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Financial modeling for employee benefit plans.

PlanVantage is the modeling software benefits advisors use to track how the plan is running, build independent renewal projections, and model alternative offerings, so your client gets the best plan at the best price.

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Track plan performance, month by month.

Ridgeline ManufacturingLevel fundedDashboard

Claims vs claims funding: 91%of YTD claims funding
Total paid vs total funding: 92%year to date
Projected surplus: $221Kat the 110% corridor
Large claimants: 3over the $50K specific

Total paid by month, plan year 2026, stacked as net claims and the fixed components (admin, specific stop loss, aggregate stop loss). Level funding is $296,176 a month and maximum claims funding $247,170; October to December are projected. Ridgeline Manufacturing.
Jan	Feb	Mar	Apr	May	Jun	Jul	Aug	Sep	Oct	Nov	Dec
$254K	$264K	$247K	$271K	$259K	$274K	$255K	$399K	$241K	$282K	$289K	$298K

Net claims, claims funding, admin, stop loss, total paid, total funding and the surplus or deficit for July to September and year to date. Ridgeline Manufacturing.
Month	Net claims	Claims funding	Admin	Stop loss	Total paid	Total funding	Surplus / (deficit)
Jul	$205,994	$247,170	$18,832	$30,174	$255,000	$296,176	$41,176
Aug	$349,994	$247,170	$18,832	$30,174	$399,000	$296,176	($102,824)
Sep	$191,994	$247,170	$18,832	$30,174	$241,000	$296,176	$55,176
YTD	$2,022,946	$2,224,532	$169,488	$271,566	$2,464,000	$2,665,586	$201,586

Know your real cost. Negotiate a fair renewal.

Ridgeline ManufacturingLevel fundedProjection

Projected 2027: $3.88M9.2% vs current
Carrier renewal: $4.21M18.4% vs current
Vs carrier: ($328K)9.2 points lower
Trend: 9.0% / 11.0%medical / Rx

Level-funded renewal projection, current plan year 2026 against projected 2027, per employee per month and annual, then the renewal Summit Benefit Alliance quoted on 14 August 2026 and the difference between the two. Ridgeline Manufacturing.
Enrollment214 subscribers · 457 members	CurrentJan 2026 – Dec 2026	ProjectedJan 2027 – Dec 2027	% Change
Claims110% aggregate corridor
Projected Claims PEPM	$1,050.00	$1,149.75	9.5%
Maximum Claims Funding PEPM	$1,155.00	$1,264.73	9.5%
Annual Claims Funding	$2,966,042	$3,247,814	9.5%
Fixed Costs$50,000 deductible
Administration PEPM	$88.00	$91.52	4.0%
Specific Stop Loss PEPM	$132.00	$145.20	10.0%
Aggregate Stop Loss PEPM	$9.00	$9.45	5.0%
Total Fixed Costs	$588,072	$632,165	7.5%
Grand TotalPEPM	$3,554,114$1,384.00	$3,879,978$1,510.90	9.2%
Carrier RenewalSummit Benefit Alliance
Renewal As Quoted	$3,554,114	$4,208,069	18.4%
Difference	–	($328,091)	(9.2%)

Change a deductible. See the impact instantly.

Ridgeline ManufacturingLevel fundedPlan designs

Standard AV: 74.2% to 70.5%current to proposed
Deductible: $3,000 to $4,000individual
OOP maximum: $5,000 to $6,000individual
Impact: ($109K)plan year 2027

Plan design grid, current and proposed, with the actuarial value of each plan. Ridgeline Manufacturing.
Plan	Premium $1,500 PPOIn-Network	Standard $3,000 HDHPIn-Network	Premium $1,500 PPOIn-Network	Standard $4,000 HDHPIn-Network	High Performance Network $2,000In-Network
	Current		Proposed
Cost Sharing
Deductible (Ind/Fam)	$1,500 / $3,000Embedded	$3,000 / $6,000Aggregate	$1,500 / $3,000Embedded	$4,000 / $8,000Aggregate	$2,000 / $4,000Embedded
OOP Maximum (Ind/Fam)	$4,000 / $8,000	$5,000 / $10,000	$4,000 / $8,000	$6,000 / $12,000	$4,500 / $9,000
Member Coinsurance %	10%	20%	10%	20%	15%
Office Visits
Primary Care Visit	$25 copay	20% after deductible	$25 copay	20% after deductible	$20 copay
Facility Charges
Emergency Room	$300 and 10% after deductible	20% after deductible	$300 and 10% after deductible	20% after deductible	$250 and 15% after deductible
Prescription Drugs (30-Day)
Tier 1: Generic	$10 copay	$10 after deductible	$10 copay	$10 after deductible	$10 copay
Actuarial Value	84.1%	74.2%	84.1%	70.5%	81.5%

Model any strategy, on any set of plans.

Ridgeline ManufacturingLevel fundedContributions

Employer share: 77.7%from 79.2%
Rate increase: 6.10%annual total
PPO buy-up: $91.54over the base plan

Contributions by plan and tier, current and proposed: enrollment, monthly rate, employer subsidy, employee contribution and employer cost share, with annual totals and the difference. Ridgeline Manufacturing.
Plan	Tier	Enrollment	CurrentPlan Year 2026				ProposedBase Plan Funding
Plan	Tier	Enrollment	Monthly Rate	Employer Subsidy	Employee Contribution	Employer Cost Share %	Monthly Rate	Employer Subsidy	Employee Contribution	Employer Cost Share %
Premium $1,500 PPO	Employee Only	38	$862.82	$733.40	$129.42	85.0%	$915.47	$735.77	$179.70	80.4%
	Employee + Spouse	12	$1,768.78	$1,273.52	$495.26	72.0%	$1,876.72	$1,305.63	$571.09	69.6%
	Employee + Child(ren)	6	$1,596.22	$1,213.13	$383.09	76.0%	$1,693.63	$1,239.23	$454.40	73.2%
	Employee + Family	15	$2,545.32	$1,781.72	$763.60	70.0%	$2,700.65	$1,830.23	$870.42	67.8%
Standard $3,000 HDHP	Employee Only	68	$776.54	$698.89	$77.65	90.0%	$823.93	$735.77	$88.16	89.3%
	Employee + Spouse	20	$1,591.90	$1,241.68	$350.22	78.0%	$1,689.04	$1,305.63	$383.41	77.3%
	Employee + Child(ren)	19	$1,436.60	$1,178.01	$258.59	82.0%	$1,524.27	$1,239.23	$285.04	81.3%
	Employee + Family	36	$2,290.79	$1,741.00	$549.79	76.0%	$2,430.58	$1,830.23	$600.35	75.3%
Annual Total		214	$3,554,114	$2,814,868	$739,246	79.2%	$3,771,001	$2,929,131	$841,870	77.7%
Difference ($)		–	–				$216,887	$114,263	$102,624	–
Difference (%)		–	–				6.10%	4.06%	13.88%	(1.5%)

Every option, side by side.

Ridgeline ManufacturingLevel fundedExhibit

Best option: ($176K)total cost vs status quo
Status quo: $3.88Mrenewal as is
Option C: $3.70Mselected

Renewal options exhibit: current, the carrier's renewal as quoted, status quo and three priced options with total cost, the change against current and status quo, employee contributions and net employer cost. Ridgeline Manufacturing.
Option	Plan Year 2026As enrolled	Renewal as quotedSummit Benefit Alliance	Status QuoRenew as is	Option A$4,000 HDHP deductible	Option BA plus HPN migration	Option C, selectedB plus specific to $75K
	Current	Renewal Options
Contribution strategy	Current	Maintain employer %	Maintain employer %	Share of the HDHP	Share of the HDHP	Share of the HDHP
Maximum Claims Funding	$2,966,042	$3,511,792	$3,247,814	$3,138,836	$3,108,877	$3,153,671
Administration	$225,984	$267,565	$235,023	$235,023	$235,023	$235,023
Specific Stop Loss	$338,976	$401,347	$372,874	$372,874	$372,874	$291,000
Aggregate Stop Loss	$23,112	$27,365	$24,268	$24,268	$24,268	$24,268
Total Costvs Currentvs Status Quo	$3,554,114––	$4,208,069$653,955 · 18.4%$328,091 · 8.5%	$3,879,978$325,864 · 9.2%–	$3,771,001$216,887 · 6.1%($108,977) · (2.8%)	$3,741,042$186,928 · 5.3%($138,936) · (3.6%)	$3,703,962$149,848 · 4.2%($176,016) · (4.5%)
Employee Contributions	$739,246	$875,267	$807,028	$841,870	$811,911	$774,831
Net Employer Costvs Currentvs Status Quo	$2,814,868––	$3,332,802$517,934 · 18.4%$259,852 · 8.5%	$3,072,950$258,082 · 9.2%–	$2,929,131$114,263 · 4.1%($143,819) · (4.7%)	$2,929,131$114,263 · 4.1%($143,819) · (4.7%)	$2,929,131$114,263 · 4.1%($143,819) · (4.7%)

The whole plan year, start to finish

One set of numbers. Every model runs on it.

The AI reads what the carrier sent you and puts every number where it belongs. You see what it found before anything runs. From there, the same data drives every projection, scenario, and exhibit.

What the AI loads
Documents
SBCs, SPDs, renewal decks, experience reports
Census
Columns mapped, enrollment synced
What runs on those numbers
Dashboards
Each month against budget
Projections
An independent actuarial renewal calculation
Scenarios
Model plan and contribution alternatives
Plan designs
Actuarial value: network tiers, carve-outs, funding
Creditable coverage
Rx actuarial value, Medicare Part D
Benchmarks
Your benefits set beside the market
What you hand over
Exhibits
Every option, side by side
Slide decks
Client-ready, across multiple lines
Excel export
A working model, not a printout

One client, one set of numbers and every tool on it.

The assumptions come filled in.

See what PlanVantage says trend should be, then keep it, take the carrier’s number, or use your own. Every assumption works that way, for any plan you run.

Medical
Rx
Dental
Vision

Trend, medical
9.0%
Manual rate
$1,150PEPM
Credibility
46%
Specific deductible
$50,000
Specific premium
$145.20PEPM
Large claimants
2.6expected
Claims fund
$3.25M

Track. Benchmark. Project. Craft.

The whole plan year, from the first carrier report through the renewal meeting. Know how the plan is running, how the benefits compare, what the renewal will bring, and what any change costs. All in one place, with a record of what was done, not a folder of workbooks with final in the name.

Track

Know how the plan is running and what is driving it, every month. The AI loads the carrier report, the engine reprojects the year end, and the deck is built. Medical, dental and vision, each line on its own funding.

Gross claims, year to date

$1.84M$2.02M+$181K+9.8%

20252026

Benchmark

Calculate the actuarial value of each plan you offer, the share of covered medical and drug expenses the plan pays rather than the member. Then see how it compares with employers in your industry, your region, and your size. Richer or leaner than the market becomes a fact rather than an opinion.

Actuarial value, medical and Rx

The share of covered expenses the plan pays rather than the member. Your plans on one ladder with the market.

Your plans Benchmark, 50th percentile

Two employer plans and three market benchmarks, by industry, census area and employer size at the 50th percentile, ranked by actuarial value on a scale from 60 to 95 percent.
Plan	60% to 95%	AV
ManufacturingBenchmark		85.1%
100 to 499 workersBenchmark		84.6%
Premium $1,500 PPO		84.1%
South AtlanticBenchmark		83.8%
Standard $3,000 HDHP		74.2%

Project

Develop an independent actuarial projection of next year’s claims from the experience already on the dashboard. Use it to negotiate a fully insured or level funded renewal against the carrier’s number, or to set funding and COBRA rates for a self- funded plan.

Current plan, renewed as quoted

$7,664,000

Option A, $2,000 HDHP with HSA funding

$7,434,000−$230,000 (−3.0%)

Option B, buy down the specific deductible

$7,551,000−$113,000 (−1.5%)

Craft

Model the alternatives: a higher deductible, a new HDHP, a contribution strategy that moves employees toward the plan you want them in. Premium rates update live to reflect plan changes. See the savings and the employer/employee split on each, then hand the client a side by side they can decide from.

Exhibit: renewal options, plan year 2027

The current year, the carrier's renewal as quoted, and three options side by side: the plan change, the contribution strategy, total, employer and employee cost, and the change against the current year.
	Current2026	QuotedCarrier	Option A	Option B	Option CSelected
Plan	As is	As is	$4,000 HDHP	+ HPN plan	+ $75K specific
Contributions	Current	Employer %	HDHP share	HDHP share	HDHP share
Total cost	$3.55M	$4.21M	$3.77M	$3.74M	$3.70M
Employer	$2.81M	$3.33M	$2.93M	$2.93M	$2.93M
Employee	$739K	$875K	$842K	$812K	$775K
vs current	–	+$654K+18.4%	+$217K+6.1%	+$187K+5.3%	+$150K+4.2%

The AI reads.
The engine calculates.

Two systems, two jobs. The AI extracts and structures information from your documents. A deterministic calculation engine handles the math.

The AI reads

SBCsBenefit guidesSPDsRate gridsContribution schedulesCarrier reportsCensus files

and drafts inputs when you ask

Enrollment migrationContribution optionsPlan design editsAlmost anything you can do in the app

Or bring your own AI with the Claude connector

You reviewevery input

Automated checksExtraction notes flag suspect items

The engine calculates

Actuarial values
Projections
Dashboard statistics
Premium rates
Contribution splits
Large claimant expectations

Deterministic and auditable. Every projection assumption says where it came from.

Multiple models to choose fromGoogle Vertex AI with zero data retentionUS regions onlyNever used to train a modelHow we handle data

Simple, transparent pricing

Priced per single-user license. AI included.

AnnualTwo months freeMonthly

PlanVantage pricing tiers with what each does, the price per single-user license per year, and the plan sponsors each license adds.
Tier	Per license, per year	Plan sponsors
AVActuarial value and creditable coverage	$4,000	Up to 25
ScenarioRates, contributions, and proposals	$6,000	Up to 35
FullDashboards and renewal projections	$8,000	Up to 50

Start free trial Compare the tiers

AI included, no meters
Up to 50 plan sponsors on one license
Multi-user discounts
Five Full licenses: SSO, audit logs, unlimited sponsors
Pay by card, bank debit, or invoice

“PlanVantage allowed us to model multiple scenarios for Price Industries in minutes instead of days. We could show them different options on the spot and help them make a confident decision before their renewal deadline.”
Cody Kemp
Senior benefits consultant, USI
The work so far
300+
employer groups modeled
Read the case study

Where the numbers come from

The engine, the continuance tables and the credibility method are actuarial work, built and signed off by an FSA. Every assumption on the screen says whether it came from the engine, the carrier, or you.

The method, section by section

Who it is for

Brokers and consultants: Every client on your book in one place, whether you advise four groups or four hundred. Add a license and the book grows with the team.
HR and benefits teams: Run your own options between renewals, on the same engine your advisor uses. See what a plan change costs before it goes to the committee.
Analysts and actuaries: The production work compresses. The judgement, and the signature, stay with you.

From the briefing

Model your first renewal in minutes.

Free trial, no credit card. Bring one carrier report and leave with a projection.

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