Nirvana Plan Design Tool — the only one you'll ever need

Your workforce

Workforce headcount500

Average salary$90,000

Annual turnover15%

Replacement cost multiplier1.0×

Industry benchmark for replacing an employee. 1.0× of salary is a common planning figure; adjust to your own experience.

Contribution design — Safe Harbor

Safe Harbor status built in. No year-end ADP/ACP testing required.

Current vesting schedule

Multi-year schedules return unvested employer dollars to the plan when workers leave early — shown below as forfeited goodwill.

Self-service features Self-service employee loansAdds HR hours saved. No added plan cost. Self-directed brokerage (SDBA)Automated workflows, no added admin load.

Your plan, in numbers

Estimated annual value · simple modern design

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What it costs & returns	Annual	How it's figured
Replacement cost Hiring & training departing roles	—	Headcount × turnover × salary × multiplier.
Benefits-tied turnover Share linked to benefits experience	—	10% of replacement cost (planning benchmark).
Total workforce spend Gross annual payroll	—	The pool the plan supports.

Retention value

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Value retained by improving benefits-driven attrition (40% planning factor).

Administrative value

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Illustrative: $120 → $48 per participant in automated recordkeeping & admin.

Total estimated annual value

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Retention value + administrative value — redeployable to pay, savings, or the bottom line.

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Value per employee / year

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HR admin hours saved / year

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Year-end compliance tests

Forfeited goodwill · vesting

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Unvested employer dollars returned to the plan when workers leave early each year.

Cumulative value — 10-year horizon

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Your coverage

Workforce headcount500

Average salary$90,000

Lines of coverage Short-Term Disability (STD)≈ 0.50% of covered payroll at pure-premium rates. Long-Term Disability (LTD)≈ 0.35% of covered payroll. Basic Group Term Life (1× salary)≈ 0.15% of covered payroll.

Commission built into premium15%

Standard group premiums typically include a commission of 10–25%, whether or not advisory services are used.

Annual consulting / RFP fee$75,000

Coverage comes in many variants — elimination periods, "own occupation" vs "any occupation" definitions, and more. Matching your census to standard actuarial tables turns that into a clear, like-for-like comparison.

Your coverage, in numbers

Estimated annual value · direct, transparent pricing

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Premium flow	Annual	Notes
Estimated fair premium Selected lines, pure-risk pricing	—	The risk transfer, to the carrier.
Embedded commission Included in standard premiums	—	A share of every premium dollar.
Consulting / RFP fee Typical engagement fee	—	Annual, where applicable.
Nirvana platform fee Illustrative flat fee — not a quote	—	$18 / employee / year (illustrative).

Estimated annual value · direct pricing

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Embedded commission + consulting fee − the flat platform fee — yours to redirect to coverage or compensation.

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Value per employee / year

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Beyond the pure risk transfer

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Coverage lines analyzed

Cumulative value — 10-year horizon

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Health & Wellness

Next on the roadmap: a clear, side-by-side view of medical plan design — stop-loss, level-funding, and pharmacy pricing made easy to compare.

Same tool · another line of coverage

Leave & Compliance

Pick a clean, unified PTO and parental-leave design and let automated multi-state compliance tracking handle the rest.

Same tool · another line of coverage