The population story
Summarize authorized aggregate health and pharmacy patterns, workforce demographics and changes over time. Show what the available data can—and cannot—tell us.
AGGREGATE HEALTH REPORTS: 30+ COVERED LIVES
Healthier teams.
A clearer view. A practical next step.
Healthier teams.
Smarter workforce decisions.
Understand workforce demographics, aggregate health and pharmacy trends, benefits costs and workers’ compensation experience. Build a broader view of your workforce to guide benefits planning, prevention priorities and renewal strategy.
THE ICHRA SHOP™ WORKFORCE INTELLIGENCE
Illustrative workforce analysis · fictional data
0.94
PROJECTED RISK
6% BELOW AVERAGE
6% BELOW AVERAGE
Employees analyzed
845
Average age
41
Age 50+
32%
Demographic risk
1.06
Very high-cost tier
Suppressed
Highest annual projection
Approx. $142K
Decision signal: Population demographics and projected health costs inform benefits budgeting and priorities for further review. Medical risk does not establish workplace injury risk.
Musculoskeletal care
ReviewRespiratory conditions
MonitorPreventive care
OpportunityComplex care
ReviewFictional demonstration: These scenarios do not describe a real employer or diagnose employees. Medical signals do not establish workplace injury risk.
Maintenance medications
101–120Respiratory therapies
31–40Cardiovascular therapies
61–80Specialty therapies
SuppressedCurrent pharmacy trend
ReviewFormulary readiness
Verify firstPrescription intelligence: Fictional categories illustrate a review workflow. Member groups can overlap; do not add these ranges together.
Traditional group coverage
The population’s medical and prescription experience can influence plan economics and future renewals, subject to funding arrangement and carrier methodology.
Primary question
How much risk returns?
Workforce & workers’ compensation
Review workforce needs and authorized workers’ compensation loss experience alongside benefits strategy. Medical risk scores do not establish occupational causation or workers’ comp pricing.
Primary question
Which priorities need review?
The analysis does not force an answer. It compares market strength, population risk, affordability, contribution strategy and execution requirements.
Important gap: dependents not included
This sample analyzes employees only. Spouses and children may materially change the population picture and should be included before a final funding recommendation.
ACTION REQUIRED
This sample analyzes employees only. Spouses and children may materially change the population picture and should be included before a final funding recommendation.
✓ Employee demographics
✓ Claims and conditions
✓ Prescription intelligence
✓ High-cost claimant ranges
△ Spouse and dependent risk
△ Participation and waivers
Confidence matters: Population scope, match rate, waivers and missing dependents are disclosed so a directional signal is not mistaken for a complete actuarial conclusion.
Entirely fictional demonstration for 845 employees. These figures are invented for this example and do not represent our case study, a client or an actual model output. Actual reporting depends on authorized source data and match quality.
EXECUTIVE INSIGHTSUnderstand the group.
Understand the group.
See the drivers. Choose the next step.
A leadership overview of the group’s aggregate health status, key drivers and available scores—connected to benefits decisions and practical employee support.
What deserves attention?
Explain the major condition, prescription, specialty-care and cost-concentration signals that inform the group’s outlook, with identifying details suppressed.
Scores with an explanation
Present demographic, morbidity and projected risk scores when supplied by the approved analysis. Identify the source, benchmark, period, match rate and limitations; keep different vendor measures distinct.
Turn insight into priorities
Connect the findings to funding review, provider access, employee communications and wellness opportunities. Give each recommendation an owner, next step and review date.
FROM FINDINGS TO EMPLOYEE VALUE
Connect the benefits people already have.
Weave carrier wellness rewards and other wellness options into the workforce review, so employees can understand available resources and how to use them.
Discuss Executive Insights & wellness →Aggregate insights. Voluntary employee resources. Employer-facing health reporting requires at least 30 covered lives, authorized data and suppression of identifying details. No individual health scores or personal reward activity appear in the employer report. Scores are model estimates, not diagnoses. Wellness rewards, costs and program availability are confirmed for the specific plan; participation and outcomes are not guaranteed. This overview does not create a new employer wellness incentive or alter eligibility or contributions.
WORKERS’ COMP LABLook past the premium.
Look past the premium.
Find the levers.
Explore the dollars behind loss patterns, experience modification, and time away from work. Enter aggregate figures to model your own workforce scenario.
What’s driving the losses?
Compare claim count, total incurred losses, and payroll to frame a loss-run review.
Loss cost per $100 payroll$1.50
Spot the pattern.
Review frequency, severity, open reserves, and loss trends by policy year and job class using authorized records.
Understand the inputs.
Review payroll and loss detail against the experience-rating worksheet. Confirm rating-bureau and state-specific rules.
Build an action plan.
Discuss injury-prevention priorities, claim reporting, and appropriate return-to-work coordination with your P&C team.
Bring the right records to the conversation.
Current policy and renewal, authorized loss runs, payroll by state and class, and your experience-mod worksheet if applicable. Request a secure intake link before sharing files.
Workers’ compensation review is scoped separately from per-match health reporting. No medical or pharmacy information is reused to predict workplace injuries. Aggregate health reports require 30+ covered lives and suppression of identifying details.
Learn more: OSHA: injury-cost planning · NCCI: experience-rating worksheets. This independent scenario tool uses your inputs, not OSHA/NCCI loss benchmarks or a rating-bureau model. Insurance availability depends on state licensing and carrier appetite.
One population. Multiple intelligence layers.
Far more than diabetes, cardiovascular and prescription flags.
See what is driving risk, how recently it occurred, whether exposure is concentrated, and how the intelligence informs workforce health, benefits and renewal planning.
Age, gender, classes, participation and dependent completeness.
Demographic, morbidity and combined 12-month scores.
Claimant ranges, conditions, transplant and oncology exposure.
GLP-1 use, specialty therapies, cost ranges and recency.
Rates, carriers, geography, providers and networks.
Current cost, renewals, contributions and PEPM scenarios.
Match rate, scope, waivers and missing dependents.
Evaluate benefits funding, prevention opportunities and further review.
Inside a fictional sample report
See the population story—not just a score.
A separate fictional 845-employee example shows how demographic, care, prescription and data-quality signals can be organized for review. It is not the case study or a live analysis.
0.94
12-MONTH PROJECTED RISK
6% BELOW AVERAGE
6% BELOW AVERAGE
845
EMPLOYEES ANALYZED
41
AVERAGE AGE
32%
AGE 50 OR OLDER
1.06
DEMOGRAPHIC RISK
Suppressed
VERY HIGH-COST TIER
Approx. $142K
HIGHEST PROJECTION
Conditions & care priorities
Musculoskeletal careNavigation review
Respiratory conditionsMonitor access
Preventive careEducation opportunity
Complex careDetails suppressed
Prescription intelligence
Maintenance medications101–120 employees
Respiratory therapies31–40 employees
Cardiovascular therapies61–80 employees
Specialty therapiesSmall cell suppressed
Historical trends
Period comparisonUse consistent source periods
Cost concentrationReview aggregate changes
Next stepVerify current plan coverage
Completeness & Confidence ACTION
Employees
Included
Spouses and children
Not yet included
Waivers and participation
Validate
Next step
Complete dependent analysis
Illustrative, de-identified example. No employer or member is identified. Counts are aggregated and some are shown as ranges. Results depend on authorized data, population scope and match quality.
Workforce Intelligence pricing
Intelligence belongs inside the feasibility analysis.
ICHRA Feasibility Analysis starts at $2,500 and includes Predictive Risk Intelligence within the agreed package scope. Predictive risk reporting requires at least 30 covered lives and authorized data.
ADDITIONAL REPORT ESTIMATE
Reports × confirmed matches × rate.
Use this estimate for additional reports or refreshes outside your included feasibility package scope. Health reporting requires at least 30 covered lives; final volume and fees are confirmed before purchase.
Selecting subscriber pricing is an estimate; it does not activate membership.
Annual Intelligence & Renewal Monitoring
A separate recurring option for annual population refreshes, emerging-risk review and renewal monitoring. Recurring scope and pricing are confirmed separately.
Market Intelligence Report
$500
- One market or rating-area review
- Carrier, plan and pricing direction
- Market Score and employer-fit signals
- No claims or Rx intelligence
ICHRA Feasibility Analysis
Starting at $2,500
Predictive Risk Intelligence included in the package.
- Census, market and group-versus-ICHRA comparison
- Contribution design and affordability analysis
- Aggregate predictive risk and Rx insights
- Data confidence review and funding recommendation
- Executive Insights overview and wellness opportunities, within the agreed scope
Predictive risk reporting requires at least 30 covered lives and authorized data. Final scope and pricing depend on group size, data availability and complexity.
Request Your Feasibility AnalysisRenewal Command Center
Custom scope
- Workforce Intelligence Report
- Budget and contribution modeling
- Market and carrier analysis
- Executive Insights: health overview, key drivers and scoring
- Carrier wellness rewards and other wellness options review
LOOK ACROSS THE EMPLOYER’S COSTS
Medical is one lever. The comp mod is another.
Use your own assumptions to compare annual medical value and the premium sensitivity of a workers’ compensation experience modifier.
Example investment: $2,500 starting ICHRA Feasibility Analysis package, including predictive risk within the agreed scope. Enter your complete quoted fee, including any separately priced comp review.
Medical value = medical spend × assumed improvement. Comp sensitivity = premium subject to mod × (current mod − what-if mod). This does not calculate or predict an official mod. Changing medical coverage does not itself change the mod. Other rating factors, fees and taxes are excluded; avoid double counting. Health analytics and comp loss-run analysis use separate authorized inputs.
Experience rating background · NCCI →Responsible intelligence
Aggregate planning—not individual underwriting.
Risk Intelligence supports employer benefits decisions. It is not used to determine an employee’s eligibility or contribution based on health status and does not replace actuarial, legal or medical advice.
Protected data path
Janet and Brad provide a secure upload method. Sensitive files should not be emailed.
De-identified reporting
Findings use aggregate counts, ranges and signals.
Limits disclosed
Match quality, missing dependents and data gaps appear with the recommendation.