Enrollment behavior, modeled three ways, decides Tellwater's GB545 plan comparison, and the scenario most employers choose turns a projected saving into a cost once repricing enters. Searches like "gb 545 unit 5 assignment example", "gb545 unit 5 sample" and "gb545 unit 5 example" land here.
What a finished GB545 Unit 5 benefit plan comparison looks like
Six pages with a design table, a cost table and an employee exposure table. The design table sets the current PPO, a $750 deductible with 20 percent coinsurance, beside a high-deductible plan paired with a health savings account: a $2,000 deductible, 10 percent coinsurance and an employer seed of $750 for single coverage and $1,500 for others. Premiums on the new plan run 22 percent lower. The cost table figures the employer share by tier for 820 single, 390 spouse, 330 child and 510 family enrollees: $26,477,920 under the PPO, $24,729,374 if everyone moved, seeds included. The exposure table shows a single employee's premium share plus out-of-pocket spending at three claim levels. At $14,000 in claims, the PPO costs that employee $5,360 and the new plan $3,597 after the seed.
How a GB545 Unit 5 example is structured
Design first, then employer cost, then employee cost, then risk, and each table states the assumptions it depends on. Why the deductible sits above the minimum a plan needs to pair with a health savings account is explained in the design section, which names that rule once without interpreting it. Employer cost is figured tier by tier because contribution percentages differ by tier. Three scenarios follow: full replacement, a 40 percent voluntary move, and the same move with the PPO repriced after lower-cost members leave. The exposure section computes what employees pay at low, median and high claims, since a plan cheaper across a year can still ask for more of it at the pharmacy counter. The last section argues that the voluntary option depends entirely on the repricing assumption and recommends obtaining the carrier's migration pricing before any choice is made.
Two designs in one table
Deductible, coinsurance, out-of-pocket maximum, premium and employer seed for each plan, with the savings account rule named once and left uninterpreted.
Employer share by tier
Four tiers, two contribution schedules and 2,050 enrollees, producing $26,477,920 under the current plan and $24,729,374 under full replacement.
The repricing scenario
Healthier members leave the PPO, its premium rises 6 percent, and a $699,418 saving on paper turns into a $253,787 cost.
Three claim levels, one employee
Premium share plus out-of-pocket spending for a single enrollee at $600, $3,000 and $14,000 in claims, with the seed deducted where it applies.
Cash at the counter
Why a plan cheaper over twelve months can still demand $2,100 at median claims before the premium savings arrive through paychecks.
Where marks go in GB545 Unit 5
The comparison earns its credit on the employer share, figured tier by tier and totaled. A table of plan features with no cost beneath it answers a benefits question in a finance course. Migration is where strong and weak papers part ways: one assuming everyone moves, or that the remaining plan's cost holds still, has skipped the risk that decides the outcome. Graders reward scenarios capable of changing the answer. Employee exposure computed only at average claims hides the people a design hurts or helps most. Seed money left out of the employer total overstates the saving by $2.46 million here, an error careful graders look for. Recommendations ignoring cash timing, a deductible due at the counter rather than spread across paychecks, read as incomplete even when the annual arithmetic is correct.
Get a GB545 Unit 5 example written to your instructions
Plan designs, premiums and enrollment by tier are the inputs; the Unit 5 case usually supplies them, and the rubric decides the emphasis. Send both. Within 24-48h the comparison arrives with employer share figured, migration modeled three ways and employee cost shown at three claim levels. The first one is free.
GB545 Unit 5 questions, answered
Where does the 6 percent repricing figure come from?
It is a labeled assumption illustrating adverse selection: when lower-cost members choose the high-deductible option, the remaining PPO population costs more per person, and carriers reprice. The actual figure would come from the carrier or a benefits consultant. The example uses it to show that the voluntary scenario's result hangs on this one number, which is why the paper asks for migration pricing first.
Does the comparison need to address the Affordable Care Act?
Usually only briefly. Many sections expect a sentence confirming that both designs would still meet the employer's coverage obligations, without legal analysis. The example notes that its contribution rates keep the employee share of single coverage low and leaves any affordability determination to counsel. If your prompt asks for more, treat it as a separate section rather than weaving it through the cost tables.
Why show employee cost at three claim levels?
Because an average hides who wins and who loses. A healthy single employee and one managing a chronic condition experience the same plan very differently, and a recommendation that reads well at average claims can still shift real cost onto one group. Low, median and high levels cover that range without drowning the reader. Family coverage deserves the same treatment if your case includes it.