The work that used to take three weeks of analyst time, drafted in an afternoon. Cited to KFF, Milliman, Mercer, and PwC. Never stores raw member-level data.
I found three findings worth surfacing. The biggest is cardiovascular spend up 31% YoY, driven by three high-claimant members accounting for $612Kof the increase. I'm drafting the full audit now.
$1.24M annual savings opportunity
Migrate 38% of population to HDHP, $1,800 HSA seed, tighter Rx formulary.
Member-level identifiers stripped at upload. Aggregated cohorts only. Bars sized to spend, deltas signed and color-coded.
Claims risk · 2024 → 2025
Member-level identifiers stripped at upload. Cohort numbers are de-identified aggregates. Source: Acme Manufacturing 2024 and 2025 claims rolls, processed by Prism on 2026-05-08.
Headline impact at the top. Three findings, three recommendations, dollar figures everywhere. Cited to KFF, Milliman, Mercer, and PwC by chunk.
Executive Summary · 2026 Renewal
Ready to sendHeadline impact
$1.24M annual savings opportunity
Migrating 38% of the population from PPO to a properly funded HDHP, paired with an $1,800 HSA seed and tighter Rx formulary, recovers $1.04M to $1.42M in 2026 plan year cost.
Cardiovascular spend up 31% year over year
Three high-claimant members account for $612K of the increase. Two are statin-naive. Plan design currently free of any specialty PA on first fill.
Cited · Milliman MMI 2025, sec. 4
Employer share at 64th percentile for industry
Texas manufacturing peers at 250 to 500 lives sit at the 71st percentile. Raising employer share by 4 points moves you onto the benchmark without overshooting.
Cited · KFF EHBS 2024, fig. 8.3
HSA-eligible enrollment at 12%, peer group at 41%
Combined seed and PPO buy-up has held HDHP migration flat for two cycles. A communicated $1,800 seed at open enrollment closes the gap.
Cited · Mercer Strategies 2024
PPO and HDHP side by side. Employer contribution at 78th-percentile peer share. HSA seed accounted for. The deliverable an HR director can hand to their finance team.
Plan comparison · 2026 renewal
| Item | PPO | HDHP + HSA | Δ to EE |
|---|---|---|---|
| Annual premium (EE share) | $2,388 | $1,212 | −$1,176 |
| Deductible | $500 | $2,800 | +$2,300 |
| Out-of-pocket max | $3,500 | $5,500 | +$2,000 |
| Employer HSA seed | — | $1,800 | −$1,800 |
| Rx tier (specialty) | 30% | 30% post-ded | — |
| Net employee cost, healthy year | $4,388 | $2,712 | −$1,676 |
HSA seed of $1,800 applied. Employee premium contribution modeled at 78th-percentile employer share (KFF EHBS 2024). Healthy-year scenario assumes $1,200 in qualified spend below deductible.
Print route renders the artifact onto a clean canvas. Branded with the firm's identity. The CFO gets a polished one-pager, not a screenshot.
Executive Summary
Headline impact
$1.24M annual savings opportunity
Migrate 38% of population to a properly funded HDHP with an $1,800 HSA seed and tighter Rx formulary.