reserves and balanced budgets
Less pressure on taxpayers

Nothing about your plan, your carrier, or your staff's coverage changes.

Carrier & network
No change
Plan design & renewal
No change
Broker of record
No change
Employee coverage
Same or better
Related briefingHow Public Employers Can Lower Health Costs Without Raising Taxes or Cutting ServicesRead the briefing →

One hour with your business office. A model built on your census. Then it's your call.

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