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The review should identify the source and date for every rate, the definition of an eligible and participating employee, and the timing of deductions, contributions, reimbursements, fees, and payroll changes.
If the model uses a program-owner example, label it as an illustration and rerun it for the company. Do not present a maximum as an expected or guaranteed result.
Stress-test the assumptions
Run lower-participation, higher-cost, delayed-implementation, and zero-savings scenarios. The employer should know where the economics become weaker or stop working.
The review should also flag situations that require separate analysis, including owner status, highly compensated employees, public-sector workforces, union arrangements, state rules, and current-plan conflicts.
Keep the decision with the employer
The analysis is a decision tool, not tax, legal, payroll, insurance, medical, benefits, or financial advice. The employer should receive the assumptions and governing documents in writing and review them with its own advisors.
Beal Ventures can organize the company-fit process and specialist handoff without promising the final result.